CHAPTER 1

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
persons parent. There are a variety of factors that can influence a persons
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, leadership and social relationships, 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 relate of pay, work
responsibilities, variety of tasks, promotional opportunities the work itself and
co-workers. Some questioners ask yes or no questions while others ask to rate
satisfaction on 1 5 scale where 1 represents not all satisfied and 5
represents extremely satisfied).

SCOPE OF THE STUDY

This study emphasis in the following scope:
To identify the employees level of satisfaction upon that job.
This study is helpful to that organization for conducting further
research.
It is helpful to identify the employees level of satisfaction towards
welfare measure.
This study helps to make a managerial decision to the organization.

OBJECTIVE OF THE STUDY

The objective of the study is as follows
To assess the satisfaction level of employees in Travancore Sugars and
Chemicals Ltd..
To identify the factors which influence the job satisfaction of
employees in TRAVANCORE SUGARS AND CHEMICALS LTD..
To identify the factor this improves the satisfaction level of employees
in TRAVANCORE SUGARS AND CHEMICALS LTD...
To know the satisfaction towards the facilities.

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
A research design is considered as the framework or plan for a study
that guides as well as helps the data collection and analysis of data. The
research design may be exploratory, descriptive and experimental for the
present study. The descriptive research design is adopted for this project.
Research Approach
The research worker contacted the respondents personally with wellprepared sequentially arranged questions. The questionnaire is prepared on
the basis of objectives of the study. Direct contract is used for survey, i.e.,
contacting employees directly in order to collect data.
Sample size
The study sample constitutes 100 respondents constituting in the
research area.

Sampling Area
The study is conducted about employees in Travancore Sugars and
Chemicals Ltd..

Sampling Design
The researcher has used probability sampling in which simple random
sampling is used.

Collection of Data
Most of the data collected by the researcher is primary data through
personal interview, where the researcher and the respondent operate face to
face.
Research Instrument
The researcher has used a structured questionnaire as a research
instrument tool which consists of open ended questions, multiple choice

and dichotomous questions in order to get data. Thus, Questionnaire is the

data collection instrument used in the study. All the questions in the
questionnaire are organized in such a way that elicit all the relevant
information that is needed for the study

Statistical Tools
The statistical tools used for analyzing the data collected are
percentage method, bar diagrams and pie diagrams.
Research period
The research period of the study has for two month

LIMITATIONS OF THE STUDY

The survey is subjected to the bias and prejudices of the respondents.
Hence 100% accuracy cant be assured.
The researcher was carried out in a short span of time, where in the
researcher could not widen the study.
The study could not be generalized due to the fact that researcher
adapted personal interview methods Consists of findings of the study.

CHAPTER 2
REVIEW OF LITERATURE

REVIEW OF LITERATURE
Definitions:
"Job satisfaction does not seem to reduce absence, turnover and perhaps
accident rates".
-Robert L. Kahn T
"Job satisfaction is a general attitude towards one's job: the difference
between the amount of reward workers receive and the amount they believe
they should receive."
-P. Robbins
Job satisfaction defines as "The amount of overall positive affect (or feeling)
that individuals have toward their jobs."
Andrew J DuBrins, The practice of supervision, New Delhi
Human life has become very complex and completed in now-a-days. In
modern society the needs and requirements of the people are ever increasing
and ever changing. When the people are ever increasing and ever changing,
when the peoples needs are not fulfilled they become dissatisfied. Dissatisfied
people are likely to contribute very little for any purpose. Job satisfaction of
industrial workers us very important for the industry to function successfully.
Apart from managerial and technical aspects, employers can be considered as
backbone of any industrial development. To utilize their contribution they
should be provided with good working conditions to boost their job
satisfaction.
Any business cab achieve success and peace only when the problem of
satisfaction and dissatisfaction of workers are felt understood and solved,
9

problem of efficiency absenteeism labour turnover require a social skill of

understanding human problems and dealing with them scientific investigation
serves the purpose to solve the human problems in the industry.
a)

Pay.

b)

The work itself.

c)

Promotion

d)

The work group.

e)

Working condition.

f)

Supervision. PAY

Wages do play a significant role in determining of satisfaction. Pay is

instrumental in fulfilling so many needs. Money facilities the obtaining of
food, shelter, and clothing and provides the means to enjoy valued leisure
interest outside of work. Moreover, pay can serve as symbol of achievement
and asource of recognition. Employees often see pay as a reflection of
organization. Fringe benefits have not been found to have strong influence on
job satisfaction as direct wages.
THE WORK ITSELF
Along with pay, the content of the work itself plays a very major role in
determining how satisfied employees are with their jobs. By and large,
workers want jobs that are challenging; they do want to be doing mindless
jobs day after day. The two most important aspect of the work itself that
influence job satisfaction are variety and control over work methods and work
place.

10

In general, job with a moderate amount of variety produce the most job
satisfaction. Jobs with too little variety cause workers to feel bored and
fatigue. Jobs with too much variety and stimulation cause workers to feel
psychologically stressed and 'burnout'.
PROMOTION
Promotional opportunities have a moderate impact on job satisfaction. A
promotion to a higher level in an organization typically involves positive
changes I supervision, job content and pay. Jobs that are at the higher level of
an organization usually provide workers with more freedom, more
challenging work assignments and high salary.
SUPERVISION
Two dimensions of supervisor style:
1.

Employee centered or consideration supervisors who establish a

supportive personal relationship with subordinates and take a personal interest

in them.
2.

The other dimension of supervisory style influence participation in

decision making, employee who participates in decision that affect their job,
display a much higher level of satisfaction with supervisor an the overall work
situation.
WORK GROUP
Having friendly and co-operative co-workers is a modest source of job
satisfaction to individual employees. The working groups also serve as a
social support system of employees. People often used their co-workers as
sounding board for their problem of as a source of comfort.

11

WORK CONDITION
The employees desire good working condition because they lead to greater
physical comfort. The working conditions are important to employees because
they can influence life outside of work. If people are require to work long
hours and / or overtime, they will have very little felt for their families,
friends and recreation outside work.
Determinants of job satisfaction:
While analyzing the various determinants of job satisfaction, we have to keep
in mind that: all individuals do no derive the same degree of satisfaction
though they perform the same job in the same job environment and at the
same time. Therefore, it appears that besides the nature of job and job
environment, there are individual variables which affect job satisfaction.
Thus, all those factors which provide a fit among individual variables, nature
of job, and situational variables determine the degree of job satisfaction. Let
us see what these factors are.
Individual factors:
Individuals have certain expectations from their jobs. If their expectations are
met from the jobs, they feel satisfied. These expectations are based on an
individual's level of education, age and other factors.
Level of education: Level of education of an individual is a factor which
determines the degree of job satisfaction. For example, several studies have
found negative correlation between the level of education, particularly higher
level of education, and job satisfaction. The possible reason for this
phenomenon may be that highly educated persons have very high
12

expectations from their jobs which remain unsatisfied. In their case, Peter's
principle which V suggests that every individual tries to reach his level of
incompetence, applies more quickly.
Age: Individuals experience different degree of job satisfaction at different
stages of their life. Job satisfaction is high at the initial stage, gets gradually
reduced, starts rising upto certain stage, and finally dips to a low degree. The
possible reasons for this phenomenon are like this.
When individuals join an organization, they may have some unrealistic
assumptions about what they are going to drive from their work. These
assumptions make them more satisfied. However, when these assumptions
fall short of reality, job satisfaction goes down. It starts rising again as the
people start to assess the jobs in right perspective and correct their
assumptions. At the last, particularly at the far end of the career, job
satisfaction goes down because of fear of retirement and future outcome.
Other factors: Besides the above two factors, there are other individual factors
which affect job satisfaction. If an individual does not have favorable social
and family life, he may not feel happy at the workplace. Similarly, other
personal problems associated with him may affect his level of job satisfaction.
Personal problems associated with him may affect his level of job satisfaction.
Nature of job:
Nature of job determines job satisfaction which is in the form of occupation
level and job content.
Occupation level: Higher level jobs provide more satisfaction as compared to
lower levels. This happens because high level jobs carry prestige and status in
the society which itself becomes source of satisfaction for the job holders. For

13

example, professionals derive more satisfaction as compared to salaried

people: factory workers are least satisfied.
Job content: Job content refers to the intrinsic value of the job which depends
on the requirement of skills for performing it, and the degree of responsibility
and growth it offers. A higher content of these factors provides higher
satisfaction. For example, a routine and repetitive lesser satisfaction; the
degree of satisfaction progressively increases in job rotation, job enlargement,
and job enrichment.
Situational variables:
Situational variables related to job satisfaction lie in organizational context formal and informal. Formal organization emerges out of the interaction of
individuals in the organization. Some of the important factors which affect job
important factors which affect job satisfaction are given below:
1.

Working conditions: Working conditions, particularly physical work

environment, like conditions of workplace and associated facilities for

performing the job determine job satisfaction. These work in two ways. First,
these provide means job performance. Second, provision of these conditions
affects the individual's perception about the organization. If these factors are
favourable, individuals experience higher level of job satisfaction. ^^V*"^
2.

Supervision: The type of supervision affects job satisfaction as in each

type of supervision; the degree of importance attached to individuals varies.

In employee-oriented supervision, there is more concern for people which is
perceived favorably by them and provides them more satisfaction. In job
oriented supervision, there is more emphasis on the performance of the job
and people become secondary. This situation decreases job satisfaction.

14

3.

Equitable rewards: The type of linkage that is provided between job

performance and rewards determines the degree of job satisfaction. If the

reward is perceived to be based on the job performance and equitable, it offers
higher satisfaction. If the reward is perceived to be based on considerations
other than the job performance, it affects job satisfaction adversely.
4.

Opportunity: It is true that individuals seek satisfaction in their jobs in

the context of job nature and work environment by they also attach
importance to opportunities for promotion that these job offer. If the present
job offers opportunity of promotion is lacking, it reduces satisfaction.
5.

Work group: Individuals work in group either created formally of they

develop on their own to seek emotional satisfaction at the workplace. To the

extent such groups are cohesive; the degree of satisfaction is high. If the
group is not cohesive, job satisfaction is low. In a cohesive group, people
derive satisfaction out of their interpersonal interaction and workplace
becomes satisfying leading to job satisfaction.
Effect of Job Satisfaction
Job satisfaction has a variety of effects. These effects may be seen in the
context of an individual's physical and mental health, productivity,
absenteeism, and turnover.
Physical and Mental Health:
The degree of job satisfaction affects an individual's physical and mental
health. Since job satisfaction is a type of mental feeling, its favorableness or
un favorableness affects the individual psychologically which ultimately
affects his physical health. For example, Lawler has pointed out that drug
abuse, alcoholism and mental and physical health result from psychologically

15

harmful jobs. Further, since a job is an important part of life, job satisfaction
influences general life satisfaction. The result is that there is spillover effect
which occurs in both directions between job and life satisfaction.
Productivity:
There are two views about the relationship between job satisfaction and
productivity:
1.

A happy worker is a productive worker,

2.

A happy worker is not necessarily a productive worker.

The first view establishes a direct cause-effect relationship between job

satisfaction and productivity; when job satisfaction increases, productivity
increases; when satisfaction decreases, productivity decreases. The basic logic
behind this is that a happy worker will put more efforts for job performance.
However, this may not be true in all cases. For example, a worker having low
expectations from his jobs may feel satisfied but he may not put his efforts
more vigorously because of his low expectations from the job. Therefore, this
view does not explain fully the complex relationship between job satisfaction
and productivity.
The view: That is a satisfied worker is not necessarily a productive worker
explains the relationship between job satisfaction and productivity. Various
research studies also support this view. This relationship may be explained in
terms of the operation of two factors: effect of job performance on satisfaction
and organizational expectations from individuals for job performance.
1. Job performance leads to job satisfaction and not the other way round. The
basic factor for this phenomenon is the rewards (a source of satisfaction)
attached with performance. There are two types of rewards- intrinsic and
16

extrinsic. The intrinsic reward stems from the job itself which may be in the
form of growth potential, challenging job, etc. The satisfaction on such a type
of reward may help to increase productivity. The extrinsic reward is subject to
control by management such as salary, bonus, etc. Any increase in these
factors does not help to increase productivity though these factors increase job
satisfaction.
2. A happy worker does not necessarily contribute to higher productivity
because he has to operate under certain technological constraints and,
therefore, he cannot go beyond certain output. Further, this constraint affects
the management's expectations from the individual in the form of lower
output. Thus, the work situation is pegged to minimally acceptable level of
performance.
However, it does not mean that the job satisfaction has no impact o
productivity. A satisfied worker may not necessarily lead to increased
productivity but a dissatisfied worker leads to lower productivity.
Absenteeism:
Absenteeism refers to the frequency of absence of job holder from the
workplace either unexcused absence due to some avoidable reasons or long
absence due to some unavoidable reasons. It is the former type of absence
which is a matter of concern. This absence is due to lack of satisfaction from
the job which produces a 'lack of will to work' and alienate a worker form
work as for as possible. Thus, job satisfaction is related to absenteeism.
Employee turnover:
Turnover of employees is the rate at which employees leave the organization
within a given period of time. When an individual feels dissatisfaction in the

17

organization, he tries to overcome this through the various ways of defense

mechanism. If he is not able to do so, he opts to leave the organization. Thus,
in general case, employee turnover is related to job
satisfaction. However, job satisfaction is not the only cause of employee
turnover, the other cause being better opportunity elsewhere.
For example, in the present context, the rate of turnover of computer software
professionals is very high in India. However, these professionals leave their
organizations not simply because they are not satisfied but because of the
opportunities offered from other sources particularly from foreign companies
located abroad.
Improving job satisfaction:
Job satisfaction plays significant role in the organization. Therefore, manager
should take concrete steps to improve the level of job satisfaction.
1.

Re-designing the job.

2.

Improving the quality of work life.

3.

Linking rewards with performance.

4.

Improving overall organizational climate.

18

CHAPTER 3
INDUSTRY PROFILE

19

INDUSTRY PROFILE
Liquor production is one of the profitable businesses in todays
world. In India, several private, public and government companies are
producing liquor and making huge profits. But this liquor consumption is
injurious to human body. It will spoil the life of the young generations of
the country. The government cannot stop the production and distribution
of liquor because it accelerates the revenue in the form of tax. The
turnover tax of liquor (IMFL) sales is 96%.
KSBC (Kerala State Beverages Corporation) has the monopoly
right to distribute liquor throughout the state by KSBC and any other
selling activities within the state are illegal and are subject to severe
punishment including imprisonment.
The Kerala State Beverages (M&M) Corporation handles
potable liquor made out of Extra Neutral Alcohol. Potable liquor is a
consumable item containing potable Alcohol and other chemicals.
The role of KSBC is channelizing all kinds of liquor/beer/wine from
manufactures throughout the country for the consumers in Kerala.
Any non-availability of any item is the decision of the
respective manufacturer not to sell the item in Kerala. As such KSBC is
not restricting purchase of liquor from any manufacturer who is prepared
to enter into a valid contract. KSBC performs the role of procuring liquor
and take adequate steps to ensure the quality standards of liquor and place
them to the consumer through the various channels of distribution enabling
the consumer to take his preference. The liquor bought through KSBC
contains the holographic stickers pasted on the bottle caps.

20

The activity of KSBC confines to contracts for

procurement and distribution. Consumer has to know his health condition
while deciding to drink. Alcohol is not a freely marketable item like any
other consumable but can be sold only through license. In this point of
view there is a message that consumer has to check his health while
consuming liquor.
The judicial commissions of inquiry appointed by the
Government streamline the liquor trade in the state recommended:
1. To provide genuine liquor at reasonable price, through
Government agencies.
2. Exploitation through increased tax and exploitation by middlemen
should be stopped and consumer protection must be guiding
policy.
For achieving the above, nationalization of entire liquor trade was
suggested. In line with the suggestion, the Government decided to set up a
public sector corporation to procure spirit and arrange blending, bottling,
sealing, and distribution of arrack and also for dealing with the sale of
IMFL. An amendment was made in the Abkari Act 1984 to give effect to
the same.
KSBC was formed on 23-02-1984 to take over the wholesale distribution
of liquor in a phased manner and to eventually set up distilleries and
blending units to produce spirit, arrack and IMFL. Since then the
distribution of liquor has been bought under the control of Corporation
except for loose vending of liquor by Bars/clubs and a small portion of the
retails by Consumer Federation.

21

Objectives:
1. To provide genuine quality liquor consumers at reasonable prices.
2. To make available supplies of liquor commensurate to demand.
3. To evolve proper system to prevent misuse, distribution of
spurious liquor through unauthorized sources and evasion of duties
and taxes by middlemen.
4. Consumer protection and satisfaction.

22

CHAPTER 4
COMPANY PROFILE

23

COMPANY PROFILE
The Travancore Sugars and Chemicals Ltd (T.S. & C. Ltd.)
was incorporated in June 1937 with an authorized share capital of Rs.
60,00,000 with an objective to acquire carry on and transact the trades
and business of planters, general merchants and importers, manufactures
of dealers in sugar, wine and spirits. Now the company is concentrating
on Indian Made Fine Liquor (IMFL) production. There is no marketing
department in this company because the sales of IMFL products are only
done through the Kerala State Beverages Corporation (KSBC) Ltd. This
government company registered under joint stock Companies Act 1956
and its share capital, as at 2012 is Rs13,15,68,909.Manpower of the
company is 218 employees at present and turnover approximately for the
year ended 2013-2014 is 111cores. The operations of the company are
highly sophisticated over the years and the company has developed very
high reputation for the quality of its products. The products are resilient,
inexpensive and hygienic/ the companys products are successfully
accepted in all over Kerala because the company follows strict quality
control measures.
Selection of proper location for a new plant is essential for the
smooth functioning of the company. Travancore Sugars and Chemicals
Ltd situated at the place called Valanjavattom near Thiruvalla. Major
reason for the selection of this location is availability of transportation
facilities, banking facilities and well skilled labour forces etc

24

BOARD OF DIRECTORS
CHAIRMAN

: Mr. C. K. Viswanathan,

DIRECTOR

: Mr. P. Marapandyan,
: Mr. Ishita Roy, IAS

MANAGING DIRECTOR

: Mr. N. Shanker Reddy,

SENIOR MANAGER (FINANCE)

&SECRETARY IN CHARGE

: Mr. Alex P. Abraham, FCA

AUDITOR

: M/s Vishnu Rajendran & Co.

Chartered Accountants, Kottayam

BANKERS

: State Bank of India, Thiruvalla.

State Bank of Travancore,
Thiruvalla.
Indian Overseas Bank,
Valanjavattom.
Government Treasury, Thiruvalla.
Pathanamthitta District
Co-operative
Bank Ltd, Niranam.
HDFC Bank, Thiruvalla.

LEGAL ADVISOR

:M/s Menon & Pai, Ernakulam.

25

LOGISTICS
Internal Movement
Trolley and vehicles are used to move semi-finished goods from one
process station to another process station.
External Movement
In case of road transport, TSC has made contract with various transport
companies like K.R.W. (Kerala Road Ways Ltd.) and A.C cargo
management. Other mode of transportation is rail.

PRODUCT PROFILE
Travancore Sugars and Chemicals Ltd. produce variety of products,
which are given below:
1.

INDIAN MADE FOREIGN LIQUOR:

During the financial year 2013-2014 the company sold 28275637 bulk
litres of IMFL valued Rs. 84136231. Now the company produces so
many brands of liquor, which are given below.
a)

Major Premium Brandy:

This brand is specially produced for high-class segment. Normally this

brand is costlier than other products. It is one of the brands, which have a
great move in the market. This product is an advancement of its earliest
product named Commander VSOP Brandy.
b)

Festival xxx Rum:

Festival xxx Rum is a leading in middle class segment. During the year
2013-2014 as per sales report, this brand makes good sales.

26

c)

Jawan xxx Rum:

During the year 2011-2012 as per the sales report, this is the mist profitmaking brand of the company. The brand targets mainly on middle class
segment. Price of the product around Rs. 180 for 750 ml bottle. The main
ingredients are caromic colour, essence, extra 96% neutral alcohol + food
flavour.
d)

Cheers xxx rum:

This is a special brand for low class segment. These brands also keep
good sales report, but low compared to others.

2.

DENATURED AND METYLATED SPIRIT:

During the year 2011-2012 the company sold 17944 litres of metylated
spirit valued Rs. 792775 and 3259 litres of Denaturated spirit costing Rs.
143746, the earning from these were much high compared to its earnings
in previous year. In the previous year 2011-2012 total earnings from both
was around 6.5 lakhs only.
3.

RECTIFIED SPIRIT:

During the year 2013-2014, the company sold 8062051liters of rectified

spirit valued 89 lakhs. It contains 94% alcohol.

27

CHAPTER 5
DATA ANALYSIS AND
INTERPRETATION

28

DATA ANALYSIS AND INTERPRETATION

The data after collection is to be processed and analyzed in accordance
with the outline and down for the purpose at the time of developing research
plan.
Technically speaking, processing implies editing, coding, classification
and tabulation of collected data so that they are amenable to analysis. The
term analysis refers to the computation of certain measures along with
searching for pattern groups. Thus in the process of analysis, relationship or
difference should be subjected to statistical tests of significance to determine
with what validity data can be said to indicate any conclusions.
The analysis of data in a general way involves a number of closely
related operations, which are performed with the purpose of summarizing the
collected data and organizing them in such a manner that they answer the
research questions. In this study the researcher followed above process
carefully and it is presented in this chapter

29

Table .1 To know the department in which employees belongs to

SI. No.

Department

No. of Respondents

Percentage

1.

Electrical

30

30

2.

Civil

25

25

3.

Mechanical

35

35

4.

Others

10

10

Total

100

100

Inference:
From the above table it shows that 35% of employees are
belongs to Mechanical stream. Also there is
belongs to the Electrical stream also in majority.

30

30% of respondents

FIGURE .1
REPRESENTS THE DEPARTMENT

10
30

35

25

31

Table .2 To know the experience of employees

SI. No. Work Experience No. of Respondents Percentage
1.

Below 2 years

13

13

2.

2 4 years

30

30

3.

4 6 years

34

34

4.

Above 6 years

23

23

100

100

Total
Source: survey data
Inference:

From the above table it shows that 34% of the employees have 4 6 years
experience.

32

FIGURE .2
REPRESENTS THE EXPERIENCE OF THE EMPLOYEES

40
34

35
30

30

34

30

25

23

23

20
15

13

13

10
5
0
Below 2 years

2 4 years

4 6 years

33

Above 6 years

Table .3 To know the physical working environment

SI.

Working

No. of

No.

Environment

Respondents

Percentage

1.

Excellent

12

12

2.

Good

57

57

3.

Fair

28

28

4.

Poor

5.

Very Poor

100

100

Total
Source: survey data
Inference:

From the above table it shows that 57% of the employees were
feeling good about the working environment

34

FIGURE .3
REPRESENTS THE PHYSICAL WOKING ENVIRONMENT

3% 0%
12%
28%

Excellent
Good
Fair
57%

Poor
Very Poor

35

Table 4 To know the satisfaction level of employees towards the nonmonitory benefits
SI.

Non-Monitory Benefits offered to

No. of

No.

Employees

Respondents

Percentage

1.

Highly satisfied

14

14

2.

Satisfied

54

54

3.

Neither Satisfied nor Dissatisfied

25

25

4.

Dissatisfied

5.

Highly Dissatisfied

100

100

Total
Source: survey data
Inference:

From the above table it shows that 54% of the employees were satisfied
towards the non-monitory benefits

36

FIGURE 4
REPRESENTS THE SATISFACTION LEVEL OF EMPLOYEES
TOWARDS THE NON-MONITORY BENEFITS
60
54

50
40
30

25
20
10

14
5

0
Highly satisfied

Satisfied

Neither
Satisfied nor
Dissatisatisfied

37

Dissatisfied

2
Highly
Dissatisfied

Table .5 To know the satisfaction level of respondents towards the work

assigned
SI.
No.

Amount of Work

No. of

Percentag

Respondents

1.

Highly satisfied

20

20

2.

Satisfied

45

45

3.

Neither Satisfied nor

12

12

Dissatisfied
4.

Dissatisfied

18

18

5.

Highly Dissatisfied

100

100

Total
Source: survey data
Inference:

From the above table it shows that 45% of the respondents were
satisfied towards the work assigned.

38

FIGURE .5
REPRESENTS THE SATISFACTION LEVEL OF
RESPONDENTS TOWARDS THE WORK ASSIGNED
50

45

45

45

40
35
30
25
20

20

20

18

15

12

18

12

10

5
0
Highly satisfied

Satisfied

Neither
Satisfied nor
Dissatisfied

39

Dissatisfied

Highly
Dissatisfied

Table 6 Opinion about the career development program in their

organisation
SI.

No. of

Career Development

No.

Respondents

Percentage

1.

Highly satisfied

12

12

2.

Satisfied

56

56

3.

Neither Satisfied nor

22

22

Dissatisfied
4.

Dissatisfied

10

10

5.

Highly Dissatisfied

100

100

Total
Source: survey data
Inference:

From the above table it shows that 56% of the employees were
satisfied with the opinion about the carrier development programme in
their organisation.

40

FIGURE 6
REPRESENTS OPINION ABOUT THE CAREER DEVELOPMENT
PROGRAMME IN THEIR ORGANISATION
60

56

56

50

40

30
22

22

20
12

12

10

10

10

0
Highly satisfied

Satisfied

Neither Satisfied
nor Dissatisfied

41

Dissatisfied

Highly Dissatisfied

Table 7 To know the cooperation of co-workers

SI.

Co-operation of Workers

No.

No. of
Respondents

Percentage

1.

Highly satisfied

20

20

2.

Satisfied

66

66

3.

Neither Satisfied nor

11

11

Dissatisfied
4.

Dissatisfied

5.

Highly Dissatisfied

100

100

Total
Source: survey data
Inference:

From the above table it shows that 66% of the employees were
satisfied with the cooperation of co-workers.

42

FIGURE 7
REPRESENTS THE COOPERATION OF CO-WORKERS

0%
3%
11%

20%
Highly satisfied
Satisfied
Neither Satisfied nor
Dissatisfeid
Dissatisfied
Highly Dissatisfied

66%

43

Table 8 To know the satisfaction of Respondents with top management

SI.

Satisfaction with Top

No.

Management

No. of Respondents Percentage

1.

Highly satisfied

26

26

2.

Satisfied

51

51

3.

Neither Satisfied nor Dissatisfied

17

17

3.

Dissatisfied

4.

Highly Dissatisfied

100

100

Total
Source: survey data
Inference:

From the above table it shows that 51% of the employees were satisfied with
the top management.

44

FIGURE 8
REPRESENTS THE SATISFACTION OF RESPONDENTS
WITH TOP MANAGEMENT

Highly satisfied
Satisfied

17%
51%
6%

6%

Neither Satisfied nor

Dissatisfied
Dissatisfied

26%

0%

45

Highly Dissatisfied

Table 9 To know the satisfaction of Respondents with their

subordinates
SI.

Satisfaction with

No. of

No.

Subordinates

Respondents

Percentage

1.

Highly satisfied

12

12

2.

Satisfied

67

67

3.

Neither Satisfied nor

14

14

Dissatisfied
4.

Dissatisfied

5.

Highly Dissatisfied

100

100

Total
Source: survey data
Inference:

From the above table it shows that 67% of the employees were
satisfied with their subordinates.

46

FIGURE 9
REPRESENTS THE SATISFACTION OF RESPONDENTS WITH
THEIR SUBORDINATES

0%
7%

12%

Highly satisfied

14%

Satisfied
Neither Satisfied nor
Dissatisfied
Dissatisfied
Highly Dissatisfied
67%

47

Table 4.10 To know the level of satisfaction regarding nature of job

SI.

Job Satisfaction

No. of Respondents Percentage

No.
1.

Highly satisfied

22

22

2.

Satisfied

55

55

3.

Neither Satisfied nor

16

16

Dissatisfied
4.

Dissatisfied

5.

Highly Dissatisfied

100

100

Total
Source: survey data
Inference:

From the above table it shows that 56% of the employees were
satisfied with their job.

48

FIGURE 10
REPRESENTS THE LEVEL OF SATISFACTION REGARDING
THE NATURE OF JOB

0%
7%
22%
16%

Highly satisfied
Satisfied
Neither Satisfied nor
Dissatisfied
Dissatisfied
Highly Dissatisfied

55%

49

Table 11 To know whether there is any job pressure in their work

SI.

Job Pressure

No. of Respondents

Percentage

No.
1.

Yes

72

72

2.

No

28

28

100

100

Total

Source: survey data

Inference:
From the above table it shows that 72% of employees said there
is job pressure in their work.

50

FIGURE 11
REPRESENTS WHETHER THERE IS ANY JOB PRESSURE IN
THEIR WORK

28%

Yes
No

72%

51

Table 12 To know the opinion regarding opportunity provided by the

organisation in developing skills & talents
SI.

Development of Skills and

No.

Talents

No. of Respondents Percentage

1.

Highly Agree

12

12

2.

Agree

52

52

3.

Neither Agree nor Disagree

28

28

4.

Disagree

5.

Highly Disagree

100

100

Total
Source: survey data
Inference:

From the above table it shows that 52% of employees agreed

regarding opportunity provided by the organisation in developing skills
& talents.

52

FIRGURE 12
REPRESENTS THE OPPORTUNITY PROVIDED BY THE
ORGANISATION IN DEVELOPING SKILLS & TALENTS

2%
6%

12%

Highly Agree
Agree

28%

Neither Agree nor Disagree

Disagree
Highly Disagree
52%

53

Table 13 To know the satisfaction level of welfare facilities provided by

the management
SI.

Welfare Facilities

No. of Respondents Percentage

No.
1.

Highly satisfied

2.

Satisfied

57

57

3.

Neither Satisfied nor

29

29

Dissatisfied
4.

Dissatisfied

Highly Dissatisfied

100

100

Total

Source: survey data

Inference:
From the above table it shows that 57% of the employees were
satisfied with the welfare facilities provided by the management.

54

FIGURE 13
REPRESENTS THE SATISFACTION LEVEL
FACILITIES PROVIDED BY THE MANGEMENT

0%
5%

OF

WELFARE

Highly satisfied
9%
Satisfied

29%

57%

Neither Satisfied nor

Dissatisfied
Dissatisfied
Highly Dissatisfied

55

Table 14 To know the employee satisfaction towards the salary

SI.

Payment Satisfaction

No. of Respondents

Percentage

No.
1.

Yes

67

67

2.

No

33

33

100

100

Total
Source: survey data
Inference:

From the above table it shows that 67% of the employees were
satisfied with their salary.

56

FIGURE 14
REPRESENTS THE SATISFACTION TOWARDS THE SALARY

67

70
60
50
40

33

30
20
10
0
Yes
No

57

Table 15 To know the employees willingness to continue

SI.

Willingness to Work

No. of Respondents

Percentage

No.
1.

Yes

59

59

2.

No

41

41

100

100

Total
Source: survey data
Inference:

From the above table it shows that 59% of the employees were
willing to continue in this organisation.

58

FIGURE 15
REPRESENTS THE EMPLOYEES WILLINGNESS TO CONTINUE

59
60

41

40
20
0
Yes
No

59

Table 16 To know the opinion about policy and practices

SI.

Companys Policy and

No.

Practices

No. of Respondents

Percentage

1.

Excellent

13

13

2.

Very Good

23

23

3.

Good

47

47

4.

Bad

12

12

5.

Very Bad

100

100

Total
Source: survey data
Inference:

From the above table it shows that 47% of the employees were
feels good about the policy and practices.

60

FIGURE 16
REPRESENTS THE OPINION ABOUT POLICY AND PRACTICES

5%

13%

12%

Excellent
Very Good
23%

Good
Bad
Very Bad

47%

61

Table 17 To know the promotion policy

SI.

Companys Promotion

No.

Policy

No. of Respondents Percentage

1.

Highly Satisfied

14

14

2.

Satisfied

57

57

3.

Neither Satisfied nor

20

20

Dissatisfied
3.

Dissatisfied

4.

Highly Dissatisfied

100

100

Total
Source: survey data
Inference:

From the above table it shows that 57% of the employees were
satisfied about the companys promotion policy.

62

FIGURE 17
REPRESENTS THE COMPANYS POLICY

2%
7%

Highly Satisfied

14%

Satisfied

20%

57%

Neither Satisfied nor

Dissatisfied
Dissatisfied
Highly Dissatisfied

63

Table 18 To know the overall job satisfaction

SI.
No.

Overall Job Satisfaction

No. of Respondents Percentage

1.

Highly Satisfied

22

22

2.

Satisfied

30

30

3.

Neither Satisfied nor

29

29

Dissatisfied
4.

Dissatisfied

12

12

5.

Highly Dissatisfied

100

100

Total
Source: survey data
Inference:

From the above table it shows that 30% of the employees were
satisfied in their over all job satisfaction.

64

FIGURE 18
REPRESENTS THE OVERALL JOB SATISFACTION
35
30 30

30
25

29 29

22 22

20
15

12 12

10

7 7

5
0

65

No. of Respondents
Percentage

TABLE 19
TABLE SHOWING RATING OF WELFARE MEASURES ADOPTED
BY THE COMPANY
Respondents

No. of

opinion

Respondents

Excellent

60

60

Good

30

30

Satisfactory

10

10

SL NO

Total

Percentage

100

Interpretation
60% of the respondents says that welfare measures are excellent and 30%
says it is good and 10% are satisfied with it.

66

FIGURE 19
RATING OF WELFARE MEASURES ADOPTED BY THE COMPANY

60
60
50
30

40
30
20

10

10
0
Excellent

Good

67

Satisfactory

CHAPTER 6
FINDINGS SUGGESTIONS AND
CONCLUSION

68

FINDINGS
About 35% of the employees belong to Mechanical field. .
It is found that majority i.e.34% of the employees are having 4to 6
years experience.
Majority of the employees feel that their working environment is good.
Majority of the respondents were satisfied towards the non monitory
benefits provided by the company.
the respondents were satisfied towards the work assigned to them.
It is found from the study majority of the employees were satisfied with
the opinion about the carrier development program in their
organisation.
About 66% of the employees were satisfied with the cooperation of the
co-workers
Most of the employees are satisfied with the top management.
55% of the respondents responded that they are satisfied with their job.
About 72%of the respondents replied that there is job pressure in their
work.
60% of the respondents says that welfare measures are excellent and
30% says it is good and 10% are satisfied with it.

69

SUGGESTIONS
After the study it is found that majority of the employees working in
the organisation are well experienced. They are assets of the
organisation because they are helpful to the organisation to overcome
various problems. Try to retain the existing employees.
Employees are interested to work in a good and pleasant environment.
This will increase their production capacity. After this study it is found
that this organisation is providing good working conditions to the
employees, try to maintain the same.
Carrier development programs are a good tool to achieving the carrier
aspirations of the employees. Try to provide the same.
Adequate care should be taken for satisfying payment of wages Act,
Factory Act 1948, maternity benefit Act, 1961.
Most of the workers are casual workers, So job security is not in
mentioned. So adequate steps should be taken for securing job for the
workers.

70

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. Most of the motivates the employees
by giving fair wages and maintaining them with hygienic atmosphere, safety
and welfare facilities. From this study we can conclude that good job
satisfaction will increase the productivity and morale of employees.

71

BIBLIOGRAPHY

V.S.P.Rao, Human Resource Management.

Shashi.K. Gupta, Organisation Structure and Dynamics.

www.google.com

www.wikkipedia.com

72

QUESTIONNAIRE
1. Which department you belong to?
Mechanical

Electrical

Civil

Others

2. What is your working experience

Below 2 years

2 4 years

4 6 years

Above 6 years

3. What is your opinion about physical working environment

Excellent

Good

Fair

Poor

Very Poor

4. Do you satisfied with the non-monitory benefits

Highly satisfied

Satisfied

Dissatisfied Highly

Neither Satisfied nor Dissatisfied

Dissatisfied

5. Do you satisfied with your work assigned?

Highly satisfied
Dissatisfied

Satisfied

Neither Satisfied nor Dissatisfied

Highly Dissatisfied

6. Do you satisfy the career development program in their organisation?

Highly satisfied
Dissatisfied

Satisfied

Neither Satisfied nor Dissatisfied

Highly Dissatisfied

7. Do you satisfied with the cooperation of co-workers

Highly satisfied
Dissatisfied

Satisfied

Neither Satisfied nor Dissatisfied

Highly Dissatisfied

8. Do you satisfied with the top management

Highly satisfied
Dissatisfied

Satisfied

Neither Satisfied nor Dissatisfied

Highly Dissatisfied

73

9. Do you satisfied with the subordinates

Highly satisfied

Satisfied

Dissatisfied

Neither Satisfied nor Dissatisfied

Highly Dissatisfied

10. Do you satisfied with the nature of job

Highly satisfied

Satisfied

Dissatisfied

Neither Satisfied nor Dissatisfied

Highly Dissatisfied

11. Is there is any job pressure in their work

Yes

No

12. What is your opinion regarding opportunity provided by the organisation

in developing skills & talents
Satisfied

Highly satisfied
Dissatisfied

Neither Satisfied nor Dissatisfied

Highly Dissatisfied

13. Do you satisfied with the welfare facilities provided by the management
Satisfied

Highly satisfied
Dissatisfied

Neither Satisfied nor Dissatisfied

Highly Dissatisfied

14. Do you satisfied with the salary

No

Yes

15. Are you willing to continue?

No

Yes

16. What is your opinion about policy and practices

Excellent

Good

Fair

Poor

Very Poor

17. Do you satisfied with the promotion policy

Highly satisfied
Dissatisfied

Satisfied

Neither Satisfied nor satisfied

Highly Dissatisfied

74

18. How will you rate the overall employee satisfaction

Highly satisfied
Dissatisfied

Satisfied

Neither Satisfied nor Dissatisfied

Highly Dissatisfied

19. How do you rate the welfare measures adopted by the company
Excellent

Good

Satisfactory

20. Do you feel job satisfaction associate with your productivity

Agree

Disagree

21. Give suggestions and commands

75