A STUDY ON EMPLOYEE JOB SATISFACTION IN R.P.

N COTSPIN
PVT LIMITED

CHAPTER-I

INDRODUCTION

The present study is made an attempt to identify Job Satisfaction facilities and
employees level about Job Satisfaction facilities adopted. To achieve the
aforesaid objective data is gathered from 110 employees of the organization
with random sampling technique. It is found that most of the respondents are
aware about the legislative and non - legislative employee Job Satisfaction
facilities provided at the Company, Job Satisfaction facilities like medical,
canteen, working environment, safety measures etc., are provided by the
company. And most of the employees are satisfied with the Job Satisfaction
facilities adopted by the company towards the employees Job Satisfaction.

INTRODUCTION

Every individual has certain needs and motives which want to fulfill.
Any job which fulfills their needs and motives. There are some situational
factors responsible for job satisfaction. The important causes of job satisfaction
are wage incentive systems, the work environment, length of working hours,
behavior of the supervisor, security, scope for promotion and recognition of
merit. Besides proper evaluation of work, impartial behavior and social
relationship with co-workers etc. are also contributory factors.

The term Job Satisfaction proposes many ideas, meanings and connotations,
such as the state of well-being, health, happiness, prosperity and the
development of human resources. As a total concept of Job Satisfaction, it is a
desirable state of existence involving physical, mental, moral and emotional
well-being.

The social concept of Job Satisfaction implies the Job Satisfaction of man, his
family, and his community. Job Satisfaction is called a relative concept, for it is
related to time and space. Changes in it have an impact on the system of Job
Satisfaction as well. Job Satisfaction is also a positive concept. In order to
establish a minimum level of Job Satisfaction, it demands certain minimum
acceptable conditions of existence, biologically and socially.

The employee Job Satisfaction schemes can be classified into two categories
viz. statutory and non-statutory Job Satisfaction schemes. The statutory schemes
are those schemes that are compulsory to provide by an organization as
compliance to the laws governing employee health and safety. These include
provisions provided in industrial acts like Factories Act 1948, Dock Workers
Act (safety, health and Job Satisfaction) 1986, Mines Act 1962. The non
statutory schemes differ from organization to organization and from industry to
industry.

It is a comprehensive term including various services, benefits and facilities

offered to employees by the employer. Through such generous fringe benefits,
the employer makes life worth living for employees. The Job Satisfaction
amenities are extended by in addition to normal wages and other economic
rewards available to the employees as per legal provisions. The significance of
Job Satisfaction were accepted as early as 1931 when the Royal Commission on
Labor stated, the benefits are of great importance to the worker which he is
unable to secure by himself. The schemes of labor Job Satisfaction may be
regarded as a wise investment because these would bring a profitable return in
form of greater efficiency.
Employee Job Satisfaction facilities in the organization affects on the behavior
of the employees as well as on the productivity of the organization. While
getting work done through employees the management must provide required
good facilities to all employees. The management should provide required good
facilities to all employees in such way that employees become satisfied and they
work harder and more efficiently and more effectively.

Job Satisfaction is a broad concept referring to a state of living of an individual

or a group, in a desirable relationship with the total environment ecological
economic and social. It aims at social development by such means as social
legislation, social reform social service, social work, social action. The object of
economics Job Satisfaction is to promote economic production and productivity
and through development by increasing equitable distribution.

Lab our Job Satisfaction is an area of social Job Satisfaction conceptually and
operationally. It covers a broad field and connotes a state of well being,
happiness, satisfaction, conservation and development of human resources.

Employee Job Satisfaction is an area of social Job Satisfaction conceptually and

operationally. It covers a broad field and connotes a state of well-being,
happiness, satisfaction, conservation and development of human resources and
also helps to motivation of employee. The basic propose of employee Job
Satisfaction is to enrich the life of employees and to keep them happy and
conducted. Job Satisfaction may be both Statutory and Non statutory laws
require the employer to extend certain benefits to employees in addition to
wages or salaries.
OBJECTIVE OF THE STUDY

The study has been designed with the following objects

To know awareness about the concept of Employee job satisfaction
To know employees Job Satisfaction strategies in this company of
employees.
To give suggestions to improve the labor job satisfaction in the company.
Ensure continuous development of human Resources.
To maintain good relationship between the management and workers.
To find out various job satisfaction
Facilities provided at the Company.

SCOPE OF THE STUDY

The study "Employee job satisfaction provided by R.P.N COTSPIN

PVT LIMITED has thrown light to the Job Satisfaction of employee
who marks in the organization.
This study wills help the top management to improve their labor Job
Satisfaction in favorable for employees of R.P.N COTSPIN PVT
LIMITED
The Study covers the whole organization is taken into consideration and
the survey is conducted among the workers through the Questionnaire
and also present study is restricted to R.P.N COTSPIN PVT LIMITED
and data is analyzed based on the information provided by employees of
the R.P.N COTSPIN PVT LIMITED
CONSTRAINTS AND LIMITATION OF THE STUDY:

As the study revolves around the reward system of the organization and
in spite of keeping serious and sincere efforts there are several
limitations. There are as follows.
The information is collected by 110 employees only.
The investigation access to the staff was limited due to the shift system.
Information received from the respondents neither may not be accurate.
So the received information will not give a true and fair view of the actual
position.
Due to time constraint, the research work has been undertaken within the
stipulated time of 3 weeks
Due to time limitation, sample size for the project study is limited to only
110 laborers.

RESEARCH METHODOLOGY

A Research design is simply the framework or plan for a study. The design may
be a specific presentation of the various steps in the process of Research. For
this descriptive design was used. Descriptive research includes survey 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 this method the
researcher has no control over the variables. He / She can only report what has
happened and what is happening.

The methodology adapted to collecting information from a sample size of 100

respondents by using simple random sampling technique, in order to analyze
and interpret the respondents opinions and views with respect to the Job
Satisfaction provided by R.P.N COTSPIN PVT LIMITED The entire study is
based on both the primary data and Secondary data.
PRIMARY DATA:

For collecting the primary data, the questionnaire method was employed. Each
respondent was given a questionnaire and they answered it and returned back in
two weeks time.

Questionnaire: A Questionnaire has been prepared and distributed among the

respondents (employees) for both executives and non-executives.

Interview: Personal Interview and interaction with the respondents

(employees).

Observation: by observing the working environment.

SECONDARY DATA

For secondary data the researcher depends on various company records,

websites and journals etc. The secondary data is that which have been already
collected by someone or else which have been passed through statistical data
can be categorized into two broad categories named published and unpublished
statistics.

Data sources

Primary data was collected by the questionnaire based marked

survey. Secondary data was obtained from journals, magazines newspapers,
books and the internet.

Research Instrument

For doing the survey research, structured questionnaire with both open ended
and close end equations were used.
Data Analysis:

The mode of survey was personal interview with the respondents during the
filling up of the questionnaire.

Sampling Techniques:

The sampling used for this study was probability sampling. Since the study is
only meant for certain specific categories within the total population,
a stratified random sample was used. Three groups of categories have
been taken into account viz. students professionals and general public.

Sample Size

A sample size of 110 respondents is used for the study.

TOOLS OF THE STUDY

Percentage analysis and chi-square are used for analyzing the data
collected.

Percentages are obtained when ratios are multiplied by 150

No. of respondents

Percentage of respondents = ---------------------------- X 100

Total No.of respondents

CHI-SQUARE ANALYSIS:

Chi-square test = (O-E)2/E

Degrees of freedom = V = (r-1) (C-1)

 Where O = Observed Frequency

E = Expected Frequency

R = Number of rows

C = Number of columns

Level of significance = 5%.

CHAPTER II

REVIEW OF LITERATURE

Report of National Commission on Employee (2002), Government of India,

made recommendations in the area of Employee Job Satisfaction which include
social security, extending the application of the Provident Fund, gratuity and
unemployment insurance etc. Shobha, Mishra & Manju Bhagat, in their
Principles for Successful Implementation of Employee Job Satisfaction,
stated that Employee absenteeism in Indian industries can be reduced to a great
extent by provision of good housing, health and family care, canteen,
educational and training facilities and provision of Job Satisfaction activities.

A. Sabarirajan, T. Meharajan, B.Arun (2001) analyzed the study on

employee Job Satisfaction in TEXTILES industry. The study shows that 15% of
the employees are employees are satisfied with their Job Satisfaction.39 % of
the employees is average with their Job Satisfaction. 16% of them are in highly
dissatisfied level. This study throws light on the impact of Job Satisfaction on
QWL among the employees of TEXTILESIndustry inMADURAI district.
While describing the Job Satisfaction in ERF RUBBER INDUSTRY, A.J.Todd
(1933) was analyzed that the EmployeeJob Satisfaction is the voluntary efforts
of the employers to establish, within the existing industrial system, working and
sometimes living and cultural conditions of the employees beyond what is
required by law, the custom of the industry and the conditions of the market.

V. V. Gir+i National Employee Institute(1999-2000), a fully funded

autonomous body of the Ministry of Employee, it was conducted action-
oriented research and provides training to grass root level workers in the trade
union movement, both in the urban and rural areas, and also to officers dealing
with industrial relations, personal management, EmployeeJob Satisfaction, etc.

In the view of K.K. Chaudhuri, in his Human Resources: A Relook to the

Workplace, states that HR policies are being made flexible. From leaves to
compensations, perks to office facilities, many companies are willing to
customize policies to suit different employee segments.

Conventions and Recommendations of ILO (1949) sets forth a fundamental

principle at its 26th conference held in Philadelphia recommended some of the
measures in the area of Job Satisfaction which includes adequate protection for
life and health of workers in all occupations, provision for child Job Satisfaction
and maternity protection, provision of adequate nutrition, housing and facilities
for recreation and culture, the assurance of equality of educational and
vocational opportunity etc.

A Study done by P.R. China in 2003, Great expectations are being placed on
firms to act with increasing social responsibility, which is adding a new
dimension to the role of management and the vision of companies. They argue
that social Job Satisfaction activities are strategic investments for firm. They
can create intangible assets that help companies overcome entry barriers,
facilitate globalization, and outcompete local rivals. They are simple
contribution, topic contribution, collaboration with non-profit organizations or
government organizations, and establishment of corporation charity fund.

Future research on corporate citizenship would be strengthened in philanthropic

strategy and management.

A STUDY EMPLOYEE JOB SATISFACTION QUESITONARY

1. Age group of employees in this organization?

a) Below 30
b) 31 40
c) 41 50

2. Distribution of respondents by gender?

a. Male
b. Female

3. Educational qualification of the employee in company?

a) SSLC
b) HSC
c) Graduate
d) Post graduated

4. Salary of the respondents

a) 20000-30000
b) 30000-35000
c) 35000-40000
d) Above 50000

5. Experience of the employee

 a) 2-3 year experience
b) 3-4 years experience
c) 4-5 years experience
d) Above 5 years

6. Awareness towards the statutory and non-statutory employee Job Satisfaction

facilities at this company?

a. Yes
b. No

7. Medical and First aid facilities provided by the company?

a. Excellent
b. Very good
c. Good
d. Satisfactory
e. Poor

8. Canteen facilities provided by the company?

a. Excellent
b. Very Good
c. Good
d. Satisfactory
e. Poor
 9. Transport and parking facilities provided by the company?

a) Excellent
b) Very Good
c) Good
d) Satisfactory
e) Poor

10. Uniform and ID card provided by the company?

a) Excellent
b) Very Good
c) Good
d) Satisfactory
e) Poor

11. The rest room/wash rooms/Recreational facilities provided by the company?

a) Excellent
b) Very Good
c) Good
d) Satisfactory
e) Poor
12. Commitment of the organization in promoting employee Job Satisfaction
facilities?

a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
e) Strongly Disagree

13. Employee counseling provided by the company?

a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

14. Attitude of the employees towards Job Satisfaction facilities adopted by the
organization?

a) Excellent
b) Very Good
c) Good
d) Satisfactory
e) Poor

15. Safety facilities and standards adopted in Company ensuring adequate safety
to employees and thus preventing the accident?
 a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
e) Strongly Disagree

16. Provision of safety equipments (glasses, Masks, helmets, shoes etc) to the
employees during work

a) Yes
b) No

17. Working conditions of the Company with respect to Ventilation, Lighting,

Temperature, Seating arrangement, Spacing of machinery and Cleanliness
inside working premises?

a) Excellent
b) Very Good
c) Good
d) Satisfactory
e) Poor

18. Provision of sufficient good drinking water in the work area?

a) Yes
b) No

19.The most important things that happen to me involve my present job. ?

a) Strongly disagree
b) Disagree
c) Neutral
 d) Agree
e) Strongly agree

20. To me, my job is only a small part of who I am.

a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

21. I am very much involved personally in my job.

a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree