CHAPTER-I 1.

1 ABOUT THE STUDY EMPLOYEE SATISFICATION-A PERSPECTIVE:

Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement.

ORIGIN OF HUMAN RESOURCES MANAGEMENT

Manpower Management is a most crucial job because managing people is the heart and essence of being a manager. They therefore need a tactful handling by management personnel. If the manpower is properly utilized, it may prove a dynamic motive force for running an enterprise at its optimum results.

CONCEPT OF EMPLOYEE SATISFACTION:

Any job requires interaction with co-workers and bosses, following organizational rules and policies, meeting performance standards, coping with the working conditions and the like. Job satisfaction is defined as an individuals general attitude towards his/her job. In his two-factor theory, Frederick Herzberg says that an individuals relation to work is basic and it is ones attitude towards work that determines success or failure. Intrinsic factors such as advancement, recognition, responsibility and achievement are found to be related to job satisfaction. Dissatisfied respondents cite extrinsic factors such as supervision, pay, company policies and working conditions. The above said factors are constantly related to job satisfaction. Satisfied employees are more likely to talk positively about the organization, help others and go beyond the normal expectations of the job. Satisfied employees might be more prone to go beyond the call of duty because they want to reciprocate their positive experiences. And when the employee trusts his employer, he is more willing to voluntarily engage in behaviors that go beyond the formal job requirements.
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The below said are some of the factors that help to determine employee job satisfaction. Salary: It is a motivator for employees, and they want to be paid fairly. If individuals believe that they are not compensated well, they will be unhappy working for the organization. The management must see whether the salaries and benefits the company offers are comparable to those of other offices in the same area. In addition, clear policies related to salaries, raises and bonuses must be made. Salary is one of the most sensitive indicators that indicate the level of job satisfaction among workers. Interpersonal relations: Being employed gives the employees a reasonable amount of time for socialization (e.g., over lunch, during breaks). This will help them develop a sense of camaraderie and teamwork. So it is essential that the employee maintain good relations with all the employees. Working conditions: The environment in which people work has a tremendous effect on their level of pride for themselves and for the work they are doing. So the equipment and facilities must be kept up to date. The work itself: One of the most important tasks in employee motivation is helping individuals believe that the work they are doing is important and that their tasks are meaningful. Achievement: Most employees in any organization want to do a good job. So they must be placed in positions that use their talents and are not set up for failure. Timely regular feedback on how they are doing will also give them job satisfaction. Recognition: Sincere praises are effective motivators. Responsibility: Employees will be more motivate to do their jobs well if they have ownership of their work. This requires giving employees enough freedom and power to carry their task so that they feel they Own the result. Salary and working conditions constitute the physiological component. Interpersonal relations represent the sociological component; achievement, the work itself, recognitions, responsibility for the psychological component of job satisfaction. Employee Dissatisfaction:

Dissatisfied employees express their dissatisfaction in number of ways. The employees can quit, complain, be insubordinate or shirk a part of their work responsibilities.
Exit: This is a behavior directed towards leaving the organization. It includes looking for

a new job as well as resigning.

Voice: Here the employees actively and constructively attempt to improve conditions by

suggesting improvements, discussing problems with superiors or some form of union activity.
Loyalty: Here the employee waits passively but optimistically for conditions to improve.

He might even speak for the organization in the face of external criticism and trust the organization to do the right things.
Neglect: Here the employee passively allows the conditions to worsen. He might indulge

in chronic absenteeism or lateness, reduced efforts and increased error rate. Voice and loyalty are the constructive forms of displaying dissatisfaction while exit and neglect are the destructive ways of expressing it. A satisfied employee ensures lesser employee turnover. A skilled and able worker can be made more. Productive by keeping him satisfied

1.2 ABOUT THE INDUSTRY

Indian coir industry is an important cottage industry contributing significantly to the economy of the major coconut growing States and Union Territories, i.e., Kerala, Tamil nadu, Andhra Pradesh, Karnataka, Maharashtra, Goa, Orissa, Assam, Andaman & Nicobar,
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Lakshadweep, Pondicherry, etc. About .5.5 lake persons get employment, mostly part time, in this industry. The exports from this industry are around Rs. 70 corers. Coconut husk is the basic raw material for coir products. Around 50 per cent of the available coir husk is used to produce coir products. Hence, there is scope for growth of coir industry. The Eighth Plan programmers for coir industry aimed at increased utilization of coconut husk for production of coir fiber, growth of the domestic market, strengthening of research and development to find out new uses of coir fiber especially in the areas of geo-fiber, fire retardant, cement and gypsum polymer development, acquiring of new technology like PVC-tufted coir products, encouragement to cooperativisation and providing social welfare, civic amenities and medical facilities to coir workers. Emphasis would be laid on mechanization in a phased manner without affecting employment to make Indian coir products competitive in the export market. Brown coir fiber production would be encouraged. Coir Industry is exclusively a cottage Industry on its spinning side. On the Manufacturing side of finished goods, it is partly cottage wise and partly factory wise. The Co-operative Sector also made its mark, organizing individual households involved in coir making activities and reaping the benefits of organized buying of raw material and Shared common facilities. Kerala alone has 620 primary societies and 43 manufacturing Societies. The Indian Coir Industry has been fortunate to get another boost in the form of the everincreasing awareness about eco protection. Coir, being a natural fiber that is environment friendly in the strictest sense of the term, is now seen as the fiber of the Future. The eco friendly quality of coir will help it to hold its ground even as it battles Competition from synthetic fibers. The Indian Coir Industry is now on the comeback trail, after the sluggishness Over the past three decades. The export figures have moved up from Rs. 250 crores in 1997 to Rs 605.17 crores during 2006-07. Those figures may not look awesome in value terms, but the real significance lies in the fact that the industry employs a staggering 6 Lakhs people directly or indirectly. Equally significant is the fact that most of these people are from the economically disadvantaged classes, and as much as 80 % of the Workers are women. The manufacture of coir fiber and coir yarn was traditional old industry in the coastal areas of the native states of Travancore and Cochin and the coir was Purchased and exported by
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the traders from the Calcutta port. Using handlooms used the yarn so exported for the manufacture of cheap floor coverings in the schools for the blind. The golden textured Indian Coir Fiber, which earned it the unofficial brand name golden fiber, captured European and world markets in no time. According to the Indian Coconut Committees History and Home of Coconut Published in September1954, the coconut palm originated in Sri Lanka. In another view, the coconuts drifted in the sea from Polynesia and found new homes in many parts of the World. According to early Greek Chronicles, it was Megasthenes, Ambassador of the Seluces Nicater, who told the Indian King, Chandra Gupta about the Coconut Palm, he Found in Sri Lanka in 300 BC. Arab writers of 11th century AD referred to the uses of coir As ships cables, fenders and rigging. Marco Polos celebrated travelogue of the 12th century mentioned on the uses to which coir fiber and mats were put in use in the sailing Vessels of Arabs. He later saw the land where Arabs brought their coir and recorded how It was made out of the fiber from the coconut husk. During the 13th century there was evidence of coir yarn being used in building ships in The Persian Gulf. When Portuguese Admiral Vasco da Gamma sailed in to Kerala, in the Late 15th century, he must have seen this multipurpose fiber. Somewhere in the historical Archives in Lisbon, there should be reference to coir. Coir is used for caulking, for sealing the space between the planks and for making ropes for sails and hawsers to tie ships and hold them during the tidal waves.

The coir industry was in U.K before the 2nd half of the 19th century. In 1840 Captain Widely, in co-operation with Captain Logan and Mr. Thomas Treolar founded the well known Carpet firm of Treloar and Sons in Ludgate Hill it is likely that both India and Sri Lanka were the first countries in the world to have discovered the multiple uses of coconut fiber: coir. In the beginning the small scale producers of coir products were given encouragement and were financed by exporting companies. Now the Small-scale manufacturers too have taken the path of the Trade Unions, forcing the industry to a stand Still and that too, very often, with
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disastrous consequences to the Coir Industry. The large-scale units, a few of which still exists and all of who are exporters have to substantially depend for the supplies on the small manufacturers. Repeated labour unrest and agitations, absence of a strong co-operative sector, a steady decline in the export earnings and replacement of coir products by more competent synthetic materials in the foreign markets have further tended to undermine the existence and stability of Coir Industry in the 1980s. Coir Industry in India is an export oriented one from very early days and the prosperity of the industry is therefore dependent on the foreign buyers. It may appear quite paradoxical that where in every other industry attempts are made towards greater modernization in production methods, the coir industry has been the sad victim of a retrograde trend, The organized sector, which comprised of the large scale factories began to disintegrate at an amazingly incredible pace. Since coir yarn and fiber could be most economically moved by well developed water Transport to Aleppo, a thinly populated, with communication facilities by road was sparse, but had facilities for shipping the product, with two canals connecting the port and backwaters. , Coir industrial units came to be Marco polo concentrated in and around Aleppo due to the availability of cheap labour and the abundance of raw material.

1.3ABOUT THE COMPANY

Green World is a prominent coco peat producer with more than 10 years of experience in the product. Green World has its own factory in Pollachi, TamilNadu which is a 100% export oriented unit and caters to various buyers overseas. We go to great extents to ensure that the Coco peat produced in our factory meets international standards and we are proud of the professionalism exercised during the manufacturing process. Our regular buyers are testimony to this as well.
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Our factory is located against a backdrop of mountains and coconut trees in the heart of Pollachi, TamilNadu South India. The raw material which is freely available in these areas is ideal and most suitable in comparison to other parts hence the chosen location. Appointed fiber factories deliver material which goes through a stringent checking process to ensure that only the best is used in production. Most importantly we ensure that the material meets International standards. EC and PH are regularly monitored. The owners of Green World are based in Dubai although originally from India. The Dubai office is purely a marketing office and caters to the needs of the Middle Eastern countries. We also export to other European countries as well as Africa and the United States. We value our customers and strive to provide them with the best available quality free of any rejection. The range of products manufactured by us is 5 and 4 kg Bales as well as well as 650 Gms bricks, apart from Grow bags which are made to order. Green World Coir Exports is a 100% export oriented unit and is a leading producer and exporter of coir pith, which helps you grow fruits, vegetables and flowers in an eco- friendly growing medium designed to nurture and protect them, and to endure the extremes of temperature and atmospheric conditions that prevail in an open and elevated space. Over the years coco peat has emerged as an ideal alternative to peat moss as a growing medium in the horticulture and floriculture industry. Coco peat also called as coir pith or coir peat is obtained as a by-product during the fiber extraction of coconut husks. Its high water holding capacity (WHC) and air filled porosity (AFP) makes it as an ideal growing medium. It is used as potting mix, growing medium, seed propagation, soil conditioner and mushroom casting media and also as organic manure. Green World Coir Exports is a 100% export oriented unit and is a leading producer and exporter of coir pith, which helps you grow fruits, vegetables and flowers in an eco- friendly growing medium designed to nurture and protect them, and to endure the extremes of temperature and atmospheric conditions that prevail in an open and elevated space. Green World is a prominent coco peat producer with more than 10 years of experience in the World has its own factory in Pollachi, TamilNadu which is a 100% export oriented unit and caters to various buyers overseas. We go to great extents to ensure that the Coco peat produced in our factory meets international standards and we are proud of the professionalism exercised during the manufacturing process. Our regular buyers are testimony to this as well.
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Our factory is located against a backdrop of mountains and coconut trees in the heart of Pollachi, TamilNadu South India. The raw material which is freely available in these areas is ideal and most suitable in comparison to other parts hence the chosen location. Appointed fiber factories deliver material which goes through a stringent checking process to ensure that only the best is used in production. Most importantly we ensure that the material meets International standards.

Mission Statement
Green World will work towards developing a sustainable and long-lasting business with its customers whether it is in the production or the marketing of its esteemed coir products. Green World takes prides on its quality and commitment which is the value for our customers and is the very foundation on which it is built. key to giving

CHAPTER-II 2.1 OBJECTIVES OF THE STUDY

To determine the employee individual efficiency in the organization.

To analyze the safety measure provide by the organization.

To study the Relationship status among the superiors and subordinates. To know the job satisfaction level of the employee working in the organization. To examine the working conditions prevailing in the organization.

2.2 SCOPE OF THE STUDY

A present study is focus on the efficiency enable individuals to identifying and articulates what they offer regardless of the job introduction of employee individual efficiency has also involved introducing skill appraisals in performance appraisal Employee individual efficiency is a process of identifying key efficiency for a particular position in an organization and then it job evaluation recruitment training and develop performance management succession planning etc.

2.3LIMITATIONS OF THE STUDY

The area of study is green world coir exports only.

2.4 RESEARCH METHODOLOGY

Research methodology is a science of studying of how the research is done the research explain the methods and steps adopted for achieving the purpose of the study and to arrive at a meaning full conclusion. RESEARCH DESIGN The study adopt descriptive research method .the major purpose of descriptive research in description of the state of affairs as it exists at present .The facts and information collected are analyzed to make a critical evaluation of the material . SAMPLING DESIGN Sampling design is a definite plan for obtaining sample from a given population stratified sampling it is generally applied in order untainted representative sample the population is divided into several sub population.

DATA COLLECTION METHOD

PRIMARY DATA
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Primary data are those which are collected fresh and the first time and thus happen to be original in character. It has been collected through a questionnaire method. SECONDARY DATA Secondary data are those which are already collected by someone else and which have already been passed through the statistical. SAMPLING DESIGN It is a define plan for obtaining sample from a given population.

SAMPLING PLAN SAMPLING UNITS Permanents and temporary employee of production units. SAMPLE SIZE Permanente- 70 Temporary -30 TOOLS USED Percentage refers to a special kind of ratio making comparison between two or more data to describe relationships. No of respondents Percentage = ___________________ X 100 Total respondents

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2.5 REVIEW OF LITERATURE

Coir industry in India with special Refer ence of Marketing and Trade unnithan was the first systematic research works in the field of coir industry. This study highlights the strong as well as the weak point in the structure of the coir industry in India and identified source of the problems facing the industry in the sphere of marketing and foreign trade with the help of secondary data. The author first deals with the location factors and various processes in the structure and organization of the industry. Then he attempts to give a detailed analysis of internal marketing through institutional and functional approach. Here the role and types of intermediaries, co-operative marketing of coir and coir products, and some other functional problems related to marketing such as grading and standardization, transporting and price trends and patterns etc Employee satisfaction was evaluated on several levels: profits, Job performance, intrinsic work values, and patient care issues. Profits referred not to personal financial gain, but to the organizations profits. Many nurses responded feeling devalued in their Job (Fletcher, 2001), and resentful of the perceived placing of profits over patients. (Fletcher, 2001). Job performance was not only applied to themselves, but attitudes and performance of coworkers on a horizontal and vertical plane were also considered. Many held expectations of fellow employees to a high standard and were frequently disappointed (Fletcher, 2001). Not
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surprisingly, many of the intrinsic work values of nurses response were derived frompatient care activities or making a difference in the life of a patient (Fletcher, 2001). The theories of motivation to improve upon simplistic motivation theories such as scientific management and the human relations movement were named on the idea that a happy worker is a good worker. There are six basic endogenous theories. ATTITUDE THEORY sates that people who have positive attitudes about their jobs will inherently perform better in the workplace (similar to the idea of the cognitive consistency which is that people will act in ways that accord with their attitudes. Another endogenous theory is the INTENTION/GOAL THEORY which states that a persons performance is determined by the goals to which he or she is committed, and the intentions are merely a cognitive representation of those goals.

2.6 DATA ANALYSIS AND INTERPRETATION TABLE-2.6.1 EMPLOYEE SERVICE IN THE ORGANISATION

s.no
1 2 3 4

Service in organisation
Less than 1 year 1-2 years 2-3 years Above3 years

No.of respondents
25 30 15 30

Percentage
25 30 15 30

Total

100

100

INTERPRETATION:
The above table it is shown that 30% of the respondents service period is 1-2years.30% of the respondents service period is 3years&above 25% of the respondents service period is less than 1 year and 15 respondents service period are 2-3 years.

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Majority of the respondents is 30% is 1-2years & above 3 years

CHART-2.6.1

TABLE-2.6.2

s.no 1 2 3 4 5

Physical working Strongly agree Agree Neutral Dis agree Strongly dis agree Total

No.of respondents 35 20 16 19 10 100

Percentage 35 20 16 19 10 100

PHYSICAL WORKING CONDITIONS IN THE ORGANISATION

INTERPRETATION:
The above table reveals that 35% of the Respondents Strongly Agree , 20% of the Respondents Agree ,25% of the Respondents neutral, 10% of the Respondents Disagree,10% of the Respondents Strongly Disagree Majority of the respondents is 35% is strongly agreed.

CHART-2.6.2

TABLE-2.6.3
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s.no 1 2 3 4 5

Working environment Strongly agree Agree Neutral Dis agree Strongly dis agree Total

No.of respondents 64 6 8 12 10 100

Percentage 64 6 8 12 10 100

WORKING ENVIRONMENT IN THE ORGANISATION

INTERPRETATION:
The above table reveals that 64% of the Respondents Strongly Agree , 6% of the Respondents Agree ,8% of the Respondents neutral, 12% of the Respondents Disagree,10% of the Respondents Strongly Disagree. Majority of the respondents is 64% working environment is strongly agree.

CHART-2.6.3

TABLE-2.6.4 POLICIES AND PRODUCERS OF EMPLOYEES

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s.no
1 2 3 4 5

Policies & producers

Strongly agree Agree Neutral Dis agree Strongly dis agree Total

No.of respondents
24 29 17 15 15 100

Percentage
24 29 17 15 15 100

INTERPRETATION:
The above table reveals that 24% of the Respondents Strongly Agree , 29% of the Respondents Agree ,17% of the Respondents neutral, 15% of the Respondents Disagree,15% of the Respondents Strongly Disagree Majority of the respondents is 29% policies and producers are agreed.

CHART-2.6.4

TABLE-2.6.5 RESPECT BASED ON THE EMPLOYEES

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s.no 1 2 3 4 5

Respect based on Strongly agree Agree Neutral Dis agree Strongly dis agree Total

No.of respondents 40 20 15 10 15 100

Percentage 40 20 15 10 15 100

INTERPRETATION:
The above table reveals that 40% of the Respondents Strongly Agree , 20% of the Respondents Agree ,15% of the Respondents neutral, 10% of the Respondents Disagree,15% of the Respondents Strongly Disagree. .Majority of the respondents is 40% is respect based on strongly agree

CHART-2.6.5

TABLE-2.6.6 EXPERIENCE OF THE EMPLOYEES

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s.no
1 2 3 4

Experience
Below 5 5 to 10 10 to 15 Above 15

No.of respondents
29 35 16 20

Percentage
29 35 16 20

Total

100

100

INTERPRETATION:
The above table reveals that 29% of the Respondents below 5year , 35% of the Respondents 5 to 10 years ,16% of the Respondents10 to 15 years, 20% of the Respondents above 15 years. Majority of the respondents is 35% is 5 to 10 years experience.

CHART-2.6.6

TABLE-2.6.7 SALARY DETAILS IN THE ORGANISATION s.no

1 2

Salary
Below 5000 5000 to 7500

No.of respondents
47 35

Percentage
47 35

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3 4

7500 to 10000 Above 10000

10 8

10 8

Total

100

100

INTERPRETATION:
The above table reveals that 47% of the Respondents below 5000 , 35% of the Respondents 5000 to 7500 ,10% of the Respondents7500 to 10000, 8% of the Respondents above 10000. Majority of the respondents is 47% is below 5000.

CHART-2.6.7

TABLE-2.6.8 s.no
1 2 3

Work load
Relaxed Normal Burdon

No.of respondents
47 43 10

Percentage
47 43 10

Total

100

100

WORK LOAD BY ORGANISATION

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INTERPRETATION:
The above table reveals that 47% of the Respondents relaxed, 43% of the Respondents normal, 10% of the Respondents Burdon. Majority of the respondents is 47% is relaxed.

CHART-2.6.8

TABLE-2.6.9 BONUS & SALARY INCREMENT OF THE EMPLOYEES

s.no Bonus&salary increment

1 2 3 Good Fair Not fair

No.of respondents
55 25 20

Percentage
55 25 20

Total

100

100

INTERPRETATION:
The above table reveals that 55% of the Respondents good, 22% of the Respondents fair, 20% of the Respondents not fair.
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Majority of the respondents is 55% is good.

CHART-2.6.9

TABLE-2.6.10 s.no
1 2 3

Security measures
Good Fair Not fair

No.of respondents
47 33 20

Percentage
47 33 20

Total

100

100

SECURITY MEASURES IN THE ORGANISATION

INTERPRETATION:
The above table reveals that 47% of the Respondents good, 33% of the Respondents fair, 20% of the Respondents not fair. Majority of the respondents is 47% is good.

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CHART-2.6.10

TABLE-2.6.11 s.no
1 2 3 4

Extent provisions
Provident fund Pension Insurance scheme Gratuity

No.of respondents
25 5 50 20

Percentage
25 5 50 20

Total

100

100

EXTENT PROVISIONS OF THE EMPLOYEES

INTERPRETATION:
The above table reveals that 25% of the Respondents is provident fund, 5% of the Respondents pension, 50% of the Respondents is insurance scheme and 20% of the respondents is gratuity. Majority of the respondents is 50% is insurance scheme.

CHART-2.6.11
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TABLE-2.6.12 NEW WELFARE SCHEME IN THE ORGANISATION

s.no
1 2

New welfare scheme

Yes No

No.of respondents
55 45

Percentage
55 45

Total

100

100

INTERPRETATION
The above table it is shown that 55% of the respondents is yes and 45% of the respondents is no. Majority of the respondents is 55% is yes.

CHART-2.6.12

TABLE-2.6.13 PRODUCTIVITY GOALS IN THE ORGANISATION

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s.no
1 2

Productivity goals
Yes No

No.of respondents
67 33

Percentage
67 33

Total

100

100

INTERPRETATION
The above table it is shown that 67% of the respondents is yes and 33% of the respondents is no. Majority of the respondents is 67% is yes.

CHART-2.6.13

TABLE-2.6.14 COMMUNICATION WITH MANAGEMENT IN THE ORGANISATION

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s.no
1 2

communication
Yes No

No.of respondents
75 25

Percentage
75 25

Total

100

100

INTERPRETATION
The above table it is shown that 75% of the respondents is yes and 25% of the respondents is no. Majority of the respondents is 75% is yes.

CHART-2.6.14

TABLE-2.6.15 INDIVIDUAL TRAINNING AND DEVELOPMENT PROGRAMS IN THE ORGANISATION

s.no
1 2

Provide development No.of respondents

Satisfied Partly satisfied
25

Percentage
55 30

55 30

Dis satisfied

15

15

Total

100

100

INTERPRETATION
The above table it is shown that 55% of the respondents is satisfied and 45% of the respondents is partly satisfied and 15% of the respondents is dis satisfied. Majority of the respondents is 55% is satisfied.

CHART-2.6.15

TABLE-2.6.16 RECOGNITION OF THE EMPLOYEES

s.no 1 2 3 4 5

Hard work Strongly agree Agree Neutral Dis agree Strongly dis agree Total

No.of respondents 40 20 15 10 15 100

Percentage 40 20 15 10 15 100

INTERPRETATION:
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The above table reveals that 40% of the Respondents Strongly Agree , 20% of the Respondents Agree ,15% of the Respondents neutral, 10% of the Respondents Disagree,15% of the Respondents Strongly Disagree. Majority of the respondents is 40% is strongly agreed.

CHART-2.6.16

TABLE-2.6.17 s.no 1 2 3 4 5 Facilities Job security Housing facilities Medical facilities Educational facilities Transport facilities Total No.of respondents Percentage 35 20 25 10 10 100 35 20 25 10 10 100

NEEDED FACILITIES WORTH ORGANISATION

INTERPRETATION:
The above table reveals that 35% of the Respondents Strongly Agree , 20% of the Respondents Agree ,25% of the Respondents neutral, 10% of the Respondents Disagree,10% of the Respondents Strongly Disagree. Majority of the respondents is 35% is strongly agreed.

CHART-2.6.17
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CHAPTER-III 3.1 FINDINGS AND SUGGESTIONS

Majority of the employees 30% have above 3 years service in the organization. The respondents of 35% are strongly agreed that they have good environment in an organization.
Most of the respondent 64% is strongly agreed that they physical working conditions like

good space and cleanliness. The majority of the employees 29% are adequate equipment and comfortable environment. Majority of the respondents 40% are strongly agreed that they individual are respected here.
Majority of the respondents of 35% have 5 to 10 years experience.

Most of the respondent 53% can get salary more than 5000. Majority of the respondents 47% are relaxed in their work load I the organization.

Majority of 55% respondents are satisfied about the bonus &salary.

Most of the respondents 80% is felt nice security measures are adopted in their

organization.
Majority 50% of respondents suggested insurance scheme is the best provision.

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 Most of the respondent 55% is ready to welcome the new welfare scheme of the

employees. The respondents of 67% strongly agreed they will meet their productivity in the year. Majority of 75% respondents are maintaining two way communications in their organization.
Most of the respondent 55% are satisfied about their individual development with

training & educational program. The respondents of 60% are agreed that they get correct recognition for their hard work.
Majority of the respondents 60% say that preference to job security & medical facilities.

3.2 SUGGESTIONS

On the basis of the results obtained from the study, the following suggestions are made:
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 The Employees expect to have an easy approach with their superiors and to maintain a cordial relationship with their colleagues. The Employees are provided with adequate training programs yet the training and development programs can be increased to train the employees to adapt to latest technology. The Employees performance must be appraised using the appropriate appraisal methods and the performance of the employees can be increased by increment in their salary to improve the satisfaction level of the employees. The Employees can be provided with much more benefits like perquisites and other monetary benefits. The facilities provided to the Employees can be improvised according to their needs. Good transportation facility can be provided to the Employees.

3.3 CONCLUSION
The project A Study on Employee Satisfaction in Green world coir exports has been helpful to know the attitude of the employees towards their job. It is essential for any company to know the level of satisfaction its employees show towards their job, as higher satisfaction will ensure there is lower employee turnover. There is a general saying that happy workers are productive workers. But the researcher found that it cannot be generalized.
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This project helped the researcher understand the requirements and attitude of the employees and hopes to use this as a stepping stone for further studies in similar areas. The Employees are highly satisfied with the organization, working environment and the fringe benefits provided by the Organization.

APPENDIX A STUDY ON EMPLOYEE SATISFICATION OF GREEN WORLD COIR EXPORTS

1) Name: 2) Age: 3) Sex: 4) Designation: 5) Family: a) Joint b) unique 6) How long have you been working in the company? a) Less than 1 year b) 1- 2 years c) 2 - 3 years d) 3 years & above 7) The physical working conditions like ventilation space, cleanliness & environmental conditions are very good? a) Strongly Agree b) Agree c) Neutral a) Strongly Agree b) Agree c) Neutral d) Dis Agree e) Strongly Agree d) Dis Agree e) Strongly Agree
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8) The working environment has safe, comfortable, and adequate equipments?

9) The company policies and procedures are making serves to me? a) Strongly Agree b) Agree c) Neutral a) Strongly Agree b) Agree c) Neutral 11) Work experience in years? a) Below 1 year 12) Monthly salary? a) Below 5000 a) Relaxed b) 5000 to 7500 c) 7500 to 10000 c) Burdon d) above 10000 13) What do you feel about your work load? b) normal 14) What do you feel about the bonus & salary increments? a) Good b) fair a) Good b) fair a) Provident fund a) Yes b) no 18) Do you think you meet your productivity goals this year? a) Yes b) no 19) Do you have timely, accurate, open two way communication with your management? a) Yes b) no 20) Was the companies provide and encourage individual development with training and educational programs? a) Satisfied b) partly satisfied c) dis satisfied d) Dis Agree e) Strongly Agree 21) I am getting the correct recognition for my hard work? a) Strongly Agree b) Agree c) Neutral a) Job security 22) Among this facilities which is your needed in your organisation? b) housing facilities c) medical facilities d) educational facilities e) Transport facilities c) not fair c) not fair b) pension c) insurance scheme d) gratuity 15) What do you feel about the overall security measures adopted in your organisation? 16) To what extent you are satisfied with the following provisions? 17) Is there any new welfare scheme to be introduced? b) 5 to 10 c) 10 to 15 d) above 15 d) Dis Agree e) Strongly Agree d) Dis Agree e) Strongly Agree 10) Individual are respected here (e.g. Gender, educational, background, experience etc.)?

BIBLIOGRAPHY BOOK REFERED

Kothari c.r.research management New Delhi, new age international publisher pvt ltd

2010

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 Research management by L.R.POTTY published by Yamuna publications, sreekanteshwaran TVM Human resource management and personal management by ashwathappa Human resource management and industrial relations by p. suba rao Business research methods 7th edition,williamg.21kmund

WEBSITE REFERED
www.green world.co.cc www.greengreen.weebly.com www.hr.com www.shripd.com

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