1

CHAPTER 1 INTRODUCTION

1.1 What is Human resource management? (HRM)

1.2

Human Resource Management: function and objective

1.3 HRM Features 1.4 Academic theory 1.5 Business practices 1.6 Career in HRM

1.7 Role of HRD 1.8 Introduction about Job Satisfaction 1.9 Meaning of Job Satisfaction 1.10 Importance of Job Satisfaction 1.11 1.13 1.14 1.15 Theoretical Frameworks of Job Satisfaction Framework Two: Process Theories Measurement of Job Satisfaction Importance of Employees Job Satisfaction 1.12 Framework One: Content Theories

1.16 Conclusion

CHAPTER 1

1.1 What is Human resource management? (HRM)

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "Human Resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part or full time help. However, they should always ensure that employees have and are aware of personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.

Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, e.g., career development, training, organization development, etc. There is a long-standing argument about where HR-related functions should be organized into large organizations, e.g., "should HR be in the Organization Development department or the other way around?" The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

1.2 Human Resource Management: function and objective

Objective: The primary objective of HRM is to ensure the availability of a competent and willing work force to an organization. Beyond this, there are others objectives, too. Specifically HRM objective are four fold societal, organizational, functional and personal.

1. Societal objective: To be ethically and socially responsible to the

needs and challenges of the society while minimizing the negative impact of such demands upon the organization. The failures of the organization to use their resources for the societys benefit in ethical ways lead to restrictions.
2. Organizational objectives: To recognize the role of HRM in

bringing about organizational effectiveness. HRM is not an end in itself. It is only a means to assist the organization with its primary objectives.
3. Functional objective: To maintain the departments contribution

at a level appropriate to the organizations need. Resources are wasted when HRM is either more or less sophisticated to suit the organizations demand. The departments level of service must be tailored to fit the organization it serves.
4. Personal objectives: To assist employees in achieving their

personal goals, at least insofar as these goals enhance the individuals contribution to the organization. Personal objective of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline and employees may leave the organization. Functions: HRM must perform certain function. These functions have been stated while outlining the scope of HRM. Generally, it may be stated that there is a correlation between the objective and the functions. In other words, some functions help to realize specific objectives.

HRM objectives and functions:

HRM objectives 1. Societal objective 3. Union-management relation. 2. Organizational objectives 1.Human resource planning 2. Employee relation 3. Selection 4. Training and development 5. Appraisal 6. Placement 7. Assessment 3. Functional objectives 1.Appraisal 2. Placement 3. Assessment 4. Personal objective 1.Traing and development 2. Appraisal 3. Placement 4. Compensation
5. Assessment.

Supporting functions 1.Legal compliance 2. Benefits

1.3 HRM Features

Its features include:

Personnel administration Personnel management Manpower management Industrial management But these traditional expressions are becoming less common for the

theoretical discipline. Sometimes even industrial relations and employee relations are confusingly listed as synonyms, although these normally refer to the relationship between management and workers and the behavior of workers in companies. The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process. HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are

expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations. Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall (1987) define personnel management as being: a series of activities which: first enable working people and their employing organizations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled" While Miller (1987) suggests that HRM relates to: "Those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage" 1.4 Academic theory The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company (Miller, 1989).

The basic premise of the academic theory of HRM is that humans are not machines; therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial engineering, industrial and organizational psychology, industrial relations, sociology, and critical theories: postmodernism, poststructuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management. One widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function:

Strategic business partner Change agent Employee champion Administration However, many HR functions these days struggle to get beyond the

roles of administration and employee champion, and are seen rather more reactive than strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value. 1.4.1 Critical Academic Theory Postmodernism plays an important part in Academic Theory and particularly in Critical Theory. Indeed Karen Legge in 'Human Resource Management: Rhetorics and Realities' posses the debate of whether HRM is a modernist project or a postmodern discourse (Legge 2004). In many

ways, critically or not, many writers contend that HRM itself is an attempt to movement away from the modernist traditions of personnel (man as machine) towards a postmodernist view of HRM man as individuals. Critiques include the notion that because 'Human' is the subject we should recognize that people are complex and that it is only through various discourses that we understand the world. Man is not Machine, no matter what attempts are made to change it i.e. Fordism / Taylorism, McDonaldisation (Modernism). Critical Theory also questions whether HRM is the pursuit of "attitudinal shaping" (Wilkinson 1998), particularly when considering empowerment, or perhaps more precisely pseudo-empowerment - as the critical perspective notes. Many critics note the move away from Man as Machine is often in many ways, more a Linguistic (discursive) move away than a real attempt to recognize the Human in Human Resource Management. Critical Theory, in particular postmodernism (poststructualism),

recognizes that because the subject is people in the workplace, the subject is a complex one, and therefore simplistic notions of 'the best way' or unitary perspectives on the subject are too simplistic. It also considers the complex subject of power, power games, and office politics. Power in the workplace is a vast and complex subject that cannot be easily defined. This leaves many critics to suggest that Management 'Gurus', consultants, 'best practice' and HR models are often overly simplistic, but in order to sell an idea, they are simplified, and often lead Management as a whole to fall into the trap of oversimplifying the relationship.

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1.5 Business practice

Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments.

Workforce planning Recruitment (sometimes separated into attraction and selection) Induction and Orientation Skills management Training and development Personnel administration Compensation in wage or salary Time management Travel management (sometimes assigned to accounting rather than HRM) Payroll (sometimes assigned to accounting rather than HRM) Employee benefits administration Personnel cost planning Performance appraisal

1.6 Careers in HRM

The sort of careers available in HRM is varied. There are generalist HRM jobs such as human resource manager, exicutive, assistant etc. There are careers involved with employment, recruitment and placement and these are usually conducted by interviewers, EOE (Equal Opportunity Employment) specialists or college recruiters. Training and development

11

specialism is often conducted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits administrators.

1.7 Role of Human Resource Development

An effective productivity management process is simply not possible with out the commitment and job satisfaction of employees at all levels. Those organizations that recognize the role of human resource in productivity movement and appreciate the power of a committed and involved and satisfied work force typically devote substantial resource and management energies towards the development of an environment to which employees can and will contribute to performance improvement to the maximum of their capabilities, these efforts the typically characterized as employees involvement strategies. Commitment is the binding of the individuals to behavioral acts. In perspective view, commitment is conceived as an individuals psychological bond of the organization or social system as reflected in his involvement with loyalty for and belief in the values of the organization. Involvement describes as congruence between personal and organizational goals, i.e. The degree to which member of the work organization is able to satisfy important personal needs through their experience with the organization.

1.8 Introduction about Job Satisfaction

The general purpose of this study was to Research on Job Satisfaction of industrial workers of DCW limited, Dhrangahdra. The primary goal of

12

the literature review was to review important information about the construct of job satisfaction of employees in industries. The literature review addressed the (a) meaning of job satisfaction (b) importance of job satisfaction (c) theoretical frameworks of job satisfaction (d) measurement of job satisfaction. Job satisfaction refers to an employees general attitude towards his job according to Locke, Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences.

1.9

Meaning of Job Satisfaction

People bring mental and physical abilities and time to their jobs. Many try to make a difference in their lives and in the lives of others through working. The reason for wanting a job is often considerably more than just a paycheck. Jobs can be looked at as the means used to achieve personal goals. When a job meets or exceeds an individuals expectation, the individual often experiences positive emotions. These positive emotions represent job satisfaction. Job satisfaction in turn is a major contributor to life satisfaction (Smith, 1992), a personal goal that many find worth pursuing. Job satisfaction may be compared to another source of life satisfactionmarriage. When people lack marriage satisfaction or experience dissatisfaction in their union, they often get a divorce. It is similar with the relationship between employee and employer. Take this job and shove it! is not only a recorded blue-collar anthem by Johnny Paycheck during the 1980s, but also an illustration of the sentiments and actions of many people who are dissatisfied with their jobs overall or with certain aspects of their jobs.

13

To grasp the meaning of a construct like job satisfaction, it seems logical to look at how it is defined in the literature. The search for a universal definition of job satisfaction is not a difficult one; it is an impossible one. Even though many researchers define job satisfaction, the definitions vary. The three definitions most commonly referred to among researchers are Hoppocks, Lockes, and Vrooms. In the thirties, Hoppocks (1935) response to the question What is job satisfaction? was: any combination of psychological, physiological, and environmental circumstances that causes a person truthfully to say, I am satisfied with my job. Lockes (1976) answer to the same question in the seventies was: a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. Vroom (1982), who used the terms job satisfaction and job attitudes interchangeably, defined job satisfaction as ...affective orientations on the part of individuals toward work roles which they are presently occupying. Even though the definitions vary, a commonality among them seems to be that job satisfaction is a job-related emotional reaction.

1.10 Importance of Job Satisfaction

Spector (1997) presented three reasons to clarify the importance of job satisfaction. First, organizations can be directed by humanitarian values. Based on these values they will attempt to treat their employees honorably and with respect. Job satisfaction assessment can then serve as an indicator of the extent to which employees are dealt with effectively. High levels of job satisfaction could also be a sign of emotional wellness or mental fitness.

14

Second, organizations can take on a utilitarian position in which employees behavior would be expected to influence organizational operations according to the employees degree of job satisfaction/dissatisfaction. Job satisfaction can be expressed through positive behaviors and job dissatisfaction through negative behaviors. Third, job satisfaction can be an indicator of organizational operations. Assessment of job satisfaction might identify various levels of satisfaction among organizational departments and, therefore, be helpful in pinning down areas in need of improvement. Spector (1997) believed that each one of the reasons is validation enough of the significance of job satisfaction and that the combination of the reasons provides an understanding of the focus on job satisfaction. Spector, of course, is only one of many researchers, scholars, and writers who addressed the importance of job satisfaction. His reasons appear to be representative of many views on the importance of the concept in other major works dealing with job satisfaction.

1.11 Theoretical Frameworks of Job Satisfaction

Three theoretical frameworks of job satisfaction can be identified in the literature. Framework one is based on content theories of job satisfaction. Framework two is grounded in process theories of job satisfaction. Framework three is rooted in situational models of job satisfaction (Thompson & McNamara, 1997).

1.12 Framework One: Content Theories

Content theorists assume that fulfillment of needs and attainment of values can lead to job satisfaction (Locke, 1976). Maslows (1954) need

15

hierarchy theory and Herzbergs motivator-hygiene theory (Herzberg, 1966) is examples of content theories. 1.12.1 Maslows Need Hierarchy Theory: According to Maslows (1954) view of individual needs, job satisfaction is said to exist when an individuals needs are met by the job and its environment. The hierarchy of needs focuses on five categories of needs arranged in ascending order of importance. Physiological, safety, belongingness and love are the lower-level needs in the hierarchy. The higher-level needs are esteem and self-actualization. When one need is satisfied, another higher-level need emerges and motivates the person to do something to satisfy it. A satisfied need is no longer a motivator. Wahba and Bridwell (1976) did an extensive review of the research findings on the need hierarchy concept. The results of their review indicate that there was no clear evidence showing that human needs are classified into five categories, or that these categories are structured in 8 special hierarchy. Even though hardly any research evidence was discovered in support of the theory, it enjoys wide acceptance. 1.12.2 Herzbergs Motivator-Hygiene Theory: The study of job satisfaction became more sophisticated with the introduction of Herzbergs motivator-hygiene theory (Herzberg, 1966). This theory focuses attention upon the work itself as a principal source of job satisfaction. To Herzberg the concept of job satisfaction has two dimensions, namely intrinsic and extrinsic factors. Intrinsic factors are also known as motivators or satisfiers, and extrinsic factors as hygiene, dissatisfied, or maintenance factors. The motivators relate to job content (work itself) and include achievement, recognition, work itself, responsibility and advancement. The hygiene relates to job context (work environment) and involve, for example, company policy and

16

administration, supervision, salary, interpersonal relations, and working conditions. Motivators are related to job satisfaction when present but not to dissatisfaction when absent. Hygiene are associated with job dissatisfaction when absent but not with satisfaction when present. Before the emergence of the motivator-hygiene theory, only single scales had been used to measure job satisfaction. Scores on the high end of the scale reflected high levels of job satisfaction, whereas scores on the low end represented high dissatisfaction. Research based on the motivatorhygiene theory should apply different scales for job satisfaction and dissatisfaction because the opposite of job satisfaction is no job satisfaction and the opposite of job dissatisfaction is no job dissatisfaction (Iiacqua, Schumacher, & Li, 1995). Assessing the motivator-hygiene theory, Locke, Fitzpatrick, and White (1983) pointed out that Herzbergs theory is method dependent. Herzberg used what is known as the critical incident technique in the development of his theory. This type of research approach has been the only one consistently leading to results confirming the theory. The results of other applied methods have indicated that hygienes indeed can be associated with job satisfaction and motivators with job dissatisfaction. 1.13 Framework Two: Process Theories: Process theorists assume that job satisfaction can be explained by investigating the interaction of variables such as expectancies, values, and needs Vrooms expectancy theory (1982) and Adams equity theory (1963) are representative of the second framework. 1.13.1 Vrooms Expectancy Theory: Vrooms (1982) expectancy theory suggests that people not only are driven by needs but also make choices about what they will or will not

17

do. The theory proposes that individuals make work-related decisions on the basis of their perceived abilities to perform tasks and receive rewards. Vroom established an equation with three variables to explain this decision process. The three variables are expectancy, instrumentality, and valence. Expectancy is the degree of confidence a person has in his or her ability to perform a task successfully. Instrumentality is the degree of confidence a person has that if the task is performed successfully, he or she will be rewarded appropriately. Valence is the value a person places on expected rewards. Expectancy, instrumentality, and valence are given probability values. Because the model is multiplicative, all three variables must have high positive values to imply motivated performance choices. If any of the variables approaches zero, the probability of motivated performance also approaches zero. When all three values are high, motivation to perform is also high. Vrooms (1982) expectancy theory suggests that both situational and personality variables produce job satisfaction. 1.13.2 Adams Equity Theory: The primary research on equity theory was done by Adams (1963). Equity theory proposes that workers compare their own outcome/input ratio (the ratio of the outcomes they receive from their jobs and from the organization to the inputs they contribute) to the outcome/input ratio of another person. Adams called this other person referent. The referent is simply another worker or group of workers perceived to be similar to oneself. Unequal ratios create job dissatisfaction and motivate the worker to restore equity. When ratios are equal, workers experience job satisfaction and are motivated to maintain their current ratio of outcomes and inputs or raise their inputs if they want their outcomes to increase. Outcomes include pay, fringe benefits, status, opportunities for

18

advancement, job security, and anything else that workers desire and receive from an organization. Inputs include special skills, training, education, and work experience, effort on the job, time, and anything else that workers perceive that they contribute to an organization. 1.14 Measurement of Job Satisfaction:

Unlike productivity, absenteeism, and turnover, job satisfaction is present only inside an individuals mind and cannot be measured directly. Methods for indirectly measuring job satisfaction include observing employees, interviewing them, and asking them to complete a questionnaire. Many organizations and researchers favor questionnaires because personal observations and interviews are very time consuming. Job satisfaction can be measured using either single-item, general, or facet measures. 1.14.1 Single-Item Job Satisfaction Measure: A description of a single-item measure has been given, for example, by Robbins (1998): All things considered, how satisfied are you with your job. Response alternatives can range from very dissatisfied to very satisfy. Evidence points toward an overestimation of job satisfaction when the construct is measured using a single-item measure. 1.14.2 General Job Satisfaction Measure: General Job satisfaction scales, like single-item measures, are used to determine the overall level of job satisfaction. An instrument available to measure overall job satisfaction, for example, is the Job in General Scale (JIG) (Ironson, Smith, Brannick, Gibson, & Paul, 1989). The JIG is made up of a list of descriptive phrases (i.e., Better than most) or adjectives

19

(i.e., Rotten) beside which the respondents are asked to mark Y for YES if it describes their job in general, N for NO if it does not describe it, or ? if they cannot decide whether or not the word or phrase describes their job. 1.14.3 Facet-Specific Job Satisfaction Measure:

If a study of job satisfaction is conducted to identify areas of dissatisfaction to improve upon them, facet-specific levels of job satisfaction should be assessed. Numerous standardized reliable and valid instruments are available for this type of approach. 1.14.3.1 The Job Satisfaction Survey (JSS):

(Spector, 1997) yields an overall satisfaction score and 9 facet-specific scores. The facet-specific scales include pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, nature of work, and communication. 1.14.3.2 The Job Descriptive Index (JDI):

(Smith, Kendall, & Hulin, 1969) measures satisfaction levels of work, pay, promotion, supervision, and coworkers. Participants in studies utilizing the JDI are asked to indicate whether each statement does or does not describe their jobs. YES responses are scored +1, NO responses -1, and ? responses 0, indicating the participant cannot decide.

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1.14.3.3

The Minnesota Satisfaction Questionnaire (MSQ):

(Weiss, Dawis, England, & Lofquist, 1967) generates satisfaction scores for 20 facets. The facets are ability, achievement, activity, advancement, authority, company policies and practices, compensation, co-workers, creativity, independence, moral values, recognition, responsibility, security, social service, supervision human relations, supervisiontechnical, variety, and working conditions. Various combinations of facets generate intrinsic, extrinsic, and general job satisfaction scores. The MSQ is available in a long and a short version. The 100 items represent 20 five-item scales. The short-form MSQ asks participants to respond to only 20 or 40 items. These items are the items from the long form MSQ that best represent each of the 20 scales. 1.15 Importance of employees Job Satisfaction: The most important evidence which indicates that the conditions of an organization got worsened is the low rate of job satisfaction. The job satisfaction is the condition of establishing a healthy organizational environment in an organization. Individuals want to maintain statute, high ranks and authority by giving their capabilities such as knowledge, ability, education, health etc. to their jobs for which they spend most of their time. The individuals who cannot meet their expectations with regard to their jobs become dissatisfied. Thus, this dissatisfaction affects the organization for which they work. Job satisfaction is very important for a person's motivation and contribution to production. Job satisfaction may diminish irregular

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attendance at work, replacement of workers within a cycle or even the rate of accidents. Job satisfaction of the employees, who have an important role in the organization, will affect the quality of the work they render. In this respect, the question of how the material and moral elements affect the job satisfaction of the employees gains importance. 1.16 Conclusion Here, in this chapter researcher try to including introduction about topic under that role of human resource development, job satisfaction. Approaches etc are covered on conceptual base to be clear. And next chapter is research methodology.

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CHAPTER 2 RESEARCH METHOLOGY OF THE STUDY

2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9

Introduction What is research? Significance of Study Significance in Context of MLW Studies Reason for selecting the Topic. Title of research Objective of Study Hypothesis Variables:

2.10 Research Design 2.11.1Universe or Population 2.11.2Sample & Sampling Procedure 2.11.3Tools of Data Collection 2.11.4 Data analysis 2.11.5 Source of data collection 2.12 Limitation of Study 2.13 Chapter plan

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2.1 Introduction A human being need for communication is as strong one and its commensurable with the basic needs to eat, drink, sleep & love. It is an individual and social need. It is a natural individual demand and a requirement of social existence to user communication resource in order to engage in the sharing of experiences. When anybody interested or satisfied with any activity than and than only involvement and job satisfaction is there. High levels of job satisfaction have been found to be related to fewer absences and lower resignation rate. For any kind of investigation the methodology aspects has got a special significance. It involves formulation & application of the research designs in such a way that the condition of collection & analysis of the data enables us to answer the specific questions posed under the object of the study. So, in this study a sincere attempt was under taken to learn how to make research on job satisfaction in industries. 2.2 What is research? Research is refers to search for knowledge. Research is an art of scientific and systematic investigation on a specific topic. Research is an original contribution to the existing stock of knowledge making for its advancement. It is the persuit truth with the help of study, observation, comparison and experiment. In other words, research is an attempt to know things, facts, information etc. in a scientific manner. Therefore, through the objective and systematic method of finding solution to a problem in research. Systematic efforts to gain new knowledge we call research.

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Webster has pointed out that Research is a careful or critical inquiry or examination in seeking facts or principles a deli gent investigation or certain something.

2.3 Significance of Study

If workers appear to feel enthusiastic, optimistic about the group activities and the mission, and friendly to each other, they are described as having good or high moral. If they seem dissatisfied, irritated, crank, critical restless and pessimistic, this reaction are described as evidence of poor or low moral. -DALE YODER. The basic purpose of scientific research is to establish the systematic relations between the facts science is concern with knowledge. Knowledge is its purpose and system refers to the method that has to be followed acquisition of knowledge as knowledge is vast ocean. Social work science assists one to find the miseries in society. In this connection we have to find out the reasons, their canses effects, alone with their diagnosis and their solution through the knowledge of scientific studies. It will also be useful for scientific method to find out the real miseries at the grass root level and its diagnosis as well as treatment and other therapy to give them proper health. The knowledge of research is also useful for the examination of solutions and remedies because the science of research in itself an examination of previous science, it gives different meaning for examination and verification of various types of hypothesis. The most important skill of researcher is that he/she develops the skill to find Creativity and objectivity of the miseries. This outstanding quality matter the Researcher more brilliant, more objective and more

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useful, with out the Research view point, the proper solution to various social miseries.

2.4 Significance in Context of MLW Study:

During this two years of course, Master of Labour Welfare student learn together both theoretical background and practical understanding through a serious study of various method of research work. Here the student of MLW learns to tackle the problem of industries effectively through fruitful investigation. This course gives him /her theoretical understanding and practical guidance and experimental studies. All this practical skill for labour welfare student is require getting his/her mastery. As a theoretical preparation he/she has to study on theoretical paper on research in the second semester is require to do a small research work and present nutshell his report as a dissertation. In this two years period, student is suppose to select a topic and do a small research work and develop research skill by offering dissertation to fulfillment of Master of Labour Welfare course. 2.5 Reason for selecting the Topic. The starting point of any research process is the selection of the topic is not a child jobs. It is both an important and difficult task for a novice in research. A new investigator is be set with various difficulty. While selecting a topic. In social work not doubt there are various problems and topics on which a research can concentrate. But, in the very initial stages researcher though to undertake a small piece of research on industry. Also my personal interest and some books and references attract me to select this topic very few person work on this topic.

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2.6 Title of research A RESEARCH ON JOB SATISFACTION OF INDUSTRIAL WORKERS

[REF: DHRANGADHRA CHEMICAL LIMITED, DHRANGADHRA]

2.7 Objective of Study

(1) To identify the Job satisfaction of workers in DCW limited,

Dhrangadhra.
(2) To identify the effect of age on the job satisfaction. (3) To identify the effect of marital status on job satisfaction.

(4) To identify the effect of education on work.

(5) To identify the workers attitude towards company.

(6) To know about social condition of workers. (7) To know about interpersonal relation between workers & workers and workers & superior. (8) To identify the job involvement of workers towards their job. 2.8 Hypothesis (1) The workers are satisfied with remuneration for their work. (2) Every worker is not satisfied with their job. (3) The workers are satisfied with companys promotion policy.
(4) The workers do the work with overtime compulsory.

(5) The worker feels job security at present job. (6) The working environment is good for the work. (7) The workers feel monotony for overtime work. (8) The Workers are satisfied with their development.

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(9) The workers are satisfied with their welfare activities of the

company.
(10) The workers are not independent for the way of working.

(11) The suggestions are not accepted by the superiors. (12) The workers get remuneration of overtime as per law. (13) The training increases the efficiency of workers. 2.9 Variables Independent variable: In the present research the workers DCW limited is the independent variable. Dependent variable: In the present research DCW limited company is the dependent variable.

2.10 Research Design In my research work, I have adopted diagnostic type of research design because it will help me for description, classification & explanation of the topic & above all it will help me for the future prediction. It is essential to outline the various procedures for collecting information and analyzing them. The emphasis is more to know the present existing process to measures job satisfaction level of employees. 2.11.1 Universe or Population The universe consists 900 of workers at lower level in DCW Limited, Dhrangadhra.

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2.11.2 Sample and Sampling Procedure Sampling is the easiest method of social investigation. A sample is a smaller representation of the larger whole. Researcher used random sampling method, 50 respondents are selected from total lower level management (workers, helpers, supervisors) through purposive sampling procedure. 2.11.3 Tools of Data Collection Data has been collected by using structure Questionnaire and interview schedule and observation method. 2.11.4 Data Analysis The data is analyses in the form of sample variable tables and charts. 2.11.5 Sources of Data Collection The information were collected both from the primary as well as secondary sources. For the study, secondary source used were official documents, records, websites, service rules of the organization, manuals of different departments & section annual repot, publication & journals of DCW Limited. 2.12 Limitations of the Study DCW Limited, Dhrangadhra. Research sample is limited. Time period of data collection was very less

For this research has selected only one relevant industry from

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The respondents were in lower level management like workers,

helpers and supervisor. 2.13 Chapter Plan The study has been presented in systematic format as mentioned below 1. Introduction 2. Research Methodology 3. Company Profile 4. Data analysis & interpretation 5. Finding, conclusion & suggestions

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CHAPTER 3

COMPANY PROFILE

3.1 Introduction of Company 3.2 History of Company 3.3 Basic Information of the Company 3.4 Benefits and Services 3.5 Main Product of the Company 3.6 Conclusion

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CHAPTER 3

COMPANY PROFILE

3.1 Introduction of Company

The Dhrangadhra Chemical Works Limited has a golden history with silver words in the world of Chemical industries. With regard to the development of D.C.W one can say that What makes a man is what a man makes The Asias first Soda ash making company is situated in Dhrangadhra in Surendranagar District. The company registered office is also in Dhrangadhra. The DCW limited is a large scale company stable and regular profit making company. DCW limited at Dhrangadhra mainly produces SODA ASH which is demanded not only in India but also in abroad. The company has supreme knowledge of making of SODA ASH as per target with minimum cost. DCW limited is a big and eminent name of chemical industries. Its a vast and heavy industries making 300 tone soda ash per day DCW limited was increased not only its productivity but also the living

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standards of all the employees working in the company. Today DCW limited is capable to export its goods abroad also.

3.2 History of Company

DHRANGADHRA CHEMICAL WORKS LIMITED (DCW Ltd.) Dhrangadhra, The City of stone is the motherland of Soda Ash. The first Soda Ash plant in India Sub-Continent was established at Dhrangadhra in Gujarat State. Shri George Lloyds Salt works was started in the year 1923 by Shri HHM Shivraj the king of Dhrangadhra and same was inaugurated by Viceroy Sir George Lloyds in the month of October 1923, and started salt manufacturing in the little desert of Kutch. The agarias were recruited from Kharaghoda and other village. In the year 1925, the Late Maharaja laid the foundation stone of the stone of the first Soda Ash factory in India. Under the name and style of SHRI SHAKTI ALKALI WORKS for utilizing and harnessing the adudant resources the salt. Unfortunately, the plant did not run successfully and in 1939 it was sold to M/s. GOVAN BROS. Ltd. And a new company was floated under the name Dhrangadhra Chemical Works Ltd. The successful operation of the plant was started in august 1940 with 60 tones per day capacity. A Sodium bicarbonate plants was put up in 1942 with 100 tones capacity per month and in 1944, another small plants for manufacturing calcium chloride was commenced. In 1949, the managing agents changed hands and M/S SAHU BROS. took over the unit and the main soda ash plant was expanded from

33

60 to 120 TPD in 1955. In the year 1968, a new product, ammonium bicarbonate with 20 TPD capacities was installed. Sodium bicarbonate capacity was also increased to 3000 TPA. In 1971, the soda ash production capacity of 150 TPD was reached and by 1975, the capacity further increased to 200 TPD. In the year 1987, the name of the company changed to DCW Limited. The company has launched a new expansion cum modernization, which is in the final stage of commissioning. The plant capacity is increased to 10000 TPA .the bromine plant at Nimaknagar is being expanded to 440 TPA capacity and is in the final stage of expansion. Increased productivity and improvement in the efficiency of the system and quality of the product will bring down its energy costs substantially. DCW Limited enables its employee to drive self improvement through working in an organization and community where individual aspirations are respected. The company runs a school-high school and a college and a club at Dhrangadhra. Tomorrow, the future of the company: DCW, stands firmly on its 69 years old roots .it has achieved a record turn over of over Rs .170 crores for the 18 months period 31, March 1989 with a gross profit of over Rs .7.5 crores.

34

3.3 BASIC INFORMATION OF THE COMPANY NAME & ADDRESS OF THE UNIT: DCW Limited, Dhrangadhra Taluka: Dhrangadhra Dist: Surendranagar Gujarat 363310.

MISSION OF THE COMPANY: To strive for an environment beyond Compliance. To adopt environmentally sound technologies and management practices for optimum utilization and conservation of natural resources.

VISION OF THE COMPANY: Give a man orders and hell do the task reasonably well. But let him set his own targets gives him freedom and authority, and his task becomes a personal mission: I CAN. (It is constant source of motivation for their people)

35

BELIEF OF THE COMPANY: Transparency, system and controls are essential factors in the success and growth of the company.

DIVISONS:

Caustic SodaDivision, Sahupuram (TamilNadu) PVC Division, Sahupuram. (Tamil.Nadu)

YEAR OF ESTABLISHMENT: INVESTMENT:

October 1923 More than 220 crores

PROMOTERS OF THE COMPANY:

Mr. Shashi Chand Jain Mr. Sharad kumar Jain Mr.Promod Kumar Jain

AUDITORS:

M/S V.Sankar Aiyar & co, Chartered Accountant, Mumbai

BANKERS:

Bank of India Punjab National Bank State bank of India State bank of Saurashtra.

EMPLOYEES:

More than 1200 employees.

36

REGISTERD OFFICE:

P.O. Dhrangadhra, Taluka:Dhrangadhra, Dist: Surendranagar Gujarat: 363310

CORPORATE OFFICE:

Nirmal, 3rd Floor, Nariman Point, Mumbai- 400 021.

FORM OF THE ORGANIZATION:

Public Limited Company

The form of the organization followed by DCW is of Line and staff type. This can be said by viewing the organization chart, as described within coming pages. The major functions are grouped under 5 departments and guided by a separate Vice President. The departments are: 1. Technical Department 2. Finance Department
3. Production Department

4. Marketing Department
5. HR & personnel Department.

37

SIZE OF THE ORGANIZATION: Large Scale Unit.

Hours of Work: Discipline in the work premises beginning with Security checks at the gate. Attendance-Punching and regularity in attendance. Shift timings: First Shift Second Shift Night Shift General Shift 05.00 am To 01:00 pm 01.00 pm To 09.00 pm 09.00 pm To 05:00 am 08:30 am To 05:00 pm

Punching Cards & Recording Timings: Each employee has to punch his card at the factory gate while coming in and going out of the factory premises. Any failure on this account will be the responsibility of the employee himself. Miss punching and misconduct in punching will be dealt with strictly.

3.4 BENEFITS AND SERVICES Benefits and services include any benefits that the employee receives in addition to direct remuneration. Benefits and services is fringes embrace a broad range of benefits and services that employees receive as part of their total compensation package or direct compensation is based on critical job factors and performance. Benefits and services, however, are indirect compensation because they are usually extended as a condition of employment and are not directly related to performance.

38

DCW Limited gives different types of benefits and services to their employees and workers. These are as under 1. Provident Fund: The company gives provident fund facilities to their employees. In this, employees contribute 12% and 12% is contributed by employer. In Provident fund A/c total contribution is 24%. 2. Gratuity: The company also gives a gratuity to their employee. Gratuity amount is given to only that employee who has worked in the company for 5 years. In 6 year, if any employee want leave the company at that time he get 15 days salary*6 months. 3. Employees State Insurance Corporation (ESIC): Under this scheme workers drawn up to 10,000 P.M. are given medical coverage. It covers the employees and his dependents employee contributes 1.75% from his salary and 4.25% is contributed by the employer. 4. Free books to the employees children. 5. 20% annual bonus on Diwali 6. Addition medical benefits of Rs. 700 P.M. other than ESIC. 7. Two pair uniform, Safety shoes and other personal protective equipments. 8. Subsides canteen, to pay Rs. 5 per meal and free tea.

39

9.

Washing allowance.

10.Sweater in 2 years.
11. Eight C.L.

12.9 Festival Holidays 13.Group Insurance coverage. 14.Best suggestion awards.

15. Best student awards to employees children from standard first to

graduation level. 16.Festival loan. 17.Other company loan without interest.

3.5 Main Product of the Company

DCW Limited Produce soda ash. It is an inorganic Chemical. The product Soda Ash is of two types. Light Soda Ash Dense Soda Ash Light Soda Ash is used in detergent manufactures. Dense Soda Ash is used in Glass manufactures. Chemical formula of Soda Ash is Na2CO3.

40

Other products:
Sodium Bicarbonate Ammonia Bi carbonate. Detergent Calcium Chloride

3.6 Conclusion Dhrangadhra chemical limited has made immense development. In the initial stage the production capacity was 60 tones of Soda ash per day. Gradually by making hard work and also due to expansion, modernization in machines, new technology, the company recently is having the incredible production capacity of 300 tones per day. Really this process is the result of high quality management and of course the hard work of work-loyalty of all the employees in the company. The DCW Limited was increase with not only it productivity but also living standards of all the employees working in company.

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CHAPTER-4 DATA ANALYSIS & INTERPRETATION

4.1 Analysis & interpretation of data 4.2 Explanation of Analysis 4.3 Meaning & structure of Interpretation 4.4. Tables and Interpretation 4.5. Conclusion

42

CHAPTER-4

DATA ANALYSIS & INTERPRETATION 4.1 Analysis & interpretation of data

A researcher has to collect information by scientific method to do any research. A researcher can get information from many sources but if it is not properly checked, analyses & interpreted information will simply remained information or it will be useful and unnecessary digits only. Analysis & interpretation is necessary. But the question arises that what is analysis and interpretation? Analysis means classify the information, things, circumstances into their proper classes. Classes should be related to each other. The all information gathered should be distributed into its classes and if the information is not classified the interpretation is not possible. In all research it is very much necessary to analyses all the information because it is primary information & primary information does not automatically provide answer to research problem and such information does not take any sides so it does neither support nor reject any thing so if the information analyses then & then only it becomes useful.

43

4.2

Explanation of Analysis
Research is not possible without information that is a truth. But

research is not a just a portion of information by itself. Where talk to explanation, but it is a treasure for research. But information is not a synonym of research. Research is joined with analysis & interpretation of information. Information does not have any value if not analyses & interpreted. It gives a new light to the in together information is ready material for proof & verification. It shapes information for the possibilities & gives the entire ingredient to complete the research. But it is also necessary to know that objective if the research provides vision for analysis should be decided keeping the objective of the research in mind. In this researcher has received information using various methods and analyses than examine analysis.

4.3

Meaning & structure of Interpretation

It is necessary to interpret the information after analyzing it. It is a hard work for a novice. Interpretation can be done by many methods. Interpretation means to evaluate the information is relation to objeactive, research problems, research previous finding to evaluate the information in descriptive and interpretative. Statistic is applied and that is interpretation and to know prejudies, beliefs etc.

44

4.4. Tables and interpretation

4.4.1 .Showing Age wise distribution of the respondents: Sr. No 1 2 3 4 Age in year Between 19 to 24 Between 25 to 34 Between 35 to 44 45 or above Total Frequency 11 25 9 5 50 Percentage 22% 50% 18% 10% 100%

5 0 4 0 3 0 2 0 1 0 0 1 to2 9 4 2 to3 4 4 3 to 4 5 4 4 0a 5 r bove F requency P ercenta e g

The above table shows that 11(22%) respondents are in the age group of between 19 to 24 years, 25(50%) respondents are in the age group of between 24 to 34 years, while 9(18%) respondents are in the age group 35 to 44 years and 5(10%) respondents are in the age group of 45 years or above. The majority of the respondents are in the age group of between 25 to 34 years.

45

4.4.2. Showing distribution of respondents on the basis of Educational Qualification. Sr. No Educational 1 2 3 4 Qualification Primary secondary High secondary Graduate Total Frequency 11 25 9 5 50 Percentage 22% 50% 18% 10% 100%

50 40 30 20 10 0 Prima ry s unda ec ry hig h s unda ec ry g dua ra te F requenc y P enta e erc g

The above table shows the educational qualification of the respondents where in 11 (22%) respondents got education at primary level and 25 (50%) respondents are got education at secondary level and 9 (18%) respondents got education at high secondary level. and 5 (10%) respondents got education at graduate level. It can be said that the majority of the respondents are adequately educated and got education till secondary level. 4.4.3. Showing distribution of respondents on the basis of sex.

46

SR NO 1 2

Description Female Male TOTAL

Frequency 0 50 50

percentage 0% 100% 100%

100 90 80 70 60 50 40 30 20 10 0 F ale em m ale frequency pers entag e

The above table shows the sex of the respondents where in 50 (100%) respondents male and it are shows that the company has an approach to select the male individual for the some types of hard work.

47

4.4.4 Showing distribution of respondents on the basis of Types of family. SR NO 1 2 Description Joint family Divided family TOTAL Frequency 29 21 50 percentage 58% 42% 100%

60 50 40 30 20 10 0 Joint fam ily D ivided fam ily F requency Percentag e

The above table shows the Types of family of the respondents where in 29 (58%) respondents live in Joint family and 21 (42%) respondents are live in divided family. It can be said that the majority of respondent live in joint family.

48

4.4.5 Showing distribution of respondents on the basis of marital status SR NO 1 2 3 4 Description Married unmarried widows widower TOTAL Frequency 35 15 00 00 50 percentage 70% 30% 00% 00% 100%

70 60 50 40 30 20 10 0 Married Unm arried Widow Widower F requency Percentag e

The above table shows the marital status of the respondents where in 35(70%) respondents are married and 15 (30%) respondents are unmarried. It can be said that the majority of respondent are married and there are no getting any widow or widower respondent in the observation.

49

4.4.6 Showing distribution of respondents on the basis of no of Family members SR NO 1 2 3 Description 1 to 5 7 to 10 11 or above TOTAL Frequency 34 11 05 50 percentage 68% 22% 10% 100%

70 60 50 40 30 20 10 0 1 to5 7 to 10 11 or above F requency Percentag e

The above table shows that 34(68%) respondents have family members in the group of between 1 to 5 , 11(22%) respondents have family members in the group of between 7 to 10 , while 05(10%) respondents have family members in the group of 11 or above. The majority of the respondents have family members in the group of between 1 to 5 members. So, it shows that the 68% responders have family members between 1 to 5 members. 4.4.7 Showing distribution of respondents on the basis of Designation

50

SR NO 1 2 3

Description Supervisor worker helper TOTAL

Frequency 04 31 15 50

percentage 08% 62% 30% 100%

70 60 50 40 30 20 10 0 S upervis or worker helper F requency percentag e

The above table shows the Designation of the respondents where in 04(08%) respondents are Supervisor and 31 (62%) respondents are worker and where 15(30%) respondents are helper. It can be said that the majority of respondent are worker.

4.4.8 Showing distribution of respondents on the basis of Types of Job SR NO 1 Description Permanent Frequency 40 percentage 80%

51

2 3

Temporary on contract TOTAL

10 00 50

20% 00% 100%

80 70 60 50 40 30 20 10 0 Perm anent Tem porary contract bas e F requency percentag e

The above table shows the Types of Job of the respondents where in 40(80%) respondents are permanent employees and 10 (20%) respondents are Temporary employees and where there are no respondents on contract basis. It can be said that the majority of respondent are permanent employees.

4.4.9. Are you satisfied with the remuneration which provides you considering your work? SR NO 1 2 Description YES NO TOTAL Frequency 35 15 50 percentage 70% 30% 100%

52

70 60 50 40 30 20 10 0 Y ES NO F requency percentag e

The above table shows that 35(70%) respondents strongly agreed with yes, 15(30%) respondents mostly agreed with No. It indicates that majority of respondent are satisfied with their remuneration in company.

53

4.4.10. How do you feel about your work? SR NO 1 2 Description Challenging Normal TOTAL Frequency 19 31 50 percentage 38% 62% 100%

70 60 50 40 30 20 10 0 C halleng ing Norm al F requency percentag e

The above table shows that 19(38%) respondents believe that their work as challenging but ,31(62%) respondents mostly agreed with that their work is normal . It indicates that majority of respondent feels that their work is normal.

54

4.4.11. What you think about your future by doing this work? SR NO 1 2 3 Description unsecure secured worst TOTAL Frequency 20 26 2 50 percentage 40% 52% 4% 100%

60 50 40 30 20 10 0 unsecure s ecured worst F requenc y percentag e

The above table shows that 20(40%) respondents believe that their future is unsecure as but ,26(52%) respondents mostly agreed with that their future is secured .and 02(04%) respondent believes that their future is worst. It indicates that majority of respondent feels that their future is secured.

55

4.4.12. Do you have independent to choose your way of working? SR NO 1 2 Description YES NO TOTAL Frequency 47 3 50 percentage 94% 06% 100%

100 80 60 F requency 40 20 0 percentag e

YS E

NO

The above table shows that 47(94%) respondents strongly agreed with yes, while, 03(06%) respondents mostly agreed with No. It indicates that majority of respondent are independent to choose their way of working.

56

4.4.13. Is your suggestion regarding the job accepted? SR NO 1 2 Description YES NO TOTAL Frequency 47 3 50 percentage 94% 06% 100%

100 90 80 70 60 50 40 30 20 10 0

F requency percenta e g

YS E

NO

The above table shows that 47(94%) respondents strongly agreed with yes, while, 03(06%) respondents mostly agreed with No. It indicates that majority of respondent believes that their suggestion regarding the job are accepted by their superior.

57

4.4.14. Do you feel worry about your incomplete work? SR NO 1 2 Description YES NO TOTAL Frequency 28 22 50 percentage 56% 44% 100%

60 50 40 30 20 10 0 YE S NO F uency req percenta e g

The above table shows that 28(56%) respondents strongly agreed with yes, while, 22(44%) respondents strongly agreed with No. It indicates that majority of respondent feel worry about their incomplete work

4.4.15. Is your family matter interfering in your work?

58

SR NO 1 2

Description YES NO TOTAL

Frequency 17 33 50

percentage 34% 66% 100%

70 60 50 40 30 20 10 0 Y ES NO F requency percentag e

The above table shows that 17(34%) respondents strongly agreed with yes, while, 33(66%) respondents strongly agreed with No. It indicates that majority of respondent believe that their family matter are not interfering in their work.

59

4.4.16. Are you getting appreciation for your best work? SR NO 1 2 Description YES NO TOTAL Frequency 48 02 50 percentage 96% 04% 100%

100 8 0 6 0 4 0 2 0 0 Y ES NO

F requency percentag e

The above table shows that 48(96%) respondents strongly agreed with yes, while, 02(04%) respondents strongly agreed with No. It indicates that majority of respondent getting appreciation for their best work.

4.4.17. How are your relations with superior? SR NO Description Frequency percentage

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1 2 3

Bed Medium Good TOTAL

00 12 38 50

00% 24% 76% 100%

80 70 60 50 40 30 20 10 0 B ed Medium Good F requency percentag e

The above table shows that no respondents believe that their relation with superior is bed, but 12(24%) respondents mostly agreed with that their relation with superior is Medium and 38(76%) respondent believes that their relation with superior is good. It indicates that majority of respondent feels that their relation with their superior is good.

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4.4.18. Are you motivated for your good work? SR NO 1 2 Description YES NO TOTAL Frequency 31 19 50 percentage 62% 38% 100%

70 60 50 40 30 20 10 0 Y ES NO F requency percentag e

The above table shows that 31(62%) respondents strongly agreed with yes, while, 19(38%) respondents strongly agreed with No. It indicates that majority of respondent getting motivated for their good work.

4.4.19. Are you satisfied with companys promotion policy?

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SR NO 1 2

Description YES NO TOTAL

Frequency 46 4 50

percentage 92% 08% 100%

100 80 60 40 20 0 Y ES NO F requency percentag e

The above table shows that 46(92%) respondents strongly agreed with yes, while, 04(08%) respondents strongly agreed with No. It indicates that majority of respondent are satisfied with companys promotion policy.

4.4.20. Are you rebuking by your superior, if any mistake done in your work? SR NO 1 Description YES Frequency 05 percentage 10%

63

NO TOTAL

45 50

90% 100%

90 80 70 60 50 40 30 20 10 0

F requency percenta e g

YS E

NO

The above table shows that 05(10%) respondents strongly agreed with yes, while, 45(90%) respondents strongly agreed with No. It indicates that majority of respondent are believes that they are not rebuking by their superior, if any mistake done in your work.

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4.4.21 .Are you satisfied with your present job? SR NO 1 2 Description YES NO TOTAL Frequency 33 17 50 percentage 66% 34% 100%

70 60 50 40 30 20 10 0 Y ES NO F requency percentag e

The above table shows that 33(66%) respondents strongly agreed with yes, while, 17(34%) respondents strongly agreed with No. It indicates that majority of respondent are satisfied with their present job.

4.4.22. Are you satisfied with the work providing you considering to your skill and experience?

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SR NO 1 2

Description YES NO TOTAL

Frequency 43 07 50

percentage 86% 14% 100%

90 80 70 60 50 40 30 20 10 0

F requency percentag e

Y ES

NO

The above table shows that 33(66%) respondents strongly agreed with yes, while, 17(34%) respondents strongly agreed with No. It indicates that majority of respondent are satisfied with their present job.

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4.4.23. Is your suggestion invited by your superior? SR NO 1 2 Description YES NO TOTAL Frequency 27 23 50 percentage 54% 46% 100%

60 50 40 30 20 10 0 Y ES NO F requency perc entag e

The above table shows that 27(54%) respondents strongly agreed with yes, while, 23(46%) respondents strongly agreed with No. It indicates that majority of respondent believes that their suggestions are invited by their superiors.

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4.4.24. Are you satisfied with your working environment? SR NO 1 2 Description YES NO TOTAL Frequency 41 09 50 percentage 82% 18% 100%

90 80 70 60 50 40 30 20 10 0

F requency percenta e g

YS E

NO

The above table shows that 41(82%) respondents strongly agreed with yes, while, 09(08%) respondents strongly agreed with No. It indicates that majority of respondent are satisfied with the working environment of the company.

4.4.25. Is company doing any Welfare activities for your job involvement?

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SR NO 1 2

Description YES NO TOTAL

Frequency 16 34 50

percentage 32% 68% 100%

70 60 50 40 30 20 10 0 YS E NO F requency percenta e g

The above table shows that 16(32%) respondents strongly agreed with yes, while, 34(68%) respondents strongly agreed with No. It indicates that majority of respondent are believe that company do not give proper welfare facility for their job involvement.

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4.4.26. Do you feel necessity for training? SR NO 1 2 Description YES NO TOTAL Frequency 31 19 50 percentage 62% 38% 100%

70 60 50 40 30 20 10 0 Y ES NO F requency percentag e

The above table shows that 31(62%) respondents strongly agreed with yes, while, 19(38%) respondents strongly agreed with No. It indicates that majority of respondent feels necessity for more and more trainings.

4.4.27. Are you getting training related to your job?

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SR NO 1 2

Description YES NO TOTAL

Frequency 48 02 50

percentage 96% 04% 100%

100 80 60 40 20 0 YS E NO F requency W est

The above table shows that 48(96%) respondents strongly agreed with yes, while, 02(04%) respondents strongly agreed with No. It indicates that majority of respondents got training related to their job.

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4.4.28. Are you working effectively after getting training? SR NO 1 2 Description YES NO TOTAL Frequency 48 02 50 percentage 96% 04% 100%

100 90 80 70 60 50 40 30 20 10 0

F requency percentag e

Y ES

NO

The above table shows that 48(96%) respondents strongly agreed with yes, while, 02(04%) respondents strongly agreed with No. It indicates that majority of respondents are working effectively after getting training.

4.4.29. Have you doing extra work after working hours?

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SR NO 1 2

Description YES NO TOTAL

Frequency 05 45 50

percentage 10% 90% 100%

90 80 70 60 50 40 30 20 10 0

F requency p ercentag e

YS E

NO

The above table shows that 05(10%) respondents strongly agreed with yes, while, 45(90%) respondents strongly agreed with No. It indicates that majority of respondents do not do extra work after working hours.

4.4.30. Are you doing over time work compulsory? SR NO Description Frequency percentage

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1 2

YES NO TOTAL

33 17 50

66% 34% 100%

70 60 50 40 30 20 10 0 Y ES NO F requency percentag e

The above table shows that 33(66%) respondents strongly agreed with yes, while, 17(34%) respondents strongly agreed with No. It indicates that majority of respondents doing over time work compulsory.

4.4.31. Are you getting money for over time as per law? SR NO 1 2 Description YES NO Frequency 50 0 percentage 100% 0

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TOTAL

50

100%

100 80 60 40 20 0 F requency percentag e

Y ES

NO

The above table shows that 50(100%) respondents strongly agreed with yes, while, No respondents are agreed with No. It indicates that majority of respondents getting money for over time as per law.

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4.4.32. Are you feeling any problem while doing overtime? SR NO 1 2 Description YES NO TOTAL Frequency 07 43 50 percentage 14% 86% 100%

90 80 70 60 50 40 30 20 10 0

F requency percenta e g

yes

no

The above table shows that 07(14%) respondents strongly agreed with yes, while, 43(86%) respondents strongly agreed with No. It indicates that majority of respondents are not feeling any problem while doing overtime.

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4.4.33. Are you doing overtime with spirituality? SR NO 1 2 Description YES NO TOTAL Frequency 35 15 50 percentage 70% 30% 100%

70 60 50 40 30 20 10 0 Y ES NO F requency percentag e

The above table shows that 35(70%) respondents strongly agreed with yes, while, 15(30%) respondents strongly agreed with No. It indicates that majority of respondents are doing overtime with spirituality.

4.4.34. Every day after completion of working hours, Have you willingness for more work?

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SR NO 1 2

Description YES NO TOTAL

Frequency 08 42 50

Percentage 16% 84% 100%

90 80 70 60 50 40 30 20 10 0

F requency Percentag e

Y ES

NO

The above table shows that 08(16%) respondents strongly agreed with yes, while, 42(84%) respondents strongly agreed with No. It indicates that majority of respondents have not more willingness to more work after completion of working hours.

4.4.35. Have you feeling any burden, were more work load is given if any day? SR NO 1 2 Description YES NO TOTAL Frequency 14 36 50 percentage 28% 72% 100%

78

80 70 60 50 40 30 20 10 0 YE S NO F requency p ercentag e

The above table shows that 14(28%) respondents strongly agreed with yes, while, 36(72%) respondents strongly agreed with No. It indicates that majority of respondents have not feeling any burden, were more work load is given if any day.

4.4.36. In any condition, do you accept extra work willingly? SR NO 1 2 Description YES NO TOTAL Frequency 48 02 50 percentage 96% 04% 100%

79

100 80 60 F requency 40 20 0 percenta e g

YS E

NO

The above table shows that 48(96%) respondents strongly agreed with yes, while, 02(04%) respondents strongly agreed with No. It indicates that majority of respondents accept extra work willingly.

4.4.37. Have you get leave for any occasion? SR NO 1 2 Description YES NO TOTAL Frequency 31 19 50 percentage 62% 38% 100%

80

70 60 50 40 30 20 10 0 YE S NO F requency percenta e g

The above table shows that 31(62%) respondents strongly agreed with yes, while, 19(38%) respondents strongly agreed with No. It indicates that majority of respondents got leave for any occasion.

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4.4.38. Are you accepted work on your own desire?

SR NO 1 2

Description YES NO TOTAL

Frequency 41 09 50

percentage 82% 18% 100%

90 80 70 60 50 40 30 20 10 0

F requency percentag e

YS E

NO

The above table shows that 41(82%) respondents strongly agreed with yes, while, 09(18%) respondents strongly agreed with No. It indicates that majority of respondents accepted work on their own desire.

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4.4.39. Are you feeling stress when do not work properly? SR NO 1 2 Description YES NO TOTAL Frequency 40 10 50 percentage 80% 20% 100%

80 70 60 50 40 30 20 10 0 YE S NO F uency req percentag e

The above table shows that 40(80%) respondents strongly agreed with yes, while, 10(20%) respondents strongly agreed with No. It indicates that majority of respondents are feeling stress when do not work properly.

4.5. Conclusion

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In this chapter, The researcher has analyzed the data of the feedback from the respondent and interpreted the data by tables and charts and in the next chapter; we discuss the findings, conclusion and suggestions.

84

Chapter-5 FINDING, CONCLUSION & SUGGESTIONS

5.1 Introduction 5.2 Overall outcomes of finding 5.3 Finding regarding the Hypothesis 5.4. Limitations of the Study 5.5 Researchers suggestion for future research 5.6 Suggestions to the Company 5.7 Conclusion

85

Chapter-5 FINDING, CONCLUSION & SUGGESTIONS 5.1. Introduction

Today the technical world needs scientific research information and skill for any professional and scientific development in the social research. In social research, there are perfect information and extra active information. Research is the direct experience and effort is necessary. Even the good guideline is needed. By this research becomes more experienced person. It is a humble effort to have a direct face to face experience of the field of research from which researcher experience has provided various insights regarding the following futures of new information, knowledge and experience. Researcher has acquired new insights regarding both the processes involved in the field as worker. From this small peace of research, the present research has learnt a lot and researcher has got various ideas about this new field. There a vast difference between reading about the research and conducting same as on experience under going through a practical of doing research. A researcher has learn that it is a long chain of various different decision, suggestion and cooperation from many persons have to be welcomed and accepted and transformed .researcher has to face many difficulties to complete this researcher .

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5.2 Overall outcomes of finding

(1) There are 50% of workers are between the age of 25 to34 in the company. So it shows that the company have a mostly the young workers and the company have an approach to recruit young workers. (2) The company makes emphasis to select the male workers according to the work of the company. (3) The 50% of workers got education till high secondary level. There are 22% workers got educations till primary level and 5% of respondent are graduate. And most of workers are educated. (4) The 58% of workers are belonging to joint family and 42 % of workers are belonging to divided family. It shows that the majority of workers live in joint family. (5) There are 70% of respondent are married, and 30% are unmarried and there is no widow or widower respondent are got in the serve. So it indicates that company has a majority of married workers. (6) The most of workers are belong to middle class family. (7) In the whole Respondents, there were 62% of respondents are working as a worker .so it shows that the majority of people in the company works as a workers. (8) There are 70% of workers satisfied with the remuneration which provides by company considering the nature of work. (9) The majority of workers feel their work as a normal work. (10) The majority of workers feel that their future is secured (ie.52%)

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(11) The mostly workers believes that they are an independent to choose their way of working. So they are motivated to do the work with interest. (12) The company invites the suggestion regarding the work and if it is beneficial, the company accepted it interestingly. It increases the moral of the employees. (13) The number of workers who feel the worry about the incomplete work and who do not feel worry about the incomplete work is same. (12) The majority of workers belives that the family matter does not interfering in their work. It indicates the workers have less family problems. (13) The majority of workers feel that they are getting appreciation for their best work by their superior. It will motivate the workers. (14) The 76% of respondent believes that they have a good relation with their superior. It is positive point for the company and it reduces the conflict and makes good relation between workers and superiors. It also increases the quality of work life. (15) The 62 % of workers believes that they are motivated for their good work. It is good technique for getting work done well. (16) The 92% of workers are satisfied with companys promotion policy. (17) 90% respondent believes that they are not rebuking by your superior, if any mistake done in their work. But, the superior only give a proper guidance to do work well. (18) The majority of respondent are satisfied with their present job. It indicates high level of job satisfaction in the workers. (19)86% of respondent believe that they are satisfied with the work provided them considering to their skill and experience. The

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company utilizes the workers experience and skill in to the quality work. (20) The majority of workers feel that the environment in the company for work is good. (21) 68% of respondent believes that there is no proper welfare activity done by the company. It shows that it affect the job involvement of the workers. (22) 96% of workers got training in the company but, the workers also feels the necessity of the training for good work, and it also increase the efficiency of the workers in the work. (23) The 66% respondents believe that they have to do overtime work compulsory. The company also gives remuneration as per law and 70% of workers doing their overtime with spiritually and majority of workers dont feel any problems. (24) The majority of workers arent feeling any burden, were more work load is given if any day. It indicates the faithfulness of the worker to the company. (25) The majority of worker believes that if the company gives more work they accept extra work willingly. It indicates the good job involvement of the workers. (26) The majority of respondent believes that the company gives leave on any good or bad occasion. (27) The 82% of respondents believes that they get job according to their interest. (28) The 80% of workers feeling stress when, the work is being incomplete. It I indicate the good job involvement of the workers. (29) The majority of workers believe that they have not any conflict between co-workers and superiors.

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(30) The majority of workers believe that if they work for the company long time get a good salary and promotion and bright future.

5.3 Finding regarding the Hypothesis

(14)

The first hypothesis is true that the workers are satisfied with remuneration for their work. It shows the high level of workers satisfaction.

(15)

The analysis result indicates that most of workers are satisfied with their job. So this hypothesis will be false that every worker is not satisfied with their job.

(16) (17) (18) (19) (20)

The analysis result indicates that most of workers are satisfied with companys promotion policy. So this hypothesis is true. The analysis result indicates that most of workers do the work with overtime compulsory. So this hypothesis is true. The analysis result indicates that the worker feels job security at present job. So this hypothesis is true. The analysis result indicates that the working environment is good for the work. So this hypothesis is true. The analysis result indicates that most of workers do not feel monotony for overtime work. So this hypothesis will be false that the workers feel monotony for overtime work.

(21) (22)

The analysis result indicates that the Workers are satisfied with their development. So this hypothesis is true. The analysis result indicates that most of workers are not satisfied with the welfare activities of the company. So this hypothesis will

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be false that the workers are satisfied with welfare activities of the company. (23) The analysis result indicates that most of workers are independent for the way of working. So this hypothesis will be false that the workers are not independent for the way of working. (24) The analysis result indicates that the suggestions are accepted by the superiors. So this hypothesis will be false that the suggestions are not accepted by the superiors. (25) (26) The analysis result indicates that the workers get remuneration of overtime as per law. So this hypothesis is true. The analysis result indicates that the training increases the efficiency of workers. So this hypothesis is true.

5.4 Limitations of the Study

For this research has selected only one relevant industry from DCW Limited, Dhrangadhra. Research sample is limited. Time period of data collection was very less The respondents were in lower level management like workers, helpers and supervisor.

5.5

Researchers suggestion for future research

Even though the researcher has some limitation in his research it paves the way for the future research. (1) Researcher can select any big cities like Ahmadabad, Surat. Baroda etc. for further research on same topic.

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(2) Researcher can select Comparative studies of workers job satisfaction in different states. (3) The researcher can study the effect of personal problems of workers on job satisfaction. (4) The researcher can study the effect of working environment on job satisfaction.

5.6

Suggestions to the Company

Give more decision power to workers in their own work so they can do their work quickly. Training and development are too good in this organization so maintain this level properly for a proper work. Organization tries to provide more development opportunities to workers for their bright future. The organization should do motivational activities to motivate the worker for more work. The organization should organize the personality development events and spiritual events for mental relaxation of worker. To provide new technologies equipments related to health and safety. To improve the social status for job satisfaction gives proper designation and opportunities.

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5.7

Conclusion
Intrinsic content of the job including hygiene and motivating factor are most important for the employees job satisfaction. At the same time it this equally important to understand that satisfaction can not be engineered or built in a job or ordered or offered from outside. The proper direction to get job satisfaction is that one can get more fun and satisfaction if he/ she decide to make the most of it such an attitude may perhaps provide with more joy and satisfaction. As such laying emphasis on realistic attitude of employees may be a better policy. For achieving this important fundamental shift is called for from external to internal awareness, job satisfaction in the ultimate analysis depends much on individual. So one has to appreciate the profound wisdom of peter Druckers words.Not promotion, but accomplishment should be the aim of every person to make the job, or any job, full of joy and satisfaction thus, it is felt that changing the focus from extrinsic rewards to internal pride and sense of accomplishment will bring us nearer to the elusive goal of job satisfaction. If we see the analysis and interpretation of Research on Job Satisfaction Of industrial worker at DCW Limited, Dhrangadhra, we identify that the workers are motivated and their moral is high. The relation between their superior and with co-workers are good, it is the positive advantage for any organization. The working environment for work is also good and the majority of workers are satisfied with the companys promotion policy. The workers got training and also being

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efficient for doing work well, till they are keen to organize more training programs in the company. The workers got the job according to their area of interest. so, they do not feel monotony for work and the company also give proper remuneration for overtime work .it indicate that workers are motivated and feel really job Satisfaction from their present job and will make their bright future in the organization

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Bibliography
(1)

K.Aswathappa -H.R & P.M text & cases published by TATA McGraw hill New Delhi. Methodology. C.R Kothari. 4th Edition. behavior. Gerry Dazzler 6th Edition.

(2) Research

(3) Organization

(4) http://en.wikipedia.org/wiki/job_satisfaction (5) www.google.com

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Research proposal
Introduction A human being need for communication is as strong one and its commensurable with the basic needs to eat, drink, sleep & love. It is an individual and social need. It is a natural individual demand and a requirement of social existence to user communication resource in order to engage in the sharing of experiences. When anybody interested or satisfied with any activity than and than only involvement and job satisfaction is there. High levels of job satisfaction have been found to be related to fewer absences and lower resignation rate. For any kind of investigation the methodology aspects has got a special significance .It involves formulation & application of the research design in such a way that the condition of collection & analysis of the data enables us to answer the specific questions posed under the object of the study. So, in this study a sincere attempt was under taken to learn how to make research on job satisfaction in industries. What is research? Research is refers to search for knowledge. Research is an art of scientific and systematic investigation on a specific topic. Research is an original contribution to the existing stock of knowledge making for its advancement. It is the pursuit truth with the help of study, observation, comparison and experiment. In other words, research is an attempt to know things, facts, information etc. in a scientific manner.Therefore, through objective and systematic method of finding solution to a problem in research.

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Systematic efforts to gain new knowledge we call research. Webster has pointed out that Research is a careful or critical inquiry or examination in seeking facts or principles a deli gent investigation or certain something.

Title of research

A RESEARCH ON JOB SATISFACTION OF INDUSTRIAL WORKERS

[REF: DHRANGADHRA CHEMICAL LIMITED, DHRANGADHRA] Reason for selecting the Topic. The starting point of any research process is the selection of the topic is not a child jobs. It is both an important and difficult task for a novice in research. A new investigator is be set with various difficulty. While selecting a topic. In social work not doubt there are various problems and topics on which a research can concentrate. But, in the very initial stages researcher though to undertake a small piece of research on industry. Also my personal interest and some books and references attract me to select this topic very few person work on this topic. Objective of Study (9) To identify the Job satisfaction of workers in DCW limited, Dhrangadhra.

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(10) (11) (12) (13) (14) (15)

To identify the effect of ago on the job satisfaction. To identify the effect of marital status on job satisfaction. To identify the effect of education on work. To identify the workers attitude towards company. To know about social condition of workers. To know about interpersonal relation between workers &

workers and workers & superior. Hypothesis (27) The workers are satisfied with remuneration for their work. (28) Every worker is not satisfied with their job. (29) The workers are satisfied with companys promotion policy.
(30) The workers do the work with overtime compulsory.

(31) The worker feels job security at present job. (32) The working environment is good for the work. (33) The workers feel monotony for overtime work. (34) The Workers are satisfied with their development. company. (36) The worker has not independent for the way of working. (37) The suggestions are not accepted by the superiors. (38) The workers get remuneration of overtime as per law. (39) The training increases the efficiency of workers.
(35) The workers are satisfied with their welfare activities of the

Research Design In my research work, I have adopted diagnostic type of research design because it will help me for description, classification &

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classification & explanation of the topic & above all it will help me for the future prediction. It is essential to outline the various procedures for collecting information and analyzing them. The emphasis is more to know the present existing process to measures job satisfaction level of employees. Universe or Population The universe consists 900 of workers at lower level in DCW Limited, Dhrangadhra. Sample and Sampling Procedure Sampling is the easiest method of social investigation. A sample is a smaller representation of the larger whole. Researcher used random sampling method, 50 respondents are selected from total lower level management (workers, helpers, supervisors) through purposive sampling procedure. Tools of Data Collection Data has been collected by using structure questionnaire and interview schedule. Data Analysis The data is analyzed in the form of sample variable and by chart and tables. Sources of Data Collection The information were collected both from the primary as well as secondary sources. For the study, secondary source used were official documents, records, service rules of the organization, manuals of different departments & section annual repot, publication & journals of DCW Limited.

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Limitations of the Study

For this research has selected only one relevant industry from DCW Limited, Dhrangadhra. Research sample is limited. Time period of data collection was very less
The respondents were in lower level management like workers,

helpers and supervisor.

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A RESEARCH ON JOB SATISFACTION OF INDUSTRIAL WORKERS (WITH REFRENCE TODHRANGADHRA CHEMICAL WORKS LIMITED, DHRANGADHRA)

RESEARCHER Chhasiya Ashok N B.COM L.L.M.

RESEARCH GUIDE Shri.Nayan Mehta Visiting Professor B.Com. L.L.B., Department of Social Work Saurashtra University, Rajkot.

QUESTIONNAIRE INSTRUCTIONS:

The purpose of this questionnaire is to give you a chance to tell how you feel about your present job. On the following pages you will find statements about your present job. Read each statement carefully. Decide how satisfied you feel about the aspect of your job described by the statement.
(A) PERSONAL INFORMATION:-

1. Name: ______________________________________________ 2. Age: _______________________________________________ 3. Address: ____________________________________________ 4. Educational Qualification: ______________________________ 5. Sex: ________________________________________________
(B) FAMILY INFORMATION:

6. Types of family: Joint family Divided family 7. Marital status: Married unmarried widows widower 8. Family members: _____________________________________

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(C) JOB RELATED INFORMATION: 9. Designation:____________________________________________ 10. Work Experience: ______________________________________ 11. Types of job: permanent temporary on contract (E) QUESTIONS ABOUT JOB SATISFACTION: 12. Are you satisfied with the remuneration which provides you considering your work? Yes 13. How do you feel about your work? Challenging Normal 14. What you think about your future by doing this work? Unsecure secured worst 15. Do you have independent to choose your way of working? Yes 16. Is your suggestion regarding the job accepted? Yes 17. Do you feel worry about your incomplete work? Yes 18. Is your family matter interfering in your work? Yes 19. Are you getting appreciation for your best work? Yes 20. How are your relations with superior? Good

No

No

No

No

No

No

Bed

Medium

21. Are you motivated for your good work?

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Yes 22. Are you satisfied with companys promotion policy? Yes

No No

23. Are you rebuking by your superior, if any mistake done in your work? Yes 24. Are you satisfied with your present job? Yes No No

25. Are you satisfied with the work provide you considering to your skill and experience? Yes 26. Is your suggestion invited by your superior? Yes 27. Are you satisfied with your working environment? Yes 28. How do you feel effect on health at work place? Suitable

No

No

No

Unsuitable

29. Is company doing any Welfare activities for your job involvement? Yes 30. Do you feel necessity for training? Yes 31. Are you getting training related to your job? Yes 32. Are you working effectively after getting training? Yes

No

No

No

No

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33. Have you doing extra work after working hours? Yes 34. Are you doing over time work compulsory? Yes 35. If, yes how many hours in week? __________ 36. Are you getting money for over time as per law? Yes 37 Are you feeling any problem while doing overtime? Yes 38. Are you doing overtime with spirituality? Yes

No No

No

No

No

39. Every day after completion of working hours, Have you willingness for more work? Yes

No

40. Have you feeling any burden, were more work load is given if any day? Yes 41. In any condition, do you accept extra work willingly? Yes 42. Have you get leave for any occasion? Yes 43. Are you accepted work on your own desire? Yes 44. Are you feeling stress when do not work properly? Yes
THANK YOU FOR YOUR KIND CO-OPERATION

No No No No No