SYNOPSIS OF THE PROJECT PROPOSAL

TITTLE:
STUDY ON JOB SATISFACTION AMONG EMPLOYEES IN CHENNAI PORT TRUST, CHENNAI.

RATIONALE FOR THE STUDY

One of the surest signs of deteriorating condition in an organization is low job satisfaction. In its more sinister forms it lurks behind wildcat strikes, It also may be a part of

shutdowns, absenteeism and employees turnover.

grievance, low productivity, disciplinary problems and other organizational dilemmas. High job satisfaction, on the other hand, gladdens the hearts of the administrators, because it tends to be connected with positive conditions that the administrators want. Although high job satisfaction is the hallmark of all

managed organization, it cannot be persuaded into existence or even is bought. The term job satisfaction came into vogue with publication of a book Job Satisfaction by HOPPAK (1935). Since then, number of investigators in this field has defined the term job satisfaction. Hoppak defined job satisfaction as any combination of psychological, physiological and environmental circumstances that causes a person truthfully to say, I am satisfied with the Job. Hoppock has included both the job and off the job factors.

Bullock considers job satisfaction as an attitude, which results from a balancing, and summation of many likes and dislikes experiences in connection with the job. This attitude manifests itself in evaluations of the job and of the employing organization. These evaluations may rest largely upon ones own success or failure in the achievements of personal objectives and upon the perceived contribution of the job and company towards these ends. Thus an employee may like certain aspects of his work, yet thoroughly dislike others.

The purpose of the project is to study and analyze the job satisfaction among employees in Chennai Port Trust.

B. OBJECTIVE OF THE STUDY

1. 2. 3. To analyze whether the personal factors affect the job satisfaction To ascertain whether the economic factors increase the job satisfaction To exposure whether the working environment increase the job satisfaction

4. 5.

To examine whether the promotion policy affect the job satisfaction. To find out whether the employer and employees relationship affect the job satisfaction.

C. RESEARCH METHODOLOGY
Job satisfactions being a very important factor contribute to the capacity and productivity of the worker. Job Satisfaction is one of the most crucial but controversial issues in Industrial Psychology and behavior management in Organization. Job satisfaction varies considerably from one man to other. Job status and social status go hand in hand. When a man become enthusiastic about his job he will do his work in best manner and become satisfied with his job. Employees satisfaction is a function not only of how much a person received from job satisfaction, but also where he stands with respect of his level of aspiration. One of the most commonly recognized strains in the industry is the occurrence of fatigue, boredom among workers, which affect the productivity. The employees produced more if they have group goals which require his productivity of their satisfaction and they are satisfied with their working condition and the productivity equipments so there is a strong relationship between, productivity and satisfaction.

For the purpose of the study the data will be obtained from employees of

Chennai Port Trust, Chennai.

The data includes Personal Data, Job

Satisfaction, Authority & Recognition, Monetary Benefits, Promotion aspects and

Company Policy and working condition. A sample of 100 employees will be selected using convenience of sample method.

A questionnaire will be drafted based on the above datas and it will be supplied to the selected employees and their response will be obtained.

D. THE EXPECTED CONTRIBUTION FROM THE STUDY

Job satisfactions something, which is abstract in the sense that it can be felt and experienced but cannot be seen. Based on the responses to the

questionnaire and analysis of the data will be made. The brief analysis of the background of the staff and workers like their age, educational background, experience etc in the job will be discussed. The study can analyze the factors relating to the job satisfaction among the employees of organizations.

Chennai Port Trust

which may reflect in similar such

CHAPTER I

INTRODUCTION
The welfare of the Nation is very much dependent on the extent to which is Industries developed and also the enthusiasm with which the workers performance. Like other developed countries India is progressing fast in the industrial field due to urbanization and industrialization. A society is becoming more and more industrialized, urbanized and secularized, almost all the traditional institutional values are called in to question. Both Industrialization and urbanization are resulted through the hard work of men. The Nineteenth Century was the golden age for the idea of work. It is an era of unprecedented progress in the material intellectual and spiritual life of man. This brought out new The

conceptions in every society, where every one will have to work.

technological progress, high divisions of labour and scientific management that characterized work in modern society have scientifically destroyed the creativity in work. environment. Work is the one of the most important social function of human beings. The majority of the adults population works, a very much smaller Technological process extended the mans control over his

proportion supervises the labour.

The modern world is characterized by the increasingly minute division of labour by and almost universal trend towards bureaucratization and by an intricate dependence upon productive machinery. In India the early days of the factory system of production, workers were considered a commodity, which could be easily procured and readily replaced. The doctrine of supply and demand governs the employment position.

MEANING OF WORK
From time in memorial work has been charged with emotional significance. Work is necessary for the production of goods and service whether in the so called primitive stage of mankind or in more advanced stages of culture. Women have no innate genetically Gene orientation towards work. Work in the occupation sense is the effort expanded to produce something useful. The concise oxford dictionary defines work as an expenditure of energy striving applications of effect to some purpose. While economists speak of it as one of the major factors of production consisting of mutual or mutual exertion for which wages, salaries and professional fees are rewarded. activity peculiar to work is centered on the object. One of the most important question about work is why man works? There is no satisfactory answer to this question. Both the reviews of the some of The

the Researches and Enquirer conducted on this subject helps us to realize that man works for wide range of motives among which once education, culture and tradition play an important role. According to Lawrence L Bethel people works for these reasons. (i) A decent living (ii) Trust in Leadership (iii) Opportunity (iv) Doing something worthwhile. Work needs manpower, which is a Universal concept. The

assumption is that all men every where can and should achieve self actualization with an organizational context structured to promote psychological growth. The extrinsic or material needs are of the great importance. Some of the psychological factors are (i) Work is a source of subsistence. Work is more than means for economic support. (ii) Work regulates activities (iii) Work provides patterns of association (iv) Work provides Identity (v) work determines social status. Historically the mass of the population has not been consciously concerned with the meaning of work. No systematic history of work has been written. As an integral part of every day life, work was mashed with all major institutional junctions. Accordingly to Homer and God Hated mankind and out of spite condemned to men to toil. Xenophon called work, the painful price the Gods charge for the goods of life. At last Ciccro speaks for the majority of the Romans when he lays it down that there are but two occupation worthy of freeman. First

agriculture and the next is big business. Both Greek and Roman attempted clearly enough to link together their theory of work and of wealth. According to Eclesiater, the labour of man does not satisfy the soul. In course of time work has lost its linkage with religion. It has gone hand in hand with a profound revolution of daily life. Man has always been a tool user. A vision of unlimited progress by means of science and technology provided greater dignity for work, technological and scientific process extended the mans control over his environment.

JOB SATISFACTION
The subject selected for the study is Job Satisfaction among factory and office employees. Job satisfaction can identified as any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say. I am satisfied with my job. He may stay on job because of the necessity of making a living although his work brings no satisfying rewards except the means of lively hood. Satisfaction generally increases with age. But that need not be always true. There have been several hundred

studies of job of work satisfaction and it is not possible to do more here than review some of their main conclusion and draw attention to some their limitations. The most interesting findings in the area of job satisfaction are those which indicate the degree to which people do adjust to the job conditions and to opportunities which are available to them. Each of the occupation shows quite different pattern of satisfaction resources. There appear to be tendency for the

individual to react positively to his work situation and to emphasis the favorable aspect of it. Job satisfaction does not mean self satisfaction. It varies from one man to another. Job satisfaction has a relation to job expectancy. This job status and social status go hand in hand. When an employee says he is satisfied with his job, he normally means he can put up with it, for want of something better job satisfaction is indicated. When workers indicated are determined to executed the efficiency when they think collectively in terms of WE, rather than I react spontaneously to discipline and cooperation and are cheerful and enthusiastic about their job. A standard of wages must be settled and the future provided for the satisfaction of both employer and employee. The nature of human relationship in Industry is divided to a great extent by the conduct of those in authority success in business depend on unity in the workers group when a man has become enthusiastic about his job he will do his best work. Enthusiasm derives from interest in job breeds devotion to it and these together create job satisfaction.

DEFINITION
Many researchers and investigators have experienced their opinion, Knowledge and ideas on Job satisfaction. Every one differs from other in defining the term Job satisfaction. Every one defines from his own angle and the definition appears to be correct from the angle.

According to Milton L Blum Job satisfaction is the result of various possessed attitudes which are related to the job and are concerned with such specific factor such as wages, steadiness of employment, condition of ability, fare evaluation of work, social relations on the job. Job satisfactions according to Hoppock are is a complex phenomenon and it is a combination of psychological, environmental circumstances, which leads a person to actually to say I am satisfied with my job. Job satisfaction according to Keith Davis Favorable ness or Unfavorable ness. Feeling and emotions with which employees view their work. Locks give a comprehensive definition of job satisfaction, as a pleasure is positive emotional stage resulting from the appraisal of ones job or job experience. Bullock defines job satisfaction as the individuals generalized attitude of satisfaction resulting from an evolution of the Job as a whole. In viewing the definition of job satisfaction, it is evident that the different people have used the term job satisfaction. Most men satisfy many of their needs by working on a job. Work is a potent source of need gratification of all type as physical, social and ego needs. It is realized that a job grants certain status, power, dignity and feeling of achievements to individual, yet also all men do not feel so strongly about their job.

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JOB RELATIONSHIP
Employee dissatisfaction can manifest itself in many smaller ways before it reaches what seems to be its final extreme expression. Some of the common causes of employee dissatisfaction are given below:

POOR ORGANIZATION
Work organization is a network of relationship among persons who perform work and other activity that are expected because they held certain position. It may be distorted by (i) the Political system, which relates to internal struggles over the distribution and regulations of power, (ii) status structures which produces rivalries and conflict between members over rights on privileged. Social organization consists of patterned uniformities of behavior.

INEFFECTIVE MANAGEMENT
The management dreamed by Taylor Scientific management, the management of the future consist of the applications of all three elements the last, begin left almost out of sight. While the close hearty cooperation of the management with the workmen becomes the most prominent and a good by plum is kept always in sight. The ineffectiveness of the management may lead to dissatisfaction. The personalities of higher management are either rise or restrict output employees dislike in consistency unnecessary regulations.

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INCONSIDERABLE SUPERVISION
Supervision management. is the representative of all higher levels of

Most of the employers are distinctively concerned about the

quality of supervision and the attitude of supervisors. Problem of supervision raised out of the failure to maintain satisfactory pay differential for programmer because of it s constant day to day relationship, immediate supervision is more vital to and more effective on employments that higher management can be.

THE WORKING ENVIRONMENT

The environment must be broken down into its principal elements including ventilation, temperature, humidity, light and noise. These conditions as a whole make up the physical milieu of the work.

UNFRIENDLY ASSOCIATION
Teamwork is advanced when employees can work together in harmony. Some consideration might also be given to external relationships such as family problem, recreational facilities and educational provision. Cause of dissatisfaction varies from urgent, serious and fundamental conditions to usual trivial and superficial matters. They are neither common to all industry nor same for all in the company. The development of job satisfaction has two aspects general and particular.

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In addition to these, unsuitable working condition, lack of interest in work, problem of salary etc., are the causes for dissatisfaction of job.

JOB SATISFACTION AND PRODUCTIVITY

Job satisfaction affects the rate of production of the industry. If the employees are not satisfied in the facilities, job satisfaction is the result. The employees want all the benefits and facilities for the job satisfaction. The

responsible for job satisfaction can be divided into three causes inside the organization, outside the organization and personal causes. Unsuitable working condition may lead to dissatisfaction and this affects productivity, as mentioned above. In short, satisfied professional stressed achievement, recognition of the work itself, responsibility and advancement as the factor that contribute to job satisfaction.

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PROFILE OF THE ORGANISATION 1. A BRIEF NOTE ON CHENNAI PORT

In the year 1639 a piece of land along the coast was bought by Francis Day from the native Indians for business in which a building was constructed and named as Fort St. George. In the sea opposite to this fort cargo was brought in ships, which were anchored about half a mile off the coast and brought to the shore by Masula Boats. As the volume of trade increased, an Iron Screw Pile Pier was built in 1861 to handle cargo. But as the pier could not cater to the increased traffic, the then British Government decided to build a harbour in Madras for which the foundation stone was laid in 1875 and a port with southern and northern break waters and an eastern entrance started functioning from 1881, even though a severe storm ripped off a large portion of the northern break water that year. During the initial period of operations, about 600 ships called each year at the port and an annual cargo throughput of 3 lakhs tons, of which, import cargoes belonging to the Railways were predominant. The exported cargo included Cotton, and Groundnuts. The requirements for the Kolar Gold fields such as Wax to light the candles, Dynamite and Coal were also handled at this port.

Phase I Development
Though the construction of the old harbour was supervised by William Parks, the real architect who placed Madras Port on the world map as a sea

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trade centre was Sir Francis Spring, who was in charge from 1904 to1919. During his tenure as Chairman and Chief Engineer of Madras Port, the Eastern Entrance which faced sand accumulation problem was closed and a new entrance was opened at the northeastern side, with a sheltering arm. Sir Francis Spring built most of the Quays at the old harbour (the present Dr. Ambedkar Dock). The Iron Screw Pile Pier was removed during his tenure. Of the ten berths at the present Dr. Ambedkar Dock, 6 berths were built between 1904 and 1920. North Quay was built in the year 1931 for enhancing coal handling. In the year 1936, South Quay 2 became operational. The West Quay, which was functioning with four berths, added another berth - Centre Quay - sandwiched between WQ2 and WQ3 in the year 1942. After 50 years of operation, the major commodities handled at the port were cement, logs, cotton bales, dye materials, oil, coal, fertilizer, sugar and food grains. It is significant to note that the port has a long history in handling

automobiles. During the years 1934 and 1935, around 1258 cars were imported from America and Europe through this Port. Several Welfare Schemes were initiated for the benefit of the employees during the 1950s. A hospital was built in the year 1950 at Spring Haven Road exclusively for the employees of Madras Port. Residential Quarters for officers were also constructed along the same route. A housing colony was built for the employees and workers at Tondiarpet. The berths at South Quay 3, 4, and 5

were built during the same period to handle coal and Iron Ore. The First

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Passenger Station and a Transit Shed were also built during that time at North Quay.

Phase II Development
A new Wet Dock was developed in the accumulated sand area at the southern side of the Port. This was the major berth work after 84 years of

functioning of the port. The dock called Jawahar Dock which was one of the deepest in the country at that point of time, could handle large vessels of that period.

Phase III Development

Major break water construction works to the north of the Inner Harbour were completed in 1972. This Outer Harbour was named as Bharathi Dock and was dedicated to handle deep drafted Oil & Iron Ore vessels. From the year 1977 onwards, Iron Ore handling was mechanized at this dock. There are two berths BD I and BD III dedicated to Oil and one berth, BD II for handling Ore.

Phase IV Development
Setting a trend in container trade, a dedicated terminal for handling containers was established for the first time in India during 1983 at Bharathi Dock and this was extended to 885 M length in two stages the first in 1991 and the second in 2004. Realizing the necessity and potential for Private Sector

participation, the Container Terminal was handed over to a Consortium headed

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by P&O Ports during the year 2001 for a 30 year lease. During the year 2005-06, 7,31,078 TEU containers were handled at the Container Terminal.

CHENNAI PORT IN THE 21st CENTURY

Prior to 2000, automobiles were imported through the port. After the setting up of automobile manufacturing units in the suburban, the port began exporting cars on a regular basis. Ro-Ro vessels began to call frequently and during the year 2005-06, 1,02,692 units of cars were exported to various countries, thus making this Port, the premier Port in the country in car handling. The Port with plans to shift the dusty cargoes, developed a Satellite Port at Ennore. But the latter evolved as another Major Port and was dedicated to

the nation on 01.02.2001, as the first Corporate Major Port in the Country. A state-of-the-art Cruise cum Passenger Terminal with all modern facilities was developed at West Quay.

FUTURE DEVELOPMENT PLANS

As part of the National Maritime Development Programme, the following developmental projects are planned for Chennai Port to augment its capacity: Containerization and multi-modalism spells the future for Port Sector. The phenomenal growth in container trade and the existing deep drafted container berths have made the port an ideal gateway Port. With increase in volumes of

cargo handled, Chennai Port has become one of the top 100 Ports in the World. In its 125th year of operations, the port is developing a second container terminal

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at East Quay and South Quay III berths with an ultimate depth of 15.5 M with state-of-the-art technology for container handling. M/s. Hyundai Motors is exporting its entire shipment of cars through Chennai Port and have major expansion plans. The port intends to develop a multilevel car-parking infrastructure to meet the expected phenomenal growth in the export of cars and make optimum use of the available land area. The port has developed a state-of-the-art passenger facility. Further, the port intends to develop an exclusive Cruise Terminal to tap the boom in cruise passenger traffic. With the increase in the parcel sizes of the vessels and the Government directive to provide a minimum depth of 14 M at all Major Ports, the Port has embarked on a project to deepen the channels, basins and berths in the Port. Work has already commenced on the modernization of Jawahar Dock Berths and will later be taken up at South Quay I and North Quay. The capital dredging will follow after completion of the berth modernization. To augment the storage space, plans are afoot to reclaim land. Around 60 hectares will be reclaimed at the north eastern side of Bharathi Dock and 8 hectares to the east of East Quay. To facilitate a smoother aggregation and evacuation of cargo, the port has become a partner in the Special Purpose Vehicle formed to execute the Ennore-Manali Road Improvement Project now renamed as the Chennai the

Ennore Port Road Connectivity Project to connect Chennai Port with National Highway Network.

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To provide free flow for the south and west bound road traffic, the port has planned for a dedicated elevated corridor over the Coovum River from the port to Maduravoyal.

2. SAFETY
1. SAFETY MEASURES TAKEN IN DOCK OPERATIONS
Functions of Chennai Port Trust are governed by Dock workers (Safety, Health & Welfare) Regulations, 1990. A Safety Officer (Cargo & Gear) has been appointed as required in the Regulations. The duties and responsibilities of Safety Officer (Cargo & Gear) are as below: i) To advise the departments concerned in planning and execution of measures necessary for effective prevention of personal injuries; ii) To advise on safety aspects in all dock work and to carry out detailed studies on safety in selected dock work; iii) To check and evaluate the effectiveness of the action taken or proposed to be taken for prevention of personal injuries; iv) To advise the Stores Department in ensuring the availability and procurement of good quality personal protective equipments; v) To carry out safety inspections in dock work in order to study the physical conditions of workers, practices and procedures followed by workers and to render advice on measures to be adopted for removing unsafe physical conditions and preventing unsafe actions by workers;

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vi) vii)

To investigate all fatal and other accidents. To investigate the cases of occupational diseases contracted and reportable dangerous occurrences and to advice on the

maintenance of such records that are necessary relating to accidents, dangerous occurrences and occupational diseases; viii) To promote setting up of Safety Committees and act as advisor and catalyst of such committees; ix) To organize in association with the departments concerned, campaigns, competitions, contests and other activities which will develop and maintain the interest of the workers in establishing and maintaining safe working x) conditions and procedures;

To develop and conduct either independently or in collaboration with the Training Department, suitable training and educational

programmes for prevention of accidents to dock workers; xi) Frame departmental rules on safety and safe working practices, in consultation with the various departments or authorities; and xii) To supervise and guide in respect of precautions to be taken while handling dangerous cargo. 2. A. A safety committee headed by the Chairman, Chennai Port Trust has been constituted and is functioning in Chennai Port. The functions of the Safety Committee shall be: a) To investigate into the causes of accidents and unsafe practices in dock work and to suggest remedial measures; 20

b)

To stimulate interest of employers and workers in safety by organizing safety weeks, competitions, talks and film shows on safety and preparing posters or taking similar such other measures;

c)

To conduct round the clock inspections to check unsafe practices, detect unsafe conditions and to recommend remedial measures for their rectification;

d)

To organize training programmes for the supervisory staff and workers.

e)

Looking into health hazards associated with handling different types of cargoes and suggest remedial measures including use of proper protective equipments;

f) Suggest measures for improving welfare amenities inside the docks and other miscellaneous aspects of safety, Health & Welfare in the dock work. B. The Safety Committee is constituted by the Chairman of the Port and includes Port officials, representatives of Port Users, the Recognized Labour Unions and Dy. Director Dock Safety. C. The Safety Committee meets at least once every quarter and minutes of the meetings are circulated to departments concerned of the Port agencies and organizations and to the Committee Members. D. To ensure the decisions and recommendations of the Safety Committee are complied with by the Port Authorities, Port users and the employers of Dockworkers.

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3.

The following Safety measures are implemented in

Chennai Port Trust:

i) Personnel protective equipment like helmets, shoes, socks and nose-mask etc. are provided to all workers, out door staff and supervisory staff. ii) Drinking water, toilet, and canteen facilities are sufficiently provided to all workers and staff employed in Chennai port Trust. iii) Continuous training is imparted to all cargo handling Mazdoors and Dockworkers at the centre for Human Resources Development at Chennai Port Trust. iv) Frequent checking of vehicles is carried out to check the condition of vehicle, for offences like speeding and driving without valid driving license etc., their entry passes are cancelled immediately if any violation is detected. v) Trailers entering the Port area are for the purposes of transport of containers, are allowed in only with the provision of twist locks. vi) A Safety Policy has already been framed with emphasize on Safe working, of safety and health in every activity, education and training at all levels for personal safety and environment, adherence to National and International laws and conventions on safety and health with suitable upgradation of work practices. vii) It is being ensured that all contractors and other Port Users engaged in work inside the Port comply with SAFETY

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PROCEDURES laid down by the Port and fulfil the statuary obligations. viii) Guidelines on safety are issued periodically to all port users and stevedores including dust control measures and proper personnel protective equipments for all private workers. ix) Training in defensive driving is being arranged in coordination with Loss Prevention Association for the drivers of Trailers / Tippers / Tankers / Pay loaders etc. plying inside the Port. x) Safety Week Celebrations for this year are proposed to be conducted during February / March 2007.

II. SAFETY MEASURES TAKEN IN THE WORKSHOPS

The employees working in the workshop are provided with personal protective equipments like safety shoes, earmuffs, gloves etc. The employees are given training in safety to deal not only with day to day operations but also to take proper measures during crisis situations like fire fighting, gas cylinders, fire etc. They are also constantly instructed to wear safety goggles and gloves whenever they are engaged in grinding, welding operations. They are provided with respirators whenever they are engaged in painting, spray-painting operations etc. There are Safety Committees in various divisions and meetings are held with workers to highlight the unsafe operations, to discuss causes of dangerous occurrences and to take remedial measures, to suggest safety measures for the improvement in the work places. In addition, safety posters are

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displayed in all the workshops to educate employees on safe methods of working. A Safety Officer has been functioning exclusively in Electrical & Mechanical Department as required under Factories Act. He oversees the

implementation of safety measures, inspect and report unsafe conditions, educate the employees on safety measures to be adopted and to liaise with Factory Inspectorate regarding identification of safety measures to be adopted and implementation of their recommendations. The regulations regarding periodical testing of pressure vessels, lifting equipments and lifting tackles etc. are followed and records maintained. The employees are also sent for periodical medical examination as required under Dock Safety Regulation. First Aid boxes with necessary medicines are provided in all the workshops. All fatal accidents and dangerous occurrences are investigated by Chennai Port Trust and Inspectorate Dock Safety to find out the cause of accidents and remedial measures are implemented. As regards other accidents of minor nature, the workers are informed through Circulars regarding the safety measures to be followed to avoid recurrence of such accidents. Chennai Port Trust has given wide publicity regarding accident prevention through hoardings and training classes on safety.

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III. CARGO HANDLING DIVISION

The Madras Dock Labour Board merged with the Chennai Port Trust with effect from 28.5.2001 as per the Memorandum of Settlement arrived under section 2(p) and 12(3) of the Industrial Dispute Act, 1947 as contained in sec.(3) of The Dock Workers (Regulation of employment) (Inapplicability to Major Port) Act, 1997, on 25.5.2001, between the Management of Madras Dock Labour Board, the Workmen of Madras Dock Labour Board represented by the Chennai Port & Dock Workers Congress (INTUC), the Madras Harbour Workers' Union (AITUC) and the Employers represented by the Chennai Port Stevedores Association, the Chennai Customs House Agents Association, before the Asst.Labour Commissioner(Central)- 1, Chennai.

CALL STAND
The CHD Workers assemble at the Call stand prior to commencement of the work to get posted to various work-spots. The call stand is kept tidy well ventilated and illuminated with toilets facility, drinking water and bathrooms. The CHD Workers are deployed round the clock in three shifts i.e. Ist shift IInd shift IIIrd shift - 06.00 a.m. to 02.00 p.m.: recess 11.00 a.m. to 12 Noon. - 02.00 p.m. to 10.00 p.m.: recess 07.00 p.m. to 07.30 p.m. - 10.00 p.m. to 06.00 a.m.: recess 02.00 a.m. to 02.30 a.m.

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PROTECTIVE EQUIPMENT
The following protective equipments are provided to CHD workers: 1. 2. Safety Shoes - one pair to all workers and Supervisors once a year. Safety Helmet to all workers and Supervisors once in four years.

The Officers on the operation side are also provided with helmets. 3. One pair of Leather gloves to Winch Drivers and one pair of cotton

gloves to Signallers once a year. 4. Woollen Jersey to all permanent workers including shift supervisor

personnel once in four years. 5. Three sets of Uniform are issued every year to Shift Supervisors,

On-Board Supervisors, Tally Clerks, Tindal, Maistry, Winch Driver, Signaller and Mazdoors 6. 7. Panama Caps to all permanent workers once in 6 months. Every month Two Rin Soaps and Two Hamam Soaps are given to

all workers. 8. Two metres of dungry cloth to the category of Tindals, Winch

Drivers, Signalman, Maistry and Mazdoors and one metre of dungry cloth to the category of Tally Clerks and once in a year. 9. 10. One Turkish towel to all workers once a year. Rain Coat to all workers once in four years. On Board Supervisors are given

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Other personal protective equipments are being supplied by the employers who deploy the workers on shifts, depending on the cargo handled by the workers and such supply is strictly inspected and monitored by Inspectorate Dock Safety and Safety Officer, Chennai Port Trust. For eg., Tissue type nose pads for dusty cargoes and gloves for hard and rough cargoes, gumboots, goggles and nose pads for handling bulk fertilizers are being supplied by the employers.

WINCH AND CRANE OPERATORS

As regards to appointment of Winch Operators, the Mazdoors for Winch Operators are deputed for prescribed Training Programme at the Trusts Training Institute, besides 3 weeks practical training programme for the Mazdoors are given before they posted as Winch Operators, which is first of its kind in any Ports in India and only on completion of the training, the Mazdoors are posted as Winch Drivers.

SIGNALLERS
For appointment as Signallers, the senior most Mazdoors are given charge as acting Signallers before they are posted as Signallers. For each working hatch, irrespective of cargo, one Signaller and one Reliever is posted upto 3 hatches and an additional Reliever is posted for more than three hatches.

HANDLING OF HAZARDOUS CARGO

The Port authority (Deputy Conservator) and the Port Fire Officer are responsible for issue of permits for handling of hazardous cargo inside the

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Port. The CHD Workers handling hazardous cargo are provided with suitable protective gears as cargo warrants and are being strictly monitored. The CHD Workers are also specially trained in identification, handling and storing of the hazardous cargo.

TRANSPORT OF CHD WORKERS ON LAND

The work area of the CHD workers does not exceed one k.m., in most cases and to a maximum of 2 kms., for the extreme wharves. Two buses have been provided in the dock area for the transportation of CHD workers, free of cost.

TRANSPORTATION OF WORKERS ON WATER

Deployment of CHD workers at mooring point is a rare phenomenon. However, on such occasions, the workers are transported safely on launches by the employers and adequate care is taken for the safe boarding and alighting of the workers from ship to launch.

REPORTING OF ACCIDENTS
As per the statutes, the employers immediately report to the Inspectorate of Dock Safety and CHD of all accidents and dangerous occurrence, followed by procedural reporting. All fatal accidents and dangerous occurrences are intimated to the authorities concerned immediately and such accidents and occurrence are investigated by the Inspectorate Dock Safety as well as the Safety Officer of Chennai Port Trust.

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DRINKING WATER
Sufficient hot and cold drinking water facility is provided at Call stand, Shift Section and Rest places. The Port authorities provide such facility inside the Port area at different wharves through taps, tanks and water coolers.

LATRINES AND URINALS

Enough latrines, urinals and bathrooms are available at the CHD Call Stand. Latrines, Urinals and Wash facilities are adequately provided by the Port at various places inside the Port area, which are easily accessible to the workers.

FIRST AID BOXES

Adequate number of First Aid Boxes are provided at the Call stand and in the Shed Masters room at various wharves. First Aid rooms have also been provided by the Port.

REST SHED AND SHELTERS

Rest sheds and shelters are provided by the Port authorities near work spots and the CHD has provided such facility near the Call-point.

MEDICAL EXAMINATION OF DOCK WORKERS

The CHD workers are medically examined as per pre-employment requisite according to the standard prescribed. As and when they are promoted to higher categories they are medically examined as per the required medical standards. Further periodical medical examinations are also being taken up.

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STATEMENT OF ACCIDENTS ETC

The CHD is forwarding the Appendix No.26 (Certificate of Accident on duty) form to the M.R.Section and the statements of accidents are furnished to the Inspectorate Dock Safety.

TRAINING TO CHD WORKERS, RESPONSIBLE PERSONS, ETC

The CHD Workers of different categories viz. Mazdoors, Signallers and Winch Drivers are periodically exposed to the training in safety, health and cargo handling. Further, to acquire more skill in Winch operation, Signalling, handling of dangerous cargo, etc. the workers are given in-plant training at the Centre for Human Resources Development, as well as on board the vessels. For example the Winch Drivers must complete a three week training programme and only on their successful completion, they are posted as Winch Drivers.

SAFETY COMMITTEE
Safety Committee is constituted under the Chairmanship of the Port, in which the Traffic Manager, Sr. Administrative Officer are the members. The CHD is participating actively in all the activities of the Committee.

FIRE PROTECTION
Call stand and other buildings used by CHD workers are provided with adequate fire extinguishers.

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3. HEALTH
Chennai Port Trust has a 185 bedded multi-specialty hospital which caters to the health care of the serving employees, retired employees, CISF personnel, employees of industrial canteen, spillage handling workers and their families. The Medical set-up in Chennai Port Trust consists of:

MAIN HOSPITAL
The Main Hospital has a bed strength of 185 with modern well equipped Laboratory, Blood Bank, Radiology Section, ICCU, Dialysis Unit, and a state-of-the-art Operation Theatre Complex. It is manned by highly qualified medical professionals. The Hospital provides the following Specialty and Super-specialty services: Cardiology Nephrology Urology Neurology General Medicine Surgery Orthopaedics E.N.T. Ophthalmology Dental Diabetic Dermatology Paediatrics Psychiatry

31

Gynaecology

Wholesome diet is provided free of cost to the in-patients through the Hospital Kitchen under the supervision of a qualified Dietician.

ANCHOR GATE DISPENSARY

It is an outpatient dispensary functioning from 08:00 AM to 04:00 PM on all working days. The patients requiring admission or specialist care are referred to the Main Hospital.

TONDIARPET HOUSING COLONY DISPENSARY

An Out-patient dispensary is located in the Housing Colony where majority of the employees reside.

DIABETES SPECIALITY CENTRE

A new Diabetes Speciality Centre was inaugurated by the Honble Chief Minister of Tamilnadu on 17.01.2007. It is an ultra-modern, sophisticated and well-

equipped Centre to cater to the needs of the employees who are diabetic. It will start functioning shortly and will also be thrown open to general public in due course.

FIRST AID AND AMBULANCE SERVICES

There are seven First Aid centres located at different work spots in the Port area. These centres are manned by First Aid personnel to attend to any emergency and provide immediate first aid. Ambulance services including a fully equipped cardiac ambulance are available round-the-clock for transport of injured and sick employees.

32

REFERRALS
For advanced and specialized treatment for which facilities are not available in Trusts Hospital, there is a system of referral to approved hospitals. The total cost of the treatment is borne by the Port.

PREVENTIVE & PROMOTIVE HEALTHCARE SERVICES

1. Immunization 2. Pulse Polio 3. Diabetes Detection Camp 4. Diabetic Neuropathy Camp 5. Asthma Camp 6. HIV Awareness 7. Patient Contact Programmes 8. DOTS

OCCUPATIONAL HEALTH
Periodic medical check-up of employees working in high risk areas like Orehandling berth, coal berth, etc. is done. Periodic medical check-up and immunization against Typhoid and Hepatitis B is done for employees of canteen. Immunization of sanitary workers against Hepatitis B.

OTHER WELFARE MEASURES

Calipers, Artificial limbs, Hearing Aids are supplied free of cost and money in lieu of Spectacles to both serving and retired employees and their dependents.

33

Facilities to transport the dead to the residence of the deceased are provided. Assistance from Centenary Commemoration Fund for medical expenses of retired employees for treatment / investigations in outside Centres.

4. WELFARE
WELFARE MEASURES EXTENDED TO THE EMPLOYEES AND THEIR FAMILIES
The Port has implemented a number of welfare measures for its Employees. The major schemes implemented by the Port are listed below: Accommodation for about 26% of employees. Scholarships for the children of employees. Cash Award of Rs.300/- to the children of employees who secure 80% and above, in the 10th and 12th Std. Examinations. Cash Incentive for the Officers and employees who pass the Hindi Examinations, conducted under Hindi Teaching Scheme and by the Dakashin Bharath Hindi Prachar Sabha. Port and Dock Educational Trust Higher Secondary School at the Tondairpet Housing Colony for the children of the employees. A Creche in the Administrative Offices Building for the babies of employees working in the Port. Canteen facilities at various work points.

34

 Welfare amenities for the Physically Handicapped Employees, such as 3% reservation, provision of motorized three-wheelers, additional conveyance allowance, etc. Financial assistance for the purchase of Text books for the children of employees. Special Coaching Classes for the children of employees who appear for various Professional Entrance Examinations. Reimbursement of Tuition Fees and Examination Fees for the employees who pursue higher studies. A Centenary Commemoration Fund created to reimburse the medical expenses incurred by the retired employees. Appointment in the Port on compassionate grounds for the dependents of deceased employees. Grant of Cash Incentive / Increment for adopting small family norms. Grant of House Building Advance to the employees.

5. INDUSTRIAL RELATIONS
The Madras Dock Labour Board has been merged with Chennai Port Trust with effect from 28.05.2001 as per the Notification issued by the Central Government based on the settlement reached with recognized Trade Unions on 25.05.2001. To represent the Class III & IV employees, there are eighteen Registered Trade Unions functioning in this Port. Of these, the following five Unions are treated as recognized Unions. 1. 2. 3. Madras Port Trust Employees Union Madras Port Trust Railwaymens Union Madras Port United Labour Union

35

4. 5.

Chennai Port & Dock Workers Congress Madras Harbour Workers Union. There was no 2006 - 2007.

The Industrial Relations in the Port are generally cordial. strike / stoppage of work during the years 2005 2006 and

36

ORGANIZATION CHART

CHAIRMAN

DEPUTY CHAIRMAN

Secretary

Chief Engineer

Chief Mechanical Engineer

Deputy Conservator

Traffic Manager

Financial Adviser & Chief Accounts Officer

Chief Medical Officer

Controller of Stores

Chief Vigilance Officer

37

TRAFFIC PERFORMANCE FOR THE LAST FOUR YEARS

In Million Tonnes

COMMODITY

2003-2004

2004-2005

2005-2006

2006-2007

POL Iron Ore Fertilizer Fertilizer (Raw) T. Coal C. Coal Container Cargo Other Cargo Total

9.20 8.92 0.41 0.33 1.84 0.99 8.63 6.39 36.71

11.42 9.62 0.57 0.34 1.98 1.30 9.86 8.71 43.80

13.21 9.46 0.70 0.37 1.91 1.26 11.76 8.58 47.25

12.94 10.48 0.65 0.36 2.18 1.39 14.17 11.24 53.41

38

FINANCIAL PERFORMANCE FOR THE LAST FOUR YEARS (Rs. in Crores)

Projection for the year 2006-07

DESCRIPTION

2003-04

2004-05

2005-06

A
1 2 3 4

OPERATING INCOME Cargo Handling & Storage including Container Port and Dock Charges Railway Earnings Estate Rentals

218.31 103.65 31.72 14.88 368.56 100.43 47.91 19.89 2.52 90.64 261.39 107.17 45.02 78.00 74.19 --74.19 413.58 339.39

250.46 113.53 32.72 6.93 403.64 103.52 59.20 19.38 3.45 100.92 286.47 117.17 71.32 72.55 115.94 -31.58 147.52 474.96 359.02

263.42 119.75 34.92 13.60 431.69 112.02 55.53 24.09 4.34 116.97 312.95 118.74 88.57 48.95 158.36 24.80 -133.56 520.26 361.90

322.27 139.00 39.94 10.84 512.05 134.13 63.05 25.65 4.76 144.39 371.98 140.07 101.96 71.96 170.07 40.37 -129.70 614.01 443.94

TOTAL - (A) B
1 2 3 4 5 OPERATING EXPENDITURE Cargo Handling & Storage including Container Port and Dock Facilities Railway Workings Rentable Land & Buildings Management and General Administration TOTAL - (B) Operating Surplus (A) -(B) Finance & Misc. Income Finance & Misc. Expenditure NET SURPLUS BEFORE TAX (C +D - E)

C D E F

LESS: Provision for Taxation ADD: Provision of Taxation withdrawn

NET SURPLUS AFTER TAX TOTAL INCOME TOTAL EXPENDITURE

39

BERTH PARTICULARS
Sl.No. Name of Berth Capacity of Cranes 10T (J) 1 No. 20T Under BRS 1 No. G1 - 20T 1 No. G2 20T 1 No. G3 20T 1 No. Length In meters 218.33 218.33 218.33 218.33 218.33 218.33 198.00 170.60 170.60 170.60 170.60 170.60 246.00 179.00 254.00 372.00 200.00 Draft in Meters 10.40 10.40 10.40 11.00 11.00 11.00 08.50 11.00 12.00 12.00 12.00 11.00 09.50 09.50 09.14 12.00 09.00 Cargo Handled Dry bulk/break bulk Dry bulk/break bulk BRS Dry bulk, edible oil Dry bulk, edible oil, phosphoric acid Dry bulk, edible oil Passenger Terminal, lube oil Break bulk, edible oil, general cargo Break bulk, edible oil, cars, general cargo Break bulk, general cargo Break bulk, general cargo Passenger Terminal Dry bulk/break bulk Edible oil, dry bulk Edible oil, dry bulk Dry bulk

JAWAHAR DOCK 1. Jawahar Dock -1 2. Jawahar Dock-3 3. Jawahar Dock-5 4. Jawahar Dock-2 5. Jawahar Dock-4 6. Jawahar Dock-6 Dr. AMBEDKAR DOCK 7. North Quay 8. West Quay -1 9. West Quay -2 10. Centre Berth 11. West Quay -3 12. West Quay -4 13. South Quay -1 14. South Quay -2 15. South Quay -3 16. East Quay (Centre) 17. East Quay (South) BHARATHI DOCK 18. Bharathi Dock -1 19. Bharathi Dock -3 20. Bharathi Dock -2 CONTAINER TERMINAL 21. Container Terminal -1 22. Container Terminal -2 23. Container Terminal-3 24. Container Terminal -4

15T (L&T) 2 Nos. 10T (Jessop) 1 No. 15T (Jessop) 2 Nos. 10T (Jessop) 1 No. 50T (H) 1 No. 15T (L&T) 2 Nos.

MLA 5 Nos. MLA 5 Nos. Ship Loader 2 Nos.

355.65 16.00 POL 307.50 17.40 POL 382.00* 17.40 Iron Ore / POL * Length between extreme dolphins 200.00 200.00 200.00 285.00 13.40 13.40 13.40 13.40 Containers Containers Containers Containers

RMQC 7 Nos. RTG 24 Nos.

40

THEORIES OF JOB SATISFACTION

Several different theories exist concerning the dynamic of job satisfaction and it s general impact upon worker behavior. A brief mention of the more prominent of these seems highly appropriate.

MASLOWS THEORY
The need hierarchy notion of Maslow says jobs, which are able to satisfy more of the Maslow needs would be jobs, which would result in greater satisfaction of the part of the employers.

VROOMS THEORY
Like the Maslow Model, Vrooms Valence force theory says, Job satisfaction reflects valence of the job for its incumbent. From proposition 2 it would therefore follow that the strength of the force on a worker to remain on his job is an increasing function of the valence of his job. Thus satisfaction should be negatively relatively related to turnover and absenteeism, which it seems to be. Whether or not this valence should also lead to greater production while on the job is less clear, however points which again seems to be upheld by the highly ambiguous existing data.

41

STOGDILLS THEORY
As we have pointed out several times, one of the major sources of frustration in Job satisfaction research is that there does not seem to be any clearly defined relationship between degree of Job satisfaction and quality or quantity of job performance. Stogdill (1959) extremely concerned with this, decided that it was timed to stop trying to view satisfaction as a cause of job performance. Instead, he felt it much more appropriate to view the individual in terms of the context of the total organization. In an extremely well documented and well-organized book, he proceeded logically to integrate prior research findings. His conclusions were that the output of organization and group integration is production and morale. Further, satisfaction of individual expectation results in group integration and cohesiveness but it not necessarily related to production. Instead, both morale and production are a function of group structure. Therefore morale and production will only be related to satisfaction when the condition, which leads to high morale and production, are also those, which lead to the reinforcement of worker expectations. The general notion of job satisfaction being an output or dependent variable has also been suggested by other workers in this area, most notably in the work of Katzell, Barrett and Parker (1961), and of Locke, Smit, Kendall, Hulin and Miller (1964).

42

HERZBERG THEORY
No theory of Job satisfaction has received as much attention or has been subjected to as much criticism as has the model proposed by Herzberg, Mansner and Snyderman (1959). Herzberg says that only the fulfillment of the motivational factors can lead to positive satisfaction the job and the fulfillment of the hygiene factors on prevent dissatisfaction but cannot contribute to positive satisfaction. In other words in Herzbergs view Job satisfaction and dissatisfaction should not be considered as opposite ends of the same continuous but rather as different factors. Thus in the words of Whitsett and Winslow the opposite of satisfaction is not satisfaction, whereas the opposite of dissatisfaction is not satisfaction.

43

CHAPTER II

OBJECTIVES
1. To analyze whether the personal factors affect the job satisfaction

2.

To ascertain whether the economic factors increase the job satisfaction

3.

To exposure whether the working environment increase the job satisfaction

4.

To examine whether the promotion policy affect the job satisfaction.

5.

To find out whether the employer and employees relationship affect the job satisfaction.

44

CHAPTER - III RESEARCH METHODOLOGY

Job satisfactions being a very important factor contribute to the capacity and productivity of the worker. controversial issues in Job Satisfaction is one of the most crucial but Psychology and behavior management in

Industrial

Organization. Job satisfaction varies considerably from one man to other. Job status and social status go hand in hand. When a man become enthusiastic about his job he will do his work in best manner and become satisfied with his job. Employees satisfaction is a function not only of how much a person received from job satisfaction, but also where he stands with respect of his level of aspiration. One of the most commonly recognized strains in the industry is the

occurrence of fatigue, boredom among workers, which affect the productivity. The employees produced more if they have group goals which require his productivity of their satisfaction and they are satisfied with their working condition and the productivity equipments so there is a strong relationship between, productivity and satisfaction. For the purpose of the study the data will be obtained from employees of Chennai Port Trust, Chennai. The data includes Personal Data, Job Satisfaction,

Authority & Recognition, Monetary Benefits, Promotion aspects and Organization Policy and working condition. A sample of 100 employees will be selected using convenience of sample method. 45

A questionnaire will be drafted based on the above datas and it will be supplied to the selected employees and their response will be obtained.

SOCIAL SURVEY
Scientific procedure is an essential aspect of any kind of research and scientific method is regard as the sine guenon of it. Scientific method involves judicious and systematic observation, verification, classification and the interpretation of phenomena to solve problems. Social research assembles organizes and interprets facts that help to explain human society. The major goal of this scientific phenomena. The method of social research has got an important role in social science. The necessity of taking in extreme care in selecting and using of the methods of research is increased when the research is conducted in the social field due to the complexity and intangibility of social phenomena. At the time of the application of the methods of this study, this truth was always remembered, and utmost care was given to maintain its scientific nature and objectivity. According to P.V. Yound, the social researcher does not direct his attention in the first place towards practical ends, for it would not yield good scientific results. Social research is a systematic method of exploring, analyzing and conceptualizing social life in order to extend correct, or verify knowledge whether that knowledge aid the proactive of an act. The method of social research has got an important role in social science.

46

LOCATION OF THE STUDY

The study on Job satisfaction was conducted in

Chennai Port

Trust.

TARGET GROUP
The study is confined to the employees and officers of the

Chennai

Port Trust totaling to 8386, out of which 964 are women.

The departments covered are Secretarys (Personnel), Civil Engineering, Mechanical Engineering, Marine, Traffic, Accounts, Controller of Stores and Medical

SAMPLING DESIGN
Since utilizing the universe sample is not possible and so it was decided to draw a sample of 100 respondents.

TOOLS OF DATA COLLECTION

After the formation of the problem its objectives the next important step is collection of data, which is very vital for drawing conclusion and suggestions. It

depends upon the nature, purpose of study and availability of time. Even though the secondary sources are consulted, the tool of data collection and its interview schedule requires time. However, the tool has been validated to face valid procedures. Similarly the reliability has been established through split of method.

47

SAMPLING TECHNIQUE
The data are collected using convenient sampling techniques in which all the categories of employees and officers were surveyed.

STATISTICAL ANALYSIS
The data collected were classified, tabulated and analyzed. The result of which is presented in the following pages.

48

CHAPTER IV ANALYSIS AND INTERPRETATION

Job satisfaction is something, which is abstract in the sense that it can be felt and experienced, but cannot be seen. Based on the response to the questionnaire and analysis of the data has been made. The brief analysis of the background of the staff and officers like their age, educational background, experience etc., in the job were discussed. It is followed by analysis of the actors relating to job satisfaction.

TABLE I DISTRIBUTION OF RESPONDENTS BY AGE

Sl. No. 1. 2. 3. 4. Age Range in years 18-28 29-38 39-48 49-58 TOTAL Respondents 5 41 30 24 100 Percentage 5 41 30 24 100

INFERANCE:
From the above table it is evident that 41% of the employees belong to the age group of 29-38 years. 30% of the employees belong to the age group of 39-48 years. 24% of the employees belong to the age group of 49-58 years and 5% of the employees belong to the age group of 18-28 years.

DISTRIBUTION OF RESPONDENTS BY AGE

49

5% 24%

41%

18-28 29-38 39-48 49-58

30%

TABLE 2
50

DISTRIBUTION OF RESPONDENTS BY MARITAL STATUS

Sl. No. 1.

2. 3. 4.

Marital status Unmarried Married Widow/Widower Separated TOTAL

Respondents 21 76 3 0 100

Percentage 21 76 3 0 100

INFERENCE:
It is widely clear that big majority of 76% respondents are married and 21% of the respondents are unmarried. 3% of the respondents belongs to Widow / Widower. It clearly shows that majority of the respondents are married who have more family responsibility.

DISTRIBUTION OF RESPONDENTS BY MARITAL STATUS

51

3%

0% 21%

Unmarried Married Widow/Widower Seperated

76%

TABLE- 3 DISTRIBUTION OF RESPONDENTS BY EDUCATIONAL QUALIFICATION

52

Sl. No. 1.

2. 3. 4. 5.

Education Non Graduate Diploma Graduate Post Graduate Professional Qualification TOTAL

Respondents 7 10 37 28 18 100

Percentage 7 10 37 28 18 100

INFERENCE:
The study covers 100 respondents, out of which 7% are Non Graduate, 10% are Diploma holders, 37% are Graduates, 28 % are Post Graduates and 18% are Professionals.

DISTRIBUTION OF RESPONDENTS BY EDUCATIONAL QUALIFICATION

53

18%

7% 10%

Non Graduate Diploma Graduate

28% 37%

Post Graduate Professional Qualification

TABLE 4 DISTRIBUTION OF RESPONDENTS BY SALARY

54

Sl. No. 1.

2. 3. 4.

Salary Level Rs.5,000-10,000 Rs.10,001-15,000 Rs.15,001-20,000 Rs.20,001 and above TOTAL

Respondents 5 39 31 25 100

Percentage 5 39 31 25 100

INFERENCE:
From the above table it is evident that 39% of the respondents are drawing a salary of Rs.10,001-15,000, 31% of the respondents are drawing a salary of Rs.15,001-20,000, 25% of the respondents are drawing a salary of Rs.20,001 and above and 5% of the respondents are drawing a salary of Rs.5,000-10,000.

DISTRIBUTION OF RESPONDENTS BY SALARY

55

0% 5% 25%

39%

Rs.5,000-10,000 Rs.10,00115,000 Rs.15,00120,000 Rs.20,001 and above

31%

TABLE 5

56

DISTRIBUTION OF RESPONDENTS BY WHAT MADE THEM TO JOIN THE PRESENT ORGANISATION

Sl. No. 1. Particulars Initial Employment Reasonable Salary Better Environment Job Security Interest on the Present Job Nearer to the Place TOTAL Respondents 60 15 10 5 10 0 100 Percentage 60 15 10 5 10 0 100

2. 3. 4. 5. 6.

INFERENCE:
Table 5 clearly shows that the majority 60% of the employees has joined the present organization because of initial employment in the organization. While 15% of the employees have joined the organization due to reasonable salary thus this table proves that job satisfaction had made the employees to join the present organization. While better environment 10%, Job security 5%, Interest on the present job 10% are the reasons for the employees to join the present organization.

DISTRIBUTION OF RESPONDENTS BY WHAT MADE THEM TO JOIN THE PRESENT ORGANISATION

57

Initial employment

10% 5% 10%

0%

Reasonable Salary Better Environmen t Job Security

15%

60%

Interest on the Present Job Nearer to the House

TABLE 6 DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH SATISFACTION OF

58

THEIR JOB
Sl. No. 1. Particulars Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL Respondents 70 20 7 3 100 Percentage 70 20 7 3 100

2. 3. 4. INFERENCE:

Table clearly shows that the majority of 70% of respondents are highly satisfied of their job while 20% of respondents are satisfied of their job. 7% of respondents are somewhat satisfied and another 3% are dissatisfied with their job.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH SATISFACTION OF THEIR JOB

59

3% 7% 0%
Highly Satisfied

20%

Satisfied Some what Satisfied Dissatisfied

70%

TABLE 7 DISTRIBUTION OF RESPONDENTS BY ANNUAL INCREMENT

60

Sl. No. 1.

2. 3. 4. INFERENCE:

Particulars Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL

Respondents 52 38 6 4 100

Percentage 52 38 6 4 100

The above table reveals that majority of 52% of the respondents are highly satisfied with their annual increment. While 38% of respondents are satisfied with their annual increment, 6% of respondents are somewhat satisfied with their annual increment and only 4% of respondents are dissatisfied with their annual increment.

DISTRIBUTION OF RESPONDENTS BY ANNUAL INCREMENT

61

4% 6% 0%

Highly Satisfied Satisfied

Some what Satisfied

52% 38%
Dissatisfied

TABLE 8 DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH

62

BASIC PAY AND HOUSE RENT ALLOWANCE

Sl. No. 1. Particulars Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL Respondents 54 29 10 7 100 Percentage 54 29 10 7 100

2. 3. 4.

INFERENCE:
Table 8 reveals that majority of the respondents is highly satisfied (54%) and 29% are satisfied. Only 10% and 7% of respondents are somewhat satisfied and dissatisfied respectively.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH BASIC PAY AND HOUSE RENT ALLOWANCE

63

7% 10%

0%

Highly Satisfied Satisfied

Some what Satisfied

54%
Dissatisfied

29%

TABLE 9 DISTRIBUTION OF RESPONDENTS

64

TO KNOW THEIR PERCEPTION ABOUT CONVEYANCE ALLOWANCE

Sl. No. 1. Particulars Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL Respondents 47 33 17 3 100 Percentage 47 33 17 3 100

2. 3. 4.

INFERENCE:
Table 9 reveals that majority of 47% of the respondents are highly satisfied with the rate of conveyance while 33% of the respondents are satisfied with the rate of conveyance. 17% of the respondents are somewhat satisfied and 3% are

dissatisfied with their conveyance.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH CONVEYANCE ALLOWANCE

65

3% 17%

0%

Highly Satisfied Satisfied

47%

Some what Satisfied Dissatisfied

33%

TABLE 10 DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH

66

LEAVE TRAVEL CONCESSION

Sl. No. 1. Particulars Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL Respondents 70 20 3 7 100 Percentage 70 20 3 7 100

2. 3. 4.

INFERENCE:
The above table reveals that obviously majority of 70% of the respondents are highly satisfied with the leave travel concession given by the organization and 20% shows satisfaction with regard to leave travel concession. Only 3% shows somewhat satisfaction and 7% are not satisfied with the leave travel concession.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH LEAVE TRAVEL CONCESSION

67

3%

7% 0%

Highly Satisfied Satisfied

20%

Some what Satisfied Dissatisfied

70%

TABLE 11 DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH

68

RELATIONSHIP WITH SUPERIORS

Sl. No. 1. Particulars Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL Respondents 40 42 18 0 100 Percentage 40 42 18 0 100

2. 3. 4.

INFERENCE:
From the above table it reveals that 42% of respondents are satisfied with the relationship with the Heads of Department. While 40% respondents are highly

satisfied and only 18% of respondents are somewhat satisfied with the relationship with their Heads of Department.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH RELATIONSHIP WITH SUPERIORS

69

0% 18% 0%

Highly Satisfied Satisfied

40%

Some what Satisfied Dissatisfied

42%

TABLE 12 DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH

70

RELATIONSHIP WITH COLLEAGUES

Sl. No. 1. Particulars Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL Respondents 60 30 10 0 100 Percentage 60 30 10 0 100

2. 3. 4.

INFERENCE:
Table 12 obviously reveals that 60% of respondents are highly satisfied with the relationship with colleagues and 30% of respondents are satisfied with the relationship with colleagues. While 10% are some what satisfied with the relationship with colleagues.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH RELATIONSHIP WITH COLLEAGUS

71

0% 10% 0%

Highly Satisfied Satisfied

30% 60%

Some what Satisfied Dissatisfied

TABLE 13

72

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE QUALITY OF FOOD SERVED IN THE CANTEEN
Sl. No. 1. Particulars Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL Respondents 15 20 35 30 100 Percentage 15 20 35 30 100

2. 3. 4.

INFERENCE:
The above table reveals that 35% of the respondents are somewhat satisfied with the quality of food served in the canteen and 20% of respondents are satisfied and 15% of respondents are highly satisfied with the quality of food served in the canteen. 30% of the respondents are dissatisfied with the quality of food served in the canteen.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE QUALITY OF FOOD SERVED IN THE CANTEEN

73

0% 30%

15%
Highly Satisfied Satisfied

20%
Some what Satisfied Dissatisfied

35%

TABLE 14 DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE INDEPENDENT

74

AUTONOMY OF THE EMPLOYEES

Sl. No. 1. Particulars All the times Sometimes Not at all TOTAL Respondents 23 62 15 100 Percentage 23 62 15 100

2. 3.

INFERENCE:
The above table widely shows that 62% of the respondents feel that they have sufficient independent autonomy in performing their daily work sometimes. While 23% of the respondents feel that only all the times they have sufficient independent autonomy in performing their daily work. Finally 15% of the respondents feel that they have not at all sufficient independent autonomy in performing their daily work.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE INDEPENDENT AUTONOMY OF THE EMPLOYEES

75

15%

0% 23%

All the times

Sometimes

Not at all

62%

TABLE 15 DISTRIBUTION OF RESPONDENTS

76

IN ACCORDANCE WITH THE SUGGESTION CONSIDERED BY THE TOP MANAGEMENT

Sl. No. 1. Particulars All the times Sometimes Not at all TOTAL Respondents 10 73 17 100 Percentage 10 73 17 100

2. 3.

INFERENCE:
The above table 15 widely shows that 73% of the respondents felt that only sometimes the top management considers their suggestion. While10% of the

respondents feel that their suggestion are considered by the top management all the times and 17% are not at all considered by the top management.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE SUGGESTION CONSIDERED BY THE TOP MANAGEMENT

77

17%

0%

10%

All the times

Sometimes

Not at all

73%

TABLE 16 DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE MONETARY BENEFIT

78

Sl. No. 1.

2. 3. 4. 5.

Particulars Very High High Fair Low Very Low TOTAL

Respondents 7 22 45 20 6 100

Percentage 7 22 45 20 6 100

INFERENCE:
From the above table, it reveals that 45% of the respondents feels that their salary is fair compared to other organizations. While 22% of the respondents feels that the salary is high compared to other organizations. While 20% feels low, 7% feels very high and 6% of the respondents feel very low salary compared to other organizations.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE MONETARY BENEFIT

79

6% 0% 7% 20%

Very High High 22% Fair Low Very Low

45%

TABLE 17 DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE ALLOWANCES

80

Sl. No. 1.

2. 3. 4.

Particulars Highly Satisfied Satisfied Some What Satisfied Dissatisfied TOTAL

Respondents 11 52 27 10 100

Percentage 11 52 27 10 100

INFERENCE:
Table 17 reveals that 52% of the respondents are satisfied with the allowances while 27% of the respondents are some what satisfied with the allowances and 11% of the respondents feels that they are highly satisfied with the allowances. Only 10% of the respondents are dissatisfied with the allowances.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE ALLOWANCES

81

10%

0%

11%
Highly Satisfied

27%

Satisfied

Some what Satisfied

52%

Dissatisfied

TABLE 18 DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE PROMOTION POLICY

82

Sl. No. 1.

2. 3. 4.

Particulars Highly Satisfied Satisfied Some What Satisfied Dissatisfied TOTAL

Respondents 7 21 42 30 100

Percentage 7 21 42 30 100

INFERENCE:
The above table obviously shows that 41% of the respondents are somewhat satisfied with the promotion policy while 21% shows satisfied with the promotion policy and only 7% shows highly satisfied with the promotion policy. On the contrary 30% of the respondents shows dissatisfied with the organizations promotion policy.

DISTRIBUTION OF RESPONDENTS IN ACCORDANCE WITH THE PROMOTION POLICY

83

0% 7% 30% 21%
Highly Satisfied Satisfied

Some what Satisfied Dissatisfied

42%

TABLE 19 WORKING CONDITION

SL. Particulars Highly Satisfied Some What Dissatisfied Total

84

NO 1.

Working of office equipments Facility clean and up to date Comfortable office situation Adequate personal space for individuals

Satisfied 71

20

Satisfied 9

100

2. 3. 4.

61 67 62

25 29 22

14 4 16

0 0 0

100 100 100

INFERENCE:
The above table clearly shows the working condition of the employees in the organization. Working condition play a vital role in job satisfaction of the employee. The table shows that the majority of the employees are highly satisfied with the working of office equipment (61%), facility clean and up to date (61%), comfortable office condition (67%) and individuals have adequate moving space (62%). The same way the satisfied of the respondents 20%, 25%, 29% and 22% respectively. In somewhat satisfied of the respondents 9%, 14%, 4% and 16%. The table shows none of the respondents shows dissatisfaction on the above aspects. Thus this table shows that good working condition in the organization gives immense of job satisfaction to the employees in the organization.

DISTRIBUTION OF RESPONDENTS IN WORKING CONDITION

85

10

20

30

40

50

60

70

80

Working of Office Equipment Facility Clean upto Date

TABLE 20

ACHIEVEMENT
Adequate Moving space of Individuals

86

Comfortable Office Condition

Satisfied

Highly Satisfied

Dissatisfied

Some What Satisfied

SL. NO 1.

Particulars Individual have clear, achievable goals Receive regular, timely feedback Talent being utilized Adequately challenged in their jobs Formal program (Employee awarded for achievement in a year)

Highly Satisfied 12

Satisfied 63

Some What Satisfied 17

Dissatisfied 8

Total 100

2. 3. 4. 5.

21 5 4 0

47 23 18 7

28 55 62 8

4 17 16 85

100 100 100 100

INFERENCE:
The above table clearly shows the achievement of the employees in the organization. Achievement individuals have clear, achievable goals and standards for their positions, should received regular, timely feedback on how they are doing, and their talents being utilized, adequately challenged in their jobs and finally the practice have a formal program (Such as Employee awarded for achievement in a year) for recognizing employees achievement on their jobs and other activities.

CHAPTER V FINDINGS

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The finding in regard to the socio-economic characteristics of the employees shows that majority of the employees belong to the age group of 29-38 years and 76% of the respondents are married. Study also reveals that the majority of the respondents are Graduates. The study shows that 39% of the respondents draw salary of Rs.10,001 -15,000. While 31% of the respondents Rs.15,001 20,000. Regarding job satisfaction of the respondents the findings suggests that the majority 60% of the Respondents have joined the organization due to the reasonable salary. In regard to the job satisfaction of the Respondents the finding suggests that 70% of them are highly satisfied, while 20% are satisfied with the job satisfaction. Only 7% are somewhat satisfied with their jobs. The finding reveals that 52% of the respondents are highly satisfied with their increment and 38% are satisfied. These shows that as the respondents in their increment satisfied with the annual increment that immensely have job satisfaction. The finding shows that the majority (46%) of the respondents are highly satisfied with their bonus, while 32% of the respondents are satisfied with their bonus. The finding shows that 54% of the respondents are highly satisfied with their basic and rate of HRA and 29% of Respondents are satisfied with their basic and rate of HRA. This proves that, as respondents are highly satisfied with the Bonus and HRA. They have job satisfaction in an ample measure.

The finding shows that majority of 70% of respondents are highly satisfied with Leave Travel Concession.

88

The finding in regard to the relationship with Superiors and Colleagues shows that majority (42%) of the respondents are satisfied with the relationship with superiors while 40% of them are highly satisfied with relationship with superiors. The findings also show that majority of the respondents have close acquaintance with the colleagues. The finding shows that 35% of respondents are somewhat satisfied with the quality of food served in the canteen and 20% of the respondents are satisfied with the quality of food served in the canteen. With regard to authority and recognition the finding suggest that 62% of the respondents feel that they have sufficient independent autonomy in performing their daily work. The finding shows that majority (73%) of the respondents feel that only sometimes the suggestions are taken into considerations by top management. Regarding Monetary Benefit the finding suggest that 45% of the respondents feel that the salary is fair compared to other organization. The finding shows that 52% of the respondents are satisfied with the allowances. While that 11% of the respondents feel that they are highly satisfied with their allowances. In regard to Promotion aspects and company policy, the finding suggests that 21% of the respondents are satisfied with the promotion policy, while 42% of the respondents are somewhat satisfied with the promotion policy. In regard to working conditions the finding suggest that majority of the employees are satisfied with their practices s equipments (everything from computer to scales) work properly (71%) highly satisfied, facility clean and up to date (61%) highly

89

satisfied, office conditions comfortable (67%) highly satisfied and individual have adequate personal space (62%) highly satisfied facility provided for the purpose. The overall finding of the study indicate that the respondents are satisfied with the Annual Increment, Bonus, House Rent Allowance and they are also satisfied with the relationship with superiors and colleagues. In regard to monetary benefit and promotion aspect and company policy, working conditions the respondents are satisfied. Thus the Officers and Employees of

Chennai Port Trust are ample

satisfied with the environment, working condition, monetary benefit provided by the organization and also good support with the management.

CHAPTER VI
90

SUGGESTIONS & RECOMMENDATIONS

Job satisfaction is too broad to discuss, and too subjective to understand. As a whole, the employees of their job. In addition, from the results, generally it can be proved that a combination of positive job climate and extrinsic reward will lead to job satisfaction, which in turn increased performance. 1. As a recommendation, despite commitment of employees toward

Chennai Port Trust

appear to be satisfied with

the organization should consider achievement, the reward system since this is one aspect that employees are not really satisfied with. This is an effective way to retain employees and a way to be grateful of the employees sacrifices. 2. In a nutshell most of the employees are found to be satisfied with

the facilities provided by the company. There are 1 to 2% of respondents who were not satisfied with the facilities provided. This dissatisfaction is common among all employees group in all such similar organizations. The resentment can be overcome by proper counseling. As regards the quality of food served in the canteen, nearly 1/3 of the employees (30%) show dissatisfaction, which requires immediate attention of the

Management.

CHAPTER VII
91

CONCLUSION

It is concluded that the officers and employees of Chennai Port Trust, Chennai are fully satisfied with the welfare facilities and amenities provided by the organization. They are also extremely happy about the working environment and the encouragement by the superiors.

The employees also feel that they have adequate job security in view of the additional support and care in which the organization is concentrating apart from the organizations goals and targets.

BIBLIOGRAPHY
92

Alan Fox, P

A Sociology of Work in Industry Collier Mac Millon Publishers, London.

George Fried Man Hoppock, R 1935 Marse, N.C. 1953 Thomas will and Harrell

: : : :

Industrial Society Job Satisfaction, Newyark Satisfaction in White Color Job, University of Michigan. Industrial Psychology Oxford and ISH Blushing Company, New Delhi, 1964 Industrial Psychology Alienation and Freedom: the factory workers and his industry Newyark, Chicago University Press. A contribution to manual aptitude measurement in industry, Journal of Applied Psychology.

Vol Haller Gilman Blauner, R

: :

Blum M.L, 1952

Young P.V.

Scientific Social Surveys and Research Third Edition Asia Publishing House, Bombay 1956. Administration Report for the year 2005-2006 History of Chennai Port - Released in view of 125th year celebrations.

Chennai Port Trust

93

A STUDY ON JOB SATISFACTION AMONG EMPLOYEES IN CHENNAI PORT TRUST, CHENNAI

Please answer to the following questions and the answers given by you will be kept as confidential. Kindly put a tick mark in the appropriate box / space (wherever applicable).

Personal Data:
1. 2. 3. 4. Name (Optional) Designation & Grade Department & Section Age Group : : : : a. 18-28 years b. 29-38 years c. 39-48 years d. 49-60 years 5. Marital Status : Married Unmarried 6. Qualification : a. Non Graduate b. Diploma c. Graduate d. Post Graduate e. Professional [ [ [ [ [ [ [ [ [ [ [ ] ] ] ] ] ] ] ] ] ] ]

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Subject Data
1. What made you to join this organization? Initial employment in the Organization Reasonable Salary Better Environment Job Security Interest in the present job Nearer to your place 2. Are you satisfied with your job? Highly Satisfied Satisfied Neither Satisfied nor Dissatisfied Somewhat satisfied Dissatisfied 3. Are you satisfied with your increment system currently Followed in your organization? Highly Satisfied Satisfied Somewhat satisfied Dissatisfied 4. Are you satisfied with your Bonus (Productivity linked reward)? Highly Satisfied Satisfied Somewhat satisfied Dissatisfied 5. Are you satisfied with your Basic Pay and Rate of HRA? Highly Satisfied Satisfied Somewhat satisfied Dissatisfied [ [ [ [ ] ] ] ] [ [ [ [ ] ] ] ] [ [ [ [ ] ] ] ] [ [ [ [ [ ] ] ] ] ] [ [ [ [ [ [ ] ] ] ] ] ]

95

6.

Are you satisfied with your rate of Conveyance Allowance? Highly Satisfied Satisfied Somewhat satisfied Dissatisfied [ [ [ ] ] ] ]

7.

Are you satisfied with your Leave Travel Concession? Highly Satisfied Satisfied Somewhat satisfied Dissatisfied [ [ [ [ ] ] ] ]

8.

How is your relationship with your Superior(s)? Excellent Very Good Satisfactory Unsatisfactory [ [ [ [ ] ] ] ]

9.

How is your relationship with your Colleagues? Excellent Very Good Satisfactory Unsatisfactory [ [ [ [ ] ] ] ]

10.

Are your suggestions to improve the productivity considered by the Organization? Always Sometimes Not at all [ [ [ ] ] ]

11.

How do you feel about the salary you get when compared with similarly qualified employees in other organizations? Very High High Fair Low Very Low [ [ [ [ [ ] ] ] ] ]

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12. Are your satisfied with your allowances you get from Your organization? Highly Satisfied Satisfied Somewhat satisfied Dissatisfied 13. On what basis promotions are given in your organization? Seniority Merit Seniority cum Merit 14. Are your satisfied with the work environment and its atmosphere? Highly Satisfied Satisfied Somewhat satisfied Dissatisfied 15. [ [ [ [ ] ] ] ] [ [ [ ] ] ] [ [ [ [ ] ] ] ]

Do Individuals have clear achievable goals and standards for their positions? Yes [ ] No [ ] Do not know [ ]

16.

Do individuals receive regular, timely feed back on how they are doing? Yes [ ] No [ ] Do not know [ ]

17.

Are individuals talents being utilized? Yes [ ] No [ ]

18.

Are you satisfied with the Safety Measures adopted by the Organization? Yes [ ] No [ ]

97