INTRODUCTION

The project works consist of A study on Employees job satisfaction. The study was conducted among the employees of Wheels India Ltd., Sriperumbudur. The information was gathered from the employees by means of questionnaire. The data collected was tabulated and analyzed by using statistical tools.

Wheels India is a comprehensive global source of steel wheels for commercial vehicles, passenger cars, utility vehicles, agricultural tractors and construction equipment.

The industry is characterized by a very high percentage (75%) of production in the 2/3 wheeler sector. India ranks as the large manufacture of motor cycles and second largest in manufacturing of scooters on the world.

The automobile sector comprises of all vehicles, including 2-3 wheeler passenger car and multi-utility vehicles largely of the auto components sector.

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INDUSTRY PROFILE:
The far reaching economic reforms undertaken since 1991 have unleashed the growth potential of the Indian economy. A series of Second Generation Reforms aimed at deregulating the country and stimulating foreign investment have moved India firmly into the front ranks of the rapidly growing Asia Pacific region. The automobile sector comprises of all vehicles, including 2-3 wheeler passenger car and multiutility vehicles, light and heavy commercial vehicles, and the allied engineering sector comprises largely of the auto components sector.

Agricultural tractors and Earth moving machinery is an associated sector, which keeps the wheels of the agrarian economy moving. It is heavily reliant and aligned to the automobile and allied engineering Industry may alternatively be termed the automobile industry.

The Automobile industry in India is now working in terms of the dynamics of an open market. Many joint ventures have been set up in India with foreign collaboration, both technical and financial with leading global manufactures also a very large number of join ventures have been set up in the auto components sector and the pace is expected to pick up even further.

The industry is characterized by a very high percentage (75%) of production in the 2/3 wheeler sector. India ranks as the large manufacture of motor cycles and second largest in manufacturing of scooters in the world. manufacturer of tractors, as well. integration. India today is also the second largest The Industry has intense forward and backward

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The joint venture list indicates a void variation ranging from 10% to 100% i.e., wholly owned foreign subsidiaries. The equity participation is not regulated by government but is market driven. It depend the market perception of the joint venture partners and their business perception primarily in terms of technological, financial and market strengths of the partners. The setting up of joint ventures has also led to enhanced capacity creation in the vehicle sector, particularly in the passenger car sector and the additional capacity is expected to amount by one 3 million passenger cars in the next 4-5 years.

The large volumes of investment including foreign direct investment in the automobile manufacturing ventures and technical collaboration and propelling a quantum jump in up gradation of technology. Domestic demand for passenger car and multi utility vehicles is projected at 80,000 cars by 2004 A.D with increased production capacity creation in the passenger car sector; foreign countries may use India as an export hub. This tremendous growth is like wise triggering growth of the auto-component segment.

Concentrated efforts are going on in India for inducting and absorbing the latest technology and upgrading the quality of products to an international level and a partner search mission is on. Indian firms are on the look out for joint ventures and technology transfers specializing in niche technology and to complement their rang of products as well as bench marking with the worlds latest and the best.

India-Canada cooperation in the Auto sector levels much to be desired. In India, there are more than 450 foreign collaboration; there only three are from Canada. The industry produces light duty vehicles cars, vans pickup trucks; heavy duty vehicles trucks, transit buses, school buses, military vehicles; and a wide range of parts, components, and systems used in vehicles of this nature.

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COMPANY PROFILE:
A wheels India is promoted y the TVS group and was started in early 1960s to manufacture automobile wheels. Today, wheels India has grown as a leading manufacturer of steel wheels for passenger cars, utility vehicles, trucks, buses, agricultural tractors and contraction equipment in India.

The company supplies 2/3rd of the domestic market requirement and exports 15% of the turnover to North America, Europe Asia Pacific and South Africa.

Wheels India is a comprehensive global source of steel wheels for commercial vehicles, passenger cars, utility vehicles, agricultural tractors and construction equipment.

The company also has a technical financial collaboration with titan Europe, wheels India designs and manufactures wheels for the specific requirements of the customer. Our activities are driven by following objectives.

Maintain leadership in the domestic market and presences in export markets. Ensure customer satisfaction through timely delivery of quality products and services at competitive prices.

Continuously improve of innovative product design, process technology and work environment to offer better products.

Bring about involvement of all employees in achieving the above objectives.

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PLANTS IN INDIA: Plants Annual Capacity Manpower 1650

Padi, Pune, Ramut, 5.5 Million Wheels and Sriperumbudur.

CAPABILITIES (a) Product Development:

Design and develop wheels for a wide range of application, backed by four decades of enriching experience from filed, internal trials, and ESA (Experimental Stress Analysis) and FEM (Finite Element Method). Caters OEM, after market and niche segments. Continuously enhancing the value of the product, based on feedback from customers and outcome of our house facilities listed below. Wheels testing lab to evaluate endurance capabilities, by conducting radial fatigue test bending fatigue teat, mutinies fatigue test and connecting member test. CAE (Computer Aided Engineering) lab to do surface and modeling, finite element analysis, life predictions, data acquisition and experimental stress analysis.

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Fully equipped chemical, metallurgical and physical lab.

(B) Process Design:

Developed a patented process for manufacturing tube type truck rim. Process technology development, up gradation and optimization. Continuous research on process improvement.

(C)Tool Design of Manufacture:

Has a qualified and experienced team specializing in tool design for forming rolling steel. Fully equipped in house tool room facility with state of the art machinery and design tools. Computer aided tool modeling & manufacturing complicated tool profiles.

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STRENGTHS:
Dominating the domestic market by supplying 2/3rd of countries requirement. The profit and sales of the company are showing and upward trend compared to the previous years. The company has maintained a very relationship with its employees. The ability to provide good quality products at competent process has impressed most of its customers. The infrastructure of the company is very good and they have various facilities likes like product development, process engineering and quality assurances needs. The organization structure is well defined and the entire department plays a vital role in the smooth functioning of the organization. Importance is given to employees performance and efforts are taken by the company to improve the employees performance through a well planned and coordinated training programmers conducted based on employees requirements. A part from manufacturing the company provides various services like product analysis, validation, delivery etc. Thus the company is able to manufacture wheels based on customers requirement.

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The company has won various awards such as Ford Global Excellence Award (5) etc. This speaks volumes of its ability of its ability and efficiency.

WEAKNESS:
Since Wheels India is a 40 year old organization, many changes are required to meet the present day challenges. It takes a long time to implement new techniques and this indirectly affects companys performance. The average of its employees is high and the company has many employees who are more than 50 years old. This restricts them to work in some areas.

This company is product based company depending on a single product, so it completely dependent on the automobile industry, any major threat to the automobile industry will has a major impact to the company.

OPPORTUNITIES:
SMED 6 sigma programs Total employee involvement in Kaizen and Poka Yoke

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ORGANIZATION STRUCTURE :

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PRESIDENT

VICE PRESIDENT

GENERAL MANAGER

DIVISIONAL MANAGER SENIOR MANAGER

MANAGER

DEPUTY MANAGER

ASSISTANT MANAGER

SENIOR OFFICR OFFICER

ASSISTANT OFFICER

JUNIOR OFFICER

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OBJECTIVES:
o To identify whether the employees are satisfied or not about their job in wheels India ltd. o To identify the factors, influencing the level of job satisfaction among the employees. o To identify, whether the required welfare & safety measures provided by the company. o To give suggestion for improvement of employees job satisfaction. o To evaluate various policies & programs of the Human resource in the organization. o To analyses & suggest the ways & means to enhance job satisfaction among the employees.

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LIMITATION OF THE STUDY:

The results of the study depend upon the status of the employees regarding level of management. The result of the study depends upon the information furnished by the employees hence information provided by them is subjected to personal bias. Only a sample of 50 employees was surveyed.

The study was confined to just one branch. So only on branch of company employees were surveyed. The entire employee under survey where only lower level employee and middle employees.

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INTRODUCTION OF JOB SATISFACTION:

Job satisfaction does seem to reduce absence, turnover and perhaps accident rates.

Job satisfaction is a pleasure or positive emotional state resulting form the appraisal of ones job experience. A number of factor influence job satisfaction some of the major ones are the work itself, pay promotion supervision, the work group and working condition. There are a number of outcome of job satisfaction. For e.g.: Although the relationship with productivity is clear job satisfaction tends to lead to both turn over and absenteeism while high job satisfaction often results in fewer on-the-job accidents and workers have been found to exhibit desirable prosaically Citizenship behavior and activities considering all the facts. I went to WHEELS INDIA LIMITED to test the level of job satisfaction among the employees.

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DEFINITION:

According to Hoppock, job satisfaction is the combination of psychological, physiological and environmental circumstances that cause a person to truthfully say I am satisfied with my job. This definition points to the factors affecting job satisfaction but does not indicate the nature of job satisfaction.

According to Weiss, job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; an affective reaction to s job; and an attitude towards ones job.

MEANING:

Job satisfaction is in regard to ones feelings or state-of-mind regarding the nature of their work. Job satisfaction can be influenced by a variety of factor, eg, the quality of ones relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc.

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NEED FOR JOB SATISFACTION:

To increase productivity. For involvement and participation in decision making. To build employee growth and development. For personal growth and development. For effective to various corporate programmer (training). To avoid absenteeism, employee turnover.

IMPOTANCE OF JOB SATISFACTION:

Job satisfaction results in happy living. Job satisfaction improves the longevity of life. Job satisfaction improves the image of the organization. Individuals become affectionate with the organization.

Job satisfaction improves the proves the productivity and reduces te absenteeism and labour turnover.

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MEASURING JOB SATISFACTION:

There are many methods for measuring Job satisfaction. The most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include. Yes/No questions, True/false questions, point system, checklists, ad forced choice answers. This data is typically collected using an Enterprise Feedback Management (EFM) system.

Job Descriptive Index (JdI), created by Smith, Kendall, & Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or cant decide (indicated by ?) in response to whether given statement accurately describe ones job.

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MODELS OF JOB SATISFACTION: Affect Theory

Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determine by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectation are/arent met.

Dispositional Theory
Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and job.

TWO FACTOR THEORY (Motivator- Hygiene Theory)

Frederick hertztbergs two factor theory (also known as motivator theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors- motivation and hygiene factors, respectively. An employees motivation to work is continuously related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organization goals.

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SUPERIOR - SUBORDINATE COMMUNICATION:

Superior subordinate communication is an important influence on job satisfaction in the work place. The in which subordinates perceive a superiors behaviour can positively or negatively influence job satisfaction. Communication behaviour such as facial expression, eye contact, vocal expression, and body movement is crucial to the superior subordinate relationship. A nonverbal message plays central roles in interpersonal interactions with respect to impression formation, deception, attraction, social influence and emotional expressions. The relationship of a subordinate who uses nonverbal immediacy, friendliness and emotional open communication lines is more willing to receive positive feedback and high job satisfaction from their subordinates in the workplace.

JOB SATISFACTION AND EMOTIONS:

Emotion work (or emotion management) refers to various efforts to manage emotional states and displays. Emotion regulation includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion. Although early studies of the consequences of emotional labour emphasized its harmful effects on workers, studies of worker in a variety of occupations suggest that the consequences of emotional labour are uniformly negative. It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models:

1. Emotional dissonance, Emotional dissonance is a state of discrepancy between public displays of emotions and internal experiences of emotions, that often follows the process of emotional regulation. 2. Social interaction model. Taking the social interaction perspective, workers emotion regulation might beget responses from others during interpersonal encounters that subsequently impact their own job satisfaction. 18 | P a g e

MEASURE THE JOB SATISFACTION:

According to Mirza generally questionnaires are used to measure satisfaction with various aspects of work and the resultant behaviours aspects of work and the resultant behaviour of score is called job satisfaction. The intelligence can be measured by job satisfaction questionnaire.

Most studies of job satisfaction have been concerned with opertionalising it rather than defining it. According to Locke (1969) such an approach describes that a certain works but tells nothing as to why it works.

This seems to be the case with job satisfaction. Researches have been found to be interested in choosing the unit the measurement from the several available but little way a define of job satisfaction has been attempted. One would assume that acceptance of a definition of job satisfaction as a precursor for the choice of the unit of measurement.

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RESEARCH METHODOLOGY
The purpose of the research methodology is to describe the research procedure. This includes the overall design, the sampling procedure, the data collection method and analysis procedures. This section is important because it is hard to discuss methodology without using technical terms. Yet, most of the reader for the report will not understand the technical language.

RESEARCH DESIGN:
A research design is the specification of methods and procedures for acquiring the information needed to structure or to solve problem. It is the overall operational pattern of frame work of the project that stipulates procedures.

A research design is therefore defined as a plan, structure and strategy of investigation conceived so as to obtain answers to research question and control variance.

There are four types of research design they are:

Explorative research design

Descriptive research design

Diagnostic research design

Experimental research design 20 | P a g e

EXPLORATIVE RESEARCH DESIGN :

The design of exploratory studies is characterized by a great amount of flexibility and adhoc versatility. By definition, the research is involved in investigation an area or subject in which he is not sufficient knowledge to have formulated detailed research question. No clear hypotheses been developed about the problem. He is seeking information that will enable him to formulate specific research question or to state hypothesis about the problem.

DESCRIPTIVE RESEARCH DESIGN:

Descriptive research is contract to explorative is marked by the nor formulation of specific research question. The problem, perhaps as a result of an exploratory study, before the project is initiated. He should be able to define clearly what he wants to measure and to setup appropriate and specific means for measuring it.

DIAGNOSTIC RESEARCH DESIGN:

Diagnostic studies determine the frequency with which something occurs or its association with something else. Hence such studies seek to establish relationship between any two or more variable.

EXPERIMENTAL RESEARCH DESIGN:

In a Experimental study, the researcher is expected to created an artificial situation with a view to obtain the relevant data to measure them effectively and accurately. The research design used for the study was descriptive research design. This type of research design is concerned with describing the characteristics of the particular individual or group of a situation.

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SAMPLING TECHNIQUES:
A sample, as the name implies is a smaller representation of a larger whole, instead of studying every case which might logically be included in an investigation. Only a small portion is selected.

A sample design is definite plan for obtaining a sample from a given population. It therefore refers to the techniques or procedure. The researcher would adopt is selecting items for the sample.

Sampling design is basically of two types Probability sampling Non-probability sampling

PROBABILITY SAMPLING:
The Probability sampling design offers every item of the population equal chance of inclusion in the sample.

Procedures of drawing probability sample are 22 | P a g e Simple random sampling Systematic random sampling Stratified random sampling Cluster random sampling Multi-stage random sampling

NON-PROBABILITY SAMPLING:
The Non-probability sampling design refers to the sampling procedure that does not afford any basis estimating the probability that each item in the population was given equal chance to be included in the sampling.

Non-probability sampling can be drawn by 1. Representative sampling

2. Judgment sampling

3. Purposive sampling

4. Accidental sampling

5. Quote sampling

SELECTION OF A SAMPLE:
A sample is a miniature picture or a cross section of an entire group or an aggregate from which a sample from a given population. It refers to the techniques or procedures the research would about in selecting item for the sample.

Because the population is divided into a number of districts and a district was selected when represented all the districts. Considering the purpose of the study, information is however collected from some units if the district.

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TOOL FOR DATA COLLECTION:

The following tools were for data collection Questionnaire Personal interview

QUESTIONAIRE:
Structured Questionnaire was selected as the tool for data collection which included a set of various types of questions concerning different aspects of the subjects for the study. Several types of question were included in the Questionnaire such as open end questions, dichotomous questions, and multiple questions.

PERSONAL INTERVIEW:
This method was also used to collect data. This had helped to collect valuable information from the company employees.

RESEARCH METHODOLOGY:
Research design Sample size Sampling : : : Exploratory method and descriptive method 200 probability sampling

DATA SOURCES:
Primary Secondary 24 | P a g e : : Questionnaire Collected through net searching and books

ANALYSIS:

Research design and sample design & filed work are under taken solely for the purpose of obtaining data that when tabulated & analyzed will yield the needed information.

Analysis of data therefore done by the use of statistical distribution construction of diagram & calculating sample measuring line percentage, ranking etc, to lead to findings suggestion.

The data has been analyzed by using sample tabulation with percentage calculations.

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Table 2.1: YEAR OF EXPERIENCE

S.NO 1 2 3 4

ATTRIBUTES 1 Year 2 year 8 to10year without experience Total

NUMBER OF RESPONDENTS 10 30 5 5 50

PERCENTAGE 20 60 10 10 100

Interpretation:
Form the about table 2.1 it was inferred that 60% employees falls under 2 years, 20% employees falls under 1 years, 10% employees falls under 8 to10 years,10% employees falls under without experience.

Maximum number of employees falls under 2 year experience.

Minimum number of employees falls under without experience.

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Chart 2.1.1 Year of experience

Ye a r o f e x p e rie n c e
10 0 90 80 70 60 50 40 30 20 10 0

Respondents

S eries 1 S eries 2 1 Year 2 year 8 to10year Ye a rs without experience Total

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TABLE 2.2

SATISFACTION WITH WORKING CONDITION

S.NO 1 2 3 4

ATTRIBUTES Excellent Very good Good Fair Total

NUMBER OF RESPONDENTS 7 30 11 2 50

PERCENTAGE 14 60 22 4 100

Interpretation:
From the above table 2.2 indicates that, 60% respondents said that working condition is very good, 22% respondents said that working condition is good, 4% respondents said that working condition is excellent, 4% respondents said that working condition is fair.

Maximum number of respondents falls under very good category. Minimum number of respondents falls under fair category.

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Chart 2.2.2:

SATISFACTION WITH WORKING CONDITION

S A T IS F A C T IO N W IT H W O R K IN G C O N D IT IO N
100 90 80 70 60 50 40 30 20 10 0

respondents

S e rie s 1 S e rie s 2

E x c e lle n tV e ry good

G ood

F a ir

To ta l

sa tisfa c tio n le v e

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TABLE 2.3

Relationship with co-worker

S.NO 1 2 3 4

ATTRIBUTES Excellent Very good Good Fair Total

NUMBER OF RESPONDENTS 27 16 6 1 50

PERCENTAGE 54 32 12 2 100

Interpretation:
From the above table 2.2 indicates that, 54% respondents said that, have excellent relationship with co-workers, 32% respondents said that, have good relationship with coworkers, 12% respondents said that, have good relationship with co-workers, 2% respondents said that, have fair relationship with co-workers

Maximum number of respondents falls under excellent category. Minimum number of respondents falls under fair category.

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Chart 2.3.3

Relationship with co-worker

Relationship with co-worker

100 90 80 70 60 50 40 30 20 10 0

Respondents

Series1 Series2

Excellent Very good

Good

Fair

Total

Relationship range

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Table 2.4 Satisfaction with medical facility

S.NO 1 2

ATTRIBUTES Yes No Total

NUMBER OF RESPONDENTS 29 21 50

PERCENTAGE 58 42 100

Interpretation:
From the above table it was inferred that 58% Maximum number of respondents are satisfied and 42% of them are not satisfied with medical facility.

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Chart 2.4.4 Satisfaction with medical facility

Satisfaction with medical facility

100 90 80 70 60 50 40 30 20 10 0

Respondents

Series1 Series2

Yes

No Level

Total

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Table 2.5 Satisfaction with training facility

S.NO 1 2

ATTRIBUTES Yes No Total

NUMBER OF RESPONDENTS 31 19 50

PERCENTAGE 62 38 100

Interpretation:
From the above table it was inferred that 62% Maximum number of respondents are satisfied and 38% of them are not satisfied with training facility.

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Chart 2.5.5 Satisfaction with training facility

Satisfaction w training facility ith

100 90 80 70 60 50 40 30 20 10 0

Respondents

Se ries1 Se ries2

Yes

N o Level

T otal

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Table 2.6: Satisfaction with motivation

S.NO 1 2 3

ATTRIBUTES Yes No some times Total

NUMBER OF RESPONDENTS 30 8 12 50

PERCENTAGE 60 16 24 100

Interpretation:
Form the above table indicates that, 60% maximum numbers of respondents are motivated by the supervisors and 24% of respondents are motivated by the supervisors sometimes only.

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Chart 2.6.6 Satisfaction with motivation

Satisfaction with motivation

100 90 80 70 60 50 40 30 20 10 0

Resopondents

Series1 Series2

Yes

No

some times

Total

Motivation Level

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Table 2.7 Satisfaction with welfare facilities

S.NO 1 2 3 4 ATTRIBUTES excellent very good good fair total NUMBER OF RESPONDENTS 3 6 22 19 50 PERCENTAGE 6 12 44 36 100

Interpretation:
From the above table 2.7 indicates that, 6% respondents said that, have excellent welfare facilities,12% respondents said that, have very good welfare facilities, 44% respondents said that, have good welfare facilities, 36% respondents said that, have fair welfare facilities.

Maximum number of respondents falls under good category. Minimum number of respondents falls under excellent category.

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Chart 2.7.7 Satisfaction with welfare facilities

S a tis fa c tio n w ith w e lfa r e fa c ilitie s

100 90 80 70 60 50 40 30 20 10 0

Respondents

S e r ie s 1 S e r ie s 2

e xc e lle n v e r y g o o d t good

f a ir

to ta l

F a c i li t i e s l e v e l

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Table 2.8 Satisfaction level countered by the company

S.NO 1 2 3 4

ATTRIBUTES Feed back Performance appraisal Individual attention Supervisor recommendation Total

NUMBER OF RESPONDENTS 18 16 10 6 50

PERCENTAGE 36 32 20 12 100

Interpretation:
From above table2.8, it indicates, employees said that, 36% of satisfaction level is countered through feedback, 32% of satisfaction level is countered through performance appraisal, 20% of satisfaction level is countered by individual attention and 12% of satisfaction level is countered by supervisor recommendation.

Maximum number of employees falls under feedback. Minimum number of employees falls under performance appraisal.

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Chart 2.8.8 Satisfaction level countered by the company

Satisfaction level countered by the company

100 80 60 40 20 0

Respondents

Feed back

Individual

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Performance

Measures

Supervisor

Total

Series1 Series2

Table2.9 Degree of individual physical and mental health

S.NO 1 2 3 4

ATTRIBUTES Strongly agree Agree Neutral Disagree Total

NUMBER OF RESPONDENTS 27 15 7 1 50

PERCENTAGE 54 30 14 2 100

Interpretation:
From the above Table no 2.9, it was inferred that 54% Maximum number of employee agree that the degree of job satisfaction affects an individual physical & mental health. 2% Minimum number employee disagree.

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Chart 2.9.9

Degree of individual physical and mental health

D e g re e o f in d iv id u a l p h y s ic a l a n d m e n ta l h e a lth .
100 90 80 70 60 50 40 30 20 10 0

Respondents

S e rie s 1 S e rie s 2

S t ro n g ly A g re e N e u t ra lD is a g re eTo t a l a g re e D e g re e

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Table 2.10: Satisfaction with food facility

S.NO 1 2 3 4 ATTRIBUTES Excellent Very good Good Fair Total NUMBER OF RESPONDENTS 3 3 14 30 50 PERCENTAGE 6 6 28 62 100

Interpretation:
From the above table 2.10, it was inferred that, 62% maximum number of employees said that food facility is fair and 6% minimum number of respondents said that food facility is excellent.

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Chart 2.10.10 Satisfaction with food facility

S a tis fa c tio n w ith fo o d fa c ility .

100 90 80 70 60 50 40 30 20 10 0 E x c e lle nV e ry G o o d F a ir t good F a c i l i ti e s l e v e l

Respondents

S e rie s 1 S e rie s 2

To ta l

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Table 2.11 Shift timing

S.NO 1 2

ATTRIBUTES Yes No Total

NUMBER OF RESPONDENTS 14 36 50

PERCENTAGE 28 72 100

Interpretation:
From the above table 2.11 indicates that, 28 of the respondents are convenient with shift timing and 72% are not respondents.

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Chart 2.11.11 Shift timing

S h ift t im in g

100 80 60 Respondents 40 20 0 Y es No T im e le v e l T o ta l S e rie s 1 S e rie s 2

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Table No: 2.12 Extra duty (Over time)

S.NO 1 2

ATTRIBUTES Yes No Total

NUMBER OF RESPONDENTS 30 20 50

PERCENTAGE 60 40 100

Interpretation:
From the above table indicates that, 60% maximum number of respondents doing O.T daily and 40% minimum number of respondents will do O.T some times only.

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Chart 2.12.12 Extra duty (Over time)

E x t r a d u t y ( O v e r t im e )
100 80 60 R e sp o n d e n te s 40 20 0 Y es 1 No 2 O .T le v e l T o ta l

S e r ie s 1 S e r ie s 2

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Table 2.13 Rules and regulation of organization

S.NO 1 2 3 4

ATTRIBUTES

NUMBER OF RESPONDENTS Highly satisfied 30 Satisfied Neutral Not Satisfied Total 5 12 3 50

PERCENTAGE 60 10 24 6 100

Interpretation:
From the above table 2.13, it was inferred that, 60% of the respondents are highly satisfied with their rules and regulations, 10% are satisfied, 24% are neutrals, and 6% are not satisfied.

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Chart 2.13.13

Rules and regulation of organization

R u le s a n d r e g u la tio n o f o r g a n iz a tio n
100 90 80 70 60 50 40 30 20 10 0 Highly satisfied Satisfied Neutral Not Satisfied Total

Respondents

S e rie s 1 S e rie s 2

S a tis fa c tio n le v e l

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Table 2.14 Opinion about work load

S.NO 1 2 3

ATTRIBUTES Heavy medium easy Total

NUMBER OF RESPONDENTS 27 23 0 50

PERCENTAGE 54 46 0 100

Interpretation:
From the above table indicates that, 54% are said they have heavy workload and 46% are having medium.

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Chart 2.13.13 Opinion about work load

w r o k lo a d
100 90 80 70 60 50 40 30 20 10 0

respondendents

S e rie s 1 S e rie s 2

H e a vy m e d iu m e a s y

T o ta l

w o rk lo a d ra n g e

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Table 2.15 Technology improvement

S.NO 1 2 3 4

ATTRIBUTES Welding Painting Handling Drilling Total

NUMBER OF RESPONDENTS 25 10 8 7 50

PERCENTAGE 50 20 16 14 100

Interpretation:
From the above table 2.15, it indicates that, 50% of the respondents said that have to make improvement in welding, 20% of respondents said that have to make improvement in painting, 16% of the respondents said that have to make improvement in handling and 14% of respondents said that have to make improvement in drilling.

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Chart 2.15.15 Technology improvement

T e c h n o lo g y
100 90 80 70 60 respondents 50 40 30 20 10 0 S e rie s 1 S e rie s 2

W e ld i n g P a i n ti n gH a n d li n gD r i lli n g T o ta l t e c h n o lo g y

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Table 2.16 Overall satisfaction

S.NO 1 2 3 4

ATTRIBUTES High satisfied Satisfied Neutral Not satisfied Total

NUMBER OF RESPONDENTS 18 16 9 7 50

PERCENTAGE 36 32 18 14 100

Interpretation:
From the above table indicates that, 36% are highly satisfied regarding their job, 32% are satisfied, 18% are satisfied, 14% are not satisfied.

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Chart 2.16.16

Overall satisfaction

o v e r a ll s a t i s f a c t i o n
100 90 80 70 60 50 40 30 20 10 0

Respondents

S e rie s 1 S e rie s 2

H i g h S a t i s fiN d u t r a N o t T o t a l ee l s a t is fie d s a t i s fi e d s a ti s fa c tio n l e v e l

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FINDINGS:
60% of the respondents falls under 2 year experience, 20% of them are from 1year experience, 10% of them are from 8 to 10 year experience. 68% of the respondents are satisfied and 6% of the respondents are not satisfied with working conditions of the company. 54% of the respondents have good relationships with co-workers. 58% of the respondents are satisfied with medical facilities and 42% of the respondents are not satisfied. 68% of the respondents are satisfied with welfare facilities and 30% of them are not satisfied. 62% of the respondents with training provided by the company and 35% of them are not satisfied. 28% of the respondents are satisfied with shift timings and 72% of them are not satisfied. 62% of the respondents said that food facility fair and 6% of them said that excellent. 36% of the respondents said that satisfaction level is countered by the feed back and 32% is through performance appraisal. 68% of the respondents doing O.T daily and 32% of them are not doing O.T.

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50% of the respondents said that have to make improvement in welding, 40% of them said that have to make improvement in painting.

54% of the respondents said that working condition affect individual physical and mental health and 30% of them are not affected.

54% of the respondents said that have heavy work load and 38% of them are ok with work load.

68% of the respondents are receiving motivation from supervisor and 20% are not receiving.

20% of the respondents said that, have to make technology improvement in hydraulitics, pneumatics and electrical maintenances

68% of the respondents are highly satisfied with their job in Wheels India Ltd., and 25% are not satisfied.

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SUGGESTIONS:

The company should provide lob security for employees to increase the rate of satisfaction.

Monetary benefits may be further improved to increase the rate of satisfaction. The shift timings should be convenient to each and every employees. The organization should provide sufficient training for all employees. The welfare facilities such as medical, canteen and transport facilities may be improved further more to increase the level of satisfaction.

Welding and painting technology may be improved furthermore, so that it will provide safety to employees.

Overtime may be reduced to increase the level of satisfaction. From this analysis, we suggest to recruit ladies staffs in offices.

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CONCLUSION
I had enjoyed the opportunities given to me for taking up a job satisfaction of employees in Wheels India Ltd., thus I had really a good experience and knowledge. In this project, I came to know the level of employees satisfaction regarding their job. I strongly feel and hope that suggestion given as outcome of the study may be used for further improving the level the level of job satisfaction.

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QUESTIONNAIRE
I am Priya M. doing my MBA in Thirumalai Engineering College at Kanchipuram. As a part of my curriculum, I am doing a project titled, A study on employees job satisfaction in Wheels India Limited at Sriperumbudur. I request you to spare a few of your valuable time in filling up this questionnaire.
mark in the appropriate box). (Please put a tick

I. Personal Detail:1. Name of the employee: 2. Age: Below 30 3. Sex: Male 4. Department: 5. Designation: 6. Educational Qualifications: 12th Diploma Undergraduate Postgraduate Others Female 30-40 40-50 Above 50

7. Work Experience:

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8. What is your satisfaction level with working conditions in your company? Excellent Good Very good Fair

9. What is your satisfaction level with the management? Excellent Good Very good Fair

10. Are you comfortable with following colleagues? Co- workers Manager Supervisor None the above

11. Mention the factors which you feel inconvenient regarding regulations in your company? Shift timings Break Other, Please specify 12. Mention the factors which lead to absenteeism towards your job? Sickness Lack of interest Other, please specify 13. To which extent your opinions are valued by your supervisor? High normal low Workload Lack of motivation Working hours Rest time

14. Are you receiving any motivation from your superior whenever you do a good work? Yes No

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15. Do you agree that degree of job satisfaction affects an individual physical & mental Heath? Strongly agree Neutral Strongly disagree 16. What are the welfare facilities (Transport, Drinking water, Rest room) provided by the company ? Highly satisfied Neutral Satisfied Dissatisfied Agree Disagree

17. Are you satisfied with the medical facilities provides by the company? Yes No

18. Through which way your satisfaction level is counter parted by your company? Feedback Individual attention Performance appraisal Supervisor recommendation

19. Is there any important in technology or process flow to be improved for the following? Welding Painting Other, please specify 20. Whether the required training is provide to you for the allocated job? Yes No Lifting Drilling

21. Are you feeling any difficulties in rapid changes of shift timings? Yes Other, please specify No

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22. Are you doing extra work (Overtime) daily? Yes No

23. How good is the food provide by your canteen? Excellent Good Very good Fair

24. What is to be in your canteen? Please mention from the below? Quality Taste Other, please specify Quantity Hygiene

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BIBLIOGRAPHY

AUTHOR NAME EDWIN B.FLIPPO

BOOK NAME PERSONNEL MANAGEMENT

YEAR 2000

EDITION II Edition

C.B. MAMORIA AND GANKAR JAYASHANKAR

PERSONNEL MANAGEMENT HUMAN RESOURCES MANAGEMENT

2004

II Edition

2008

Websites: 1. www.google.com 2. www.yahoo.com

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