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Phil Coimbatore, TamilNadu
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
SUKUMAR M.Com.Phil Coimbatore. TamilNadu 4 .. M.
M.MEENAKSHI SUNDARESWARI. Lecturer in Commerce. Last but not least.Com.Com. M. TamilNadu ACKNOWLEDGEMENT I am deeply indebted to thank my faculty guide. I would like to thank my most affectionate and Beloved Parents and friends without whose blessings and encouragement this project work would not have been completed.. M. Coimbatore for their valuable suggestions rendered on the subject during the study. Prof.Phil Coimbatore. N. 5 .(Autonomous) Coimbatore for her valuable suggestions. Government Arts College (Autonomous). I am also delighted to record my sincere thanks to other members of the faculty of Commerce. Government Arts College. Her guidance and co-operation throughout the project was incomparable.. Mrs.Phil.SUKUMAR M..
.Phil Coimbatore.SUKUMAR M.Com. TamilNadu 6 . M.
I II III IV V PARTICULARS PAGE NO. AND CONCLUSIONS BIBLIOGRAPHY ANNEXURE 7 . TamilNadu CONTENTS ACKNOWLEDGEMENT CERTIFICATE LIST OF TABLES CHAPTE R NO..Com.Phil Coimbatore. M.SUKUMAR M. 1 17 25 31 60 INTRODUCTION ABOUT STUDY REVIEW OF LITERATURE HISTORY OF THE PROFESSIONAL COURIER ANALYSIS AND INTERPRETATIONS FINDINGS .SUGGESTIONS.
Com.SUKUMAR M.Phil Coimbatore. M.. TamilNadu 8 .
AGE WISE CLASSIFICATION OF THE RESPONDENTS GENDER WISE CLASSIFICATION OF THE RESPONDENTS COMPOSITION OF RESPONDENTS ON THE BASIS OF EDUCATIONAL QUALIFICATION MARITAL STATUS WISE CLASSIFICATION OF THE RESPONDENTS FAMILY SIZE WISE CLASSIFICATION OF THE RESPONDENTS COMPOSITION OF THE RESPONDENTS ON THE BASIS OF EXPERIENCE COMPOSITION OF THE RESPONDENTS ON THE BASIS OF MONTHLY SALARY COMPOSITION OF THE RESPONDENTS ON THE BASIS OF RESPONDENTS COME FROM 33 34 35 36 37 38 39 40 PAGE NO. 6. TamilNadu LIST OF TABLES Table. 3. 7. 9 .SUKUMAR M. 5.Com. 2.Phil Coimbatore.. No TITLE PERCENTAGE ANALYSIS 1. M. 8. 4.
.Phil Coimbatore.Com. TamilNadu 10 . M.SUKUMAR M.
SUKUMAR M. RELATIONSHIP BETWEEN GENDER AND LEVEL OF SATISFACTION TWO-WAY TABLE CHI-SQUARE TEST 11. TamilNadu TWO-WAY TABLE AND CHI-SQUIRE TEST TABLE TITLE NO 9. RELATIONSHIP BETWEEN AGE AND LEVEL OF SATISFACTION TWO-WAY TABLE CHI-SQUARE TEST CORRELATION 10. RELATIONSHIP BETWEEN EDUCATIONAL QUALIFICATION AND LEVEL OF SATISFACTION TWO-WAY TABLE CHI-SQUARE TEST 12. 41 49 57 42 50 43 51 44 52 45 53 59 46 54 58 47 55 11 .Com.. M. RELATIONSHIP BETWEEN MARITAL STATUS AND LEVEL OF SATISFACTION TWO-WAY TABLE CHI-SQUARE TEST 13 RELATIONSHIP BETWEEN FAMILY SIZE AND LEVEL OF SATISFACTION TWO-WAY TABLE CHI-SQUARE TEST CORRELATION RELATIONSHIP BETWEEN EXPERIENCE AND LEVEL OF 14 SATISFACTION TWO-WAY TABLE CHI-SQUARE TEST CORRELATION RELATIONSHIP BETWEEN MONTHLY SALARY AND 15 LEVEL OF SATISFACTION TWO-WAY TABLE CHI-SQUARE TEST PAGE NO.Phil Coimbatore.
Com..SUKUMAR M.Phil Coimbatore. M. TamilNadu 12 .
which acts as a motivation to work. physiological and environmental circumstances that cause any person truthfully to say I am satisfied with my job”. Satisfaction does mean the simple feeling-state accompanying the attainment of any goal.Com.. Locke defines job satisfaction as a “Pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”. the end-state is feeling accompanying the attainment by an impulse of its objectives. The term relates to the total relationship between an individual and the employer for which he is paid. happiness or self contentment but the satisfaction on the job. Research workers differently described the factors contributing to job satisfaction and job dissatisfaction.Phil Coimbatore. INTRODUCTION Job satisfaction refers to a person’s feeling of satisfaction on the job. Hoppock describes job satisfaction as. It is not the self satisfaction. Job satisfaction does mean absence of motivation at work.SUKUMAR M. TamilNadu CHAPTER I INTRODUCTION ABOUT THE STUDY 1. M.. to the extent that person’s job fulfill his dominant need and is consistent with his expectations and values. 13 . The term “job satisfaction” refers to an employee’s general attitudes toward his job. The job will be satisfying there are three major theories of job satisfaction viz. “Any combination of psychological.
a comprehensive approach requires that may additional factors be included before a complete understanding of job satisfaction can be obtained..Phil Coimbatore. Such factors as the employee’s are.SUKUMAR M. Co-workers: The degree to which follow workers are technically proficient and socially supportive. social status. his family relationship. TamilNadu 1. health. recreational or purely social-contribute ultimately to job satisfaction. temperament. 2. M. opportunities for learning and the chance of accept responsibility. Herzberg’s Motivation-Hygiene Theory. desires and levels of aspiration should be considered. However. these are: The work itself: The extent to which the job provides the individual with the interesting task.Com. Need Fulfillment Theory. Smith Kendall and Hulin have suggested that there are five job dimensions that represent the most important characteristics of a job about which people have affective responses. 14 . Pay: The amount of financial remuneration that is received and the degree to which this is viewed as equitable vis-avis that of others in the organization. Social Reference Group Theory. 3. Promotion opportunities: The chance for advancement in the hierarchy. Supervision: The ability is on the supervision to provide technical assistance and behavioral support. Further.
ORGANIZATIONAL VARIABLES 1. M. 15 .2. Organizational variables.SUKUMAR M.Phil Coimbatore. there are two types of variables which determine the job satisfaction of an individual.Com. the greater the satisfaction of the individuals involved. Personal variables. Hence considerate leadership results in higher job satisfaction than inconsiderate leadership. TamilNadu 1. Job Content Greater the variation in job content and the less the repetitiveness with which the tasks must be performed. 3. This is because of higher levels of job carry greater prestige and self control.DETERMINANTS OF JOB SATISFACTION According to Abraham A. Considerate Leadership People like to be treated with consideration. These are: 1. Korman.. 2. Occupational Level The higher the level of the job the greater the satisfaction of the individuals. and 2.
etc. most jobs will be personal variables like age.Com. when 1.SUKUMAR M. sex. educational levels. it appears job will be dissatisfying irrespective of the organizational conditions involved. Age Most of the evidence on the relation between age and job satisfaction. 1. 5. An explanation for this finding lies in both theories discussed above. 2.. when is interaction in the workgroup a source of job satisfaction and when it is not? Interaction is must satisfying.. seems to indicate that there is generally a positive relationship 16 . It results are being accepted by others. holding such factors as occupational level constants. TamilNadu 4. M. Interaction In The Workgroup Here the question is. Pay And Promotional Opportunities All other things being equal these two variables are positively related to job satisfaction. PERSONAL VARIABLES For some people. whereas or others.Phil Coimbatore. It facilitates the achievement of goals.
TamilNadu between the two variables up to the pre-retirement years and then there is a sharp decrease in satisfaction. Job satisfaction is determined by this factor also. 4. Role Perception The different individuals holder different perceptions about their role i. the higher the reference group which the individual looks to for guidance to evaluate his job rewards. DETERMINATION OF JOB SATISFACTION AS FOLLOWS 17 . M. one might predict this to be the case considering the generally lower occupational aspiration of women. Sex There is yet no confident evidence as to whether women are more satisfied with that their job than men... the kind of activities and behaviors they should engage in to a firm makes job successful. 2. Holding such factors as job and occupational levels constant.SUKUMAR M. The higher the educational.Com.e.Phil Coimbatore. 3. Educational Levels With occupational level held constant there is a negative relationship between the educational level and job satisfaction.
M.Phil Coimbatore. TamilNadu General working conditions Union-Management Relations General Quality of supervisors Type of work Co-workers Ease to communicating to work Advancement opportunities Security Supervision Company prestige Working hours Recognition Autonomy Fair evaluation of work done Job status 18 .SUKUMAR M.Com..
since a job is an important part of life.Com. Further. Since job satisfaction is a type of mental feeling. its favourableness or unfavourablesness affects the individual psychologically which ultimately affects his physical health.SUKUMAR M. TamilNadu Effect of Job Satisfaction Job satisfaction has a variety of effects. Lawler has pointed out that drug abuse.. M. For example. job satisfaction influences general life satisfaction. absenteeism. Physical and Mental Health: The degree of job satisfaction affects an individual’s physical and mental health. The result is that there is spillover effect which occurs in both directions between job and life satisfaction.Phil Coimbatore. A happy worker is a productive worker. Productivity: There are two views about the relationship between job satisfaction and productivity: 1. 19 . These effects may be seen in the context of an individual’s physical and mental health. productivity. and turnover. alcoholism and mental and physical health result from psychologically harmful jobs.
The satisfaction on such a type of reward may help to increase productivity.. For example. TamilNadu 2. This relationship may be explained in terms of the operation of two factors: effect of job performance on satisfaction and organizational expectations from individuals for job performance. The basic factor for this phenomenon is the rewards (a source of satisfaction) attached with performance. However. The basic logic behind this is that a happy worker will put more efforts for job performance. The extrinsic reward is subject to control by management such as salary.Com. this view does not explain fully the complex relationship between job satisfaction and productivity. a worker having low expectations from his jobs may feel satisfied but he may not put his efforts more vigorously because of his low expectations from the job. etc. when satisfaction decreases.SUKUMAR M. The intrinsic reward stems from the job itself which may be in the form of growth potential. productivity increases. challenging job.Phil Coimbatore. Various research studies also support this view. 1. The first view establishes a direct cause-effect relationship between job satisfaction and productivity. M. Any increase in 20 . A happy worker is not necessarily a productive worker. bonus. There are two types of rewards-intrinsic and extrinsic. productivity decreases. The another view: That is a satisfied worker is not necessarily a productive worker explains the relationship between job satisfaction and productivity. when job satisfaction increases. Job performance leads to job satisfaction and not the other way round. Therefore. etc. this may not be true in all cases.
A happy worker does not necessarily contribute to higher productivity because he has to operate under certain technological constraints and. Employee turnover: 21 . This absence is due to lack of satisfaction from the job which produces a ‘lack of will to work’ and alienate a worker form work as for as possible. it does not mean that the job satisfaction has no impact o productivity. It is the former type of absence which is a matter of concern. Thus. 2. Thus. he cannot go beyond certain output.Phil Coimbatore.. job satisfaction is related to absenteeism. Further. Absenteeism: Absenteeism refers to the frequency of absence of job holder from the workplace either unexcused absence due to some avoidable reasons or long absence due to some unavoidable reasons. the work situation is pegged to minimally acceptable level of performance. M. this constraint affects the management’s expectations from the individual in the form of lower output. TamilNadu these factors does not hep to increase productivity though these factors increase job satisfaction. A satisfied worker may not necessarily lead to increased productivity but a dis-satisfied worker leads to lower productivity. However. therefore.SUKUMAR M.Com.
Com. However. the other cause being better opportunity elsewhere. these professionals leave their organizations not simply because they are not satisfied but because of the opportunities offered from other sources particularly from foreign companies located abroad. 1. he tries to overcome this through the various ways of defense mechanism. For example. When an individual feels dissatisfaction in the organization. in general case. Thus. 22 . in the present context.SUKUMAR M. However. employee turnover is related to job satisfaction. M. he opts to leave the organization.Phil Coimbatore. the rate of turnover of computer software professionals is very high in India.3. SCOPE OF STUDY The scope of this study is to understand the satisfaction of the pickup and delivery staffs in the professional courier. job satisfaction is not the only cause of employee turnover. TamilNadu Turnover of employees is the rate at which employees leave the organization within a given period of time. If he is not able to do so. The study is useful to the professional courier management to know the level of satisfaction and needs of the employees..
Com.SUKUMAR M.. M.Phil Coimbatore. TamilNadu 23 .
To study the relationship between the personal factors of the employee (Income. etc..) To offer suggestions to the courier to improve their employee’s satisfactory level. M. TamilNadu 1.4. Gender. To determine the level of satisfaction of the respondents regarding their job.. 24 . OBJECTIVES OF STUDY The following are the objectives of the present study.SUKUMAR M. To study and understand the job satisfaction among the employees of The Professional Couriers. To study the various factors which influencing job satisfaction.Com. Designation. Educational qualification.Phil Coimbatore.
SUKUMAR M.Phil Coimbatore. TamilNadu 25 ..Com. M.
SAMPLE SIZE All the items consideration in any field of inquiry constitutes a universe of population. UD = Undecided 4.Phil Coimbatore.Com. SA = Strongly agree 5. The samples are selected on the basis of convenient.. 1. QUESTIONNAIRE SCHEDULE Questions are framed in such a way that the answers reflect the ideas and thoughts of the respondents with regard to level of satisfaction of various factors of job satisfaction. The primary data were collected from the respondents. the secondary data were collected from the books. In this research only a few items can be selected form the population for our study purpose. Here out sample size is 100 employees from the total population in the delivery peoples. A = Agree 2.SUKUMAR M.5. TamilNadu 1. The following scaling techniques have been used for each question in the interviews schedule. M. DA = Dis Agree 3. These dates collected from the respondents were through questionnaires. The items selected constitute what is technically called a sample. RESEARCH METHODOLOGY The methodology this study consists of both primary and secondary data. SDA = Strongly Dis agree 26 .
It is denoted by ‘r’.Com. Correlation: Correlation is the method for measuring the magnitude of linear relationship between the two variables.Phil Coimbatore.. TamilNadu TOOLS OF ANALYSIS Simple percentage analysis: Here the simple percentage analysis is used for calculating the percentage of satisfaction level in the total respondents. It is most widely used method in practice and it is known as Karl Pearson’s coefficient of correlation. from 51 – 70 are got average satisfaction and 71 – 90 respondents are highly satisfaction. Two-way analysis: The score secured by the respondents who falls between the score as up to 50 indicates less satisfaction of the respondents. 27 . M.SUKUMAR M.
.Phil Coimbatore.Com. M. TamilNadu 28 .SUKUMAR M.
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
Chi-square test is applied to test the goodness of fit, to verify the distribution of observed data with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual and expected frequencies; Karl Pearson’s has developed a method to test the difference between the theoretical (hypothesis) & the observed value. Chi – square test (X2) = (O – E)2 / E Degrees Of Freedom = V = (R – 1) (C -1) Were, ‘O’ = Observed Frequency ‘E’ = Expected Frequency ‘R’ = Number of Rows ‘C’ = Number of Columns
For all the chi-square test the table value has taken @ 5% level of significance.
AREAS OF STUDY
The area of the study is THE PROFESSIONAL COURIERS, Head Office, Coimbatore.
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
M.6. they feared that management would take any action against them. So it is not reflect the other official employee’s job satisfaction.SUKUMAR M. There was a fear of reprisal among the employees to reveal their personal feelings and the result may not reflect the actual satisfactions. The findings and conclusions are based on knowledge and experience of the respondents sometime may subject to bias. 32 . Some respondents hesitated to give the actual situation. So a detailed and comprehensive study could not be made. The sample was confined to 150 respondents.Phil Coimbatore.Com. LIMITATIONS OF STUDY The research was conducted within a limited duration.. The research was conducted within pickup and delivery staffs only. TamilNadu 1. So this study cannot be regarded as “full – proof” one.
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
Chapter – I It gives a brief introduction about the study and scope, objective, methodology and limitations of the study.
Chapter – II It deals with the review of literature.
Chapter – III It covers the history of The Professional Courier.
Chapter – IV It deals with the analysis and interpretations of the collected data.
Chapter – V It covers the various findings and suggestions of the study along with the conclusion.
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
weighting up the sum total of influences of the job. the promotion. The study of job satisfaction is a relatively recent phenomenon. works itself. It can perhaps be said to have begun in earnest with the famous Hawthorne studies conducted by Elton Mayo at the western Electronic Company in 1920s during the course of investigations.. Since the Hawthorne studies there has been an enormous output of work on the nature. job satisfaction is the attitude towards the job as a whole. However they become convinced that factors of a social nature were affecting satisfaction with the job and productivity. promotion.Phil Coimbatore. has about his job. This total body of feelings involves.e. supervision. Job satisfaction is a function of satisfaction with different aspects of job.. TamilNadu CHAPTER II REVIEW OF LITERATURE Job satisfaction represents the constellations of person’s attitude towards or about the job. M. pay. co-workers. Where in total they give rise 36 The traditional model of job satisfaction is that it consists of the total body of feelings that an individual .Com. the nature of supervision and so on.SUKUMAR M. In general. the nature of job itself. causes and correlates of job satisfaction. etc. in effect. The promotion prospects. and of the particular weighting or importance one attaches to these respective components. Where the sum total of influences gives rise to feelings of satisfactions the individual is job satisfied. i. the pay.
The factors which cause job dissatisfaction called hygiene 37 . These proposing an expectancy theory usually regarded over all job satisfaction as a function of satisfaction with various elements of the job. Another theory that has dominated the study of the nature of job satisfaction is Herzberg’s famous “Two factory Theory’s of job satisfaction. Expectancy theory points to the importance of the individual’s expectations of his job in determining job satisfaction.SUKUMAR M. What expect expectation of individuals will have of a job may vary. M. However. some deriving from social others from individual causes.. which level factors such as their relating to satisfaction with the job itself. but on the job expectations that individuals have of what their job should provide. a failure of the job to meet this expectation will lead to dissatisfaction compared to a situation where no such expectation is involved.Phil Coimbatore. Improving any one of these influences will lead in the direction of job satisfaction.Com. In this he claims that the factors which cause job satisfaction are separate and distinct from the factors which job dissatisfaction. what makes a job satisfying does not depends only on the nature of the job. For individuals who have expectations that their job should give them opportunities for pay. TamilNadu to feelings of job dissatisfaction the individual is job dissatisfied. challenge. For a large number of reasons. making less satisfactory any one of the influences will lead in the direction of the job dissatisfaction. The factors causing job satisfaction.
Monetary benefits and 5. Philip apple while has listed five major components of job satisfaction as. except may be for a short run. social status and political and social activities can all contribute to job satisfaction. The individual’s health.Phil Coimbatore. Attitude towards work group. Attitude towards supervision Other components that should be added to these five are the individual’s state of mind about the work itself and about life in general. Morale is the byproduct of a group. TamilNadu factors are more concerned with conditions of work such as pay and supervision. 2. 1. 4. Job satisfaction is not synonymous with organizational morale.Com. A person attitude toward the job may be positive or negative. M. Attitude towards company. age. 38 . However the two concepts are interrelated in that job satisfaction can contribute to morale and morale can contribute to job satisfaction. level of aspiration. which is the possession of felling of being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. At no time does Herzberg argue a job satisfactory. while job satisfaction is more of an individual stage of mind. 3. General workings conditions.SUKUMAR M. For many years managers generally have believed that a satisfied worker is necessarily a good worker..
Satisfied employees are preferred simply because they affect the work environment positively. Recent research evidence generally rejects the more popular view that satisfaction causes performance. grievances and strikes. provide moderate support for the view that job effort causes satisfaction. TamilNadu In other works if management could keep all the employees “HAPPY”. however. increasing an employee’s happiness is for more pleasant than discussing with the worker his or her failure to meet standards. M. this feeling goes much deeper and is far less tenuous than happiness. 39 . absenteeism. Greene’s thesis is that if a performance problem exists.Phil Coimbatore. good performance would automatically follow. tardiness accidents. Although happiness eventually results from satisfaction. there are numerous reasons for taking steps to encourage employee satisfaction..SUKUMAR M. Charles Greene has suggested that many managers subscribe to this be life because it represent “the path of least residence”. The evidence also strongly indicates that rewards constitute a more direct cause of satisfaction that performance does and that rewards based on current effort causes subsequent performance. The evidence does.Com. Thus even through a well satisfied employee is not necessarily an outstanding performer. recruitment efforts by current employees generally are more successful if these employees are well satisfied. In addition. Research also indicates that a high level of job satisfaction does have a positive impact is reducing turnover.
The factors that determine whether an individual is adequately satisfied with the job differ from those that determine whether he or she is motivated. The level of satisfaction is largely determined by the comforts offered by the environment and situation. 40 . Motivation on the other hand. tardiness and turnover. Motivation results is added effort that is turn leads to increased performance if the individual has the ability and result of high satisfaction is increased commitment to the organized which may or may not result is better performance. whereas satisfaction reflects situation.SUKUMAR M. The increased commitment normally will lessen the number of personnel related problems. excessive absenteeism.Phil Coimbatore. Such as strikes. TamilNadu A high level of satisfaction leads to organizational commitment while a low level or dissatisfaction results in behaviours detrimental to the organization. is largely determined by the value of rewards and their contingency on performance. Motivation is a drive to perform. It must be remembered that satisfaction and motivation are not synonymous.. M.Com.
SUKUMAR M.. TamilNadu 41 . M.Com.Phil Coimbatore.
The techniques used by the Researcher for analyzing the data were through questionnaire method. Jabalpur done by Mr. 42 . experience. age. The tools adopted by the Researcher were average scoring and two-way table method to find out job satisfaction. RAVIKUMAR (MBA project) in the year 1985. The techniques used by the Researcher for analyzing the data were personal interview.M. educational qualification. experience. The tools adopted by the Researcher were percentage method of tabulation to find job satisfaction. Cbe) Done by Mr. The Researcher interviewed sixty workers on the basis of sex.. monthly income.Com. Shri Veeco chems corporation. marital status and family income. C. A study on job satisfaction among bank officers in State Bank of India. educational qualification. The Researcher interviewed forty respondents on the basis of sex.SUKUMAR M. M. in the year 1990. TamilNadu A study on job satisfaction among workers in chemical unit (M/S.Madhu. Valparai Taluk.K. age. marital status and family income.Phil Coimbatore. done by Mr. monthly income. NAREND in his MBA project. A study on job satisfaction of Tea Plantation Workers with special reference to Sheikalmudi Estate.S.
Therefore. The techniques used by the Researcher for analyzing the data were through questionnaire and personal interview method. educational qualification. The Researcher interviewed Sixty respondents on the basis of sex. M.SUKUMAR M. The tools adopted by the researcher were average scoring and two-way table method. marital status and family income.. The hypothesis was tested through chi-squire test and correlation to find out job satisfaction. Thus the study has been aimed to measure the job satisfaction in The Professional Courier. 43 . TamilNadu In the year 1986 (M.Com project).Phil Coimbatore. experience. The researcher had made previous study on job satisfaction in various areas. monthly income. on researcher had done any particular study on job satisfaction among The Professional Courier employees.Com. age.
TamilNadu 44 .SUKUMAR M.Phil Coimbatore..Com. M.
Certification for Karnataka Region.1.Com. documents and cargo “The Professional Couriers” (TPC) have reached the pinnacle of being a truly professional courier company. 2. 1994 .Launch of the International Services. 2000 . 1990 .Phil Coimbatore. 2001 . Corporates. M..Introduction of Van Operations.SUKUMAR M. 1987 . TamilNadu CHAPTER III HISTORY OF THE PROFESSIONAL COURIER The Professional Couriers (TPC) was born on 1st November 1987. with a strong work force and a Network of offices spread globally.ISO 9002 .Introduction of Website & Computerized Track & Trace System. In the year 1987 with a sole mission of catering effective written messages. having today the infrastructure for bulk cargo both nationally and internationally. The Professional Couriers have come a long way in providing total solutions for a broad spectrum from individuals to leading Public Sector Undertakings.Computerization commenced. Educational and Financial Institutions.Launch of The Professional Couriers Network with 7 offices. OPERATION NETWORK 45 . 1993 . MNCs. 1999 .All India contracts with major Nationalized Banks. Government Bodies.
Maharashtra and Tamil Nadu to transport our documents interconnecting all the destinations and the total operation is controlled and supervised by HUB-CENTER In-charges. Kerala. The HUB and SPOKE concept is carried out to perfection resulting in the creation of such a vast network. critical and urgent shipments that weight anything in excess of five kilograms. modern communication network and large fleet of transportation vehicles backed by dedicated team of professionals truly proves that their claim “We care…. DOMESTIC SERVICES At Professional the sophisticated Hub-and-spoke system with ware housing and storage facilities.2.Phil Coimbatore.Com. The Professional Couriers in the only Domestic Couriers having the largest network in India. For your valuables” is the quintessence of their business philosophy. Based on the specific requirements of each individual or corporate the company provides customized services with the application of multi-modal distribution systems integrated by 46 . 2.. M. The total numbers of HUBs all over the country are 200 catering to around 1500 offices.SUKUMAR M. TamilNadu THE PROFESSIONAL COURIER operate their own vans in states of Andhra Pradesh. The Professional Couriers offers a comprehensive range of solutions for daily or one time requirement to move all types of cargo –high value. Karnataka. covering more than 25000 destinations with around 1500 offices all over the country.
DOMESTIC SECTOR Express Service Your time sensitive Documents / Non-documents are delivered next day on priority basis. Based on customer requirements. TamilNadu surface transport (container LCVs and Trains) as well as by air transport (scheduled domestic and international flights). Logistic Solutions 47 . Surface Cargo All your bulk consignments are transported through our own trucks and through Railways to various stations all over India.SUKUMAR M. M. Air Cargo All your bulk consignments are sent through cargo flights to various destinations.3. perishable commodities (fruits and vegetables) and other time sensitive cargo by air transport.. This provides specialized handling and door-to-door delivery of critical priority shipments such as medicines (vaccines). Supported by container LCVs. air cargo shipments are delivered to the specific destination in 24 – 48 hrs. TPC ensures added and on time delivery for surface transit cargo.Phil Coimbatore.Com. 2.
This includes mobile phone bills.. labeling. greetings and others.Phil Coimbatore. M. Pick & Pack Packaging and Processing – Customers get opportunity in availing services even for insertions of documents in envelopes. TamilNadu Warehousing and dispatches – THE PROFESSIONAL COURIER provides go-down facilities and function as a logistic service provider for procurement. service or message as stickers. This includes handling 48 . interest warrants.This offers morning bookings made delivery by evening of the same day. Dawn to Dusk Same day service . processing and packing. Ad & Add A media courier – This offers space on every consignment / document for advertisement for customers to display their product. packing and dispatches as per customer needs. annual reports.SUKUMAR M. AGM notices. product promotional literature. storing. Bulk Mail Processing outsourced – This gives customers opportunity to outsource the services of couriers in doing all process that needs specialization in handling bulk mails.Com.
Based on the specific requirements of each individual or corporate the company provides customized services with the application of multi-modal distribution systems integrated by surface transport (container LCVs and Trains) as well as by air transport (scheduled domestic and international flights). periodicals.. TPC is committed to provide affordable International courier service and at the same time strictly adhering to the stringent time schedules and quality standards. The real 49 . 2.4..Com. trade samples and advertisement material. provides international express service with a great degree of operational versatility that allows the shipment status to be monitored on a continuous basis through its web based Track & Trace System. INTERNATIONAL (International Destinations) The Professional Couriers is an Organization dedicated to the cause of serving the Indian in his day-to-day effort to reach his written communication message and bulk consignments to every possible nook and corner of the world safely and at the specified time to reach. M.SUKUMAR M. Professional International Couriers Pvt Ltd.Phil Coimbatore. TamilNadu and delivery of bulk printed materials such as magazines. INTERNATIONAL SERVICES The Professional Couriers offers a comprehensive range of solutions for daily or one time requirement to move all types of cargo –high value. yellow pages. telephone directories. an offshoot of the parent company. critical and urgent shipments that weight anything in excess of five kilograms.
Com.SUKUMAR M. TamilNadu attribute in the success of TPC is its willingness to upgrade the systems with changing times and also to incorporate fresh and innovative ideas to make its presence felt.Phil Coimbatore. M. 50 ..
TamilNadu 51 .SUKUMAR M.Phil Coimbatore. M.Com..
promotional opportunity. M. For high satisfaction three points were given. TamilNadu CHAPTER – IV ANALYSIS AND INTERPRETATION This chapter is allocated for analysis and interpretation of data. For each of the factor three levels of satisfaction were assigned namely high. The variations in the extent of the consumer satisfaction can be measured with the variables such as job secured. and satisfaction factors of the respondents Calculation of Satisfactory Scores The Respondents were asked to state their level of Satisfaction relating to twenty factors. medium and low..Phil Coimbatore. Based on their responses the Satisfaction score obtained by each respondent was found out. relationship with management. Points or scores were allocated based on the response. 52 .SUKUMAR M.Com. two-way table and chi-squire test does the analysis of job satisfaction. Preparing percentage analysis. which is directly extracted from the questionnaire. for Medium two and for low satisfaction one point was given.
53 . NUMBER OF RESPONDENTS AND LEVEL OF SATISFACTION LEVEL OF SATISFACTION High satisfaction Medium satisfaction Low satisfaction TOTAL TWO-WAY ANALYSIS: NO. M. from 51 – 70 are got average satisfaction and 71 – 90 respondents are highly satisfied.Phil Coimbatore. All the hundred respondents were classified based on their level of satisfaction. OF RESPONDENTS 72 64 14 150 The score secured by the respondents who falls between the score as up to 50 indicates less satisfaction of the respondents..SUKUMAR M. Respondents with 51 – 70 points were classified under medium satisfaction category and those with more than 70 points were classified under high satisfaction category. TamilNadu The total scores secured by each respondent were thus arrived at.Com. Those who have obtained up to 50 points were classified under low satisfaction category.
SUKUMAR M.Com.Phil Coimbatore. M. TamilNadu 54 ..
TamilNadu SIMPLE PERCENTAGE TABLE ..Phil Coimbatore.1 AGE Age is an important factor that has an influence of job satisfaction. M.Com. OF RESPONDENTS 33 68 49 150 PERCENTAGE (%) 22 45 33 100 INTERPRETATION: Majority of the respondents (45%) are in 21 to 30 years age group and 33% of the respondents are above 30 years age group and 22% of the respondents are below 20 years age group.SUKUMAR M. Hence according to age levels the respondents are classified into three factors. 55 . AGE GROUP AND NUMBER OF RESPONDENTS AGE BELOW 20 21 TO 30 ABOVE 30 TOTAL NO.
TamilNadu 56 .SUKUMAR M.Phil Coimbatore.Com. M..
TamilNadu SIMPLE PERCENTAGE TABLE – 2 GENDER There is as yet no consistent evidence as to whether women are more satisfied with their job than men. GENDER AND NUMBER OF RESPONDENTS GENDER MALE FEMALE TOTAL NO. M. bolding such factors as job and occupational level constant. One might predict this to be the case.Com. OF RESPONDENTS 123 27 150 PERCENTAGE (%) 82 18 100 INTERPRETATION: Majority of the respondents (82%) are male and 18% of the respondents are female.SUKUMAR M.Phil Coimbatore. Considering the generally lower occupational aspiration of women.. 57 .
M.. TamilNadu 58 .SUKUMAR M.Com.Phil Coimbatore.
TamilNadu SIMPLE PERCENTAGE TABLE – 3 EDUCATION Education qualification of the respondents may affect the preception of job satisfaction.Phil Coimbatore. OF RESPONDENTS 101 42 7 150 PERCENTAGE (%) 67 28 5 100 INTERPRETATION: Majority of the respondents (67%) are school level and 28% of the respondents are graduate and 5% of the respondents are post graduate. Highly educated may expect much better work life then others. 59 . M..Com.SUKUMAR M. According to educational qualification the respondents are classified into four categories as under. EDUCATION AND NUMBER OF RESPONDENTS EDUCATIONAL STATUS SCHOOL LEVEL GRADUATE POST-GRADUAT E TOTAL NO.
M.SUKUMAR M.Phil Coimbatore..Com. TamilNadu 60 .
61 . OF RESPONDENTS 56 94 150 PERCENTAGE (%) 37 63 100 INTERPRETATION: Majority of the respondents (63%) are unmarried and 37% of the respondents are married.SUKUMAR M. Because the married people has some unavoidable responsibility. MARITAL STATUS AND NUMBER OF RESPONDENTS MARITAL STATUS MARRIED UNMARRIED TOTAL NO. M.4 MARITAL STATUS The marital status may influence the job satisfaction as a personal factor..Com.Phil Coimbatore. TamilNadu SIMPLE PERCENTAGE TABLE .
Phil Coimbatore..SUKUMAR M. M.Com. TamilNadu 62 .
Phil Coimbatore.SUKUMAR M.5 ABOVE 5 TOTAL NO. OF RESPONDENTS 11 46 93 150 PERCENTAGE (%) 7 31 62 100 INTERPRETATION: Majority of the respondents (62%) are above 5 members in a family and 31% fo the respondetns are 3 to 5 members and 7% of the respondents are upto 2 members. Member between four to six is been grouped under medium size family and above six members have been grouped under large size family. TamilNadu SIMPLE PERCENTAGE TABLE – 5 FAMILY SIZE The respondents have been classified into three groups. The family number upto three have been grouped as samll size. FAMILY SIZE AND NUMBER OF RESPONDENTS FAMILY SIZE UPTO 2 3. 63 ..Com. M.
SUKUMAR M.Phil Coimbatore. M.. TamilNadu 64 .Com.
TamilNadu SIMPLE PERCENTAGE TABLE – 6 EXPERIENCE The experience of the employees in their job is another factor affecting the perception on job satisfaction.SUKUMAR M. OF RESPONDENTS 76 51 23 150 PERCENTAGE (%) 51 34 15 100 INTERPRETATION: Manority of the respondents (51%) are below 5 years and 34% of the respondents are 5 – 10 years and 15% of the respondents are above 10 years.Phil Coimbatore.. Highly experienced may expect better working acmaspear and having less experienced satisfy with the exesting one. The respondents are classified into three categories according to their level of experience as under: EXPERIENCE AND NUMBER OF RESPONDENTS EXPERIENCE BELOW 5 5 TO 10 ABOVE 10 TOTAL NO.Com. M. 65 .
SUKUMAR M. TamilNadu 66 ..Phil Coimbatore.Com. M.
000 Rs. TamilNadu SIMPLE PERCENTAGE TABLE – 7 MONTHLY SALARY Man work to earn every employee in the organisation will expect a corret pay to be paid for the job done by him.000 and 15% of the respondents are 3.000 and 34% of the respondents are 4.Com.000.5. OF RESPONDENTS 21 23 51 55 150 PERCENTAGE (%) 14 15 34 37 100 INTERPRETATION: Majority of the respondents (37%) are abvoe Rs.SUKUMAR M.000 Rs.Phil Coimbatore. The reasonable pay for each job which is performed in theorganisation.3.000 TOTAL NO.001 – 5.000 and the remaining 14% of respondents are below 3. 67 .5.001 TO 4. M.001 – 4. This scale of pay may help for the job satisfaction to a greater extent..000 ABOVE Rs.4. MONTHLY SALARY AND NUMBER OF RESPONDENTS SALARY PER MONTH BELOW 3.001 TO 5.
M.Com. TamilNadu 68 .SUKUMAR M.Phil Coimbatore..
Phil Coimbatore. 69 .Com. TamilNadu SIMPLE PERCENTAGE TABLE – 8 COME FROM HOME OR ROOM PROVIDED BY THE COURIER It is one of the important factor to measure the level of satisfaction. So the respondents are classified according to where they come from.SUKUMAR M. OF RESPONDENTS 80 PERCENTAGE (%) 53 ROOM TOTAL 70 150 47 100 INTERPRETATION: There is no high diviation in the number of respondents from room and from house.. M. 53% of respondents are come from their house and the 47% of respondents are come from room provided by the courier. Because the room facility and food are influence the level of satisfaction. RESPONDENTS COME FROM AND NUMBER OF RESPONDENTS COME FROM HOUSE NO.
Com. M.SUKUMAR M. TamilNadu 70 .Phil Coimbatore..
SUKUMAR M. And in medium satisfaction 57% of highest percentage in middle age group and followed by young age group with 52% of satisfaction.Phil Coimbatore.1 Relationship Between Age And Level Of Satisfaction LEVEL OF SATISFACTION AGE YOUNG AGE MIDDLE AGE OLD AGE TOTAL HIGHLY SATISFIED 12(36%) 34(50%) 26(53%) 72 MEDIUM SATISFACTION 17(52%) 29(57%) 18(37%) 64 LOW SATISFACTION 4(12%) 5(7%) 5(10%) 14 TOTAL 33 68 49 150 INFERENCE: The above table reveals that the percentage of highly satisfied is in the old age group (53%) and 50% of highly satisfied in the middle age group and followed by young age group. M. The highest percentage of 12% in low satisfaction is in old age group. TamilNadu TWO WAY TABLE .. 71 .Com.
.SUKUMAR M. M.Phil Coimbatore. TamilNadu 72 .Com.
SUKUMAR M.Com. The percentage of medium satisfied is highest in female group.. TamilNadu TWO WAY TABLE -2 Relationship Between Gender And Level Of Satisfaction LEVEL OF SATISFACTION GENDER HIGHLY SATISFIED 63(51%) 9(33%) 72 MEDIUM SATISFACTION 50(41%) 14(52%) 64 LOW SATISFACTION 10(8%) 4(15%) 14 TOTAL MALE FEMALE TOTAL 123 27 150 INFERENCE: From the above table the percentage of highly satisfied is in male group followed by the female group.Phil Coimbatore. M. 73 .
. TamilNadu 74 . M.Com.Phil Coimbatore.SUKUMAR M.
The percentage of medium satisfied is highest among the respondents of post graduate group. 75 . TamilNadu TWO WAY TABLE -3 Relationship Between Educational Status And Level Of Satisfaction LEVEL OF SATISFACTION EDUCATION HIGHLY SATISFIED 51(50%) 20(48%) 1(14%) 72 MEDIUM SATISFACTION 41(41%) 18(43%) 5(72%) 64 LOW SATISFACTION 9(9%) 4(9%) 1(14%) 14 TOTAL SCHOOL LEVEL GRADUATE POST GRADUATE TOTAL 101 42 7 150 INFERENCE: From the above table the percentage of highly satisfied is more among the respondents of school level group and followed by the graduate group.Com.SUKUMAR M.Phil Coimbatore.. M.
Com.SUKUMAR M. TamilNadu 76 . M.Phil Coimbatore..
Phil Coimbatore. TamilNadu TWO WAY TABLE -4 Relationship Between Marital Status And Level Of Satisfaction LEVEL OF SATISFACTION MARITAL STATUS HIGHLY SATISFIED 40(63%) 32(37%) 72 MEDIUM SATISFACTION 15(23%) 49(57%) 64 LOW SATISFACTION 9(14%) 5(6%) 14 TOTAL MARRIED UNMARRIED TOTAL 64 86 150 INFERENCE: The above table reveals that the percentage of highly satisfied is in unmarried group followed by married group. 77 . M. And in medium satisfaction highest percentage is in married group and followed by unmarried group.Com..SUKUMAR M.
TamilNadu 78 .Com..Phil Coimbatore. M.SUKUMAR M.
And in medium satisfaction the highest percentage is in 2 to 4 members group and followed by above 4 members group.Com. 79 .Phil Coimbatore. TamilNadu TWO WAY TABLE -5 Relationship Between Family Size And Level Of Satisfaction LEVEL OF SATISFACTION FAMILY SIZE HIGHLY SATISFIED 7(64%) 23(50%) 42(45%) 72 MEDIUM SATISFACTION 3(27%) 21(46%) 39(43%) 64 LOW SATISFACTION 1(9%) 2(4%) 11(12%) 14 TOTAL UP TO 2 2 TO 4 ABOVE 4 TOTAL 11 46 93 150 INFERENCE: The above table shows that the percentage of highly satisfied respondents in the group up to 2 members group and it is followed by 2 to 4 members group. M.SUKUMAR M..
M. TamilNadu 80 .SUKUMAR M.Phil Coimbatore..Com.
.SUKUMAR M. TamilNadu TWO WAY TABLE -6 Relationship Between Experience And Level Of Satisfaction LEVEL OF SATISFACTION EXPERIENCE HIGHLY SATISFIED 27(36%) 32(63%) 13(57%) 72 MEDIUM SATISFACTION 42(55%) 15(29%) 7(30%) 64 LOW SATISFACTION 7(9%) 4(8%) 3(13%) 14 TOTAL Less than 5 years 5 to 10 years Above 10 years TOTAL 76 51 23 150 INFERENCE: The above table reveals that the respondents from 5 – 10 years group have derived highest satisfaction. 81 . M.Phil Coimbatore. The percentage of medium satisfaction is high in the category of less than 5 years group.Com.
Phil Coimbatore. TamilNadu 82 .SUKUMAR M.Com.. M.
SUKUMAR M. 83 . M.4. TamilNadu TWO WAY TABLE -7 Relationship Between Monthly Salary And Level Of Satisfaction LEVEL OF SATISFACTION MONTHLY SALARY HIGHLY SATISFIED Less than Rs. It was followed by the groups Rs.000 10(48%) MEDIUM SATISFACTION 9(42%) LOW SATISFACTION 2(10%) 21 TOTAL Rs.4.3.3.000 7(30%) 14(61%) 2(9%) 23 Rs.4.001 – Rs.000 group. In medium satisfaction the highest percentage is in Rs.184.108.40.206.001 – Rs.5.Com.000 30(55%) 19(35%) 6(10%) 55 TOTAL 72 64 14 150 INFERENCE: From the above table the percentage of highly satisfied respondents is more in the group above Rs.000 25(49%) 22(43%) 4(8%) 51 Above Rs.000.5.001 – Rs.Phil Coimbatore.001 – Rs.000..
Phil Coimbatore.SUKUMAR M..Com. TamilNadu 84 . M.
Therefore it is a measure to study the divergence of actual and expected frequencies.Phil Coimbatore.SUKUMAR M. to verify the distribution of observed data with assumed theoretical distribution.Com. 85 . ‘O’ = Observed Frequency ‘E’ = Expected Frequency ‘R’ = Number of Rows ‘C’ = Number of Columns For all the chi-square test the table value has taken @ 5% level of significance.. Karl Pearson’s has developed a method to test the difference between the theoretical (hypothesis) & the observed value. M. Chi – square test (X2) = (O – E)2 / E Degrees Of Freedom = V = (R – 1) (C -1) Were. TamilNadu CHI-SQUARE TEST: Chi-square test is applied to test the goodness of fit.
85 1.00 8.64 23. M.Phil Coimbatore.85 6.86 Degree of freedom Table value Calculated value - 4 9.08 6.75 1.84 32.26 0. TamilNadu CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE AGE AND LEVEL OF SATISFACTION Hypothesis: HO: There is no significant relationship between age and level of satisfaction.06 0.29 0.08 29.48 2.04 2.61 0.92 -0.84 1.Com.35 0.40 0. O 12 34 26 17 29 18 4 5 5 E 15.86 INFERENCE: 86 .93 0.15 8.SUKUMAR M.00 0.53 0.57 O-E -3.01 -2.49 2.91 3.92 -1.35 4..27 0.81 0.45 0.43 (O-E)2 14.91 0.36 2.52 14.18 (O-E)2/ E 0.01 20.
.Com. there is no significant relationship between age and level of satisfaction. TamilNadu Since the calculated value is less than the table value. 87 . So the Null hypothesis is accepted.Phil Coimbatore.SUKUMAR M. Hence. M.
SUKUMAR M. TamilNadu 88 . M.Phil Coimbatore..Com.
So the Null hypothesis is accepted.48 1.48 11.15 6. O 63 9 50 14 10 4 E 59.68 6.48 2. there is no significant relationship between gender and level of satisfaction.15 2.19 (O-E)2/E 0. TamilNadu CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE GENDER AND LEVEL OF SATISFACTION Hypothesis: HO: There is no significant relationship between gender and level of satisfaction.96 -3. 89 .48 (O-E)2 15..Com.52 TOTAL O-E 3.68 15.96 52.SUKUMAR M. Hence.12 0.48 -1.19 Degree of freedom Calculated value Table value INFERENCE: - 2 3. M.96 -2.53 0.48 2.19 5.04 12.87 3.99 Since the calculated value is less than the table value.52 11.21 0.27 1.Phil Coimbatore.19 0.19 2.
Phil Coimbatore. TamilNadu 90 .SUKUMAR M.Com.. M.
09 17.10 0. TamilNadu CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE EDUCATIONAL QUALIFICATION AND LEVEL OF SATISFACTION Hypothesis: HO: There is no significant relationship between educational qualification and level of satisfaction.65 0.00 1.Com..12 (O-E)2/E 0.49 91 .00 1.03 5.92 O-E 2.01 -0.01 0.43 0.66 0.57 4.36 0.52 -0. M.01 4.09 0.38 0.36 -2.35 TOTAL Degree of freedom Calculated value Table value INFERENCE: - 4 3.08 (O-E)2 6.16 -2.92 2.05 0.45 9.35 0. O 51 20 1 41 18 5 9 4 1 E 48.36 43.Phil Coimbatore.43 3.99 9.45 0.18 0.SUKUMAR M.48 20.18 3.00 0.16 3.02 0.08 2.13 0.
M. TamilNadu Since the calculated value is less than the table value.SUKUMAR M.Phil Coimbatore. Hence.Com.. there is no significant relationship between educational qualification and level of satisfaction. 92 . The Null hypothesis is accepted.
TamilNadu 93 ..Phil Coimbatore. M.Com.SUKUMAR M.
31 36.16 9.55 4.45 151. O 40 32 15 49 9 5 E 30.24 TOTAL Degree of freedom Calculated value Table value INFERENCE: - 2 17.09 5.Com.. So the Null hypothesis is not accepted.12 86.28 27.97 8.99 Since the calculated value is less than the table value.13 1.03 O-E 9.28 -12.16 (O-E)2/E 2. 94 .03 (O-E)2 86.14 17.31 3.24 5.12 151.Phil Coimbatore.69 5. M.03 -3.72 41. TamilNadu CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE MARITAL STATUS AND LEVEL OF SATISFACTION Hypothesis: HO: There is no significant relationship between marital status and level of satisfaction.SUKUMAR M.31 12. Hence.80 2. there is significant relationship between marital status and level of satisfaction.45 9.28 -9.53 1.
TamilNadu 95 .Com.Phil Coimbatore.SUKUMAR M. M..
96 .59 Since the calculated value is more than the table value.37 2.29 8.69 19. So the Null hypothesis is accepted.89 5.01 8.Com.64 -3.23 0.04 0.03 4.92 Degree of freedom Calculated value Table value INFERENCE: - 6 8.32 1.72 0.08 44.69 1.64 1.14 3.Phil Coimbatore. O 7 23 42 1 21 42 3 2 9 E 5.16 2.10 0.38 3.96 0.85 6.97 -2.28 22.SUKUMAR M.63 39.56 0. there is no significant relationship between family size and level of satisfaction.32 (O-E)2 2.64 4. TamilNadu CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE FAMILY SIZE AND LEVEL OF SATISFACTION Hypothesis: HO: There is no significant relationship between family size and level of satisfaction.97 13.29 0.92 -2.89 5.91 0..26 0.68 TOTAL O-E 1. M.68 1. Hence.10 (O-E)2/E 0.92 12.79 1.
TamilNadu 97 . M.SUKUMAR M..Com.Phil Coimbatore.
09 4.15 O-E -9.70 7.35 2. M.48 11.73 (O-E)2/E 2.57 -6.76 2.52 1.32 Degree of freedom Table value Calculated value - 2 5.55 3. TamilNadu CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE EXPERIENCE AND LEVEL OF SATISFACTION Hypothesis: HO: There is no significant relationship between experience and level of satisfaction.87 56.31 0.82 INFERENCE: 98 .34 11.Com.76 -2.01 0.04 32.SUKUMAR M.10 0.81 0.76 9.99 9.58 0.46 2.Phil Coimbatore.12 0. O 27 32 13 42 15 7 7 4 3 E 36.81 7.76 0.43 21.83 2.84 91.00 0.48 7.85 TOTAL (O-E)2 89.09 -0..91 0.65 45.81 -0.96 9.48 24.
99 . M.Com. Hence.SUKUMAR M. So the Null hypothesis is rejected.Phil Coimbatore. TamilNadu Since the calculated value is more than the table value. there is significant relationship between experience and level of satisfaction..
Phil Coimbatore..Com.SUKUMAR M. M. TamilNadu 100 .
59 INFERENCE: Since the calculated value is less than the table value.85 0.76 0.47 1.15 4.81 4.08 -0.00 1.01 0.58 0.75 12.02 0.SUKUMAR M. TamilNadu CHI – SQUARE TEST IS CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE MONTHLY INCOME AND LEVEL OF SATISFACTION Hypothesis: HO: There is no significant relationship between monthly income and level of satisfaction.00 0. O 10 7 25 30 9 14 22 19 2 2 4 6 E O-E 10.76 5.08 11.96 0.95 0.04 -4. 101 .00 0.01 0..19 21.24 23.32 0.60 8.15 4.75 (O-E)2/E 0.40 3. there is no significant relationship between monthly income and level of satisfaction. Hence.27 12.12 0.48 0.75 Degree of freedom Calculated value Table value - 6 4.00 1.52 26.06 19.49 0.48 0.15 -0.47 -4.04 9.Phil Coimbatore.01 16.79 0.53 0.00 17. M.04 2.Com.00 0.87 TOTAL (O-E)2 0.13 0.96 0.96 0.76 -0.04 24. So the Null hypothesis is accepted.
Com..Phil Coimbatore. TamilNadu 102 .SUKUMAR M. M.
. 103 . It is most widely used method in practice and it is known as Karl Pearson’s coefficient of correlation. TamilNadu CORRELATION: Correlation is the method for measuring the magnitude of linear relationship between the two variables. M.Com.Phil Coimbatore. It is denoted by ‘r’.SUKUMAR M.
M.Com.. TamilNadu 104 .SUKUMAR M.Phil Coimbatore.
Phil Coimbatore..70 71 .88 INFERENCE: 105 .Com.40 f v fv fv2 12 34 26 72 -1 -72 72 17 29 18 64 0 0 0 4 5 5 14 1 14 14 Formula: Result: r = -1022 = -0. M. TamilNadu CORRELATION TEST CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE AGE AND SATISFACTION LEVEL Score Age 31 .SUKUMAR M.50 51 .90 f 33 68 49 150 0 -58 86 u -1 0 1 0 fu -33 0 49 16 fu2 33 0 49 82 fuv 8 0 -21 -13 10 – 20 20 – 30 30 .09536 10716.
.Phil Coimbatore. M.SUKUMAR M. TamilNadu The correlation shows the negative result. so there is no relationship between the age and satisfaction level.Com. 106 .
Com.SUKUMAR M..Phil Coimbatore. M. TamilNadu 107 .
TamilNadu CORRELATION TEST CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE EXPERIENCE AND SATISFACTION LEVEL Score Experience 31 .90 f 76 51 23 150 0 -58 86 u -1 0 1 0 fu -76 0 23 -53 fu2 76 0 23 99 fuv 20 0 -10 10 0–5 5 – 10 10 .SUKUMAR M.15 f v fv fv2 27 32 13 72 -1 -72 72 42 15 7 64 0 0 0 7 4 3 14 1 14 14 Formula: Result: r = -1574 = -0.Phil Coimbatore.70 71 . M.14689 10715..50 51 . 108 . so the experience is not going to affect the satisfaction level.55 INFERENCE: The correlation shows the negative result.Com.
Com.SUKUMAR M. M.. TamilNadu 109 .Phil Coimbatore.
50 51 ..SUKUMAR M.90 f 20 38 5 63 0 -21 43 u -1 0 1 0 fu -20 0 5 -15 fu2 20 0 5 25 fuv -1 0 -2 -3 0–2 2–4 4-6 f v fv fv2 4 25 3 32 -1 -32 32 11 8 1 20 0 0 0 5 5 1 11 1 11 11 Formula: Result: r = -504 = -0.70 71 .Com. TamilNadu CORRELATION TEST CONDUCTED TO EXTENT THE RELATIONSHIP BETWEEN THE FAMILY SIZE AND SATISFACTION LEVEL Score Family size 31 .8 INFERENCE: 110 . M.28803 1749.Phil Coimbatore.
which implies that. the family size does not affect the employee’s satisfaction level. TamilNadu The correlation shows the negative result.Com.Phil Coimbatore. 111 .. M.SUKUMAR M.
Phil Coimbatore. M.. TamilNadu 112 .SUKUMAR M.Com.
Chi-squire test reveals that there is no relationship between the gender and the level of satisfaction.Com.SUKUMAR M. 113 . Gender: From the percentage table the majority of the respondents are from the male group. TamilNadu CHAPTER V FINDINGS.Phil Coimbatore.1. FINDINGS Age: The percentage table reveals that the majority of the respondents are belongs to the group 21 years to 30 years of age. The two-way table says that the high level of satisfaction is obtained by the male group. SUGGESTIONS AND CONCLUSION 5. Chi-squire test indicates that there is no significant relationship between the age and level of satisfaction. M. The two-way table shows that the high satisfaction is derived by the old age group. The correlation is also shows that there is no relationship between the age and satisfaction level..
.Phil Coimbatore.Com. M. TamilNadu 114 .SUKUMAR M.
. The chi-squire test indicates that there is no significant relationship between the educational qualification and the level of satisfaction. The chi-squire test indicates that there is a significant relationship between the marital status and the level of satisfaction. Marital status The percentage table shows that the majority of the respondents are unmarried. TamilNadu Educational qualification: From the percentage table the majority of the respondents are in school level educated group. The two-way table showing the high satisfaction is derived by the married group. M.Phil Coimbatore.Com. The two-way table showing the high level of satisfaction is derived by the school level group respondents. 115 .SUKUMAR M.
M..SUKUMAR M.Com. TamilNadu 116 .Phil Coimbatore.
.SUKUMAR M. M. The two way table reveals that the high level of satisfaction is derived by the group 5 to 10 years of experience.Com. TamilNadu Family size Majority of the respondents are form the above 5 members family group. Experience From the percentage table majority of the respondents were in below 5 years of experience. High level satisfaction is derived by the respondents who are in the 2 to 4 members group.Phil Coimbatore. 117 . The chi-squire test reveals that there is no significant relationship between the family size and the level of satisfaction. The correlation analysis also said that there is no relationship between the family size and the level of satisfaction.
Chi-squire test reveals that there is no significant relationship between the monthly income and the level of satisfaction..Com. The two-way table tells us the high satisfaction is derived by the respondents who are in above Rs. M.5.Phil Coimbatore. Monthly income: The percentage table indicates that the majority of the respondents are in Rs4.SUKUMAR M.000 to Rs. The correlation shows that there no relationship between the monthly income and the level of satisfaction. TamilNadu Chi-squire test shows that there is a relationship between the experience and the level of satisfaction.000 salary group. 118 .5.000 group. The correlation shows that there is no relationship between the experience and the level of satisfaction.
SUKUMAR M.Phil Coimbatore..Com. M. TamilNadu 119 .
TamilNadu 5.. The courier should formulate it’s working time. The courier should reduce the autocratic management style. The courier should improve the canteen facilities. It may introduce shift working pattern. SUGGESTIONS: The courier should increase the present scale of pay to the delivery and pick-up employees. Courier should implement the grievance handling system. M.SUKUMAR M.2. The courier may provide loans and advances to it’s workers.Com.Phil Coimbatore. 120 .
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
It may provide the vehicles to its employees for delivery and pick-up even they are come from their home.
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
SUKUMAR M.Com., M.Phil Coimbatore, TamilNadu
5.3. CONCLUSION The study on employee’s satisfaction at professional courier is cased out with full co-operation of the employees and management. As far as possible with in the given limits the study is completed with the satisfaction of many peoples. The data collected are analyzed scientifically and the results obtained are free to nearly 80%. It is assured that the company may got high boosted moral in the organization provided some of the suggestions made in the report in carried out.
Com. TamilNadu 124 ..SUKUMAR M. M.Phil Coimbatore.
Monthly salary : Below 3.Com.001 125 .000 3..Phil Coimbatore. M. Educational Qualification : 5. Gender : Male Female 3. Marital status : Married Single 4. TamilNadu A STUDY ON EMPLOYEE’S SATISFACTION IN THE PROFESSIONAL COURIERS IN COIMBATORE CITY 1. Age : 2. How many years you are working in the organization : 6.000 3.001 to 3.501 to 4.500 Above 4.SUKUMAR M. PERSONAL BACK ROUND 1.
Number of dependents in your family 8.Com. M.Phil Coimbatore. Your salary is satisfied. TamilNadu 7. 126 . A = Agree DA = Disagree SA = Strongly agree UD = Undecided SDA = Strongly Disagree 1. You are from? : : 1 / 2 / 3 and above House Room provided by courier 9. A DA UD SA SDA 2. Working hours of courier : 2.SUKUMAR M. Your job is very interesting. JOB SATISFACTION SEGMENTS Kindly put tick ( ) mark in only answer from various alternatives given below..
TamilNadu A DA UD SA SDA 3. A DA UD SA SDA 4.SUKUMAR M.. M. A DA UD SA SDA 7. You are not making many mistakes in your job.Com. You have the capability to achieve the targets in time. A DA UD SA SDA 6. Your job does not create any physical aliments. You feel that your job is secured one.Phil Coimbatore. A DA UD SA SDA 5. 127 . Your job description is clear.
A DA UD SA SDA 11. You get response form your superiors and subordinates.Phil Coimbatore.Com. A DA UD SA SDA 12.SUKUMAR M. A DA UD SA 128 SDA . Management builds and maintains work relationship. Your work is very challenging one. A DA UD SA SDA 10. TamilNadu A DA UD SA SDA 8. A DA UD SA SDA 9. M.. You feel over burden in your job. Grievance redressal.
You feel that your working hours are convenient. A DA UD SA SDA 15. A DA UD SA SDA 18. TamilNadu 13. 129 .Phil Coimbatore. You feel your growth through in this courier. M. You maintain a good relationship with your colleagues.Com.. A DA UD SA SDA 14.SUKUMAR M. Your complaints are settled quickly by the courier. A DA UD SA SDA 17. You affect your personal problems in between the job. You have enough time to spend with your family. A DA UD SA SDA 16.
SUKUMAR M.Phil Coimbatore. Classification of various services satisfactory. TamilNadu A DA UD SA SDA 19. A DA UD SA SDA 20..Com. A DA UD SA SDA 130 . M. Facilities available in the courier are satisfactory.
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