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N.sakthivel Mba Project)

N.sakthivel Mba Project)

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A STUDY ON JOB SATISFACTION OF WORKERS IN PATTAIYA SPINNERS PRIVATE LIMITED KANDAMPALAYAM-NAMAKKAL DISTRICT

By N.SAKTHIVEL REG.NO. 71103631035 Of KONGU ENGINEERING COLLEGE, PERUNDURAI, ERODE_638 052

A PROJECT REPORT Submitted to the FACULTY OF MANAGEMENT SCIENCES In partial fulfillment of the requirements for the award of the degree Of MASTER OF BUSINESS ADMINISTRATION JUNE 2005

BONAFIDE CERTIFICATE

Certified that this project report titled “A STUDY ON JOB SATISFACTION OF WORKERS IN PATTAIYA SPINNERS PRIVATE

LIMITED, KANDAMPALAYAM-NAMAKKAL DISTRICT” is the bonafide work of Mr. N. SAKTHIVEL who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

Supervisor

Head of the Department

Viva –voce held on________________

Internal Examiner

External Examiner

ABSTRACT
The topic of the project is “A STUDY ON JOB SATISFACTION OF WORKERS IN PATTAIYA SPINNERS PRIVATE LIMITED ”. The cost of labour in textile mills is increasing disproportionately along with absenteeism, which leads to increased financial burden for the management. The government provides less taxation and more concession based on the location of the industry. In order to overcome the problems the company has located its unit in a rural area and for labour they utilize the people in and around Kandampalayam village with and without experience and providing proper training to labour through experienced supervisors. The organisation realizes the need to asses the workers satisfaction of their welfare schemes. The objectives of the study were to asses employee’s job satisfaction level and their satisfaction level in various welfare facilities provided by the mill. The research design under taken for the study was descriptive research type and the sampling method used was census method. The total population of 125 workers was covered. The primary source of data was collected from the employees through survey method using a structured questionnaire. The data was collected through interview schedule on a 5-point scale questionnaire. The secondary data was collected referring to the personnel manual of the organisation. Chi-square and simple percentage analysis were used to analyze the data collected. The results show that most of the employees were satisfied with the factors of job satisfaction. Very few workers of different departments have some specific problems relating to their work, environment and colleagues. Suitable suggestions were given by the researcher to improve these facilities in the organisation.

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General Manager. I would like to profoundly thank all the respondents who helped me in collecting the necessary information for completing this project.A.M.ACKNOWLEDGEMENT I am greatly indebted to many personalities for their kind help. I express my sincere thanks to Mr... (Engg). .N. M. I wish to express my hearty thanks to Prof.GNANA JOTHI B.E. faculty of management studies for his valuable advice and guidance to carryout the project work successfully. I wish to express my deep sense of gratitude to our Director Prof...L.SURESH KUMAR M. I hereby acknowledge with sincere gratitude to the Kongu Vellalar Institute of Technology Trust and to the principal of Kongu Engineering College Dr. Pattaiya spinners private limited. Finally. (Agri).L.A.Sc. Ph. and the management for providing me an opportunity to undergo M. kandampalayam-namakkal district.M.. M.T. (Agri).B. M.. I take this opportunity to thank all of them.. D. encouragement and guidance for me to prepare and finish this project successfully.B..T. for his kind guidance in the project.Sc.NATARAJAN B..A.P.B. I also extend my thanks to all the other faculty members for extending their helping hands to complete this project effectively.Sc.A Degree course and to undertake this project work.NELLAIYAPPAN D..D.

2 CHI-SQUARE ANALYSIS 4.2 SUGGESTIONS 5.TABLE OF CONTENTS CHAPTER NO.1 FINDINGS 5.1 RESEARCH DESIGN 3.2OBJECTIVES OF THE STUDY 2.1 SIMPLE PERCENTAGE ANALYSIS 4. 44 46 46 47 50 .3LIMITATION OF THE STUDY RESEARCH METHODOLOGY 3.3 WEIGHTED AVERAGE METHOD PAGE NO 1 1 2 4 7 7 7 8 8 8 9 10 36 42 III IV CHAPTER NO.1 INDUSTRY PROFILE 1.3CONCLUSION APPENDIX I BIBILIOGRAPHY PAGE NO.3 PROJECT PROFILE II 2. I INTRODUCTION PARTICULARS 1.1NEED FOR THE STUDY 2. V PARTICULARS 5.2 DATA COLLECTION METHODS ANALYSIS AND INTERPRETATION 4.2 ABOUT THE COMPANY 1.

6 TITLE DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS AGEWISE CLASSIFICATION OF RESPONDENTS GENDERWISE CLASSIFICATION OF RESPONDENTS EXPERIENCE OF RESPONDENTS RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR/SUPERVISOR BENEFIT SCHEMES FOR RESPONDENTS 20 PAGE NO.2 4.5 4.1.1.1.1.1.4 4. 4.3 4.LIST OF TABLES TABLE NO.1. 10 12 14 16 18 .1 4.

8 4.13 4.4.11 4.1 40 42 LIST OF FIGURES FIGURE NO.2.1.2.1.1.1.1 4. 11 .1 4. 4.3 4.3.3 4.1.1.4 4.12 4.1.1.2 SAFETY MEASURES FOR RESPONDENTS FAMILY WELFARE MEASURES – TAKEN CARE WORKING HOURS ARE SUITABLE FIXED WORKING CONDIONS ARE SATISFACTORY JOB SECURITY ENSURED LEAVE PROVISIONS ARE ADEQUATE TOILET FACILITIES ARE ADEQUATE RELATIONSHIP BETWEEN MARITAL STATUS AND FAMILY WELFARE MEASURES RELATIONSHIP BETWEEN EXPERIENCE OF THE RESPONDENTS AND THEIR RELATION WITH SUPERIOR/SUPERVISOR RELATIONSHIP BETWEEN THE GENDER OF THE RESPONDENT AND THEIR WORKING HOURS OVERALL JOB SATISFACTION LEVEL 22 24 26 28 30 32 34 36 38 4.7 4.10 4.2 4.2.1.1.1.5 TITLE DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS AGEWISE CLASSIFICATION OF RESPONDENTS GENDERWISE CLASSIFICATION OF RESPONDENTS EXPERIENCE OF RESPONDENTS RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR/SUPERVISOR 13 15 17 19 PAGE NO.1.9 4.

9 4. industrial. Machine.1.4. Money. The textile industries cannot progress unless the man and work has .8 4. the textile industry occupies a unique position in the economy contributing nearly one third of the country’s export earnings.1.1 INDUSTRY PROFILE In India. organized. and decentralized sectors both in rural and urban areas.11 4. The textile industry is a self-reliant industry starting from 6M’s namely Men.1.1.10 4.7 4.1. It is the single largest industry in India accounting for nearly 22% of the total industrial production. The textile industry occupies a vital role in Indian economy.6 4.1. Method.1.13 BENEFIT SCHEMES (BONUS) FOR RESPONDENTS SAFETY MEASURES FOR RESPONDENTS FAMILY WELFARE MEASURES – TAKEN CARE WORKING HOURS ARE SUITABLE FIXED WORKING CONDIONS ARE SATISFACTORY JOB SECURITY ENSURED LEAVE PROVISIONS ARE ADEQUATE TOILET FACILITIES ARE ADEQUATE 21 23 25 27 29 31 33 35 CHAPTER I INTRODUCTION 1. Material and Market. The textile industry has a vast potential for creation of employment provides opportunities in agricultural.1.12 4. In a developing country like India the key progress is done to increase productivity.

in simple words work means earning for living. 1. Thus the importance of human factor in any enterprise cannot be underrated. Paramathi – Velur TK. Peter F.in : Mr. NAMAKKAL _637 203 (TN).58. D.RAMASAMY.2 ABOUT THE COMPANY NAME OF THE COMPANY ADDRESS : PATTAIYA SPINNERS PRIVATE LIMITED : SF. The major part of human life is spent in doing work.a good relationship. COMMENCEMENT OF BUSINESS : 06.1995. it may seem with the growing complexities of the industrial society.Drucker observes. machines may be worked at their maximum speed but the output maximized is only when the employees work willingly. If we go further and motivate the employees the output can be raised still higher with the same type of materials and machines. N. Man alone of all the resources available can grow and develop “.T. Materials can be purchased at most comparative rates.NO. PHONE E-MAIL MANAGING DIRECTOR GENERAL MANAGER : (04288) 221238. ” The source capable of enlargement can only be human resource. Work is a social reality and social expectation to which men seems to conform. Kandampalayam. P. : Mr. On the surface.T. but they can never have output greater than the sum of outputs. It not only provides status to individual but also binds him to the society. Devanampalayam Village. .NELLAIYAPPAN. : submill@sancharnet.12. Other resources can be utilized or worse utilized.

Located in rural area. Namakkal District. waste cotton from 100’s and 80’s. The product is packed in bags. Colouring) 2. Have advanced carding Machines and 3. 2. The production capacity of the company is 80 to 95 metric tones. The yarn is utilized for further processing and also for sale in and around Tiruchengode. It is spun in uniform thickness. . Utilizing part of the product for further processing (Weaving. Short fibers are removed in sliver. viscose are used in production. The voluminous cotton is converted in to lap form in Blow room. The removal of foreign particles is done in further processing known as carding. The varieties are mixed manually in a ratio for quality yarn. Mordernised Drawing and blowing Machines. MARKET AREA 1. Here it is processed in comber frames. The raw materials like pure cotton.MAIN FEATURES OF THE ORGANISATION 1. The contaminations are removed by hand picking which is better than machine picking. In winding it is wound on cones. The hard work brings them in raising the no: of spindles to 11800 in 10 years period of time. Marketing in and around Tiruchengode. PROFILE OF THE COMPANY The company commenced its production in 1995 with 4800 spindles.

The transactions are first recorded in the journal as and when they take place.” Job satisfaction as the positive orientation of an individual towards the work role which he is presently occupying”. The accounts department records the financial transaction. According to Keith Davis. Namakkal District. Depending on different designation the age limit varies.” Job satisfaction is the persistence of feeling towards discriminable aspect of the job “. According to Vroom. . etc. The minimum age limits for recruitment is above 18 years. During the training period the person is watched and after the period the person is made permanent.JOB SATISFACTION Job satisfaction refers to an employee’s general attitude towards his job.3 PROJECT PROFILE INTRODUCTION . According to P. 1. The company provides training for fresher by highly skilled supervisor.” Job satisfaction is the favorableness or unfavorableness with which employees view their work if results when there is a fit between job characteristics and the wants of employees “.C. creditors ledger. Subsequently these transactions are recorded in the bankbook.The company is utilizing part of the product for further processing (Weaving and Colouring) and also selling the product in and around Tiruchengode. Smith. The manager of the company directly selects the person by face-to-face interview. Locke defines Job satisfaction as a “Pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences”.

Attitudes and pre-dispositions that make the individual behave in a characteristic way across situations. . the terms job attitude and Job satisfaction are inter changeable. Job satisfaction on the other hand. Moreover.” Job satisfaction is an individual’s general attitude towards his or her job”. Satisfaction surveys are often conducted to get systematic information from employees. such information will almost certainly be obtained from a non-representative sample of all employees. is an end-state of feelings that may influence subsequent behavior. sometimes information gathered in this way may be misleading. MOTIVATION. Unfortunately. EVALUVATING JOB SATISFACTION Before management can develop policies and practices to increase employee’s satisfaction or maintain existing levels if they are found to be acceptable. information must be obtained from the organization’s work force. Management can informally acquire some insights into satisfaction level based on impressions obtained from employees.According to Stephen P. They are precursors to behavior and determine its intensity and directions. A person may be talented and equipped with all kinds of abilities and skills but may have no will to work. Robbins. Satisfaction survey can provide information regarding how employees feel about their jobs and the organization. Employees are often reluctant to tell supervisors negative things about their jobs. implies the positive emotional state. Satisfaction on the other hand. Similarly in the literature. ATTITUDE AND JOB SATISFACTION Motivation means willingness to work or produce. In this respect job attitude and Job satisfaction would result from motivation and their morale level. An accurate assessment of employee’s satisfaction ordinarily requires a more formal procedure. which may be totally unrelated to productivity.

Failure to follow up on the survey with appropriate managerial action may result in decreased employee satisfaction than what existed before. Working hours 4. Responsibility given for the job 6.However surveys are not completely neutral information-gathering devices. Job security 5. Safety measures 9. RELATIVE FACTORS INVOLVED IN JOB SATISFACTION 1. Working Environment 3. Job satisfaction survey helps to find out the level of employee satisfaction and to take collective actions if needed to improve employee satisfaction and performance. Relationship with supervisors 8. Relationship with colleagues 7. Nature of work 2. Grievance handling . Employees expectation may be raised simply because employees are asked to participate in the survey process.

10. Other resources can be utilized or less utilized. Human resource can be utilized at its maximum only when they are satisfied with their job. . various factors in and around the company affects the mind setting of the employee either in positive or negative way. Family welfare measures 15. Canteen facilities 13.1 NEED FOR THE STUDY The resource capable of enlargement mainly is human resource. When an employee joins the company. Medical / First Aid facilities 16. Human resources available can grow and develop. but they can never have output greater than the sum of outputs. Rewards CHAPTER II 2. Recognition 17. Due to change in mind setting the employee may either change himself/herself to be active or inactive. Bonus schemes 14. Incentives 12. Wage rate system 11.

It is very much essential to study the impact/contribution of various factors of job satisfaction to the employees of the organisation to retain its human resource and also to increase their productivity. 2.2 OBJECTIVES The objectives of the study are 1. To study the existing welfare facilities provided by “PATTAIYA SPINNERS PRIVATE LIMITED”. 2. To analyze the employees job satisfaction level in “PATTAIYA SPINNERS PRIVATE LIMITED”. 2.3 LIMITATIONS 1. The study is applicable to “PATTAIYA SPINNERS PRIVATE LIMITED” only. There fore it cannot be generated for other existing industries of the owner. 2. There may be personal bias of the respondents, which may affect the result of the study.

CHAPTER III RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN DESCRIPTIVE RESEARCH Descriptive research method has been followed to conduct the research study. Descriptive study is concerned with describing the particular characteristic of individual or a group. Our study describes the satisfactory level of employees of PATTAIYA SPINNERS (P) LTD., NAMAKKAL.

SAMPLING DESIGN/TECHNIQUES The study consisted of only 125 employees. The entire population has been covered for the study. The sampling design we used here is census method, which means a complete enumeration of all items in the population. Since all the workers have been surveyed, it will help in knowing the real job satisfaction level. 3.2 DATA COLLECTION METHOD The primary source of data was collected from the employees through survey method, considering the size of the company and time factor. The data was collected through interview schedule on a 5-point scale questionnaire. The secondary data was collected referring to the personnel manual of the organisation.

CHAPTER IV ANALYSIS AND INTERPRETATION
ANALYSIS Analysis is the process of placing the data in the ordered form, combining them with the existing information and extracting the meaning from them. Only analysis brings out the information from the data. INTERPRETATION

Interpretation is the process of relating various factors with other information. It brings out the relation between the findings to the research objectives and hypothesis framed for the study in the beginning. STATISTICAL TOOLS To analyze the data the following tools were applied:  Simple Percentage Analysis  Chi Square Test  Likerts Scale of rating

4.1 SIMPLE PERCENTAGE ANALYSIS
DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS TABLE - 4.1.1

INFERENCE: From the table it is found that spinning department is the biggest (main department) with a work force of 53.1 . DEPARTMENT GENERAL MIXING BLOWING CARDING DRAWING SPINNING TOTAL NO:OF WORKERS 19 9 6 9 15 67 125 PERCENTAGE 15.6% of workers and drawing department the second biggest department with 12% of workers.2 4.6 100 DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS FIGURE .4.2 12 53.2 7.8 7.1.

1.2 .SPINNING 67 DRAWING 15 DEPARTMENTS CARDING 9 BLOWING 6 MIXING 9 GENERAL 19 0 10 20 30 40 50 60 70 80 NO:OF WORKERS NO:OF WORKERS AGEWISE CLASSIFICATION OF RESPONDENTS TABLE – 4.

S.33 34 .2 36. 3.4 5. 4.1.49 50 & OVER TOTAL NO:OF WORKERS 49 46 18 7 5 125 PERCENTAGE 39.6 4 100 INFERENCE: The above table indicates that a maximum number of workers are in the age group between 18 years and 33 years.NO: 1. AGEWISE CLASSIFICATION OF RESPONDENTS FIGURE – 4.2 .41 42 . 5. AGE 18 . 2.8 14.25 26 .

3 .1.49 50 & OVER NO:OF WORKERS GENDERWISE CLASSIFICATION OF RESPONDENTS TABLE – 4.33 34 .41 AGE 42 .NO:OF WORKERS 50 45 40 35 WORKERS 30 25 20 15 10 5 0 18 .25 26 .

the total no: of Female workers are slightly higher than the total no: of Male workers. FEMALE 65 52 2. GENDERWISE CLASSIFICATION OF RESPONDENTS FIGURE – 4.S.1.3 .NO: GENDER NO:OF WORKERS PERCENTAGE 1. MALE 60 48 TOTAL INFERENCE: 125 100 From the above table.

4 .1.4.MALE 48% FEMALE 52% FEMALE MALE EXPERIENCE OF RESPONDENTS TABLE .

S.9 YEARS 14 11.2%) have experience in category 7 – 9 years.6 YEARS 67 53.6 3 7 .6%) have experience in category 4 – 6 years and about 14 workers (11.4.2 2 4 .1.2 TOTAL 125 100 INFERENCE: From the table it is found that 67 workers (53.NO: EXPERIENCE NO:OF WORKERS PERCENTAGE 1 LESS THAN 4 YEARS 44 35.4 . EXPERIENCE OF RESPONDENTS FIGURE .

6 YEARS EXPERIENCE 7 .NO: RELATION NO:OF WORKERS PERCENTAGE .1.NO:OF WORKERS 80 70 60 WORKERS 50 40 30 20 10 0 < 4YEARS 4 .9 YEARS NO:OF WORKERS 14 44 67 RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR / SUPERVISOR TABLE – 4.5 S.

8 63.8%) have cordial relationship with the supervisors / superiors in the organization.5 .1.1 2 3 4 5 Strongly agree Agree Neutral Disagree Strongly disagree Total 26 79 15 5 0 125 20.4.2 12 4 0 100 INFERENCE: From the table it is inferred that most of the worker (83. RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR / SUPERVISOR FIGURE .

12 4 0 20.2 Strongly agree Agree Neutral Disagree Strongly disagree BENEFIT SCHEMES (BONUS) FOR RESPONDENTS TABLE .4.8 63.6 .1.

BENEFIT SCHEMES (BONUS) FOR RESPONDENTS FIGURE .4.2%) have agreed that the concern is providing high rate of bonus.4 64.8 7.S.8 4.1.NO: 1 2 3 4 5 RELATION Strongly agree Agree Neutral Disagree Strongly disagree Total NO:OF WORKERS 23 81 6 9 6 125 PERCENTAGE 18.8 100 INFERENCE: From the table it is found that most of the workers (83.6 .2 4.

1.70 60 50 WORKERS % 40 30 20 10 0 Strongly agree Agree Neutral PERCENTAGE Disagree Strongly disagree SAFETY MEASURES FOR RESPONDENTS TABLE .7 .4.

2 2.2 71.4%) agreed with the safety provisions provided by the concern while working.S.1.4.NO: 1 2 3 4 RELATION Strongly agree Agree Neutral Disagree Total NO:OF WORKERS 24 89 9 3 125 PERCENTAGE 19.4 100 INFERENCE: From the table it is found that most of the workers (90.2 7.7 . SAFETY MEASURES FOR RESPONDENTS FIGURE .

4 RELATION FAMILY WELFARE MEASURES – TAKEN CARE TABLE – 4.2 7.8 .1.2 2.80 71.2 70 60 WORKERS % 50 40 30 20 10 0 Strongly agree Agree Neutral Disagree PERCENTAGE 19.

S. FAMILY WELFARE MEASURES – TAKEN CARE FIGURE .1.4.NO: 1 2 3 4 5 RELATION Strongly agree Agree Neutral Disagree Strongly disagree Total NO:OF WORKERS 11 94 8 7 5 125 PERCENTAGE 8.6 4 100 INFERENCE: From the table it is found that most (84%) of the workers feels that the concern is taking enough care on their family welfare facilities.8 .2 6.8 75.4 5.

1.6 Disagree 4 Strongly disagree Agree Neutral RELATION PERCENTAGE WORKING HOURS ARE SUITABLE FIXED TABLE .9 .80 70 60 WORKERS % 50 40 30 20 10 0 Strongly agree 8.2 6.4 5.4.8 75.

2 71.2 6.4 3.S.4%).NO: 1 2 3 4 5 RELATION Strongly agree Agree Neutral Disagree Strongly disagree Total NO:OF WORKERS 24 89 8 4 0 125 PERCENTAGE 19.2 0 100 INFERENCE: From the table it is inferred that the working hours are suitably fixed for most of the workers (90. WORKING HOURS ARE SUITABLE FIXED FIGURE – 4.1.9 .

80 70 60 WORKERS % 50 40 30 20 10 0 Strongly agree Agree Neutral RELATION Disagree 19.4 71.2 3.2 0 Strongly disagree PERCENTAGE WORKING CONDITIONS ARE SATISFACTORY TABLE – 4.1.2 6.10 .

8%) feels that the environment is suitably fixed for working.4 4 100 INFERENCE: From the table it is found that most of the workers (76.1.4.10 .NO: 1 2 3 4 5 RELATION Strongly agree Agree Neutral Disagree Strongly disagree Total NO:OF WORKERS 6 90 6 18 5 125 PERCENTAGE 4. WORKING CONDITIONS ARE SATISFACTORY FIGURE .S.8 14.8 72 4.

11 S.8 4.NO: RELATION NO:OF WORKERS PERCENTAGE .8 4 PERCENTAGE JOB SECURITY ENSURED TABLE .1.4.4 4.80 72 70 60 WORKERS % 50 40 30 20 10 0 Strongly agree Agree Neutral RELATION Disagree Strongly disagree 14.

JOB SECURITY ENSURED FIGURE .4.8 4.4 4.1 2 3 4 5 Strongly agree Agree Neutral Disagree Strongly disagree Total 5 100 8 6 6 125 4 80 6.8 100 INFERENCE: From the table it is found that as long as the workers are doing their job effectively and efficiently they are secured with their jobs.1.11 .

8 80 PERCENTAGE LEAVE PROVISIONS ARE ADEQUATE TABLE .8 4.12 S.NO: RELATION NO:OF WORKERS PERCENTAGE .4.1.PERCENTAGE 80 70 60 WORKERS % 50 40 30 20 10 0 Strongly agree Agree Neutral RELATION Disagree Strongly disagree 4 6.4 4.

LEAVE PROVISIONS ARE ADEQUATE FIGURE .2 100 INFERENCE: The above table brings a common problem of most of the workers that the leave provided to them is not sufficient.8 9.12 .1 2 3 4 5 Strongly agree Agree Neutral Disagree Strongly disagree Total 3 36 12 70 4 125 2.4 28.4.6 56 3.1.

13 .1.4 0 Strongly agree Agree Neutral RELATION 9.2 Disagree Strongly disagree PERCENTAGE TOILET FACILITIES ARE ADEQUATE TABLE .4.6 28.60 50 40 30 20 10 2.8 56 WORKERS % 3.

TOILET FACILITIES ARE ADEQUATE FIGURE .4 35.2 22.6 14.4 100 INFERENCE: From the table it is inferred that there is not enough lavatories provided and it is located at a distant place for many departments.4 25.S.NO: 1 2 3 4 5 RELATION Strongly agree Agree Neutral Disagree Strongly disagree Total NO:OF WORKERS 3 44 28 32 18 125 PERCENTAGE 2.13 .4.1.

40 35 30 WORKERS % 25 20 15 10 5 0 Strongly agree Agree Neutral RELATION Disagree Strongly disagree 2.6 PERCENTAGE 4.4 35.4 14.2.4 22.1 .2 CHI-SQUARE ANALYSIS RELATIONSHIP BETWEEN MARITAL STATUS AND FAMILY WELFARE MEASURES TABLE – 4.2 25.

ALTERNATE HYPOTHESIS (H1) – There is close relationship between marital status and family welfare measures.0400 (Fo-Fe)^2 0.8871 4.7199 3.04 4.928 42.96 125 (Fo-Fe) -0.4816 0.9915 Level of significant = Sig.3565 36.0011 0. Fo 6 58 5 5 36 15 125 Fe 6.0052 37.0720 6.888 11.0720 -6. At 5% level .0052 37.112 8.LEVEL OF SATISFACTION Marital status Married Single Total Highly satisfied 6 5 11 Satisfied 58 36 94 Dissatisfied 5 15 20 Total 69 56 125 NULL HYPOTHESIS (Ho) – There is no significant relationship between marital status and family welfare measures.0716 8.4816 (Fo-Fe)^2/Fe 0.3565 36.9850 CHISQUARE RESULT: Calculated chi-square value = 8.0400 0.072 51.3045 0.1120 6.985 Degree of freedom = 2 Table value = 5.0009 0.1120 -6.

It brings a motivation attitude to a married worker towards the job than an unmarried worker. The company provides educational fund to the children of the workers. RELATIONSHIP BETWEEN EXPERIENCE OF THE RESPONDENTS AND THEIR RELATION WITH SUPERIOR /SUPERVISOR .CONCLUSION From the above analysis we conclude that there is close relationship between marital status and family welfare measures.

1536 2.8480 4.96 125 (Fo-Fe) 5.0835 7.8480 -4.0816 (Fo-Fe)^2/Fe 3.848 51.TABLE – 4.8080 1.0400 -5.1991 23.1991 23.152 27.8313 0.7368 0.2866 Degree of freedom = 2 .0299 0.808 7.04 16.1169 1. ALTERNATE HYPOTHESIS (H1) – There is close relationship between the Experience Less than 4 years 4 years to 9 years LEVEL OF SATISFACTION Highly satisfied Satisfied Dissatisfied 15 11 23 56 6 14 Total 44 81 Total 26 79 20 125 experience of the respondents and their relation with superior/supervisor.0816 34.1169 1.2 NULL HYPOTHESIS (Ho) – There is no significant relationship between the experience of the respondents and their relation with superior/supervisor.4516 0.2.0400 (Fo-Fe)^2 34.192 12. Fo 15 23 6 11 56 14 125 Fe 9.2866 CHISQUARE RESULT: Calculated chi-square value = 7.8080 -1.

At 5% level CONCLUSION From the above analysis we conclude that there is close relationship between the experience of the respondents and their relation with superior/supervisor. RELATIONSHIP BETWEEN THE GENDER OF RESPONDENT AND THEIR WORKING HOURS . The experience of the respondent brings an understanding with the superior/supervisor.9915 Level of significant = Sig.Table value = 5.

3 GENDER Female Male Total LEVEL OF SATISFACTION Highly satisfied Satisfied Dissatisfied 18 6 24 42 47 89 5 7 12 Total 65 60 125 NULL HYPOTHESIS (Ho) – There is no significant relationship between the gender of the respondent and their working hours.24 11.4245 Degree of freedom = 2 .28 6.TABLE – 4.2.5376 (Fo-Fe)^2/Fe 2.4704 18. Fo 18 42 5 6 47 7 125 Fe 12.2800 -1.2400 (Fo-Fe)^2 30.5200 4.4288 0.72 5.5200 -4.48 46.4415 0.4245 CHISQUARE RESULT: Calculated chi-square value = 6.6450 0.2669 6.2464 2.76 125 (Fo-Fe) 5.5376 30.3184 1.4704 18.2800 1.52 42.3958 0.2400 -5. ALTERNATE HYPOTHESIS (H1) – There is close relationship between the gender of the respondent and their working hours.3184 1.

3.Table value = 5. Male workers were not highly satisfied with working hours during night shift. At 5% level CONCLUSION From the above analysis we conclude that there is close relationship between the gender of the respondent and their working hours. Female workers were highly satisfied with their working hours. The female workers have only day shift. Most male workers work in night shift.9915 Level of significant = Sig.1 . 4.3 WEIGHTED AVERAGE METHOD OVERALL JOB SATISFACTION LEVEL TABLE – 4.

592 3 18 76 20 6 5 3.712 8 26 83 5 5 6 3.864 13 21 70 20 8 6 3.848 26 10 20 80 10 5 3.656 2 6 90 6 18 5 3.Q.63872 AVERAGE JOB SATISFACTION INDEX = 90. OVERALL JOB SATISFACTION LEVEL = 3.896 25 23 81 6 9 6 3.048 20 36 66 6 10 7 3.032 19 4 48 30 36 7 3.23 & & & & & & 24 6 39 34 28 18 2.736 14 24 89 5 2 0 3.968 AVERAGE 3.16 & & & & & & 17 19 90 6 6 4 3.848 TOTAL 90.552 7 3 36 12 70 4 2.896 22 40 68 6 5 6 4.048 T.056 5 24 89 8 4 6 4.TOTAL S.808 12 29 70 12 8 6 3.016 10 3 44 28 32 18 2.NO: NO:OF 5'S NO:OF 4'S NO:OF 3'S NO:OF 2'S NO:OF 1'S AVERAGE 1 12 84 10 12 7 3.968 / 25.16 27 6 99 16 3 1 3.912 18 26 83 10 6 0 4.736 T.912 21 30 71 9 11 4 3.Q.944 9 20 92 8 5 0 4.856 11 32 66 6 13 8 3.638 (IN 5 TO 1 SCALE).768 4 6 50 31 21 17 3.96 15 5 100 8 6 6 3.112 6 6 90 8 9 12 3. INFERENCE .

72% of the respondents were satisfied and 5% of the respondents were highly satisfied about the working conditions. . CHAPTER V 5. it indicates that workers were satisfied at 72.638 (in 5 to 1 scale).76% with their job.The overall job satisfaction level in Likert Scale Method by WEIGHTED AVERAGE METHOD is 3. When converting to percentage.1 FINDINGS 1.

84% of the respondents feel that the job is secured as long as they do good work. 8.2. .8% of the respondents feel negative about the savings from their earnings. On first aid facilities 53% of the respondents were satisfied and 26% of the respondents were highly satisfied. 5. With respect to safety provisions 68% of the respondents were satisfied and 5% of the respondents were highly satisfied. 6. 71% of the respondents were satisfied and 19% of the respondents were highly satisfied about the working hours. 10. 54% of the respondents were satisfied and 32% of the respondents were highly satisfied with the periodical review of the workers in the company. Almost 52. 13. 72% of the respondents were satisfied and 15% of the respondents were highly satisfied with the cooperation of coworkers in the company. 66% of the respondents were satisfied and 21% of the respondents were highly satisfied with the supervisor/superior cooperative. 11. 3. Nearly 56% respondents were satisfied and 23% of the respondents were highly satisfied about drinking water facilities available in the company. 14. 4. With respect to family welfare measures 48% of the respondents were satisfied and 10% of the respondents were highly satisfied. 12. 9.8% of the respondents were negative about the rest pauses provided by the company. Almost 64% of the respondents feel neutral about the training during their work. 16. Almost 36. 7. 15. With respect to opportunities to present the problems to the management 53% of the respondents were satisfied and 29% of the respondents were highly satisfied. With respect to bonus schemes 65% of the respondents were satisfied and 18% of the respondents were highly satisfied. 57% of the respondents were satisfied and 24% of the respondents were highly satisfied by the grievance handling of the company.

21. There fore the company may provide short breaks. 74% of the respondents were satisfied and 16% of the respondents were highly satisfied about the washing facilities available in the company. 18. It would be better to provide additional lavatory for the cone-winding department. 56% of the respondents were not satisfied with the leave facilities provided by the company.17. 72% of the respondents were satisfied and 5% of the respondents were highly satisfied with the shift term facilities in the company. Due to continuous work many feel mentally tired in short time. 40% of the respondents were not satisfied with the bathroom and toilet facilities provided by the company. 2. 19. . 66% of the respondents were satisfied and 21% of the respondents were highly satisfied with the lighting and ventilation facilities in the company. 5. 20.2 SUGGESTIONS 1.

5.. NAMAKKAL” are satisfied with their job and the welfare facilities provided by the organisation. APPENDIX A STUDY ON JOB SATISFACTION OF WORKERS IN PATTAIYAH SPINNERS PRIVATE LIMITED KANDAMPALAYAM-NAMAKKAL. Name (optional) : . Organisation may take efforts to provide additional medical facilities for the workers. 4.3.3 CONCLUSION From this research it is concluded that most of the employees of “PATTAIYA SPINNERS (P) LTD. Out of 17 welfare items provided by the company improvements are required only in 3 items. It would be better to provide artificial roof forced fan to maintain fresh air and to reduce cotton dust. PERSONAL DATA 1.

2. Strongly Agree Agree Neutral Disagree Strongly Disagree 05. I like the nature of my work. Department 3. Shift work is properly organized & I like to work in shifts. Working hours are suitably fixed. Marital status : (a) Single 7. Working conditions are satisfactory here. Strongly Agree Agree Neutral Disagree Strongly Disagree . Lighting and Ventilation facilities are adequate. Enough leave facilities are given. Strongly Agree Agree Neutral Disagree Strongly Disagree 04. Strongly Agree Agree Neutral Disagree Strongly Disagree 03. Experience (b) Married : (a) < 3Yrs (b) 4 – 6 Yrs (c) 7 – 9 Yrs PLEASE INDICATE YOUR LEVEL OF SATISFACTION FOR THE FOLLOWING ASPECTS 01. Strongly Agree Agree Neutral Disagree Strongly Disagree 07. As per work requirement my pay is fair. Strongly Agree Agree Neutral Disagree Strongly Disagree 08. Strongly Agree Agree Neutral Disagree Strongly Disagree 02. There is a high team spirit in the work group. Sex : : (a) 18-25 (b) 26-33 (c) 34-41 (d) 42-49 (e) 50 and over : (a) Male (b) Female 5. Strongly Agree Agree Neutral Disagree Strongly Disagree 06. Educational qualification : 6. Age 4.

I have opportunities to present my problems to the management. My job is reasonably secure as long as I do good work. Strongly Agree Agree Neutral Disagree Strongly Disagree 11. Strongly Agree Agree Neutral Disagree Strongly Disagree 12. I get promotions on my experience.09. toilets are properly maintained. Medical / First Aid in needy times provided. My supervisors / superiors treat me well & properly. Strongly Agree Agree Neutral Disagree Strongly Disagree 20. Strongly Agree . Washing facilities are adequate. Strongly Agree Agree Neutral Disagree Strongly Disagree 19. Strongly Agree Agree Neutral Disagree Strongly Disagree 16. Strongly Agree Agree Neutral Disagree Strongly Disagree 18. Strongly Agree Agree Neutral Disagree Strongly Disagree 15. Strongly Agree Agree Neutral Disagree Strongly Disagree 17. Bath rooms. Co workers are cooperative in work. Canteen and its services are good. Given rest pauses are sufficient. Strongly Agree Agree Neutral Disagree Strongly Disagree 10. Drinking water arrangement is good. Strongly Agree Agree Neutral Disagree Strongly Disagree 14. Adequate safety provisions are ensured. Strongly Agree Agree Neutral Disagree Strongly Disagree 13.

Periodical review of workers in work. I am satisfied with respect to Bonus schemes. Strongly Agree Agree Neutral Disagree Strongly Disagree 24. Strongly Agree Agree Neutral Disagree Strongly Disagree BIBLIOGRAPHY 1. ninth edition by prentice hall. I will not quit this job if I get a similar job elsewhere. 2. second edition – 1990. Edwin. P. Strongly Agree Agree Neutral Disagree Strongly Disagree 26. Strongly Agree Agree Neutral Disagree Strongly Disagree 27. Mc Graw Hill Kogusha Company Limited. 3. I agree that I can make some sort of savings. Grievance handing is good.R.Kothari – Research Methodology Methods and Techniques. C. Strongly Agree Agree Neutral Disagree Strongly Disagree 23. sixth edition – 1998. Stephen. I get enough training by working in this concern. Tokyo.Agree 21. Robbins – Organizational Behaviour. Flippo – Principles of Personnel Management. Wishwa Prakashan. The concern is taking care of my family welfare measures. Strongly Agree Agree Neutral Disagree Strongly Disagree 25. Strongly Agree Agree Neutral Neutral Disagree Disagree Strongly Disagree Strongly Disagree 22. B. .

4. C. B. Tripathi . Bombay_4 – 1992. Mamoria – Personnal Management. Sultan Chand and Sons.Personnal Management and Industrial Relations. . New Delhi. 5. Twelfth Edition – 1996. Himalaya Publishing House.

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