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Job Satisfaction in Manufacturing Industry
A report submitted towards the partial fulfillment of full Time course in Post Graduate Diploma in Business Management
Submitted to :- Mr. Karan Nagrani1 Submitted by – Aslesha Shukla (HR Executive) Session – 2010 – 2012
Banshi College of EducationBANSHI GROUP OF INSTITUTIONS. Bithoor, Kanpur209 201 (U.P.). Ph. No. 0512-3200638, 2790156. E-mail: firstname.lastname@example.org
We express our sincere gratitude to Mr. Karan Nagrani(HR Executive) for giving us the opportunity to undergo this project. We further thank him for lending a helping hand when it came to solving our problem related to the project. This project would not have been possible without his valuable time and support.
We also thank Bansi Group of institutions for an opportunity to undertake a soft skill project at this crucial time in our life in MBA which helped us to understand the topics deeply which were untouched before. Any suggestions to improve are always welcomed.
This is based on our research work on Detergents industry, being FMCG, it made us go to employee and interact to find out the satisfactions behavior in the organization. Our objectives were to find out what are the main features employee satisfaction in detergents industry , To gather the data we used the questionnaires method. This data was fed in a data analysis tool SPSS. With the help of which we analysed and interpreted the data gathered, pertaining the jobs satisfactions. Along with questionnaires, we also used Internet to find out about the detergent industry and the various brands available. There are more than 10 brands available in the Indian market, but we have chosen 6 major brands. The Indian laundry market is Rs 5000 crore, with HUL enjoying highest 38% of share, followed by others like P&G, Nirma, Ghari etc. Detergent bar comprises of 43% of market share and powder enjoying the rest 57%. The brands which we tapped are Nirma, Ariel, Surf, Tide, Wheel, Surf Excel and leaving others as option. Competition in this market is really high with HUL, P&G, Ghari etc strategizing and innovating to capture the market.
The research design used in our research was descriptive incorporating knowledge from secondary information analysis, qualitative research, methodology selection, question measurement & scale selection, questionnaire design and sample design to be used. And simple random sampling was done. Target employee were mainly works, . The age group was not defined. Area where research is done is UP, because of the convenience factor. Marjory Quantitative Techniques like frequency distribution and cross tabulation to make interpretations
owner of Trademark “GHARI”. The said restructuring has enabled the group to consolidate the detergent and leather business. leather & footwear. Group comprises of companies mentioned under:1) Rohit Surfactants Private Limited -Company does the manufacturing and marketing of detergents. was incorporated on 22nd June 1988 with the name Shri Mahadoe Soap Industries Private Limited and the name was changed to its present name with effect from 17th June 2005. It is said that knowledge and expertise comes from experience. a flagship company of RSPL Group. 2) Nimmi Build Tech Private Limited (formerly known as Poonam Developers & Infrastructure India Private Limited) . It was their efforts and dedication that laid the foundation on which the empire of RSPL group has been build up within a span of three decades. The group has under gone another major restructuring in the year 2008. Historical Background: Late Dayal Das with his sons Shri Murli Dhar Ji and Shri Bimal Kumar Ji initiated the group as a small family business.This company is involved in the business of construction and real estate.4 CHAPTER . wind energy and other FMCG products.I COMPANY PROFILE Rohit Surfactants Private Limited (RSPL) Rohit Surfactants Private Limited. toilet soaps. alongwith all related brands into one single entity and separating the real estate business into another entity. .
Company overview by Business Standard (13th August 2010) Kanpur-based detergent firm. toilet cleaners. “We already have a strong dealer and marketing network across the country and are among the leading groups in the north Indian market.000 crore homecare segment from its present interest in cluttered washing soap section. S K Bajpai. According to group corporate affairs president.” Bajpai told Business Standard. The company has commenced production at its new manufacturing facility in Haridwar with a production capacity of 123 tonnes/day to meet its requirements in the new fragment. especially in the rural markets. is all set to reinforce its FMCG presence by foraying into Rs 85. hair oil etc. facial and shaving creams.5 3) Namaste India Foods Private Limited – This is the latest venture of the group into the dairy business. which will be a great advantage for us. “To further enhance our portfolio and market penetration. The plant will manufacture homecare and cosmetic products market with a range of shampoos. we will have a slew of homecare consumer products including low-cost options for consumers. He said that the launch initiative was buoyed by the fact that the group had outdone all its local competitors in the markets of Uttar Pradesh excluding the National Capital Region (NCR). All the Companies are under the supervision and control of the single management thereby making its recognition as the “RSPL GROUP”. The Company has set up number of milk collection centers at Shivrajpur. Kanpur for collection of milk from villagers.” said Bajpai. the detergent and fabric wash segment in the country is characterised by low per capita consumption. . Ghari. floor cleaners. Rohit Surfactants Private Limited (RSPL) which owns the flagship brand.
establishing a brand is a pricey proposition. Asked if the company was planning to introduce more products in the segment. “Modern trade has helped us in sharing shelf space with bigger brands and beat them in securing place in the consumer’s basket.” he said. We have strong brand presence in our niche markets where we will target our consumers initially. the reports reflected a lack of cost-effective options in homecare segment for consumers in interior U P and parts of M P and Bihar. One has to spend money on mass advertising and image building. “Contrary to popular notion.6 When asked about the stiff competition from other market biggies like Marico and Cavincare. “In this category. .” he added. Bajpai said the company would continue to invest in the traditional mom-andpop stores but sharing shelf space with bigger brands would provide an easy avenue of cannibalising into others’ share. He. however. he said it would first look at increasing market share of the existing products before planning additional products. Establishing a brand well is as important as pricing in this segment. He said the decision to foray into broader FMCG space was taken last year after due market research conducted by reputed consultants. added that R&D efforts were on to improve formulation and the relaunch of the new versions might take place in the next six months or so.” he added. We have decided to launch our entry from these markets as we also have advantage of strong dealer network and brand presence here.
Venus backed with an aggressive marketing and advertising campaign apart from attractive sops to distributors. . MR2.7 The company has four prevailing detergent brands — Ghari powder and cakes. Xpert.the premium category detergent powder and Venus toilet soaps. The group has recently relaunched its existing toilet soap brand.the dishwasher. The soap will now be available in three variants targeting the middle class users. which form the lion’s share of the company’s consumers.
8 CHAPTER – II
Detergent is a material intended to assist cleaning. The term is sometimes used to
differentiate between soap and other surfactants used for cleaning. As an adjective pertaining to a substance, it (or "detersive") means "cleaning" or "having cleaning properties"; "detergency" indicates presence or degree of cleaning property. The term detergent by itself is sometimes used to refer specifically to clothing detergent, as opposed to hand soap or other types of cleaning agents. Plain water, if used for cleaning, is a detergent. Probably the most widely used detergents other than water are soaps or mixtures composed chiefly of soaps. However, not all soaps have significant detergency and, although the words "detergent" and "soap" are sometimes used interchangeably, not every detergent is a soap. The term detergent is sometimes used to refer to any surfactant, even when it is not used for cleaning. This terminology should be avoided as long as the term surfactant itself is available. Component Detergents, especially those made for use with water, often include different components such as: • • • Surfactants to 'cut' (Emulsify) grease and to wet surfaces Abrasive to scour Substances to modify pH or to affect performance or stability of other ingredients, acids for descaling or caustics to break down organic compounds
• Water softeners to counteract the effect of "hardness" ions on other ingredients • • • • • oxidants (oxidizers) for bleaching, disinfection, and breaking down organic compounds Non-surfactant materials that keep dirt in suspension Enzymes to digest proteins, fats, or carbohydrates in stains or to modifyfabric feel Ingredients that modify the foaming properties of the cleaning surfactants, to either stabilize or counteract foam Ingredients to increase or decrease the viscosity of the solution, or to keep other ingredients in solution, in a detergent supplied as a water solution or gel
9 • Ingredients that affect aesthetic properties of the item to be cleaned, or of the detergent itself before or during use, such as optical brighteners, fabric softeners, colors, perfumes, etc. • • • Ingredients such as corrosion inhibitors to counteract damage to equipment with which the detergent is used Ingredients to reduce harm or produce benefits to skin, when the detergent is used by bare hand on inanimate objects or used to clean skin Preservatives to prevent spoilage of other ingredients Sometimes materials more complicated than mere mixtures of compounds are said to be detergent. For instance, certain foods such as celery are said to be detergent or detersive to teeth.
There are several factors that dictate what compositions of detergent should be used, including the material to be cleaned, the apparatus to be used, and tolerance for and type of dirt. For instance, all of the following are used to clean glass. The sheer range of different detergents that can be used demonstrates the importance of context in the selection of an appropriate glass-cleaning agent: • • • • • • • a chromic acid solution—to get glass very clean for certain precision demanding purposes such as analytical chemistry a high-foaming mixture of surfactants with low skin irritation—for hand washing of dishware in a sink or dishpan any of various non-foaming compositions—for dishware in a dishwashing machine other surfactant-based compositions—for washing windows with a squeegee, followed by rinsing an ammonia-containing solution—for cleaning windows with no additional dilution and no rinsing ethano l or methanol in windshield washer fluid—used for a vehicle in motion, with no additional dilution glass contact lens cleaning solutions, which must clean and disinfect without leaving any eye-harming material that would not be easily rinsed
History of Detergent
The earliest detergent substance was undoubtedly water; after that, oils, abrasives such as wet sand, and wet clay. The oldest known detergent for wool-washing is stale (putrescent) urine. Other detergent surfactants came from saponin sand ox bile.
10 The detergent effects of certain synthetic surfactants were noted in 1913 by A. Reychler, a Belgian chemist. The first commercially available detergent taking advantage of those observations was Nekal, sold in Germany in 1917, to alleviate World War I soap shortages. Detergents were mainly used in industry until World War II. By then new developments and the later conversion of USA aviation fuel plants to produce tetrapropylene, used in household detergents, caused a fast growth of household use, in the late 1940s. In the late 1960s biological detergents, containing enzymes, better suited to dissolve protein stains, such as egg stains, were introduced in the USA by Procter & Gamble.
Indian detergent market
The first companies to manufacture detergents in India were HLL and Swastik. HLL test marketed Surf between 1956 and 1958 and began manufacturing it from 1959. Swastik launched Det, a white detergent powder, in 1957. By 1960, Det had made rapid inroads in eastern India. Surf, a blue detergent powder, became the national market leader with dominant positions in the west, north and south. In the early 1960s, the total volume of detergents manufactured in India grew from around 1600 tonnes to 8000 tonnes. HLL dominated the market with a share of almost 70 % compared to Det's 25%. In 1966, another player entered the fray. Tata Oil Mills Company (TOMCO)2 launched its detergent powder 'Magic'. In 1973, TOMCO introduced 'Tata's Tej' in the low-priced segment. TOMCO unveiled another economy detergent powder called OK in 1977.
Important inventions over the years of the history of detergents
1950s Liquid laundry, hand dishwashing and all-purpose cleaning products
Automatic dishwasher powders
the detergent bar market is shrinking in India . Detergent bars comprise 43 per cent of the total market and detergent powders comprise the balance 57 per cent.000 crore in size Making India world’s third largest detergents market.11 • • Detergent with oxygen bleach Fabric softeners (rinse-cycle added) 1960s • • • Laundry powders with enzymes Prewash soil and stain removers Enzyme presoaks 1970s • • • Fabric softeners (sheets and wash-cycle added) Multifunctional products (e.. detergent with fabric softener) Liquid hand soaps 1980s • • • Automatic dishwasher liquids Detergents for cooler water washing Concentrated laundry powders 1990s • • • • Ultra (super concentrated) powder and liquid detergents Automatic dishwasher gels Ultra fabric softeners Laundry and cleaning product refills Indian Market • • • The Indian laundry market is estimated to be Rs 5. However.g.
when the detergents were priced so exorbitantly that for most of the Indians. the consumers became loyal to this brand. helping it to over-take the decades’ old brands. Gmail brand has been ranked as highest in terms of penetration in washing powder category [BT Rural Market Watch. but also is gentle to both hand and cloth. 1999]. This brand had been ranked as the “Most widely distributed detergent powder brand in India” as per All India Census of Retail Outlets carried out in 435 urban towns by the AIMS (Asian Information Marketing & Social) Research agency [Brand Equity . when introduced in the domestic marketplace. phosphate-free formulation. it was a luxury item. 1997]. Wheel Laundry Soap Wheel Laundry Soap has a perfect formulation that not only gives great clean.your smart laundry choice The largest laundry brand in Bangladesh. As per the ORG-MARG Rural Consumer Panel [December 1998] survey. Different formats and pack sizes of Wheel has been designed to cater to the requirements of users with different family sizes. resulting into instant trial by the consumers. Business Today.12 Detergent Brands Ghari Various Products offered by Ghari are: Ghari Detergent Powder This product created a marketing miracle. Ghari envisioned the vast Fabric Wash market segment and sensed a tremendous potential therein. March 11. Wheel has been continually improving its formulation and form to suit the modern day users.The Economic Times. laundry requirements and income groups. Based on its years of understanding of its consumers and huge experience in laundry. June 22. The soap comes in individual shrink wrap designed to ensure that the . Wheel has always been focused in making laundry a pleasurable and delightful experience for the housewives. This product was priced at almost one third to that of the competitor brands. Owing to its unique environment-friendly. WHEEL Wheel . in terms of volumes.
which not only removes the tough dirt in your cloth. This was possibly in response to Unilever's launch of the ultimately doomed "Persil Power". Wheel Washing Powder is known for its great cleaning ability with minimum effort. but also leaves a pleasant lemon fresh fragrance well after washing. The superior formulation of Wheel Washing Powder is enhanced with the power of lemon. It was a high-sudsing powder designed for twin-tub and top-loading washing machines. so when the tablet variant appeared in July 1999. The convenience provided by Wheel Washing Powder has relieved many housewives from the laborious laundry process of the tradional Ball Soaps. and Venezuelan portfolios.Mexican.13 consumers receive a fresh soap with great lemon fragrance. Ariel first appeared on the UK market circa 1968 and was the first detergent with stain-removing enzymes. Turkish. Compact powders never proved popular in the UK. Brazilian. The improved formulation of Wheel Laundry Soap also helps the users to wash more number of clothes than the traditional ball soap. Filipino. With the rise in popularity of automatic front-loading washing machines. The compact powder was originally known as "Ariel Ultra". Wheel Washing Powder A dominant market leader in the detergent segment. which was seen to damage clothes. a suitable low-suds variant was launched in the early 1970s. It is the flagship brand in Procter & Gamble's European. . Peruvian. the compact version disappeared. and was subsequently reformulated into the nineties as "Ariel Futur". The mid-eighties saw the range expanding to encompass liquid detergent and compact powder. ARIEL Ariel is a marketing line of laundry detergents made by Procter & Gamble. Japanese.
It was the first Fast Moving Consumer Goods (FMCG) for Detergent. Introduced the concept of bucket wash to housewives who up till now used to washing clothes with laundry soap bars. Ariel launched their new Excel Gel product which can be used in temperatures as low as 15 degrees celsius. representative of the true-blue cost-conscious Indian woman. Initially. is one of the oldest detergent powders in India.000 crore detergent powder market. It is advertised on more than 300 channels across the globe . till the inspiring storyboards of today. Ariel started its "turn to 30" campaign to inspire consumers to wash in cool water so that energy can be saved. In 2006. the brand was positioned on the clear proposition of “washes whitest”. SURF EXCEL • • • • • • Launched in 1959 & first in Indian detergent powder mkt. and is today communicated on the platform of 'Dhaag achcha hai'. This product was launched under Ariel's "cold is the new hot" campaign. launched in 1954. Rin Supreme bar is being migrated to Surf Excel. Right from ‘Lalitaji’. . Ariel brought out its quickwash action to its detergents. which dominates the Rs 5. Brand to set up a one-stop shop . surf excel hai na'. to allow consumers to be able to do their laundry on a quickwash cycle. Surf was the first brand of detergent that was advertised on TV. • • • 2006 saw a unique marketing move from HLL. seems to be on the cards. from ‘Lalitaji' to 'dhoondte reh jaaoge' to 'jaise bhi daag ho. Ariel launched a concentrated version of their liquid detergents named Ariel Power in the spring of 2008.called Care line . Surf Excel. • Surf Excel underwent various changes in its Brand Communication.14 In 2003. In October 2008.for people seeking solutions to their varied laundry problems.A change in the pricing strategy for HLL Surf Excel brand. Surf Excel has done it all and in style! • HLL to revise Surf Excel pricing .
4 MID-PRICED 25% ++ RIN 1.15 Price Index Size Market growth TO NEAREST COMPETITOR Unilever brand Relative share PREMIUM 15% ++ Surf Excel 2.4 • HLL is now reworking the Surf Excel strategy by moving away from positioning the brand on functional benefits. The brand regularly introduces new products and technologies to beat the laundry blues Launched in India in mid-2000 It gives outstanding whiteness due to its anti redeposition global technology .8 MASS 60% + Wheel 1. It is manufactured by Procter & Gamble. to building an emotional connect TIDE • • • • • • • Tide is the name of a popular laundry detergent in the market of Canada. First introduced in test marketed in 1946 with national distribution reached in 1949 Tide is the World’s Oldest & Most Trusted Detergent brand and is the Market Leader in 23 Countries around the world. the United States and other countries.
500 gm. . its premium detergent brand. The migration of Rin Supreme bar to Surf Excel bar is aimed at countering Tide. Tide bar is available in 75gm.125gm. making it cheaper than competing brand Ariel from Procter & Gamble (P&G). Tide and Ariel always created problems for Surf and Rin.200gm bars. Fighting Competition • • • The latest move comes in the wake of the high profile launch of Tide detergent bar. 1 kg. HLL has announced a drastic reduction in price by Rs 20 per kilo on Surf Excel. from Rs 155 to Rs 135 per kg. price cut. 2 kg and 20 gm single use sachet.16 • • • • • Anti-redeposition Agents help keep soils from re-settling on clothes after they have been removed during the wash itself It offers solution to virtually any stain The brand in India being a relatively new entry has only two types of products namely Tide detergent and Tide bar Tide detergent is available in India in packs of 200 gm.
the job itself (the variety of tasks involved. the interest and challenge the job generates. The happier people are within their job.17 CHAPTER – III INTRODUCTION Job satisfaction describes how content an individual is with his or her job. leadership and social relationships. Job design aims to . although it is clearly linked. Some of these factors include the level of pay and benefits. Job satisfaction is not the same as motivation. the more satisfied they are said to be. the perceived fairness o the promotion system within a company. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person’s parent. the quality of the working conditions. There are a variety of factors that can influence a person’s level of job satisfaction. and the clarity of the job description/requirements).
our beliefs. Weiss (2007) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion). Further. beliefs and behaviors. Other influences on satisfaction include the management style and culture.e. job enlargement and job enrichment. Some questioners ask yes or no questions while others ask to rate satisfaction on 1 – 5 scale 9where 1 represents “not all satisfied” and 5 represents “extremely satisfied”). employee involvement. This definition suggests that we from attitudes towards our jobs by taking into account our feelings. Job satisfaction is a very important attribute which is frequently measured by organizations. Questions relate to relate of pay. Affect Theory Edwin A. promotional opportunities the work itself and co-workers. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs.18 enhance job satisfaction and performance methods include job rotation. and an attitude towards one’s job. Definitions Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job. variety of tasks. his satisfaction is more greatly impacted both positively (when expectations are met) and . When a person values a particular facet of a job. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. an affective reaction to one’s job. the theory states that how much one values a given facet of work (e. The main premises of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. and our behaviors. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/are not met. empowerment and autonomous workgroups. work responsibilities.
supervisory practices. Judge argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem. This approach became a notable explanation of job satisfaction in light evidence that job satisfaction tends to be stable over time and across careers and jobs. To illustrate. or the work carried out. compared to one who does not value that facet. this theory also states that too much of a particular facet will produces stronger feelings of dissatisfaction the more a worker values that facet. company policies. Judge in 1998. Finally. respectively. . It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the core Self-evaluations Model. lower levels of neuroticism lead to higher job satisfaction. Motivating factors include aspects of the working environment such as pay. as opposed to outside forces having control) leads to higher job satisfaction. general self-efficacy. locus of control. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors. These motivating factors are considered to be intrinsic to the job. then Employee A would be more satisfied in a position that offers a high degree of autonomy compared to Employee B. Two – Factor Theory (Motivation – Hygiene Theory) Fredrick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace.19 negatively (when expectations are not met). Research also indicates that identical twins have similar levels of job satisfaction. Having an internal locus of control (believing one has control over her/his own life. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction. if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy. and neuroticism. regardless of one’s job. and provide people with satisfaction. Dispositional Theory Another well known job satisfaction theory is the Dispositional Theory. Motivating factors are those aspects of the job that make people want o perform. and other working conditions. proposed by Timorthy A.
the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured. the theory does not consider individual differences. conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Furthermore. with Hackman & Oldham suggesting that Herzberg’s original formulation of the model may have been a methodological artifact. .20 While Herzberg’s model has stimulated much research. Finally. researchers have been unable to reliably empirically prove the model.
& Hulin (1969). coworkers. supervision. True/False questions. To offer valuable suggestions to improve the satisfaction level of employees. no. Other less common methods of for gauging job satisfaction include: Yes/No questions. To identify the factors which influence the job satisfaction of employees. the most common method for collecting data regarding job satisfacting is the Likert scale (named after Rensis Likert). By far. forced choice answers.1 Objective of the study The objective of the study is as follows To assess the satisfaction level of employees in orient glass pvt ltd. The scale is simple. The Job in General Index is an overall measurement of job satisfaction. promotions and opportunities. or decide in response to whether given statements accurately describe one job. 1. point systems. checklist. To know the employee satisfaction towards the facilities. created by smith.21 Measuring Job Satisfaction There are many methods for measuring job satisfaction. It measures one’s satisfaction in five facets: pay. To identify the factor which improves the satisfaction level of employees. . Kendall. The Job Descriptive Index (JDI). It was an improvement to the job Descriptive Index because the JDI focused too much on individual facets and not enough on work satisfaction in general. participants answer either yes. and the work itself. job satisfaction that has been widely used.
It gives an idea about various steps adopted by the researcher in a systematic manner with an objective to determine various manners.3. descriptive and experimental for the present study. contacting employees directly in order to collect data.4 Sample size . The research design may be exploratory. The questionnaire is prepared on the basis of objectives of the study.3 Research Methodology Research methodology is the systematic way to solve the research problem.. i. 1. Direct contract is used for survey.3.2 Scope of the study This study emphasis in the following scope: To identify the employees level of satisfaction upon that job. This study is helpful to that organisation for conducting further research. This study is helpful to the organization for identifying the area of dissatisfaction of job of the employees. 1. 1.3. 1.e. It is helpful to identify the employer’s level of satisfaction towards welfare measure.2 Research Approach The research worker contacted the respondents personally with well-prepared sequentially arranged questions. This study helps to make a managerial decision to the company. The descriptive research design is adopted for this project.22 1.1 Research Design A research design is considered as the framework or plan for a study that guides as well as helps the data collection and analysis of data.
23 The study sample constitutes 100 respondents constituting in the research area. 1.5 Sampling Area The study is conducted in employees of Ghari Industries pvt ltd.9 Statistical Tools The statistical tools used for analyzing the data collected are percentage method. 1.7 Collection of Data Most of the data collected by the researcher is primary data through personal interview. chi square. Questionnaire is the data collection instrument used in the study. multiple choice and dichotomous questions in order to get data. All the questions in the questionnaire are organized in such a way that elicit all the relevant information that is needed for the study 1. where the researcher and the respondent operate face – to – face.3. .8 Research Instrument The researcher has used a structured questionnaire as a research instrument tool which consists of open ended questions. 1. bar diagrams and pie diagrams.3.6 Sampling Design The researcher has used probability sampling in which stratified random sampling is used. Thus. 184.108.40.206.
.e.4 Research period The research period of the study has from 1 st June to July 15th 2011 having 6 weeks of duration. the survey conducted among the employees of Ghari Industries Pvt ltd. reports. coding. 1. The data collected by the researcher are tabulated and analyzed in such a way to make interpretations. Editing refers to separate. Various steps.24 1. and tabulating.. i..3. which are required to fulfill the purpose. Hence 100% accuracy can’t be assured. newspapers and internet etc. Coding refers to assigning number or other symbols to each answer for placing them in categories to prepare data for tabulation refers to bring together the similar data in rows and columns and totaling them in an accurate and meaningful manner The collected data are analyzed and interrupted using statistical tools and techniques. The researcher was carried out in a short span of time. where in the researcher could not widen the study. 1.5 Limitations of the study The survey is subjected to the bias and prejudices of the respondents. editing. The study could not be generalized due to the fact that researcher adapted personal interview method. correct and modify the collected data.10 Analysis of Data The data are collected through survey and books.
The analysis of data in a general way involves a number of closely related operations. processing implies editing. relationship or difference should be subjected to statistical tests of significance to determine with what validity data can be said to indicate any conclusions. The term analysis refers to the computation of certain measures along with searching for pattern groups. which are performed with the purpose of summarizing the collected data and organizing them in such a manner that they answer the research questions. Technically speaking.IV DATA ANALYSIS AND INTERPRETATION The data after collection is to be processed and analyzed in accordance with the outline and down for the purpose at the time of developing research plan. In this study the researcher followed above process carefully and it is presented in this chapter . Thus in the process of analysis.25 CHAPTER . coding. classification and tabulation of collected data so that they are amenable to analysis.
N o . of Respondents Percentage Inference: From the above table it shows that 35% of employees are belongs to production department.1 – To know the department in which employees are belongs to SI. 1. . 2. Mechanical Electrical Production Others Total Source: survey data 30 25 35 10 100 30 25 35 10 100 Department No. 3. 4.26 Table 4.
27 FIGURE 4.1 REPRESENTS THE DEPARTMENT .
N o .28 Table 4. . 2. 3. 4. Below 2 years 2 – 4 years 4 – 6 years Above 6 years Total Source: survey data 13 30 34 23 100 13 30 34 23 100 Work Experience No. of Respondents Percentage Inference: From the above table it shows that 34% of the employees have 4 – 6 years experience. 1.2 – To know working experience of the employees SI.
2 REPRESENTS THE EXPERIENCE OF THE EMPLOYEES .29 FIGURE 4.
. 2. 5. Excellent Good Fair Poor Very Poor Total Source: survey data 12 57 28 3 0 100 12 57 28 3 0 100 Working Environment No. 1. of Respondents Percentage Inference: From the above table it shows that 57% of the employees were feeling good about the working environment. 3. N o . 4.30 Table 4.3 – To know the physical working environment SI.
31 FIGURE 4.3 REPRESENTS THE PHYSICAL WOKING ENVIRONMENT .
2. N o . . 1. of Respondents Percentage Inference: From the above table it shows that 54% of the employees were satisfied towards the non-monitory benefits.4 – To know the satisfaction level of employees towards the non-monitory benefits SI.32 Table 4. Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data 14 54 25 5 2 100 14 54 25 5 2 100 Non-Monitory Benefits offered to Employees No. 4. 5. 3.
4 REPRESENTS THE SATISFACTION LEVEL OF EMPLOYEES TOWARDS THE NONMONITORY BENEFITS .33 FIGURE 4.
2. 3. .5 – To know the satisfaction level of respondents towards the work assigned SI. 4. 5. 1. N o . Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data 20 45 12 18 6 100 20 45 12 18 6 100 Amount of Work No.34 Table 4. of Respondents Percentage Inference: From the above table it shows that 45% of the respondents were satisfied towards the work assigned.
35 FIGURE 4.5 REPRESENTS THE SATISFACTION LEVEL OF RESPONDENTS TOWARDS THE WORK ASSIGNED .
6 – Opinion about the career development programme in their organisation SI. 5. of Respondents Percentage Inference: From the above table it shows that 56% of the employees were satisfied with the opinion about the carrier development programme in their organisation. Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data 12 56 22 10 0 100 12 56 22 10 0 100 Career Development No. N o . 1. . 2.36 Table 4. 3. 4.
6 REPRESENTS OPINION ABOUT THE CAREER DEVELOPMENT PROGRAMME IN THEIR ORGANISATION .37 FIGURE 4.
5. Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data 20 66 11 3 0 100 20 66 11 3 0 100 Co-operation of Workers No. of Respondents Percentage Inference: From the above table it shows that 66% of the employees were satisfied with the cooperation of co-workers.7 – To know the cooperation of co-workers SI. N o . 2. 4. . 3.38 Table 4. 1.
7 REPRESENTS THE COOPERATION OF CO-WORKERS .39 FIGURE 4.
. Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data 26 51 17 6 0 100 26 51 17 6 0 100 Satisfaction with Top Management No. of Respondents Percentage Inference: From the above table it shows that 51% of the employees were satisfied with the top management.40 Table 4.8 – To know the satisfaction of Respondents with top management SI. 3. 4. 3. 2. 1. N o .
41 FIGURE 4.8 REPRESENTS THE SATISFACTION OF RESPONDENTS WITH TOP MANAGEMENT .
2. 1.9 – To know the satisfaction of Respondents with their subordinates SI. 4. Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data 12 67 14 7 0 100 12 67 14 7 0 100 Satisfaction with Subordinates No. 3. 5. .42 Table 4. of Respondents Percentage Inference: From the above table it shows that 67% of the employees were satisfied with their subordinates. N o .
9 REPRESENTS THE SATISFACTION OF RESPONDENTS WITH THEIR SUBORDINATES .43 FIGURE 4.
1. Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data 22 56 16 7 0 100 22 56 16 7 0 100 Job Satisfaction No. of Respondents Percentage Inference: From the above table it shows that 56% of the employees were satisfied with their job.44 Table 4. . 5. 4.10 – To know the level of satisfaction regarding nature of job SI. N o . 3. 2.
10 REPRESENTS THE LEVEL OF SATISFACTION REGARDING THE NATURE OF JOB .45 FIGURE 4.
Yes No Total Source: survey data 72 28 100 72 28 100 Job Pressure No. 2. N o .11 – To know whether there is any job pressure in their work SI. . 1. of Respondents Percentage Inference: From the above table it shows that 72% of employees said there is job pressure in their work.46 Table 4.
11 REPRESENTS WHETHER THERE IS ANY JOB PRESSURE IN THEIR WORK .47 FIGURE 4.
1.48 Table 4.12 – To know the opinion regarding opportunity provided by the organisation in developing skills & talents SI. of Respondents Percentage Inference: From the above table it shows that 52% of employees agreed regarding opportunity provided by the organisation in developing skills & talents. Highly Agree Agree Neither Agree nor Disagree Disagree Highly Disagree Total Source: survey data 12 52 28 6 2 100 12 52 28 6 2 100 Development of Skills and Talents No. N o . 2. 3. . 4. 5.
12 REPRESENTS THE OPPORTUNITY PROVIDED BY THE ORGANISATION IN DEVELOPING SKILLS & TALENTS .49 FIRGURE 4.
4. 1. N o .50 Table 4. 5 Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data 9 57 29 5 0 100 9 57 29 5 0 100 Welfare Facilities No. of Respondents Percentage Inference: From the above table it shows that 57% of the employees were satisfied with the welfare facilities provided by the management. 3. 2. .13 – To know the satisfaction level of welfare facilities provided by the management SI.
13 REPRESENTS THE SATISFACTION LEVEL OF WELFARE FACILITIES PROVIDED BY THE MANGEMENT .51 FIGURE 4.
52 Table 4. N o . 1. of Respondents Percentage Inference: From the above table it shows that 67% of the employees were satisfied with their salary. 2. Yes No Total Source: survey data 67 33 100 67 33 100 Payment Satisfaction No. .14 – To know the employee satisfaction towards the salary SI.
14 REPRESENTS THE SATISFACTION TOWARDS THE SALARY .53 FIGURE 4.
. Yes No Total Source: survey data 59 41 100 59 41 100 Willingness to Work No. of Respondents Percentage Inference: From the above table it shows that 59% of the employees were willing to continue in this organisation.54 Table 4.15 – To know the employees willingness to continue SI. 1. N o . 2.
55 FIGURE 4.15 REPRESENTS THE EMPLOYEES WILLINGNESS TO CONTINUE .
2. 3. 4. N o . of Respondents Percentage Inference: From the above table it shows that 47% of the employees were feels good about the company policy and practices. 5. . Excellent Very Good Good Bad Very Bad Total Source: survey data 13 23 47 12 5 100 13 23 47 12 5 100 Company’s Policy and Practices No. 1.56 Table 4.16 – To know the opinion about company’s policy and practices SI.
16 REPRESENTS THE OPINION ABOUT COMPANY POLICY AND PRACTICES .57 FIGURE 4.
17 – To know the company’s promotion policy SI. 2. 4. Highly Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data 14 57 20 7 2 100 14 57 20 7 2 100 Company’s Promotion Policy No. N o . 3.58 Table 4. of Respondents Percentage Inference: From the above table it shows that 57% of the employees were satisfied about the company’s promotion policy. 1. . 3.
59 FIGURE 4.17 REPRESENTS THE COMPANY’S PROMOTION POLICY .
. 1.18 – To know the overall job satisfaction SI. 3. Highly Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data 22 30 29 12 7 100 22 30 29 12 7 100 Overall Job Satisfaction No. N o . 2.60 Table 4. 5. of Respondents Percentage Inference: From the above table it shows that 30% of the employees were satisfied in their over all job satisfaction. 4.
61 FIGURE 4.18 REPRESENTS THE OVERALL JOB SATISFACTION .
O= observed frequency E= expected frequency OBSERVED FREQUENCY . χ²= ∑ (O-E) ² / E i =1 Where. As a non-parametric test it can be used to determine if categorical data shows dependency or the two classifications are independent. n Chi square. It can also be used to make comparisons between theoretical population and actual data when categories are used.62 CHI-SQUARE METHOD The chi square test is one of the simplest and most widely used nonparametric tests in statistical work.
19 shows the relationship between the department and the job satisfaction Over All Job Highly Satisfaction Satisfied Satisfied Neither Satisfied nor Dissatisfied Mechanical 5 6 14 3 2 30 Dissatisfied Highly Dissatisfied Sub Total Electrical 6 8 6 3 2 25 Production 9 13 7 4 2 35 Others 2 3 2 2 1 10 Sub Total 22 30 29 12 7 100 .63 Table 4.
64 EXPECTED FREQUENCY Over All Job Satisfaction Highly Satisfie d Mechanical Electrical Production Others Sub Total 7 5 8 2 22 8 8 11 3 30 Satisfied Neither Satisfied nor Dissatisfied 9 7 10 3 29 4 3 4 1 12 2 2 2 1 7 30 25 35 10 100 Dissatisfied Highly Dissatisfied Sub Total Null Hypothesis (Ho) There is no significant difference between the department and the job satisfaction. . Alternative Hypothesis (Ho) There is significant difference between the department and the job satisfaction.
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