Project on Study of Employees Job Satisfaction
INDUSTRY PROFILE ABOUT GARMENT INDUSTRY: INTRODUCTION: As the business increases day by day to global standards, garment industry also takes its boom in the world trade. Though there are certain limitations and drawbacks in the business scenario, it is still trying to achieve a memorable growth in the world trade. From ancient days onwards, garments play an important role in each and every ones life. Now the fashion technology is growing not only in towns and cities, but also in small villages. People are now very much interested to wear new fashion garments. Media also playing an important role in evaluating the garment industry all over the world. ABOUT GARMENT INDUSTRY DEVELOPMENT CORPORATION (GIDC): To protect the rights of manufacturers and to create a beneficial marketing facility for garments, ‘THE GARMENT INDUSTRY DEVELOPMENT CORPORATION’ came in to force. The GIDC is a non-profit organization established in 1984 in the city of New York by the garments workers union and the new York skirt and sports wear association to strengthen the worlds garment industry. For the past twenty years, GIDC has evolved in to multi-tiered service organization providing marketing, buyer referrals, training and technical assistance to the manufacturers and workers.GIDC acts as a link between designers & labels and high quality producers and it has the following directors: BRUCE RAYNOR -CHAIRMAN STEVEN E-THOMAS-VICE CHAIRMAN



USE OF COMPUTERS IN GARMENT INDUSTRY: CAD: Computer aided and designing (CAD) is industry specific design system using computer as a tool. CAD is used to design anything from an aircraft to knitwear. Originally CAD was used in designing high precision machinery. Slowly it is found its way in other industries also. In 1970’s, it made an entry in the garment industry. Most companies in India and abroad have now integrated some form of CAD in to their design and production process. In fact, according to national garment association of US, of 228 garment manufacturers: 65% use CAD to create color ways. 60% use CAD to create printed fabric design. 48% use CAD to create merchandising presentation. 41% use CAD to create knitwear design. KNITTED FABRICS: Some systems specialize in knitwear production and final knitted design can be viewed on screen with indication of all stitch formation. PRINTED FABRICS: The process involves use of computers in design, development and manipulation of motif. The motif can then be resized, recolored, rotated depending on the designers goal. SKETCH PAD SYSTEMS: These are graphic programmes that allow the designer to use pen or stylus on electronic pad or tablet to create free hand images, which are then stored in the computer.

2 TEXTURE MAPPING (OR) 3D DRAPING SOFTWARE: This technology allows visualization of fabric on the body. Texture mapping is a process by which fabric can be draped over a form in a realistic way.

EMBROIDERY SYSTEMS: The designs used for embroidery can be incorporated on the fabric for making garment. For this, special computerized embroidery machines are used. Designers can create their embroidery designs on the computer or can work with scanned images of existing designs. INTERNET AND INFORMATION EXPLOSION: NATIONAL INSTITUTE OF FASHION TECHNOLOGY (NIFT), Calcutta is linked to Internet with TCP/IP account and the students have continuous access to the sites of the top designers, trend forecasting agencies, fashion houses and fabric suppliers. This has helped both the institute and the students immensely keeping them updated with the latest trends. From the above information, it is clear that the computers play an important role in the development of garment industry.

GARMENT INDUSTRY IN INDIA: The garment industry occupies a unique place in our country. It accounts for 14% of the total industrial production and contributes nearly 20% of the total exports and is the second largest employment generator after agriculture. Garment industry is providing one of the basic needs of people and maintained sustained growth for improving quality of life. Its vast potential for creation of employment opportunities on the agricultural, industrial organized and rural and urban areas, particularly for women.

3 Although the development of garment sector was earlier taking place in terms of general policies. In recognition of its importance of this sector for the first time, a separate policy statement was made in 1985 in regard to development of garment sector. The textile policy of 2000 aims at achieving the target of garment and apparel exports of US $ 50 billion by 2010 of which the share of garment will be US $ 25 billion. The main market for Indian garments are USA, UAE, UK, GERMANY, FRANCE, ITALY, RUSSIA, CANADA, BANGLADESH AND JAPAN. The main objective of the textile policy 2000 is to provide cloth of acceptable quality at reasonable prices for the vast majority of population of the country and to compete with confidence for an increasing share of the global market. From the above it is clear that garment occupies a unique position in our economy contributing to nearly a one third of the country’s earnings. The industry includes manufacturers, suppliers, whole sellers and exporters of cotton textiles etc. Today handloom and cotton textile exports in India is counted among the most important sector. The garment industry in India is widely named for its superb quality garments. Total textile exports during April-march 1998-99 were rs 52720.78 crores. Readymade garment exports comprises nearly 40% of the total exports. CURRENT SCENERIO: Developing countries with both textile and clothing capacity may be able to prosper in the new competitive environment after the textile quota regime of quantitative import restrictions under the multi-fiber arrangement (MFA) came in to an end on 1st January 2005 under the world trade organization (WTO) agreement on textiles and clothing. As a result, the garment industry in developed countries will face huge competition in both their exports and domestic markets. The elimination of quota restriction will open the way for the most competitive developing countries to develop 4

Several initiatives have already been taken by the government to overcome some of these concerns including rationalization. Shri Kamal Nath. union minister of commerce and industry has said that India will take up the issue of non-tariff barriers (NTBs) in the world trade organization (WTO) Doha round of multi lateral trade stronger clusters of the garment industry which enable them to handle all stages of the production chain from growing natural fibers to producing finished clothing.000 crores in this sector in the post MFA phase. But India has natural advantages. A vision 2010 for garments formulated by the government after interaction with the industry and exports promotion councils aims to increase India’s share in the worlds garment from the current 4% to 8% by 2010 vision and plan to increase Indian garment economy from the current US $ 37 billion to $ 85 billion by 2010 and creation of 12 million new jobs in the garment sector. India’s cotton production increased by 57% over the last five years and three million additional spindles. Further.40. 5 .http://mbanetbook. which can be capitalized on strong raw-material base cotton. jute silk. The processes involved in producing technical textile require expensive equipments and skilled workers. The industry expects investment of rs 1. Further. man made fabrics. Nine garment majors invested rs 2600 crores and plan to invest another rs 6400 crore. which are expected to gather steam from march 2005 onwards. As a result of various initiatives taken by the government. for the benefit of exporters.blogspot. there has been new investment of rs 50000 crore in the garment industry in the last five years. The garment industry is undergoing a major reorientation towards nonclothing applications of textiles known as technical textiles which are growing roughly at twice rate textiles for clothing applications and now account for more than half of total textile production. there should be a state owned cargo-shipping mechanism. There will be opportunities as well as challenges for the Indian garment industry in the post MFA era.

blogspot.ABDUL KALAM said that. In order to ensure quality of garment exports. As compared to rs 12 crores in 1970-71. This will enable generation of employment in general and in rural areas in particular with the help of export of garments. We can add more than 5 million direct jobs and 7 million indirect jobs in the garment sector. fabrics and accessories for the global fashion industry. For India. the SSI restriction of the garment industry should be removed. Hong Kong and Singapore. Those buttons on the Levis you are wearing could well have been made in India. Primarily in the cultivation of On the eve of republic day. Asian tigers like Korea. Taiwan. where as with the WTO regime in place. INDIAN GARMENT EXPORT INDUSTRY: India is a major exporter of garments. Present equity participation of 24% by the foreign partners need to be enhanced and joint ventures with 6 . Developing countries like Bangladesh and Mayan mar of china. efforts are needed in cotton research. The welcome decision of phasing out Multi Fiber Agreement (MFA) will end the regime of quotas and other rules and regulations made by the Indian governments helps us to create a competitive export garment industry all over the world. modernization and upgrading of ginning and pressing factories and growth in marketing strategy”. It has been facing most of the quotas every year. “India is presently exporting six billion US dollars worth of garments. the clothing industry has performed quite well in exports. exports have reached rs 18000 crores by 1998. of course. generation.http://mbanetbook. Indian ethnic designs and materials are an important factor in the plans of fashion houses and garment manufacturers all over the world. president DR. technology. we can increase the production and export of garments to 18 to 20 billion US dollars with in the next five years. transfer of technology. The major competitors in this segment of the market are developed countries. the SSI restriction of the garment exports.

Replacements of existing indirect taxes with a single nation wide VAT. This will include exports of $ 50 billion. further. Imports were threatening thousands of US jobs. While china remains the lead country in terms of textile imports to the US. India recorded exports of $ 461 million in March 2005. LATEST TRENDS (NEWS) IN GARMENT AND TEXTILE SECTOR: 1. the existing entries in the drawback schedule relating to garments have been expanded to create separate entries of garments made up of (a) cotton 3. The us has the power to impose caps of 7. 4. Labor laws need to be reorganized and the export procedures should be majority shareholdings as well as technical collaborations should be allowed. A 5-pronged strategy aiming to attract foreign direct investment by making reforms in local market. acrylic yarn. The proposed target would be achieved provided reforms are initiated in textile sector and local manufacturers adopt measures to improve their competitiveness. fishing nets etc. The increase has continued from February.http://mbanetbook. The new products included wool tops. Elimination of restrictions that cause poor operational and organizational performance of manufacturers was suggested. (b) Man made fiber blend (c) MMF After the phasing out of quota regime under the Multi Fiber Act (MFA). 5. 2. Countries like Mexico and Canada continue to loose out to India and china. against $ 351 million in March 2004. various blended fabrics.5% growth in textile and clothing categories on china under an agreement that the way for Chinas membership in WTO in 2001. India can Increase its textile sector becoming $ 100 billion industry by 2010.blogspot. Cotton yarn. when textile exports stood at $ 410 million. Liberalization of contract norms for textile and garment units. India has shown a 28% growth for the period January to march 2005 as compared to the same period last year. Ministry of finance has added 165 new textile products under Duty Drawback Schedule. 7 . 6. The union minister shankar sinh vaghela said that the board for Industrial and Financial Reconstruction (BIFR) had approved rehabilitation schemes for sick NTC mills at the cost of rs. 3900 crores. Of the 66 mills, 65 mills have been closed after implementing voluntary retirement scheme (VRS) to all employees. The government has already constituted assets, sale committees comprising representatives of central and state governments, operative agency, BIFR, NTC and the concerned NTC subsidiary to effect sale of assets through open tender system. 7. Proposals for modernization of NTC mills have been made to the consultative committee members including formation of a committee of experts to improve management of these mills. Even the present status of jute industry was under the scanner of the consultative committee. 8. The government had announced change from the value-based drawback rate followed to a weight-based structure for textile exports that will discourage raw material exports and also there is a scope for misusing the drawback claims by boosting invoice value of exports. 9. NCDEX launched its silk contract (raw silk and cotton) on Thursday, January 20, 2005. With this launch, the total number of products offered by NCDEX goes up to 27. The launch of silk contract will offer the entire suite of fibers to the entire value chain ranging from farmers to textile mills. Government of India jointly with NCDEX has adopted a policy of encouraging future contracts of silk. The ministry of textiles and the central silk board (CSB) had decided to introduce Futures trading in mulberry cocoons and raw silk on NCDEX. Futures trading on the NCDEX will provide an alternative trading avenue for farmers, weavers and traders and help them to make a better price for their product and it will also helps them to reduce risks associated with natural calamities. From this, we can conclude that garment industry is still in developing stage in India. The government is taking a lot of efforts to upgrade the garment industry in India. Rules and regulations on small scale units should be liberalized and export procedures on 8 exports of garments is to be simplified and some grants to be given to those farmers who are dependent on cotton and jute corps.

COMPANY PROFILE This firm was promoted by Late. Shri. Mohan das Kundanmal Mahataney, the founder /promoter of associated apparels Pvt.Ltd, who were the makers of “LIBERTY” shirts for the domestic market and also license makers of Maidem form, Jockey, Jantzen and Tootal. An illustrious son of an illustrious father, MR.Raju. M.Mahtaney is a commerce graduate from Mumbai University, started his business career way back in 1968 by joining his father’s business of ready-made garment exports. Later, he joined as a partner in K.MOHAN in 1973. He became the managing partner in 1991, and since then his contribution in terms of expertise has boosted the morale of the organization and thus gained to be recognized as a reputed manufacturer in exports of woven garments. In the present context of business scenario, he has been traveling extensively to western countries and further gained rich industrial experience especially in fabric and machine etc. he was a member of the executive committee and also chairman of EDP of apparel export promotion council. He also an active executive member in CIA & INDO_AMERICAN chamber of commerce. Ours is a garment manufacturing company fully equipped for exporting the finished products. K.MOHAN & CO is situated 10 kms from the center of the beautiful 9 garden city of ban galore. We specialize in the manufacture of high quality of men’s and women’s wear in the woven fabrics category. We predominantly cater to the American market. K.Mohan among the oldest garment export houses in the country, established in the year 1973. K.Mohan & co is well equipped to meet any requirements of overseas clients. In other words, we are proud to maintain that we are compliant to all standards set by our clients. Our professional approach towards business makes us very easy to work with, and fosters our business tie-ups and relationships, a very pleasing association. It has locations at seven places in ban galore at Bannerghatta Road, Hulimavu, Begur, Bommanahalli, Hong Sandra, Sing Sandra and Veer Sandra. K.Mohan & co has an impressive product range in the woven garments sector. We are capable of manufacturing quality garments over a wide range of styles, size-ranges and fabrics. Though we have produced a wider range in the past, we are now focused on items such as men’s and women’s pants, shorts, shirts and blouses as well. We are proud to be associated withThe Gap Inc., Banana Republic, Polo Ralph Lauren, Nike, The Boom Club, Lane Bryant, The Limited Group, Ralph Lauren, Polo Jeans, Kohl’s, Nill Blass, Vetir, Decathlon, Shopko, Jones Apparel group and the like. In every unit, we have a technical person viz., production manager in charge of the unit associated by factory manager and production co-ordinators. The area group HRD managers also take care of all the issues relating to the workers, including HR activities, welfare, safety etc. where the number of employees exceed the limit prescribed under the factories act. We have a safety officer too. Also we have a lady medical officer visiting the units. We have our own two in-house laundry units at Hulimavu and Sing Sandra with modern machineries, which cater to all our wash requirements. To be candid, we have

10 all facilities to meet the contingencies. We have obtained the necessary consent for both water and air in all our units. Running a business with constraints in infrastructure facilities is a tough task, meeting simultaneously the requirements of the buyers. In the present power crisis, we are also running the generators in all our units, affecting the business profits to a large extent availability of water, yet another concern. With all these constraints around, our managing partner has been effectively managing the business. Labors, though available in the areas, are not skilled. Hence we trained them in our training school and absorb them with an amount of risk of their longevity. It is a family partnership firm registered under the Indian partnership act, 1932. Its corporate office is at begur road, bommanahalli hobli, Bangalore-560075. All raw materials is checked for quality and quantity and stored in a central warehouse. Inventory handling is fully computerized. The merchandising section and shipping department is well equipped with instant communication systems like EDI. We are working on implementing ERP. The CAD section is again fully equipped with the GGT ACCUMARK REALEASE 7.62 PATTERN MAKING, GRADING AND MARKING SYSTEM. We have automatic plotters (AP- 100) and pattern-cutting (MUTOH-1650) machines. We have a fully integrated CAD/CAS/CAM section at one of our units. It is equipped with state of the art automatic spreading (SYNCHRON 175) and cutting (GT7250) machinery from Gerber technology inc., of USA. We possess a 20-head embroidery machine capable of 7-9 colors. Machine is of Baruden make and stitching capacity is 20,00 –25,00 stitches per hour. The production floor is equipped with the latest machinery. Trained and specialized personnel who have lot of experience in the garment production field man it. 11

Our employers are dedicated and work for the company untiringly. Various studies have been conducted to find out the factors which determine job satisfaction and the way it influences productivity in the organization.blogspot. maintaining all the more a high standard of discipline which also contribute as one of the reasons for the growth of the company to this stage. diligently. sinciourly honesty. We use accredited testing labs for fabric package testing and garment testing. Though there is no conclusive evidence that job satisfaction affects productivity directly because productivity depends on so many variables. Job satisfaction is the mental feeling of favorableness which an individual has about his We have technical experts who help implement the quality standards in our merchandise (like AQL levels).http://mbanetbook. DuBrins has defined job satisfaction in terms of pleasure and contentment when he says that: 12 . CHAPTER-1 INTRODUCTION: JOB SATISFACTION: Job satisfaction is one of the important factors which have drawn attention of managers in the organization as well as academicians. it is still a prime concern for managers.

If dislike your job intensely. there are individual variables which affect job satisfaction thus all those factors which provide a fit among individual variables. they feel satisfied. you will experience job dissatisfaction. Therefore. Let us see what these factors are. If there expectations are met from the “Job satisfaction is the amount of pleasure or contentment associated with a job.http://mbanetbook. it appears that besides the nature of job and job environment. These expectations are based on an individual’s level of education. we have to keep in mind that: all individuals do not derive the same degree of satisfaction though they perform the same job in the same job environment and at the same time. Level of Education: Level of education of an individual is a factor which determines the degree of job satisfaction. nature of job. and job satisfaction. you will experience high job satisfaction.blogspot.” DETERMINANTS OF JOB SATISFACTION : While analyzing the various determinants of job satisfaction. The possible reason for this phenomenon may be that highly educated persons have very high expectations from their jobs which remain unsatisfied. and other factors. For example several studies have found negative correlation between the level of education. particularly higher level of education. age. and the situational variables determine the degree of job satisfaction. Peter’s principle 13 . 1. INDIVIDUAL FACTORS: Individuals have certain expectations from their jobs. If you like your job intensely. In their case.

At the last. 14 . when these assumptions fall short of reality. NATURE OF JOB: Nature of job determines job satisfaction which is in the form of occupation level and job content. job satisfaction goes down because of fear of retirement and future outcome. Similarly other personal problems associated with him may affect his level of job satisfaction. For example. These assumptions make them more satisfied. 2. applies more quickly. job satisfaction goes down. He may have some unrealistic assumptions about what they are going to derive from their work. phenomenon are like this. professionals derive more satisfaction as compared to salaried people. there are other individual factors which affect job satisfaction. which suggests that every individual tries to reach his level of incompetence. 1. and finally dips to a low degree. Other Factors: besides the above two factors. This happens because high level jobs carry prestige and status in the society which itself becomes source of satisfaction for the job holders. However. If an individual does not have favorable social and family life. starts rising up to certain stage. When an individual joins an organization.http://mbanetbook. Occupational level: Higher level jobs provide more satisfaction as compared to lower levels. particularly at the fag end of the career. It starts rising again as the people start to asses the jobs in right perspective and correct their assumptions. Job satisfaction is high at the initial stage. Age: individuals experience different degree of job satisfaction at different stages of The possible reasons for this their life.blogspot. gets gradually reduced. he may not feel happy at the work place. factory workers are least satisfied.

the degree of importance attached to individuals varies. For example. Situational variables: Situational variables related to a job satisfaction lie in organizational contextformal and informal. If the reward is perceived to be based on the job performance and equitable. A higher content of these factors provides higher satisfaction. 2. First.blogspot. Working conditions: working 2. these provide means for job performance. As we shall see in the next part of text. particularly physical work environment. 1. there is more concern for people which is perceived favorably by them and provides them more satisfaction. a routine and repetitive job provides lesser satisfaction . Second. the degree of satisfaction progressively increases in job rotation. it offers higher satisfaction. Supervision: The type of supervision affects job satisfaction as in each type of supervision. individuals experience higher level of job satisfaction. If the reward is perceived 15 . If these factors are favorable. 3. Some of the important factors which affect job satisfaction are given below. Job content: job content refers to the intrinsic value of the job which depends on the requirement of skills for performing it.http://mbanetbook. Equitable Rewards: The type of linkage that is provided between job performance and rewards determines the degree of job satisfaction. there is more emphasis on the performance of the job and people become secondary. like conditions of workplace and associated facilities for performing the job determine job satisfaction. job enlargement. These work in two ways. and job enrichment. This situation decreases job satisfaction. provision of these conditions affect the individuals perception about the organization. and the degree of responsibility and growth it offers. In employee-oriented supervision. In job-oriented supervision. formal organization is created by the management and informal organization emerges out of the interaction of individuals in the organization.

its favorableness or unfavourableness affects the individual psychologically which ultimately affects his physical health. For example Lawler has pointed out that drug abuse. The result is that there is spillover effect which occurs in both directions between job and life satisfaction. the degree of satisfaction is high. Since job satisfaction is a type of mental feeling. Productivity: There are two views about the relationship between job satisfaction and productivity: 16 . 4. it affects job satisfaction adversely. Work Group: Individuals work in group either created formally or they develop on their own to seek emotional satisfaction at the workplace. Opportunity for Promotion: It is true that individuals seek satisfaction in their jobs in the context of job nature and work environment but they also attach importance to the opportunities for promotion that these jobs offer. If the group satisfaction out of their interpersonal interaction and workplace becomes satisfying leading to job satisfaction. If the opportunity for such promotion is lacking. productivity. since a job is and important part of life. If the present job offers opportunity of promotion in future. it reduces satisfaction. These effects may be seen in the context of an individuals physical and mental to be based on considerations other than the job performance. job satisfaction influences general life satisfaction. Physical and Mental Health: The degree of job satisfaction affects an individuals physical and mental health. and mental and physical health result from psychologically harmful jobs. Further. and turnover.http://mbanetbook. 5. absenteeism. alcoholism. Effect of Job Satisfaction: Job satisfaction has a variety of effects. such groups are cohesive. To the extent.blogspot. it provides more satisfaction.

http://mbanetbook. For example. Job performance leads to job satisfaction and not the other way round. A happy worker is not necessarily a productive worker. challenging job. This relationship may be explained in terms of the operation 17 . when job satisfaction decreases. a worker having low expectations from his job may feel satisfied but he may not put his efforts more vigorously because of his low expectations from the job. The extrinsic reward is subject to control by management such as salary. The basic logic behind this is that a happy worker will put more efforts for job performance. this view does not explain fully the complex relationship between job satisfaction and productivity. this constraint affects the managements expectations from the individual in the form of lower output. Various research studies also support this view. productivity increases. when job satisfaction increases. There are two types of rewards-intrinsic and extrinsic. Thus. However. A happy worker is a productive worker. etc. he cannot go beyond certain output. However. any increase in these factors does not help to increase productivity though these factors increase job satisfaction. 1. The first view establishes a direct cause-effect relationship between job satisfaction and productivity. A happy worker does not necessarily contribute to higher productivity because he has to operate under certain technological constraints and. this may not be true in all cases. bonus. Therefore.blogspot. The basic factor for this phenomenon is the rewards (a source of satisfaction) attached with performance. the satisfaction on such a type of reward may help to increase productivity. and organizational expectations from individuals for job performance. Further. therefore. it does not mean that the job satisfaction has no impact on productivity. productivity decreases. the work situation is pegged to minimally acceptable level of performance. 2. The another view: that is a satisfied worker is not necessarily a productive worker explains the relationship between job satisfaction and productivity. etc. The intrinsic reward stems from the job itself which may be in the form of growth 1. 2.

com A satisfied worker may not necessarily lead to increased productivity but a dissatisfied worker leads to lower productivity. managers should take concrete steps to improve the level of job satisfaction. Improving Job Satisfaction: Job satisfaction plays significant role in the organization. However. For example. Employee Turnover: Turnover of employees is the rate at which employees leave the organization within a given period of time. It is the former type of absence which is a matter of concern. when an individual feels dissatisfaction in the organization. employee turnover is related to job satisfaction. However. the rate of turnover of computer software professionals is very high in India. As discussed earlier in this chapter under defense mechanism. This absence is due to lack satisfaction from the job which produces a ‘lack of will to work’ and alienate a worker from work as far as possible.blogspot. in general case. the other cause being better opportunity elsewhere. Thus. These steps may be in 18 .http://mbanetbook. 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. job satisfaction is not the only cause of employee turnover. Therefore. in the present context. Thus. he opts to leave the organization. he tries to overcome this through the various ways of defense mechanism. Absenteeism: Absenteeism refers to the frequency of absence of a job holder from the workplace either unexcused absence due to some avoidable reasons or long absence due to some unavoidable reasons. If he is not able to do so. Job satisfaction is related to absenteeism.

linking rewards with performance. When these six factors were high. These factors are similar to what we have found in other organizations. When the six factors were low. 19 . job satisfaction was low. and improving overall organizational climate. As part of a larger project whose goal was to create an employee-driven. surveyimprovement process six factors that influenced job satisfaction. job satisfaction was high. the form of job redesigning to make the job more interesting and challenging. improving quality of work life. 20 .blogspot.

which are not limited by availability of positions.http://mbanetbook. This includes chances to participate in interesting projects. When negative stress is continuously high. People have found challenge through projects. Actions: • • • Promote from within when possible. job satisfaction is low. jobs with a satisfying degree of challenge and opportunities for increased responsibility. Promote a balance of work and personal lives. Review work procedures to remove unnecessary "red tape" or bureaucracy." As organizations have become flatter. It may be possible to create job titles that demonstrate increasing levels of expertise. Make sure that senior managers model this behavior. Distribute work evenly (fairly) within work teams. Reward promising employees with roles on interesting projects. • • 21 . Important: this is not simply "promotional opportunity. team Leadership.blogspot. Jobs are more stressful if they interfere with employees' personal lives or are a continuing source of worry or Actions: • concern. Divide jobs into levels of increasing leadership and responsibility. Promotions can be Opportunity: Employees are more satisfied when they have challenging opportunities at work. They simply demonstrate achievement Stress. special assignments-as well as promotions.

Actions: • Make sure your managers are well trained. Fair Rewards. Employees are more satisfied when their managers are good leaders. People respond to managers that they can trust and who inspire them to achieve meaningful goals. Leadership combines attitudes and behavior. Consider employee responsibilities. • Some organizations utilize exercise or "fun" breaks at work. It can be learned. Employees are more satisfied when they feel they are rewarded fairly for the work they do. Celebrate achievements in quality. Develop meaningful measures of • Manage the number of interruptions employees have to endure while trying to do their jobs. Leadership. 22 . the effort they have put forth. striving for excellence or just taking action. This includes motivating employees to do a good job. Quality gains importance when employees see its impact on customers. Encourage communication between employees and customers. the work they have done well and the demands of their jobs. • Trap: be cautious of slick. • Work Standards.Employees are more satisfied when their entire workgroup takes pride Actions: • in the quality of its work.http://mbanetbook. "packaged" campaigns that are perceived as superficial and patronizing.blogspot.

experience less stress. make sure employees know this. which ones would make the biggest difference in your job?" • Employees with higher job satisfaction: • • Believe that the organization will be satisfying in the long run Care about the quality of their work 23 .http://mbanetbook.blogspot. "If there were just one or two decisions that you could make. Actions: When reasonable: • • • Let employees make decisions. Rewards can include a variety of benefits and perks other than money." Ask. Later reviews may identify innovative "best Actions: • • • • Make sure rewards are for genuine contributions to the organization. Be consistent in your reward policies. employees who are rewarded fairly. If your wages are competitive. Adequate Authority. Employees are more satisfied when they have adequate freedom and authority to do their jobs. As an added benefit. Allow employees to have input on decisions that will affect them. Establish work goals but let employees determine how they will achieve those goals.

An organization's policies. Employees also need some degree of personal space. Individuals at all levels of the organization want to be recognized for their achievements on the job. Reward loyalty and performance with advancement. Recognition. help them believe that their work is meaningful. Publicly thank them for handling a situation particularly well. Their successes don't have to be monumental before they deserve recognition. too. 24 • • • • • • • . To help employees achieve on the job. which will make them more valuable to your practice and more fulfilled professionally. When feasible. consider giving him or her a new title that reflects the level of work.http://mbanetbook. Employees need a reasonable amount of social interaction on the job. it increases productivity and decreases staff turnover. To increase an employee's sense of responsibility." Advancement. You may even want to establish a formal recognition program. Or give them a • Are more committed to the organization • • Have higher retention rates. recognize them for it immediately. which diffuses tension and improves working conditions. support employees by allowing them to pursue further education. provide them with ongoing feedback and adequate challenge When your employees do good work. and Are more productive. do not simply give them more work. can stand in the way of employee satisfaction. • Job satisfaction is good not only for employees but employers. but your praise should be sincere. To begin motivating employees. If you do not have an open position to which to promote a valuable employee. If you notice employees doing something well. take the time to acknowledge their good work immediately. Write them a kind note of praise. he or she has achieved. give them freedom and authority as well. if appropriate. such as "employee of the month. if unclear or unfair.blogspot.

25 .com • You can help employees advance in their professional lives by promoting them. or encouraging continuing education.1 Family physicians who can create work environments that attract. But few practices (in fact. creative and committed to their employers. few organizations) have made job satisfaction a top priority. physicians may even discover that by creating a positive workplace for their employees. Satisfied employees tend to be more productive.http://mbanetbook.blogspot. recruitment and retraining take their toll. high levels of absenteeism and staff turnover can affect your bottom line. perhaps because they have failed to understand the significant opportunity that lies in front of them. as temps. and recent studies have shown a direct correlation between staff satisfaction and patient Satisfaction. when appropriate. STATEMENT OF THE PROBLEM A STYDY ON EMPLOYEE JOB SATISFACTION: Employee satisfaction and retention have always been important issues for physicians. After all. What's more. motivate and retain hard-working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost-efficiency. They’ve increased their own job satisfaction as well.

26 . To study the level of satisfaction towards his salary and also other benefits which are provided by the company? 3. OBJECTIVES: 1. To suggest the company about the measures to be taken for more employee satisfaction. To study the ESI facilities and safety measures which are provided by the company? 4. To know the satisfaction level towards the behaviors of peers and superiors.blogspot.http://mbanetbook. RESEARCH DESIGN AND METHODOLOGY The research design used for the study is the descriptive research design. In this design structural information is used to gather information. Hence the study was dealt with sample random tool. which are collected afresh and for the first time and thus happen to be original in character. SOURCES OF DATA: PRIMARY DATA COLLECTION: Primary data are those. which is one of the most popular method sampling. The study requires probability method since the sample was chosen or random.http://mbanetbook. METHODOLOGY: SAMPLING METHOD: The two major methods are probability and non-probability sampling technique. questions and interviews methods were 27 .

The questionnaire is used for interviewing the respondents.face communication and through recorded questionnaires filled in personally. SECONDARY DATA COLLECTION: It is collected from the internal records of the company such as library records.http://mbanetbook. By using both the questionnaire method and interview method. The data collected is tabulated and interpreted to draw conclusion.blogspot. the TOOLS FOR DATA COLLECTION: SURVEY METHOD: The most widely used technique of gathering primary data is the survey accede to collect primary data by visiting the factory premises and various departments in it. The sources interviewed personally at the place of work and also with questionnaires. The rate of refusal is I would gather information from employees who was not willing or who did not have time for or who was shy about it. It was collected from the employees working in the factory. SAMPLE DESIGN FOR THE STUDY: SAMPLING METHOD: Stratified sampling method. The respondents are interviewed in the factory. quantitative and accurate. Additional questions (Personal interviews) can be used to secure more information. various training programs previously conducted and it’s responds etc. It is also conducted from the officials of the pursued department in the factory. various manuals of the company. The information is qualitative. FIELD WORK: It is an important method of data collection. It is a direct and more flexible form of investigation involving face. 28 . tools and other references were also mean important in this study. it offers a sense of participation to the respondents. trade journals. It usually leads to broader range of data than observation on experimentation methods. Secondary data provides a better view of the problem study many magazines. SAMPLE SIZE : 100(Consists of Production.http://mbanetbook. Ltd DATA ANALYSIS AND INTERPRETATION 1. Quality) SAMPLE UNIT : Employees of K.blogspot.MOHAN & CO (Exports) Pvt. Marketing.NO. Human Resource. TABLE SHOWING PERSONALITY OF THE RESPONDENTS TABLE: 1 S. RESPONSE RESPONDENTS PERCENTAGE 1 Male 56 47 2 Female 64 53 Total 120 100 29 . Systems.

The total respondents are 120 members. 46.blogspot. 30 . INFERENCE: From the above table. the analysis shows that.7 % of the respondents are male and the remaining 53. GRAPH:1 From the above table the chart is as follows.3 % are female.

com RESPONDENT GENDER 54 53 52 PERCENTAGES 51 50 49 48 47 46 45 44 Male GENDERS Female PERCENTAGE 31 .http://mbanetbook.blogspot.

OF RESPONDENTS PERCENTAGES 1 Post graduate 12 10 2 Diploma/degree 26 22 3 SSLC/PUC/ITI 36 30 4 Less than SSLC 46 38 TOTAL 120 100 INFERENCE: The interpretation of the above table is.3 % are having their qualification as less than SSLC.21.38.10% of the respondents are post graduates.7 % are diploma/degree holders. 2.blogspot. 32 .30 % are belonged to SSLC/PUC/ITI. QUALIFICATION NO. EDUCATION OF THE EMPLOYEE TABLE: 2 S.NO. GRAPH:2 The graph showing the different percentages of education of the employees.blogspot. EDUCATION OF THE EMPLOYEES 50 40 30 20 10 0 gr ad D ua ip lo te m a/ de gr SS ee LC /P U Le C/ ss IT I th an SS LC PERCENTAGE Series1 Po st QUALIFICATION 33 .

staff and employees .NO.6 % are recorded as employees in K MOHAN & CO (EXPORTS) GARMENTS. CATEGORY NO.This can be concluded as 23. 3. BELONGING CATEGORY TABLE: 3 S. 34 .blogspot. OF RESPONDENTS PERCENTAGES 1 2 Staff Employee TOTAL 28 92 120 23 77 100 INFERENCE: The data provided in the above table shows that the category of human resources i.e.3 % recorded as staff members and remaining 76. GRAPH:3 The graph showing the category of employees.blogspot. EMPLOYEE CATEGORY 90 80 70 60 50 40 30 20 10 0 Staff Employee CATEGORY PERCENTAGES PERCENTAGES 35 .

000 5.000 as their basic salaries.000 TOTAL 82 16 18 4 120 68 13 15 4 100 INFERENCE: The data provided in the above table shows that the respondent’s basic salary.3 are falling in between 5.000 to 15.000 15.4 are getting above 30.http://mbanetbook.000 to 15. 36 .000.000 Above 30.blogspot. BASIC SALARY OF THE EMPLOYEE TABLE: 4 S.000 as basic salary.NO. 15 % comes under 15. BASIC SALARY NO OF RESPONDENTS PERCENTAGES 1 2 3 4 Below 5. 13.000 as their basic salary.63. This can be concluded that most of the respondents are getting below 4.000 and the remaining 3.3 % respondents getting below 5.000 to 30.000 to 30.

http://mbanetbook.000 15.000 PERCENTAGES BASIC SALARIES . CHART SHOWING THEBASIC SALARYOF THE RESPONDENTS 80 70 60 PERCENTAGES 50 40 30 20 10 0 Below 5.000 37 Above 30.blogspot.000 to GRAPH:4 The graph showing the basic salaries of the employees.000 to 30.000 5.

com 5.OF RESPONDENTS 24 32 48 16 120 PERCENTAGES 20 27 40 13 100 INFERENCE: The data provided in the above table shows that the work experience of the employees is recorded as 20 % belonging to below one year.NO.blogspot.3 % belonging to more than 5 years and finally 40 % of employees belonging to more than three years. WORK EXPERIENCE OF THE EMPLOYEE IN THE ORGANISATION TABLE: 5 S. 26. only 13.http://mbanetbook. 1 2 3 4 WORK EXPERIENCE Below one year More than one year More than three years More than five years TOTAL NO. 38 .7 % belonging to more than one year.

blogspot. GRAPH: 5 The chart showing the work experience of the Employees in the organization. 39 .

com WORK EXPERIENCE IN THIS ORGANISATION More than five years EXPERIENCE More than three years PERCENTAGES More than one year Below one year 0 20 40 60 PERCENTAGES 6.http://mbanetbook.blogspot.SATISFACTION TOWARDS PICK AND DROP FACILITY 40 .

http://mbanetbook.3% of employees are satisfied and remaining 56.blogspot. PICK & DROP NO. 41 .OF RESPONDENTS PERCENTAGE 1 Satisfied 52 43 2 Not satisfied 68 57 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the opinion of Pick & Drop facility provided in K MOHAN & CO(EXPORTS) TABLE: 6 S.7% are not satisfied.NO. This can be recorded as 43.

com GRAPH:6 The chart showing the satisfaction level on Pick and Drop facility. SATISFACTION TOWARDS PICK & DROP Not satisfied 57% Satisfied 43% 42 .http://mbanetbook.blogspot.

com 7.OF RESPONDENTS PERCENTAGES 1 Satisfied 102 85 2 Not Satisfied 18 15 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the opinion on Free Canteen facility provided in K MOHAN & CO(EXPORTS) GARMENTS.NO.http://mbanetbook. FREE CANTEEN NO. 43 . This can be recorded as 85% of employees are satisfied and remaining 15% are not satisfied.SATISFACTION LEVEL TOWARDS FREE CANTEEN TABLE: 7 S.blogspot.

blogspot. SATISFACTION TOWARDS FREE CANTEEN Not Satisfied 15% Satisfied 85% 44 .com GRAPH:7 The chart showing the opinion on Free Canteen facility provided by the organization.http://mbanetbook. 8. This can be recorded as 80% of employees are satisfied and remaining 20% are not satisfied. PEERS & SUPERIORS NO OF RESPONDENTS BEHAVIOURS PERCENTAGES 1 Satisfied 96 80 2 Not Satisfied 24 20 TOTAL 120 100 INFERENCE: The data provided in the above table shows that the coordination between the Peers and Superiors in K MOHAN & CO(EXPORTS) GARMENTS.http://mbanetbook.blogspot. 45 .SATISFACTION WITH PEERS AND SUPERIORS BEHAVIOURS: TABLE: 8 S.

blogspot. TOWARDS PEERS AND SUPERIORS BEHAVIOURS 90 80 70 60 50 40 30 20 10 0 Satisfied Not Satisfied PERCENTAGES Series1 SATISFACTION TOWARDS PEERS & SUPERIORS BEHAVIOURS 46 .com GRAPH:8 The Graph showing the satisfaction level on Peers and Superiors in the organization.http://mbanetbook.

com 9.http://mbanetbook.7% employees in a year. 1 2 3 4 BONUS In six months In a year More than one year No bonus TOTAL NO OF RESPONDENTS 4 110 2 4 120 PERCENTAGES 3 92 2 3 100 INFERENCE: The data provided in the above table shows that the procedure of issuing the bonus allowance in K MOHAN & CO(EXPORTS) GARMENTS. This can be recorded as 3.blogspot.NO. 47 . 91.THE TABLE SHOWING THE BONUS ALLOWANCES FROM THE COMPANY TABLE: 9 S.7% getting in more than one year and 3.3% of the employees getting their bonus once in six months.3% are not getting bonus over the study period. 1.

com GRAPH:9 The graph showing the issuing procedure of bonus allowances. B N S A O A C S F O TH O U LL W N E R M E C M A Y O P N N bon s o u 3% M th ore an on year e 2% In six m th on s 3 % In a ye ar 92% 48 .blogspot.http://mbanetbook.

THE TABLE SHOWING THE REASON FOR GETTING OF BONUS. This can be recorded as 13.NO.blogspot.3% of employees are getting bonus because of working performance and remaining 10.http://mbanetbook.7% depends on companies profitability. 49 . BONUS BEEN ANNOUNCED NO OF RESPONDENTS PERCENTAGES 1 On employee performance working 16 13 2 On companies profitability TOTAL 104 120 87 100 INFERENCE: The data provided in the above table shows that the reason for getting of bonus in K MOHAN & CO(EXPORTS) GARMENTS. TABLE: 10 S. GRAPH:10 The graph showing the reason for issuing of bonus in the company.blogspot. ON BONUS SCHEMES PROVIDED BY THE COMPANY 90 80 70 60 PERCENTA 50 GES 40 30 20 10 0 On employee working performance Series1 On companies profitability ON DIFFERENT VARIABLES 50 .


8% respondents don’t know about. This can be recorded as 40% respondents were eligible for loans. 29. GRAPH:11 The graph showing the eligibility for loans and advances.blogspot. that they were eligible or not.2% were not eligible for loans and remaining 30. INFERENCE: The data provided in the above table shows that the opinion on issuing of loans and advances in K MOHAN & CO(EXPORTS) GARMENTS. SATISFACTION TOWARDS LOANS AND ADVANCES SATISFACTION OF LOANS AND ADVANCES Not know No Series1 Yes 0 10 52 20 30 40 PERCENTAGES .

http://mbanetbook.RESPONSE TOWARDS INCREMENTATION OF EMPLOYEE’S SALARIES TABLE: 12 S.blogspot.NO. SALARY IS NO.OF RESPONDENTS PERCENTAGES 1 2 Incrementing Not Incrementing 106 14 88 12 TOTAL 120 100 INFERENCE: 53 .com 12.

blogspot.http://mbanetbook. there is any incrementing in their salaries or not in K MOHAN & CO(EXPORTS) GARMENTS.3% of employees had incrementing in their salaries and remaining 11.7% had no any incrementing in their salaries. This can be recorded as The data provided in the above table shows that. GRAPH:12 The graph showing the respondents opinion on Incrementation of their salaries TOWARDS SALARY INCREMENTATION 100 80 60 40 20 0 tin g m en en tin g PERCENTAGES Series1 re In c N ot RESPONSE In c 54 re m .


TOWARDS COMPANIES PROFITABILITY 90 80 PERCENTAGES 70 60 50 40 30 20 10 0 Incrementing Decrementing 56 COMPANIES PROFITS FROM THE RESPONDENTS THOUGHTS Series1 .http://mbanetbook.. and the remaining 18.3 respondents says that it is decreasing. 81.blogspot. GRAPH:13 The graph showing the respondents opinion on company’s profitability from the last 5 years.7 % of the respondents said that companies profitability is increasing from the last five INFERENCE: The data provided in the above table shows that.

REGARDING THE FOOD PROVIDED BY THE CANTEEN TABLE: 14 S.NO.blogspot.http://mbanetbook. FOOD NO OF RESPONDENTS PERCENTAGES 1 2 Bad Not Bad 15 45 57 13 37 .com 14.

41.5% said that the food is not bad. GRAPH:14 The graph showing the opinion on the food provided by the canteen.37.3 % says that the food is very good.12. 3 4 Good Very Good TOTAL 50 10 120 42 8 100 INFERENCE: The data provided in the above table shows that. and the remaining 8. 58 .7% response is that the food is good. the food provided in the canteen .2 % respondents feel that the food is bad.


com TABLE: 15 S.6 % respondents feel their job timings are satisfied and 23. 76.NO. JOB TIMINGS NO OF RESPONDENTS PERCENTAGES 1 2 Satisfied Not Satisfied TOTAL 92 28 120 77 23 100 INFERENCE: The data provided in the above table shows that.http://mbanetbook.3 % respondents are not satisfied with their job timings.blogspot. 60 . GRAPH:15 The graph showing the satisfaction towards job timings.http://mbanetbook. SATISFACTION TOWARDS JOB TIMINGS Not Satisfied 23% Satisfied 77% 61 .

62 .com 16.42% says that they are utilizing ESI facility and the remaining 58 % were not utilizing. RESPONSE ON ESI NO OF RESPONDENTS PERCENTAGES 1 2 Yes No TOTAL 34 46 80 42 58 100 INFERENCE: The data provided in the above table shows that.NO.REGARDING ESI FACILITIES WHICH ARE PROVIDED BY THE COMPANY TABLE: 16 S.blogspot. the ESI facility provided by the company.http://mbanetbook.

blogspot. REGARDING ESI FACILITIES Yes 42% No 58% 63 . GRAPH: 16 The graph showing the utilization of ESI facilities by the employees. 17. 64 .3 % said that there is no safety measures.RESPONSE TOWARD SAFETY MEASURES. and the remaining 8.NO.http://mbanetbook. WHICH ARE PROVIDED BY THE COMPANY TABLE: 17 S.7 % employees said that the company is provided safety measures. SAFETY MEASURES NO OF RESPONDENTS PERCENTAGES 1 2 Yes No TOTAL 110 10 120 92 8 100 INFERENCE: The data provided in the above table shows that.blogspot. GRAPH:17 The graph showing the respondents opinion on safety measures.blogspot. RESPONSE TOWARDS SAFETY MEASURES 100 PERCENTAGES 80 60 PERCENTAGES 40 20 0 Yes RESPONDENTS No 65 .

GOT JOB NO OF RESPONDENTS PERCENTAGES 1 Recommendation 28 23 2 Skill 92 77 TOTAL 120 100 INFERENCE: The data provided in the above table shows that.NO.http://mbanetbook.RESPONSE OF EMPLOYEE TOWARDS HIS JOB APPROACH TABLE: 18 S.7 % depends on their skill.blogspot. and the remaining 76. 23.3 % respondents are getting their jobs by recommendation. 66 .com 18.

http://mbanetbook.blogspot. TOWARDS HIS JOB APPROACH Recommendation Skill 67 .com GRAPH:18 Response towards his job approach.


blogspot. INFERENCE: The data provided in the above table shows that. and the remaining 43.7% respondents were satisfied with the company’s infrastructure.3 % respondents were not satisfied GRAPH: 19 The graph showing the satisfaction towards company’s infrastructure COMPANIES INFRASTRUCTURE 60 50 40 PERCENTA 30 GES 20 10 0 Satisfied Not Satisfied PERCENTAGES RESPONDENTS VIEW 69 .http://mbanetbook. 20. SALARY NO OF RESPONDENTS PERCENTAGES 1 Satisfied 78 65 2 Not Satisfied 42 35 TOTAL 120 100 70 .SATISFACTION OF EMPLOYEE TOWARDS HIS SALARY TABLE: 20 S.http://mbanetbook.blogspot. INFERENCE: The data provided in the above table shows that. GRAPH:20 The graph showing the satisfaction level of salaries RESPONDENTS SALARY SATISFACTION 70 60 50 PERCENTA 40 GES 30 20 10 0 PERCENTAGES Satisfied Not Satisfied RESPONDENTS VIEW 71 . 65 % respondents are satisfied with their salary and the remaining 35 % were not satisfied with their salaries.

TOWARDS JOB SATISFACTION TABLE: 21 21.http://mbanetbook.NO JOB SATISFACTION NO OF RESPONDENTS PERCENTAGES 1 2 3 4 Up to 25 % 25%to50% 50%to75% Up to 100% TOTAL 16 31 64 9 120 13 26 53 8 100 72 .

4 % of respondents and finally 7..http://mbanetbook.8 % respondents are being in between 25-50% job satisfaction. GRAPH:21 The graph showing the satisfaction on their jobs in the organization. under 50-75% there is a 53.. 73 .com INFERENCE: The analysis of the above table shows that.blogspot.5 percentage of respondents are having job satisfaction up to 100 %. 13.3 % respondents are having job satisfaction up to 25 %. 25. RESPONDENTS JOB SATISFACTION CHART 60 50 PERCENTAGES 40 30 20 10 0 % to 50 % to 75 % 10 0% 25 NO OF RESPONDENTS to 25 % 50 % U p SATISFACTION FINDINGS U p 74 to .blogspot.

8. In my study.000. 3. More than 58% of the workers are not aware of ESI benefits and minor part of the workers felt that ESI benefits are 1. 75 . Most of the respondent’s attitude is bonus will be announced on the company’s profitability and it had been announced once in a year. 92% of the respondents are satisfied with the safety measures which are provided by the company and the remaining 8 % said that they were not satisfied. large number of employees is agreed that it is good and a few numbers response is towards poor. 4. 7. Employee response is negative towards pick & drop facility. which is provided by the company. 5. Majority of the employees are female and most of the respondents belonging to employee category than staff. 9. Most of the employees are getting basic salaries below 5. 2.http://mbanetbook. Only one shift of employees are benefited with pick & drop and the remaining two shifts were not having bus facility. 10.000 and a minor part of the employees getting their basic as above 30. Majority of the respondents are having the experience in between 1-3 years and poor percentage of employees are having above 5 years experience in this organization. poor percentage of employees are of PG holders and the remaining majority people are having less than SSLC as their educational qualifications. Employee attitude is positive towards canteen facilities.blogspot. 6. Majority (80%) of the employees satisfied with the peers and superiors behaviors and 20 % of the respondents were not satisfied. 11. 12. 14. Majority of the respondents job satisfaction falling in between 50%-75% and a minor part of the respondent’s job satisfaction is up to 100%. 57% of respondent’s attitude is positive in the case of company’s infrastructure and the remaining 43 % respondents attitude is negative.blogspot. 65% of the respondents in the organization are satisfied with their salaries and the remaining 35% were not satisfied with the salaries.http://mbanetbook. SUGGESTIONS 76 . 29% are not utilizing them and the remaining 31% were not know about the loans and advances in the organization. In my study. 40% of the employees were well known about the loans and advances issued by the company and they were utilizing them.

com LIMITATIONS LIMITATIONS OF THE STUDY: 1.blogspot. 77 . Some of the information given by the respondents may not be accurate.http://mbanetbook.

5. The area of study is limited to K. the study is confined only to the few employees. 4. Due to lack of time. A STUDY ON EMPLOYEE JOB SATISFACTION TOWARDS K MOHAN &CO (EXPORTS) GARMENTS. B’LORE. Time period to be the major limitation. some of workmen hesitated to answer some questions like their salary details and the relation with their superiors. 3.blogspot.http://mbanetbook. QUESTIONNAIRE PART: A 78 .MOHAN & CO (Exports) Pvt Ltd 2. The questions that we asked being personal.

Name of the Respondent: 2. Age: 3.000-15.000 C)15. SSLC / PUC / ITI: 4. Department: 7.http://mbanetbook.000 D) Above 30. Employee ( ) 6.000 B)5. Staff ( ) 2. Diploma / Degree Holder: 3. Educational Qualification: 1. Sex: (Male / Female) 1. Belonging Category: 1.blogspot. Less than SSLC: 5.000-30. Post Graduate: 2. Basic Salary:[ ] A)Below 5.000 PART: B 79 .

Increasing Deceasing 80 . 11. Below one year More than one year More than three years More than five years Is the company provided the following facilities to you like? 1. Are you satisfied with your pears & superiors behavior? Is company allowing bonus 1. Since how long you are working in this Organization? 1. Pick and Drop (Y/N) 2. Are you satisfied with the loans and advances issued by the company? Is the company incrementing salary for its workers? 15. Based on employees working performance Based on companies profitability 13. 3. Quarters (Y/N) (Y/N) 10.blogspot. In six months In a year More than one year No bonus 12. 9. Free Canteen 8. 2. Are bonus been announced 1. 2.What is company’s profitability during last five years? 1. 4. 2.http://mbanetbook. 2. 14. 3. 4.

26. c. b. Bad Not bad Good Very Good Are you satisfied with job timings (Y/ N)? Is any ESI facility provided by the company (Y / N)? Are you satisfied with the pick & drop facility provided by the company? (Y / N)? You got job by a. 4. Are the food provided by the company is a.Is there any safety measures for the labour who are working with huge machineries 22. 3. 18. 17. 16. 19. 24. By Recommendation By skill 20. b.http://mbanetbook.blogspot. Up to 25% 25% to 50% 50% to 75% Up to 100% SIGNATURE 81 . Reason for joining in this company? Any Reason for quitting the company? Are you satisfied with the company infrastructure? Are you satisfied with your salary? Your job satisfaction is up to a. b. 25. 21. d.

com 82 .blogspot.http://mbanetbook.

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