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A STUDY ON EMPOLYEE SATISFACTION IN TOOLFAB ENGINEERING INDUSTRIES (P) LTD

PROJECT REPORT Submitted by VIDYA.K REGISTER NO: 2007391247 Under the Guidance of Mr.G. BALA SENTHIL KUMAR, B.E., MBA., faculty Department of management studies In partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES PONDICHERRY UNIVERSITY PUDUCHERRY, INDIA

MAY-2009

BONAFIDE CERTIFICATE
This to certify that the project work entitled A STUDY ON EMPLOYEE SATISFACTION IN TOOLFAB ENGINEERING (P) LTD. is a bonafide work done by VIDYA.K [REGISTER NO: 2007391247] in partial fulfillment of the requirement for the award of Master of Business Administration by Puducherry University during the academic year 2008 2009.

HEAD OF DEPARTMENT

GUIDE

Viva-Voce Examination held on

EXTERNAL EXAMINER
1. 2.

TABLE OF CONTENTS
CHAPTER
ABSTRACT LIST OF TABLES LIST OF CHARTS INTRODUCTION 1.1 Profile of Organization I 1.2 Company vision 1.3 Process of manufacture 1.4 Achievements NEED FOR STUDY II III IV REVIEW OF LITERATURE OBJECTIVES RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION FINDINGS OF THE STUDY VI SUGGESTION AND RECOMMENDATIONS CONCLUSIONS LIMITATIONS OF TH STUDY SCOPE FOR THE FUTHER STUDY ANNEXURE

TITLE
ACKNOWLEDGEMENT

PAGE NO
ii iii iv vi 1 3 4 4 5 6 12 13 16 54 56 57 58 58

VII

ACKNOWLEDGEMENT
I am extremely grateful to Our Principal Dr. V.S.K. VENGATACHALAPATHY to provide necessary and essential facilities to do this project report. I am extremely grateful to Our Chairman Mr. N. KEASAVAN voice chairman necessary and essential facilities to do this project report. I express our sincere thanks and deep sense of gratitude to our Head of Department Mr.S.JAYAKUMAR, Department of Management Studies for providing me with an opportunity to study and to do this report. I express a deep sense of gratitude to my Guide Mr.G.BALA SENTHIL KUMAR Department of Management Studies, for his encouragement, support and guidance to complete this project work successfully. I convey my heartiest thanks to Mr.N.N. SETHUANAND HR (MANAGER) TOOLFAB ENGINEERING INDUSTRIES (P) LTD, who kindly granted permission to do this project report in his esteemed organization. Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends for giving timely advice in all the ways and in all aspects for doing the project Mr.

S.V. SUGUMARAN and Managing Director Mr. M. DHANASEKRAN to provide

ABSTRACT
This project is undertaken to study the employee satisfaction in TOOLFAB ENGINEERING INDUSTRIES (P) LTD. The study has been conducted by adopting survey method among the employees in TOOLFAB ENGINEERING INDUSTRIES (P) LTD, with the help of questionnaire. The sample of size of 100 respondents from the company was chosen for the study. The scope of the study consists of the importance of the employee satisfaction is to find out the satisfaction level of the employees. The objectives tell about the necessity of the study. The research methodology consists of design, sample size & sample technique. The project work is based on descriptive research. Simple random sampling is used for data collection. Percentage analysis, weighted average method and chi-square are used for data collected through questionnaire. The study provides some findings that were interrupted from the analysis of the collected data. The suggestion and recommendations were given by the researcher which may help the company to improve their employee satisfaction.

LIST OF TABLES

S.no

TABLE NAME

Page No

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32

Department Of The Respondents Satisfaction Of Their Work Job Are Challenging And Interesting Relevant Training Expected Of Their Work Material And Equipments Working Condition Over All present Job Effort Of Filling Vacancies Job Opportunities Promotion Opportunity For Training My Manager Immediate Supervisor Manager Helps To Improve Myself Prompt And Fair Corrective Action Manager Available When I Need Advice I Feel Free To Talk Openly And Honestly To My Manager Manager Know What Is going In My Group Manager Doing A Good Job Fairly Distributed In My Work Group How Members Of My Work Are Solve Problems Work Group Works Well Feel Free To Openly And Honestly With Group Member Monthly Income Satisfaction Of Salary Level Monitory Benefits Over Time Wages Incentives Fringe Benefits Facilities Welfare Programs Recreational Activities

16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47

33 34

Companys People Programs Work Timings

48 49

CHAPTER-I 1.1 COMPANY PROFILE TOOLFAB ENGINEERING INDUSTRIES (P) LTD an over view
The first plant of what is now known as TOOLFAB ENGINEERING INDUSTRIES (P) LTD was established more than 35 years ago at Trichy by the persons Mr. C. Madan Mohan and Mr. C. Harshavardhan. TOOLFAB ENGINEERING INDUSTRIES (P) LTD is one of the largest and leading engineering manufacturing enterprises, its kind in Trichy with a well recognized track record of performance, earning profit continuously since 1972-73.

Work-Force
Administration staff Manager Engineers Asst. Engineers Foreman Technician Skilled Workers Semi Skilled Blasters & Painters Rigger Total : 20 : 25 : 20 : 15 : 120 : 60 : 20 : 18 : 361 : 45 : 18

Auxiliary Process Facilities available in Industrial Estate

Pipe Bending Tube Expansion Heat Treatment Radiographic testing Galvanizing Heavy machining centers

Quality Accreditations and Inspection Agencies

Barath Heavy Electricals Ltd National Thermal Power Corporation Lloyds Indian Institute of Quality Assurance Tata projects Ltd Tata consultant Engineers M.N.Dastur & Co.,

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D.N.V. Inspection

Customers
M/s Bharth Heavy Electricals Ltd,. Trichy. M/s Neyveli Lignite Corporation. Neyveli. M/s Suzlon Energy Ltd., Pune. M/s Larsen & Turbo Ltd., Mumbai, Kanchipuram & Chennai. M/s Tata Projects Ltd., Hyderabad. M/s Fouress Engineering (India) Ltd., Bangalore M/s Pioneer Wincon Ltd. Chennai. M/s Das Largerwey Wind Turbines Ltd., Pondicherry. M/s Wescare India Ltd., Chennai. M/s Arul mariamman Textiles ltd., Pollachi. M/s Wind Power Ltd., Chennai. M/s Textool Wind Energy Ltd., Combatore. M/s IVRCL infrastructures projects Ltd., Thiruvarur. M/s Hindustan Construction Co., Ltd., Kudankulam, Tirunelveli. M/s Man Takraf (India) Pvt. Ltd., M/s Southern Railways

WELFARE ACTIVITIES
1. Three sets of uniform dresses are being issued for once in 2 years for all employees. 2. One pair of safety shoe for all employees. 3. Medical facilities are being extended to all employees at our factory dispensary. 4. Provided rest shed for employees. 5. Lockers provided to all employees.

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6. Bonus payment is adopted for all employees under productivity linked bonus scheme and performance bonus scheme. 7. Festival advances for all employees. 8. Company picnic scheme. 9. Incentives scheme. 10. Insurance for all the employees. 11. Provident fund scheme for all employees. 12. Education advance for employees` son / daughter. 13. Group personal accident policy 24 hours coverage for all employees. 14. Sick leaves are introduced for the employees. 15. Moped loan scheme to employee.

1.2 COMPANY VISSION

Top 5 Engineering and manufacturing company in Trichy before 2009.

1.3 Product Manufactured Significant job

Asias Largest 2 MW Wind Mill Tower trough M/s suzlon Energy Ltd., Pune.

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Other Jobs
Ducting Dampers Structural columns Structural Beams Wind-Mill Towers Expansion Bellows and Steam Flow Diverter frame, etc,

1.4 ACHIVEMENTS Companies turn over

The company has achieved sales turn over 1.72 million US$ in the year 2003-2004, 1.89 million US$ in the year 2004-2005, 3.39million US$ in the year 2005-2007 and the last assessment year its turn over is 4.5 million US$. 2006-2007 the company has projected 6.5 million US$ The company got ISO 9001 2000 The Second unit was started in year 1990 by the same persons The Tired unit was started in year 1994 by the same persons The Fourth unit was started in year 2001 by the same persons The company got Private Limited Company in the year 2004 December

NEED FOR STUDY

The problem undertaken for the study identify and analysis the behaviour of the workers There is a need to understand how the workers react to the companys program and policies of the organaization

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The need of the organaization to know what are the various requirement and expectation of the workers and various problems that the workers face in working place Such a study and analysis would help TOOLFAB ENGINEERING INDUSTRIES (P) LTD, to know about its strenth and weakness in their job, manager, compensation, employee benefits, aand their work group. It is the need of the organaization to know what type of program to be offer to workers The company in taking certain policies and decision and to bring in new ideas and innovation may use the finding of the study

CHAPTER-III REVIEW OF LITERATURE EMPLOYEE SATSFACTION

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INTRODUCTION
Job satisfaction plays an important in ensuring the organization commitment of its employees. When an employee is satisfied, he/she is more committed to the organization. It is therefore necessary to understand how job satisfaction can be enhanced in organization. Some researchers are of the opinion that organizations willing to successful must know what workers want. What keeps them happy, and what makes them stay. Some of the very important factors of employees satisfaction are pay, Fringe benefits, operating conditions, co-workers, etc., That can be reviewed from time to time to make employee satisfied and stay with the organization The study of job satisfaction started with mayos study of productivity at the western electric hawthorne plant in Chicago in 1933 (hodson, 1991) since then many researchers have studied the various aspects of job satisfaction including mobley et al. (1979) ; Price and Mueller (1981a,1981b, 1986); Bluedorn (1982); and mowday et al. (1982) among others . Job satisfaction is defined as the extent of the positive affective orientation towards a job (Blegen and Mueller, 1987). Spector (1997) defined job satisfaction as the liking (satisfaction) or disliking (dissatisfaction) behavior of the employees towards their job. Thus, it is the employees emotional bond to their jobs. Job satisfaction is often seen as a concept that concerns only an employees overall feeling about the job, not the employees behavior towards the job, i.e., lateness, absenteeism, etc. (Smith et al.,1969; and Blegen and Mueller, 1987). Porter et al. (1974) view job satisfaction as the sum total of an individuals met expectations. Some researchers have attempted to measure the global job satisfaction but there was also a concern to measure different dimensions of job satisfaction. Careful analysis of these dimensions in an organization can bring more depth to devising strategies to enhance the job satisfaction of employees. Some of the traditional factors that contribute to job satisfaction are co-workers, pay, job conditions, supervision, nature of the work, and benefits.

DEFINITION

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Job satisfaction a worker's sense of achievement and success, is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction further implies enthusiasm and happiness with one's work. The Harvard Professional Group (1998) sees job satisfaction as the keying redient that leads to recognition, income, promotion, and the achievement of other goals that lead to a general feeling of fulfillment.

Importance of Employee Satisfaction

Employee satisfaction is important in all the organization because it: keeps and motivate people to work well in the organization Pay Promotion Work Task Coworkers Supervisors Safety Training and development Co operation Friendliness Fair treatment Equalopportunity

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Many economists consider self-reported job satisfaction as a fascinating subjective well-being, variable (Levy-Garboua in job and Montmarquette, Job 2002:1). has This been attraction recently resulted in a number of studies in the empirical analysis of specifically satisfaction. satisfaction investigated in several disciplines such as psychology (Argyle 1989), sociology (Hodson,1985; Kalleberg and Loscocco ,1983), economics (Hamermesh 1977, 2001; Freeman, 1978), and management sciences (Hunt and Saul ,1975). Employers prefer that their employees be satisfied, since employees satisfaction is closely related to their labor market behavior such as productivity, quits and absenteeism. Several findings indicate that job satisfaction is as good predictor of quits as wages(Freeman, 1978; Akerlof et al., 1988; Clark et al. (1998). For this reason it is important to study the determinants of job satisfaction. Different aspects of job satisfaction are studied in the literature. These include job satisfaction with gender (Clark ,1997), wage growth (Clark , 1999), age (Hunt and Saul (1975), Clark et al., 1996), comparison income and unemployment (Clark and Oswald, 1994,1996) work environment (Idson, 1990), work environment and relations with managers (Gazioglu and Tansel, 2002). Locke (1976) defines the job satisfaction as the individuals subjective valuation of different aspects of their job. Higher job satisfaction may be due to improvements in the objective aspects of the job either from reduced expectations or dissatisfing aspect of job is downplayed while pleasing aspects are given greater weight. Hamermesh (1977) is one of the first studies that used job satisfaction data to investigate a model of occupational choice. This paper analyses four different measures of job satisfaction, using British data and investigates their relationship to individual and job characteristics. Individual characteristics include age, sex, education and gender. Job

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characteristic include income, establishments size, hours of work and industrial composition. Clark (1996)used British Household Panel Data (BHPD91) from 1991 to investigate the determinants of job satisfaction. We use a more recent (1997) and larger data set in order to see whether the previously obtained results are upheld. Although the job satisfaction measures we use are somewhat different than those of Clark and others, a number of results that are commonly obtained with international data are found to hold in our data set as well. One special difference from the previous results in that the married individuals have lower job satisfaction levels than the unmarried in our data set. Further, it was noteworthy that individuals in education and health sectors are less satisfied with their pay but more satisfied with their sense of achievement. 4 Section 2 presents a brief discussion of our data and the various measures of job satisfaction used in this study. Section 3 analyses the ordered probit estimation results of the relationship between job satisfaction measures and a number of individual and job characteristics. Section 4 includes concluding remarks It is an obvious statement but high employee satisfaction levels can reduce employee turnover Dissatisfied employees tend to perform below their capabilities, result in high turnover of staff and leave their jobs relatively quickly , and are not very likely to recommend your company as an employer. Employee satisfaction research gives employees a voice and also allows the pinpointing of problematic areas, leading to the raising of staff satisfaction levels, developing and reviewing of staff management, and optimizing corporate communication. Issues our research covers the current workplace situation, management styles/attitudes, internal communication, workplace atmosphere, corporate culture/vision and image.

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Employee satisfaction research encompasses many different research techniques but the measurement of satisfaction is only the first step to improving employee.Employee satisfaction market research may not be as expensive as you think. Moving your staff satisfaction research to the web will dramatically reduce the cost and significantly improve the quality of the results you receive. In fact, employee surveys conducted online have resulted in approximately 75% completion rates compared to 65% for the traditional paper and pencil methodology.

Job Security
With regards to job security the survey question asked if the respondent agrees with the following statement: I feel that that my job is secure in this work place. In this study, those who strongly agree or agree with this statement are assigned a value of one and zero otherwise. Inclusion of this dummy variable in the regressions in Table 3 indicates that a secure job leads to highly significant, higher satisfaction levels for all measures of satisfacion considered. The issue of job security and job satisfaction is investigated by Blanchflower and Oswald (1999). They also found that job satisfaction is higher among those with secure jobs. Blanch flower and Oswald further asked the question if US job satisfaction falling because of increasing job insecurity or because of the decline of trade unions. They found that the answer was negative to both of the querries

EMPLOYEE
Someone hired by an employer under a contract of employment to perform work on a regular basis at the employer's behest. An employee works either at the employer's premises or at a place otherwise agreed, is paid regularly, and enjoys fringe benefits and employment protection.

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EMPLOYEE BENEFITS
Employee benefits are the assortment of rewards and compensation schemes that move from the employer to the employee. It is an effective instrument for boosting the motivation level of the employees. The paper examines the different employee benefit options. In this context, some related federal laws are also discussed.

SATISFACTION
The act of satisfying, or the state of being satisfied; gratification of desire; contentment in possession and enjoyment; repose of mind resulting from compliance with its desires or demands. "The mind having a power to suspend the execution and satisfaction of any of its desires." Locke. Settlement of a claim, due, or demand; payment; indemnification; adequate compensation. "We shall make full satisfaction." Shak That which satisfies or gratifies; atonement. "Die he, or justice must; unless or him some other, able, and as willing, pay the rigid satisfaction, death for death." Milto

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CHAPTER-IV OBJECTIVES OF THE STUDY

To study about employees expectation on their job To study the employees opinion about their career development and their manager To study about employees opinion about their training program and work group To study about employees satisfaction level welfare measure and other benefits To study about employees compensation level

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CHAPTER-V RESEARCH METHODOLOGY 5.1 INTRODUCTION

Business research is a systematic enquiry that provides Information to guide business decisions and aimed to solve managerial problems. Business research is of recent origin and it is largely supported by business organizations that hope to achieve competitive advantages. Research methodology is a way to systematically solve the research problems. It may be understood as a science of studying how research is done scientifically. It includes the overall research design, the sampling procedure, data collection method and analysis procedure.

5.2 RESEARCH DESIGN

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The research design stands for advance planning of the method to be adopted for collection the relevant data and the techniques to be used in adopted for collecting the relevant data and the techniques to be used in analysis, keeping the view the objectives of the research and availability time. In general, research design is the conceptual structure within which research is conducted: it constitutes the blue print for the collection, measurement and analysis of data. Descriptive Research Descriptive research study includes surveys and fact-finding enquires of different kinds, which help the researchers to describe the present situation that makes the analysis about the effectiveness of employee satisfaction among the employees and helps to reach the objective.

5.3 SAMLING DESIGN/TECHNIQUES

Sampling design is to clearly define set of objective, technically called the universe to be studied. This research has finite set of universe and the sampling design used in the study is probability sampling. Sampling technique used is simple random sampling method.

5.4 SAMPLE UNIT/SAMPLE SIZE

The item selected from the population constitutes the sample size. The study covers the employees of all level people in the company. Total sample size for the study is 100. The population size is 361.

5.5 DATA COLLECTION METHOD Source of Data

Both primary and secondary data are used for the data collection.

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Primary data
The primary data is collected from the respondents through questionnaire. The questionnaire consists of various questions focusing on the internal communication process between employer and employee relationship in the company. The responses are collected from them and used for analysis. The questionnaire is constructed as the heart of survey operation.

Secondary data
The research collected the secondary data from books, Web sites etc. The data relating to the history of the company is collected from the personal manual and the records of the company.

5.6 DATA ANALYSIS TOOLS

Tools for analysis The collected data analyzed sing the methods of simple percentage, chi-squre test and weighted average method. The analyzed data is presented using charts and tables.

CHI-SQUARE
(Oij-Eij)2 2 = Where Oij = Observed frequency of the cell in ith row and jth column. Eij = Expected frequency of the cell in ith row and jth column. ___________ Eij

WEIGHTED AVERAGE METHOD

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X = WX/W W = Number of respondents X = Rating given by the respondents

CORRELATION

CHAPTER-VI ANALYSIS AND INTERPERTATION

TABLE-6.1 DEPARTMENT OF RESPONDENTS S.No 1 2 3 4 5 INFERENCE From the above table, it is clear that 45% of the respondents are belong the production department, 7% of the respondents are belong to the quality control, 9% of the respondents are belong logistic department, 6% of the respondent are belong the HR (material planning, stores, etc,.) ( HUMAN RESOURCE ) department and 33% of respondents are belong to the other departments DEPARTMENT PRODUCTION QUALITY CONTROL LOGISTIC HR OTHERS No. Of RESPONDENTS (in 100 ) 45 7 9 6 33

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D P R E TO E A TM N FTH R S O D N E E P N E TS
50 45 40 35 PERCENTAGE 30 25 20 15 10 5 0 P O U T N R D C IO 1 Q A IT U L Y C NR L O T O 2 L G T O IS IC 3 D P R E T E A TM N H R 4 OH R T E S 5 N O R S O D N S (in 1 0 ) o. f E P N E T 0

TABLE-6.2 SATISFACTION OF THEIR WORK No. Of RESPONDENTS (in 100 ) 53 26 13 8 0

S.No 1 2 3 4 5 INFERENCE

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

From the above table, it is clear that 53% of the respondents are most agree with their job and kind of work I do, 26% of the respondent are agree, 13 of the respondents are neutral, 8% of the respondents are disagree and no one get most disagree in the above statement.

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SATISFACTION OF THEIR WORK 60 53 50

40

30

26

20 13 10 8 0 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

TABLE-6.3 JOB ARE CHALLENGING AND INTERSTING

No. Of RESPONDENTS (in 100 ) 29 37 27 4 3

S.No 1 2 3 4 5 INFERENCE

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

From the above table, it is clear that 29% of the respondents are most agree with their job challenging and interesting, 37% of the respondent are agree, 27%of the respondents are neutral, 4% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.

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J OB ARE CHALLENGING AND INTERSTING No. Of RESP ONDENTS (in 1 ) 00

40

37

35 29 27

30

25

20

15

10 4

0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

TABLE-6.4 RELEVENT TRAINNIG

No. Of RESPONDENTS (in 100 ) 26 31 25 9 9

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 26% of the respondents are most agree with their training for present job, 31% of the respondent are agree, 25%of the respondents are neutral, 9% of the respondents are disagree and 9% of the respondent are most disagree in the above statement.

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RELEVENT TRAINING
35 31 30 26 25 25

20

15

10

0 MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

TABLE-6.5 EXPECTED OF THEIR WORK

No. Of RESPONDENTS (in 100 ) 34 16 29 17 4

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 34% of the respondents are most agree with their expected work, 16% of the respondent are agree, 29%of the respondents are neutral, 17% of the respondents are disagree and 4% of the respondent are most disagree in the above statement

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EXPECTED OF THEIR WORK

40

35

34

30

29

25

20 1 6 1 5 1 7

1 0

0 M OST AGREE AGREE NUETRAL DIS AGREE M OST DISAGREE

TABLE-6.6 MATERIAL / EQUIPMENTS

No. Of RESPONDENTS (in 100 ) 42 20 22 16 2

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 42% of the respondents are most agree with their material/equipment and tools are, 20% of the respondent are agree, 22%of the respondents are neutral, 16% of the respondents are disagree and 2% of the respondent are most disagree in the above statement.

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MATERIAL / EQUIP MENTS No. Of RESP ONDENTS (in 1 ) 00

45

42

40

35

30

25 20 20

22

1 6 15

10

0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

TABLE-6.7 WORKING CONDITION

No. Of RESPONDENTS (in 100 ) 29 39 24 10 3

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 29% of the respondents are most agree with their working conditions, 39% of the respondent are agree, 24%of the respondents are neutral, 10% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.

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WORKING CONDITION No. Of RESP ONDENTS (in 1 ) 00

45 39

40

35 29

30

25

24

20

15 10 10

0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

TABLE-6.8 PRESENT JOB

No. Of RESPONDENTS (in 100 ) 31 20 25 18 7

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 31% of the respondents are most agree with their present job, 20% of the respondent are agree, 25%of the respondents are neutral, 18% of the respondents are disagree and 7% of the respondent are most disagree in the above statement.

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PRESENT JOB
35 31 30 25 25 20 20 1 8

1 5

1 0 7 5

0 M OST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 M OST DISAGREE 5

TABLE-6.9 EFFORT OF FILLING VACANCIES

No. Of RESPONDENTS (in 100 ) 52 24 8 15 1

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 52% of the respondents are most agree with company requirement, 24% of the respondent are agree, 8%of the respondents are neutral, 15% of the respondents are disagree and 1% of the respondent are most disagree in the above statement.

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EFFORT OF FILLING VACANCIES 60 52 50

40

30 24 20 8 1 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 15

10

TABLE-6.10 JOB OPPERTUNITIES

S.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE No. Of RESPONDENTS (in 100 ) 13 39 42 5 1

INFERENCE
From the above table, it is clear that 13% of the respondents are most agree with job opportunities, 39% of the respondent are agree, 42%of the respondents are neutral, 5% of the respondents are disagree and 1% of the respondent are most disagree in the above statement.

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JOB OPPERTUNITIES
45 40 35 30 25 20 1 5 1 0 5 5 1 0 M OST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 M OST DISAGREE 5 1 3 39

42

TABLE-6.11 PROMOTION
No. Of RESPONDENTS (in 100 ) 25 28 19 12 16

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 25% of the respondents are most agree with their promotion, 28% of the respondent are agree, 19%of the respondents are neutral, 12% of the respondents are disagree and 16% of the respondent are most disagree in the above statement.

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PROMOTION
30

28 25

25

20

1 9 1 6

1 5 1 2 1 0

0 M OST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 M OST DISAGREE 5

TABLE-6.12 OPPERTUNITIES FOR TRAINING

No. Of RESPONDENTS (in 100 ) 34 24 22 15 5

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 34% of the respondents are most agree with their training opportunity, 24% of the respondent are agree, 22%of the respondents are neutral, 15% of the respondents are disagree and 5% of the respondent are most disagree in the above statement

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OPPERTUNITIES FOR TRAINING 40 35 30 25 20 15 15 10 5 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 24 22 34

TABLE- 6.13 MY MANAGER IMMEDIATE SUPERVISOR

No. Of RESPONDENTS (in 100 ) 42 28 23 6 3

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 42% of the respondents are most agree with their manager trust, 28% of the respondent are agree, 23%of the respondents are neutral, 6% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.

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MY MANAGER IMMEDIATE SUPERVISOR

45 40 35 30 25 20 1 5 1 0 6 5 0 M OST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 M OST DISAGREE 5 3

42

28 23

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TABLE 6.14 MANAGERS HELPS TO IMPROVE MYSELF

No. Of RESPONDENTS (in 100 ) 10 35 46 6 3

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 10% of the respondents are most agree with their manager helps to improve myself, 35% of the respondent are agree, 46%of the respondents are neutral, l6% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.
MANAGER HELPS TO IMPROVE MYSELF 50 45 40 35 30 25 20 15 10 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 10 6 3 35

46

TABLE 6.15 PROMPT AND FAIR CORRCTIVE ACTION

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S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

No. Of RESPONDENTS (in 100 ) 30 23 27 17 3

INFERENCE
From the above table, it is clear that 30% of the respondents are most agree with their manager takes prompt and fair corrective action on employees who fail to perform, 23% of the respondent are agree, 27%of the respondents are neutral, 17% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.
PROMPT AND FAIR CORRCTIVE ACTION
35 30 30 27 25

23

20 1 7 15

10

0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

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TABLE 6.16 MANAGERS AVAILABLE WHEN I NEED ADVICE

No. Of RESPONDENTS (in 100 ) 54 12 19 13 2

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 54% of the respondents are most agree with there is available when they need advice, 12% of the respondent are agree, 19%of the respondents are neutral, l3% of the respondents are disagree and 2% of the respondent are most disagree in the above statement.
MANAGER AVAILABLE WHEN I NEED ADVICE 60 50 40 30 20 12 10 2 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 19 13 54

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TABLE 6.17 I FEEL FREE TO TALK OPENLY AND HONESTLY TO MY MANAGER

No. Of RESPONDENTS (in 100 ) 17 43 28 10 2

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 17% of the respondents are most agree with their manager talk freely and honestly, 43% of the respondent are agree, 28%of the respondents are neutral, l0% of the respondents are disagree and 2% of the respondent are most disagree in the above statement.
I FEEL FREE TO TALK OPENLY AND HONESTLY TO MY MANAGER
50 45 40 35 30 25 20 15 1 0 10 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 2 1 7 28 43

42

TABLE 6. 18 MANAGER KNOW WHAT IS GOING IN MY GROUP

No. Of RESPONDENTS (in 100 ) 26 25 32 4 5

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 26% of the respondents are most agree with their manager know what is going in my group, 25% of the respondent are agree, 32%of the respondents are neutral,4% of the respondents are disagree and 5% of the respondent are most disagree in the above statement.
MANAGER KNOW WHAT IS GOING IN MY GROUP 35 30 26 25 20 15 10 5 0 MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE 4 5 25 32

43

TABLE 6.19 MANAGER DOING A GOOD JOB

S.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE No. Of RESPONDENTS (in 100 ) 35 26 22 15 2

INFERENCE
From the above table, it is clear that 35% of the respondents are most agree with their manager s doing good job, 26% of the respondent are agree, 22%of the respondents are neutral, l5% of the respondents are disagree and 2% of the respondent are most disagree in the above statement.
MANAGER DOING A GOOD JOB 40 35 35 30 25 20 15 15 10 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 2

26 22

TABLE 6.20 FAIRLY DISTRIBUTED IN MY WORK GROUP

44

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

No. Of RESPONDENTS (in 100 ) 42 21 24 9 4

INFERENCE
From the above table, it is clear that 42% of the respondents are most agree with their work fairly distributed in my wok group, 21% of the respondent are agree, 24%of the respondents are neutral, 9% of the respondents are disagree and 4% of the respondent are most disagree in the above statement.
FAIRLY DISTRIBUTED IN MY WORK GROUP
45

42

40

35

30 24 21 20

25

15 9

10

0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

45

TABLE 6.21 HOW MEMBERS OF MY GROUP SOLVE PROBLEMS

No. Of RESPONDENTS (in 100 ) 12 33 39 14 2

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 12% of the respondents are most agree with how members of my group solve problem, 33% of the respondent are agree,39%of the respondents are neutral, l4% of the respondents are disagree and 2% of the respondent are most disagree in the above statement.
HOW MEMBERS OF MY GROUP SOLVE PROBLEMS 45 40 35 30 25 20 15 10 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 2 12 14 33 39

46

TABLE 6. 22 WORK GROUP WORKS WELL

No. Of RESPONDENTS (in 100 ) 24 28 30 16 2

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 24% of the respondents are most agree with their work group works well together, 28% of the respondent are agree, 30%of the respondents are neutral, l6% of the respondents are disagree and 2% of the respondent are most disagree in the above statement.
WORK GROUP WORKS WELL
35 30 30 28

25

24

20 16 15

10

5 2 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

TABLE 6.23 FEEL FREE TO TALK OPENLY AND HONESTLY WITH GROYP MEMBER

47

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

No. Of RESPONDENTS (in 100 ) 27 18 17 28 10

INFERENCE
From the above table, is shows that 27% of the respondents are most agree with we able to talk freely and honestly with their group18% of the respondent are agree, 17%of the respondents are neutral, 28% of the respondents are disagree and 10% of the respondent are most disagree in the above statement.
FEEL FREE TO TALK OPENLY AND HONESTLY WITH GROUP MEMBERS
30 27

28

25

20

1 8

1 7

15

10 10

0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

TABLE 6.24 MONTHLY SALARY

NO. OF RESPONDENTS (in 100 )

S.No

MONTHLY INCOME

48

1 2 3 4

BELOW 5000 5000-10000 10000-20000 ABOVE 20000

22 56 16 6

INFERENCE
From the above table, it is shows that 22% of the respondents are getting monthly income below 5000, 56% of the respondents are getting monthly income 5000-10000, 16% of the respondents are getting monthly income 10000-20000 and 6% of respondents are getting monthly income Above 20000.
MONTHLY SALARY 60

56

50

40

30 22 20 16

10

0 BELOW 5000 1 5000-10000 2 10000-20000 3 ABOVE 20000 4

TABLE 6.25 SATIFACTION OF SALARY LEVEL

No. Of RESPONDENTS (in 100 ) 35 33

S.No 1 2

Opinion MOST AGREE AGREE

49

3 4 5

NUETRAL DIS AGREE MOST DISAGREE

16 6 10

INFERENCE
From the above table, it is clear that 35% of the respondents are most agree with their salary is satisfied, 33% of the respondent are agree, 16%of the respondents are neutral, 6% of the respondents are disagree and 10% of the respondent are most disagree in the above statement.
SATIFACTION OF SALARY LEVEL 40 35 35 30 25 20 15 10 10 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 6 33

16

50

TABLE 6.26 MONITORY BENIFITIES

No. Of RESPONDENTS (in 100 ) 15 40 34 8 3

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 15% of the respondents are most agree with their monitory benefits are satisfied, 40% of the respondent are agree, 34%of the respondents are neutral, 8% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.
MONITORY BENIFITIES 45 40 40 35 30 25 20 15 15 10 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 8 3 34

TABLE 6.27 OVER TIME WAGES

51

No. Of S.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE RESPONDENTS (in 100 ) 26 32 26 12 4

INFERENCE
From the above table, it is clear that 26% of the respondents are most agree with their over time wages are satisfied, 32% of the respondent are agree, 26%of the respondents are neutral, l2% of the respondents are disagree and 4% of the respondent are most disagree in the above statement.
OVER TIME WAGES
35 32 30 26 25 26

20

15 1 2 10

0 MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

52

TABLE 6.28 INCENTIVES

No. Of S.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE RESPONDENTS (in 100 ) 17 29 23 22 9

INFERENCE
From the above table, it is clear that 17% of the respondents are most agree with their incentives are satisfied, 29% of the respondent are agree, 23%of the respondents are neutral, 22% of the respondents are disagree and 9% of the respondent are most disagree in the above statement.
INCENTIVES 35 30 25 20 15 10 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 9 29

23

22

17

53

TABLE 6.29 FRINGE BENIFITIES

No. Of RESPONDENTS (in 100 ) 14 17 13 37 19

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 14% of the respondents are most agree with their fringe benefits are satisfied, 17% of the respondent are agree, 13%of the respondents are neutral, 37% of the respondents are disagree and 19% of the respondent are most disagree in the above statement.
FRINGE BENIFITIES
40

37

35

30

25 1 9 1 7 1 4 1 3

20

15

10

0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

54

TABLE 6.30 FACILITIES

No. Of RESPONDENTS (in 100 ) 22 44 15 12 17

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 22% of the respondents are most agree with their facilities are satisfied, 44% of the respondent are agree, 15%of the respondents are neutral, 12% of the respondents are disagree and 17% of the respondent are most disagree in the above statement.
FACILITIES
50 45 40 35 30 25 20 1 5 15 10 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 1 2 44

22 1 7

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TABLE 6.31 WELFARE PROGRAMS

No. Of RESPONDENTS (in 100 ) 40 29 14 7 10

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 40% of the respondents are most agree with employee welfare program such as rewards and food coupons are satisfied, 29% of the respondent are agree,14 %of the respondents are neutral, 7% of the respondents are disagree and 10% of the respondent are most disagree in the above statement.
WELFARE PROGRAMS
45 40 40

35 29

30

25 20 14 1 0 10 7

15

0 MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

56

TABLE 3.32 RECREATIONAL ACTIVITIES

No. Of RESPONDENTS (in 100 ) 12 25 33 13 17

S.No 1 2 3 4 5

Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

INFERENCE
From the above table, it is clear that 12% of the respondents are most agree with the recreational activities are satisfied, 25% of the respondent are agree,33 %of the respondents are neutral, 13% of the respondents are disagree and 17% of the respondent are most disagree in the above statement.
RECREATIONAL ACTIVITIES
35 33

30 25 25

20

1 7 1 3

15 1 2 10

0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

57

TABLE 3.33 COMPANYS PEOPLE PROGRAMS

No. Of S.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE RESPONDENTS (in 100 ) 29 27 23 12 9

INFERENCE
From the above table, it is clear that 29% of the respondents are most agree with companys people program are satisfied, 27% of the respondent are agree,23%of the respondents are neutral, 12% of the respondents are disagree and 9% of the respondent are most disagree in the above statement.
COMPANYS PEOPLE PROGRAMS
35

30

29 27

25

23

20

15 1 2 10 9

0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5

58

TABLE 3.34 WORK TIMINGS

No. Of S.No 1 2 3 4 TIMINGS 9:00-5:30 9:30-6:00 10:00-7:00 FLEXI TIME RESPONDENTS (in 100 ) 43 11 10 36

INFERENCE
From the above table, is shows that 43% of respondents are like to work the timings 9:00-5:30, 11% of respondents are like to work the timings 9:30-6:00, 10% of respondents are like to work the timings 10:00:7:00 and 36% of respondents are like to work in flexi timings.
WORK TIMINGS 50 45 40 35 30 25 20 15 10 5 0 9:00-5:30 9:30-6:00 10:00-7:00 FLEXI TIME 11 43 36

10

CHI-SQUARE TEST

59

The chi-square test is an important test amongst the several tests of significant. Chi-square, symbolically written as 2(pronounced as ki-square), is a statistical measure used in the context of sampling analysis for comparing a variance to a theoretical variance. It can also be used to make comparisons between theoretical populations and actual data when categories are used. Thus, the chi-squre is applicable in large number of problems. The test is, in fact, a technique to through the use of which it is possible got all researchers to (i) test the goodness of fit; (ii) test the significant of association between two attributes, and (iii) test the homogeneity or the significance of population variance.

(Oij-Eij)2 2 = ---------------Eij Where Oij = Observed frequency of the cell in ith row and jth column. Eij = Expected frequency of the cell in ith row and jth column.

60

Chi-square test between various department respondents and the employee monthly income in their work task.
MONTHLY INCOME DEPARTMENT PRODUCTION16 LOGISTIC QUALITY CONTROL HR OTHERS TOTAL 3 2 2 11 34 MOST AGREE AGREE 16 4 4 2 8 34 NEUTRAL 6 2 0 1 7 16 DIS AGREE 2 0 0 0 4 6 MOST DISAGREE 5 0 1 1 3 10 45 9 7 6 33 100

TOTAL

Source: Primary Data

(H0): There is no significant relationship between various departments and monthly Income of the employee. (H1): There is significant relationship between various departments and monthly income Of the employee

CHI-SQARE TEST
Calculated Value 11.4104 2 Table Value 7.962 Degree Freedom 16 of Significant level 5%

INFERENCE
Its observed above the table that the calculated value is of chi-square is greater than the table value. Hence the null hypothesis is rejected and it is concluded that there is significant relationship between various department respondents and monthly income of the employee. WEIGHTED AVERAGE METHOD

61

Weighted average method for rank the monitory benefits what are all given by the organization S.No 1 2 3 4 5 Attributes Most Agree Agree Neutral Dis Agree Most Dis Advances 73 13 8 6 0 100 Traveling Allowances 5 18 24 30 23 100 House Rent Allowances 2 25 24 19 30 100 Dearness Allowances 22 14 24 21 19 100 32 18 27 8 15 100

Agree 6 Total Formula X = WX/W

W = Number of respondents X = Rating given by the respondents Traveling Allowances X2 Wx2 5 25 18 24 30 23 100 72 72 24 30 223 2.23 5 House Rent Allowances X3 Wx3 2 10 25 24 19 30 100 2.5 4 100 72 38 30 250 Dearness Allowances X4 Wx4 22 110 14 24 21 19 100 2.99 3 56 72 42 19 299

Advances X 1 2 3 W 5 4 3 X1 73 13 8 6 0 100 Wx1 365 52 24 12 0 453 4.53 1

Provident fund X5 32 18 27 8 15 100 Wx5 160 72 82 16 15 345 3.45 2

4 2 5 1 Total CW Rank

INFERENCE From the above table most of the respondents are satisfied with Advances followed by Provident fund.

CORRELATION
The correlation between working conditions and organization promotion can be find out trough the table

62

Correlation between table working conditions and organization promotions structure Opinion MOST AGREE AGREE NUETRAL DISAGREE MOST DISAGREE TOTAL Monthly income 35 33 16 6 10 100 Over wages 26 32 26 12 4 100 time X X-x 15 13 -4 -16 -10 Y Y-y 6 12 6 -8 -16 X2 225 169 16 256 100 766 Y2 36 144 36 64 256 536 XY 75 104 4 128 40 351

R = 0.547

INFERENCE
There is positive correlation between monthly income and over time wages. It means the increase or decrease in monthly income and it will leads to increase or decrease overtime wages.

CHAPTER-VII FINDINGS OF STUDY

Majority of the respondents (45%) belong to the production department. 53% of respondents most agree that their works are satisfied.

63

them. for do

37% of respondents agree that their works are interesting and challenging. 31% of respondents agree that they are get relevant training. 34% of respondents agree that they are understood what work expected from 42% of respondents most agree that they have material/ equipments and tools

their job. 39% of respondents agree that working condition is satisfied. 31% of respondents agree that over all present job are satisfied. 52% of respondents most agree that the company take efforts to fill the 42% of respondents neutral about the company job opportunities. 28% of respondents agree and 16% are most disagree, 12% are disagree the 34% of respondents most agree that opportunity for training. 42% of respondents most agree that their manager immediate supervisor. 46% of respondents neutral about manager helps to improve them self. 30% of respondents most agree that manager takes prompt and fair corrective

vacancies.

Promotions are satisfied. action on employee who fails to work perform. advice. manager. free to Talk openly and honestly with group members. Majority of the respondents (56%) belong the salary level Rs5000-10000. 42% of respondents most agree that work fairly distributed in my work group. 28% of respondents disagree and 10% of respondents most disagree that feel 43% of respondents agree that I feel free to talk openly and honestly to my 54% of respondents most agree that manager is available when they need

64

35% of the respondents most agree 33% of respondents are agree and 10% of 40% of respondents agree that the monitory benefits are satisfied. 32% of respondents agree and 26% of respondents most agree that over time are satisfied.

respondents most disagree with their salary are satisfied. wages 37% of respondents disagree and 19% most disagree that their fringe benefits

are

Satisfied. are like flexi timings monthly Income. fund. Most of the respondents are satisfied with Advances followed by Provident There is having Differences between Monthly Salary and Departments. Because of salary problem turn over get increases. There is have differences between various department employees and their 44% of respondents agree that over all facilities are satisfied. 40% of respondents most agree their welfare programs are satisfied. Majority of the respondents (43%) are like 9:00 5:30 and 36% of respondents

65

RECOMMENDATION AND SUGGESION

Proper mechanism for communication for all levels Safety & fire training for contract labour. Performance oriented awards should be given. Implementation of performance appraisal programme. There is no personal motivation in individuals. So want motivate the employee. Promotion policy & criteria of qualifications at each level for promotion. There are no such welfare activities taking place which needs improvement. Organizing the annual day and family tour to develop belongingness. Respect to everyone because all are important. Giving job opportunity to respondents, its helps to develop the company and reach top level soon. Treat all the department employees are equally and give salary according to their job. According to project want to change the work timings. More & more discussions should take place between superiors & subordinates. Get together should take place on department & company level.

66

CONCLUSION
The aspect employee satisfaction is important vital role of the organization its helps improve the productivity of on organization. TOOLFAB ENGINEERING INDUSTRIES (P) LTD, Majority of the employees is satisfied about their facilities and all the benefits, so company work going very smoothly. Some of them not satisfied about their salary, other monitory benefits and their promotions. The company communicates express their objectives and targets to the labours. Apart from the available facilities, the company should look into the problems and introduce for better work environment, working condition and better productivity

67

CHAPTER-X LIMITATION OF THE STUDY

The study may be applicable only to TOOLFAB ENGINEERING INDUSTRIES (P) LTD. The data have been collected from the present permanent employees only. So it may vary in the future. There may be a personal bias of the respondent, when affect the result of the study. The duration of the study is limited. So it may not be able to cover the entire scope. The statistical tools have got that own weakness, it may affect the interpretation of the study. Most of the employees not co operate with the research.

68

SCOPE FOR FURTHER STUDY

The study on employee satisfaction provides an attempt to know the satisfaction level of employee in TOOLFAB ENGINEERING INDUSTRIES (P) LTD. This study serves as a base for taking up many other research studies in the forthcoming years. Further, the study can be expended in the filed of studying the tools for develop the employee satisfaction and employee reaction and it helps to analyze the scope for the improvement of existing system and it helps to analyze the interaction among various level of the employee.

BIBLOGRAPHY
Dipak Kumar Bhattacharyya, Human Resource Management, Excel books, New Delhi, 2006 Kothari.C.R., Research Methodology, New Age International (p) limited, New Delhi,

Reference Websites www.citehr.com www.goole.com www.yahoo.com

69

ANNEXURE
Employee Satisfaction Survey
Name: Designation: Department:

1 Most agree, 2 Agree, 3 neutral, 4 Disagree, 5 Most Disagree

Your JOB
1. I am satisfied with my job and the kind of work I do. (1) (2) (3) (4) (5)

2.

My job are challenging and interesting. (1) (2) (2) (3) (3) (4) (4) (5) (5)

3.

I am getting enough relevant training for my present job.

(1)

4.

I understand what is expected of me in my work.

(1)

(2)

(3)

(4)

(5)

70

5.

I have the material/equipment and tools I need to do my job well

(1)

(2)

(3)

(4)

(5)

6. I am satisfied with my working conditions. (1) (2) (3) (4) (5)

7.

Overall, I am satisfied with my present job.

(1)

(2)

(3)

(4)

(5)

Career and Development

1. The company makes every effort to fill vacancies from within before recruiting from outside.

(1)

(2)

(3)

(4)

(5)

2.

I am satisfied with the job opportunities in the company.

(1)

(2)

(3)

(4)

(5)

Promotion goes to those who most deserve it.

(1)

(2)

(3) (4) (5)

I am satisfied with the opportunities for training.

(1)

(2)

(3)

(4)

(5)

Your Manager

71

1. My manager (immediate supervisor) trusts me. (1) (2) (3) (4) (5)

2.

My manager helps me to improve myself. (1) (2) (3) (3) (4) (5)

3.

My manager takes prompt and fair corrective action on employees who fail to perform their work satisfactorily.

(1) (2)

(4) (5)

4.

My manager is available when I need advice. I feel free to talk openly and honestly to my manager

(1)

(2)

(3)

(4)

(5)

5.

(1)

(2)

(3)

(4)

(5)

6. My manager knows what is going on in my work group.

(1)

(2)

(3)

(4)

(5)

7.

My manager is doing a good job.

(1)

(2)

(3)

(4)

(5)

My Work Group
1. Work is fairly distributed in my work group. (1) (2) (3) (4) (5)

72

2. I am satisfied with how members of my work group solve problems.

(1)

(2)

(3)

(4)

(5)

3. 1 4. 2

My work group works well together. I am satisfied with my salary I feel free to talk openly and honestly with members of my work group. benefits what are all I am satisfied with monitory given by the organization I am satisfied with over time wages of this organization I am satisfied with other incentives what are all given by the organization

(1)

(2)

(3)

(4)

(5) (5) (5) (5)

(1) (2) (1) (2) (1) (2)

(3) (4) (3) (4) (3) (4)

3.

(1) (2)

(3) (4)

(5)

4.

(1) (2)

(3) (4)

(5)

5.

I am satisfied with fringe benefits of this organization I am satisfied with facilities what are all given by the organization ( water, transport, etc.,)

(1) (2)

(3) (4)

(5)

6.

(1) (2)

(3) (4)

(5)

Compensation
Monthly Salary: (1) Below 5000 (2) 5000-10000 (3) 10000-20000 (4) Above 20000

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Employee Benefit
1. I am satisfied with the companys employee welfare programs such as rewards, incentives, food coupons, insurance and health care, etc.

(1)

(2)

(3)

(4)

(5)

2.

I am satisfied with the recreational activities provided by the company, e.g. picnics and annual dinner.

(1) (2)

(3)

(4)

(5)

3.

I am satisfied with the companys people programs, such as birthday announcements, valuable employee of the month, bulletins and newsletter, etc.

(1)

(2)

(3)

(4)

(5)

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1-Dearness allowances, 2- House rent allowances, 4. Please Rank the Monitory Benefits satisfaction level in descending order 3-Provident fund, 4-Advances, 5-Transportation allowances

1- Water Facilities 2-Drinking Water 5. Please Rank the facilities satisfaction level what are all provide by the organization in descending order 3-Transport 4-Hospital 5-Safety Equipment

Open Ended Questions

What timings would you be comfortable for you to come and work?

75

a)9:00-5:30 b)9:30-6:00 c)10:00-7:00 d)Flexi Time