1

A STUDY ON EMPOLYEE SATISFACTION IN TOOLFAB ENGINEERING INDUSTRIES (P) LTD AT TIRUCHIRAPPALI
SUMMER PROJECT REPORT Submitted by A.JENO FRANKLIN REGISTER NO: 27348316 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 SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PONDICHERRY UNIVERSITY PUDUCHERRY, INDIA
SEPTEMBER- 2007

2

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 A.JENO FRANKLIN [REGISTER NO: 27348316] in partial fulfillment of the requirement for the award of Master of Business Administration by Puthucherry University during the academic year 2007 – 2008.

HEAD OF DEPARTMENT

GUIDE

Viva-Voce Examination held on

EXTERNAL EXAMINER
1. 2.

3

3 Process of manufacture 1.2 Company vision 1.4 TABLE OF CONTENTS CHAPTER ABSTRACT LIST OF TABLES LIST OF CHARTS INTRODUCTION 1.1 Profile of Organization I 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 V VII ACKNOWLEDGEMENT .

Department of Management Studies for providing me with an opportunity to study and to do this report. V. KEASAVAN voice chairman necessary and essential facilities to do this project report. for his encouragement. 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. support and guidance to complete this project work successfully. I am extremely grateful to Our Chairman Mr.BALA SENTHIL KUMAR Department of Management Studies.JAYAKUMAR.S. I express our sincere thanks and deep sense of gratitude to our Head of Department Mr. I convey my heartiest thanks to Mr. who kindly granted permission to do this project report in his esteemed organization.N. SUGUMARAN and Managing Director Mr. I express a deep sense of gratitude to my Guide Mr.G. N. DHANASEKRAN to provide .5 I am extremely grateful to Our Principal Dr. SETHUANAND HR (MANAGER) TOOLFAB ENGINEERING INDUSTRIES (P) LTD. M. VENGATACHALAPATHY to provide necessary and essential facilities to do this project report.K.S. S.N.V.

The scope of the study consists of the importance of the employee satisfaction is to find out the satisfaction level of the employees. The study has been conducted by adopting survey method among the employees in TOOLFAB ENGINEERING INDUSTRIES (P) LTD. sample size & sample technique. The objectives tell about the necessity of the study.6 ABSTRACT This project is undertaken to study the employee satisfaction in TOOLFAB ENGINEERING INDUSTRIES (P) LTD. The research methodology consists of design. The study provides some findings that were interrupted from the analysis of the collected data. Percentage analysis. Simple random sampling is used for data collection. LIST OF TABLES . weighted average method and chi-square are used for data collected through questionnaire. The project work is based on descriptive research. The suggestion and recommendations were given by the researcher which may help the company to improve their employee satisfaction. with the help of questionnaire. The sample of size of 100 respondents from the company was chosen for the study.

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 TABLE NAME 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 Page No 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 .7 S.

no 1 2 3 4 5 6 7 8 9 CHARTS NAME 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 Page No 16 17 18 19 20 21 22 23 24 .8 32 33 34 Recreational Activities Company’s People Programs Work Timings 47 48 49 LIST OF CHARTS S.

9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 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 Company’s People Programs Work Timings 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 .

Engineers Foreman : 20 : 25 : 20 : 45 : 18 . its kind in Trichy with a well recognized track record of performance. C. Work-Force Administration staff Manager Engineers Asst. TOOLFAB ENGINEERING INDUSTRIES (P) LTD is one of the largest and leading engineering manufacturing enterprises. earning profit continuously since 1972-73.1 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. Madan Mohan and Mr. C.10 CHAPTER-I 1. Harshavardhan.

 M/s Neyveli Lignite Corporation.11 Technician Skilled Workers Semi Skilled Blasters & Painters Rigger Total : 15 : 120 : 60 : 20 : 18 : 361 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..  M/s Larsen & Turbo Ltd. Kanchipuram & Chennai.. Neyveli.. Inspection Customers  M/s Bharth Heavy Electricals Ltd. Mumbai.Dastur & Co. Trichy. .N.N. Pune.  D.  M/s Suzlon Energy Ltd.V..

. Three sets of uniform dresses are being issued for once in 2 years for all employees.  M/s Textool Wind Energy Ltd... Chennai.  M/s Arul mariamman Textiles ltd.. Insurance for all the employees. Ltd. Education advance for employees` son / daughter.. 2. Combatore. Bonus payment is adopted for all employees under productivity linked bonus scheme and performance bonus scheme..12  M/s Tata Projects Ltd. Festival advances for all employees. Ltd.. 10.. Company picnic scheme. Pondicherry.  M/s Das Largerwey Wind Turbines Ltd. Tirunelveli.  M/s Hindustan Construction Co.  M/s IVRCL infrastructures projects Ltd.  M/s Wind Power Ltd. Pollachi. 11... 4. Thiruvarur. One pair of safety shoe for all employees. 5. Provident fund scheme for all employees. Incentives scheme. 7.  M/s Southern Railways WELFARE ACTIVITIES 1. Hyderabad.  M/s Man Takraf (India) Pvt. 9. Provided rest shed for employees.  M/s Fouress Engineering (India) Ltd. 6. 8. Chennai. Chennai. Medical facilities are being extended to all employees at our factory dispensary. 12. 3. Lockers provided to all employees.  M/s Wescare India Ltd. Bangalore  M/s Pioneer Wincon Ltd.. Kudankulam..

2 COMPANY VISSION Top 5 engineering and manufacturing company in Trichy before 2009. 1. Other Jobs Ducting Dampers Structural columns Structural Beams Wind-Mill Towers Expansion Bellows and Steam Flow Diverter frame. Sick leaves are introduced for the employees.. . Moped loan scheme to employee. 1.13 13. 14.3 Product Manufactured Significant job Asia’s Largest 2 MW Wind Mill Tower trough M/s suzlon Energy Ltd. Group personal accident policy – 24 hours coverage for all employees. etc. Pune. 15.

5 million US$.72 million US$ in the year 2003-2004. to know about its strenth and weakness in their job.39million US$ in the year 2005-2007 and the last assessment year its turn over is 4. compensation.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 company’s program and policies of the organaization 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.14 1. It is the need of the organaization to know what type of program to be offer to workers . 1. aand their work group. 3. 2006-2007 the company has projected 6.4 ACHIVEMENTS Companies turn over The company has achieved sales turn over 1. manager. employee benefits.89 million US$ in the year 2004-2005.

15 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 INTRODUCTION Job satisfaction plays an important in ensuring the organization commitment of its employees. Some researchers are of the opinion that organizations willing to successful must know what workers want.. Fringe benefits. That can be reviewed from time to time to make employee satisfied and stay with the organization . It is therefore necessary to understand how job satisfaction can be enhanced in organization. operating conditions. etc. Some of the very important factors of employees satisfaction are pay. he/she is more committed to the organization. When an employee is satisfied. and what makes them stay. What keeps them happy. co-workers.

Importance of Employee Satisfaction Employee satisfaction is important in all the organization because it: keeps and motivate people to work well in the organization . and being suitably rewarded for one's efforts.e.1981b. Thus.1969. i. Bluedorn (1982). 1987). Porter et al.16 The study of job satisfaction started with mayo’s study of productivity at the western electric hawthorne plant in Chicago in 1933 (hodson. promotion. absenteeism. pay. Spector (1997) defined job satisfaction as the liking (satisfaction) or disliking (dissatisfaction) behavior of the employees towards their job. Job satisfaction is often seen as a concept that concerns only an employee’s overall feeling about the job. (1974) view job satisfaction as the sum total of an individual’s met expectations. doing it well. 1986). Careful analysis of these dimensions in an organization can bring more depth to devising strategies to enhance the job satisfaction of employees. supervision. DEFINITION Job satisfaction a worker's sense of achievement and success. Job satisfaction is defined as the extent of the positive affective orientation towards a job (Blegen and Mueller. nature of the work. and mowday et al.. 1991) since then many researchers have studied the various aspects of job satisfaction including mobley et al. is generally perceived to be directly linked to productivity as well as to personal wellbeing. and benefits. job conditions. (1979) . (1982) among others . lateness. Some researchers have attempted to measure the global job satisfaction but there was also a concern to measure different dimensions of job satisfaction. Job satisfaction further implies enthusiasm and happiness with one's work. Some of the traditional factors that contribute to job satisfaction are co-workers. 1987).. Job satisfaction implies doing a job one enjoys. etc. (Smith et al. The Harvard Professional Group (1998) sees job satisfaction as the keying redient that leads to recognition. and the achievement of other goals that lead to a general feeling of fulfillment. it is the employee’s emotional bond to their jobs. not the employee’s behavior towards the job. income. and Blegen and Mueller. Price and Mueller (1981a.

17  Pay  Promotion  Work Task  Coworkers  Supervisors  Safety  Training and development  Co operation  Friendliness  Fair treatment  Equalopportunity .

wage growth (Clark . Job 2002:1). 1999). 1996). age (Hunt and Saul (1975). This paper analyses four different measures of job satisfaction. quits and absenteeism. Employers prefer that their employees be satisfied. variable (Levy-Garboua in job and Montmarquette. Clark et al. Akerlof et al. Different aspects of job satisfaction are studied in the literature. 1978). 1994.18 Many economists consider self-reported job satisfaction as a fascinating subjective well-being. Hamermesh (1977) is one of the first studies that used job satisfaction data to investigate a model of occupational choice. 2002).1983). education and gender. These include job satisfaction with gender (Clark .1996) work environment (Idson.. Several findings indicate that job satisfaction is as good predictor of quits as wages(Freeman. economics (Hamermesh 1977. Clark et al. For this reason it is important to study the determinants of job satisfaction. using British data and investigates their relationship to individual and job characteristics. 1990). 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. Freeman. sociology (Hodson. 2001. work environment and relations with managers (Gazioglu and Tansel. 1988.1975).. Locke (1976) defines the job satisfaction as the individual’s subjective valuation of different aspects of their job. and management sciences (Hunt and Saul . Individual characteristics include age. Job . satisfaction investigated in several disciplines such as psychology (Argyle 1989). comparison income and unemployment (Clark and Oswald. has This been attraction recently resulted in a number of studies in the empirical analysis of specifically satisfaction.1997). sex. (1998).1985. since employees satisfaction is closely related to their labor market behavior such as productivity. Kalleberg and Loscocco . 1978.

One special difference from the previous results in that the married individuals have lower job satisfaction levels than the unmarried in our data set.19 characteristic include income. 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. leading to the raising of staff satisfaction levels. Section 3 analyses the ordered probit estimation results of the relationship between job satisfaction measures and a number of individual and job characteristics. Clark (1996)used British Household Panel Data (BHPD91) from 1991 to investigate the determinants of job satisfaction. management styles/attitudes. internal communication. workplace atmosphere. . corporate culture/vision and image. developing and reviewing of staff management. a number of results that are commonly obtained with international data are found to hold in our data set as well. Employee satisfaction research gives employees ‘a voice’ and also allows the pinpointing of problematic areas. 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. Further. establishments size. Issues our research covers the current workplace situation. and optimizing corporate communication. hours of work and industrial composition. and are not very likely to recommend your company as an employer. 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. result in high turnover of staff and leave their jobs relatively quickly .

employee surveys conducted online have resulted in approximately 75% completion rates compared to 65% for the traditional “paper and pencil” methodology.20 Employee satisfaction research encompasses many different research techniques but the measurement of satisfaction is only the first step to improving employee. The issue of job security and job satisfaction is investigated by Blanchflower and Oswald (1999). Moving your staff satisfaction research to the web will dramatically reduce the cost and significantly improve the quality of the results you receive. 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 also found that job satisfaction is higher among those with secure jobs. In this study. and enjoys fringe benefits and employment protection. Inclusion of this dummy variable in the regressions in Table 3 indicates that a secure job leads to highly significant. 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’. 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. . those who strongly agree or agree with this statement are assigned a value of one and zero otherwise.Employee satisfaction market research may not be as expensive as you think. higher satisfaction levels for all measures of satisfacion considered. is paid regularly. An employee works either at the employer's premises or at a place otherwise agreed. In fact.

and as willing." Locke. The paper examines the different employee benefit options. repose of mind resulting from compliance with its desires or demands. death for death. atonement. SATISFACTION The act of satisfying. payment. contentment in possession and enjoyment. due." Milto . In this context." Shak That which satisfies or gratifies. some related federal laws are also discussed. or justice must. "Die he. pay the rigid satisfaction. able. "The mind having a power to suspend the execution and satisfaction of any of its desires. adequate compensation. gratification of desire. unless or him some other. indemnification. "We shall make full satisfaction. or demand. or the state of being satisfied. Settlement of a claim.21 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.

22 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 .

It includes the overall research design. the sampling procedure.2 RESEARCH DESIGN . 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. 5.23 CHAPTER-V RESEARCH METHODOLOGY 5. Business research is of recent origin and it is largely supported by business organizations that hope to achieve competitive advantages.1 INTRODUCTION Business research is a systematic enquiry that provides Information to guide business decisions and aimed to solve managerial problems. data collection method and analysis procedure.

In general. 5. research design is the conceptual structure within which research is conducted: it constitutes the blue print for the collection. 5. keeping the view the objectives of the research and availability time. measurement and analysis of data.3 SAMLING DESIGN/TECHNIQUES Sampling design is to clearly define set of objective. The study covers the employees of all level people in the company. This research has finite set of universe and the sampling design used in the study is probability sampling.24 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. The population size is 361. .4 SAMPLE UNIT/SAMPLE SIZE The item selected from the population constitutes the sample size. 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. technically called the universe to be studied. Sampling technique used is simple random sampling method.5 DATA COLLECTION METHOD Source of Data Both primary and secondary data are used for the data collection. Total sample size for the study is 100. Descriptive Research Descriptive research study includes surveys and fact-finding enquires of different kinds.

The analyzed data is presented using charts and tables. Σ___________ Eij WEIGHTED AVERAGE METHOD . The questionnaire consists of various questions focusing on the internal communication process between employer and employee relationship in the company. The data relating to the history of the company is collected from the personal manual and the records of the company.6 DATA ANALYSIS TOOLS Tools for analysis The collected data analyzed sing the methods of simple percentage. The questionnaire is constructed as the heart of survey operation. Secondary data The research collected the secondary data from books. chi-squre test and weighted average method. The responses are collected from them and used for analysis. 5.25 Primary data The primary data is collected from the respondents through questionnaire. Eij = Expected frequency of the cell in ith row and jth column. Web sites etc. CHI-SQUARE (Oij-Eij)2 χ2 = Where Oij = Observed frequency of the cell in ith row and jth column.

9% of the respondents are belong logistic department. Of RESPONDENTS (in 100 ) 45 7 9 6 33 . etc. 6% of the respondent are belong the HR (material planning.) ( HUMAN RESOURCE ) department and 33% of respondents are belong to the other departments DEPARTMENT PRODUCTION QUALITY CONTROL LOGISTIC HR OTHERS No.No 1 2 3 4 5 INFERENCE From the above table.26 X = WX/W W = Number of respondents X = Rating given by the respondents CORRELATION CHAPTER-VI ANALYSIS AND INTERPERTATION TABLE-6. 7% of the respondents are belong to the quality control. stores.. it is clear that 45% of the respondents are belong the production department.1 DEPARTMENT OF RESPONDENTS S.

13 of the respondents are neutral.2 SATISFACTION OF THEIR WORK No. 26% of the respondent are agree.No 1 2 3 4 5 INFERENCE Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE From the above table. . 8% of the respondents are disagree and no one get most disagree in the above statement. it is clear that 53% of the respondents are most agree with their job and kind of work I do.27 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. Of RESPONDENTS (in 100 ) 53 26 13 8 0 S. f E P N E T 0 TABLE-6.

37% of the respondent are agree. .No 1 2 3 4 5 INFERENCE Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE From the above table.3 JOB ARE CHALLENGING AND INTERSTING No.28 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. 27%of the respondents are neutral. it is clear that 29% of the respondents are most agree with their job challenging and interesting. Of RESPONDENTS (in 100 ) 29 37 27 4 3 S. 4% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.

Of RESP ONDENTS (in 1 ) 00 40 37 35 29 27 30 25 20 15 10 4 5 3 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 TABLE-6. .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.29 J OB ARE CHALLENGING AND INTERSTING No.4 RELEVENT TRAINNIG No. 31% of the respondent are agree. 9% of the respondents are disagree and 9% of the respondent are most disagree in the above statement. Of RESPONDENTS (in 100 ) 26 31 25 9 9 S. 25%of the respondents are neutral.

5 EXPECTED OF THEIR WORK No. 29%of the respondents are neutral. it is clear that 34% of the respondents are most agree with their expected work. 16% of the respondent are agree.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. 17% of the respondents are disagree and 4% of the respondent are most disagree in the above statement . Of RESPONDENTS (in 100 ) 34 16 29 17 4 S.30 RELEVENT TRAINING 35 31 30 26 25 25 20 15 10 9 9 5 0 MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE TABLE-6.

.31 EXPECTED OF THEIR WORK 40 35 34 30 29 25 20 1 6 1 5 1 7 1 0 5 4 0 M OST AGREE AGREE NUETRAL DIS AGREE M OST DISAGREE TABLE-6. it is clear that 42% of the respondents are most agree with their material/equipment and tools are. 16% of the respondents are disagree and 2% of the respondent are most disagree in the above statement. 20% of the respondent are agree.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. Of RESPONDENTS (in 100 ) 42 20 22 16 2 S.6 MATERIAL / EQUIPMENTS No. 22%of the respondents are neutral.

39% of the respondent are agree.7 WORKING CONDITION No. 10% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.32 MATERIAL / EQUIP MENTS No. . Of RESP ONDENTS (in 1 ) 00 45 42 40 35 30 25 20 20 22 1 6 15 10 5 2 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 TABLE-6. it is clear that 29% of the respondents are most agree with their working conditions. Of RESPONDENTS (in 100 ) 29 39 24 10 3 S. 24%of the respondents are neutral.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table.

33 WORKING CONDITION No. 25%of the respondents are neutral. Of RESP ONDENTS (in 1 ) 00 45 39 40 35 29 30 25 24 20 15 10 10 5 3 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 TABLE-6. 20% of the respondent are agree. Of RESPONDENTS (in 100 ) 31 20 25 18 7 S. .8 PRESENT JOB No. 18% of the respondents are disagree and 7% of the respondent are most disagree in the above statement.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.

8%of the respondents are neutral.34 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. it is clear that 52% of the respondents are most agree with company requirement. 24% of the respondent are agree. Of RESPONDENTS (in 100 ) 52 24 8 15 1 S. . 15% of the respondents are disagree and 1% of the respondent are most disagree in the above statement.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table.

it is clear that 13% of the respondents are most agree with job opportunities. 42%of the respondents are neutral. 5% of the respondents are disagree and 1% of the respondent are most disagree in the above statement. Of RESPONDENTS (in 100 ) 13 39 42 5 1 INFERENCE From the above table. .No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE No. 39% of the respondent are agree.10 JOB OPPERTUNITIES S.35 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.

Of RESPONDENTS (in 100 ) 25 28 19 12 16 S. .11 PROMOTION No. it is clear that 25% of the respondents are most agree with their promotion.36 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.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. 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.

24% of the respondent are agree.37 PROMOTION 30 28 25 25 20 1 9 1 6 1 5 1 2 1 0 5 0 M OST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 M OST DISAGREE 5 TABLE-6.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. 15% of the respondents are disagree and 5% of the respondent are most disagree in the above statement . Of RESPONDENTS (in 100 ) 34 24 22 15 5 S. 22%of the respondents are neutral.12 OPPERTUNITIES FOR TRAINING No. it is clear that 34% of the respondents are most agree with their training opportunity.

. Of RESPONDENTS (in 100 ) 42 28 23 6 3 S.13 MY MANAGER IMMEDIATE SUPERVISOR No.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table.38 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. 28% of the respondent are agree. it is clear that 42% of the respondents are most agree with their manager trust. 23%of the respondents are neutral.6. 6% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.

39 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 .

46%of the respondents are neutral.14 MANAGERS HELPS TO IMPROVE MYSELF No.15 PROMPT AND FAIR CORRCTIVE ACTION .No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. 35% of the respondent are agree. 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. it is clear that 10% of the respondents are most agree with their manager helps to improve myself. Of RESPONDENTS (in 100 ) 10 35 46 6 3 S.40 TABLE –6. l6% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.

41

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

5

3

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

42

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

43

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

32%of the respondents are neutral. 18 MANAGER KNOW WHAT IS GOING IN MY GROUP No. it is clear that 26% of the respondents are most agree with their manager know what is going in my group. Of RESPONDENTS (in 100 ) 26 25 32 4 5 S.44 TABLE – 6.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. 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 . 25% of the respondent are agree.4% of the respondents are disagree and 5% of the respondent are most disagree in the above statement.

20 FAIRLY DISTRIBUTED IN MY WORK GROUP . 22%of the respondents are neutral. it is clear that 35% of the respondents are most agree with their manager s doing good job. 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. 26% of the respondent are agree.19 MANAGER DOING A GOOD JOB S. Of RESPONDENTS (in 100 ) 35 26 22 15 2 INFERENCE From the above table.45 TABLE – 6.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE No. l5% of the respondents are disagree and 2% 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 5 4 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 . 9% of the respondents are disagree and 4% of the respondent are most disagree in the above statement. it is clear that 42% of the respondents are most agree with their work fairly distributed in my wok group.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE No. 21% of the respondent are agree.46 S. Of RESPONDENTS (in 100 ) 42 21 24 9 4 INFERENCE From the above table. 24%of the respondents are neutral.

l4% of the respondents are disagree and 2% of the respondent are most disagree in the above statement. 33% of the respondent are agree. it is clear that 12% of the respondents are most agree with how members of my group solve problem.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. 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 .47 TABLE – 6. Of RESPONDENTS (in 100 ) 12 33 39 14 2 S.21 HOW MEMBERS OF MY GROUP SOLVE PROBLEMS No.39%of the respondents are neutral.

it is clear that 24% of the respondents are most agree with their work group works well together.23 FEEL FREE TO TALK OPENLY AND HONESTLY WITH GROYP MEMBER . 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.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. 30%of the respondents are neutral. 28% of the respondent are agree. 22 WORK GROUP WORKS WELL No. Of RESPONDENTS (in 100 ) 24 28 30 16 2 S.48 TABLE –6. l6% of the respondents are disagree and 2% 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 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 TABLE – 6. Of RESPONDENTS (in 100 ) 27 18 17 28 10 INFERENCE From the above table.49 S. 28% of the respondents are disagree and 10% of the respondent are most disagree in the above statement.24 MONTHLY SALARY NO.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE No. 17%of the respondents are neutral. OF RESPONDENTS (in 100 ) S.No MONTHLY INCOME . 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.

50 1 2 3 4 BELOW 5000 5000-10000 10000-20000 ABOVE 20000 22 56 16 6 INFERENCE From the above table. 16% of the respondents are getting monthly income 10000-20000 and 6% of respondents are getting monthly income Above 20000.No 1 2 Opinion MOST AGREE AGREE . it is shows that 22% of the respondents are getting monthly income below 5000. MONTHLY SALARY 60 56 50 40 30 22 20 16 10 6 0 BELOW 5000 1 5000-10000 2 10000-20000 3 ABOVE 20000 4 TABLE – 6. Of RESPONDENTS (in 100 ) 35 33 S.25 SATIFACTION OF SALARY LEVEL No. 56% of the respondents are getting monthly income 5000-10000.

33% of the respondent are agree. 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 .51 3 4 5 NUETRAL DIS AGREE MOST DISAGREE 16 6 10 INFERENCE From the above table. 6% of the respondents are disagree and 10% of the respondent are most disagree in the above statement. it is clear that 35% of the respondents are most agree with their salary is satisfied. 16%of the respondents are neutral.

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. 8% of the respondents are disagree and 3% of the respondent are most disagree in the above statement.52 TABLE –6. 40% of the respondent are agree.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. Of RESPONDENTS (in 100 ) 15 40 34 8 3 S. 34%of the respondents are neutral. it is clear that 15% of the respondents are most agree with their monitory benefits are satisfied.26 MONITORY BENIFITIES No.27 OVER TIME WAGES .

Of S. l2% of the respondents are disagree and 4% of the respondent are most disagree in the above statement. it is clear that 26% of the respondents are most agree with their over time wages are satisfied. 26%of the respondents are neutral. OVER TIME WAGES 35 32 30 26 25 26 20 15 1 2 10 5 4 0 MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE .53 No.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. 32% of the respondent are agree.

it is clear that 17% of the respondents are most agree with their incentives are satisfied. 29% of the respondent are agree. Of S. 23%of the respondents are neutral. 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 .54 TABLE – 6. 22% of the respondents are disagree and 9% of the respondent are most disagree in the above statement.28 INCENTIVES No.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.

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. 17% of the respondent are agree.55 TABLE – 6. it is clear that 14% of the respondents are most agree with their fringe benefits are satisfied. 13%of the respondents are neutral. FRINGE BENIFITIES 40 37 35 30 25 1 9 1 7 1 4 1 3 20 15 10 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 . 37% of the respondents are disagree and 19% of the respondent are most disagree in the above statement.

12% of the respondents are disagree and 17% of the respondent are most disagree in the above statement.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. 15%of the respondents are neutral. 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 . it is clear that 22% of the respondents are most agree with their facilities are satisfied. Of RESPONDENTS (in 100 ) 22 44 15 12 17 S.30 FACILITIES No.56 TABLE – 6. 44% of the respondent are agree.

it is clear that 40% of the respondents are most agree with employee welfare program such as rewards and food coupons are satisfied.57 TABLE – 6.31 WELFARE PROGRAMS No. WELFARE PROGRAMS 45 40 40 35 29 30 25 20 14 1 0 10 7 15 5 0 MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE . 7% of the respondents are disagree and 10% of the respondent are most disagree in the above statement. 29% of the respondent are agree.No 1 2 3 4 5 Opinion MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE INFERENCE From the above table. Of RESPONDENTS (in 100 ) 40 29 14 7 10 S.14 %of the respondents are neutral.

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. RECREATIONAL ACTIVITIES 35 33 30 25 25 20 1 7 1 3 15 1 2 10 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 .33 %of the respondents are neutral. 25% of the respondent are agree.32 RECREATIONAL ACTIVITIES No. Of RESPONDENTS (in 100 ) 12 25 33 13 17 S. 13% of the respondents are disagree and 17% of the respondent are most disagree in the above statement.58 TABLE – 3.

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.23%of the respondents are neutral. Of S. 12% of the respondents are disagree and 9% of the respondent are most disagree in the above statement.33 COMPANY’S PEOPLE PROGRAMS No.59 TABLE – 3. 27% of the respondent are agree. COMPANY’S PEOPLE PROGRAMS 35 30 29 27 25 23 20 15 1 2 10 9 5 0 MOST AGREE 1 AGREE 2 NUETRAL 3 DIS AGREE 4 MOST DISAGREE 5 . it is clear that 29% of the respondents are most agree with company’s people program are satisfied.

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. 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 . 11% of respondents are like to work the timings 9:30-6:00.34 WORK TIMINGS No. 10% of respondents are like to work the timings 10:00:7:00 and 36% of respondents are like to work in flexi timings. Of S.60 TABLE – 3.

symbolically written as χ2(pronounced as ki-square). Thus. The test is. and (iii) test the homogeneity or the significance of population variance. . Chi-square. is a statistical measure used in the context of sampling analysis for comparing a variance to a theoretical variance.61 The chi-square test is an important test amongst the several tests of significant. It can also be used to make comparisons between theoretical populations and actual data when categories are used. (ii) test the significant of association between two attributes. a technique to through the use of which it is possible got all researchers to (i) test the goodness of fit. Eij = Expected frequency of the cell in ith row and jth column. in fact. the chi-squre is applicable in large number of problems. (Oij-Eij)2 χ2 = Σ---------------Eij Where Oij = Observed frequency of the cell in ith row and jth column.

62 Chi-square test between various department respondents and the employee monthly income in their work task. WEIGHTED AVERAGE METHOD . 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 χ 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.

CORRELATION The correlation between working conditions and organization promotion can be find out trough the table .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 4.63 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 2.45 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.53 1 Provident fund X5 32 18 27 8 15 100 Wx5 160 72 82 16 15 345 3.23 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.

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.64 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. 53% of respondents most agree that their works are satisfied.

    action on employee who fails to work perform. 12% are disagree the 34% of respondents most agree that opportunity for training.  manager. 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 .   free to Talk openly and honestly with group members. 52% of respondents most agree that the company take efforts to fill the 42% of respondents neutral about the company job opportunities. 31% of respondents agree that over all present job are satisfied.  Majority of the respondents (56%) belong the salary level Rs5000-10000. 46% of respondents neutral about manager helps to improve them self. 42% of respondents most agree that their manager immediate supervisor.   Promotions are satisfied. 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. 30% of respondents most agree that manager takes prompt and fair corrective vacancies. 31% of respondents agree that they are get relevant training. 42% of respondents most agree that work fairly distributed in my work group.  advice.65    them.  for do 37% of respondents agree that their works are interesting and challenging. 28% of respondents agree and 16% are most disagree.    39% of respondents agree that working condition is satisfied.

66  35% of the respondents most agree 33% of respondents are agree and 10% of 40% of respondents agree that the monitory benefits are satisfied.   wages 37% of respondents disagree and 19% most disagree that their fringe benefits  are Satisfied. 32% of respondents agree and 26% of respondents most agree that over time are satisfied. Majority of the respondents (43%) are like 9:00 – 5:30 and 36% of respondents . There is have differences between various department employees and their 44% of respondents agree that over all facilities are satisfied.    are like flexi timings    monthly Income. Most of the respondents are satisfied with Advances followed by Provident There is having Differences between Monthly Salary and Departments. 40% of respondents most agree their welfare programs are satisfied. Because of salary problem turn over get increases.  fund. respondents most disagree with their salary are satisfied.

Giving job opportunity to respondents. So want motivate the employee. Implementation of performance appraisal programme. . Organizing the annual day and family tour to develop belongingness.  Treat all the department employees are equally and give salary according to their job. Respect to everyone because all are important. There are no such welfare activities taking place which needs improvement. its helps to develop the company and reach top level soon. Performance oriented awards should be given.  More & more discussions should take place between superiors & subordinates. There is no personal motivation in individuals. Get together should take place on department & company level.  According to project want to change the work timings.67 RECOMMENDATION AND SUGGESION Proper mechanism for communication for all levels Safety & fire training for contract labour. Promotion policy & criteria of qualifications at each level for promotion.

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

The statistical tools have got that own weakness. The data have been collected from the present permanent employees only.69 CHAPTER-X LIMITATION OF THE STUDY  The study may be applicable only to TOOLFAB ENGINEERING INDUSTRIES (P) LTD. There may be a personal bias of the respondent. So it may vary in the future. The duration of the study is limited. it may affect the interpretation of the study. So it may not be able to cover the entire scope.      . Most of the employees not co operate with the research. when affect the result of the study.

BIBLOGRAPHY  Dipak Kumar Bhattacharyya. Research Methodology.  This study serves as a base for taking up many other research studies in the forthcoming years.com  www. Excel books.citehr.com . New Delhi. Human Resource Management. Further. 2006  Kothari.goole.70 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.yahoo.R. Reference Websites  www..C.com  www. New Delhi. New Age International (p) limited. 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.

71 ANNEXURE Employee Satisfaction Survey Name: Designation: Department: 1 – Most agree. 4 – Disagree. My job are challenging and interesting. I am getting enough relevant training for my present job. 2 – Agree. (1) (2) (3) (4) (5) . 5 – Most Disagree Your JOB 1. 3 – neutral. (1) (2) (3) (4) (5) 2. (1) 4. I understand what is expected of me in my work. (1) (2) (2) (3) (3) (4) (4) (5) (5) 3. I am satisfied with my job and the kind of work I do.

(1) (2) (3) (4) (5) Your Manager . I am satisfied with the job opportunities in the company.72 5. I have the material/equipment and tools I need to do my job well (1) (2) (3) (4) (5) 6. (1) (2) (3) (4) (5) Career and Development 1. (1) (2) (3) (4) (5) I am satisfied with the opportunities for training. The company makes every effort to fill vacancies from within before recruiting from outside. (1) (2) (3) (4) (5) 7. I am satisfied with my working conditions. (1) (2) (3) (4) (5) 3 Promotion goes to those who most deserve it. Overall. (1) (2) (3) (4) (5) 2. I am satisfied with my present job.

(1) (2) (3) (4) (5) 7.73 1. I feel free to talk openly and honestly to my manager (1) (2) (3) (4) (5) 5. (1) (2) (4) (5) 4. My manager takes prompt and fair corrective action on employees who fail to perform their work satisfactorily. (1) (2) (3) (4) (5) My Work Group 1. (1) (2) (3) (3) (4) (5) 3. (1) (2) (3) (4) (5) 6. My manager (immediate supervisor) trusts me. (1) (2) (3) (4) (5) 2. Work is fairly distributed in my work group. (1) (2) (3) (4) (5) . My manager helps me to improve myself. My manager is available when I need advice. My manager knows what is going on in my work group. My manager is doing a good job.

) (1) (2) (3) (4) (5) 6. (1) (2) (3) (4) (5) 4. 1 4. I am satisfied with fringe benefits of this organization I am satisfied with facilities what are all given by the organization ( water.. I am satisfied with how members of my work group solve problems.74 2. transport. etc. I am satisfied with my salary I feel free to talk openly and honestly with members of my work group. (1) (2) (3) (4) (5) Compensation Monthly Salary: (1) Below 5000 (2) 5000-10000 (3) 10000-20000 (4) Above 20000 . 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) 3. (1) (2) (3) (4) (5) 5. 2 My work group works well together.

such as birthday announcements. I am satisfied with the recreational activities provided by the company. I am satisfied with the company’s employee welfare programs such as rewards. (1) (2) (3) (4) (5) 2.75 Employee Benefit 1. bulletins and newsletter. incentives. food coupons. picnics and annual dinner. e. (1) (2) (3) (4) (5) 3. I am satisfied with the company’s people programs. valuable employee of the month. etc.g. etc. insurance and health care. (1) (2) (3) (4) (5) .

4-Advances.House rent allowances.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? . 5-Transportation allowances 1.76 1-Dearness allowances. Please Rank the Monitory Benefits satisfaction level in descending order 3-Provident fund. 4. 2.

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

Sign up to vote on this title
UsefulNot useful