You are on page 1of 76

INTRODUCTION Job satisfaction describes how content an individual is with his or her job.

Job satisfaction may be defined as an attitude or feeling that helps in maintaining morale in any industry or organization. It is a general perception that a person is satisfied if he gets something additional and significant for the work he does. Job satisfaction shows the overall attitude of employee towards the workers in the organization and to the social groups in large. Job satisfaction is in regard to ones feeling or state-of-mind regarding the nature of their work. Satisfaction with various facets of the job directly and positively influences different dimensions of organizational commitment. Job satisfaction is a very important attitude which is frequently measured in organizations. It is an undeniable fact that the future of business enterprise depends upon the satisfaction level of its workforce. Attracting the most qualified employees and matching them to the jobs for which they are best suited is important for the success of any organization. The all around acceptance of the concept job satisfaction has been mainly due to the need to provide a better life for the workers, which motivate them to increase the production and also achieve the objectives of the company. Job satisfaction can be defined as a collection of feelings that an individual holds towards his or her job. Jobs require interaction with co-workers and bosses, following organizational rules and policies, meeting performance standards, living with working conditions that are often less than ideal. This means that an employees assessment of how satisfied or dissatisfied he or she is with his or her job is a complex summation of a number of discrete job elements. Satisfied employees would seen more likely to talk positively about the organization, help others, and go beyond the normal expectations in their job. Moreover, satisfied employees might be more prone to go beyond the call of duty because they want to reciprocate their positive experiences. With so many organizations undergoing significant change in todays competitive environment, employee dissatisfaction is a frequent occurrence. When dissatisfaction occurs, stability and organizational success are threatened. For any organization seeking to improve processes, down size operations, improve customer service or grow in profitability,

understanding and enhancing employee satisfaction can benefit both employees and employer. Some of the personal factors influencing job satisfaction are age, time on job, intelligence, education, personality, skills, responsibility and employees attitudes. IMPORTANCE OF JOB SATISFACTION The problem of job satisfaction has attracted considerable attention and industrial psychologist. It is regarded as very significant factors in workers morale, absenteeism, accidents, turnover, and to some extent productivity, through its relationship with productivity is not very clear. The importance of job satisfaction is not only for the possible association with productivity, absenteeism, turnover, and accidents. There is little dispute regarding its relationship with mental health of human beings. It is generally agreed that poor job satisfaction (i.e.) dissatisfaction in the work one does is more often accompanied by poor mental health and may be manifested in a number of condition from anxiety and headache to depression, from loss of appetite to psychosomatic straits, such as acute hyperacidity. A discounted worker, what so ever may be the underlying there is for more interested in his own misfortune than in his job and tends to have an undesirable and demoralising influence on all those who work near him. Dissatisfaction is infectious and quickly spreads to other workers and shape the morale in the organization. The amount of co-operation that the management may receive from the employees would depend greatly on the extent of satisfaction amongst them. A dissatisfaction worker may seriously cause damage to the reputation our property of the company and harm its business interests. Since individual join to make small groups, together make large organisations and large organization committee the society. Job satisfaction is of great importance for the individuals the organization which employs them and the society as a whole.

INDUSTRY PROFILE The tropical forests the world are exploited for the extraction of timber for various purposes like human settlement, making of furniture etc. Such excessive harvest will decrease the supply of tropical hard wood in the near future. The ultimate solution in the scenario is the Rubco wood an internationally recognized eco-friendly timber which is light brown in colour, durable, easy to work on and attractive to the eyes. Hence it is ideally suitable for furniture making. The use of rubber wood as a key raw material for the production of furniture helps to contribute the conservation of rain forest of the world at large. Rubber wood is a homogeneous material suitable for the production of panel products such as particle board, MDF and wood fibre, cement boards. Those products are expected to be one of the total world demands. The economical and optimal utilization of their resources is a logical consequence of the projected depletion of supply of logs from the natural technologies which allows for more efficient processing, product utilization and in harvesting. The rubber tree which is a native of Brazil is widely planted for the production of latex in South East Asia, mainly in Indonesia, Malaysia and Thailand with positive development seen in the production of rubber wood based products. Malaysias successes in utilization of their rubber wood, more countries that process rubber plantation are expected to develop their industry by globalizing the utilization of their wood. In the Asian region where the timber supply from natural forest has been depleted, on going progress of this sector depends on the availability of rubber wood plantation in order to ensure continuous in meeting the growing demand the government of private sector to engage in rubber forest plating activities. Taking into consideration the depletion in the supply of the timber from the natural forest especially like Malaysia, Thailand there is no doubt that rubber wood is an eco-friendly solution for the industry and is will continue to play an important role in furniture, furniture parts and wood based panel industries.

COMPANY PROFILE Rubco Huat Wood industry in a joint venture with Long Huat Group Berhad of Malaysia, it was set up in the year 2002 with a plant capacity 40000 metric tone per year. It manufacturers a range of elegant furniture and quality edge glued panel using the eco-friendly rubber wood. The division manufactures range elegant furniture edge glued panel using the ecofriendly rubber wood which are treated and processed to strengthen the wooden pieces. Rubber wood furniture range comprise of dining table and chairs designer wardrobe, kitchen cabinet, computers and office furniture, available in a wide range of design and finish. The edge glued panel manufactured using sophisticated finger joining technology is easy to sow, drill, bore or stain and have excellent nail holding capacity. Rubber wood furniture and panels are made according to the rules and regulations of the British Wood Preserving Association. The furniture plant has a processing capacity of 40000 metric per year. The products are being exported to UK, USA, Japan and many other countries across the world. Today Rubco group manufactures rubber footwear, cycle tubes and tires, rubberized mattresses, processed rubber wood furniture and finger joint edge glued panel boards and rubber molded coir markets. Many more new initiatives are on the anvil, in line with Rubcos vision of growing into a multi global competitive organization excelling in its very sphere of activity. Location: Rubco Huat Woods Pvt Ltd located in Thalassery, near Kannur in Kerala. The division is started with technical, financial collaboration with M/S Long Huat Berhad of Malaysia. Rubco Huat Wood Pvt Ltd has started commercial production in January 2001 with the capacity of 2500 cubic metric of rubber per year with around 300 employees.

Infra Structure: The company is located in17 acres land. It has sophisticated machineries imported from Italy, Japan, Malaysia, Germany and UK. It has combined layout capable of producing standard furniture continuously and customized production on the request of consumer. The upgrade production capacity of their plant is 40000 metric rubber wood per year. The company has 456 worker and 45 employees working in office. Factory worker contain 412 unskilled, 30 skilled workers and 14 specialist worker. The companys machineries are pollution free. The pollution free plant of the company was credited with pollution free award. The company has electrical substation of 2500KVA and has stand by generator capable of producing 750KVA electrical powers which serve the company during any frequent power failure. The new multi storied office building was completed with in a short span of time. The company has a good canteen for their employees. It also has computerized punching system for keeping attendance. The factory building was built in single storey which has natural ventilation, natural lighting and enough work space for the workers. The single storied building helps the employees to easily move the materials with in the factory. The company provides drinking water in the factory at the earliest access of workers. The tool room and the store room are located at the centre of factory, so easy access from different department is possible. The office of the chief executive of inside the factory the office of the chief production manager and the quality control section is situated inside the factory. Furniture range includes; 1. Dining table 2. Chairs 3. Designer wardrobe 4. Kitchen cabinet 5. Computer and office furniture The products are widely exported to UK, USA, Japan and among other countries. The production in Huat wood industry is based on orders. Management of industry is vested in the management of Rubco group of undertaking.

PLANT LAYOUT: Plant layout refers to the arrangement of machinery, equipments and other industrial facilities for the purpose of achieving the quickest and smoothest production at least cost. There are mainly 3 kinds of layouts; product, process and combined layout. Combined layout is the type of layout adopted in Rubco Huat Wood Pvt Ltd. This is more flexible to adjust modification and changes in the production strategy. Each machine can perform a wide range of similar operatives. Supervision and inspection are independently and efficiently carried out by each section. The worker in each section slowly become much specified in maintenance, thus more is saving of time in inspection and control operation. In this way machine breakdown can be minimized. PROMOTERS: The govt of kerala along with rubber and some district cooperative bank are the main promoters of the rubco. The top 10 share holders are; Govt. of Kerala Rubber board Calicut dist cooperative bank Palakkad dist cooperative bank Kannur dist cooperative bank Trissur dist cooperative bank

RUBCOS MILESTONE:

9th June 1997 5th October 1997 17th February 1998 28th May 1998

Registered Rubco commenced operation in October in same year Commenced procurement of rubber Commenced procurement of rubber from farmer through depots Foundation stone laid for footwear manufacturing factory and thread rubber manufacturing unit at Koothuparambu, Valiyavelicham industrial centre

JuneDecember1998 July 1998 11th February 1999

Exported rubber to Singapore and Nepal Rubco takes over the reins of Sreekandapuram Latex Pvt Ltd. Entered into an important agreement technological collaboration for the manufacture of ultra light weight footwear with hi-tech

2nd March 1999 26th May 1999

Foundation stone laid foe PLC factory in Sreekandapuram. Inauguration of footwear manufacturing unit and foundation stone laid for cycle tire manufacturing unit.

15th June 1999

Floated Rubco Sales International Ltd to professionally market the product of Rubco.

23rd June 1999

Signed a significant technical collaboration agreement with Long Huat Berhad of Malaysia for the processing of rubber wood and furniture.

13th August 1999 19th October 1999

Rubco footwear hit the market. Foundation stone laid for the rubber wood processing and manufacturing unit.

30th October 1999

Foundation stone laid for the rubberized factory at Pampady, Kottayam.

9th December 1999

Entered into an agreement with M/S Tong Teak Pvt Ltd of Singapore to export 15000metric tones of rubber for the first time

from India 8th May 2000 Entered into technical collaboration with Pancarwana Management consulting service Malaysia for the manufacturing of casual shoes. 6th May 2000 1st January 2001 Foundation stone laid for casual shoe project. Rubco Huat Wood furniture factory commenced commercial production. 16th June 2001 20th April 2002 Incorporation of Rubco tire s India Ltd. Started activities of coconut complex for the production of virgin coconut oil and ancillary products 6th December 2002 Started Rubco Rufas Schemes(collection of natural rubber latex from farmer) 20th December 2002 Expression of interest submitted to the govt of Kerala for setting up. A unit for production of rubber compounds for automobiles and railway with a capital outlay of 20 million US dollar. 23rd January 2003 Signed MDU with Kokonut Pacific Pvt Ltd Australia for the virgin coconut oil.

PRODUCT PROFILE: Rubco wood plantation has exists for hundred years in tropical countries. These plantations have been used mainly for the production of latex. After the economic life of the rubber tree, which is generally 30 years the latex yield become extremely low and planter then sell the rubber trees and plant new ones. This eco-friendly rubber wood when processed becomes an excellent substitute for hard wood. Rubco in its modern plant, process the eco-friendly rubber

wood, makes furniture and finger jointed edge glued panel boards. These products are marketed under the brand name of RUBWOOD. Rub wood is manufactured with the help of technical and financial collaboration with M/S Long Huat Berhad of Malaysia. The countrys largest rubber wood processing plants is associated in Thalassery in Kerala. The Rubco wood range confirm to international standards in finish and durability. Rub wood furniture is crafted from specially treated wood for extra durability and finish. Rubco wood is manufactured in the countries largest rubber wood processing plant employee imported machinery and state of the art technology. The rub wood ranges truly international in design finish and durability. The rub wood furniture and panel board are made using rubber wood that is processed to the exacting standard of the British wood preserving association. The fully automatic drier units keeping moist contents in the rubber wood below 10% level the result is furniture that offers lasting value with the added attraction of being eco friendly. The following are the various range of product offered by rubco wood pvt. Ltd. Rubco Timber Panel: Rubco Timber Panel are produced by sophisticated process of finger joining and edge gluing using resins of polymer which are either white or transcelucent excellent finish and durability is guaranteed. They also confirm to international standard. This solid timber panel of rubco is easy to sow, drill, bore or stain. Sanded to 240 grit. They offer smooth finish, excellent nail holding capacity making it the ideal user friendly choice of furniture manufactures and carpenter. This proven concept which very popular among builder and architect in western countries, offer perfect solution to the problem routinely encountered in handling various cross sections of timber. Rubco Timber Panel is eco-friendly ensure lower wastage of materials and helps to cut down labour, time, and overall cost. Rubco timber comes in varied size from 1.5mm thickness upwards with a maximum cross section size of 5200mm*1300mm. Rubco Timber Panel can be applied following user:-

Door and window frames Office furniture and partitions Modular tables Designer wardrobes Kitchen cabinets Dining tables and chairs RUBCO HUAT WOODS FURNITURE: The colonial furniture collection is an ideal way to add splendor and comfort to homes. Rubco range of finished furniture range come in varied shades quoted with several layer of lacquers. Furniture range offered by rubco huat is, Dining with chairs: Rubco range of dining tables is available in oval round and square shapes with matching chair forming eye catching combination to grace the dining room. It is available in a range of colour like honey, northern rose wood, natural etc. Computer tables: Computer table offered by rubco huat is thought fully designed to provide room for all peripherals and accessories and offers unmatched convenience it is also available in different colour like honey northern rose wood, natural west antique pine and pigment red.

Television stand: TV stands are well designed and they do not merely serve, their purpose but stand out as elegant of home dcor as well. Sofa sets, diwan cots and rocker chairs:

10

Sofa sets, diwan cots and rocker chairs in exquisite design and in a range of finishes help to create beautiful living places. It is also available in a range of colour such as honey northern rose wood, natural west antique pine and pigment red. FEATURES OF RUB WOOD: Eco friendly Strong and durable Maximum dimensional stability Resistance to borer attack Ready to use panel

ORGANISATION GROWTH

11

OBJECTIVES OF THE STUDY

12

Primary objective
To study the job satisfaction level of the employees.

Secondary objective To identity the ways and means to improve the employees job satisfaction. To find whether they are satisfied with the pay structure.
To find out whether the employees are satisfied by the assistance and support given by

their superiors and co-workers.


To determine whether the employees are satisfied with the chances for advancement in

the organization. To find out whether their job is interesting and challenging.

NEED FOR THE STUDY

13

The researcher has considered the study necessary, because employees Job satisfaction is directly related with the performance of the employees in the organization. It is mainly carried out for identifying and analyzing the satisfaction level of employees in the company. Good job satisfaction is evidenced by employees enthusiasm, voluntary conformance with regulations and orders, and a willingness to co-operate with others in the accomplishment of an organizations objectives.
If job satisfaction is not up to the level, it affects the output, the quality of the

products, cost, cooperation, initiative, and other ingredients of success.

SCOPE OF THE STUDY

14

Since job satisfaction plays a major role in enhancing productivity the study was conducted to find out the degree to which they are satisfied with respect to various factors like work, pay promotional opportunities, supervision and cooperation from co-workers which forms the critical component of job satisfaction. Job satisfaction refers to an employees general attitude towards his job. To the extent that the persons job fulfilment his dominant and is consistent with his expectation and values, the job will be satisfying. By analyzing the employees job satisfaction in RUBCO HUAT WOODS.

LIMITATIONS OF THE STUDY

15

Sample size of the study is only 100

Unwilling to respond some of the respondents were not responding to some of the questions

Short time period due to time constraint the researcher was not able to complete the project to desired level

The sample is restricted only up to the kannur branch of RUBCO HAUT WOODS.

The attitude of the employees may change from time to time. Hence the result of the project may be applicable only at present.

RESEARCH METHODOLOG

16

RESEARCH DESIGN The success of formal research project depends on the sound research design. As the main aim of the project is to identify the satisfaction level of the employees in an organization. Descriptive research studies are those studies, which are concerned with describing the characteristic of particular individuals, or of a group

SAMPLING DESIGN A sample design is a definite plan for obtaining a sample from a given population. It refers to the technique or procedure the researcher would adopt in selecting items from the sample. SAMPLING TECHNIQUE Out of 486 populations the probability of the sample size is restricted to 100 samples; hence convenience sampling technique is adopted for the research study.

DATA COLLECTION METHODS Data collection method is an important task in every research process. There are two types of data is being used Primary data: The data are collected directly from the respondents as the information is not already been provided. Secondary data: the data are collected from the company records, newspaper, journals, magazines, library, etc.

TOOL USED FOR COLLECTING DATA Questionnaire is the tool used for collecting data. Multiple choices, open - ended and close ended questions of pre-formulated questionnaire have been designed for the study. ANALYSIS OF DATA After collecting the data, they were entered in a single table called master chart. Different tables were prepared and analysis of data was done to find out the level of job

17

satisfaction of staff member in the organization. To extract meaningful information from data collected, analysis of data and interpretation was carried out by using simple percentage analysis and chi-square test.. Statistical tools used 1. Percentage analysis 2. Chi-square test Charts used 1. Bar chart

REVIEW OF LITERATURE

18

1. According to VROOM it is the positive orientation of an individual towards the work role which he is presently occupying. This can be easy paraphrased as an individuals liking more aspects of his work than he dislikes. 2. The attribute of great interest is the general attitude of employees towards work or toward a job often called job satisfaction. -HELLRIGEL, SLOCUM, WOODMAN 3. BABIN and BOLES (1996) found when studying retail employees that employee perceptions of co-worker involvement and supervisory support reduces stress and increases job satisfaction. 4. KOVACH (1995) found that while supervisors believe that good wages are most important to employees, the employees themselves report that interesting work is most important. 5. A literature review on job satisfaction of academic librarians is divided into two sections. The first section deals with the conceptual framework which includes two theoretical approaches to job satisfaction. These theories include Maslow's Needs Hierarchy Theory and Herzberg's TwoFactor (Motivation/Hygiene) Theory. Criticisms of these theories are also discussed. These content theories attempted to determine factors contributing to the satisfaction/dissatisfaction of an individual. Literature on job satisfaction among university faculty and school teachers is also reviewed, since this literature is assumed to be analogous because of the identical job characteristics of faculty and teaching responsibilities. The second section reviews available literature regarding job satisfaction in general, and specifically factors related to job satisfaction of academic librarians. In addition, demographic variables and their relation to job satisfaction, particularly academic librarians are reviewed. A five-page reference list is included 6. A model examining the effects of customer orientation and job resources (supervisory support, training, empowerment, and rewards) on frontline employees' job satisfaction, affective organizational commitment, and turnover intentions is developed and tested. Data collected via self-administered questionnaires from a sample of 723 frontline hotel employees in Turkey serve as the study setting. Results show that customer orientation and job resources enhance frontline employees' job satisfaction and affective organizational commitment, and diminish their turnover intentions. Also, job satisfaction has a significant positive impact on affective organizational

19

commitment and a negative effect on turnover intentions. Implications of the results are discussed and future research avenues are offered. 7. The article offers information on the 2007 Job Satisfaction Survey Report conducted by the Society for Human Resource Management (SHRM). The survey was aimed at understanding the characteristics of job satisfaction better. It involved HR professionals, as well as non-HR employees. It indicated the five important job satisfaction aspects for employees, which are compensation, benefits, job security, work/life balance and communication. 8. The article states that high-school seniors' expectations for career success are rising, but their economic achievements over time are not, and the resulting gap could fuel discontent that human resources professionals will confront in the form of a continuing slide in employees' job satisfaction. A recent study found that 20 percent of high-school seniors in 1976 said their goal was to obtain an advanced degree after college and enter a profession such as medicine or teaching. 9. This study explores how the Chinese values (Integrations, Confucian Work Dynamism, Human-heartedness and Moral Discipline) impact employees' satisfaction (ES). Employees who work in mainland China for companies whose parent companies are based in Taiwan were surveyed. The results can be summarized as the following: 'Integration', 'Confucian Work Dynamism' and 'Human-heartedness' are significantly different between Taiwanese and Chinese employees, while 'Moral discipline' is not; Taiwanese employees have higher ES than Chinese employees; Taiwanese employees view 'career planning' is the most important, while Chinese employees think 'management system' is most important; For Taiwanese employees, 'Salary and benefit', 'Working load' and 'Management system' have effects on ES; Age and Education have effects on Chinese employees. suggest that the overall climate in a work unit has some influence on individual attitudes, after accounting for individuals' idiosyncratic perceptions of the climate.

DATA ANALYSIS AND INTERPRETATIONS

20

TABLE NO-1 Distribution of respondents on the basis of age SL.NO 1 2 3 4 5 VARIABLES Below 20 years 21 to 30 years 31 to 40 years 41 to 50 years Above 50 years Total 100 100 RESPONDENTS 04 66 21 9 PERCENTAGE 4% 66% 21% 9%

INTERPRETATION From the above table it can be seen that the majority 66% of the respondents belong to the age group of 21 to 30 years, 21% of the respondents belongs to the age group of 31 to 40 years, 9% of the respondents belongs to the age group of 41 to 50 years, 4% of the respondents belongs to the age group of below 20 years, and none of the respondents belongs to the age group of above 50 years

CHART NO-1

21

22

TABLE NO-2 Distribution of respondents on the basis of gender SL.NO 1 2 VARIABLES Male Female Total RESPONDENTS 88 12 100 PERCENTAGE 88% 12% 100

INTERPRETATION From the above table it can be seen that the majority 88% of the respondents are male and remaining 12% of the respondents are female.

CHART NO-2
23

TABLE NO-3

24

Distribution of respondents on the basis of education qualification SL.NO 1 2 3 4 5 6 VARIABLES Elementary school High school Diploma Undergraduate Postgraduate Others Total 100 100 RESPONDENTS 14 35 17 29 5 PERCENTAGE 14% 35% 17% 29% 5

INTERPRETATION From the above table it can be seen that the majority 35% of the respondents are qualified high school and 17% of respondents are qualified diploma, 14% of the respondents are qualified elementary school and 29% of respondents are qualified undergraduate, none of the respondents are qualified other craft courses and 5% of the respondents are qualified postgraduate.

CHART NO-3

25

TABLE NO- 4

26

Distribution of respondents on the basis of marital status SL.NO 1 2 VARIABLES Married Unmarried Total RESPONDENTS 64 36 100 PERCENTAGE 64% 36% 100

INTERPRETATION From the above table it can be seen that the majority 64% of the respondents are married and the remaining 36% of respondents are unmarried.

CHART NO-4

27

TABLE NO-5

28

WORK EXPERIENCE IN THE PRESENT ORGANISATION SL.NO 1. 2. 3. 4. VARIABLES Less than 3 months 3 months-1 year 1 year-3 years 4 years and above Total RESPONDENTS PERCENTAGE 8 26 37 29 100 8 26 37 29 100

INTERPRETATION From the above table it shows that 8% of the respondents have less than 3 months experience, 26% of the respondents have experience of 3 months 1 year, 37% of the respondents have experience of 1 year 3 years and 29% of the respondents have experience of 4 years and above.

CHART NO-5

29

TABLE NO-6
30

Distribution of respondents on the basis of monthly income SL.NO 1 2 3 4 5 VARIABLES Below 2000 2001 to 5000 5001 to 7000 7001 to 10000 Above 10001 Total RESPONDENTS 8 26 37 24 5 100 PERCENTAGE 8% 26% 37% 24% 5% 100

INTERPRETATION From the above table it can be seen that the majority 37% of the respondents are earning an income between 5001 to 7000, 8% of the respondents are earning an income below 2000, 26%% of the respondents are earning an income between 2001 to 5000, 24% of the respondents are earning an income between 7001 to 10000 and none of the employees are getting an income above 10000

CHART NO -6

31

TABLE NO 7

32

EMPLOYEE FREEDOM SL.NO VARIABLES 1 Always 2 Some times 3 Not affected Total RESPONDENTS 20 80 100 PERCENTAGE 20% 80% 100%

INTERPRETATION It is clear from the above table that 80% of the employees say that the rules and regulations do not affect their freedom. 20% of the employees say that it sometimes affect while none of the employees think that always it affect their freedom.

CHART NO 7

33

TABLE 8 CHANGES IN SCHEDULES AND PROCEDURES

34

SL.NO 1 2 3

VARIABLES Frequently Not very frequently No change Total

RESPONDENTS 38 62 100

PERCENTAGE 38% 62% 100%

INTERPRETATION The above table shows that 62% of the employees say that the schedules and procedures of the organization do not change. 38% of the employees say that it not changing very frequently while none of the employees says that the schedules and procedures keep changing frequently.

CHART NO - 8

35

TABLE 9

36

SATISFACTION WITH THE CHANGES IN SCHEDULES AND PROCEDURES SL.NO 1 2 3 4 VARIABLES Highly satisfied Highly dissatisfied Dissatisfied Satisfied Total RESPONDENTS 21 15 64 100 PERCENTAGE 21% 15% 64% 100%

INTERPRETATION According to the survey 21% of the employees are highly satisfied with the changes in schedules and procedures 64% of the employees are satisfied and 15% of the employees are dissatisfied.

CHART NO - 9

37

TABLE 10

38

PHYSICAL CONDITION OF WORK PLACE

SL.NO

VARIABLES

RESPONDENTS

PERCENTAGE

1 2 3 4

Good Very good Bad Very bad Total

79 8 13 100

79% 8% 13% 100%

INTERPRETATION According to the survey 79% of the people say that physical condition of work place is good 8% of the people say that it is very good while 13% of the people say that it is bad.

CHART NO - 10

39

TABLE 11

40

RELATIONSHIP WITH THE SUPERIORS SL.NO VARIABLES 1 Highly satisfied 2 Highly dissatisfied 3 Dissatisfied 4 Satisfied Total RESPONDENTS 19 13 68 100 PERCENTAGE 19% 13% 68% 100%

INTERPRETATION It is clear from the above table that 68% of the employees are satisfied with the relationship with the superiors and 19% of the employees are highly satisfied with superiors while 13% of employees are dissatisfied with the relationship with superiors.

CHART NO -11

41

TABLE 12

42

RELATIONSHIP WITH THE CO-WORKERS SL.NO 1 2 3 4 VARIABLES Highly satisfied Highly dissatisfied Dissatisfied Satisfied Total RESPONDENTS 23 77 100 PERCENTAGE 23% 77% 100%

INTERPRETATION According to the study 77% of the workers are satisfied with relationship with the coworkers 23% of the workers are highly satisfied and none of the workers are dissatisfied or highly dissatisfied.

CHART NO - 12

43

TABLE -13

44

WAGES AND PAYMENT PROCEDURE SL.NO 1 2 3 4 VARIABLES Highly satisfied Highly dissatisfied Dissatisfied Satisfied Total RESPONDENTS 16 84 100 PERCENTAGE 16% 84% 100%

INTERPRETATION According to the study 84% of the employees are satisfied and none of the employees are highly satisfied or dissatisfied with the wages and payment procedure in the organization but 16% of the employees are dissatisfied with the wages and payment procedure.

CHART NO 13

45

TABLE- 14

46

AVAILABILITY OF TOOLS, MACHINES AND EQUIPMENT SL NO 1 2 VARIABLES Yes No Total RESPONDENTS 88 12 100 PERCENTAGE 88% 12% 100%

INTERPRETATION The above table shows that 88% of the employees agree with the availability of tools, machines and equipments 12% of the employees disagree with the availability of tools, machines and equipments.

CHART NO 14

47

48

TABLE 15

PAY FOR OVERTIME SL.NO 1 2 VARIABLES Yes No Total RESPONDENTS 100 100 PERCENTAGE 100% 100%

INTERPRETATION It is clear from the above table shows that none of the employees are not paid for overtime.

CHART NO 15
49

50

TABLE 16

OVERTIME TO COMPLETE THE WORK

SL.NO

VARIABLES

RESPONDENTS

PERCENTAGE

1 2 3

Always Sometimes Never Total

31 69 100

31% 69% 100%

INTERPRETATION It is clear from the above table that 31% of the employees sometimes take overtime to complete the work while 69% of the employees never take overtime. None of the employees always take overtime to complete the work.

CHART NO 16

51

Table 17
52

Satisfaction about the HRD program conducted by the company SL NO 1 2

VARIABLES Satisfied Not Satisfied Total

RESPONDENTS 64 36 100

PERCENTAGE 64% 36% 100

INTERPRETATION It is clear from the above table that 64% of the respondents are satisfied with the HRD program conducted by organization while 36% of the respondents are not satisfied with the HRD program conducted.

CHART NO 17

53

TABLE 18

54

Safety measures of the respondents SL NO 1 2 VARIABLES Yes No Total 100 100 RESPONDENTS 100 PERCENTAGE 100

INTERPRETATION: The above table shows that 100% of the respondents said that safety measures are provided. While none of them said that safety measure are not provided by the organization.

CHART NO 18

55

Table 19

56

Respondents opinion Regarding the Remunerations of the company with Similar Company in the area: SL NO 1 2

VARIABLES Favorable Not favorable Total

RESPONDENTS 47 53 100

PERCENTAGE 47% 53% 100%

INTERPRETATION It is clear from the above table that 47% of the respondents have favourable opinion about the remunerations of the company with Similar Company while 53% of the respondents are not favorable about the remunerations of the company with Similar Company.

CHART NO 19

57

Table 20

58

Satisfaction of employees regarding career growth in the company SL NO 1 2

VARIABLES Satisfied Not satisfied Total

RESPONDENTS 78 22 100

PERCENTAGE 78% 22% 100%

INTERPRETATION
It is clear from the above table that 78% of the respondents are satisfied about regarding career growth in the organization while 22% of employees are not satisfied with the company growth.

CHART NO 20

59

DATA ANALIYSIS AND HYPOTHESIS TESTING Hypothesis test-1

60

Employee Freedom Vs Gender Not affected Gender 73 Male 70.4 7 Female Total 9.6 80 17.6 5 2.4 20 100 12 15 Some times Total 88

Chi-square value Degree of freedom Table value Level of significant

: 4.001 :1 : 3.841 : 0.05

H0: Null Hypothesis There is no significant relationship between the Freedom of the employees and the Gender of the respondents.

H1: Alternative Hypothesis There is a significant relationship between the Freedom of the employees and the Gender of the respondents. 2 = (0 E)2 E INTERPRETATION = 4.001

61

The result of the chi-square test reveals that the calculated chi-square value is greater than the table chi-square value at 5% level of significance and therefore, the relationship between the Freedom of the employees and the Gender of the respondents is a significant. Thus the hypothesis is that the relationship between the Freedom of the employees and the Gender of the respondents are accepted. Thus the null hypothesis is rejected.

Hypothesis test-2 Relationship between Career Group and Month Income


62

Income Rs.1000-2000 Rs.2001-5000 Rs.5001-7000 Rs.7001-10000 Above 10000 Total Chi-square value Degree of freedom Table value Level of significant : 3.03 :4 : 9.488 : 0.05

Satisfied 1 6.8 19 22.1 35 31.45 20 20.4 3 4.25 78

Not satisfied 7 1.2 7 3.9 2 5.55 4 3.6 2 0.75 22

Total 8 26 37 24 5 100

H0: Null Hypothesis There is no significant relationship between employees regarding career growth in the company and monthly income of the respondents H1: Alternative Hypothesis There is a significant relationship between employees regarding career growth in the company and monthly income of the respondents. 2 = (0 E) 2 E INTERPRETATION = 3.03

63

The result of the chi-square test reveals that the calculated chi-square value is less than the table chi-square value at 5% level of significance and therefore, relationship between employees regarding career growth in the company and monthly income of the respondents is not significant. Thus the hypothesis is that relationship between employees regarding career growth in the company and monthly income of the respondents does not hold good. Thus the null hypothesis is accepted.

Hypothesis teat-3

64

Relationship With Co-Workers and Supervisors

Highly Satisfied Dissatisfied Satisfied Total

Highly satisfied 15 14.63 10 10.01 52 52.36 77

Satisfied 4 4.37 3 2.99 14 15.64 23

Total 19 13 68

100

Chi-square value Degree of freedom Table value Level of significant H0: Null Hypothesis

: 0.875 :2 : 5.991 : 0.05

There is no significant relationship between the co-workers and supervisors. H1: Alternative Hypothesis There is a significant relationship between the co-workers and supervisors. 2 = (0 E)2 E = 3.03

INTERPRETATION
65

The result of the chi-square test reveals that the calculated chi-square value is less than the table chi-square value at 5% level of significance and therefore, relationship between the coworkers and supervisors is not significant. Thus the hypothesis is that relationship between the co-workers and supervisors does not hold good. Thus the null hypothesis is accepted.

Hypothesis test-4

66

Availability of Tools with Physical Condition of Work Place Yes 70 Good Very Good Bad Total 69.52 6 7.04 12 11.44 88 No 9 9.48 2 0.96 1 1.56 12 8 13 100 Total 79

Chi-square value Degree of freedom Table value Level of significant H0: Null Hypothesis

: 1.536 :2 : 5.991 0.05

There is no significant relationship between the availability of tools and physical condition of the company. H1: Alternative Hypothesis There is a significant relationship between the availability of tools and physical condition of the company. 2 = (0 E)2 E INTERPRETATION = 1.536

67

The result of the chi-square test reveals that the calculated chi-square value is less than the table chi-square value at 5% level of significance and therefore, relationship between the availability of tools and physical condition of the company is not significant. Thus the hypothesis is that relationship between the availability of tools and physical condition of the company does not hold good. Thus the null hypothesis is accepted.

FINDINGS
68

1. The study reveals that the majority 66% of the respondents belong to the age group of 21 to 30 years and none of the respondents belongs to the age group of above 50 years 2. The study reveals that the majority 88% of the respondents are male and remaining 12% of the respondents are female. 3. The study reveals that the majority 35% of the respondents are qualified high school and 5% of the respondents are qualified postgraduate. 4. The study reveals that the majority 64% of the respondents are married and the remaining 36% of respondents are unmarried 5. The study reveals that the majority 37% of the respondents are earning an income between 5001 to 7000, 8% of the respondents are earning an income below 2000. 6. The study reveals that 80% of the employees say that the rules and regulations do not affect their freedom. 20% of the employees say that it sometimes affect. 7. The study reveals that 62% of the employees say that the schedules and procedures of the organization do not change. 8. The study reveals that 21% of the employees are highly satisfied with the changes in schedules and procedures but 15% of the employees are dissatisfied. 9. The study reveals that 79% of the people say that physical condition of work place is good 10. The study reveals that 13% of employees are dissatisfied with the relationship

with superiors. 11. The study reveals that most of the workers are satisfied with relationship with the

co-workers. 12. The study reveals that some of the employees are dissatisfied with the wages and

payment procedure.

69

13.

The study reveals that 12% of the employees disagree with the availability of

tools, machines and equipments. 14. 15. 16. 17. The study reveals that none of the employees not get pay for overtime. The study reveals that 31% of the employees sometimes take overtime to The study reveals that 36% of the respondents are not satisfied with the HRD The study reveals that 100% of the respondents said that safety measures are

complete the work. program conducted. provided by the organization. 18. The study reveals that 53% of the respondents are not favorable about the

remunerations of the company with Similar Company. 19. 20. 21. 22. The study reveals that 22% of employees are not satisfied with the company The study reveals that the relationship between the Freedom of the employees and The study reveals that relationship between employees regarding career growth in The study reveals that relationship between the co-workers and supervisors is not

growth. the Gender of the respondents are accepted. the company and monthly income of the respondents does not hold good. significant.

70

SUGGESTIONS

Some of the employees take overtime to complete the work. The superiors should identify those employees and provide them effective training to improve their efficiency The existing wage & salary structure is to be revised as per the going rate in the similar industries Work atmosphere is good even though the improvement is needed on the cleanliness and the first aid at the work place in the organization. Company should maintain their rules and regulation according to the satisfaction of employees It helps to improve the satisfaction of employees by providing overtime salary.

71

CONCLUSION

The research made in an attempt to find out the job satisfaction level of the employees in RUBCO HUAT WOOD, KANNUR. In the study certain parameters has been defined to measure. The parameters are set regarding factors related to work satisfaction, pay, promotions, personal attitude, working environment, etc. The satisfaction level for each parameter is identified individually from the employees. This study helps the organization to concentrate on those parameters, which lack the employees satisfaction. An overall study of the research reveals good satisfaction level of the employees in their job, but at the same time the organization lacks on certain factors such as over time, rewards, and promotion policy. If these factors are given little more care, the company can maintain good workers with high level of satisfaction among the employees with organizational commitment and involvement.

72

QUESTIONNAIRE

1. your name: ______________________ 2. Age:


Below 20 yrs 41-50 yrs 21-30 yrs 31-40yrs 51 yrs and above female

3. Gender:
male

4. Education qualification:
Elementary school diploma postgraduate high School undergraduate others (specify)

5. Marital status:
married unmarried

6. How long have you worked in the company


Less than 3 months 1 year 3 year 7. Monthly income (in RS) less than 2000 5001-7000 2000-5000 7001-10000 above 10000 3 months 1 year 4 year and above

8. Are you satisfied with the career growth in the company? Satisfied Not satisfied

9. How is the physical condition of work place? Good Very good Bad Very bad

73

10. Are you satisfied with the wages and payment procedure in the organization? Highly Satisfied Satisfied Highly Dissatisfied Dissatisfied

11. Does the rules and regulations of the organization affect your freedom? Always Some times Not Affected

12. Does the schedule and procedure of the organization change every now and then? Frequently No change Not very frequently

13. Are you satisfied with the changes in schedules and procedures? Highly Satisfied Satisfied Highly Dissatisfied Dissatisfied

14. Are you satisfied with your relationship with your superiors? Highly Satisfied Satisfied Highly Dissatisfied Dissatisfied

15. Are you satisfied with your relationship with the co-workers? Highly Satisfied Satisfied Highly Dissatisfied Dissatisfied

16. Are you satisfied with the H.R.D. Programme of the Company? Satisfied Not satisfied

74

17. Are you provided with the safety measures to avoid accidents? Yes No

18. Do you think that the pay structure existing in the company is attractive when? Compared to similar industry? Favorable Not favorable

19. Do you get proper tools, machines and equipment for doing job? Yes No

20. Does the organization pay for overtime? Yes No

21. Do you take overtime to complete the work? Always Sometimes Never

22. Any suggestions please specify:

Signature Thank you

75

REFERENCE

1. Kothari.C.R (1990), Research Methodology, Wishwa prakasan publication, Seventh edition. 2. Mamoria.C.B (1993), Personnel Management. Himalayan Publication, Eleventh edition. 3. Dr.Varma & Agarwal 1996), Organizational Behavior, Educational Publication, Ninth edition. 4. Tripathi P.C. (1999), Organizational Behavior, Sulthan Chand and Sons Publication, Fourteenth edition. 5. Richard l. Levin (2002), Statistics for Management, Seventh edition. 6. Stephin P. Robbins (2003), Organizational Behavior, Pearson Education, Ninth edition 7. Jerald Greenberg Robert A. Baron (2003), Behavior in Organizations, Seventh edition.

76