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 one’s 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 employee’s 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 today’s 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,

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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.

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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. Malaysia’s 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.

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The division is started with technical. Today Rubco group manufactures rubber footwear. The products are being exported to UK. 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. in line with Rubco’s vision of growing into a multi global competitive organization excelling in its very sphere of activity. financial collaboration with M/S Long Huat Berhad of Malaysia. Location: Rubco Huat Woods Pvt Ltd located in Thalassery. Many more new initiatives are on the anvil. it was set up in the year 2002 with a plant capacity 40000 metric tone per year. Rubber wood furniture range comprise of dining table and chairs designer wardrobe. The division manufactures range elegant furniture edge glued panel using the ecofriendly rubber wood which are treated and processed to strengthen the wooden pieces.COMPANY PROFILE Rubco Huat Wood industry in a joint venture with Long Huat Group Berhad of Malaysia. The edge glued panel manufactured using sophisticated finger joining technology is easy to sow. rubberized mattresses. processed rubber wood furniture and finger joint edge glued panel boards and rubber molded coir markets. It manufacturers a range of elegant furniture and quality edge glued panel using the eco-friendly rubber wood. drill. cycle tubes and tires. near Kannur in Kerala. kitchen cabinet. Rubber wood furniture and panels are made according to the rules and regulations of the British Wood Preserving Association. computers and office furniture. 4 . The furniture plant has a processing capacity of 40000 metric per year. USA. available in a wide range of design and finish. bore or stain and have excellent nail holding capacity. Japan and many other countries across the world.

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

There are mainly 3 kinds of layouts. In this way machine breakdown can be minimized.  Govt. Each machine can perform a wide range of similar operatives. Supervision and inspection are independently and efficiently carried out by each section. of Kerala  Rubber board  Calicut dist cooperative bank  Palakkad dist cooperative bank  Kannur dist cooperative bank  Trissur dist cooperative bank 6 . The worker in each section slowly become much specified in maintenance. PROMOTERS: The govt of kerala along with rubber and some district cooperative bank are the main promoters of the rubco.PLANT LAYOUT: Plant layout refers to the arrangement of machinery. thus more is saving of time in inspection and control operation. The top 10 share holders are. Combined layout is the type of layout adopted in Rubco Huat Wood Pvt Ltd. equipments and other industrial facilities for the purpose of achieving the quickest and smoothest production at least cost. This is more flexible to adjust modification and changes in the production strategy. product. process and combined layout.

RUBCO’S 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. 13th August 1999 19th October 1999 Rubco footwear hit the market. Foundation stone laid for the rubber wood processing and manufacturing unit. 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 7 . Valiyavelicham industrial centre June–December1998 July 1998 11th February 1999 Exported rubber to Singapore and Nepal Rubco takes over the reins of Sreekandapuram Latex Pvt Ltd. 15th June 1999 Floated Rubco Sales International Ltd to professionally market the product of Rubco. Inauguration of footwear manufacturing unit and foundation stone laid for cycle tire manufacturing unit. 30th October 1999 Foundation stone laid for the rubberized factory at Pampady. Kottayam. 23rd June 1999 Signed a significant technical collaboration agreement with Long Huat Berhad of Malaysia for the processing of rubber wood and furniture. 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.

from India 8th May 2000 Entered into technical collaboration with Pancarwana Management consulting service Malaysia for the manufacturing of casual shoes. After the economic life of the rubber tree. A unit for production of rubber compounds for automobiles and railway with a capital outlay of 20 million US dollar. These plantations have been used mainly for the production of latex. Rubco in its modern plant. 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. process the eco-friendly rubber 8 . 16th June 2001 20th April 2002 Incorporation of Rubco tire s India Ltd. which is generally 30 years the latex yield become extremely low and planter then sell the rubber trees and plant new ones. 6th May 2000 1st January 2001 Foundation stone laid for casual shoe project. 23rd January 2003 Signed MDU with Kokonut Pacific Pvt Ltd Australia for the virgin coconut oil. Rubco Huat Wood furniture factory commenced commercial production. PRODUCT PROFILE: Rubco wood plantation has exists for hundred years in tropical countries. This eco-friendly rubber wood when processed becomes an excellent substitute for hard wood.

These products are marketed under the brand name of RUBWOOD. The country’s largest rubber wood processing plants is associated in Thalassery in Kerala. Ltd. The Rubco wood range confirm to international standards in finish and durability. This solid timber panel of rubco is easy to sow. bore or stain. The rub wood ranges truly international in design finish and durability. Rubco timber comes in varied size from 1. This proven concept which very popular among builder and architect in western countries. Rub wood is manufactured with the help of technical and financial collaboration with M/S Long Huat Berhad of Malaysia. offer perfect solution to the problem routinely encountered in handling various cross sections of timber. and overall cost. The following are the various range of product offered by rubco wood pvt. time.5mm thickness upwards with a maximum cross section size of 5200mm*1300mm. excellent nail holding capacity making it the ideal user friendly choice of furniture manufactures and carpenter. They also confirm to international standard. Sanded to 240 grit. Rubco Timber Panel can be applied following user:- 9 . 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. Rubco Timber Panel is eco-friendly ensure lower wastage of materials and helps to cut down labour. Rub wood furniture is crafted from specially treated wood for extra durability and finish. drill. Rubco wood is manufactured in the countries largest rubber wood processing plant employee imported machinery and state of the art technology. 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. 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. makes furniture and finger jointed edge glued panel boards.wood. They offer smooth finish.

natural west antique pine and pigment red. northern rose wood. natural etc. Furniture range offered by rubco huat is. Rubco range of finished furniture range come in varied shades quoted with several layer of lacquers. their purpose but stand out as elegant of home décor as well. Television stand: TV stands are well designed and they do not merely serve. 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. diwan cots and rocker chairs: 10 . 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. It is available in a range of colour like honey. 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. Sofa sets.

diwan cots and rocker chairs in exquisite design and in a range of finishes help to create beautiful living places. FEATURES OF RUB WOOD:  Eco friendly  Strong and durable  Maximum dimensional stability  Resistance to borer attack  Ready to use panel ORGANISATION GROWTH 11 . natural west antique pine and pigment red.Sofa sets. It is also available in a range of colour such as honey northern rose wood.

OBJECTIVES OF THE STUDY 12 .

 To find out whether their job is interesting and challenging.Primary objective  To study the job satisfaction level of the employees.  To determine whether the employees are satisfied with the chances for advancement in the organization. NEED FOR THE STUDY 13 .  To find out whether the employees are satisfied by the assistance and support given by their superiors and co-workers.  To find whether they are satisfied with the pay structure. Secondary objective  To identity the ways and means to improve the employees job satisfaction.

cost. cooperation. the quality of the products. initiative. voluntary conformance with regulations and orders. SCOPE OF THE STUDY 14 .  If job satisfaction is not up to the level. The researcher has considered the study necessary.  Good job satisfaction is evidenced by employee’s enthusiasm. and other ingredients of success. and a willingness to co-operate with others in the accomplishment of an organizations objectives. it affects the output. It is mainly carried out for identifying and analyzing the satisfaction level of employees in the company. because employees  Job satisfaction is directly related with the performance of the employees in the organization.

the job will be satisfying. supervision and cooperation from co-workers which forms the critical component of job satisfaction.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. To the extent that the person’s job fulfilment his dominant and is consistent with his expectation and values. LIMITATIONS OF THE STUDY 15 . Job satisfaction refers to an employee’s general attitude towards his job. pay promotional opportunities. By analyzing the employee’s job satisfaction in RUBCO HUAT WOODS.

 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 .

ANALYSIS OF DATA After collecting the data. As the main aim of the project is to identify the satisfaction level of the employees in an organization. Multiple choices. SAMPLING TECHNIQUE Out of 486 populations the probability of the sample size is restricted to 100 samples. Secondary data: the data are collected from the company records. TOOL USED FOR COLLECTING DATA Questionnaire is the tool used for collecting data. or of a group SAMPLING DESIGN A sample design is a definite plan for obtaining a sample from a given population. 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.RESEARCH DESIGN The success of formal research project depends on the sound research design. library. Descriptive research studies are those studies. open . Different tables were prepared and analysis of data was done to find out the level of job 17 . etc. newspaper. journals. hence convenience sampling technique is adopted for the research study. DATA COLLECTION METHODS Data collection method is an important task in every research process. magazines. It refers to the technique or procedure the researcher would adopt in selecting items from the sample.ended and close – ended questions of pre-formulated questionnaire have been designed for the study. which are concerned with describing the characteristic of particular individuals. they were entered in a single table called ‘master chart’.

satisfaction of staff member in the organization.. Bar chart REVIEW OF LITERATURE 18 . analysis of data and interpretation was carried out by using simple percentage analysis and chi-square test. Statistical tools used 1. Chi-square test Charts used 1. Percentage analysis 2. To extract meaningful information from data collected.

A model examining the effects of customer orientation and job resources (supervisory support. 2. 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. In addition. The attribute of great interest is the general attitude of employees towards work or toward a job often called job satisfaction. Also. This can be easy paraphrased as an individual’s liking more aspects of his work than he dislikes. and rewards) on frontline employees' job satisfaction. SLOCUM. training. The second section reviews available literature regarding job satisfaction in general. A five-page reference list is included 6. affective organizational commitment. job satisfaction has a significant positive impact on affective organizational 19 . The first section deals with the conceptual framework which includes two theoretical approaches to job satisfaction. A literature review on job satisfaction of academic librarians is divided into two sections. These content theories attempted to determine factors contributing to the satisfaction/dissatisfaction of an individual. Data collected via self-administered questionnaires from a sample of 723 frontline hotel employees in Turkey serve as the study setting. since this literature is assumed to be analogous because of the identical job characteristics of faculty and teaching responsibilities. and turnover intentions is developed and tested. Results show that customer orientation and job resources enhance frontline employees' job satisfaction and affective organizational commitment. Criticisms of these theories are also discussed. According to VROOM it is the positive orientation of an individual towards the work role which he is presently occupying.1. 4. and diminish their turnover intentions. the employees themselves report that interesting work is most important. WOODMAN 3. These theories include Maslow's Needs Hierarchy Theory and Herzberg's TwoFactor (Motivation/Hygiene) Theory. demographic variables and their relation to job satisfaction. 5. empowerment. KOVACH (1995) found that while supervisors believe that good wages are most important to employees. -HELLRIGEL. particularly academic librarians are reviewed. and specifically factors related to job satisfaction of academic librarians. Literature on job satisfaction among university faculty and school teachers is also reviewed.

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

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. 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 . 9% of the respondents belongs to the age group of 41 to 50 years.TABLE NO-1 Distribution of respondents on the basis of age SL.

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TABLE NO-2 Distribution of respondents on the basis of gender SL. CHART NO-2 23 .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.

TABLE NO-3 24 .

CHART NO-3 25 .Distribution of respondents on the basis of education qualification SL. none of the respondents are qualified other craft courses and 5% of the respondents are qualified postgraduate.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.

TABLE NO.4 26 .

CHART NO-4 27 .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.

TABLE NO-5 28 .

CHART NO-5 29 . 2.NO 1. 3.WORK EXPERIENCE IN THE PRESENT ORGANISATION SL. 26% of the respondents have experience of 3 months – 1 year. 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. 37% of the respondents have experience of 1 year – 3 years and 29% of the respondents have experience of 4 years and above.

TABLE NO-6 30 .

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 .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.Distribution of respondents on the basis of monthly income SL. 8% of the respondents are earning an income below 2000. 26%% of the respondents are earning an income between 2001 to 5000.

TABLE NO – 7 32 .

20% of the employees say that it sometimes affect while none of the employees think that always it affect their freedom.EMPLOYEE FREEDOM SL. CHART NO – 7 33 .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.

TABLE – 8 CHANGES IN SCHEDULES AND PROCEDURES 34 .

CHART NO . 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.8 35 .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.SL.

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

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TABLE – 10

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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

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TABLE – 11 40 .

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.RELATIONSHIP WITH THE SUPERIORS SL. CHART NO -11 41 .

TABLE – 12 42 .

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 .RELATIONSHIP WITH THE CO-WORKERS SL.12 43 .

TABLE -13 44 .

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.WAGES AND PAYMENT PROCEDURE SL. CHART NO – 13 45 .

14 46 .TABLE.

machines and equipments 12% of the employees disagree with the availability of tools.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. CHART NO – 14 47 . machines and equipments.

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CHART NO – 15 49 .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.TABLE – 15 PAY FOR OVERTIME SL.

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CHART NO – 16 51 .TABLE – 16 OVERTIME TO COMPLETE THE WORK SL. None of the employees always take overtime to complete the work.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.

Table –17 52 .

CHART NO – 17 53 .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.

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. CHART NO – 18 55 . While none of them said that safety measure are not provided by the organization.

Table –19 56 .

CHART NO – 19 57 .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.

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 .

6 5 2. χ2 = (0 – E)2 E INTERPRETATION = 4. H1: Alternative Hypothesis There is a significant relationship between the Freedom of the employees and the Gender of the respondents.841 : 0.001 :1 : 3.Employee Freedom Vs Gender Not affected Gender 73 Male 70.4 7 Female Total 9.4 20 100 12 15 Some times Total 88 Chi-square value Degree of freedom Table value Level of significant : 4.05 H0: Null Hypothesis There is no significant relationship between the Freedom of the employees and the Gender of the respondents.001 61 .6 80 17.

Thus the null hypothesis is rejected. Hypothesis test-2 Relationship between Career Group and Month Income 62 . 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.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.

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.03 :4 : 9.05 Satisfied 1 6.8 19 22.03 63 .1000-2000 Rs.9 2 5.488 : 0. χ2 = (0 – E) 2 E INTERPRETATION = 3.5001-7000 Rs.4 3 4.2 7 3.Income Rs.7001-10000 Above 10000 Total Chi-square value Degree of freedom Table value Level of significant : 3.1 35 31.25 78 Not satisfied 7 1.55 4 3.6 2 0.2001-5000 Rs.45 20 20.

Thus the null hypothesis is accepted. Hypothesis teat-3 64 . Thus the hypothesis is that relationship between employees regarding career growth in the company and monthly income of the respondents does not hold good. relationship between employees regarding career growth in the company and monthly income of the respondents is not significant.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 With Co-Workers and Supervisors Highly Satisfied Dissatisfied Satisfied Total Highly satisfied 15 14. χ2 = (0 – E)2 E = 3.64 23 Total 19 13 68 100 Chi-square value Degree of freedom Table value Level of significant H0: Null Hypothesis : 0.05 There is no significant relationship between the co-workers and supervisors.36 77 Satisfied 4 4.63 10 10.99 14 15.991 : 0.875 :2 : 5.01 52 52. H1: Alternative Hypothesis There is a significant relationship between the co-workers and supervisors.03 INTERPRETATION 65 .37 3 2.

Thus the null hypothesis is accepted. relationship between the coworkers and supervisors is not significant. Hypothesis test-4 66 .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. Thus the hypothesis is that relationship between the co-workers and supervisors does not hold good.

H1: Alternative Hypothesis There is a significant relationship between the availability of tools and physical condition of the company.04 12 11.44 88 No 9 9.56 12 8 13 100 Total 79 Chi-square value Degree of freedom Table value Level of significant H0: Null Hypothesis : 1.991 0.96 1 1.536 :2 : 5.536 67 . χ2 = (0 – E)2 E INTERPRETATION = 1.48 2 0.05 There is no significant relationship between the availability of tools and physical condition of the company.52 6 7.Availability of Tools with Physical Condition of Work Place Yes 70 Good Very Good Bad Total 69.

Thus the hypothesis is that relationship between the availability of tools and physical condition of the company does not hold good. relationship between the availability of tools and physical condition of the company is not significant. Thus the null hypothesis is accepted.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. FINDINGS 68 .

69 . 12. 8. The study reveals that 62% of the employees say that the schedules and procedures of the organization do not change. 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. 3. The study reveals that 80% of the employees say that the rules and regulations do not affect their freedom. The study reveals that 79% of the people say that physical condition of work place is good 10. The study reveals that the majority 35% of the respondents are qualified high school and 5% of the respondents are qualified postgraduate. 4. 7. 6. 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. The study reveals that 13% of employees are dissatisfied with the relationship with superiors. 8% of the respondents are earning an income below 2000. The study reveals that the majority 37% of the respondents are earning an income between 5001 to 7000. The study reveals that most of the workers are satisfied with relationship with the co-workers. The study reveals that the majority 88% of the respondents are male and remaining 12% of the respondents are female. The study reveals that some of the employees are dissatisfied with the wages and payment procedure. 9.1. 20% of the employees say that it sometimes affect. 11. The study reveals that the majority 64% of the respondents are married and the remaining 36% of respondents are unmarried 5.

19. 21. significant. 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. 20. The study reveals that none of the employees not get pay for overtime. the company and monthly income of the respondents does not hold good. 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. 70 .13. 17. provided by the organization. machines and equipments. 22. 15. program conducted. The study reveals that 53% of the respondents are not favorable about the remunerations of the company with Similar Company. the Gender of the respondents are accepted. 16. 18. 14. The study reveals that 12% of the employees disagree with the availability of tools.

71 .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.

rewards. and promotion policy. 72 . which lack the employees’ satisfaction. This study helps the organization to concentrate on those parameters. promotions. The satisfaction level for each parameter is identified individually from the employees. If these factors are given little more care. personal attitude. etc. the company can maintain good workers with high level of satisfaction among the employees with organizational commitment and involvement.CONCLUSION The research made in an attempt to find out the job satisfaction level of the employees in RUBCO HUAT WOOD. but at the same time the organization lacks on certain factors such as over time. KANNUR. pay. In the study certain parameters has been defined to measure. working environment. An overall study of the research reveals good satisfaction level of the employees in their job. The parameters are set regarding factors related to work satisfaction.

How long have you worked in the company  Less than 3 months’  1 year – 3 year 7. your name: ______________________ 2. How is the physical condition of work place? Good Very good Bad Very bad 73 . Are you satisfied with the career growth in the company? Satisfied Not satisfied 9. Education qualification:  Elementary school  diploma  postgraduate high School  undergraduate others (specify) 5.QUESTIONNAIRE 1. Gender:  male 4. Age:  Below 20 yrs  41-50 yrs 21-30 yrs 31-40yrs 51 yrs and above  female 3. Marital status:  married unmarried 6. Monthly income (in RS)  less than 2000  5001-7000 2000-5000  7001-10000  above 10000  3 months – 1 year  4 year and above 8.

Does the rules and regulations of the organization affect your freedom? Always Some times Not Affected 12. Are you satisfied with the H. Are you satisfied with your relationship with the co-workers? Highly Satisfied Satisfied Highly Dissatisfied Dissatisfied 16. Are you satisfied with the changes in schedules and procedures? Highly Satisfied Satisfied Highly Dissatisfied Dissatisfied 14.D. Programme of the Company? Satisfied Not satisfied 74 . 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 wages and payment procedure in the organization? Highly Satisfied Satisfied Highly Dissatisfied Dissatisfied 11. Are you satisfied with your relationship with your superiors? Highly Satisfied Satisfied Highly Dissatisfied Dissatisfied 15.R.10.

Any suggestions please specify: Signature Thank you 75 . Does the organization pay for overtime? Yes No 21. machines and equipment for doing job? Yes No 20. Do you think that the pay structure existing in the company is attractive when? Compared to similar industry? Favorable Not favorable 19. Do you take overtime to complete the work? Always Sometimes Never 22. Do you get proper tools. Are you provided with the safety measures to avoid accidents? Yes No 18.17.

Robbins (2003). Educational Publication. Ninth edition 7. 3. Ninth edition. Baron (2003). 5. 2. Jerald Greenberg – Robert A. Organizational Behavior. (1999). 76 . Mamoria. Levin (2002). Richard l. Behavior in Organizations. Seventh edition. Himalayan Publication.R (1990). Pearson Education. Eleventh edition. Organizational Behavior. Statistics for Management. 6. Stephin P.C.C. Tripathi P.Varma & Agarwal 1996). Wishwa prakasan publication. Dr. 4. Personnel Management. Kothari. Fourteenth edition. Seventh edition. Seventh edition.REFERENCE 1. Organizational Behavior. Research Methodology.C.B (1993). Sulthan Chand and Sons Publication.