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A STUDY ON JOB SATISFACTION AMONG NON-BARGAINABLE EMPLOYEES AT KSB PUMPS LTD, COIMBATORE.

PROJECT REPORT Submitted in partial fulfillment of the requirements of Bharathiar University for the award of the degree of MASTER OF BUSINESS ADMINISTRATION Submitted by J.PRADEEP REG.NO. 0535F0337 UNDER THE GUIDANCE OF MS. V. PRIYADARSHINI MBA,

October 2006 DEPARTMENT OF MANAGEMENT SCIENCES VLB JANAKIAMMAL COLLEGE OF ARTS AND SCIENCE (AFFLIATED TO BHARATHIAR UNIVERSITY) KOVAIPUDUR, COIMBATORE 641042.

VLB JANAKIAMMAL COLLEGE OF ARTS AND SCIENCE (AFFLIATED TO BHARATHIAR UNIVERSITY) KOVAIPUDUR, COIMBATORE 641042. DEPARTMENT OF MANAGEMENT SCIENCES CERTIFICATE This is to certify that the project work entitled

A STUDY ON JOB SATISFACTION AMONG NON-BARGAINABLE EMPLOYEES AT KSB PUMPS LTD, COIMBATORE. is a bonafide work done by J.PRADEEP REG.NO. 0535F0337

Submitted in partial fulfillment of the requirements for degree of MASTER OF BUSINESS ADMINISTRATION OF BHARATHIAR UNIVERSITY

Faculty Guide

Head of the Department

Viva voce examination held on

Internal Examiner

External Examiner

CHAPTER NO

TITLE DECLARATION

PAGE NO

ACKNOWLEDGEMENT

LIST OF TABLES

LIST OF CHARTS

INTRODUCTION OF THE STUDY

II

ORGANIZATION PROFILE

III

RESEARCH METHODOLOGY

IV

ANALYSIS AND INTERPRETATION

FINDINGS, SUGGESTIONS AND CONCLUSION APPENDIX

BIBLIOGRAPHY

QUESTIONNAIRE

DECLARATION

This is to declare that the project entitled A STUDY ON JOB SATISFACTION AMONG NON BARGAINABLE EMPLOYEES AT KSB PUMPS LTD, COIMBATORE, submitted to Bharathiar University in partial fulfillment for the award of the degree of Master of Business Administration is a record of original project work done by me under the guidance of Mrs. PRIYADHARSINI.V, Department of Management Sciences, V.L.B Janakiammal College of Arts and Science, Kovaipudur, coimbatore.

Station: Date: J.PRADEEP (Reg.no. 0535f0337)

ACKNOWLEDGEMENT

Any piece of research, being a team work, is almost impossible to complete without the help of others. This study also becomes possible through the whole hearted cooperations of many persons and well wishers. I deem it an act of immense pleasure to acknowledge them here.

I thank our principal Prof. L.S Ranganathan M.Sc., Ph.D., Principal V.L.B Janakiammal College of Arts and Science, Kovaipudur, Coimbatore for giving me the opportunity to undergo such a valuable project. I wish to acknowledge my whole hearted thanks to Mr.C.Ramakrishna M.B.A., PGDCA. Head of the department for his encouragement and support during the course of study. I would also like to thank Sr.Prof.Dr.P.Muthusamy, M.Com, M.B.A., M.Phil., Ph.D., for his continuous encouragement and for very skillful guidance throughout the project to achieve this remarkable success, and other faculty members who helped me to complete this research work. I express my deep sense of gratitude and thanks to MS. V. Priyadarsini MBA., for her valuable guidance, meticulous supervision and her keen interest in research. Without her able guidance, instituted support, constant encouragement and patience this study would not have been complete at all. My heartfelt thanks to Mr. K. VENKATASUBRAMANIAN Sr. manager M1 personnel & administration for permitting me to do a project on the topic A study on job satisfaction among non bargainable employees at KSB pumps ltd. And for sharing his valuable time and experience with me.

My heartfelt thanks to Mr. S. Felix Joseph Dy manager I.R/Admn/Welfare For helping me to do a project on the topic A study on job satisfaction among non bargainable employees at KSB pumps ltd. And for sharing his valuable time and experience with me. My heartfelt thanks to Mrs. G. jayanthi IR & Time Officer for helping me to do a project on the topic A study on job satisfaction among non bargainable employees at KSB pumps ltd. And for sharing her valuable time and experience with me. Throughout my project work, a number of people provided me support, encouragement and constructive criticism. I would like my gratitude acknowledge to all of them. Finally, I express my sincere thanks to my parents and friends for their fullest support in completing this project work.

CHAPTER I

JOB SATISFACTION

Introduction

It creates a contended labour force which in turn enhances productivity, dexterity and loyalty the concept has been evolves through generations.
DEFINITION

It is a general attitude which is the result of many specific attitudes on three areas, namely job factors, individual characteristics and group relationships outside the job, job satisfaction is designed as a plausible (or) positive emotional state resulting from the appraisal of ones job (or) job experience. This definition gives importance to the state of mind of workers. Evolution It has been a subject of great interest to researcher, academics and managers for several decades now. Systematic studies began only in 1430s, prior to that F.W.Taylor the father of scientific management was also concerned with employees attitude and their influence on performance. F.W. Taylor He was the one who considered man as mortal being and wanted mental revolution through satisfaction of job.

In 1920s the how throne studies conducted by Elton may and his colleagues, marked an entirely different approach to the subject of satisfaction.

Report stop cock (1935) published the first major study on job satisfaction. He developed an attitude scale to measure employees attitude towards their job. He sound multiplicity factors like fatigue, monotony working conditions, supervision and ceiling of achievements contributed to JS, either + or.

The Studies of Herxberg, mausner & Synderman (1959) marked yet another milestone in the field of Job satisfaction studies. THEORIES Three important theories of Job satisfaction.
THE PHYSICAL ECONOMICAL THEORY

Here the emphasis was on physical arrangements of satisfaction. F.W. Taylor oriented his research in this approach. THE HUMAN RELATIONS THEORY This school stressed the importance of informal work groups, employee centered supervisor styles and practices as well as feelings & emotions of individuals in determining role satisfaction.
THE WORK ITSELF GROWTH THEORY

This school tells the nature of work was the primary source of Job satisfaction. THE THEORIES ARE V Room (1964). Porter & Lawler (1968).

MCedeland needs theory (1953). Masclows need hierarchy theory and Herberzhergs two factor theory. The five needs or masclows theory (Basic needs). 1) Physiological needs : Food, Air, Water 2) Safety needs : Shelter freedom from physical theory. 3) Belonging needs : Social needs. 4) Esteem needs : approval from others. 5) Self actualization needs : The desire to become more and more what one is. Herzbergs two factor theory Hygiene & Motivators Hygiene : Physical factors like working conditions, company policies & salary etc. Motivators : Psychological factors Achievement Responsibility Etc While the absence of hygiene leads to dissatisfaction. FACTORS ORGAN FACTORS 1) Work and its attributes 2) Pay, wages & salaries. 3) Promotion as career progression. 4) Recognition & appreciation. 5) Working condition. 6) Human relations at work. 7) Organ climate (or) culture.

PERSONAL & SOCIO ECONOMIC FACTORS: Age, sex, Education, Experience, Self (or) Personality trait, income status of worker.
A concept model of Employee Satisfaction Working Condition Facilities Human Relation
Service Condition

Nature Workof Culture work

Job Satisfaction Need fulfillment potential (NFP)

CONCLUSION: All the above referred Researchers have not studied on the aspect of Job satisfaction among the non bargaining employees, so the present study is aimed at the non Bargaining employees, a part from verifying the findings of the above mentioned studies.

CHAPTER II KSB PUMPS LIMITED INTRODUCTION: KSB Pumps Limited India was established on 11 th April 1960 in technical collaboration Klein, Schanzlin and Backer AG, West Germany, with the registered office at Bombay. It has two manufacturing division in Pune and foundry. Division at Vambori district Ahmed Nagar and two more division at Coimbatore. The irrigation process division (IPS) at Pinpri Specializes in the manufacture of wide rage of pumps for chemical process industries, agriculture, irrigation mining, water supply and treatment, draining, irrigation mining, water supply and treatment, drainage, sugar, effluent treatment, paper and pulpandsteam generation. The power Project Division (PPD) at chinch wad was commissioned to manufacture nuclear pumps with atomic quality and performance parameters. The have their foundry Division located at Vambori, Ahmed Nagar, which produces a variety of high quality casting in alloy steel non ferrous materials. The two divisions at Coimbatore manufacturing are for submersible pumps in one and high industrial pressure values in the other. KSB regional offices are located at five main cities in the country. They are Ahmedabad, Calcutta, Delhi, Bombay and Madras. They also have a service station at Baroda. Address of Registered office and Regional officers, all the manufacturing division Directors and functional manager including their telephone will be issued separately from time to time.

History of the company

Date of registration 11th April 1960 KSB established into presence in India with the setting up of its first factory in Pune. Today this plant focuses on the manufacture of 200mm and above submersible pump set, chemical and process pumps non-clog pumps, submersible pumps for handling sewage and effluents and high pressure multi stage pumps. To ensure and control quality right form the tax materials stage. Two foundries were set up in 1974 in VAMBORI, district Ahemed Nagar. These Foundries manufacturing cashing in mlyo steel and Grey Iron. In 1987 the water pumps and industrial valve division was set up at Coimbatore in the state of Tamilnadu. Coimbatore addresses not only the large Indian Market but also global requirements. This plant focuses on the manufacturers of the latest generation ANSI Valves and Butterfly Valves. KSB GROUP KSB pumps and valves have a history of success, worldwide, with a tradition of over 125 years of innovation. This DM 2.2 billion conglomerate, present of six continents in 30 countries with 116 sales offices and 13,000 employees and work wide is committed to provide a leading edge and technological solution to customers in power oil process industry mining water environment and building services. The cover 50 Mio, Dm that KSB invest in research and development every year, world wide focused the pumps and valves, systems work better save more energy and cur more costs state of art technologies are employed to focus on third flow technology measuring

and control equipment, mechanical dynamics, noise reduction and materials, science. All this is to offer total fluid handling solutions firmly focused on customer requirements WORLDWIDE. KSB is a symbol of quality Reliability service customer proximity.

Pumps for the power sector In 1987 the water pumps and industrial valve division was set up at Coimbatore in the state of Tamilnadu. Coimbatore address not only the large Indian Market but also global requirements. This plant focuses on the manufacturers of the latest generation ANSI valves and butterfly valves. With the objective to reduce lead time, and meet the overwhelm demand of the customers yet another Ultra Modern, facility set up in sinnar (near NASHIK). The manufacturing range includes 100mm and 150mm, submersible pumps, vertical, in line pumps monoslide pumps latest generation multistage and end. Suction pumps In order to enhance KSBs late as complete fluid handling company KSB pumps Ltd., along with KSB AG acquired a profit making control value facility near Cochin in Kerala in 1997. The range includes global type control valves and level instruments. KSB India network All of the Rs. 2000 mio worth of pumps and valves are offered to the Market trough a very comprehensive and wide distribution network compromising of 4 zonal office, 21 branches, 450 authorized dealers, 3 service station and 20 authorized service centre to ensure that for every

KSB Pumps Ltd., and valve in use there is a KSB Sales and services outlet around the corner.

KSB plant at NASHIK, Coimbatore, Chinch wad have been selected as the competence centers to satisfy global requirements for Submersible pumps sets CORF End suction water and process pumps Mega Vertical in line pumps Monochrome Pumps for power & oil segments, HG, CHTR, RDR latest generation multistage pumps.

Company profile

Name of the Company Date of Registration Legal Farm Manufacturing Units

: : : :

KSB Pumps Limited 11th April 1960 Public Limited Company Power Project Division (PPD) Chichwad, Pune. Foundry Division Ahmed Nagar Water Pumps and valves division Coimbatore Pumps and Valves Division Nashik.

Registered Office Zonal Offices

: :

Mumbai East-Calcutta, WestPune,

NorthDelhi, South Chennai. Branch Offices Bangalore, Bareilly, Baroda, Bhuvaneswar, Chandigarh, Durapur, Guwahati, Hubli, Indore, Jaipur, Jamshedpur, Kochi, Nagpure, Type of Business Capital Employed Capital : : : Luknow, Raipur, Mumbai, Secundrabad, : Ahmedabad, Aurangabad,

Vijayawada. Manufacture of Pumps, Values and Iron an Steel castings. Rs.174 Mio (As on 31.03.98) Rs. 1810 Mio

Company Information

Registered Office Business and iron & Steel Issued subscribed & paid up Capital Employed Capital Quality System Bankers

: : :

126, Makers Chambers Nairman Point, Mumbai. Manufacturing of pumps, valves Rs. 174 MPI.

: : :

ISOP Mio ( ) ISOP 9001: ISO 9002 Central Bank of India

MG Road, FORI Mumbai. Collaboration : M/s KSB AG, Germany M/s A.Ahistrom, Finland Production Facilities (As on 31.03.2006) Production : 432009 Nos power driven pumps, 662604 Nos Industrial valves 49 tones carbon & Alloy steel casting of Jigs, Fixtures and Dies. Under strict tolerances, ensure optimum quality level. As ISO 9001 organ. KSB pumps Ltd has systematized concurrent dissimilar production, components. of Testing

facilities need to be and therefore rigorous comprehensive.

Personnel &Administration The personnel and administration activities of KSB pumps includes 1. Security 2. House Keeping 3. Maintenance of office equipments computer / Fax / Telephone / Xerox

Number of non Bargainable employees and Bargainable employees in KSB pumps in Department wise Pumps Valves Total 117 317 434

Shift Timings The shift timing followed by the company is as follows Dayshift Nightshift Full Nightshift 7.15 Am 3.15 pm 3.45pm 12.15 am 12.15am 7.15am

Canteen facility KSB provides various welfare measures in order to improve employees efficiency and effectiveness in their work and to improve employees loyalty towards the company. A canteen committee runs canteen. The management is contributing 75% of the subsidy for canteen and 25% is being contributed by the employees, the management is providing subsidy for tea / coffee, Tiffin and Lunch

First aid facility Adequate first aid box with prescribed contents are available in each plant. The company will give first aid to their employees, if any accident occurs at work place, the affected employee can be taken to KRH Hospital to save their life money will be contributed by the management.

Safety things Gloves, helmets, mask, shoes and material handling equipments etc, These are provided to the employees to help them to reduce the injury to workers at the time of working inside the company and safety awareness programme is also conducted. Health activities Company is having sufficient number of workers to dean the worksite and premises. Disposal of waste and effluents, exhaust fans are available. Well cleaned, separate latrines and wrinats are provided by the company to their workers suitable lighting and ventilation and drinking water facilities are given to the workers.

Salaries Salaries and wages are paid to employees as per the act. Wages in increased, based on the settlement between the management and the employees. But there will be increment in wages once in 3 years. Bonus, ESI, PF & Gratuity, Insurance The company is providing as per the act, Insurance the employees in the organization are insured for 24 hours under insurance coverage policy. KSB welfare scheme If provides funeral benefit, scholarship to employees children, long term insurance benefit etc., Holidays KSB allows adequate holidays with wages to their employees which includes, 4 days of national holiday.

Casual, Sick, Earn leaves Casual leave is allowed at 8 days for each worker.

Sick leave The sick leave is allowed for 5 days to the workers during their sick period, but doctors certificate is strictly demanded for this leavel. Earn leave (EL) As per factories act, which can be accumulated maximum of 45 days. Annual day celebrations During this celebration the management will give awards to their employees based on their performance. It is celebrated mainly to recognize the employees both cash award certificate are given to the employees. Suggestion boxes It is placed in every department and the management will open if regularly and gifts will also be issued to the employees who give best suggestion. KSB recreation club It was established by the company management bears the expenses of maintaining the club. Over time For over time, the company pays double wages to their employees.

Trade union The name of the union is KSB employees trade union and its very helpful to represent to the views of the employees. Performance appraisal The need for an appraisal system in the organization is due to the following reasons. Individual do not evaluate their performance as individuals but as members of an identifiable group. Individual find it singularly difficult to un complimentary judgment. Individual have a tendency to place the blame for mistakes else where. Self appraisal and capacity to see or its short comings are highly limited among individuals. The purpose of performance appraisal in KSB pumps Ltd. It is based on the broad principles as to provide an adequate feed back to each individual for their performance and to serve as a basic of improving or changing behavior towards building effective working habits and providing data to manager by which they may judge future job assignments and compensation and also to provide a reliable Index for promotion to position of greater responsibility.

Pre Requisites of Appraisal System: The company KSB Pumps Ltd, has systematized the performance appraisal system. The criterion for appraisal system is generalized. Prior fixation of target is to various functionaries and providing training to the appraises about how to appraise has also been in vogue. Further a good appraisal system must indicate the employees willing to develop and improve performance through realistic challenging goal, setting, the appraisal system should be open and participative.

PERSONNEL & ADMINISTRATION

K. VENKATASUBRAMANIAN Sr. Manager M1 Personnel & Administration

S. PHELICS JOSEPH Dy. Manager I.R/Admn/Welfare

Mrs. G. JAYANTHI Officer I.R & Timeofficer

S. SIVASUBRAMANIAN Officer Security

CHAPTER III

3.1) RESEARCH METHODOLOGY: STATEMENT OF THE PROBLEM: The employees need to feel valued, recognized and encouraged, They want to do a meaningful work and have some say in how their jobs are designed how their performance is measure and compensated and how the organization is managed. The organization should develop a strong emotional bond with the employees. The new Psychological contract should be aimed at developing along lasting relationship between the employer and the employee. The organization should also encourage and provide various avenues to faster relationship among the employees. Hence the study is conducted to find out the job satisfaction level of employees at KSB Pumps Ltd. OBJECTIVES OF THE STUDY: 1) Primary: To study the level of satisfaction among the employees. To analyze the extension of Job among employees in Organization. 2) To analyze the contribution of various factors relate to Job Satisfaction. 3) To study the areas where the employees are dissatisfied.

Research Methodology: Research: It defined as a scientific & systematic search for pertinent information as specific topic. The advances learners dictionary of current English lays down the meaning of research as A careful investigation (or) inquiry through search for new facts in any branch of knowledge.

Research Design: Descriptive research design was used to conduct the study. The research studies are those, which are concerned with describing the characteristics of a particular individual or a group. Sampling Plan: Random sampling technique was used for the study. Sample Size: Among 115 Non Bargianable employees in KSM Pumps Ltd., The sample size was 70 employees. Sources of Data: The primary data is the data, which is collected to first time from the relevant are and they are original in character. Structured questionnaire method was used for collecting the data from the employees. Secondary data: Secondary data will support the primary data for analysis and interpretation data which is collected and processed from company manual, records. and Company website.

DATA ANALYSIS
Data Collection: Using the data a master table was prepared and it was disintegrated in to small table for the requirement of analysis. Data Analysis: The tabulated data was further analyzed using simple percentage analysis.

SCOPE OF THE STUDY


It helps the organization to know the views of the employee regarding their Job Satisfaction changes can be made according to their suggestions because satisfied employee will be an asset to any organization. The researcher can get a wide practical knowledge about the working environment, IR, performance appraisal and soon. Limitations: The study will not be applicable to other companies. Because of biased information the measures cannot be predicted.

NEED & IMPORTANCE OF THE STUDY: In general most of the people are actually not satisfied with their Job. This may be due to various reasons. In most of the cases the clerical staff is having the opinion that the Job and the wage which is given to him is according to their safety, these people who are all talking about the safe and showing other reasons are actually not satisfied to their jobs. Even though the people belong to both middle level & Top level management people having the fixed responsibilities they have to face it and make that one as a successful one, so for that purpose Job satisfaction must be there with the employees. A person may have the intention to go up by promotions for higher posts. Each & every individual must be satisfied with their Job and do the work with satisfaction and try for promotion by showing sincerity & hard work.

CHAPTER- IV

4.0) Analysis and Interpretation:

In this chapter an attempt is made to describe the profile of the sample. The description includes a portrayal of the age, education, service, salary, job satisfaction, human relations, human resource development, welfare schemes, organizational climate, and performance appraisal. The total respondents were classified in to three categories as young age (2030), Middle age (31-40) and old age persons as (>41). Table 4.1 Age group of the respondents S.NO AGE LEVEL 1 2 3 YOUNG MIDDLE OLD NO OF RESPONDENTS 16 40 14 PERCENTAGE (%) 22.86 57.14 20

TOTAL 70 100 Source: primary data Inference: From the above table it has been inferred that the 57.14 % of the respondents are middle aged and 22.86 % of them are young aged persons and 20% are old aged persons.

CHART 4.1
Figure represents distribution of Age group of respondents

Chart showing AGE level of the employees in KSB Pumps LTD. 4.2) Education of the respondents: The respondents were classified according to their education .The following table shows them according to their educational qualification. The total respondents were classified in to three categories on the basis as <sslc as a category, diploma as a category and > degree in other category. Table 4.2 Educational qualification of the respondents S.NO EDUICATIONAL NO OF LEVEL RESPONDENTS 1 2 3 < SSLC DIPLOMA 12 38 20 70 PERCENTAGE (%) 17.14 54.28 28.57 100

>DEGREE TOTAL Source: primary data Inference

From the above table it has been inferred that the 54.28 % of the respondents are

Diploma graduates and 28.57 % are having a degree and more than that and 17.14% persons are sslc graduates.

CHART 4.2
Figure representing the distribution of Educational qualification of the respondents

Chart showing EDUCATIONAL LEVEL of the employees in KSB Pumps LTD. 3.4) Tenure of the respondents: The respondents had experience ranging from 0 to 25 yrs. They were grouped according to their service as shown below. Table 4.3 Tenure of the respondents S.NO EXPERINCE LEVEL 1 2 3 < 5 YEARS 5-10 YEARS NO OF RESPONDENTS 10 32 28 70 PERCENTAGE (%) 14.28 45.71 40 100

> 10 YEARS TOTAL Source: primary data Inference:

From the above table it has been inferred that the 45.71 % of the respondents are having experience from 5 to 10 years , 40 % of them are having above 10 years and 14.28% respondents are having experience below 5 years. Chart 4.3 Figure representing the distribution of tenure of the respondents

Chart showing Tenure of the employees in KSB Pumps LTD. 4.4) Designation of the respondents Based on the designations, the respondents were grouped in to their categories Table 4.4 Designation of the respondents S.NO DESIGNATION 1 2 3 4 5 6 JUNIOR OFFICER ENGNIEER DEPUTY MANAGER OFFICER ASSISTANT SUPERVISOR NO OF PERCENTAGE RESPONDENTS (%) 1 1.43 13 15 28 9 4 70 18.57 21.43 40 12.86 5.71 100

SUPERVISOR TOTAL Source: primary data

Inference: From the above table it has been inferred that the 40 % of the respondents are officers 21.43 % are deputy managers, 1.43% are junior officers, 18.57% are Engineers, 12.86% are assistant supervisors and 5.71% are supervisors.

CHART 4.4
Figure representing the distribution of Designation of the respondents

Chart showing DESIGNATION of the employees in KSB Pumps LTD. 4.5) Salary of the respondents: Based on the salary, the respondents were grouped in to their categories. Table 4.5 Salary of the respondents S.NO SALARY LEVEL 1 < 10,000 2 3 10,000-15,000 NO OF RESPONDENTS 21 27 PERCENTAGE (%) 30 38.57

> 15,000 22 31.43 TOTAL 70 100 Source : primary data Inference: From the above table it has been inferred that the 38.57 % of the respondents are drawing salary from RS 10,000 to RS 15,000, 31.43 % of them are getting above RS 15,000, and 30% of the respondents are getting salary below 10,000.

CHART 4.5 Figure representing the distribution of Salary of the respondents

Chart showing SALARY LEVEL of the employees in KSB Pumps LTD. 4.6) Shift of the respondents: Based on the shift, the respondents were grouped in to their categories Table 4.6 Shift of the respondents Based on the shift, the respondents were grouped in to their categories. S.NO SHIFT LEVEL 1 2 GENERAL NO OF RESPONDENTS 59 PERCENTAGE (%) 84.29

DAY / NIGHT 11 15.71 TOTAL 70 100 Source: primary data Inference: From the above table it has been inferred that the 84.29 % of the respondents are working in general shift 15.71 % of them are working in shifts.

CHART 4.6
Figure representing the distribution of Educational Shift of the respondents

Chart showing SHIFT of the employees in KSB Pumps LTD. 4.7) Departments Based on the departments, the respondents were grouped in to their categories Table 4.7 Departments S.NO DEPARTMENT NO OF RESPONDENTS 1 PRODUCTION 16 2 3 4 5 6 7 8 MATERIALS STORES Q&A CC IED TOOL ENGG 7 4 8 5 4 2 PERCENTAGE (%) 22.86 10 5.71 11.43 7.14 5.71 2.86 8.57

MAINTANACE 6

9 10 11 12 13 14

EDP P&A MRP DESPATCH ENGG

4 3 3 1 1 6 70

5.71 4.29 4.29 1.43 1.43 8.57 100

ACCOUNTS TOTAL Source : primary data Inference:

From the above table it has been inferred that the 22.86% of the respondents are from PRODUCTION department and 11.43% are from Q&A department, 10% are from MATERIALS, 5.71% are from STORES, 7.14% are from CC, 5.71% are from IED 2.86 from TOOL ENGG, 8.57% are from MAINTENANCE, 5.71% are from EDP, 4.29% are from P&A , 4.29% are from MRP, 1.43 are from DESPATCH, 1.43% are from ENGG, 8.57% are from ACCOUNTS department.

Chart 4.7 Figure representing the distribution Departments of the respondents

Chart showing DEPARTMENTS of the employees in KSB Pumps LTD

4.8) Job Satisfaction Based on the satisfaction level, the respondents were grouped in to their categories Table 4.8 Job Satisfaction of the respondents S.NO JOB SATISFACTIO N LEVEL 1 LOW 2 3 Inference: From the above table it has been inferred that the 50% of the respondents are coming under medium, 35.72% of the respondents are coming under high and 14.28% of the respondents are having low level of attitude towards Job Satisfaction. MEDIUM HIGH TOTAL NO OF RESPONDENTS 10 35 25 70 PERCENTAGE (%) 14.28 50 35.72 100

CHART 4.8 Figure representing the distribution of Job satisfaction among the respondents

Chart showing Attitude about JOB SATISFACTION of the employees in KSB Pumps LTD.

4.9) Rank order of the Job Satisfaction Regarding the contents of the job satisfaction the respondents were asked to state their choice. Based on their answers, a rank order of the job satisfaction contents as stated by the respondents was prepared. The following is the rank order
S.NO ITEMS 1 2 3 4 5 6 7 WORKING HOURS WORKING CONDITION NO OF RESPONDENTS IN HS LEVEL 19 17 RANK 1 2 4 5 3 7 6

RENUMERATION 8 JOB SECURITY


RECOGANATION FOR GOOD WORK TRAINING AND DEVELOPMENT CARRER DEVLOPMENT

7 11 3 4

Source : primary data

Inference: From the above table, it has been inferred that the number of respondents selected that working hours first rank , working condition as second rank, and recognition for good work as third rank. 4.10) Human Relations Based on the attitude level, the respondents were grouped in to their categories Table 4.10 Human relations S.NO ATTITUDE LEVEL 1 LOW 2 3 MEDIUM NO OF RESPONDENTS 6 47 17 70 PERCENTAGE (%) 8.57 67.14 24.29 100

HIGH TOTAL Source: primary data Inference:

From the above table it has been inferred that the 67.14% of the respondents are coming under Medium and 24.29% of the respondents are coming under High and 8.57% of the respondents are having low level of attitude towards Human relations. Chart 4.10 Figure representing the distribution of Human relations among the respondents

Chart showing Attitude about HUMAN RELATIONS of the employees in KSB Pumps LTD.

4.11) Rank Order For Human Relations Regarding the contents of the human relations the respondents were asked to state their choice. Based on their answers, a rank order of the human relations contents as stated by the respondents was prepared. The following is the rank order
S.NO ITEMS
1 RELATIONSHIP BETWEEN THE SUPERIOR RELATIONSHIP AMONG COLLEAGUES RELATIONSHIP BETWEEN THE SUBORDINATES SUPERIORS ARE SUPPORTING YOU GRIVANCE HANDLING PROCEDURE EMPLOYEE PARTICIPATION IN MGMT SUGGESTIONS ACCEPTED BY MGMT

NO OF RESPONDENTS IN HS LEVEL
21

RANK
2

22

18

10 8

4 5

Source: primary data Inference: From the above table, it has been inferred that the number of respondents selected that relation ship among colleagues as first rank , relation ship between the superiors as second rank, and relation ship between the subordinates as third rank. 4.12) Human Resource Development Based on the attitude level towards human resource development, the respondents were grouped in to their categories. Table 4.12 Human resource development

S.NO ATTITUDE LEVEL 1 LOW 2 3 MEDIUM

NO OF RESPONDENTS 14 34 22 70

PERCENTAGE (%) 20 48.57 31.43 100

HIGH TOTAL Source: primary data Inference:

From the above table it has been inferred that the 48.57% of the respondents are coming under Medium, 31.43% of the respondents are coming under High and 20%of the respondents are having low level of attitude towards Human Resource Development.

Chart 4.12 Figure of Human resource development

Chart showing Attitude about the Human Resource Development of the Employees in KSB Pumps LTD.

4.13) Rank order for Human Resource Development


Regarding the contents of the human resource development the respondents were asked to state their choice. Based on their answers, a rank order of the human resource development contents as stated by the respondents was prepared. The following is the rank order

S.NO ITEMS

NO OF RESPONDENTS IN HS LEVEL

RANK

1 2 3 4 5 6

SELECTION & RECUIRTMENT TRAINING AND DEVELOPMENT PLACED ACCORDING TO THE SPECIALISATION PERFORMANCE EVALUATION SYSTEM DEVELOPMENT PROGRAMS

34 10

1 2

10 10

3 4

Source: primary data

Inference: From the above table, it has been inferred that the number of respondents selected that selection and recruitment as first rank , training and development as second rank, and placed according to the specialization as third rank. 4.14) Welfare Schemes Based on the attitude level towards welfare schemes, the respondents were grouped in to their categories. Table 4.14 Welfare Schemes S.NO ATTITUDE LEVEL 1 LOW 2 3 MEDIUM NO OF RESPONDENTS 9 33 PERCENTAGE (%) 12.86 47.14

HIGH 28 40.00 TOTAL 70 100 Source: primary data Inference: From the above table it has been inferred that the 47.14% of the respondents are coming under medium, 40% of the respondents are coming under High and 12.86% of the respondents are having low level of attitude towards Welfare Schemes.

Chart 4.14 Figure of Welfare schemes in KSB PUMPS LTD

Chart showing Attitude about THE WELFARE SCHEMES of the employees in KSB Pumps LTD. 4.15) Rank Order for Welfare Schemes Regarding the contents of welfare schemes the respondents were asked to state their choice. Based on their answers, a rank order of the welfare schemes contents as stated by the respondents was prepared. The following is the rank order RANK S.NO ITEMS NO OF RESPONDENTS IN HS LEVEL 1 MEDICAL 7 4 2 3 4 5 6 CANTEEN PF AND GRATUTIY GPA AND MEDICLAIM HOLIDAYS OTHERS 8 15 6 11 9 5 1 6 2 3

Source: primary data Inference:

From the above table, it has been inferred that the number of respondents selected that pf and gratuity facilities as first rank , holidays as second rank, and other facilities as third rank. 4.16) organizational climate Based on the attitude level towards organizational climate, the respondents were grouped in to their categories. Table 4.16 Organizational climate S.NO ATTITUDE LEVEL 1 LOW 2 3 MEDIUM NO OF RESPONDENTS 11 30 PERCENTAGE (%) 15.71 42.86

HIGH 29 41.43 TOTAL 70 100 Source: primary data Inference: From the above table it has been inferred that the 42.86% of the respondents are coming under medium, 41.43% of the respondents are coming under high and 15.71% of the respondents are coming under low level of attitude towards Organizational Climate. Chart 4.16 Figure of Organizational climate

Chart showing Attitude about THE ORGANIZATIONAL CLIMATE of the employees in KSB Pumps LTD. 4.17) Rank Order for Organizational Climate:

Regarding the contents of organizational climate the respondents were asked to state their choice. Based on their answers, a rank order of the organizational climate contents as stated by the respondents was prepared. The following is the rank order S.NO ITEMS 1 2 3 4 5 MANGEMENT PHILOSPHY REWARDING SYSTEM INTERPERSONA L RELATION ROLECLARITY COMPANY POLICY AND PROCEDURE NO OF RESPONDENTS IN HS LEVEL 14 7 13 10 18
RANK

2 5 3 4 1

Source: primary data

Inference:
From the above table, it has been inferred that the number of respondents selected that companys policy and procedure as first rank, management philosophy as second rank, and inter personal relation as third rank.

4.18) Performance Appraisal Based on the attitude level towards performance appraisal system, the respondents were grouped in to their categories. Table 4.18 Performance Appraisal S.NO ATTITUDE LEVEL 1 LOW 2 3 MEDIUM NO OF RESPONDENTS 13 28 29 70 PERCENTAGE (%) 18.57 40 41.43 100

HIGH TOTAL Source: primary data

Inference: From the above table it has been inferred that the 40% of the respondents are coming under medium, 41.43% of the respondents are coming under high and 13% of the respondents are coming under low attitude level towards Performance Appraisal level. Chart 4.18 Figure of Performance Appraisal

Chart showing Attitude about THE PERFORMANCE APPRAISAL SYSTEM of the employees in KSB Pumps LTD.

4.19) Rank Order for performance appraisal: Regarding the contents of performance appraisal the respondents were asked to state their choice. Based on their answers, a rank order of the performance appraisal contents as stated by the respondents was prepared. The following is the rank order
S.NO ITEMS
1 ABOUT PRESENT APPRAISAL SYSTEM OPPORTUNITY TO USE SPECIAL SKILLS AND TALENT FREEDOM TO WORK THERE IS

NO OF RESPONDENTS IN HS LEVEL
11

RANK
2

3 4

21 9

1 3

PERFECT SYSTEM OF APPRAISAL 5 REWARD IS BASED ON PERFORMANCE 9 4

Source: primary data Inference:


From the above table, it has been inferred that the number of respondents selected that freedom to work as first rank, about present appraisal system as second rank, and perfect appraisal system as third rank.

CHAPTER - V FINDINGS SUGGESTIONS AND CONCLUSIONS. FINDINGS: INTRODUCTION: This chapter recapitulates the key findings of the study. In addition, certain suggestions are also given at the end of the chapter. 57.14% the respondents fall under 31- 50 age group. 54.28% of the respondents are Diploma graduates. 40.00% of the respondents are working as officers in various departments. 45.71% of the respondents are having service period of 11 - 15 years. 22.86% of the respondents are working in production department. 38.57% of the respondents are getting salary of RS 10,000 - 15,000. 84.29% of the respondents are working in shifts. 50.00% of the respondents are satisfied with their job. 67.14% of the respondents are having medium attitude about the human relations of the Organization. 48.57% of the respondents are having medium attitude about the human

resource development. 47.14% of the respondents are having medium attitude about the welfare schemes provided by the organization. 42.86% of the respondents have medium attitude about the climate of the organization. 41.43% of the respondents are highly satisfied with the performance appraisal system of the organization.

Suggestions:
The employees are feeling that their paper works have to be reduced. Some of the employees are willing to have more training program . Some of the employees are feeling that job manual should provided to them. The employees feel that every year that their jobs should be analyzed. Some of the employees feel that the canteen facilities have to be improved. The grievance handling procedure has to be improved

CHAPTER -VI CONCLUSION:


The study gave a clear picture about the non bargainable employees and their areas of dissatisfaction, the outcome of the study will help the organization to spot out the areas of dissatisfaction, there by the organization can take effective steps to improve the employees satisfaction level towards their job and to implement various policy implications, Most of the employees are satisfied with their jobs and most of them are satisfied with the policies of the organization and also towards the other aspects taken in to account for measuring the level of job satisfaction among the non bargainable employees in the organization and there are some of the employees who are not satisfied with their jobs due to some of the aspects, also some of the suggestions can be taken in to account to make those employees feel better about their jobs so if the suggestions are taken in to account and done there is chance for making the unsatisfied employees to change their attitude towards their respective jobs.

BIBLIOGRAPHY Websites
WWW.ALLBUSINESS.COM WWW.KSBPUMPS.COM WWW.HUMANRESOURCE.ABOUT.COM WWW.HRWORLD.COM WWW.HRINDIA.COM WWW.NEEDLEINDUSTRIS.COM WWW.ITITD-INDIA.COM

WWW.WIKIPEDIA.COM WWW.TEOMA.COM WWW.SURFWAX.COM WWW.MANAGEMENTHELP.ORG.COM

BOOKS
DESSLER, GARRY Human resource management, prentice hall of India private ltd, 7th edition 2002.

MAMORIA C.B. & GANKAR S.V, Personnel Management, Mumbai, Himalaya publishing house 2002. KOTHARI, Research Methodology, Wishwa Prakashan Publishes, second edition 2002. ASWATHAPPA.K, Human Resource and Personnel Management, New Delhi, TATA McGraw hill publishing company ltd, 1999