IMPACT OF ORGANIZATIONAL CULTURE ON

EMPLOYEES’ JOB SATISFACTION IN

BEST ENGINEERS PUMPS PRIVATE LIMITED, COIMBATORE.

A Project report submitted in partial fulfillment of the award of the Degree of Master of
Business Administration of Manonmaniam Sundaranar University.

By

M. SAKTHIVEL MURUGAN
Register Number: 20184012201138

Under the Guidance of

Dr. M. BHOOPAL, M.B.A., Ph.D.,

Assistant Professor

Department of Management Studies

Manonmaniam Sundaranar University

Tirunelveli – 627 012

Department of Management Studies

Manonmaniam Sundaranar University

Tirunelveli – 627 012

SEPTEMBER – 2019

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Dr. M. BHOOPAL MBA., Ph.D.,

Assistant Professor,

Department of Management Studies,

Manonmaniam Sundaranar University,

Tirunelveli –627 012

CERTIFICATE

This is to certify that MR. M. SAKTHIVEL MURUGAN, (20184012201138), Has

undergone the project entitled “A STUDY ON IMPACT OF
ORGANISATIONAL CULTURAL ON EMPLOYEES JOB
STATISFITION BEST ENGINEERS PUMBS PRIVATE LIMITED,
COIMBATORE.” In partial fulfillment as per requirement for the award of the
degree of Master of Business Administration of the Manonmaniam Sundaranar
University, Tirunelveli during 20/5/2019 to 28/5/2019 under my guidance and
the best of my knowledge it is her original work.

(Dr. N.RAJALINGAM) (Dr.M.BHOOPAL)

Professor and Head Faculty Guide

Department of Management Studies

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M. SAKTHIVEL MURUGAN,

Register No: 20184012201138,

Department of Management Studies,

Manonmaniam Sundaranar University,

Tirunelveli – 627 012.

DECLARATION

I hereby declare that the project report entitled” IMPACT OF

ORGANIZATIONAL CULTURE ON EMPLOYEE’S JOB
SATISFACTION IN BEST ENGINEERS PUMPS PRIVATE
LIMITED, COIMBATORE.” Is submitted to Department of Management Studies,
Manonmaniam Sundaranar University, Tirunelveli. In partial fulfillment as per
requirements for the award of the degree of the Master of Business Administration which
is carried out under the guidance of Dr.M.BHOOPAL, M.B.A., Ph.D., I also declare
that the report is original and has not been submitted earlier for the award of any
degree/diploma elsewhere.

Place: Tirunelveli Signature

Date: (M.SAKTHIVEL MURUGAN)

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 CERTIFICATE

Submitted for viva-voce examination held at the Department of Management Studies,

Manonmaniam Sundaranar University, on

Internal Examiner External Examiner

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 ACKNOWLEDGEMENT

I thank my family for giving more support and love for doing this project.

I thank the Lord Almighty for giving me the knowledge and strength to complete this project.

I would like to acknowledge my sincere thanks to Head of the department

Dr. N. RAJALINGAM, B.E, M.B.A., Ph.D., for his support during the project.

I would like to express my sincere thanks to Dr. G. MAGESH KUTTALAM, M.B.A., Ph.D.,
Assistant Professor, and project coordinator Department of Management Studies, for permitting
me to do this project.

I would like to acknowledge my sincere thanks to my project guide

Dr.M.BHOOPAL, MBA., Ph.D., for his support during the project.

I would like to extend my thanks to other faculty members of Department of Management

Studies for their help and guidance.

Sincerely express thanks to my company Mr. SANTHOSH, HR Manager for wonderful

support during my project.

I express my thanks to my friends for their love & support who have extended their support to
make this project successfully.

I owe my humble gratitude for those who helped me in each and every activity throughout this
project and made this project a fruitful one.

THANK YOU

M.SAKTHIVEL MURUGAN

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 LIST OF CONTENT

CHAPTER PARTICULARS PAGE NO

1.1. INTRODUCTION
1.2. INDUSTRY PROFILE 7
I 1.3.COMPANY PROFILE
1.4.ORGANIZATION STRUCTURE

II 2.1 REVIEW OF LITERATURE 21

3.1 OBJECTIVES OF THE STUDY 22

III 3.2 RESEARCH METHODOLOGY
3.3 SCOPE OF THE STUDY

1V 4.1 ANALYSIS AND INTERPRETATION 25

5.1 FINDINGS
V 5.2 CONCLUSION 47
5.3 SUGGESTIONS

BIBLIOGRAPHY 51

ANNEXURE 52

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 CHAPTER I

1.1 INTRODUCTION

Organizational culture
Organizational culture is defined as the underlying beliefs, assumptions values and way
of interacting that contribute to the unique social and psychological environment of an
organization. Organizational culture includes an organization‟s expectations, experiences
philosophy, as well as the value that guide member behavior. and is expressed in member self-
image, inner workings, interaction with outside words and future expectation culture based on
share attitudes beliefs, customs, and written and un written rules that have been developed over
time and are considered valid.

Organizational culture is defined as pattern of basic assumption invented discovered or

developed by a given group, as it learn to cope with problems of external adaption and internal
investigation that has work well enough to be consider valid and therefore is to be taught to the
new member as correct way to perceive, think, and feel in relation to those problem.
Organizational culture is set of shared understanding, norms, values, attitudes and beliefs of an
organization which can foster or impede change.

When people join an organization . they bring with them the values and beliefs that they
have been taught. Quite often, however these values and beliefs are insufficient for helping the
individual succeed in the organization. The person needs to learn how the particular enterprise
does things

Organizational culture is the outcome of the traditional functions of the organization.

 Traditional becomes culture when they are institutionalized.

 It is a complex social system; a healthy culture gives healthy functions of
structure and process.
 It denotes the friendly, flexible and innovative climate of an Organization

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Organization culture is a set of assumptions. They are as follow:

 That the members of an organization share in common. Such assumption may be in the
form internally oriented characteristics such as – beliefs, values, attitudes, feelings,
personality types and so on. They are also known as abstract elements in culture.
 Externally oriented characteristics such as products, buildings, and dresses etc. which
are also called material elements of the culture.

Meaning

As individual come into contact with organizations. They come into contact with dress
norms, stories people tell about what goes on, the organization‟s formal rules and procedures, its
formal codes of behavior, ritual, tasks, pay system, jargon, and jokes only understood by
insiders, and so on.

Definition

According to Camphell, “Organizational culture is concerned with how employees

perceive the basic characteristics like individual, autonomy, structure, reward, conflict and
consideration. Every organization has unique and district culture of its own.

According to Stephen P.Robbins, “Organizational culture is a relatively uniform

distinguishes one organization from another and it integrates individual group and organization
system variables.”

Need to know about the Organizational culture

Culture analysis starts with identifying the artifacts in your organization

Shared assumption and beliefs underlie the artifacts.
Culture is conveyed through communication and common language.
Culture evolves over time. A key aspect of culture is that it is enduring.
Leadership and culture are two sides of the same coin.

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Creating Culture

Accumulated traditions and methods of function may be term as culture.

They ideology and customs of organizational functional are organizational culture. Normally, the
traditions and way of life of the employees create culture in an organization. The organizational
is known by the employee‟s behavior and attitudes of every organization. The early traditions act
as the basis of culture in an organization. The vision and functions of an organization create
culture. An organization are the basis for creating the organizational culture. Hard work,
competitive spirit and disciplined way of life of the founders create a disciplined organizational
culture for improving a performance

Component of Organizational Culture

History/folklore
The early years of a company have an enduring effect on culture. The early
leaders of a company leave a legacy through stories and legends that are passed on
through the years. The tone and message of these stories helps underscore what is
valued in the organization.
Communication/symbols
Communication are both formal (e.g. employee newsletter) and informal (what is
discussed in the break room). Symbols are communication short cuts that are usually
visual (e.g. placing ample visitor parking next to the main entrance is a visual symbol of
the importance of customers and partners)
Metrics/Rewards/Recognition
What is measured is what matters in an organization. Likewise, what individuals
are recognized and reward for is also a clear indication of what is important in the
organization.
Behavioral Rules/ Norms
Behavioral rules evolve over time. These rules define how individuals are expected
to interact with each other and how work should be approached in the organization.
They are typically unspoken or record rules that are evident in the day to day behavior
of employees.

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 Valued skill

What skills are most evident in senior leaders? What skills are most important for
promotion? These are the skills that are most valued.

Valued Traits:
Similarly, what traits are most evident in senior leaders? What traits are most
important for promotion? These are the traits that are most valued.

BENEFITS OF THE ORGANIZATIONAL CULTURE

 Financial benefits
 Recruiting
 Morale
 Supply
 Customer service
 Meetings
 Responsiveness to change
 Involvement
 Leader ship
 Mergers and acquisitions
 Cooperation
 Team work
 Relationships
 Responsibility
 Safety
 Retention
 Absenteeism
 Union-Management Relations
 Injuries and claims
 Insurance Rates
 Satisfaction and Happiness

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 JOB SATISFACTION

Job satisfaction refers to one‟s feeling towards one‟s job. It can only be inferred but not
seen. Job satisfaction is must to employee about his job such as working place, pay, security and
so on. The low-level satisfaction employee does not work with full involvement, because the job
satisfaction is measuring by organization for the purpose of increase the productivity, decrease
the absenteeism and so on. This chapter explains the meaning, importance, factors to influence
the job satisfaction, various theories of the job satisfaction, sources and productivity.

Job satisfaction refers to a general attitude which an employee retains on account of many
specific in the following areas

 Job satisfaction
 Individuals characteristics
 Relationship outside the job

Personal factors:

They include workers‟ education, age, marital status, and their personal
characteristics, family background, socio economic background and the like.

Factors inherent in the job:

These factors have recently been studied and found to be important in the employees.
instead of being guide by their coworkers and supervisors, the skilled workers would like to
guide by their own inclination to choose job in consideration of what they have to do these
factors include the work itself, conditions, influences of internal and external environment on
the job which are controlled by the management etc.

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 1.2 INDUSTRY PROFILE

A pump is a device that moves water or fluids by mechanical action. Most pumping
applications use centrifugal pump, which converts the input power to lift the water or liquid. The
pump has got various parts such as pump casing, impeller and sleeve connected with motor shaft.
When fluid enters the pump through the eye of the impeller which rotates at high speed, the fluid
is accelerated radially outward from the pump casing. As in this connection the pump
manufacturing industries got a great potential to reduce energy consumption, this could bring not
only, business opportunities, new challenges but also a great help to the electricity board and for
the society as a whole. Since the potential for electric current savings are huge in energy
efficiency pump sets. Realizing the opportunity to manufacture and market the energy efficient
pump sets, Coimbatore has got a major role.

India has always been a predominantly agrarian country. Agriculture Accounts for about
1/5th of the national income. It is the most important resources of support for the growth of
Gross Domestic Product (GDP). Agriculture has always been India„s most important economic
sector.

In the mid of 1990„s, agriculture provided approximately one third of GDP and employed
roughly two third of the population. Since independence, the share of agriculture in GDP has
declined in comparison to the growth of the other service sectors. However, agriculture still
continues to provide the volume of goods required by the non-agricultural sector as well as
abundant raw materials.

The growth of the pump sector in South India during the last decade has been
exceptional. Therefore, this research has been carried out to analyses the marketing strategic
factors that contribute to the growth in agriculture segment pumps. In this study, Coimbatore
based pump industry, organized sector has been considered, since organized sectors are more

Environmental friendly, consume less power, hence it is known as energy efficient pump
sets. These pump sets are operating with three phase electric supply mostly used for agricultural
applications .These pump sets are easy to install, lightweight, ruggedly built, high discharge-less
running time, elegant appearance to match the efficient performance and designed for trouble
free operation. They are of mono block construction with a common shaft for the motor and
pump with high efficiency which reduces the power consumption charges. Numerous

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applications of these pumps taken for this study includes, agricultural water supply, irrigation,
sprinkler system, gardening, boosting line pressure, shallow wells, fountains, cascades, and other
related agricultural water supply.

Report by Food and Agriculture Organization of the United Nations (FAOUN 2010) says: India
is the world's largest base for agriculture thus placing India in the second largest producer of
wheat and rice, world's third largest producer of several dry fruits, agriculture based textile raw
materials, coconut, sugarcane and numerous vegetables. Coimbatore pump industry has carved a
niche in the agriculture segment due to the huge demand for water pumping, where the borehole
submersible pump sets, open-well submersible pump sets and end suction pump sets contribute a
lot.

According to the 60th round of National Sample Survey, 56 percent of agricultural households,
had land holdings between 0.4 and one hector land. It was also reported that the average income
from agriculture is well below the non- agriculture average. For many years it has been argued
that farmers are under-privileged, suffering from lower average returns than are enjoyed by non-
farm families. The per capita income of land owning cultivators is almost half of the non-
agricultural average. Considering the support requirements to the farmers, Tamilnadu
Government has provided free electric power supply and subsidies for farm equipment.

Furthermore, the direct share of agriculture and allied sector total export is around 18 percent
according to Bombay Stock Exchange (BSE). When the indirect share of agriculture products in
total exports is taken into account, the percentage is much higher. In this scenario agricultural
production in India depends on millions of small farmers. It is their hard work and efficiency
which ultimately raise agriculture output. Owing to insufficient funds, many of them are unable
to use improved seeds and manures or to introduce new techniques. Some of them can„t even
keep wells in good condition according to First Five Year Plan says Abridged (2012.In view of
above, both Reserve Bank of India (RBI) and National Bank for Agriculture and Rural
Development (NABARD) have taken several initiatives along with Tamilnadu government for
subsidies to the farmers such as free electric power supply. Thus Tamilnadu government has
taken various steps, initiatives and care towards the growth of agriculture products and also
granted free electric power supply to agricultural usage pump sets to the farmers for pumping of
water to supply the crops.

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 1.3 COMPANY PROFILE

THE BEGINNING:

 In the year 1970 Mr.J.Gowrisankar started a rewinding shop with a very meager
investment.
 He named this as BEST ENGINEERS reflecting his cherished vision of producing
only the “BEST” product.
 He put heart & soul in developing this small unit into a major industrial activity

THE GROWTH:

 In the year 1971 the firm started manufacturing both Centrifugal Monoblocs and
Coupled pump Sets within annual turnover of 7.0 lakhs.
 The successful installation and operation of pumps in various villages of these areas
brought testimony to the quality of the pump sets.
 And we have been marching ahead ever since steadily.

ABOUT US

 Best gives special emphasis on energy conservation.

 So it is continuously working towards the development of technology for proper
utilization of renewable energy sources like solar and wind energy.
 Its R & D team is continuously working on the development of solar cells & solar
pumps and wind energy controlled pumps.
 It is continuously introducing new generation of Pumps Set Jet
 Submersible Pumps and
 Multistage Self Priming Pumps.

“BEST” contributes roughly 1.5 per cent of the total turnover for R & D.,

Quality is a tradition at Best Pumps.

Over 150 ancillary units produce various components as per specification are thoroughly
inspected by an ISO certified company befo0re being taken into accounts.

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The product range of the company includes:

 Monobloc,
 Centrifugal Jet pumps,
 Submersible Pumps

Which function under a wide range of voltage fluctuations from 30% to 10% to suit Indian
conditions?

Our “Best Group of Companies” consists of:

1. Two products manufacturing companies are ISO 9001 certified company by INTERTEK,
manufacturing water handling pumpesets for,
 Agriculture,
 Domestic and
 Rural water supply.

These units carry out R&D in this lean season and finalize design materials and
manufacturing technology for new products launched every year.

These units also have well designed testing set up which is controlled by Best engineers the
ISO 9001 certified company of the group. 80% of the products are ISI marked.

We are also member of National Bo0dies like Bureau of Indian Standards and Bureau of
Energy Efficiency in the area of pumps and motors.

2. Two companies manufacturing various components required for the products

manufactured by the manufacturing companies.

One Manufacturing Main components like

 Stator,
 Rotor stampings,
 Rotor bracing,
 Spline couplings
 Bowls,
 Impeller

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The other unit manufactures engineering plastic components like

Impeller,

Diffuser,

 Venture tubes Nozzles etc.

 Nozzles etc.

The two companies are also used as our pilot units to finalize the design and manufacturing
processes of the critical components of the end products.

One Quality Assurance Company

 It is an ISO 9001 company certified for their Quality System by INTERTEK for Design,
calibration, E.D.P services and Services of Pups and Motor.
 This company was the first in this region to get ISO certification in the year 1996 for
providing technical service.
 An account company in charge of the financial accounts and control the finances of the
group.
 A marketing company, completely in charge of marketing of the product manufactured in
our brand names.
 This marketing company; has 10 branches well spread over the country and each branch
has a service Centre attached.
 Needs of customers efficiently and effectively.
 Genuine spare parts and made easily available in addition to providing prompt service.
 It has a well knit distribution system with a large number of distributors and dealers
throughout the country.
 After sales service is a way of life with us.
 The concept of taking the customer as a member of our family has resulted in retaining
the top position in the domestic market.
 Each and every customer is a very valued member of our group.

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OUR STENGTH LIES IN MEETING

 Any type of demand within stipulated time.

 Developing any new product within a short period.
 International challenges.
 The field requirements by simulating field conditions and taking immediate action for
needed modifications and development.
 Market challenges by continuous and dedicated R & D, & Value Engineering.

WE HAVE

 Streamlined our manufacturing process.

 Introduced an effective quality system.
 Worked out a suitable strategy in developing new and acceptable products.
 The system to anticipate the futuristic demand
 Introduced a discipline in the management activities.
 Adjusted to the fluctuating market demand.
 The will to face field problems and take timely corrective and preventive action after
analysis.
 The capacity to take advantage of continuous value engineering and continuous R & D,
to stay as leaders in the highly competitive pump industry.
 The insight of our capabilities and shortcomings.
 The strength to manoeuvre and overcome the shortcomings.

Government of India has honored best with a number of awards like,

 Udyog patra award for quality 1987

 National award for Quality 1987.
 “Transworld trade Fair Selection award” 1987.
 “Udyog Vibushan” Award for Quality 1989.
 “ITID” Quality Excellence Award 1992.
 “Rajiv Gandhi National Award” for Quality 1995 and
 “Bharathiya Jothi Udyog Award” 1992.

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Mission

The be number one in our country producing energy efficient pump sets for conserving
the most needed power.

Vision

To Manufacture

 Cost effective value engineering pumps which will earn for the entire family for
the customer.
 To make the entire pump industry solar based Energy efficient, Cost effective,
 By introducing innovation in the conversion of solar energy for pumping
application.

Companies of best groups

 Best engineers pumps private limited

 Gowri metals.
 Best pumps India private limited.
 Best engineers.
 Best Techno management service.
 Enbest pumps (India) private limited.

Major competitors

 Suguna pumps
 CRI pumps
 Texmo pumps
 Aquasub engineering
 Mahindra pumps

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Departments of the Organization

 Purchase department
 Sales Department
 Process store
 Component store
 Calibration lab
 Quality assurance
 Auditing
 EDP(Electronic data processing)
 Coil forming
 Winding
 Assembly
 Machine shop
 Painting
 Packing
 Casting Room
 HR Department
 MRS Department

Product Details

Pumps and motors are the product produced in the company. Principally pump converts
mechanical energy of motor into fluid flow energy. The following are the product produced,

 centrifugal jet pump

 centrifugal open well submersible
 centrifugal mono bloc pumps
 horizontal multistage
 centrifugal shallow well jet
 centrifugal free flow pumps(dewatering)
 mono bloc submersible pumps
 centrifugal regenerative pumps
 vertical multistage p

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 1.4 ORGANIZATION STURCTURE

MANAGING DIRECTOR

GENERAL MANAGER

PURCHASE PRODUTION FINANCE MARKETING H.R

DEPARTMENT DEPARTMENT DEPARTMENT DEPARTMENT DEPARTMENT

MANAGER MANAGER MANAGER MANAGER MANAGER

PURCHASE SUPERVISOR CHIEF STAFF PERSONAL

OFFICER ACCOUNTANT MANAGER

STORE KEEPER ASST. STAFF

ACCOUNTANT

STAFF CASHIER

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 CHAPTER II

2.1REVIEW OF LITERATURE
According to Azhar (2003) organizational culture is the combination of important
assumptions that are shared in common by each members of an organization and are
often unstated. Organizational culture is basically made up by two major common
assumptions: values and beliefs. Values are the assumptions that have been forwarded by
the leaders of the organization and considered to be ideals that are desired by all the
members of an organization. Beliefs on the other hand are the assumptions about the
reality and created by experience.

 Wagner (2005) is of view that, the shared perception of the organization‟s members on
the life within the organization which creates a bond amongst the members. This affects
their perception of their self and their work. The platform for culture is provided by
values, norms and beliefs. The organization culture is created by: The norms and
practices taught by the leaders of the organization in the past (Schein ,1990)

Hofstede (2006) on the other hand explains the organizational culture in the form of
onion that contains a number of layers and values that make the core of the organizational
culture.

(Nelson & Quick, 2011) Organizational culture has four functions: gives members a
sense of identity, increases their commitment, reinforces organizational values, and
serves as a control mechanism for shaping behavior. Organizational culture is the set of
shared values, beliefs, and norms that influence the way employees think, feel, and
behave in the workplace.
.

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 CHAPTER III

3.1 OBJECTIVES OF THE STUDY

 To understand the organization structure in Best Engineers Pumps Pvt, Ltd.,
 To study the organizational culture in Best Engineers Pumps Pvt, Ltd.,
 To analyses the employees‟ job satisfaction in Best Engineers Pumps Pvt, Ltd.,

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 3.2 RESEARCH METHODOLOGY

Type of Research

Descriptive Research

Type of Sampling

Probability sampling

Sampling technique

Simple random sampling

Number of Respondents

115

Type of data

Primary data

Method of Data Collection

Interview Schedule

Tools used of Data Analysis

Percentage analysis

Weighted average method

Period of study

20th May 2019 to 28th June 2019

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 3.3 SCOPE OF THE STUDY
A study on organization culture measures helps the management to understand the
attitude of the employees job satisfaction. It tells how the people feel about their relationship
with in industry. This study mainly concentrates on studying the organization culture measures
provides by the company. It is related with the beliefs, morals, values system and behavior of the
employees in the organization. It is necessary for any management to ensure that employees are
satisfied with their jobs.

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 CHAPTER IV

DATA ANALYSIS
Table Number 4.1

Gender of the respondents

Gender Number of respondents Percentage

Male 93 81

Female 22 19

Total 115 100

Number of respondents

Percentage Analysis = ------------------------------------ * 100

Total number of respondents

140

120 115
100
100 93
81
80 Number of
respondents
60 Percentage
40
22 19
20

0
Male Female Total

Inference

From the above table conclude that 81% of the respondents are male, 19% of the
respondents are female

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 Table number 4.2

Age of the Respondents

Age Number of respondents Percentage

Below 30 years 13 11

31 – 40 years 51 45

41 – 50 years 37 32

51 – 60 years 13 11

Above 60 years 1 1

Total 115 100

140

120 115

100
100

80
Number of respondents
60 51 Percentage
45
37
40 32

20 13 11 13 11
11
0
Below 30 31 – 40 41 – 50 51 – 60 Above 60 Total

Inference

From the above table conclude that 11% of the respondents are belonging in an age of
below 30, 45% of the respondents are belonging in an age of 31 -40, 32% of the respondents are
belonging in an age of 41 -50, 11% of the respondents are belonging in an age of 51 – 60 and 1%
of the respondents are belonging above 60 age.

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 Table Number 3

Marital status of the respondents

Marital status Number of respondents Percentage

Married 109 95

Unmarried 06 5

Total 115 100

140

120 115
109
100
100 95

80
Number of respondents
60 Percentage

40

20
6 5
0
Married Unmarried Total

Inference

From the above table conclude that 95% of the respondents are married and 5% of the
respondents are unmarried.

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 Table Number 5

Educational qualification of respondents

Educational Number of respondents Percentage

Qualification
School 102 88
Diploma 06 5
ITI 02 2
UG 04 4

PG 01 1

Total 115 100

140

120 115
102 100
100
88

80
Number of respondents
60 Percentage

40

20
6 5 4 4
2 2 1 1
0
School Diploma ITI UG PG Total

Inference

From the above table conclude that 88% of the respondent‟s educational qualification is
School level, 5% of the respondent‟s educational qualification is Diploma, 4% of the
respondent‟s educational qualification is ITI, 2% of the respondent‟s educational qualification siUG
and 1% of the respondent‟s educational qualification is PG.

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 Table Number 4. 6

Experience of the respondents

Number of Percentage
Experiences in respondents
year
Below 3 years 2 2
3 – 5 years 3 3
5 – 10 years 13 11
Above 10 years 97 84
Total 115 100

140

120 115

97 100
100
84
80
Experiences in year
Number of respondents
60
Percentage

40

20 1311
22 33
0
1 2 3 4 5 6 7

Inference

From the above table conclude that 2% of the respondent‟s experience level is below 3 year ,
3% of the respondent‟s experience level is 3 – 5 years and 11% of the respondent‟s experience level is 5-
10 years and 84% of the respondents above 10 years..

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 Table number 4. 7

Monthly Income of the respondents

Number of Percentage
Monthly Income respondents
in ₹
Below 10,000 23 20
10,001 – 15,000 35 30
15,001 – 20,000 42 37
Above 20,000 15 13
Total 115 100

140

120 115

100
100

80

60 Number of respondents
42 Percentage
35 37
40 30
23 20
20 15 13

0
Monthly Below 10,001 – 15,001 – Above Total
Income in 10,000 15,000 20,000 20,000
₹

Inference

From the above table conclude that 20% of the respondent’s income level is below 10,000.
30% of the respondent’s income level is 10001-15,000. 37% of the respondent’s income level is 15001-
20,000. 13% of the respondent’s income level is above 20,000.

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 Weighted Average Method

Opinion of the respondents in Organizational culture

Table number 4.8

Having good communication with their superior

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 0 0
2 Agree 4 25 100
3 Neutral 3 20 60
290/115
4 Disagree 2 60 120 = 2.52
5 Strongly disagree 1 10 10
115 290

Weighted average

=∑ ∑

= 290/115

= 2.52

Inference

Table number 4.8 shows that the value 2.52 represent that the respondents are Neutral with
having a good communication with their superior.

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 Table number 4. 9

Supervisors use positive feedback with employees

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 0 0
2 Agree 4 17 68
3 Neutral 3 22 66
271/115
4 Disagree 2 62 124 = 2.35
5 Strongly disagree 1 13 13
115 271

Weighted average

=∑ ∑

= 271/115

= 2.35

Inference

Table number 4.9 shows that the value 2.35 represent that the respondents are disagree with the
supervisors use positive feedback with employees.

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 Table number4. 10

People work place unit are friendly and helpful

S .No Particulars Values (W) No. of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 3 15
2 Agree 4 87 348
3 Neutral 3 3 9
496/115
4 Disagree 2 22 124 = 4.31
5 Strongly disagree 1 0 0
115 496

Weighted average

=∑ ∑

= 496/115

= 4.31

Inference

Table number 4.10 shows that the value 4.31 represent that respondents are agree that the
people work place unit are friendly and helpful.

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 Table number 4. 11

Good coordination with peers

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 2 10
2 Agree 4 15 60
3 Neutral 3 9 27
245/115
4 Disagree 2 59 118 =2.13
5 Strongly disagree 1 30 30
115 245

Weighted average

=∑ ∑

= 245/115

= 2.13

Inference

Table number 4.11 shows that the value 2.13 represent that the respondents are disagree
with the good coordination with peers.

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 Table number 4. 12

Punctuality in your organization

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 0 0
2 Agree 4 30 120
3 Neutral 3 29 87
319/115
4 Disagree 2 56 112 = 2.77
5 Strongly disagree 1 0 0
115 319

Weighted average

=∑ ∑

= 319/115

= 2.77

Inference

Table number 4.12 shows that the value 2.77 represent that the respondents are Neutral
with punctuality in their organization.

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 Table number 4.13

Relationship with superior

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 2 10
2 Agree 4 39 156
3 Neutral 3 64 192
368/115
4 Disagree 2 10 20 = 3.2
5 Strongly disagree 1 0 0
115 368

Weighted average

=∑ ∑

= 368/115

= 3.2

Inference

Table number 4. 13 shows that the value 3.2 represents that the respondents are neutral
with Relationship with superior

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 Table number 4. 14

Encourage Innovation

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 0 0
2 Agree 4 9 36
3 Neutral 3 22 66
230/115
4 Disagree 2 44 88 =2
5 Strongly disagree 1 40 40
115 230

Weighted average

=∑ ∑

= 230/115

=2

Inference

Table number 4.14 shows that the value 2 represent that the respondents are disagree with
encourage innovation

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 Job Satisfaction

Table number 4.15

Job security

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 1 5
2 Agree 4 45 180
3 Neutral 3 10 30
333/115
4 Disagree 2 59 118 = 2.89
5 Strongly disagree 1 0 0
115 333

Weighted average

=∑ ∑

= 333/115

= 2.89

Inference

Table number 4.15 shows that the value 2.89 represent that the respondents are Neutral with
job security.

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 Table number 4. 16

Promotion

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 0 0
2 Agree 4 56 224
3 Neutral 3 23 69
365/115
4 Disagree 2 36 72 = 3.17
5 Strongly disagree 1 0 0
115 365

Weighted average

=∑ ∑

= 365/115

= 3.17

Inference

Table number 4.16 shows that the value 3.17 represent that the respondents are Neutral
with promotion

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 Table number 4.17

Personal development

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 13 65
2 Agree 4 79 316
3 Neutral 3 7 21
4 Disagree 2 6 12 312/115
= 3.6
5 Strongly disagree 1 0 0
115 382

Weighted average

=∑ ∑

= 382/115

= 3.6

Inference

Table number 4.17 shows that the value 3.6 represent that the respondents are agree with
personal development

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 Table number 4. 18

Power and authority

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 3 15
2 Agree 4 42 168
3 Neutral 3 9 27
332/115
4 Disagree 2 61 122 = 2.88
5 Strongly disagree 1 0 0
115 332

Weighted average

=∑ ∑

= 332/115

= 2.88

Inference

Table number 4.18 shows that the value 2.88 represent that the respondents are Neutral
with power and authority

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 Table number 4. 19

Recognition

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 0 0
2 Agree 4 3 12
3 Neutral 3 23 69
219/115
4 Disagree 2 49 98 = 1.9
5 Strongly disagree 1 40 40
115 219

Weighted average

=∑ ∑

= 219/115

= 1.9

Inference

Table number 4.19 shows that the value 1.9 represent that the respondents are disagree
with recognition

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 Table number 4. 20

Salary

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 0 0
2 Agree 4 35 140
3 Neutral 3 71 213
371/115
4 Disagree 2 9 18 = 3.22
5 Strongly disagree 1 0 0
115 371

Weighted average

=∑ ∑

= 371/115

= 3.22

Inference

Table number 4.20 shows that the value 3.22 represent that the are respondents are
neutral with salary

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 Table number 4. 21

Other allowances

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 0 0
2 Agree 4 12 48
3 Neutral 3 54 162
298/115
4 Disagree 2 39 78 = 2.59
5 Strongly disagree 1 10 10
115 298

Weighted average

=∑ ∑

= 298/115

= 2.59

Inference

Table number 4.21 shows that the value 2.59 represent that the are respondents neutral
with other allowances

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 Table number 4. 22

Good relationship with peers

S .No Particulars Values (W) No .of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 0 0
2 Agree 4 10 40
3 Neutral 3 8 24
228/115
4 Disagree 2 67 134 = 1.98
5 Strongly disagree 1 30 30

115 228

Weighted average

=∑ ∑

= 228/115

= 1.98

Inference

Table number 4.22 shows that the value 1.98 represent that the respondents are disagree
with good relationship with peers

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 Table number 4.23

Working condition

S. No Particulars Values (W) No. of WX ∑WX/∑X

respondents(X)
1 Strongly Agree 5 21 105
2 Agree 4 45 180
3 Neutral 3 40 120
423/155
4 Disagree 2 9 18 = 3.67
5 Strongly disagree 1 0 0
115 423

Weighted average

=∑ ∑

= 423/115

= 3.67

Inference

Table number 4.23 shows that the value 3.67 represent that the are respondents agree
with working condition

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 CHPATER V

5.1 FINDINGS

Percentage Analysis:
1. 81% of the respondents are male, 19% of the respondents are female
2. 45% of the respondents are belonging in 31 – 40 age group, 1% of the respondents are
belonging to 60 age groups.
3. 95% of the respondents are married, 5% of the respondents are unmarried.
4. 88% of the respondent‟s educational qualification is school level, 1% of the respondent‟s
educational qualification is PG.
5. 84% of the respondents are experienced above 10 years and 2% of the respondents are
experienced in below 3 years.
6. 30% of the respondent‟s monthly income level is ₹10,001 - ₹15,000 and 20% of the
respondents monthly income level is below ₹10,000 and another 13% of the respondents
belonging in above ₹20,000

Weighted Average Method

1) Weighted average value 2.52 represent that the respondents are Neutral with their
superior having good communication
2) .Weighted average value 2.35 represent that the respondents are disagree with supervisors
use positive feedback with employees.
3) Weighted average value 4.31 represent that the respondents are agree with the people
work place unit are friendly and helpful.
4) Weighted average value 2.13 represent that the respondents are disagree with good
coordination among with the peers.
5) Weighted average value 2.77 represent that the respondents are Neutral with their
organization being punctuality one.
6) Weighted average value 3.2 represent that the respondents are Neutral with the superior
and employee relationship is good.
7) Weighted average value 2 represent that the respondents are agree with their organization
encourage for the innovative things.

Page | 47
8) Weighted average value 2.89 represent that the respondents are Neutral with their job is
secured.
9) Weighted average value 3.17 represent that the respondents are Neutral with promotion
in their organization.
10) Weighted average value 3.6 represent that the respondents are agree with their job make
them to develop in personally.
11) Weighted average value 2.88 represent that the respondents are Neutral with the power
and authority is provided them to their appropriate designation.
12) Weighted average value 1.9 represent that the respondents are disagree with recognition
given to them in their job.
13) Weighted average value 3.22 represent that the respondents are neutral in their salary.
14) Weighted average value 2.59 represent that the respondents are neutral with the other
allowance facility.
15) Weighted average value 1.98 represent that the respondents are disagree with theirs peers
maintaining the good relationship with them.
16) Weighted average value 3.67 represent that the respondents are agreeing with their
working condition is good.

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 5.2 CONCLUSION
From the research we can find the respondents are agree that they are satisfied with the
job. But some of the faculties are hesitate to give the appropriate answer to me. But the
researcher found that the company running in good condition.

But the researcher found that the culture is improved when the new technologies are adopted in
those areas. People are adopting new trends and technologies to update in it.

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 5.3 SUGGESTION

 The organization shall provide job rotation to the employees so that it can result in good
interpersonal relationship with peers.
 The company may offer rewards, incentives, or recognition to their employees to increase
the productivity.

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BIBLIOGRAPHY

 Research methodology methods and techniques – Kothari C.R, second revised edition
(2001)
https://www.scribd.com/document/83913478/Best Engineers pumps.

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 ANNEXURE

IMPACT OF ORGANIZATIONAL CULTURE ON

EMPLOYEES JOB SATISFACTION IN

BEST ENGINEERS PUMPS PVT. LTD., COIMBATORE

Interview schedule

Part - A
Socio Economic profile of the respondents
Note: Please make a tick in appropriate each statement

1. Gender:

a) Male. [ ] b) Female. [ ]

2. Age:

a) Below 30 years [ ] b) 31-40 years [ ] c) 41-50 years [ ] d) 51-60 years [ ] e) Above 60 years
[]

3. Marital status:

a) Married [ ] b) Unmarried [ ]

4. Education Qualification:

a) Illiterate [ ] b) School level [ ] c) Diploma [ ] d) ITI [ ] e) Degree [ ] f) Post graduate [

] g) Others [ ]

5. Department: ....................

6. Designation: .......................

5. Experience:

a) Below 3 Years [ ] b) 3-5Years [ ] c) 5-1 0 Years [ ] d) Above 1 Years[ ]

6. Monthly Income:

a) Below 10,000Rs.[ ] b) 10,001-15,000Rs. [ ] c) 15,001-20,000Rs. [ ]

d) Above 20,000Rs[ ]

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 Part - B
7. Choose your opinion :( Strongly Agree-5, Agree-4, Neutral- 3, Disagree-2, Strongly Disagree-1)

Organization Culture:
S.No Particulars 5 4 3 2 1

1. Having good communication with

their superior
2. Supervisors use positive feedback with
employee
3. People in my workplace unit are
friendly and helpful
4. Having good coordination with
their peers.
5. Being punctuality in our
organization
6. Having good relationship with their
superior
7. In my organization encourage for
innovation

Part - C
7. Please choose the appropriate regarding to Job Satisfaction

(5-Strongly Agree, 4- Agree, 3-Neutral, 2-Disagree, 1-Strongly Disagree)

S.No Particulars 5 4 3 2 1
1 Job security
2 Promotion
3 Personal development
4 Power and authority
5 Recognition
6 Salary
7 Other Allowances
8 Good relationship with peers
9 Environmental working conditions

Thank you

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