A STUDY ON EMPLOYEE SATISFACTION AT WIN

LANDSCAPE CONSULTANT PRIVATE LIMITED

CHAPTER 1

INTRODUCTION

HRM is the management of human resource in an organization. HRM is relatively

modern concept which involved a range of human ideas and practice in
management people. It is the organization function that deals with issues related
to people such as competition, hiring, performance, management, organization
development, safety. Wellness, benefits, employee motivation, communication,
administration and training.

In an organization satisfaction of workers means a workforce that is motivated

and committed to high quality performance. There, are various components limit
arc considered to be vital to employee’s satisfaction. There are pay promotion,
benefits, supervise to co-workers, work condition, communication, safety,
productivity and the work itself. Each of these factors, figures into an individual's
satisfaction differently. One might think pay is considered to be the most
important in employee satisfaction, although this has not been found to be true.
Employees are more concerned with working in an environment they enjoy.

1.1.1 NEED AND IMPORTANCE OF THE STUDY

• To determine the opinion of employees towards the working life in

win landcape consultancy private limited
• To conduct a brief study to analyse the various functions performed by
methodology type and source of data both primary and secondary data are
used for the study.

1
1.1.2 SCOPE OF THE STUDY

• The study aims to understand the employee satisfaction in Win Landscape

Consultant which covers the various factors like performance appraisal
and Professional growth developing overtime allowance, work freedom,
job position etc.
• The scope is to understand the employee satisfaction.
• The study is conducted covering 60 employees and data collected based
on the questionnaire prepared. .

1.1.2 PROBLEM DEFINITION

Employee satisfaction is typically measured using an employee satisfaction

survey. Factors that influence employee satisfaction addressed in these surveys
might include compensation, workload, perceptions of management, flexibility,
teamwork, resources, etc, The goal of analyzing employee satisfaction in Win
Landscape Consultant will make them to know where they have to improve to
provide a better service to their employees

1.1.3 OBJECTIVES OF THE STUDY

• To study the employees' satisfaction of Win Landscape consultant

private limited
• To Identify the factors affecting employee satisfaction level
• To examine the motivating factors like performance appraisal and
Professional growth are satisfactory among the employees.
• To suggest suitable measures to improve overall satisfaction of the
employees in the organization

2
1.1.5 RESEARCH METHODOLOGY

The discussion of research methodology is an important part within the research project, because it
make good piece of research work with valid conclusion and recommendation in accordance with
“Employee Job Satisfaction” is a very crucial and sensitive study to be done in every industry. T
data collected from organization was a challenging task for the researcher; hence researcher used
needed for the study is collected from the employees, through questionnaire Analysis and inte
presented through tables and charts.

RESEARCH DESIGN

I have chosen exploratory method of research. This method acts as a range of experience or

adds strength to the research which is already carried out. Mainly the Research Topic is

qualitative based to examines contemporary real-life situations and provide basics for the

application of ideas and extension of method

The study was based on survey method. The aim of the study is to find satisfaction levels of

employees.

3
IDENTIFYING THE RESEARCH PROBLEM

REIVIEWING OF AVAILABLE LITERATURE

SELECTING RESEARCH DESIGN

SELECTING TOOL FOR DATA ANALYSIS

COLLECTION OF SAMPLE AND DATA

PROCESSING AND ANALYSING DATA

PREPARING
REPORT

4
Sampling Process

5
The study was based on survey method. The aim of the study is to find satisfaction

levels of employees.

PERIOD OF STUDY

This study on employee satisfaction was during the period of Two months

(March1st-April 30th 2019).

SAMPLE SIZE

The overall workers in Win Landscape consultant is 60 so I have taken total population

The sample size of this study is fifty respondents.

DATA COLLECTION

The data collected for the study consists of both primary and secondary data.

PRIMARY DATA

In this study primary data were collected through personnel interview using questionnaire.

The questionnaire was administered to fifty employees of WIN LANDSCAPE

CONSULTANCY

SECONDARY DATA

Secondary data for this study was collected from. research reports and documents,

Books and websites.

QUESTIONNAIRE

In this study the I have used a questionnaire consisting of twenty two multiple choice questions

6
TOOLS USED FOR ANALYSIS

Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical tools for the

analysis.

GRAPHICAL REPRESENTATION OF DATA

Graphical Representation tool such as Bar Graphs and Pie Charts have been used for the data

analysis.

1.1.6 LIMITATION OF THE STUDY

• The time period given for the project work is Two months
• Reliability and accuracy of the analysis depends on the respondents’ openness
and trueness towards each question in the questionnaire
• Time is one major constraint, which limits the effective data collection

1.1.7 CHAPTERISATION

Chapter I - This chapter gives an introduction to the study including the

statement of the introduction, objectives, importance, scope and period of the
study. Deals with industry profile and company profile.

Chapter II - Review of literature to be mentioned.

Chapter III – Analysis the data and interpret the results.

Chapter IV - Findings and conclusion of the study.

7
1.2 INDUSTRY PROFILE

Companies in this industry provide landscape care and maintenance services

for both commercial and residential customersAs the world becomes more urban,

interest in green spaces -- including trees, lawns, flowersand hedges -- is increasing in cities

around the globe, driving demand for landscaping services

Global demand is driven mainly by factors such as housing starts, employment, and consumer

spending.

win landscape provides

• Landscape contractor
• Garden design consultant
• Garden maintenance
• Fountain &water features
• Supplying garden tools
• Supplying plants
• Pest control

He catchers landscape solution for commercial offices,factory spaces,hospitals and

educational institutions in Tamilnadu.He has provided services to 100 clients in the past
14 years of operations in chennai.He has partenerd with many landscape giants to
execute land mark projects like Bridgestone factory.
▪ Win landscape is leading commercial landscape architect and gardening design
company.
▪ For two decades this landscaping and gardening design company has maintained its
commitment to quality, integrity and service. We take pride in serving residential
and commercial landscaping and gardening design developers, hotels and health
care providers , institutions, parks and private residences in Tamil nadu.

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 ▪ Win landcape dedicated staffs at all levels of landscape designing and landscape
architecture have built a reputation for attention to detail, customer satisfaction and
flexible scheduling.
▪ Win Landscape designing company has earned the trustworthiness as
Residential landscape designing company.
▪ Our quality, craft ship, and a tremendous experience in Landscaping and
gardening has helped us to become most reputed landscaping and garden designing
company.
▪ win Landscape Company provides excellent commercial landscape and gardening
services which include landscaping architecture & landscape design, landscape
development & landscape execution, landscape maintenance
• Whether you are a residential landscaper looking for a fantastic landscape or a
commercial landscaper trying to get your office decorated with amazing
landscape designs, garden world plants nursery services will help you a lot in
getting best landscape designs and nursery services at the early stages of
plants.
• We will save your time in landscaping your home or office by using best
landscaping architecture plans before undertaking a landscape design project.

Some of these resources show you how our landscape designers think and put

these ideas on paper.

• Our experienced landscape design professionals draw their landscaping plans

before implementing them.
• These approaches shaped us as the champions in landscaping architecture
industry in chennai, India.
• Our great landscaping ideas, provides you with all of the yard and landscaping
designs, and a helpful professional landscaping advice.
• With our well experienced landscaping architecture team of landscape designers
and architects ,
• Garden World Landscape Company can design and build a distinctive outdoor

9
 landscape and garden environment that will give enjoyment for years with

pleasant look and peace of mind with beatiful landscape architect.

• If you are interested in residential landscaping and gardening or commercial

landscaping and gardening,
• Garden World has the experienced landscape architect
All these factors together made us one of the most respected and reputed
landscaping design organizations in and around Bangalore, India.
• The staff at Garden world looks forward to work with you and your
esteemed organization.

10
Landscaping Services

• Landscaping companies offer a wide range of services, including lawn work such as

mowing, cutting and edging grassy areas, trimming bushes, laying sod, and maintaining

yards and grounds. Spring and summer months are peak seasons for this industry.

• The fall season brings a change of weather and a change of focus, as landscapers find

work laying gardens and providing maintenance services such as pruning, weeding and

fertilization.

• To keep busy during the winter, some landscapers located in areas where it snows

continue earning money by clearing snow from driveways and parking lots.

Residential Landscaping

• The landscaping industry is expected to see good growth in the coming years because

Americans are becoming more particular about maintaining their yards and landscapes – for

their own enjoyment and also for raising the value of their home.

• A clean, well-kept property is easier to sell and will achieve a higher sales price than a

property that is poorly maintained. This means more business for landscapers as

homeowners consider adding professional landscaping to their list of desirable home

improvement projects.

• From keeping properties neat to installing sod, gardens and patios, landscapers benefit

from this growing focus on property maintenance and improvement.

Commercial and Seasonal Landscaping

• When economic conditions improve and new commercial properties are constructed and

developed, the demand for landscaping work rises.

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 • Typically, the revenue from landscaping projects for corporate properties is higher than

that of residential properties. This is because corporations work with bigger budgets and

bigger properties, and often have more elaborate landscaping than you see in a typical

residence.

• Bad weather also contributes to the growth of the industry. Heavy snow, dry summers

and flooding can create a rise in the demand for repair and replacement of all types of

landscapes -- lawns, trees and hedges, gardens -- when the weather improves.

• Small businesses handle a major portion of the landscaping industry. Larger companies

• often operate on a national level and undertake projects for commercial establishments

such as resorts, office complexes and hotels.

• Conversely, smaller, local companies provide services to homeowners and local

businesses. Often, larger companies set up units in smaller locales to capture local

and residential business, forcing small businesses to compete.

• With equipment costs being relatively the same everywhere, the local landscapers are

able to compete by specializing in certain neighborhoods where they garner referrals

and gain respect for a job well done. In addition, they do not need to maintain offices

or manage an extensive payroll, which enables them to charge

lower rates.

INDUSTRIAL GARDEN

• These gardens are designed to check pollution and also to beautify the area. The
majority of the industrial units are surrounded by weeds, debris and unkempt areas.
These units are the main source of air, water, noise and soil pollution
.
• Beautification of factories and industrial townships to create a better environment for

12
 living working, recreation and circulation are the objectives of landscape planners.

• A well – landscaped industrial plant can be very attractive.

• Gardening in and around factories are needed to fight pollution and dust besides
beautification.

• The factories may be broadly categorized into two groups

• The first group comprises comparatively neat factories such as a fruit

processing plant which emit less dust and other polluting material.

• The second group consists of factories such as cement, steel, fertilizer etc., which emit a
lot of dust, smoke and harmful chemicals.

• For the factories of first group a wider range of plant material can be used.

• For factories belonging to second category, comparatively hard plants are to be selected.

• Planting is done in the industrial gardens to arrest the drifting dust and to cut down noise.

13
1.3 COMPANY PROFILE

About WIN landscape consultant

S.Edwin Raj, the Proprietor of Win Landscape Consultant. He First established

the firm in 2005.He is well experienced in Green Industry for past 13 years.

He has worked with Mr.Dennis the proprietor of vijaya nursery garden. S.Edwin
Raj has over twelve year sex experience of constructing Landscape, Fountain &
Swimming pool individually and associated with leading architects.

He awarded with best landscape contractor BNI Their projects are a study in
diversity, ranging from Hotels, Residence, Industrial complexes, Information
Technology Parks, Service apartments, Flats ,Farm house etc. It is known to
provide top service in the following categories: Landscape Gardening, Garden
Maintenance Services, Landscape Contractors, Landscape Consultants, Terrace
Landscape Gardening, Gardening Services, Roof Gardening Services..

This well-known establishment acts as a one-stop destination servicing customers

both local and from other parts of Chennai. Over the course of its journey, this
business has established a firm foothold in it’s industry.

The belief that customer satisfaction is as important as their products and services,
have helped this establishment garner a vast base of customers, which continues
to grow by the day.

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This business employs individuals that are dedicated towards their respective
roles and put in a lot of effort to achieve the common vision and larger goals of
the company.

In the near future, this business aims to expand its line of products and services
and client base.

Win landscape is a professional design and build landscape company successfully

doing business in the industry for more than 13 years.

The company is engaged in the landscape design, planning, and development of

residential, corporate, commercial, recreational, and industrial establishments,
bounded by a belief in hard work , expertise, and professionalism in the
specialized field of landscaping.

Win Landscape Consultant is a well-established Landscape architect firm.

We are doing CREATIVE DESIGNS and QUALITY OF SERVICES to our

clients like Farm houses, Bungalows, Hotels, Homes, Construction industries &
IT Parks. We are leading Landscapers engaged in providing wide range of
Landscape Development, Nursery Farms and Landscape Maintenance etc.

We specialize in providing client focused solutions in Landscape designing,

Execution, Maintenance, Commercial development, and Planting.

We are professionally managed landscaping firm and green proficiency services

both to the residential and commercial projects for more than 10 years.

We provide complete landscaping design as well as various Soft landscapes, Hard

landscapes, Swimming Pool, Water features, Fountains and all types of Plants,
Trees, Grass and Landscape Materials.

Our main aim is to achieve the broadest levels of clients by provide innovative
landscape design and quality in service and maintenance.

We provide these services to the clients in an efficient and on time manner.

15
LIST OF SERVICES

• Landscape Design & Consultancy Exterior Landscaping (Hard scape &

Soft scape) Interior Landscaping Grotto / Waterfalls / Pond / Pool
Installation New Residential Landscaping Garden Renovation /
Improvement / Refurbishing Landscape Design & Development (Resort,
Subdivision, Hotel, Mall, Park) Golf Course Development

• Landscape Irrigation Installation Garden Maintenance Plant Supply and

Rental Event Styling Memorial landscape bowling tree’s and palm
The Win landscaping is composed of a team of very creative landscape
professionals who are very knowledgeable, highly competent, and
experienced in landscaping and project management.

• The people who compose this team are very reliable, hands-on,
trustworthy, and professional in implementing projects from the design
phase up to the finishing stage.

• They possess the expertise to conceptualize, design, plan, organize,

implement, and complete the project within the desired time at minimal
cost. They also give prompt attention to after sales and maintenance.

• The company and its landscaping team create beautiful, stunning,

inspiring, and world-class landscaped gardens with passion. Being a
"BNI", the company is very versatile in creating the different garden
designs from around the world.
• And it does so in a very authentic and well-thought-of manner. The garden
designs include Tropical Garden, Zen Garden, English Garden,
Mediterranean Garden, Philippine Native Garden, European Garden, etc.

• The company invests significant time and effort in Research and

Development, thereby, learning and accumulating the landscape design
trends across the globe.

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PLANT NURSERIES

❖ Our nurseries are surrounded with various trees, plants, shrubs, flowering
and ornamental plants necessary to execute the design. With this, you can be
guaranteed only of the finest workmanship and materials to be use installation.

TECHNOLOGY & INNOVATION

❖ Whilst the company continues to adopt modern quality procedure, modern

Horticultural Science, technology and innovation, it still values and
recognizes the blend of traditional skills and experience necessary to
successfully complete the landscape schemes in harmony with nature's
constraints.

VISION & MISSION

▪ Our mission is to help improve and protect client’s property values by

providing professional landscape design, installation, and maintenance
▪ To be innovative and progressive landscape company natural beauty

ORGANIZATION STRUCTURE

MANAGING
DIRECTOR ADMINSTRATOR
DIRECTOR

LANDSCAPE
FINANCIAL HR
ARCHITECTURE

STORE

17
LANDSCAPING

Win Landscape Consultant is one of the eminent firms to provide high quality
Landscape Services.

We take care of your entire requirement along with all our services that makes the
place alive. We ensure that our services are offered flawless, which will help us to
achieve our customer satisfaction and gain their confident.

Our services are highly appreciated for their features like Quality, Designs and
Accuracy. We will ensure that the whole process, from initial to project
completion, is smooth and seamless. Our aim is to design the garden that gives
you pleasure

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SOFT LANDSCAPING

Soft landscaping is very important for every landscaping project.

This is the process of designing the Living elements like trees, flowers, Lawns,
Palms and Shrubs. Also it contains the design of potted plants, and hanging
baskets and container garden.

These provide the perfect finish for your landscape garden project. Soft
landscaping allows gardeners to experiment with color and an almost endless
variety of plants and flowers to create a colorful new look to the garden.

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HARD LANDSCAPING

Hard Landscaping forms the bones of an outdoor space and sets the tone for the
style of the garden. It includes all the non-living elements in a garden.

It often starts with WALLS, PATHS, DRIVEWAYS, TERRACES, PONDS &

POOLS, which are constructed with hard raw materials such as concrete, timber
and granite.

We use a wide variety of these materials in the creation of numerous beautiful

hardscapes features. Hard landscaping can provide colour and texture to your
garden, thus providing an extra element and feel.

We design and supply exclusive range of Decorative Murals that are designed as
per the client's requirement

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SWIMMING POOL

We are designing Swimming Pool in every size and band of color with innovative
and creative techniques.

• As a specialist in pool designing, we have built a variety of swimming

pools. Swimming Pool offers fineness, pleasurable recreation and
relaxation.
• We can provide amazing range of shapes, sizes and settings with
unpredictable design. Over the past 12 years’ experience in Swimming
Pool designing and building.
• We make every effort for offering Swimming Pools as per the client's
expectations. In order to attain this, we make sure in providing accurate
technical specifications.

Landscaping Maintenance

• We “Win Landscaping Consultant” is the best Landscape Maintenance

Company.
• We perform all the tasks to maintain the landscape with the consequence
or effect of clean, healthy, attract and safe.
• Our professionals provide complete Garden and Lawn maintenance
service, which includes Mowing, Feeding and Aerating. Further, they also
offer services like Cutting and Removing of grass.
• Also, we are involved in providing Garden cleaning services, which
includes Pruning and Removal of Weeds & Dried Leaves.
• Our effective Garden and Lawn care maintenance services make sure that
all plants grow rapidly.

21
Fountain & Water Features

We are designing and creating outdoor Fountains. We create a delicate and full of
elegant fountains. They gives a relive and soothing effect from stress mind.

Many fountains are located in small, artificial, ornamental ponds, basins and
formal garden pools, and often they include sculpture.

In fountains sheet of water may flow over varied surfaces of metal, Stone or
concrete. Basins may overflow from one

22
OUR LANDSCAPE MAINTENANCE SERVICES :

• Hand weeding

• Ground cover control

l • Weed control

• Deep hand pruning of all ornamental plant material

• Design seasonal color

• Trenching bed lines

• Tree maintenance

• Fertilization of plant material

• Edging

• Leaf removal

• Cleanup of landscaped areas each visit

• Pest Control We “Win Landscape Consultant” protect your colorful and

pleasurable garden from insects by using Oils, Medicines and spray in a safe and
healthy way

OUR CLIENTS:

1. GREEN HOUSE PROMOTERS

2. OERLIKON BALZERS COATING INDIA LTD

3. BRIDGESTONE TVS INDIA PVT LTD.

4. MOMENTIVE PERFORMANCE MATRIAL PRIVATE LIMITED

23
5. COMBAT VEHICLES RESEARCH AND DEVELOPMENT
ESTABLISHMENT

6. TRICHY AIR PORT

7. KENDRIYA VIDYALAYA

8. HSMI

9. DEMOR TOOLS

10. JAYA COLLEGE

11.VECTOR HYDRAULICS PRIVATE LIMITED

12.J K TYRES

13.TVH

14.DEIPHE

15.CITY LAND PROMOTERS

16.SAMSUNG

17.VINAY AUTOPARTS

18.TATA STEEL

19.SHREE FOUNDATION “TRELLIS”

20.VGN HAZEL(RaA)

21.SAKTHI MARIAMMAN

22.CADBURY

23.SUMIT AUTO(THAILAND COMPANY)

24.KADIMI

24
CHAPTER 2

THE REVIEW OF LITERATURE

1.Mira Singh and Pestonjee1 (1990), hypothesized that Job Satisfaction is

influenced by the levels of Occupation, Job involvement and Participation. The
sample for the study consisted of 250 officers and 250 clerical cadres belonging to
a Nationalized bank in Western India. The study confirmed the hypothesis and it
was found that Job Satisfaction of the Bank employees was positively affected by
the Occupational level, Job involvement and participation.

2.Balgir(1991) attempted to understand hygiene-motivational factors as

postulated by Hergeberg based on their need priorities that dominate the minds of
Indian Managers while continuing service in their respective Organizations. The
results revealed that Job Satisfaction, Salary, Job Security, better chances of
promotion, happy Personal life, high Position and friendly social circle are some
of the motivating factors in that order which strongly influence Indian Mangers.

3.Mathew (1991) tested the relationship between Satisfaction and Organizational

commitment with a Non-recursive model that permitted the simultaneous
examination of the influence of satisfaction on commitment and the influence of
commitment on satisfaction. The study highlighted that the two variables were
reciprocally related but that the influence of satisfaction on commitment was
stronger.

4.Mehra and Mishra (1991) in their study explored the potential moderator
effect of mental health on the Intrinsic Job Satisfaction-Occupational stress
relationship. The study was conducted on 250 blue collar industrial workers of
UPTRON India Ltd. The findings of the study showed that mental health has a
moderating effect on the Intrinsic Job Satisfaction-Occupational stress
relationship.

25
5.Dhar and Jain (1992) carried out an investigation amongst academicians. The
investigation explored the nature of relationship between Job Satisfaction, Job
Involvement, Age and Length of service. An important finding of the study was
that Job Involvement and Job Satisfaction are positive correlates which imply that
involvement in Job increases Job Satisfaction and vice-versa.

6.Syeed6 (1992), made an endeavor to determine the relationship between

employee Job Satisfaction and Organizational effectiveness. The sample for the
study consisted of 44 supervisors of a public sector undertaking which was
randomly drawn from a single unit of the Company. The main objective of the
study was to relate satisfaction with Organizational effectiveness along with
personal attributes such as age, education, pay, length of service etc. the study
revealed that Job satisfaction facets had more explanatory power than the personal
attributes of respondents..

7.Rama Devi7 (1997) conducted a study on faculty Job Satisfaction and their
views on management of the two universities in Andhra Pradesh. The sample
consisting of 200 teaching faculty and 100 members were selected randomly from
each university and the attempt was made to measure Job Satisfaction of the
faculty in universities of Andhra Pradesh. The study found that the factors such as
freedom in job, scope for self-improvement, income and job security were
causing satisfaction while bureaucratic rules, no recognition for work and routine
work were causing dissatisfaction to them.

8.Brannigan & Zwerman( 2001) “Today, reference to the “Hawthorne Effect”

denotes a situation in which the introduction of experimental conditions designed
to identify salient aspects of behavior has the consequence of changing the
behavior it is designed to identify.

26
9.Sarri and Judges’8 (2004), article provided greater understanding of the
research on employee’s attitudes and Job Satisfaction. The article identified three
gaps between Human resource practice and the scientific research in the area of
employee attitudes in general and the most focal employee attitude in particular –
Job satisfaction: the causes of employee attitudes, the result of positive or
negative job satisfaction and how to measure and influence employee attitudes.
Suggestions for practitioners are provided on how to close the gaps in knowledge
and for evaluating implemented practices.

10.Worrell9 (2004) examined and described the levels of Job Satisfaction and
relationship between the variables in a national sample of school psychologists
belonging to the National Association of School Psychologists (NASP). Data
were collected through mailed survey packets including a data form including
Minnesota Satisfaction Questionnaire. 234 full time practitioners responded.
Result indicated that 90% of school psychologists were satisfied or very satisfied
with their jobs. The findings showed a gradual increase in overall satisfaction
when compared to 1982 and 1992 that reported being satisfied or very satisfied
with their jobs. Participants in the current sample were more satisfied with their
job security, independence and creativity.

11.Santhapparaj10 (2005) studied the Job Satisfaction of the women managers

working in automobile Manufacturing Industry in Malaysia. It was based on
primary survey from 200 women managers. The study investigated the
relationship between specific aspects of Job Satisfaction and the personal
characteristics of women managers. It was also aimed to retest the Herzberg’s
Two-Factors theory. The correlation analysis showed that there was a significant
negative correlation between education level and pay, promotion people on
present job and job in general.

27
13.Santhapparaj, et.al. (2005) were assessed the job satisfaction of the women
managers working in automobile industry in Malaysia based on primary survey
from 200 woman managers. The result showed that female managers were
generally satisfied with their job. Highest level of satisfaction occurs in the areas
of supervision, job in general, and present job and present pay. However,
relatively more number of women managers was dissatisfied with their co-
workers, pay and present job.

14.Rajesh12 (2007) studied the Quality of Work life and Job satisfaction in 10 IT
Companies professionals from 3 cities i.e. Hyderabad, Bangalore and Chennai.
The objectives of the study were to explore the levels of Job Satisfaction and
relationship between demographic characteristics and satisfaction, to find
differences exists between demographic characteristics with overall Job
Satisfaction, to identify specific Indicators that causes dissatisfaction and to
examine the hierarchy of needs among IT Professionals.

15.Silverthrone13 (2008) examined the relationship between Locus of Control

(LOC) and the work-related behavioral measures of job stress, Satisfaction and
performance of professional accountants who work for Certified Public
Accountant (CPA) firms in Taiwan.

16.O’Leary, Patrick, et.al (2008) studied the relationship between job

characteristics and job satisfaction amongst physicians in Russia. This research
included rewards, other people, nature of work and organizational context. The
instrument used in this study was based on the Physicians work-life survey (PWS)
created by Konrad et.al (1999) and representing the Society for General Internal
Medicine. The survey was distributed to physicians in four Russian cities.

28
17.Origo and Pagani (2008) investigated the relationship between flexibility and
Job Satisfaction. In their analysis they verified whether various aspects of
flexibility namely functional and quantitative flexibility, produce different impact
on overall extrinsic and intrinsic Job Satisfaction. They also tested whether the
impact of flexibility on Job Satisfaction varied with workers characteristics.
Empirical evidence was based on a representative sample of European employees
taken from a specific wave of the Euro barometer Survey.

18.Karl & Sutton (1998). In order to know what employees value it is necessary
for organizations to assess and pay attention to current levels of job satisfaction.
Current studies on job satisfaction are plentiful with some interesting results. The
study found that there was a positive link between functional flexibility and Job
Satisfaction and there was either no effect or a negative impact of quantitative
flexibility.

19.Cardona, (1996). In order to decrease some of these negative feelings and

increase productivity it has been proposed to reduce the number of work days
employees miss by increasing job satisfaction, redesigning disability plans and
involving supervisors in management

20. (Sweney and McFarlin, (2005) As a manager you could be implicitly

encouraging absenteeism by enforcing company policies. If people are paid for
sick days, and if they must be “used or lost” this is pretty strong encouragement
for employees to be absent. In other words, you’ve helped create a culture of
absenteeism that can overcome the “satisfaction” effect.

29
CHAPTER 3

DATA ANALYSIS AND INTERPRETATION

TABLE 3.1 GENDER OF THE RESPONDENTS

PARTICULAR FREQUENCY PERCENTAGE

Male 42 70
Female 18 30
Total 60 100

CHART 3.1 GENDER OF THE RESPONDENTS

INTERPRETATION:

From the analysis it is found that this survey has 60 Respondents.70% Male.30%
are Female and majority of male respondents.

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TABLE 3.2: AGE OF THE RESPONDENTS

AGE MALE FEMALE TOTAL PERCENTAGE

20-30 7 4 11 18.3
30-40 27 6 33 55
40-50 8 8 16 27
Above 50 - - 60 100

CHART3.2 AGE OF THE RESPONDENTS

30

25

20
Male
15
FEMALE
10

0
20-30 30-40 40-50 Above 50

INTERPRETATION

Majority male are from 30-40 age category, female are from 40-50
age category,Majority respondents are from 30-40 age category

31
TABLE 3.3 SATISFACTION LEVEL TOWARDS PROMOTION

SATISFACTION NO OF PERCENTAGE
LEVEL RESPONDENTS
Highly Satisfied 5 8.3
Satisfied 42 70
Neutral 11 18.3
Dissatisfied 0 0
Highly Dissatisfied 0 0
TOTAL 60 100

CHART 3.3 SATISFACTION LEVEL TOWARDS PROMOTION

45

40

35

30

25

20

15

10

0
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

INTERPRETATION

From the above table 70% of employees are satisfied with performance
appraisal,18% of employees are Neutral,8% of employees are highly satisfied

32
TABLE 3.4 SATISFACTION LEVEL TOWARDS TOOLS& RESOURCES
PROVIDED

SATISFACTION NO OF PERCENTAGE
LEVEL RESPONDENTS
Highly Satisfied 11 18.3
Satisfied 24 40
Neutral 13 21.7
Dissatisfied 12 20
Highly Dissatisfied - -
TOTAL 60 100

CHART 3.4 SATISFACTION LEVEL TOWARDS TOOLS&

RESOURCES PROVIDED

40

30

20

10

0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

INTERPRETATION

From the above table 40% of employees are satisfied with the Tools& Resources
provided by the company,22% of employees are Neutral and 20% of employees
are dissatisfied

33
 TABLE 3.5 SATISFACTION LEVEL TOWARDS OVERALL POSITION

OPINION NO OF RESPONDENTS PERCENTAGE

Highly Satisfied 4 6.7
Satisfied 31 51.7
Neutral 19 31.7
Dissatisfied 6 10
Strongly Dissatisfied - -
TOTAL 60 100

CHART 3.5 SATISFACTION LEVEL TOWARDS OVERALL

POSITION

35

30

25

20

15

10

0
Strongly Agree Agree Neutral Disagree Strongly
Disagree

INTERPRETATION

From the above table 52% of employees are satisfied with the overall
position,32% of employees are Neutral and 10% of employees are dissatisfied

34
TABLE 3.6 SATISFACTION LEVEL REGARDING STATUTORY
FACILITIES

OPINION NO OF PERCENTAGE
RESPONDENTS
Highly Satisfied 10 16.7
Satisfied 34 56.7
Neutral 13 21.7
Dissatisfied 3 5
Highly Dissatisfied - -
TOTAL 60 100

CHART 3.6 SATISFACTION LEVEL REGARDING STATUTORY

FACILITIES

40
35
30
25
20
15
10
5
0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

INTERPRETATION

From the above table 57% of employees are satisfied with the Satuatory
facilities provided by the company,22% of employees are Neutral and 17%
Highly satisfied and 5% dissatisfied.

35
TABLE 3.7 SATISFACTION LEVEL TOWARDS EMPLOYEE
GRIEVANCE POLICY

OPINION NO OF PERCENTAGE
RESPONDENTS
Highly Satisfied 9 15
Satisfied 32 53.3
Neutral 17 28.3
Dissatisfied - -
Highly Dissatisfied - -
TOTAL 60 100

CHART 3.7 SATISFACTION LEVEL TOWARDS EMPLOYEE

GRIEVANCE POLICY

35
30
25
20
15
10
5
0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

INTERPRETATION

From the above table 54% of employees are satisfied with grievaness policy,29%
of employees are Neutral,15% Highly satisfied employees and no dissatisfied
employees.

36
TABLE 3.8 EMPLOYEE REWARD AND RECOGNITION

OPINION NO OF PERCENTAGE
RESPONDENTS
Strongly Agree 3 5
Agree 33 55
Neutral 14 23.3
Disagree 9 15
Strongly Disagree - -
TOTAL 60 100

CHART 3.8 EMPLOYEE REWARD AND RECOGNITION

35
30
25
20
15
10
5
0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

INTERPRETATION

From the above table 55% of employees agreed that they are receiving rewards
from the company ,24% of employees are Neutral and 15% disagreed
employees,5% strongly agreed employees

37
 TABLE 3.9 SATISFACTION LEVEL WITH EMPLOYEE JOB
SECURITY

SATISFACTION NO OF PERCENTAGE
LEVEL RESPONDENTS
Highly Satisfied 7 11.7
Satisfied 34 56.7
Neutral 17 28.3
Dissatisfied 2 1.2
Highly Dissatisfied - -
TOTAL 60 100

CHART 3.9 SATISFACTION LEVEL WITH EMPLOYEE JOB

SECURITY

40
35
30
25
20
15
10
5
0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

INTERPRETATION

From the above table 57% of employees satisfied with the Job Security ,29% of
employees are Neutral and 12% Highlysatisfied employees.1% Dissatisfied
employee.

38
 TABLE 3.10 OPINION OF EMPLOYEES REGARDING CAREER
GROWTH AND DEVELOPMENT

OPINION NO OF PERCENTAGE
RESPONDENTS
Strongly Agree 7 11.7
Agree 38 63.3
Neutral 12 20
Disagree 3 5
Strongly Disagree - -
TOTAL 60 100

CHART 3.10 OPINION OF EMPLOYEES REGARDING CAREER

GROWTH AND DEVELOPMENT

40
35
30
25
20
15
10
5
0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

INTERPRETATION

From the above table 64% of employees had agreed that they are satisted wih the
career growth and development ,20% of employees are Neutral 12% of
employees strongle agreed and 5% disagreed employees

39
TABLE 3.11 INVOLVEMENT IN DECISION MAKING

OPINION NO OF PERCENTAGE
RESPONDENTS
Strongly Agree 7.8 13.3
Agree 34.2 56.7
Neutral 15 25
Disagree 3 5
Strongly Disagree - -
TOTAL 60 100

CHART 3.11 INVOLVEMENT IN DECISION MAKING

40

30

20

10

0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

INTERPRETATION

From the above table 57% of employees agreed ,25% of employees are
Neutral,14% Strongly agreed and 5% disagreed employees

40
 TABLE 3.12 FEEDBACK AND SUGGESTIONS

OPINION NO OF PERCENTAGE
RESPONDENTS
Strongly Agree 4.98 8.3
Agree 30 50
Neutral 13.02 21.7
Disagree 12 20
Strongly Disagree - -
TOTAL 60 100

CHART 3. 12 FEEDBACK AND SUGGESTIONS

35
30
25
20
15
10
5
0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

INTERPRETATION

From the above table 50% of employees agreed that manager listen to their
feedback & suggestion ,22% of employees are Neutral and 20% disagreed
employees.12% Disagreed

41
 TABLE 3.13 SATISFACTION LEVEL TOWARDS COMPRESSED
WORK WEEK POLICY

SATISFACTION NO OF PERCENTAGE
LEVEL RESPONDENTS
Highly Satisfied 10.98 18.3
Satisfied 33 55
Neutral 33 20
Dissatisfied 4.02 6.7
Highly Dissatisfied - -
TOTAL 60 100
CHART 3.13 SATISFACTION LEVEL TOWARDS COMPRESSED
WORK WEEK POLICY

35
30
25
20
15
10
5
0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

INTERPRETATION

From the above table 55% of employees are satisfied with compressed work
policy,20% of employees are Neutral and 19% Highlysatisfied employees and
7% Dissatisfied employees

42
TABLE 3.14 SATISFACTION LEVEL TOWARDS INCENTIVES
PROVIDED

SATISFACTION NO OF PERCENTAGE
LEVEL RESPONDENTS
Highly Satisfied 13 21.7
Satisfied 33 55
Neutral 12 20
Dissatisfied - -
Highly Dissatisfied - -
TOTAL 60 100

CHART 3.14 SATISFACTION LEVEL OF EMPLOYEES INCENTIVES

PROVIDED BY THE COMPANY

35
30
25
20
15
10
5
0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

INTERPRETATION

From the above table 55% of employees are satisfied with incentives provided by
the company,22% of employees are Highly satisfied,20% of employees are
Neutral and No dissatisfied employees

43
 TABLE 3.15 OPINION OF EMPLOYEES WHETHER THE JOB IS
STRESSFULL

OPINION NO OF PERCENTAGE
RESPONDENTS
Strongly Agree 7.8 13.3
Agree 34.2 56.7
Neutral 15 25
Disagree 3 5
Strongly Disagree - -
TOTAL 60 100

CHART 3.15 OPINION OF EMPLOYEES WHETHER THE JOB IS

STRESSFULL

40
35
30
25
20
15
10
5
0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

INTERPRETATION

From the above table 57% of employees agreed that they feel stressful towards
their job ,25% of employees are Neutral,14% strongly agreed and 5% disagreed
employee

44
 TABLE 3.16 SATISFACTION LEVEL IN WORKING RELATIONSHIP
WITH SUPERVISOR

SATISFACTION NO OF PERCENTAGE
LEVEL RESPONDENTS
Highly Satisfied 10 16.6
Satisfied 14 23.3
Neutral - -
Dissatisfied 26 43.3
Highly Dissatisfied 10 16.6
TOTAL 60 100

CHART 3.16 SATISFACTION LEVEL IN WORKING RELATIONSHIP

WITH SUPERVISOR

30
25
20
15
10
5
0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

INTERPRETATION

From the above table 44% of employees dissatisfied with working with
supervisor,24% of employees are satisfied,17% of Highly satisfied and Highly
Dissatisfied employees

45
TABLE 3.17 MOST SATISFIED FACTOR

OPTION NO OF RESPONDENTS PERCENTAGE

Promotion 25 41
Fair policies 10 16.6
Safety and security 15 25
Feedback 5 8.3
Nature of job 5 8.3
TOTAL 60 100

CHART 3.17 MOST SATISFIED FACTOR

30

25

20

15

10

0
Promotion Fair policies Safety and Feedback Nature of job
security

INTERPRETATION

From the above table 45% of employees more satisfied with promotion ,25% of
employees are satisfied with safe and security and 10% towards fair polices

46
STATISTICAL ANALYSIS

ONE WAY ANOVA

Ho:There is a no significance relationship between Gender and satisfaction level

of grievaness policy
H1: There is a significance relationship between Gender and satisfaction level of
grievaness policy

Sum of df Mean F Sig.

Squares Square
Between
.029 1 .029 .067 .797
Groups
Within
24.905 58 .429
Groups
Total
24.933 59

INFERENCE

Since F value is .067.Ho is rejected as significance>.05.It is concluded that there

is significance between satisfaction level and Gender

47
CHI-SQUARE TEST

Ho:There is a no association between the Employees Age and Most satisfied

factor

H1: There is association between the the Employees Age and Most satisfied
factor

Asymp. Sig. (2-

Value Df sided)
Pearson Chi-Square 5.607a 6 .469

Likelihood Ratio 5.998 6 .423

Linear-by-Linear
Association .126 1 .722

N of Valid Cases
60

a. 10 cells (83.3%) have expected count less than 5. The minimum

expected count is .58.

INFERENCE

Since the calculated value .469is greater than the tabulated value 0.05 ,we reject
the null hypothesis and hence there is association between the Most satisfied
factor and Age

48
CORRELATIONS

Ho:There is no significance relation between satisfaction level with job security and overall

position

H1: There is a significance relation between satisfaction level with job security and overall

position

satisfaction satisfaction
level of job level of
security overall

satisfaction level of Pearson

1 .039
job security Correlation

Sig. (2-tailed) .766

N 60 60

satisfaction level of Pearson

.039 1
overall Correlation

Sig. (2-tailed) .766

N 60 60

correlations

INFERENCE
Since r is positive .039, there is a significant relationship between between
satisfaction level with job security and overall position.

49
CHAPTER 4

SUMMARY AND CONCLUSION

4.1 FINDINGS

• Majority (70%) of male respondents

• 70% of employees are satisfied with performance appraisal,18% of
employees are Neutral,8% of employees are highly satisfied
• 52% of employees are satisfied with the overall position,32% of
employees are Neutral and 10% of employees are dissatisfied
• Only 22% of employees are dissatisfied with the Tools & Resource
provided by the company
• 55% of employees are satisfied with incentives provided by the
company,22% of employees are Highly satisfied,20% of employees are
Neutral and No dissatisfied employees
• 55% of employees agreed that they are receiving rewards from the
company ,24% of employees are Neutral and 15% disagreed
employees,5% strongly agreed employees
• 57% of employees satisfied with the Job Security ,29% of employees are
Neutral and 12% Highly satisfied employees.1% Dissatisfied employee.
• 50% of employees agreed that manager listen to their feedback &
suggestion ,22% of employees are Neutral and 20% disagreed
employees.12% Disagreed
• 20% employees strongly disagree that manager listen to the feedback
• 45% of employees more satisfied with promotion ,25% of employees are
satisfied with safe and security and 10% towards fair polices
• 44% of employees dissatisfied with working with supervisor,24% of
employees are satisfied,17% of Highly satisfied and Highly Dissatisfied
employees

50
4.2 SUGGESTION

• Management should take care the tools and resources that should be
provided to employees
• Management should take proper care to maintain employee- employer
Relationship
• Incentives should be provided to the employees
• Management should provide proper safety measures in the organization
• Management should provide more oppurtunities to employees in order to
participate in decision making
• Management should give the information and ensure about it.
• Management should develop compressed work policy
• Management should allow employees to shape their own roles
• Management should take the feedbacks from the employee.
• Rewards should be provided to the employees so that they get encouraged
to achieve more.
• Management should provide more opportunities to employees in order to
participate in decision making.
• Management should provide proper leave policy to the employees

51
4.3 CONCLUSION

As a part of my project work, I got an opportunity to spend a period of Two

months (March & April) in “Win Landscape Consultant Private Limited “It
helped me to analyze the working of the organization which helped as to convert
my theoretical knowledge into practical. It is indeed necessary for any
organization to understand the need of their employees and fulfill them before
they leave the organization. If nothing is done by the organization then there are
chances to loose talented employees from any organization to its competitors.
Hence it is necessary for any organization to ensure employees satisfaction .From
the study it was identified that the most of the employees are satisfied with the
job. If the firm concentrates of the findings and suggestions of their survey, I
hopefully believe that the organization can further bring out their labor with full
satisfaction and obtain good result.

52
BIBLOGRAPHY

http://www.winlandscape.com

http://www.thelandscapingconsultants.co.uk

http://www.winlandscapegardening.com

Dr. Guptha C. Human Resource Management, Sultan Chand and Sons, New
Delhi, 2004.

Rakesh Chopre, Human Resource Management U.K Publishing 2 edition New

Delhi, 2004

Mira Singh and Pestonjee1 ,1990 Human Resource Management Russian

edition

Mehra and Mishra ,HRM 1991 ,the Intrinsic Job Satisfaction

Dhar and Jai ,nature of relationship between Job Satisfaction n, 1992

Rama Devi7 ,1997, universities in Andhra Pradesh

Brannigan & Zwerman,2001, , reference to the “Hawthorne Effect

Sarri and Judges’8 ,2004, measure and influence employee attitudes.

Worrell9 ,2004, National Association of School Psychologists

Santhapparaj10 ,2005, Job Satisfaction of the women managers

Silverthrone13 ,2008, Certified Public Accountant (CPA) firms in Taiwan

O’Leary, Patrick, et.al ,2008, Physicians work-life survey (PWS)

53
 A STUDY ONE EMPLOYEE SATISFACTION AT WIN
LANDSCAPE CONSULTANT PRIVATE LIMITED

1.Name of the Respondent?

2.Gender of the Respondent?

o Male
o Female

3. Educational qualification of the Respondent?

o SSLC
o Higher secondary
o Degree
o Others

4. Monthly Income of the Respondent?

o Below 8000
o 8000-15000
o 25000-50000
o 50000 above

5. Win Landscape consultancy gives more concern for ?

o People
o Project

54
Opinion Highly Satisfied Neutral Dissatisfied Highly Dissatisfied
satisfied
7.Satisfaction
level
performance
appraisal
8.satisfaction
level for
tools&
resources
provided by
the company
9.satisfaction
level towards
overall
position
10.satisfaction
level for
statutory
facilities
11.Satisfaction
level towards
employee
grievaness
12.satisfaction
level of
employee job
security
13.satisfaction
level of
employees
incentives
provided by
the company
14.satisfaction
level of
employees
compressed
work week
policy
15.Most
satisfied factor

55
opinion Strongly Agree Neutral Disagree Strongly Disagree
Agree

16. opinion of
employees
regarding
career growth
and
development
17. whether
the employees
get
involvement
in decision
making
18. whether
manager listen
to the
feedback and
suggestions
19. whether
the job is
stressful
20. whether
they are
receiving
rewards

21. SUGGESTIONS

………………………………………………………………………………
………………………………………………………………………………
……………………………………………………………………………...

56