Topic: Job satisfaction of employees

CHAPTER-1
INTRODUCTION
1.1 Job Satisfactions

Human resource is considered to be the most valuable asset in any organization. It

is the

Sum-total of inherent abilities, acquired knowledge and skills represented by the

talents

and aptitudes of the employed persons who comprise executives, supervisors and
the rank

and file employees. . It is thus the employee’s performance, which ultimately

decides, and

attainment of goals.

However, the employee performance is to a large extent, influenced by motivation

and job

Satisfaction .The term relates to the total relationship between an individual and
the

employer for Which he is paid? .Satisfaction does mean the simple feeling state

accompanying the attainment Of any goal; the end state is feeling accompanying
the

attainment by an impulse of its objective. Job satisfaction does mean absence of

motivation at work. Research workers differently Describe the factors contributing

of job

satisfaction and job dissatisfaction. The survey made regarding the job satisfaction
in

BRMSCO Garments will facilitate and enables The management to know the
perceptions
 and inner feelings regarding the job they are performing on day to day basis. The
term job

satisfaction reveals and focuses on the likes and Dislike of the employees of
BRMSCO

Garments​. In this particular study the researchers tries to identify the causes for

satisfaction and dissatisfaction among the employees. So this is the most effective

and selective instrument for diagnosing and peeping into the employee’s problems.

Job satisfaction survey can give the most valuable information the perceptions and

Causes. For satisfaction/dissatisfaction among the employees attitude towards job

satisfaction may be either positive or negative. This positive feeling can be re-in
forced

and negative feelings can be rectified. This survey can be treated as the most
effective and

efficient way, which makes the workers to express their inner and real feelings

undoubtedly.

For any future course of action/ development, which involves employee’s

perception is

considered. The management will get a picture their employee’s acceptance and
readiness.

This survey also enables to avoid misinterpretations and helps management in

solving

problems effectively. It is observed during study some of the employees accepted

the

proposal survey research.

A perfectly contentment and satisfaction motivates an employees to be confident
with a

high morale, it is an asset to organization as a whole. Thus the high motivation and
morale

of an employee make him to remain in the organization and encourage him to face
cut

throat competition and gives him enough dynamism to face challenges.

1.2 Definition
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as
a

motivation to work. It is not the self-satisfaction, happiness or self-contentment but

the

satisfaction on the job.

Hop pock describes job satisfaction as “any combination of psychological,

physiological

And Environmental circumstances that cause and person truthfully to say I am

satisfied

with my job.

Job satisfaction is defined as the, “pleasurable emotional state resulting from the

appraisal of one’s job as achieving of facilitating the achievement of one’s job

values.

1.3 SCOPE OF THE STUDY

 ● Helpful to the organization for identifying the area of dissatisfaction of job
of the

Employees .

● It is helpful to identify the employer’s level of satisfaction towards welfare

measure

● Assess the level of JOB satisfaction of employees with a particular product,

service

Or experience

● Identify factors that contribute to customer satisfaction and dissatisfaction

Job satisfaction of the employees has been analyzed on the basis of the following

a) Salary and monetary benefits

b) Job security

c) Promotion policy

d) Working environment

e) Employee’s participation in management

f) Freedom of expressions

g) Nature of job

h) Interest taken by superiors

i) Superiors and sub-ordinate relationship

j) Medicare
 k) Loans

l) Conveyance

1.4 Objectives of the study

The objective of the study is as follows 

➢ To assess the satisfaction level of employees in orient glass PVT ltd.

➢ To know the employee satisfaction towards the facilities
➢ To offer valuable suggestion to improve the satisfaction level of
employees.
➢ To identify the factors which influence the job satisfaction of employees
➢ To identify the factor which improve the satisfaction level of employees

1.5 Primary Objectives

Primary data plays an important role where research is being carried out for
the first time. This is the data, which is collected after interacting with people
through the use

of interviews and questionnaire forms. Primary data is inferred by statistical

analysis and has a clear and precise structure. Naturally, it enhances the value
of the research study and this ensures accurate and precise finding. However,
along with involving
long periods of time, primary data collection proves to b​e a ​cumbersome
exercise.

º To analyze the job satisfaction of the employees.

1.6 Secondary Objectives

Secondary data is collated from the existing sources of information
Such as archive papers, company records, research material, periodicals,
Books
on the particular topic, among others. After examining the secondary sources
in detail, One can build ones inferences from the collated secondary data. The
importance of the secondary data lies in the comparison of information that is
made possible when the primary data has been collated using the secondary
data as the
base. Since it involves using the available sources such as news papers,
articles,
Internet down lode, books, publications and various journals related to
investment Patten and saving habit

1.7 STATEMENT OF THE PROBLEM

​BRMSCO Garments are well reputed highly profitable private sector

undertakings which are engaged in woven sacks. The profitability of the
organization depends on the human resources. The human beings become more
productive when they are satisfied with the job they do. The present studies have
been conducted to look into
the job satisfaction among the employees.

One of the main roles of Human Resources (HR) departments is to ensure

that
employees are sufficiently satisfied with their jobs. Typically research has shown
that satisfied employees or corporations are thought to be more productive. On
the
other hand, if workers are dissatisfied with their jobs, they are thought to be less
productive and more prone to absenteeism and turnover. So HR departments
need to measure employee job satisfaction and examine the correlations
between
these three variables (productivity, absenteeism, and turnover) with regard to
possible extraneous variables.

1.8 LIMITATION OF THE STUDY

● Short span of time: The main limitation is of less availability of time. Due to
short Span of time some inaccuracy may have occurred.
● Biasness on the part of respondents: Some respondents were not ready to
revel the

​rue information.

● Inaccurate access due to short span of time it was not possible to access all
Employees as factory is wide

● Some were not interested in filling the questionnaires and they did not give
back the Questionnaires.

● Due to Short span of Time Convenient Sampling was used on a Group of 50

People
 CHAPTER II
​

INDUSTRIAL PROFILE

HDPE/PP woven sack has an export potential. The existing manufactures of

the woven sacks already sack: to more than 50 countries. The requirements of

Such companies for its consumer packs are also very huge. The cost of woven

Sacks are 50% lower than the cost of jute bags. Also woven sacks have better

advantages compared to that of jute bags.

 The packing industry has a direct linkage to the manufacturing industry
which relies on most of their finished products for packaging. The discovery of
ebonite, or hard rubber, in 1851, however had a major impact on the pp bag
industry. Ebonite was the first thermosetting material to be prepared that also
involved its own unique chemical modification of naturally occurring material.
Plastic have become the key driver’s of innovations and application development.
Most of the manufacturing company uses the laminated polypropylene bags for
packing their products. It ensures safety and durability. Ptilynler producers like
Reliance industries and IPCL take the lead in developing the markets in India aided
by the major processors. The present raw materials capacity in India is more than
adequate to meet the preset it consumption level of 6plantion tons. The plastic
machinery sector has achieved a sale turnover of more than 1000 billion in
2012(​www.plastemart.com,2012​).

The demand for plastic is rapidly increasing and soon will emerge as one of the
faster growing markets in the world. The general status of the market at present
has growing tendency. The reason is that India gets huge money from exploitation
of natural resources and use financial support of international and foreign
financial organizations. The part of this finance directed to develop agricultural
industry, industry of construction materials etc. where there are great demands
to pp bag.

WORLD SCENARIO
Last few years have been tumultuous for plastic and petrochemical sector
due to steep rise in oil prices, which has adversely affected the global
economies. However considering the feed stock advantage and abundance of
oil reserves newer petrochemical complexes are being established in Middle
East countries. It is projected that by the end of 2010, ethylene capacity in
Middle East would reach at about 35 million tones per annum and

polypropylene (pp) capacity to touch about 7 million tones per annum.

INDIAN SCENARIO
Over the year, India has made significant progress in the industrial
world with healthy economic growth. On purchase power parity basis, it is one
of the top five global economics and is expected to be the third largest by the
turn of these decades. Plastic one of the fastest growing industries in India,
have a vital role to play. Indian plastic industry is expanding at a phenomenal
pace.

The next two decades are expected to offer unprecedented

opportunities for plastic industries in India. This would necessitate industry
initiatives to foster in investments, grow the market, upgrade quality
standards, enhance global participation, encourage India industry to adopt
and adapt to world class technology and manufacturing practices.

KERALA SCENARIO
In recent years production of jute in Kerala is lowered. The jute industry in

​Kerala is declining. Earlier the packing industry was soley depends upon jute
industry. But now the situation has changed. Most of the manufacturing

company uses the laminated polypropylene bags for packing their products. It

ensures safety and durability. Ernakulum, the industrially developed district in

Kerala foster a number of tiny, small, medium, and large scale industrial units.

Among this majority of the industries are concentrated in Aluva. Some of the

major industries are FACT, Binani Zinc, TCC, Cochin Refinery, HMT, Cochin

shipyard, India Aluminum company, India rare earths etc. there are more than

108 plastic processing units I n the district of Ernakulum, and they manufacture

different types of plastic and polymer products ranging from consumer goods

to industrial goods. This industrial climate has helped the plastic industry to

thrive, but when compared to the neighboring state of Kerala the plastic

industry has not developed. Most of this unit’s are in the fold of tiny and small

scale sectors.
 CHATER III
COMPANYPROFILE

BRMSCO Garments PVT LTD was started on 28-5- 2007. BRMSCO Garments
private limited is a leading technology –based company engaged in the
manufacture of plastic woven fabrics and flexible packaging material .Operating
with a capacity of 300 MT sacks per month and generating a multi corer turnover,
BRMSCO is located in Ernakulum district in the scenic Indian state of Kerala.
BRMSCO Garments PVT LTD is one of the leading manufacturers of HDEP/PP
woven sack; located in the central part of the Kerala (South India).A well equipped
advanced manufacturing technology under one roof controlled by ERP system
throughout all departments. Over 300 professionals serve the company is
technical and non technical role it has a 40000 square feet factory,5000 square
feet office and go down facilities spread over 5 acres and bring together
advanced capital ERP technology and efficient manufacturing facilities under one
roof will equipped in house testing laboratory guarantees delivery of reliable
products of international standard.

The company believes in delivery the best quality products and services at an
affordable price this gives them an unmatched competitive edge in the market.
BRMSCO Garments PVT LTD products laminated and UN laminated fabrics and
sacks. They have well equipped quality lab with modern technology and
equipments. The quality assurance team develops high quality woven sacks and
fabrics which full fill the needs and expectation of all customers. Their motto is
“to produce high results with very good quality”.

They believe in delivery the best quality products and services at an affordable
price. This give as an unnatural commutative edge in the market .our state of the
art facilities is geared to cater by the varied customers. The available facilities
with us are tape line extrusion (LOHIA LOREX-14), weaving machine (LOHIA
STARLINGER), lamination plant (SUNDERLAM), online printing machine (J.P
INDUSRIES) and stitching unit (REVO).
The companies have a fully automatic on line extrusion technology machinery to
manufacture superior quality materials and achieve high production with the
support of well equipped quality lab. They supply fabrics and sacks throughout
India both GOVT and private sectors with available capacity of 700 MT per month.
The range of product varies from 12.5 to 36 colors, white and natural. The
company uses food grade approved raw materials for production by purchasing
raw materials from M/S Reliance industries, Konkani poly products and Magnus
colors and imported materials like Qurain from Saudi Arabia and Lyandel bassel
from Kuwait.

The company is setup at the outskirts of Ernakulum(Kerala) under one roof with
an ears 40000 sq .ft. with will equipped office factory working area and go down
facilities .The employees are both local and non local from different part of the
country. All welfare measures are taken for providing food and accommodation to
the employees which makes them comfortable .There is above 300 employees
working in the factory. The company strives for better quality products through
technological improvements and product up-gradation. Our whole unit is covered
under close circuit TV connection with camera recording

We strive for better quality products through technological improvements and

product up gradation. We are continuously engaging in invention of better
manufacturing techniques to improve production and meticulously developed
process to create world class products .We are supplying good fabrics and sacks
throughout India both GOVT .&Pvt. Sectors with the available capacity of 350 MT
per month.
 MISSION&VISION OF THE COMPANY
The company strives for quality products through technological improvements
and product up-gradation. They continuously engaging in inventions of better
manufacturing techniques to improve production and meticulously developed to
create world class products. BRMSCO Garments is expecting its total production
to touch 320MT in the next fiscal year, of about 10%over the ongoing financial
year. The future concepts of BRMSCO Garments private limited include in sliding
of wastage to zero percent and there by obtaining its maximum production.

CURRENT STATUS OF THE COMPANY

The company has posted a great registering to about 285 MT in the current

status which is about 150 MT in the last working year.

​FUTURE STATUS OF THE COMPANY

​BRMSCO Garments is expecting its total production to touch 300MT in the

next fiscal year, of about 10%over the ongoing financial year. The future concepts
of BRMSCO Garments private limited include in sliding of wastage to zero percent
and there by obtaining its maximum production.
 DISTRIBUTION
BRMSCO Garments private limited is the largest manufacturers and suppliers of
HDPE/PP woven sacks in Kerala. it sells over 30 lakhs of PP bags and in the same
quality they are the suppliers of fabric rolls which are used in packing purposes.

BRMSCO PRODUCTS
PP/HDPE woven sack is the main product of BRMSCO Garments. Since
2008, the company is manufacturing product. Owing to their long experience;
they offer their customers the best quality products. The offer comprises of
various types of bags and sacks. They make polypropylene woven bags and sacks
according to their customer’s specifications, concerning dimensions and weights.
PP woven bags are the traditional bags in packaging industry due to their wide
variety of usage, flexibility and strength. Woven polypropylene bags are
specializing in packaging and transporting bulk commodities. Due to strength,
flexibility, durability and lower cost, woven polypropylene bags are most popular
products in industrial package, which are widely used in packing grain , fertilizer,
seeds, powders, sugar, salt, powder, chemical in granulated form. PP woven bags
are made according to customer’s preferred specifications as to mesh, denier,
GSM, colour, and sizes that vary from 12 inches to 36 inches widths or depending
on the desired capacity.
 ADVANTAGES

● Very affordable, lower cost

● Flexible and high strength, persistent durability
● Can be printed on both sides
● Can be stored in an open area due to uv- stability, up to6 months
● Water under dust proof design due to inside PE liners or laminated
on the outside ; hence, packed materials are protected from outside
humidity
● Twisted weave and anti-skid print to prevent slipping
● Fully recycled

Department introduction
BRMSCO believes that formatting of departments is a necessity for the growth
and function of the company. Departmentalization may be defined as the process
of grouping activities into units for the purpose of administration. Through
departmentalization, BRMSCO has many advantages. The company has
specialized divisions and departments that handle different areas of services.
Among them are:,

*Personnel departments

*Marketing and sales department

*Finance & Accounting department

*production department
*purchase department

*Quality control department

*It department

Personnel department;

The personnel department at BRMSCO Garments is a very dynamic and a

vital department for the plant's existence. The personnel department is the key to
ensuring a smooth functioning of the plant's activities in terms of all personnel
function. The department is responsible for all human resource related activities
at the plant. This includes;

*Recruitment& training

*Safety

*Grievance handling

*Human resource reporting and MIS

*Workers welfare

*Canteen

The personnel department includes activities starting from employee resume

database. In employee definition they store information like employee
photo/identity, education and previous job details. Attendance is captured from
punching cards which can be linked to any bio-metric device.

The system handles information like shift management, leave management, OT

calculation and statutory reports like from 16,PF register, PF Chelan , ESIU,
Professional tax report,from6 and from 6A.This integrates with accounts which
generate automatic voucher entry at the time of month end processing. It also
generates monthly salary details, which can be submitted to bank for further
payment processing. MIS report can also be generated on employee cost to
company and department.

The MIS ‘module integrates reports of all the other modules which help
management planning. Reports include client-wise ageing analysis due, Vendor
payment ageing analysis. Global trial balance, balance sheet and monthly cost to
company and HR report like total hours worked in a month taken employee-wise
or day-wise.it also provides reports like current stock status, monthly usage of
material, value of stock in hand and value of finished product in hand.
Additionally it provides information on fast moving products so that the company
can focus on the same. This helps future planning and cost analysis. The personnel
department is the first point of contact for all matters that need attention and
addressing. This includes areas of leave, salary, wages, bonus, personal issuers.
Any unresolved issues or unsatisfactory resolution can be taken up to the
attention of the General Manager at the company. Common issues such as salary
like hikes, improvement of work standards are brought to attention of HR
manager.

Also, canteen management system includes details of food supplied to the exact
number of employees and its cost. These details are obtained from the punching
machine system. It also takes into account the material issued to the canteen and
its cost analysis. This helps to do per head cost analysis, leading to measures for
increasing profitability. Employee identification is made accurate to the level of
face or eye mapping. Reports can be generated for meals based on daily, weekly
and monthly intake as also based on person and food employee cost to company
includes canteen expense also.

MARKETING DEPARTMENT

The role of the marketing department is to act as a guide and to help the other
departments in the company to develop, produce, fulfill and service products,
goods and services for their customers. The marketing department of the
company usually has a better grasp and understanding of the market and the
needs of the customer.

SALES DEPARTMENT

Responsible for the sales and distribution of the pp woven sacks to the

different regions added on to this a set of sales peoples are continuously

working towards the marketing process and they visit different customers and

collect order for the product so as to improve the sales of the company.

RESEARCH DEPARTMENT

Responsible for market research and testing new products to make sure
that they are suitable to be sold.

PROMOTION DEPARTMENT

Decides on the type of promotion method for the products, arranges

advertisements and the advertising media used

DISTRIBUTION DEPARTMENT

Transport the products to the market. Delivery vehicles are arranged

specially for this distribution purpose.
 Other than all these facilities, the MIS of the company has been linked
to the sales and marketing department of BRMSCO. It consists of a sales
information system, which includes sales to the client based on work orders.
The system handles future planning i.e., when a specified order can be
completed. It takes care of the amount received from the client and its
allocation to the invoice helping us to eventually generate an ageing analysis
report for proper follow up of pending payments. It also has options to receive
payment by cash, Cheque, demand draft, RTS payment etc based on customer
requirements. Additionally it has emailing facility.

FINANCING AND ACCOUNTING DEPARTMENT

The finance department at BRMSCO is one of the most important

departments that ensure a smooth and efficient functioning. The department is
responsible for the dinancial management which is that managerial activity that
is concerned with the planning and controlling of firms financial resources. The
finance department is an exception in terms of reporting. The finance
department is headed by the finance manager, under the supervision of the
senior manager of BRMSCO. The finance manager has an accountant. Asst
Accountant and Cashier to assist with the functioning of the department. The
company accounts are kept and maintained as per the companies act and
accounting standard. The company has an annual and half yearly budget in
place. The budget is reviewed on monthly basis and modified according to the
requirements.
 PRODUCTION DEPARTMENT

Production is the functional area responsible for turning into finished

outputs through a series of production processes. The production manager is
responsible for making sure that raw materials are provided and made into
finished goods effectively.

The production management system handles day-to- day planning, production

and comparison of planned with actual. It includes machine-wise cost and
output analysis –daily, weekly and monthly. It also handles the downtime of
machinery and reasons for the same. Preventive measures can be taken based
on this. It handles consumption of materials with respect to shifts, customers
and machines in addition to monitoring wastage from each machine.
Comparison can be done on standard permissible wastage and actual wastage.
The module can track maintenance details of all machinery and study desired
output versus actual output details.

The production department of BRMSCO is headed by a production manager by

which 2 supervisors work under him where one for operations and one for the
assistants.

PURCHASE DEPARTMENT

The purchase department is one of the most important departments or the

backbone of the company. The entire department is integrated to the IT
department of the firm through Abromecks. The purchase management system
in Abrommecks handles collecting Quotations, preparing purchase orders and
invoices. This feature enable entering Quotation in the system or copy
documents from or automatically. User can also enter the request from the
purchase department to release; inter project transfer of materials and
materials issue. This module facilitates identification or check of whether
materials ordered in the P.O have arrived or not. User can enter transfer details
of the materials from one storage location to another. System based delivery
Chelan and invoice can be generated.

QUALITY CONTROL DEPARTMENT

The company continuously strives to achieve customer The Company has in

house quality control department. Laboratory of the company is equipped with
the latest technology equipments for measurement of strength &elongation for
each stage of production ie. From tape to finish’s woven sacks. If one were to
seek out a single word that embodied the spirit of the company, one can easily
find quality in the numerous facets ingrained and internalized into the
company.

Quality is deeply etched into every member of the company and

subsequently into the minds of their suppliers and is adhered to with utmost
dedication for BRMSCO quality speaks more than word and for same they have
a special quality management division spearheads the concept of total quality
management which inspects the product before and during process and
dispatching satisfaction by adhering to customer’s requirements of product
specifications and delivery at all times and a continuous improvement in
company’s working by effective implementation of established quality systems
through involvement of all employees and business associate. In order to
adhere to its objective of quality, the company has invested in state of the art
quality testing equipments for bags and is equipped with all necessary
equipments for maintaining quality as per international standards. Woven
fabric is tested for the strength with the help of the Tensile-testing machine
and the weight of the fabric is tested with the help of the electronic weighing
scale. In the finishing section the weight &length of the cut piece is checked.
Thereafter the printing quality is inspected. Post stitching the sack is inspected
for final Length and width, weight and strength as well as valve size.

INFORMATION TECHNOLOGY (IT) DEPARTMENT

The information technology department of the company would be

responsible for storing information, protecting information, processing the
information, transmitting the information as necessary , and later retrieving
information as necessary.

The IT department of the company handles the ERP solution software

Abromecks , where the MIS module integrate reports of all the other modules
which help management planning . Reports include client –wise ageing analysis
due, vendor payment ageing analysis ,Global trial balance, balance sheet and
monthly cost to company and HR reports like total hours worked in a month
taken employee –wise or day-wise.it also provides reports like current stock
status, monthly usage of material, value of stock in hand and value of finished
product in hand. Additionally it provides information on fast-moving products
so that the company can focus on the same. This helps future planning and cost
analyses.

​ORGANIZATION STRUCTURE
HR DEPARTMENT
 It mainly deals with maintaining personnel records and service
register. HR Dept deals with recruitment, selection, training and
development, wages and salary administration performance appraisal etc are
carried out by personal department. The attendance, salary and disciplinary
action are also controlled by personal departments as per the report coming
from the concerned department.
BRMSCO Garments Pvt Ltd has a good HR department and it maintains good
relations with employees. This helped the company to achieve tremendous
growth. All the employees’ related are managed by this department.

​STRUCTURE OF HR DEPARTMENT
 FUNCTION OF HR DEPATMENT
➢ Training and Development
Training and development refers to the imparting of specific skills, abilities, and
knowledge to an employee. Successful candidate placed on the job need
training to perform their duties effectively. In this organization the employees
get on the job training and apprenticeship.

➢ Promotion
The employees get their promotion on basis of their job in the company and
also based on their skills and ability. If an employee has ability to work better in
the organization he will be easily promoted.

➢ Wages and Salary

Wages and salary administration is properly controlled and maintained under
the HR Department the company gives wages for the employees as their work
and each one is getting their perfect wages for the overtime and the extra duty
carried out for the company. Extra bonuses are given by the company in the
festival seasons and equal incentives are given to each individual if the
company gets the profit above the maintained.

➢ Disciplinary action
The day to day functioning of the company in proper way is only due to the
discipline maintained in the company. Company never comprises with any
discipline action done by any individual related to the company. If any theft or
fraud happens in the company immediate action will be taken against the
 culprit, without any look on to the face, which results in the proper and
disciplinary functions of the company.

➢ Planning
Planning and decision making process are taken by the head of the
departments considering the views of other employees too.

➢ Office Times

​The working hours of BRMSCO Garments Pvt Ltd is 24Hr and provide 1 Hour
lunch break for office workers. Two tea breaks of ten minutes each for factory
employees.

➢ Communication
We follow an open communication between the employees and the
management. Employees can freely communicate with the management at any
time, they can share their ideas and if some problems occur to the employees
with immediate action management takes necessary steps to solve the matte,
which all results in the good human for the company.

➢ Welfare measures

​The company gives great consideration in the welfare of the employees. We

always believe that machines are not giving the output but it’s the human gives
output can made if proper welfare measures are given to the employees.
Culture program are being made in the company for creating unity between
employees and management. PF,TA and much are given to all the employees .
 The company always looks for giving good incentives for the employees every
month.

➢ Canteen facility

​A modernized canteen houses in the organization where 50 employees can

dine at a time. A canteen supervisor is appointed by the company to run the
canteen. Pure vegetarian food is provided to the employees free of cost three
times a day. The company gives prior consideration for supplying good quality
food all the times.

➢ Recruitment
Company is developing suitable techniques for attracting more and more
candidates. The present employees are recruitment through promotion and
transfer. Other sources are advertisement, recruiting agencies and so on.

SWOT ANALYSIS

SWOT ANALYSIS

STRENGTHS:

● World-wide Network

● Government Support.

● Grand Financial Sources of the Organization.

 ● Easy Availability of Labour

● No Direct Marketing to Individuals.

● Production at large scale.

● Fewer Competitors in the Private Sector

.
WEAKNESSES:

● Lack of Quick Availability of Raw Materials at the workplace.

● High Sensitivity of some products (like insulators)

● Inherent weakness of public sector undertakings.

● Political interference.

● Remote Locations
.

● Limited Capacity of Plants

.
OPPORTUNITIES:

● Managing Working Capital and Financial Sources.

● Managing Human Resource (Main Power).

● Expansion of Plant.

● Increasing Workers Participation in Management.

● Compete to Private Sector Firms.

● Provide better Quality Products to the Industry.

 ● To enhance better work –culture.

● Increasing Net Profit.

THREATS:

● Government policies of globalization and privatization.

● Government intention to create new PSOs for production of power project
● Increasing Labor Cost (Market Price).
● Increasing Political Interference in Internal matters of Company.
 CHAPTER IV
REVIEW OF THE LITERATURE
 Job satisfaction
Job satisfaction is the end of feeling of a person after performing a task. To the

extent that a person’s job fulfills his dominant needs and in consistent with his

expectations and values, the job will be satisfying .The feeling would be

positive or negative depending upon whether need is satisfied or not.

Job satisfaction is different from motivation and morale. Motivation refers to

the willingness to work. Satisfaction, on the other hand, implies a positive

emotional state. Morale implies general attitude towards work and work

environment. It is a group phenomenon whereas job satisfaction is an

individual feeling. Job satisfaction may be considered a dimension of morale

and morale could also be a source of satisfaction.

Attitudes are précis- positions that make the individual behave in a particular

way. Job satisfaction, on the contrary, is the end feeling which may influence

subsequent behavior. Thus, job satisfaction is an employee’s general attitude

towards his job.

Determinants of Job Satisfaction:

According to Abraham A. Karman, there are two types of variables which

determine the job satisfaction of an individual. These are:
1) Organizational variables

2) Personal Variables.

Organization Variable:

1)Occupational Level:

The higher the level of the job, the greater is the satisfaction of the individual. This
is because higher level jobs carry greater prestige and self control.

2)Job Content:

Herzberg suggested that job content in term of achievement, recognition,

advancement, responsibility and the work itself tend to provide satisfaction but
their absence does not cause dissatisfaction. Where the job is less repetitive and
there is variation in job content, job satisfaction tends to higher.

Specialization increases repetitiveness leading to boredom and monotony. But

greater variety of tasks may not increases satisfaction unless the tasks form a
unified, integrated and meaningful whole. Greater the variation in job content and
the less repetitiveness with which the tasks must be performed, the greater is the
satisfaction of the individual involved. I

3​) Considerate Leadership:

People like to be treated with consideration. Hence considerate leadership results in
higher job satisfaction than inconsiderate leadership.

4) ​Pay and Promotional Opportunities:

All other things being equal these two variables are positively related to job
satisfaction.

5) ​Interaction in the work group:

Man is social animal and likes to be associated with others interaction in the work
group help to satisfy social and psychological needs and, therefore, isolated
workers tend to be dissatisfied. Job satisfaction is generally high when an
individual is accepted by his peers and he has a high need for affiliation.

Personal Variables:

For some people, it appears most jobs will be dissatisfying irrespective of the
organizational condition involved, whereas for others, most jobs will be satisfying.
Personal variables like age, educational level, sex, etc. are responsible for this
difference.

(1) Age​:

Some research studies reveal a positive correlation between age and job
satisfaction. Workers in an advanced age group tend to be more satisfied probably
because they have adjusted with their job conditions. However, there is a sharp
decline after appoint perhaps because an individual aspires for better and more
prestigious jobs in the later years of his life.

(2) Educational Level:

Generally more educated employees tend to be less satisfied with their job
probably due to their higher job aspiration .However, research does not yield
conclusive relationship between these two variables.

(3​) Role Perception​:

Different individuals hold different perceptions about their role, i.e. the kind of
activities and behaviors they should engage in to perform their job successfully.
Job satisfaction is determined by this factor also. The more accurate the role
perception of an individual, the greater his satisfaction.

(4)​Sex​:

One study revealed that women are satisfied than men due to fewer job
opportunities for female workers may be more satisfied due to their lower
occupational aspiration.

(5)​Marital status:
The general impression is that married employees and employees having more
dependents tend to be more dissatisfied due to their greater responsibilities. But
such employees may be more satisfied because they value their jobs more than
unmarried workers.

Some other determines of job satisfaction are as follows:

(1) General Working Conditions.

(2) Grievance handling procedure.

(3) Fair evaluation of work done.

(4) Job security

(5) Company prestige.

(6) Working hours etc.

THEORIES OF JOB SATISFACTION

The main theoretical approaches to job satisfaction are as follows:

● Need fulfillment theory

● Equity theory
● Two factor theory
 ● Discrepancy theory
● Equity discrepancy theory

NEED FULFILLMENT THEORY

According to this theory a person is satisfied when he gets from his job what he
wants. The more he wants something or the more important it is to him, the more
satisfied he is when he received it. In other words, “job satisfaction will vary
directly with the extent to which those needs of an individual which he can satisfy
are actually satisfied. Vroom views satisfaction in terms of the positively valued
outcomes that a job provides to a person. Thus, job satisfaction is positively related
to the degree to which one’s needs are fulfilled. The fulfillment theory suffers from
a major drawback. Satisfaction is a function of not only what a person receives but
what he feels he should receive. What may satisfy one individual may not satisfy
the other due to difference in their expectations. The strength of an individual’s
desire or his level of inspiration is an important determinant of job satisfaction.
Thus, job satisfaction is a function of the degree to which the employee’s needs are
fulfilled in the job situation.

EQUITY THERORY

Under this theory, it is believed that a person’s job satisfaction

depend upon his perceived equity as determined by his input-output balance
in comparison with the input-output balance of others. Every individual
compares his rewards with those of a ‘reference group’. If he feels his reward
Are equitable in comparison with others doing similar work, he feels satisfied.
Job s​ atisfaction is thus a function of the degree to which job characteristics
meet the desires of the reference group. For example one study of the effects
of community features on job satisfaction revealed that workers living in a well
to do neighborhoods felt less satisfied than those living in poor neighborhood.
Equity theory takes into account not only the needs of an individual but also
the opinion of the reference group to which the individual looks for guidance.

TWO FACTORS THEORY

Frederick Herzberg and his colleagues developed the two factor theory.
According to this theory satisfaction and dissatisfaction are interdependent of
each other and exist on a separate continuum. One set of factors known as
hygiene factors (company policy, administration, supervision, pay, working
conditions and interpersonal relations) act as dissatisfies. Their absence causes
dissatisfaction but their presence does not result in positive satisfaction. The
other set of factors known as satisfiers (achievement, advancement,
recognition, work itself and responsibility) lead to satisfaction.

Several studies designed to test the two factor theory provide little support to
this theory. The same factor may serve as a satisfier for one but a dissatisfier
for another. It appears from this theory that a person can be satisfied and
dissatisfied at the same time.
 DISCREPANCY THEORY

According to this theory job satisfaction depends upon what a

person actually receive from his job and what he expects to receive. When the
rewards actually received are less than the expected rewards it causes
dissatisfaction. In the words of Locke, “job satisfaction and dissatisfaction are
functions of perceived relationship between what one wants from one’s job
and what one perceives it is actually offering . in other words, satisfaction is the
difference between what one actually received and what he feels he should
receive .This theory fails to reveal whether over-satisfaction is or is not a
dimension of dissatisfaction and if so, how does it differ from dissatisfaction
arising out of the situation when received outcomes are less than the outcomes
one feels he should receive.

EQUITY DISCREPANCY THEORY

This is a combination of equity and discrepancy theories. Lawler has adopted

the difference approach of discrepancy theory rather than the ratio approach
of equity theory. From equity theory the concept of comparison has been
selected to serve as an intervening variable. Under this theory satisfaction is
defined as the difference between the outcomes that one perceives he actually
received and outcomes that one feels he should receive in comparison with
others. When the individual feels that what he actually received is equal to
what he perceives he should receive there is satisfaction. Thus, an individual’s
reception of his reward is influenced by more than just the objective amount of
that factor. Because of this psychological influence the same amount of reward
often can be seen quite differently by two people, to one it can be a larger
amount, while to another person it can be a small amount.

This model reveals that a person’s perception what he should

receive is influenced by the inputs and outputs of others. If his inputs are
similar to those of referent groups but his outcomes are less he is likely to be
dissatisfied. Lawler suggests that those individuals are likely to be more
satisfied who perceive:

● Their inputs are low;

● Their jobs are less demanding;
● Their reference groups have less favorable input –output balance;
● They are receiving a high outcome level;
● Their referent groups are receiving less output.

SOCIAL REFERNCE GROUP THEORY

Reference group defines the way an individual looks at the world. According
to this theory job satisfaction occurs when the job meets the interest, desires
and requirements of a person’s reference group. In other words, job
satisfaction is a function of the degree to which the meets the approval of the
group to which the individual looks for guidance in evaluating the world and
defining social reality.

The social reference group theory is similar to the need

fulfillment theory except that it takes into account not the desires, needs and
interests of the given individual but rather the point of view and opinion of the
groups to whom the individual look s for guidance. This theory is an incomplete
explanation to the extent some people are independent of group opinions and
group pressure.

DIMENSIONS OF JOB SATISFACTION

Job satisfaction is a result of employee’s perception of how well their job
provides those things that are view as important frequently studied attitude.
The important dimensions of job satisfaction are;

1. Job satisfaction cannot be seen, it can only inferred. It relates to one’s

feelings towards one’s job.
2. Job satisfaction is often determined by how well outcomes meet the
expectations. If the employees working in the organization feel that they
are working much harder than others in the department but are
receiving lower rewards, they will be dissatisfied and have a negative
attitude towards the job, the boss and the co-workers. On the other
hand, if they feel that they are being paid equitably and treated well by
the organization, they will be satisfied with their jobs and will have
positive attitude
3. Job satisfaction and job attitudes are typically used inter changeably.
Positive attitudes towards the jobs are conceptually equivalent to job
satisfaction and negative attitudes towards the indicate Job
dissatisfaction.
 EFFECT OF THE JOB SATISFACTION
Research as concluded that there is a relationship between job
satisfaction and performance of the employee thus, job satisfaction or
dissatisfaction is an important concerns of the management. High job
satisfaction may leads to improve attendance, improve productivity decreased
turnover and reduce accidents, less jobs stress and unionization. Job
satisfaction produced low morale among workers and low morale at work is
highly undesirable. Effects of the job satisfaction are;

JOB SATISFACTION AND PRODUCTIVITY

​There is a controversy in the relationship between satisfaction and

productivity for a long period of time. All though majority of people believe
that there is a positive relationship, but research evidence concludes that there
is no strong relationship between these two. An employee who is a poor
performer will get less reward and will be less satisfied with his job experience.

​ JOB SATISFACTION AND EMPLOYEE TURNOVER

​Unlike the​ ​relationship between satisfaction and performance, research

has concluded a moderate relationship between job satisfaction and turnover.
Higher employee’s turnover is a matter of concern for the management as it
disrupts the normal operation and continuous replacement of employees who
leave the organization is costly and technically undesirable. Managerial concern
is mostly for the turnover that arises because of job satisfaction. The employer
thus, tries to keep the employee on their job to minimize the turnover. Though,
high job satisfaction in itself cannot keep the turnover low, but considerable
job dissatisfaction will definitely increase employee turnover.

JOB SATISFACTION AND ABSENTEEISM

It has been conclusively proved that there is an inverse relationship between

job satisfaction and absenteeism. When satisfaction is high, absentees is law
and when satisfaction is low, absenteeism is high. Less satisfied employee are
more likely to be absent from work due to avoidable reasons. Management
must be concerned with voluntary absenteeism, because it is related to job
satisfaction.

JOB SATISFACTION AND UNION ACTIVITIES

It has been proved that satisfied employees are generally not interested in
unions and they do not perceives them as necessary. The employees join the
union because they feel that individually they are unable to influence changes
that would eliminate the causes of job satisfaction. Low level of dissatisfaction
result in only grievance while higher levels of dissatisfaction will result in
employee strike.

JOB SATISFACTION AND SAFETY

When peoples are dissatisfied with their jobs, company and supervisors, they
are more prone to experience accidents. And underline reasons for this is that
dissatisfaction is takes one’s attention away from the task at hand and leads
directly to accidents.

OTHER EFFECT OF JOB SATISFACTION

In addition, there are a number of other effects both about buy high job
satisfaction. Highly satisfied employees tend to have better physical and mental
health, learn the new job workers, helping customers etc…. such behavior will
improve unit performance and organizational effectiveness.

BENEFITS OF JOB SATISFACTION

​A job satisfaction survey is a procedure by which employee report their

feelings towards job and work environment. Individual responses are then
combined and analyzed. If jobs satisfaction studies are properly planned and
administered, they usually produce a number of important benefits, both
general and specific.

MONITORING ATTITUDES

​One of the benefits of attitude studies is that they give management an

indication of general levels of satisfaction in a company. Surveys also indicate

​ r dissatisfaction and the particular group

the specific area of job satisfaction o
of employees. The survey is a powerful diagnostic instrument for assessing
board employee problems.

ADDITIONAL BENEFITS

Surveys have many other benefits as well. The flow of communication in all
directions will be improved as people plan the survey and discuss its results.
Surveys can serve as a safety value, or emotional release, for people to get
things off their chests and later feel better about them. Training needs can be
identified, since employee can report how well they feel supervisor performs
certain parts of the job, such as delegating works and giving adequate
instructions. Surveys can also help management to plan and monitor new
programs by getting feedback on proposed changes in advances and
conduction a follow –up surveys to evaluate the actual response.

IDEAL SURVEY CONDITIONS

Surveys are mostly to produce some of the benefits reviewed above when the
following conditions are met;

● Top management activity supports the survey

● Employees are fully involved in planning the survey

● A clear​ ​objective exists for conducting the survey

● The study is designed and administered in a manner consistent with standard

for sound research
● Management is capable of taking and to take follow up action
● Both the results and action plans are communicated to employees
 SURVEY DESIGN AND FOLLOW UP
A systematic approach to conducting survey involves general managers need to
identify a purpose for the attitude assessment, obtain top management and
union support, and development the measurement instrument. Immediate
steps consist of administering the survey followed by tabulating and analyzing
the results. Conclusions should be communicated to the participants soon
afterwards, and action plans need to be developed by groups of employees and
managers working together, and then achieved.
 CHAPTER V

RESEARCH METHODOLOGY

Research
​

Research​ is a careful and detailed study into a specific problem, concern, or

issue using the scientific method. It's the adult form of the science fair projects
back in elementary school, where you try and learn something by performing
an experiment. This is best accomplished by turning the issue into a question,
with the intent of the research to answer the question. Research can be about
anything, and we hear about all different types of research in the news.
 The research design used for this study is of the descriptive type. Descriptive
research studies are those studies which are concerned with describing the
characteristics of a particular individual or a group.

Methodology
​

Methodology is the systematic, theoretical analysis of the methods applied to a

field of study. It comprises the theoretical analysis of the body of methods and
principles associated with a branch of knowledge. The methodology followed
for conducting the study includes the specification of research design, sample
design, questionnaire design, data collection and statistical tools used for
analyzing the collected data

RESEARCH METHODOLOGY
​The process used to collect information and data for the purpose of making
business decisions. The methodology may include publication research,
interviews, surveys and other research techniques, and could include both
present and historical information. ​A ​research method​ is a systematic plan for
conducting research. Sociologists draw on a variety of both ​qualitative​ and
quantitative​ research methods, including experiments, survey research,
participant observation, and secondary data. Quantitative methods aim to
classify features, count them, and create statistical models to test hypotheses
and explain observations. Qualitative methods aim for a complete, detailed
description of observations, including the context of events and circumstances.

Research Design
Research design is the plan, structure and strategy of investigation conceived so as to
obtain answer to research questions and to control variance.
There are three types of research design that researcher can opt for.
1. Exploratory
2. Descriptive
3. Causal
Out of the three available research design the researcher went for the Descriptive
research design which is suitable to answer the research question and give proper
fulfillment of research objectives in this study.

Descriptive research
Descriptive research​ is used to describe characteristics of a population or
phenomenon being studied. It does not answer questions about
how/when/why the characteristics occurred. ... Thus, ​descriptive research
cannot be used to as the basis of a causal relationship, where one variable
affects another. ​Descriptive research does not fit neatly into the definition
of either quantitative or qualitative research methodologies, but instead
it can utilize elements of both, often within the same study. The term
descriptive research refers to the type of research question, design, and
data analysis that will be applied to a given topic. Descriptive statistics
tell what is, while inferential statistics try to determine cause and effect.

​Sampling design
Sampling​ method refers to the rules and procedures by which some elements
of the population are included in the ​sample​. Some common ​sampling
methods are simple random ​sampling​, stratified ​sampling​, and cluster
sampling​. The estimation process for calculating ​sample​ statistics is called the
estimator. There are different types of sample designs based on two factors
viz., the representation basis and the element selection technique. On the
representation basis, the sample may be probability sampling or it may be
non-probability sampling. Probability sampling is based on the concept of
random selection, whereas non-probability sampling is ‘non-random’ sampling.
On element selection basis, the sample may be either unrestricted or
restricted. When each sample element is drawn individually from the
population at large, then the sample so drawn is known as ‘unrestricted
sample’, whereas all other forms of sampling are covered under the term
‘restricted sampling’. Thus, sample designs are basically of two types’ viz.

● Probability sampling
● Non-probability sampling and

We take up these two designs separately.

 Probability Sampling
Probability sampling​ technique is one in which every unit in the population
has a chance of being selected in the sample. This probability can be accurately
determined.

Probability sampling is also known as ‘random sampling’ or ‘chance sampling’.

Under this sampling design, every item of the universe has an equal chance of
inclusion in the sample. It is, so to say, a lottery method in which individual
units are picked up from the whole group not deliberately but by some
mechanical process. Here it is blind chance alone that determines whether one
item or the other is selected. The results obtained from probability or random
sampling can be assured in terms of probability i.e., we can measure the errors
of estimation or the significance of results obtained from a random sample, and
this fact brings out the superiority of random sampling design over the
deliberate sampling design. Random sampling ensures the law of Statistical
Regularity which states that if on an average the sample chosen is a random
one, the sample will have the same composition and characteristics as the
universe. This is the reason why random sampling is considered as the best
technique of selecting a representative sample.

Most frequently used Probability sampling are,

 Simple random sample

Systematic sample

Stratified sample

Cluster sample

​Non-probability sampling
​Non-probability sampling is that sampling procedure which does not afford any
basis for estimating the probability that each item in the population has of
being included in the sample. Non-probability sampling is also known by
different names such as deliberate sampling, purposive sampling and judgment
sampling. In this type of sampling, items for the sample are selected
deliberately by the researcher; his choice concerning the items remains
supreme. In other words, under non-probability sampling the organizers of the
inquiry purposively choose the particular units of the universe for constituting a
sample on the basis that the small mass that they so select out of a huge one
will be typical or representative of the whole. For instance, if economic
conditions of people living in a state are to be studied, a few towns and villages
may be purposively selected for intensive study on the principle that they can
be representative of the entire state. Thus, the judgment of the organizers of
the study plays an important part in this sampling design.

Non- probability sampling is that sampling procedure which does not afford
any basis for estimating the probability that each item in the population has of
being included in the sample.
 ● Judgment sampling
● convenient sampling
● quota sampling
● snowball sampling

Sampling method
In this research systematic sampling method is used to collect the primary data
by using questionnaire.

SYSTEMATIC SAMPLING

Systematic sample is ​selected at random sampling. When a complete

list of the population is available, this method is used. if sample of 10
students is to be selected from 100 students, under this method k-th
item is picked up from the sample frame and k is the sample interval.

​POPULATION SIZE

The overall population size is 250.

SAMPLE SIZE

The total sample size of 50 has been taken for this study. Both
male and female employees have been interviewed.
Methods of Data Collection

Data collection can be divided into two categories –primary and

secondary

Primary Data Collection

The primary data are those, which are collected afresh and for the 
first time and thus happen to be original in character. The primary 
data 
were collected through well-designed and structured 
questionnairesbased on the objectives​. 

Primary data collection methods can be divided into two groups:

quantitative and qualitative.

Quantitative data collection methods are based in mathematical

calculations in various formats. Methods of quantitative data collection
and analysis include questionnaires with closed-ended questions,
methods of correlation and regression, mean, mode and median and
others.

Qualitative research methods, on the contrary, do not involve numbers

or mathematical calculations. Qualitative research is closely associated
with words, sounds, feeling, emotions, colors and other elements that are
non-quantifiable. Qualitative studies aim to ensure greater level of depth
of understanding and qualitative data collection methods include
interviews, questionnaires with open-ended questions, focus groups,
observation, game or role-playing, case studies etc. Your choice between
quantitative or qualitative methods of data collection depends on the
area of your research and the nature of research aims and objectives.

These may be:

(i) Observation method,
(ii) Interview method,
(iii) Questionnaire method, and
(iv) Schedule method.
i. Observation Method:
In observation method, the information is sought by way of
investigator’s own direct observation without asking from the
respondent. The main advantage of this method is that it is free from
subjective biasness, as it is free from respondent’s willingness. It is,
however, an expensive and time consuming method. Moreover, the
information provided by this method is very limited and some of the
more busy people like executives may not be accessible to direct
observation.
ii. Interview Method:
Primary data may be collected either through personal interviews or

through telephonic interviews:

(a) In the personal interviews the interviewer asks questions generally

in a face to face contact. Through interview method more and

reliable information may be obtained. Personal information can be

obtained easily under this method. It is, however, a very expensive

and time consuming method, especially when large and widely

spread geographical sample is taken. Certain types of respondents,

such as officials, executives or people of high income groups, may

not be easily accessible.

(b) In this method, the respondent may give wrong and imaginary

information. For effective interview there should be a good rapport

with respondents which is often very difficult to develop. For a

good result the interviewer’s approach should be friendly,

 courteous, conversational and unbiased for which a proper training

is required.

(c) In telephonic interviews contact is made with the respondents

through telephone.

The main merits of telephonic interviews are:

(i) It is more flexible and faster than other methods.

(ii) It is cheaper and less time consuming.

(iii) Recall is easy and replies can be recorded without causing

embarrassment to respondents.

(iv) At times, access can be made to respondents who otherwise

cannot be contacted for one reason or the other.

(v) No staff is required and wider representation of sample is

possible.

(vi) This method also has several weaknesses. For example, the

surveys are restricted to respondents who have telephonic

facilities and little time is given to respondents for considered

 answers. It is not suitable for intensive surveys where

comprehensive answers are required for various questions.

iii. Questionnaire Method:

In this method a questionnaire is mailed to the person concerned with a

request to answer the questions and return the questionnaire. This

method is most extensively applied in various researches of human and

economic geography.

The main merits of this method are given below:

I. There is low cost even when the universe is large and is

widespread geographically.

II. It is free from bias of interviewer as answers are respondent’s own

words.

III. Respondents, who are not easily approachable, can also be reached

conveniently. Moreover, respondents are given enough time to

give well thought answers.

The main demerits of this method are:

I. Low rate of return of the duly filled questionnaires.

II. It can be used only when the respondents are educated and

cooperative.

III. The control of the questionnaire may be lost once it is sent.

IV. It is difficult to know whether willing respondents are truly

representative.

V. This method is likely to be the slowest of all.

iv. Schedule Method:

This method of data collection is very much like the collection of data

through questionnaires, with little difference that lies in the fact that

schedules (Performa containing a set of questions) are being filled in by

the enumerators who are specially appointed for this purpose.

Enumerators explain the aims and objects of the investigation and also
remove the difficulties which any respondent may feel in understanding

the implications of a particular question.

This method is very useful in extensive enquiries and can lead to fairly

reliable results. It is, however, very expensive and is usually adopted in

investigations conducted by governmental agencies or by some

organizations. Population census all over the world is conducted through

this method.

For the selection of an appropriate method, the objective, nature and

scope of study, the availability of time and funds, and the level of

precision required are to be taken into consideration.

Secondary data collection

Secondary data is a type of data that has already been published in

books, newspapers, magazines, journals, online portals etc. There is an

abundance of data available in these sources about your research area in

business studies, regardless of the nature of the research area. Therefore,

application of appropriate set of criteria to select secondary data to be

used in the study plays an important role in terms of increasing the levels

of research validity and reliability.

These criteria include, but not limited to date of publication, credential

of the author, reliability of the source, quality of discussions, depth of

analyses, extent of contribution of the text to the development of the

research area etc

The secondary data are readily available from the other sources and as

such, there are no specific collection methods. The researcher can obtain

data from the two sources .

● internal

● external

There are several external sources from where the secondary data can be

collected. These are:

● Government censuses, like the population census, agriculture

census, etc.
 ● Information from other government departments, like social

security, tax records, etc.

● Business journals

● Social Books

● Business magazines

● Libraries

The internal sources of secondary data are:

● Sales Report

● Financial Statements

● Customer details, like name, age, contact details, etc.

● Company information

● Reports and feedback from a dealer, retailer, and distributor

● Management information system

The secondary data can be both qualitative and quantitative. The

qualitative data can be obtained through newspapers, diaries, interviews,

transcripts, etc., while the quantitative data can be obtained through a

survey, financial statements and statistics.

One of the advantages of the secondary data is that it is easily available

and hence less time is required to gather all the relevant information.

Also, it is less expensive than the primary data. But however the data

might not be specific to the researcher’s needs and at the same time is

incomplete to reach a conclusion. Also, the authenticity of the research

results might be skeptical.

Simple Random Sampling

Simple random sampling​ is the basic sampling technique where we select a group

of subjects (a sample) for study from a larger group (a population). Each individual

is chosen entirely by chance and each member of the population has an equal

chance of being included in the sample. Every possible sample of a given size has

the same chance of selection.

(​Definition taken from Valerie J. Easton and John H. McColl's S​ tatistics Glossary

v1.1)​
Stratified Random Sampling

There may often be factors which divide up the population into sub-populations

(groups / strata) and we may expect the measurement of interest to vary among

the different sub-populations. This has to be accounted for when we select a

sample from the population in order that we obtain a sample that is

representative of the population. This is achieved by ​stratified sampling​.

A stratified sample is obtained by taking samples from each stratum or sub-group

of a population.

When we sample a population with several strata, we generally require that the

proportion of each stratum in the sample should be the same as in the population.

Stratified sampling techniques are generally used when the population is

heterogeneous, or dissimilar, where certain homogeneous, or similar,

sub-populations can be isolated (strata). Simple random sampling is most

appropriate when the entire population from which the sample is taken is

homogeneous. Some reasons for using stratified sampling over simple random

sampling are:
a) The cost per observation in the survey may be reduced;

b) estimates of the population parameters may be wanted for each sub-population;

c) increased accuracy at given cost.

Example

Suppose a farmer wishes to work out the average milk yield of each cow type in

his herd which consists of Ayrshire, Friesian, Galloway and Jersey cows. He could

divide up his herd into the four sub-groups and take samples from these.

Multistage Random Sampling

A ​multistage random sample​ is constructed by taking a series of simple random

samples in stages. This type of sampling is often more practical than simple

random sampling for studies requiring "on location" analysis, such as

door-to-door surveys. In a multistage random sample, a large area, such as a

country, is first divided into smaller regions (such as states), and a random sample

of these regions is collected. In the second stage, a random sample of smaller

areas (such as counties) is taken from within each of the regions chosen in the

first stage. Then, in the third stage, a random sample of even smaller areas (such

as neighborhoods) is taken from within each of the areas chosen in the second
stage. If these areas are sufficiently small for the purposes of the study, then the

researcher might stop at the third stage. If not, he or she may continue to sample

from the areas chosen in the third stage, etc., until appropriately small areas have

been chosen.

Lottery Method
The lottery method of choosing a random sample only works well with small
sample populations, as it is simply impractical for use with larger populations. An
example of using the lottery method would be selecting a random sample from a
group with 100 members by writing all the names down on pieces of paper, and
then having a blindfolded researcher select names out of a hat until he has enough
for the random sample size.
 Chapter VI

​DATA ANALYSIS AND

INTERPRETATION

 
 
 
 
After data have been collected, the researcher turns to the task of analyzing 
them. The analysis of data requires a number of closely related operations such 
as establishment of categories, the application of these categories to raw data 
through tabulation and drawing statically inferences. 
Tabulation is the part of technical procedure where in the classified data are put 
in the form of tables. After analyzing the data, the researcher should have to 
explain the findings on the basis of some theory. It is known as interpretation. 
The data has been collected from 100 employees of BRMSCO Garments pvt ltd, 
through questionnaire. 
The data thus collected was in the form of master table. That made possible 
counting of classified data easy. From the master table various summery tables 
were prepared. They have been presented along with their interpretation in this 
manner.  

TABLE -1
1. From how many years have you been working with BRMSCO Garments?

Responses No of respondents % of respondents

0-3 years 5 10
3-5 years 10 20
5-7 years 5 10
More than 7 years 30 60
Total 50 100
Interpretation

From the above table show that 60% of employees have working experience more
than 7 years, 10%of the employees 0-3 years are working, 20% of the employees
3-5 years are working and 10% of the employees 5-7 years are working in this
institution.

TABLE -2
2. How is the working Environment?

0 Participative 0 autonomy 0 whimsical

Responses No of % of
respondents respondents
Participative 30 60
autonomy 10 20
whimsical 10 20
Total 50 100
Interpretation

It is inferred that the 60% of the employees participative, 20% of the employees
autonomy and 20% of the employees whimsical with their workplace.

TABLE -3

3. Your work is according to your qualification and skills.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 20 40
Agree 10 20
disagree 10 20
strongly disagree 10 20
Total 50 100
Interpretation

From the above table 40% of employees strongly agree with their working
qualification and skills,20% of the employees agree ,20% of the employees
disagree and 20% of the employees are strongly disagree with their working
qualification and skills in this institution.

TABLE -4
4. Employees are satisfied with the top Management.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 30 60

Agree 5 10

disagree 5 10

strongly disagree 10 20
Total 50 100

Interpretation

From the above table 60% of employees are strongly satisfied the working
relationship with their superior and 10% satisfied, 10% disagree and 20% is
strongly disagreed.

​ TABLE -5
5. Working hours at BRMSCO Garments is satisfactory.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 20 40

Agree 10 20

disagree 10 20
strongly disagree 10 20

Total 50 100

Interpretation

From the above table 40% of employees are strongly satisfied with the working
hour and 20% agreed, 20% disagreed and 20% is strongly disagreed.

​ TABLE -6
6. “Employees in the organization have necessary authority to perform their
duties effectively”.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 35 70

Agree 5 10
disagree 5 10

strongly disagree 5 10

Total 50 100

Interpretation

From the above table 70% of employees are strongly satisfied with the working
authority and 10% agreed, 10% disagreed and 10% is strongly disagreed.

TABLE -7
7. “Organization organizes counseling programs for the employees regularly”.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 20 40

Agree 10 20
disagree 10 20

strongly disagree 10 20

Total 50 100

Interpretation

From the above table 40% of employees are strongly satisfied counseling program
and 20% agreed, 20% disagreed and 20% is strongly disagreed with their
institution.

TABLE -8
8. “Employees in BRMSCO Garments share experience to help each other”.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 15 30

Agree 15 30
disagree 10 20

strongly disagree 10 20

Total 50 100

Interpretation

From the above

table 30% of
employees are
strongly agreed
to share
experience to
each other’s
and 30%
agreed, 20%
disagreed and 20% is strongly disagreed with their institution.

TABLE -9
9. “Employees get Appreciation and rewards if the desired work / targets are
accomplished”.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 10 20

Agree 20 40

disagree 10 20
strongly disagree 10 20

Total 50 100

Interpretation

From the above table 20% of employees are strongly agree to get appreciation
and rewards and 40% agreed, 20% disagreed and 20% is strongly disagreed with
their institution.

TABLE -10
10. “Company has good career prospect for its employees”.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 25 50

Agree 10 20

disagree 5 10
strongly disagree 10 20

Total 50 100

Interpretation

From the above table 50% of employees are strongly agree to get good career
prospect and 20% agreed, 10% disagreed and 20% is strongly disagreed with their
institution.

TABLE -11
11. “Physical working condition in the Company is satisfactory”.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 20 40

Agree 10 20

disagree 10 20
strongly disagree 10 20

Total 50 100

Interpretation

From the above table 40% of employees are strongly agreed with the physical
conditions and 20% agreed, 20% disagreed and 20% is strongly disagreed with
their institution.

TABLE -12
12. “Top management involves employees in the management decisions”.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 35 70

Agree 5 10

disagree 5 10
strongly disagree 5 10

Total 50 100

Interpretation

From the above table 70% of employees get chance to be involved in decision
making, 10% agreed, 10% disagreed and 10% is strongly disagreed with their
institution.

TABLE -13
13. “Welfare facilities provided to the employees by the organization are
satisfactory”.

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 10 20

Agree 20 40
disagree 10 20

strongly disagree 10 20

Total 50 100

Interpretation

From the above table 20% of employees are strongly agreed and the welfare
facilities provided by the company and 40% agreed, 20% disagreed and 20% is
strongly disagreed with their institution.

TABLE -14

14. Which of the following factors which motivates you most?

0 Promotion 0 salary 0Leave 0 Recognition 0 Motivational talks

Responses No of respondents % of respondents

Promotion 10 20
Salary 15 30
Leave 5 10
Recognition 5 10
Motivational talks 15 30
Total 50 100

Interpretation

From the above table it is quite clear that employees are satisfied with their
chances for promotions as 20%,30% as salary ,10% as leaves and 10%a as
recognition and 30% as motivational skills.

TABLE -15

15. Company provides satisfactory Salary according to the Work.

0 Highly satisfied 0 Satisfied 0 Average 0 Dissatisfied

Responses No of respondents % of respondents

Highly satisfied 20 40
satisfied 10 20
Average 10 20
Dissatisfied 10 20
Total 50 100

Interpretation

From the above table 40% of employees are strongly agreed satisfactory salary
and 20% agreed, 10% disagreed and 20% is strongly disagreed with their
institution.

TABLE -16

16. Rate your Overall Satisfaction with your Job?

0 Highly Satisfied 0 Satisfied 0 Average 0 Dissatisfied

Responds No of respondents % of respondents

Highly satisfied 35 70
satisfied 5 10
Average 5 10
Dissatisfied 5 10
Total 50 100

Interpretation

From the above table 70% of employees are strongly agreed overall satisfactory
with their institution and 10% agreed, 10% disagreed and 10% is strongly
disagreed with their institution.

TABLE -17
17. Overall, how satisfied are you with your position at BRMSCO Garments?

0 Highly satisfied 0 Satisfied 0 Average 0 Dissatisfied

Responds No of respondents % of respondents

Highly satisfied 35 70
satisfied 5 10
Average 5 10
Dissatisfied 5 10
Total 50 100

Interpretation

From the above table 70% of employees are strongly agreed with their positions
and 10% agreed, 10% disagreed and 10% is strongly disagreed with their
institution.

TABLE -18
18. Do you feel that employees are recognized as individuals?

0 Strongly agree 0 Agree 0 disagree 0 strongly disagree

Responses No of respondents % of respondents

Strongly agree 20 40

Agree 10 20
disagree 10 20

strongly disagree 10 20

Total 50 100

Interpretation

From the above table 40% of employees are strongly agreed to provide
recognition each individuals and 20% agreed, 20% disagreed and 20% is strongly
disagreed with their institution.

TABLE -19

19. How motivated are you to see the company succeed?

0 Very motivated 0Somewhat 0 Not very motivated

Responds No of respondents % of respondents

Very motivated 20 40
somewhat 20 40
Not very motivated 10 20
Total 50 100

Interpretation

From the above table 40% of employees are very motivated company success and
40% as somewhat, 20% as not motivated with their institutional success.

TABLE -20
20. Do you take part in your company’s functions /celebration/ program?
Definitely

0 Yes 0 No

Responds No of respondents % of respondents

Yes 25 50
No 25 50
Total 50 100
Interpretation

From the above table 50% of employees are strongly agreed with the part of
company’s functions, celebrations and programs and 50% is strongly disagreed
with their institutional functions, celebrations and programs.

TABLE -21
21. Would you advise a friend to apply for a job at this company?

0 Definitely 0 probably 0Not sure 0 probably not 0definitely not

Responds No of % of respondents
respondents
Definitely 10 20
probably 10 20
Not sure 10 20
probably not 10 20
definitely not 10 20
Total 50 100
Interpretation

From the above table all the respondents are equally talk about the advice for
their job with in the institution.

TABLE -22
22. Opinion about the rules and regulation formed by the company?

0 Highly satisfied 0 Satisfied 0 Average 0 Dissatisfied

Responds No of respondents % of respondents

Highly satisfied 20 40
satisfied 5 10
Average 20 40
Dissatisfied 5 10
Total 50 100
Interpretation

From the above table 40% of employees are strongly satisfied with
implementation of rules and regulations and 10% of respondents are satisfied,
40% of respondents are average satisfied and 10% of respondents are dissatisfied
with their institution.

TABLE -23
23. How do you feel the smooth relationship with your employers and
co-workers?

0 Highly satisfied 0 Satisfied 0 Average 0 Dissatisfied

Responds No of respondents % of respondents

Highly satisfied 35 70
satisfied 5 10
Average 5 10
Dissatisfied 5 10
Total 50 100
Interpretation

From the above table 70% of employees are strongly satisfied with their
relationship between employers and co-workers and 10% of respondents are
satisfied, 10% of respondents are average satisfied and 10% of respondents are
dissatisfied with their institutional relationship.

TABLE -24
24. Are you satisfied with the bonus and incentives policies?

0 Highly satisfied 0 Satisfied 0 Needs improvement

Responds No of respondents % of respondents

Highly satisfied 35 70
satisfied 5 10
Needs improvement 10 20
Total 50 100
Interpretation

From the above table 70% of employees are strongly satisfied with their bonus
and incentives and 10% of respondents are satisfied, 20% of respondents are
need improvements with their institution.

TABLE -25

25. How flexible is the company with respect to your family responsibilities?

0 Very inflexible 0 somewhat inflexible 0neither 0somewhat flexible

1 very flexible

Responds No of respondents % of respondents

Very inflexible 10 20
somewhat inflexible 10 20
Neither 10 20
somewhat flexible 20 40
Total 50 100
Interpretation

From the above table 20% of employees are very inflexible with respect of family
responsibilities and 20% of respondents are somewhat inflexible, 20% of
respondents are neither respect of family and 40% of respondents are somewhat
flexible with their institution.
CHAPTER VII
FINDINGS, SUGGESTIONS AND CONCLUSIONS
FINDINGS

The success of every organization depends on the employee is satisfied the most
the performance will be up to the satisfactory level. Here most of the employees
are having satisfaction of their work.

Job can be always performed to a satisfactory level. If all the adequate

information is available to the employee’s .Here most of the employees are
satisfied with the channel of the communication &information low with team
work & cooperation, any difficult work can be done with case. But there is little
ambiguity present in the employees about the communication to the
superiors/supervisors in the work place.

Authority and delegation are the decentralized process which gives equal
responsibility to each and every employee. In the organization most of the
employees are satisfied with their work load in organization & they are clear
about their roles& responsibilities, also the every department having their own
superiors for better guidance.

Training gives the employees more skills to the work effectiveness &efficiency. In
the organization many of the employees felt that knowledge about the technical
practices is much more needed.

The training is one of the factors which are related to the satisfaction of the
employees. Here the most of the employees i.e. 70% of the employees are very
much satisfied about the training programs which are given by the organization.
Recreational facilities rejuvenate working capacity and helps in productivity. In
the organization this recreation is good but not up to very much satisfied level.

Higher number of respondents thinks that better growth prospects are the most
important factor existing of the job. Most of the respondents also felt that need
for increased responsibility is the most influential factor for quitting a job.

The highest number of respondents perceives their job related aspects at par with
the other colleague in the company.

SUGGESIONS

After conducting, a study on job satisfaction among the employees at BRMSCO

Garments pvt ltd. I have identified some facts based on questionnaire &
interview. This may help the company to increase the satisfaction level of the
employees.

Job satisfaction is an important criterion in plastic industry. It is a very important

determinant of the rate the turnover for any given organization. Job satisfaction
by itself is a largely effected by the attitude of employees towards monetary and
non-monetary rewards. The study conducted to investigate the interdependence
of these variables has led to findings and conclusions are presented in the
preceding chapters. Based on those findings the following suggestions have been
made;
In order to keep employees satisfied and retain them organizations should adopt
the following practices.

● Training programs should be conducted for both personal as well as

technical development

● Management should recognize talents and encourage them to grow

in the organization

● Use scientific methods to align jobs this will improve the satisfaction
level in case of work load

● Reduce working hours at least 30 min to 1 hour to motivate the

employees

● To provide more currier opportunity promotional policy should be

restructured

● Follow more open door communication policy

● Organize trips, family meet and fun games at work

● Use modern machines, sanitation etc to improve the physical

environment

● Give more attention for performance linked pay structure

● Adopt modern technology which is highly competitive

● Performance based rewards and recognitions

● Organization can try and increase the level of workers participation

in decision making.

● More attention should be given for overall development of

employees welfare facilities

● Organization can motivate individual through proper counseling and

guidance
 ● Organization may consider for arranging transportation facilities

● Majority of the employees feel that wage& salary provided to them

may have to be considered for hick. So the company may consider of
increasing it.

● Individual attention to employee regarding health matters may be

considered on priority basis

● Better communication may yield some more results

● Supervisors may be considered for management training

● Make senior management more friendly with subordinates

● Provide transport facilities so that the feel good and they reach
office at right time

● Improve quality to canteen

● Improve working conditions try to give timely incentives to

employees to motivate communally

CONCLUSIONS

All the Conclusions are drawn based on the analysis and interpretation of the
primary data regarding the job satisfaction of the employees of BRAMSCO
Garments private limited, angel petty.

From the analysis and interpretation, it is concluded that most of the employees
are satisfied with the workplace and only few employees are not satisfied with
the workplace, which are negligible in number. And similarly in case of
infrastructure most of the employees are satisfied and very small numbers of
employees are not happy with the infrastructure of BRMSCO and the working
facilities.it means the workplace and infrastructure of BRMSCO is good or
satisfactory.

It is concluded that near about all the employees are satisfied with
implementation of rules and responsibilities. And only some of the employees are
not seems to be satisfied with the implementing rules and responsibilities.
Therefore it shows that implementation of rules and responsibilities are done
fairly.

From the study it is clear that the higher percentage of employees are happy with
the freedom at work given by management but only some of them are not feeling
satisfied with the freedom given at work place.

According to analysis and interpretation, most of the employees are satisfied with
the team spirit built in organization and only few are not happy with team spirit in
the organization. From this it seems that the team spirit in the organization is
strong.

This study show that only few employees strongly feel that the working hours
decided by organization are most convenient or them. Other is not in favor with
these working hours. So it is clear that the management kept the main
consideration about working conditions and the hours, which satisfies the
employees.

The study shows that very small numbers of employees are satisfied with the job
security. And remaining most of the employees are not satisfied with the job.

Security provided by the organization. Hence from this analysis it is cleared that
there is feeling of fear of job loss in the employees of BRMSCO.

An analysis shows that employees are strongly in favor that the targets given are
achievable and only are not feels that the targets given are achievable.
From the analysis it is concluded that very small number of employees are
satisfied with the payment as per their roles and responsibility and remaining all
are not satisfied with the payment according to their roles and responsibilities.
Hence from this analysis it can be cleared that payment according to roles and
responsibilities are not much satisfied.

Only little number of the employees is satisfied with the opportunities of

promotions given by organization. It shows that the employees do not have any
growth of opportunities. Analysis shows that the payment of salary is made
always on time.

It is concluded that the employees are not much satisfied with the forum for face
to face communication. From the analysis it is clear that half of the employees are
satisfied and other half are not satisfied with the encouragement given to the
suggestions of the employees. But only few think that there is positive acceptance
of the suggestions given by the employees. From the analysis it is clear that
management keeps all the promises.