CONTENTS

CHAPTE TITLE PAG

R NO E NO

1 INTRODUCTION.
2 PROFILE OF THE COMPANY.
3 EMPLOYEES JOB SATISFACTION-A
REVIEW OF LITERATURE.
4 DATA ANALYSIS AND INTERPRETATION.
5 FINDINGS, SUGGESTION & CONCLUSION.
BIBLIOGRAPHY
ANNEXURE
 TABLE OF CONTENTS

TABL TABLE PAG

E NO E NO
A Age Classification of Respondents
B Gender Classification of Respondents
C Total Experience of Respondents
1 Relationship with Superior
2 Coworker Co-Operation
3 Satisfaction towards present salary
4 Opportunity to utilize Capabilities
5 Communication flow in the Organization
6 Satisfaction towards Working Environment – Hours of Work
7 Superior forcing to work
8 Factors to enrich the job
9 Usefulness of training program
10 Satisfaction towards working condition
11 Financial incentives towards organization
12 Satisfaction towards the Non –Financial incentives
13 Satisfaction with the organization
14.1 Satisfaction towards medical allowances
14.2 Satisfaction towards house rent allowances
15.1 Satisfaction against Working Environment – Welfare measures
15.2 Satisfaction against Working Environment – Incentive plan
15.3 Satisfaction against Working Environment – Safety and healthy
15.4 Satisfaction against Working Environment – Atmosphere
 ABSTRACT
This report is the resultant of intricate study of various data and
information related to topic “A STUDY ON EMPLOYEES JOB
SATISFACTION.” This report results in conclusion and suggestion of the
end of this study regarding the various aspect of which we are
associated.
The term “job satisfaction” refers to an employee’s general attitude
towards his job. The research is conducted on job satisfaction has
indicated that personal factors such as individuals needs and necessities
determine this attitude along with groups and organization factors such
as relationship with superior, colleagues co-operation and working
conditions
Job satisfaction is different from motivation and morale.
Motivation refers to the willingness of work. Morale implies a general
attitude towards work and work environment. Job satisfaction is
attitude towards a period of time as an employee gains more and more
information about the work place.
The company knows the satisfaction level of existing employees in
the organization. Job satisfaction is an employee’s general attitude
towards his job. Job satisfaction is an internal component of
organization health and an important element in industrial relations.
The survey is aimed at findings out the level of job satisfaction of
employees in SKY PACK SYSTEM.
 CHAPTER 1

INTRODUCTION
 CHAPTER 1

INTRODUCTION

1.1 INTRODUCTION OF THE TOPIC.

1.2 OBJECTIVES OF THE STUDY.

1.3 SCOPE OF THE STUDY.

1.4 LIMITATION OF THE STUDY.

1.5 RESEARCH METHODOLOGY.

 1.1 INTRODUCTION OF THE TOPIC.

JOB SATISFACTION

In SKY PACK SYSTEM, job satisfaction is to fulfill the needs of

employees for the benefits.
A satisfied employee tends to be absent less, to make positive
contribution and to stay with the organization. In SKY PACK
SYSTEM, to provide the benefits for the family members like
medical allowances, children education scheme, vehicles
benefits for the employees etc. To motivate the employee, the
organization should provide the games for relaxing the
mentally and physically for an employees.
Perfect the job as fulfill our intrinsic needs in respect,
responsibility and recognition.
The two problems confronted by the superiors include
alienation and stress among the employees. Both these affect
the level of job satisfaction.
This present study is an attempt to study the factors that
affect the satisfaction of employees in an organization.
 1.2 OBJECTIVES OF THE STUDY.

Primary objectives:

1) To ascertain the level of an employees job satisfaction in

SKY PACK SYSTEM.

Secondary objectives:

1) To analyze the satisfaction level of income, incentives and

other allowances provided by the company.
2) To study the level of communication flow in the
organization.
3) To analyze the financial and non-financial incentives
offered by the company.
 1.3 SCOPE OF THE STUDY.

The study can bring out the solution for the problem in finding
out employees job satisfaction.
The company can know the satisfaction level of existing
employees in an organization.
Job satisfaction survey is a procedure by which employees
report their feeling towards the job and work environment.
A employee is competent and sincere in his job is equally
important for him to succeed the organization benefit from his
sources.
 1.4 LIMITATION OF THE STUDY.

 There is no yardstick to measure the level of satisfaction.

 Some of the workers are not ready to give actual opinion
about their job.
 The survey is limited offers only (like staff level of
employees) and managerial level employees are not
considered.
 The study period is only for 30 days.
 1.5 RESEARCH METHODOLOGY.

The systematic gathering recording and analyzing of data about problems,

formulating hypothesis and suggested solutions collecting, organizing and
evaluating data, making deduction and reaching conclusion and carefully
testing the conclusion to determine whether they fit the formulating hypothesis.

RESEARCH PROCESS

Aim of the research:

This project was undertaken a study of employees job

satisfaction in SKY PACK SYSTEM and to suggest the
suitable solution for the company.

Area of the study:

The study was administrated on employees of SKY PACK

SYSTEM.

RESEARCH DESIGN:

Evaluate the employee’s satisfaction towards his/her job

and its association with selected variables of HRD. So this
type of research design is used for this study is
“DESCRIPTIVE RESEARCH”.
DATA COLLECTION:

It is simply the framework on all alan for a study collect

and analysis of data. They are two types of data collection.

Primary data

Secondary data

PRIMARY DATA:

It can be collected through survey. Researcher observes

some quantitative measurements. The primary data are
collected a fresh and for the first time
There are several methods of collecting primary data,
particularly in survey and descriptive researchers are used for
the questionnaires.

Aspects of questionnaire:

Questionnaire is considered as the heart of survey

operation. Hence it should be very carefully constructed. If it
is not properly set up, then the survey is bound to fail. This
fact requires us to study the main aspects of questionnaire
viz., the general form, question sequence and question
formulation and wording.
ESSENTIALS OF GOOD QUESTIONNAIRE:

Questions should proceed in logical sequence moving

from easy to more difficult questions. Personal and intimate
questions should be left to the end. Technical terms and
vague expressions capable of different interpretation should be
avoided in questionnaire.
Questionnaire may be dichotomous (yes or no answers),
multiple choice (alternative answers listed) or open-ended.

SECONDARY DATA:

Secondary data means data that are already available.

Like all scientific pursuits in statistics also the investigator
need not begin from the very beginning. The researcher use
and must take in to account, has already been discovered by
others, when an investigator use such data are called as
secondary data.
Secondary data may be published data or unpublished
data. It can be obtained from journal, reports, government
publications, etc.

UNIVERSE:

The present study includes 100 staff and non-staff

employees in SKY PACK SYSTEM.

SAMPLE SIZE:
 The sample size taken for the study is 100(hundred).

SAMPLE DESIGN:
To evaluate employees satisfaction towards his/her job to
use convenient sampling design technique to select the
required number of samples which was 100 employees from
the organization.

STATISTICAL ANALYSIS

Chi-square test:

Chi-square test is a non-parametric test used

most frequently by researchers to test the hypothesis. This
test is employed for testing hypothesis when distributed of
population is not known and when nominal data is to be
analyzed.
We use the following formula for calculating the value of
chi-square
χ2 = ∑(O-E) 2

________

O = Observed frequency

E = Expected frequency or theoretical frequency

Steps for computing χ2 tests:

 First of all, expected frequencies o are computed.

 The expected frequency for any cell can be calculated.
E = RT x CT

______

RT = row total

CT = column total

N= number of frequencies

 Then find out difference between (O) and expected (E)

frequencies.
(i.e) (O-E)

 Difference between observed (O) and expected (E) are

squared, that is (O-E)2 is calculated.

 The squared difference frequencies (O-E) 2 are divided by

respective expected frequencies
(i.e) (O-E)2 / E

 The degree of freedom is calculated from the frequency

table by using formula.
Degree of freedom [2f] = [C-1] [R-1]
C = number of cell frequencies in columns
R = number of cell frequencies in row
  Then a calculated value is then compared to a tabulated
value of χ2.
i. If the calculated value is lesser than the table
value, then the Ho is accepted.
ii. If the calculated value is greater than the table
value, then the Ho is rejected.

Weighted average method:

This method is used relative importance of the different items

is not the same the team weighted stands for the relative
important of the different items. The formula for computing
weighted.

Arithmetic mean is XW =∑WX-∑W

Where,

XW = Represented the weighted

Arithmetic mean.

X= Represent the variable values.

W= Represent the weighted allotted.

 CHAPTER 2

PROFILE OF THE COMPANY.

PROFILE OF THE COMPANY.

2.1 PROFILE OF SKY PACK SYSTEM

2.2 ORGANIZATION CHART

 2.1 PROFILE OF SKY PACK SYSTEM

At SKY PACK SYSTEM, a team of highly skilled engineers and

technicians study the water conditions and develop Ultra Safe
Purification methods to meet the specifications of water purity
standards.
Ultra Safe standards are constantly improved and
updated with the latest Research and Development, taking
place across the Globe, for efficient water treatment methods
and systems. Ultra safe has been accepted worldwide as the
State-of-Art Techonology in water treatment problems.

Line of Business

We Manufacture:

-Water Treatment Plants

-Mineral Water Plants
-POE and POU Systems
-Swimming Pool Filtration & Purification Plants
-Effluent & Sewage Treatment /Recycling Plant
-Packaging Machines for Water and Oil
-PET Stretch Blow Molding Machines and
-Injection Molding Machines for Performs, Moulds, accessories
and spares.

RANGE OF PRODUCTS:-
Water is life, We Make it Pure. Innovation Got Us To The Top,
Commitment Keeps us There.
Water Treatment Plants:

. Automatic / Electronic Doser

. Sand / Carbon / Iron Removal Filters
. Softeners / DM / DI Plants
. Micron Filters / Water Polishers
. Bag Filters
. Ultra Violet Water Disinfection System
. Ozone Generator / Recirculation System
. Reverse Osmosis System

Packaging Machines:

Semi / Fully Automatic Rinsing Filling Capping Machines

for PET Bottles and Jars.
Form Fill Seal Machine. Single and Double Head
Machines for Pouches
Semi / Fully Automatic Glass / Cups Filling and Sealing
Machines
Low Carbonated Mineral Water Filling Plants
Tonic Water Filling System

SKY PACK SYSTEM PRODUCT SPECIALITY FOR MINERAL

WATER:

Sky plants are designed as per “WHO” guidelines,

recommended international code of hygienic practice for the
colleting, processing and marketing of natural mineral waters,
Draft Uganda Standards for Bottled Natural Mineral Water
and Indian Standard for packaging Natural Mineral Water.
The total plant is skid mounted/factory assembled and
offer the complete plant manufactured from Stainless Steel
316.
They have introduced total automation in the Mineral
Water Treatment Plant controlled by the computer chips for
operation such as back washing, rinsing etc.,
Welding points are minimized with trichlover fittings to
avoid bacterial growth.
Pressure Sand filters comprise of multi grade Quarts
media which gives 10 micron clarity of water and long life.
Sky carbon Filters are specially designed with carbon
manufactured from hard coconut shell having the iodine
content of 900-1000 value that has got excellent absorbing
qualities.
They offer Bag Filters having 10 and 5 – micron size bags,
which are washable and reusable.
Sky Micron Filters are specially designed with tricolored
fittings without any gaskets to avoid microbial growth.
Ultra Violet Water Disinfections Systems are specially
designed with UV output of 30,000-
60,000 Ultras for absolute sterilization.
Sky Ozone Generators are Corona type provided with Air
Filter and Moisture Separator that does not need any Oxygen
supply or chemical and is very simple in operation.
 Stainless Steel Storage Tanks are fabricated avoiding any
internal joints and mirrors polished to avoid bacterial growth
and are sealed to protect from air contamination.

SAFETY POLICY:

SKY PACK SYSTEM’S safety policy seeks to provide safe

and healthy working conditions and the active support of all
staff in achieving these ends. The objectives of the policy are:

1. To standard of safety, health and welfare in

accordance with the requirement of mines safety.

2. To develop safety awareness among the staff.

3. To have required safety organization adequately

manned for the purpose.

4. To budget expenditure required for the above

purpose.

5. To maintain safe and healthy work places and

safe systems of wark.
HR VISION, MISSION AND OBJECTIVES

HR vision:

“To attain organization excellence by developing and

inspiring the true potential of company human capital and
providing opportunities for growth and well being and
enrichment”.

WORKING CONDITIONS: HR Mission:

“To create a value and knowledge based organization by

including a culture of learning, innovation and team working
and aligning business priorities with aspiration of employees
leading to development of an empowered, responsive and
competent human capital”.

HR Objectives:

To develop and sustain core values.

To develop business leaders for tomorrow.
To provide job contentment through empowerment,
accountability and responsibility.
To build and upgrade competencies through virtual
learning, opportunities for growth and providing
challenges in the job.
To foster a climate of creativity, innovation and
enthusiasm.
To enhance the quality of life of employees and their
family.
 To include high understanding of service to a greater
cause.

HR Strategy:

To meet challenging demands of the business

environment, focus of the HR strategy is on the change of the
employees ‘mindset’.

Building quality culture and resources

Re-engineering and redevelopment for maximizing
utilization of HR potential

To build and upgrade competencies through virtual

learning, opportunities for growth and providing
challenges in the job.
Including a spirit of learning and enjoying challenges.
Developing human resources through virtual learning
providing opportunities for growth inculcating
involvement and exposure to benchmarking in
performance.
Role of HR:

Alignment of HR vision with corporate vision.

Shift from support group to strategic partner in business
operation.
HR as a change agent.
Enhance productivity and performance by developing
employee competency and potential.
Developing professional attitude and approach.
Developing ‘Global Managers’ for tomorrow to ensure the
role of global players.

A Motivated Team:

HR policies at SKY PACK SYSTEM revolve around the

basic tenet of creating a highly motivated, vibrant and self –
driven team. The company cares for each and every employee
and has in-built systems to recognize and reward them
periodically motivation plays an important role in HR
development. In order to keep its employees motivated the
company has incorporated schemes such as REWARD AND
RECOGNITION SCHEME, GRIEVANCE HANDLING SCHEME
and SUGGESTION SCHEME.
INCENTIVE SCHEMES TO ENHANCE PRODUCTIVITY:

Productivity Honorarium scheme.

Job incentive.
Quarterly incentive.
Reserve Establishment Honorarium.
Roll out of succession planning model for identified key
positions.
Group incentives for cohesive team working with a view
to enhance productivity.

TRANSFORMING THE ORGANISATION:

SKY PACK SYSTEM has undertaken an organization

transformation exercise in which HR has taken a lead role as a
change agent by evolving a communication strategy to ensure
involvement and participation among employees in various
work canters.

PARTICIPATIVE CULTURE:

Policies and policy makers at SKY PACK SYSTEM have

always had the interest of the large and multi-disciplined work
force at heart and have been aware of the nuances and
significance of cordial Industrial Relations.
By enabling workers to participate in management they
are provided with an Informative, Consultative, Associative
and Administrative forum for the interactive participation and
for fostering an innovative culture.
In fact SKY PACK SYSTEM has been one of the few
organizations where this method has been implemented. It
has had a positive impact on the overall operations since it
has lead to enhanced efficiency and productivity and reduced
wastages and costs.

A MODEL CORPORATE CITIZEN:

Respect and dignity are the key values that underline the
relationship with SKY PACK SYSTEM has with its human
assets.
Conscious about its responsibility to society SKY PACK
SYSTEM has evolved guidelines for Socio-Economic
Development Programmers in areas its operations all over the
country.
Education
Health care and Family Welfare
Community Development
Promotion of sports and Culture
Calamity Relief
Development of Infrastructural Facilities
Development of the Socially and Economically
weaker sections of society
Benefit and welfare
 2.2 ORGANIZATIONAL CHART
MANAGING DIRECTOR

Director  Manager
Accounts Director
Technical MR (corporate) (Mktg)

Assistant Assistant

Commercial
officer
Sales Executive Branch officers Dealers

Document
clerk
Sales Clerks

General Manager (W)

Administration
Officer
Design Engineer

Purchase Dispatch Stores

Asst. Engineer Production Clerk Clerk In-Charge
Planning Manager

Asst.Engineer Quality Assurance

Production Manager

Asst.Engineer Qty Ctrl

Turners Drillers Filter

Qty Dept
Filters
Helpers
 CHAPTER 3

REVIEW OF THE LITERATURE

 REVIEW OF THE LITERATURE.

JOB SATISFACTION

INTRODUCTION:

Job satisfaction is a set of favorable (or) unfavorable

feelings with employees view their jobs. The nature of job, the
quality of supervision, co-workers, pay and perks, and for
promotional avenues.

Job satisfaction affects job performance, employee’s

turnover and absenteeism. High job satisfaction results in to
high work performance, less employee turnover and less
absenteeism.

DEFINITION:

Du Brines has defined job satisfaction in terms of

pleasure and contentment.
“Job satisfaction is the amount of pleasure (or)
contentment associated with a job. If you like your job
intensely, you will experience high job satisfaction. If you
dislike your job intensely, you will experience job satisfaction”.
CONSEQUENCES OF JOB SATISFACTION:

High job satisfaction may lead to improved productivity,

increased turnover, improved attendance, reduced accidents,
less job stress and lower unionsation.

PRODUCTIVITY:

An employee who performs well in his job gets both

intrinsic and extrinsic rewards, which will lead to his
satisfaction. A poor performer will feel worse about his
incompetence and will receive fewer rewards.

EMPLOYEE TURNOVER:

High employee turnover is of considerable concern for

employees because it disrupts normal operations, cause
morale problems for those who stick on, and increase the cost
involved in selection and training replacements.
The withdrawal behavior of employees is modified by
certain factors. Loyalty to the organization. Some employees
cannot imagine themselves working, however dissatisfied they
are in their present jobs.
ABSENCES:

Workers who are dissatisfied mostly like “Mental health”.

This absence is due to lack of satisfaction from the job which
produces a lack of work and alienates a worker from work as
possible.
SAFETY:

Poor safety practices are negative consequences of low

satisfaction level. When people are discouraged about their
jobs, company and supervisors they are more liable to
experience accidents. Inattention leads directly to accidents.

OTHER EFFECTIVENESS OF JOB SATISFACTION:

The effects of job satisfaction beyond the organization

setting. When employees are happy with their jobs, their lives
away from jobs will be better off, the dissatisfied employee
carries that negative attitude at home.
The people will hold a more positive attitude towards in
life and make for a society of more psychologically healthy
people. Job satisfaction helps reduced absences, reduced
medical and life insurance costs.
IMPORTANT OF JOB SATISFACTION:

Job satisfaction is considered a strong predictor of overall

individual well-being, as well as a good predict of intentions
(or) decisions of employees to leave a job. This makes job
satisfaction an issue of substantial important for both
employers and employees. As many studies suggest,
employers benefit from satisfied employees as they are more
likely to profit from lower staff turnover and higher
productivity if their employees experience a high level of job
satisfaction.

SOURCES OF JOB SATISFACTION:

Job satisfaction is providing two ways of rewards by the
employees in an organization. They are

 Intrinsic rewards
 Extrinsic rewards

INTRINSIC REWARDS:

Workers who have successfully completed their jobs will

receive more intrinsic rewards.
EXTRINSIC REWARDS:

Employees who perform well should receive more

extrinsic rewards.
(Eg: pay and Promotion)

SOURCES OF JOB SATISFACTION:

Several elements contribute to job satisfaction. The most

important elements are;
 Wage
 Nature of work
 Promotion
 Quality of supervision
 Work group
 Working conditions

WAGES:

Wages play a significant role in influencing job

satisfaction. This is because of two reasons. First, money is
an important instrument in fulfilling one’s needs. Second,
employees often see pay as a reflection of management’s
concern for them.
NATURE OF WORK:

They tend to prefer an opportunities to use their skills

and abilities and offered a variety of tasks, freedom and
feedback. These characteristics make job mentally
challenging. But too much challenge creates frustration and
feeling of failure. Under conditions of moderate challenge,
employees experience pleasure and satisfaction.

PROMOTION:

Promotional opportunities affect job satisfaction. The

desire for promotion is generally strong among employees in
change of job content like pays, responsibility and
independence.

WAGES WORK
WORKING
CONDITION

JOB SATISFACTION

WORK GROUP SUPERVISION PROMOTION

 It is no surprise that the employee takes promotion as the
ultimate achievement in his career and he feels extremely
satisfied

SUPERVISION:

There is a positive relationship between the quality of

supervision and job satisfaction. Supervisors who establish a
supportive personal relationship with subordinates and take a
personal interest in them contribute to their satisfaction.

WORK GROUP:

The work group serves as source of satisfaction to

individual employees.
It primarily provides group members, with opportunities
for interaction, with each other.
It can know that for many employees work fills the need
for social interaction.

WORKING CONDITION:

Working conditions that are compatible with an

employee’s physical comfort and those facilities doing a good
job contribute to job satisfaction. Temperature, humanidity,
ventilation, lighting and noise, hours of work, cleanliness of
the work place and adequate tools and equipment are the
features will affect job satisfaction.

Generally the working conditions are extremely good or

bad, they are taken for granted by most employees. When
employees themselves change jobs or when working conditions
change dramatically overtime. Working conditions are
assuming more relevance. In other words, all neither satisfied
nor dissatisfied by favorable or unfavorable working
environment.

Hack man and Oldham (1975) suggested that job differ in the
extent to which they involve five core dimensions.

1. Skill variety

2. Task identity

3. Task significance

4. Autonomy

5. Task feedback
Skill variety: Different skill need to perform the job.
Task significance: Job on the lives(or) work of other.
Task identity: To complete a whole piece of work instead of a
part.
Autonomy: Freedom and independent of action.
Feedback: Job provides clear information about effectiveness.
 CHAPTER 4

DATA ANALYSIS AND

INTERPRETATION
DATA ANALYSIS AND

INTERPRETATION
 TABLE A

AGE CLASSIFICATION OF RESPONSIBLITIES

SL.NO Age No OF Percentage of

Group Respondents Respondents
1 25to35 16 16%

2 35to45 34 34%

3 45to55 46 46%

4 Above55 4 4%

Total 100 100%

INFERENCE:

From the above table, 46% of the respondents are mostly

for 45 to 55 year of age group.
 AGE CLASSIFICTION OF
RESPONDENTS

50 46

40 34
NO OF 30
RESPONDE
NTS 20 16

10 4
0
25to35 35to45 45to55 Above55
AGE GROUP
 TABLE B

GENDER CLASSIFICATION OF RESPONDENTS

SL.NO Gender No of Percentage of

Respondents Respondents
1 Male `66 66%

2 Female 34 34%

Total 100 100%

INFERENCE:

From the above table, 66% of the respondents are mostly

for male.
 GENDER CLASSIFICATION OF
RESPONDENTS

FEMALE,
34

MALE, 66
 TABLE C

TOTAL EXPERIENCE OF RESPONDENTS

SL.No Total No of Percentage of

experience Respondents Respondents
1 Less than 12 12%
5yrs
2 5 to 10 yrs 6 6%

3 10 to 25 yrs 68 68%

4 Above 25 yrs 14 14%

Total Total 100 100%

INFERNCE:

From the above table, 68% of the respondents are mostly

for 10 to 25 years of total experience in the organization. 6%
of the respondents re for 5 to 10 years of total experience in
the organization.
 TOTAL YEARS OF EXPERIENCE

70 68
60
50
NO OF
40
RESPONDE
30
NTS
20 14
12
10 6
0
Less 5 to 10 10 to 25 Above
than yrs yrs 25 yrs
5yrs
EXPERIENCE
 TABLE NO: 1

RELATIONSHIP WITH SUPERIORS

SL.No Opinion No of Percentage

Respondents of
Respondents
1 Yes 64 64%

2 No 36 36%

Total 100 100%

INFERENCE:

From the above table, 36% of the respondents

relationship is insufficient with superiors.
 RELATIONSHIP WITH SUPERIOR
70 64
60
NO OF RESPONDETNS

50
40 36

30
20
10
0
Yes No
OPINION
 TABLE NO: 2

CO-WORKER CO-OPERATION

SL.No Co-worker No of Percentage of

co-operation Respondents Respondents
1 Strongly 32 32%
Agree
2 Agree 54 54%

3 Disagree 14 14%

4 Strongly NA 0%
Disagree
Total 100 100%

INFERENCE:

From the above table, 54% of the respondents are co-

operating with the co-worker in the organization. 14% of the
respondents feels that co-operation with co-worker is not
sufficient.
 CO WORKER CO-OPERATION
60 54
50
NO OF RESPONDENTS

40 32
30
20 14
10
0
0
Strongly Agree Disagree Strongly
Agree Disagree
OPINION
 TABLE NO: 3

SATISFACTION WITH PRESENT SALARY

SL.No Present Salary No of Percentage of

Respondents Respondents
1 Highly 26 26%
satisfied
2 Satisfied 52 52%

3 Dissatisfied 20 20%

4 Very 2 2%
Dissatisfied
Total 100 100%

INFERENCE:

From the above table, 52% of the respondents are mostly

sufficient with the present salary. 2% of the respondents are
insufficient with the salary.
 SATISFACTION WITH PRESENT
SALARY
60 52
NO OF RESPONDENTS

50
40
30 26
20
20
10 2
0
Highly Satisf ied Dissatisf ied Very
satisfied Dissatisf ied
LEVEL OF SALARY
 STATISTICAL TOOLS

WEIGHTED AVERAGE:

AIM: To check weather the employees are satisfied with

the present salary.

Rank

Sl.No Purpose I II III IV Total

1. HIGHLY 26 20 30 24 100
SATISFIED

2. SATISFIED 52 15 13 20 100

3. DIS SATISFIED 20 25 26 29 100

4. HIGHLY DIS 2 40 31 37 100

SATISFIED

Total 100 100 100 100

PURPOSE RANK I RANK II RANK III RANK IV Total Total Rank
weight weighted
NO W NO W NO W NO W average

HIGHLY 26 104 20 60 30 60 24 24 248 2.48 II

SATISFIED

SATISFIED 52 208 15 45 13 26 20 20 299 2.99 I

DIS 20 80 25 75 26 52 29 29 236 2.36 III

SATISFIED

HIGHLY 2 8 40 120 31 62 37 37 227 2.27 IV

DIS
SATISFIED

INFERENCE:
Most of the respondents have given I RANK to satisfied,
followed by the highest safety II RANK, dissatisfied secured the
III RANK and highly dissatisfied secured the IV RANK.
 TABLE NO: 4

OPPORTUNITY TO UTILIZE CAPABLITIES

SL.No Authority No of Percentage of

Level Respondents Respondents
1 Strongly 14 13%
Agree
2 Agree 68 68%

3 Disagree 8 8%

4 Strongly 10 1%
Disagree
Total 100 100%

INFERENCE:

From the above table, 68% of the respondents are

sufficient with opportunities to utilize capabilities in the
organization. 1% of the respondents are insufficient with the
opportunity to utilize their capabilities.
 OPPORTUNITIES TO UTILIZE
CAPABILITIES
68
70
60
NO OF RESPONDENTS

50
40
30
14
20 8 10
10
0
Strongly agree Disagree
AUTHORITY LEVEL
 TABLE NO: 5

COMMUNICATION FLOW IN THE ORGANIZATION

SI.NO Opinion No of Percentage of

Respondents Respondents
1 Excellent 38 38%

2 Good 36 36%

3 Satisfaction 26 26%

4 Poor NA 0%

Total 100 100%

INFERENCE:

From the above table, 38% of the respondents are mostly

excellent with the communication flow in the organization.
Few of them are satisfied with the communication flow.
COMMUNICATION FLOW IN THE ORGANIZATION

38
40 36
NO OF RESPONDENTS

30 26

20

10
0
0
Excellent Good Satisf action Poor
FLOW LEVEL
 TABLE NO: 6

SATISFACTION AGAINST HOURS OF WORK

SI.NO Satisfaction No Of Percentage of

Level Respondents Respondents
1 Strongly Agree 14 14%

2 Agree 72 72%

3 Disagree 14 14%

4 Strongly NA 0%
Disagree
Total 100 100%

INFERENCE:

From the above table, 72% of the respondents are mostly

sufficient with the hours of work in the organization. Few of
them are not sufficient with the hours of work.
SATISFACTION TOWARDS THE
WORKING HOURS

Strongly Strongly
Disagree Disagree Agree

Agree
 TABLE NO: 7

SUPERIOR FORCING TO WORK

SL.No Opinion No of Percentage of

Respondents Respondents
`1 Yes 52 52%

2 No 48 48%

Total 100 100%

INFERENCE:

From the above table, 52% of the respondents are sufficient with the
superior forcing in work.
 SUPERIOR FORCING IN WORK
53
52
52
NO OF RESPONDENTS

51
50
49
48
48
47
46
Yes No
OPINION
 TABLE NO: 8

FACTORS TO ENRICH THE JOB

SL.NO Willingness No of Percentage of

Respondents Respondents
1 Job Rotation 36 36%

2 Promotion 24 24%

3 Proper 20 20%
recognition
4 Development 20 20%
program
Total 100 100%

INFERENCE:

From the above table, 36% of the respondents are mostly

sufficient with job rotation. Few of them are sufficient with
promotion.
 NO OF RESPONDENTS

10
15
20
25
30
35
40

0
5
36
Job Rotation

24
Promotion

Proper
20

WILLINGNESS
recognition
FACTORS TO ENRICH THE JOB

Development
20

program
 STATISTICAL TOOLS

CHI-SQUARE TEST
AIM: To test the employees are satisfied with the factors that are
considered to enrich their job.

NULL HYPOTHESIS (Ho):

There is no relationship between the factors that are

considered to enrich their job.

ALTERNATIVE HYPOTHESIS(H1):

There is a relationship between the factors that are

considered to enrich their job.

SNO PURPOSE NO OF
RESPONDENTS
1 JOB ROTATION 36

2 PROMOTION 24

3 PROPER 20
RECOGNITION
4 DEVELOPMENT 20
PROGRAM
Degrees of freedom = (n-1)

The number of degree of freedom is (4―1) = 3

PURPOSE O E (O-E) (O-E)² (O-E)²/E

JOB ROTATION 36 25 11 121 4.84

PROMOTION 24 25 -1 1 0.04

PROPER 20 25 -5 25 1
RECOGNITION
DEVELOPMENT 20 25 -5 25 1
PROGRAM
TOTAL 6.88

THE CALCULATED VALUE IS 6.88

DEGREE OF FREEDOM (n-1) = 4 – 1 = 3

INFERENCE:
This table shows the calculated CHI-SQUARE value is
6.88 for 3 degree of freedom at 5 percent level of significance is
less than the table value 7.815, so the null hypothesis is
accepted.
 TABLE NO:9

SATISFACTION TOWARDS TRAINING PROGRAM

SL.NO Satisfaction Level No of Percentage of

Respondents Respondents
1 Highly Satisfied 22 22%

2 Satisfied 58 58%

3 Dissatisfied 14 14%

4 Highly Dissatisfied 6 6%

Total 100 100%

INFERENCE:

From the above table, 58% of the respondents are

satisfied with the training program in the organization. 14% of
the respondents are insufficient with the training program.
SATISFACTION TOWARDS TRAINING
PROGRAM

Highly
Dissatisf ie Highly
d, 6 Satisf ied, 2
Dissatisfie
2
d, 14

Satisf ied, 5
8
 TABLE NO: 10

SATISFACTION TOWARDS WORKING CONDITION

SL.NO Satisfaction No of Percentage of

Level Respondents Respondents
1 Strongly Agree 22 22%

2 Agree 48 48%

3 Disagree 20 20%

4 Strongly 10 10%
Disagree
Total 100 100%

INFERENCE:

From the above table, 48% of the respondents are

excellent with the working condition in the organization. Few
of them are insufficient with the working condition.
 SATISFACTION TOWARDS WORKING
CONDITION
60
50
40
30
NOOFRESPONDENTS

48
20
10 22 20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
SATISFACTION LEVEL
 STATISTICAL TOOLS

WEIGHTED AVERAGE:

AIM: To check weather the employees are satisfied

towards the working condition.

Rank

Sl.No Purpose I II III IV Total

1 HIGHLY 22 36 24 18 100
SATISFIED

2 SATISFIED 48 22 13 17 100

3 DIS 20 36 22 22 100
SATISFIED

4 HIGHLY 10 6 41 43 100
DIS
SATISFIED
Total 100 100 100 100
PURPOSE RANK I RANK II RANK III RANK IV Total Total Rank
weight weighted
NO W NO W NO W NO W average

HIGHLY 22 88 36 108 24 48 18 18 262 2.62 II

SATISFIED

SATISFIED 48 192 22 66 13 26 17 17 301 3.01 I

DIS 20 80 36 108 22 44 22 22 254 2.54 III

SATISFIED

HIGHLY 10 40 6 18 41 82 43 43 183 1.83 IV

DIS
SATISFIED

INFERENCE:

Most of the respondents have given I RANK to satisfied,

followed by the highest safety II RANK, dissatisfied secured the
III RANK and highly dissatisfied secured the IV RANK.
 TABLE NO: 11

SATISFACTION WITH FINANCIAL INCENTIVES

SL.NO Incentives No of Percentage of

Respondents Respondents1
1 Quarterly/annual 16 16%

2 Cash awards 20 20%

3 Payment 26 26%
incentives
4 Bonus 38 38%

Total 100 100%

INFERENCE:

From the above table, 38% of the respondents are mostly

sufficient with the bonus incentive in the organization.
 SATISFACTION WITH THE FINANCIAL
INCENTIVES
40 Bonus. 38
35 Payment
incentives.
NO OF RESPONDENTS

30 26
Cash
25
Quarterly/a awards. 20
20 nnual. 16
15
10
5
0
INCENTIVES
 STATISTICAL TOOLS

CHI-SQUARE TEST

AIM: To check weather the employee is satisfied towards

the financial incentives provided in the organization.

NULL HYPOTHESIS (Ho):

There is a relationship between the financial incentives

provided in the organization.

ALTERNATIVE HYPOTHESIS (H1):

There is no relationship between the financial incentives

provided in the organization.

SNO PURPOSE NO OF
RESPONDENTS
1 QUARTERLY/ANNUAL 16
INCENTIVES
2 CASH AWARD 20

3 PAYMENT 26
INCENTIVES
4 BONUS 38
Degrees of freedom = (n-1)

The number of degree of freedom is (4―1) = 3

PURPOSE O E (O-E) (O-E)² (O-E)²/E

QUARTERLY/ANNUAL 16 25 -9 81 3.24
INCENTIVES
CASH AWARD 20 25 -5 25 1

PAYMENT 26 25 1 1 0.04
INCENTIVES
BONUS 38 25 13 169 6.76

TOTAL 11.04

THE CALCULATED VALUE IS 11. 04

DEGREE OF FREEDOM (n-1) = 4 – 1 = 3

INFERENCE:
This table shows the calculated CHI-SQUARE value is
11.04 for 3 degree of freedom at 5 percent level of significance
is higher than the table value 7.815 , so the null hypothesis is
rejected.
 TABLE NO: 12

SATISFACTION WITH NON-FINANCIAL INCENTIVES

SL.NO Incentives No of Percentage of

Respondents Respondents1
1 Yes 66 66%

2 No 34 34%

Total 100 100%

INFERENCE:

From the above table, 66% of the respondents are

sufficient with the non-financial incentive in the organization.
Some of them are insufficient with the non-financial
incentives.
 SATISFACTION WITH THE NON-
FINANCIAL INCENTIVES

No 34
INCENTIVES

Yes 66

0 20 40 60 80
NO OF RESPONDENTS
 TABLE NO: 13

SATISFACTION LEVEL WITH THE ORGANIZATION

SL.NO Satisfaction No of Percentage of

Level Respondents Respondents
1 Highly 46 46%
Satisfied
2 Satisfied 48 48%

3 Dissatisfied 6 6%

4 Highly NA 0%
Dissatisfied
Total 100 100%

INFERENCE:

From the above table, 48% of the respondents are mostly

sufficient with the satisfaction level in the organization. 6% of
the respondents are insufficient with the satisfaction level in
the organization.
SATISFACTION LEVEL WITH THE
COMPANY

Highly
Dissatisfied,
0
Dissatisfied, Highly
6 Satisfied,
46
Satisfied,
48
 TABLE NO: 14.1

SATISFACTION TOWARDS MEDICAL ALLOWANCES

SI.No Satisfaction No of Percentage of

Level Respondents Respondents
1 Highly 60 60%
Satisfied
2 Satisfied 28 28%

3 Dissatisfied NA 0%

4 Highly 12 12%
Dissatisfied
Total 100 100%

INFERENCE:

From the above table, 60% of the respondents are mostly

sufficient with the medical allowances provided in the
organization.
 SATISFACTION TOWARDS MEDICAL
ALLOWANCES
70 60
NO OF RESPONDENTS

60
50
40
28
30
20 12
10 0
0
Highly Satisf ied Dissatisf ied Highly
Satisf ied Dissatisf ied
SATISFACTION LEVEL
 TABLE NO: 14.2

SATISFACTION TOWARDS HOUSE RENT ALLOWANCES

SI.No Satisfaction No of Percentage of

Level Respondents Respondents
1 Highly 32 32%
Satisfied
2 Satisfied 46 46%

3 Dissatisfied 12 12%

4 Highly 10 10%
Dissatisfied
Total 100 100%

INFERENCE:

From the above table, 46% of the respondents are

sufficient and 10% of the respondents are insufficient with the
house rent allowances provided in the organization.
 SATISFACTION TOWARDS HOUSE
RENT ALLOWANCES
50 46
NO OF RESPONDENTS

40 32
30
20 12 10
10
0
Highly Satisf ied Dissatisf ied Highly
Satisf ied Dissatisf ied
SATISFACTION LEVEL
 TABLE NO: 15.1

SATISFACTION AGAINST WORKING ENVIRONMENT-

WELFARE MEASURES

SI.No Satisfaction No of Percentage of

Level Respondents Respondents
1 Highly 44 44%
Satisfied
2 Satisfied 40 40%

3 Dissatisfied 12 12%

4 Highly 4 4%
Dissatisfied
Total 100 100%

INFERENCE:

From the above table, 44% of the respondents are sufficient

with the welfare measures and 4% of the respondents are in
sufficient with the welfare measures.
 SATISFACTION AGAINST WORKING
ENVIRONMENT-WELFARE MEASURE
SATISFACTION LEVEL

Highly dissatisfied 4

Dissatisfied 12

Satisfied 40

Highly satisfied 44

0 10 20 30 40 50
NO OF RESPONDENTS
 TABLE NO: 15.2

SATISFACTION AGAINST WORKING ENVIRONMENT -

INCENTIVE PLAN

SI.No Satisfaction No of Percentage of

Level Respondents Respondents
1 Highly 36 36%
Satisfied
2 Satisfied 42 42%

3 Dissatisfied 12 12%

4 Highly 10 10%
Dissatisfied
Total 100 100%

INFERENCE:

From the above table, 42% of the respondents are

sufficient with the incentives provided in the organization.
10% of the respondents are insufficient with the incentives
provided in the organization.
SATISFACTION AGAINST WORKING
ENVIRONMENT-INCENTIVE PLAN

10
12
36

42
 TABLE NO: 15.3

SATISFACTION AGAINST WORKING ENVIRONMENT-SAFETY

AND HEALTHY CONDITION

SI.No Satisfaction No of Percentage of

Level Respondents Respondents
1 Highly 36 36%
Satisfied
2 Satisfied 42 42%

3 Dissatisfied 12 12%

4 Highly 10 10%
Dissatisfied
Total 100 100%

INFERENCE:

From the above table, 42% of the respondents are

sufficient with the safety and healthy measures and 10% of
the respondents are insufficient with the safety and healthy
measures provided in the organization.
 SATISFACTION AGAINST WORKING
ENVIRONMENT-SAFETY AND
HEALTHY CONDITION

Highly Dissatisfied 10
SATISFACTIO
N LEVEL

Dissatisfied 12
Satisfied 42
Highly Satisfied 36

0 10 20 30 40 50
NO OF RESPONDENTS
 TABLE NO: 15.4

SATISFACTION TOWARDS WORKING CONDITION

SI.No Satisfaction No of Percentage of

Level Respondents Respondents
1 Highly 32 32%
Satisfied
2 Satisfied 48 48%

3 Dissatisfied 10 10%

4 Highly 10 10%
Dissatisfied
Total 100 100%

INFERENCE:

From the above table, 48% of the respondents are

excellent with the working atmosphere in the organization.
 SATISFACTION TOWARDS WORKING
ATMOSPHERE
NO OF RESPONDENTS

60
48
50
40 32
30
20 10 10
10
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
SATISFACTION LEVEL
CHAPTER 5

FINDINGS
FINDINGS, SUGGESTIONS

AND CONCLUSION
 FINDINGS

 Relationship with superior

36% of the respondents feel relationship with superior is
not good.

 Satisfaction towards present salary

Out of 100 respondents 52 respondents are sufficient
with the present salary.

 Communication flow in the organization

38% of them feel communication flow is excellent at SKY
PACK SYSTEM.

 Satisfaction towards working environment – hours of

work
Majority of the respondents are sufficient with the hours
of work in an organization.

 Satisfaction towards medical allowances

Most of the respondents are excellent with the medical
allowances in SKY PACK SYSTEM.
 Factors to enrich the job
In SKY PACK SYSTEM the job rotation of the employees
are satisfied with day to day work.
  Usefulness of training program
Majority of the respondents feel training program are
satisfaction in SKY PACK SYSTEM.

 Financial incentives in SKY PACK SYSTEM

Most of the respondents are good with bonus and other
respondents are satisfied with payment incentives.

 Non-financial incentives in SKY PACK SYSTEM

66% of the respondents are satisfied t with the non-
financial incentives and 34% of the respondents are not
satisfied with the non-financial incentives.

 Over all satisfaction level with the company

46% of the respondents are highly satisfied with the
satisfaction level with the company.

 Satisfaction towards the working condition

48% of the respondents are satisfied with the working
condition in the organization.

 Satisfaction towards the working hours

72% of the respondents are satisfied with the working
hours in the organization.
 SUGGESTIONS

Some of the suggestions are as follows:

 Some employee does not co-operate properly

because of superior co-operation is low. To satisfy
an employee the superior co-operation is needed.

 Some of the respondents are not sufficient with the

present salary. The organization should provide the
salary by an employee’s satisfaction.

 Some of the respondents feel that training is not

suitable to them. So training program must be
provided to a relevant job.

 Some employees are insufficient with medical

allowances in the organization. To satisfy the
employees they should provide medical allowances
for their family members.

 Some of them are inconvenient with the working

conditions in the organization like ventilation, space
and cleanliness for an employee. So it must be
arranged in a way that the employees get satisfied.
 CONCLUSION

o To make the job satisfaction by the employees, the

organization should provide a good working condition,
financial and non- financial incentives. An employee is
sufficient mainly by incentives, income and other
allowances provided by an organization.

o Most of the employees are effective with communication

flow in SKY PACK SYSTEM.
o Majority to satisfy the level of an employee in SKY PACK
SYSTEM
BIBLIOGRAPHY
 BIBLIOGRAPHY

 Book referred - Organizational Behavior by S.S.

Khanka published by Scand and Company Ltd., New
Delhi in 2000

 Book referred - Principles and Practice of

Management by L.M. Prasad published by Sultan and
Sons, New Delhi in 2001

 Book referred - Principles and Practice of

Management by C.B. Gupta published by Sultan
Chand and sons, New Delhi in 2002

 Book referred - Research Methodology by

P.Ravilochanan published by Margham publications,
Chennai in 2003

 Book referred - Quantitative Techniques by C.R.

Kothari published by New Age International (P) Ltd.,
New Delhi in 2004

 Web site referred www.google.com

ANNEXURES
 QUESTIONNAIRE

EMPLOYEE JOB SATISFACTION

PERSONAL DETAILS

a. Name …………….

b. Age
□ 25-35 □ 35-45 □ 45-55 □ Above 55

c. Sex
□ Male □ Female

d. No. of year of experience

□ < 5 yrs □ 5–10 yrs □ 10– 25 yrs □ above 55 yrs

You are requested to select any one of the alternative which you
feel correct in
Your opinion, against each statement

1) Are you satisfied with your relationship with your superior?

□ Yes □ No

2) Is your co-worker co-operating with your work?

□ strongly agree □ Agree □ Disagree □ strongly disagree

3) Are you satisfied with your present salary?

□ highly satisfied □ Satisfied □ Dissatisfied □ highly
dissatisfied
4) Do you have ample opportunities to utilize your capabilities?
□ strongly agree □ Agree □ Disagree □ strongly disagree

5) How do you rate communication flow in your organization?

□ Excellent □ Good □ Satisfaction □ Poor

6) Are you satisfied with the working hours?

□ highly satisfied □ Satisfied □ Dissatisfied □ highly
dissatisfied

7) Does your superior force you to work?

□ Yes □ No

8) What are the factors that you consider to enrich your job?
□ Job rotation □ Promotion □ Proper recognition □
Development programs

9) What is your level of satisfaction towards the training program?

□ highly satisfied □ Satisfied □ Dissatisfied □ highly
dissatisfied

10) Are you satisfied with the working condition? (Eg:

ventilation, space, cleanness.
□ strongly agree □ Agree □ Disagree □ strongly disagree

11) What kind of financial incentives are provided in the

organization?
 □ Quarterly/annual incentives □ Cash award □ Payment
incentives □ Bonus

12) Are you satisfied with the non-financial incentives in your

organization?
□ Yes □ No

13) How is your overall satisfaction level with your company?

□ highly satisfied □ Satisfied □ Dissatisfied □ highly dissatisfied

14) Please rate the following factors regarding your benefits?

□ highly satisfied □ Satisfied □ Dissatisfied □ highly
dissatisfied

SL.NO FACTORS A B C D
1 Medical allowances
2 House rent
allowances

15) Please respond to the following factors connecting to your working

environment?
□ highly satisfied □ Satisfied □ Dissatisfied □ highly
dissatisfied

SL.NO FACTORS A B C D
1 Welfare measures for
employees
2 Incentive plan
3 Safety & healthy
environment
4 Working atmosphere