Job Satisfaction is the favorableness or un-favorableness with which the employee views his worth. It expresses the amount of agreement between one’s expectation of the job and the rewards that the job provides. Job satisfaction this is the result of various attitude possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages, supervisors of employment, and conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer. However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employees’ age, health, temperature, desire and level of aspiration should be considered. Further his family relationship, social status, recreational, activity in the organizations etc. Even though organizations cannot directly impact employee personality, the use of second selection methods and a good match between employees and jobs will ensure people are selected and placed in to jobs most appropriate for then, which in turn will help enhance their job satisfaction. In order to maintain and improve an employees satisfaction and commitment to an organizations. The form job satisfaction refers to in individual general attitude towards her (hr) job. A person with high level job satisfactions holds positive attitude towards. The job while a person is about the job. Job satisfaction if supposed to be an important. Key to employee’s performance.


Definitions: According to hoppock: - Describes job satisfaction as “any combinations of psychological, physiological and environmental circumstances that cause any person truthfully to say I am satisfied with my job.  According to filed man and Ameld – “ job satisfaction is the amount of overall positive effect or feeling that individuals have towards their job”.  According to keith Davies – “The surest signs of deteriorating contains in an organization is low job satisfaction. In its more semester forms it links behind arid cats strikes, slowdown, absenteeism and employees turn over, it may also be past of grievances, how productivity problems and other organizational difficulties”.  According to Andrew J Dubrins “ Jobs is the amount of pleases or contentment associated with job. If you like your job intensely you will experience high job. If you like your job intensely you will experience high job satisfaction, if you dislike your job intensely, you’ll experience job dissatisfied.

Components of job satisfaction:
The components of job Satisfaction may be broadly classified into three major factors. 1. Personal factors 2. Job related factors 3. Management factors. I. Personal factors:a) Sex:- Most of the studies conducted abroad have found those women are more satisfied with their job. Then men this is so in job competition and pay perhaps the greater financial need brings about grater dissatisfaction with job man are restress by nature. They want more freedom and can’t concentrate more time as compared to finally responsibility because of the limited earnings they’ll be satisfied. 2


Age:- The age has to do something with the degree of job satisfaction. In

other groups lower the age higher the satisfaction. c) Education:- Higher the education lesser the satisfaction this is the general

conclusion given by the researchers. It may be partly true. That the highly education people may have greater expectations and ambitions and when their job shows negative signal naturally they get less satisfied. d) Number of Dependents:- The numbers of dependents also influences the tables of the job Satisfaction. If are have a large family it is hard to with little earnings. This may lead to less satisfaction II. Job related factors:Type of nature of work: The permanent workers seen to be more satisfied as compared to that of temporary and voluntarily servicing workers. The permanency in the job gives them a kind of recognition gives them a kind of recognition and he can plan for the future in a planned way. In the same way routine kind of jobs gives very less J.S. everyday doing the same type of activity and also during it again brings monetary and boredom. It is also true that those people who have variety of jobs. That are challenging leads to creative thinking and innovation and they will drive more satisfaction. a) Skills:- Persons with adequate job knowledge and skills is framed to have more satisfaction in the job and what he is doing compared to semi-skilled or unskilled or unskilled workers skilled workers are more confident in what they are doing and can handle the work independently and not possible with semi – skilled or unskilled employees. b) Occupational status:- The position that a person acquire in his career is also another means of getting satisfaction. Usually people have a strong desire to raise you in social hierarchy but the situation prevailing in the organization regarding


It the interpersonal exists between the worker and management there is growth change and progress.Better profitable. c) Interpersonal relationship:. Management factors:Under the control of management there are many things that directly affect the satisfaction and dissatisfaction of the workers management is concerned only of profit and not the welfare of the employees that will directly affect the workers and there will be dissatisfaction.Working conditions play an important role in the concept of jobs working conditions provide mainly lead to good health and have greater influence on the workers perception and helps in forming positive attitude towards the organization. fresh knowledge on the job.Social rewards such.promotion policy prevents them to rise in status. For example.The amount paid for the service put in includes major part of the components of job satisfaction compared to other things every worker will say salary is a very important item to gain little satisfaction. However similar to contrived reward social rewards must by administer a contingent basis. d) Job advancement:. III. apart on the work or a verbal praise of a negative boomer age affect 4 . e) Recognition:.Social relationship and in particular interpersonal relationship of in individual contributes a lot for achieving pleasant.Training helps in acquiring new skills. This added knowledge enables the worker to work in a more scientific way and leads to high satisfaction. as recognition attention and praise tend to be very satisfying for most employees. satisfying promotion policies will help keep the worker to render service more effectively. This effective service helps the organization to grow and attain success. a) Wages:. Then naturally frustration walks in and leads to lesser to satisfaction on the job. c) Training:. b) Working conditions:. A well paid work hard because he/she feels fully secured and as the same time a low paid worker thinks seriously about the future and the worries about the next morning which will hinder to work effectively satisfactorily.

In the study by corker and guest it has been found that at least one job content factor is very signify 5 . employee centered leadership style enhance a great amount of job satisfaction as the leaders looks after the subordinates carefully. Supervision 2. 1.Another influential factor of job satisfaction is the job content.Perhaps are strong human characteristics is the main desire to be continuously associated with other according to Elton mayo if has been foma empirically that isolated workers dislike their jobs. etc. Production oriented leader may cause low job satisfaction to employees and may depends on the situations. Job content refers to the factors such as recognition responsibility. 2) The work group:. Determinates of job satisfaction:Many factors influence job satisfaction of employees review of research of reveals the following important determinates of job satisfaction. advancement achievement. in the jobs employees performs. Educational level 1) Supervision:. The work group also exerts a tremendous influence on the satisfaction of employees at work places. 3) Job content:. Job content 4. generally. Age 7. Specialization 6. displays friendship respect and worth etc towards employees on the other hand. The work group 3. Race and sex 8. In words.The first and foremost important determinant of jobs is supervisor and the style of leadership.them a positive effect but genuine social reward contingently administrated for performance of one target can be very effective in increasing ones jobs. Occupational level 5.

Job satisfaction is related to the aptitude of the employee.Ample research suggest that people in higher levels jobs one significant. 5) Specialization:. the question of contribution. 6) Age:. research reveals that old workers are satisfied workers. reason for this high level jobs carry most prestige and self esteem will be enhances to the extent that other people view out work is important. The job will provide no attraction to him. 4) Occupational level:.The relationship between job specialization and job satisfaction in complex specialization leads to greater efficiency in generate. Steps to improve job satisfaction:1) Aptitude for the job:. Hence.cant from the viewpoint of job satisfaction. The relationship between age and job satisfactions postragged. It is for the management to design jobs in such a manner that each workers gets the job of his own choice. it starts falling. If the employee is given a work for which he has no aptitude. High level jobs are satisfying for many other reasons too. the job satisfaction to some people with increasing but after a particular point.The relationship between age of the employee and their satisfaction from the job is both complex and fascinating. They reduce financial stringency of the employees. After which there will be gradual increasement apprehension job satisfaction may have a slight dip at the end. Job satisfaction usually tends to be high when people enter the work force it plumments and then plateaus for several year (say for five to six years) up to the age of roughly thirty years. They offer tast diversity and job enrichment. Creativity or motivation deos not arise. iii. They found that respective nature of task is the most dissatisfied factor and pay and security here satisfying factors. They offer excellent opportunities for the expression of the needs for power and autonomy ii. That is to say after a certain point specialization lead to dissatisfaction. but at the same time it lowers. i. 6 .

displays friendship. If the workers has good relations with the fellow employees and the supervisor he will feel satisfied. Respect and warmth etc. Employees often see pay as a reflection of managements concern for then employees want a wage pay system which is simple. Individual still level and community pay standards. towards them. fair. pay responsibility.It is the work – group that fulfils the need for social interaction of the members. 6) Cooperative work group:.The employee centred supervisor style enhances job satisfaction as the leader looks after subordinates carefully.2) Style of Supervision:. he feels extremely satisfied. money is an important instrument in fulfilling one’s needs and secondly. The work will be more attractive if working conditions are congenial to the task a worker proposes to accomplish good working conditions involve such facilities as adequate light comfortable temperature attractive surroundings. Theories of job satisfaction:1) Fulfillment theory:Fulfillment theories regard satisfaction in terms of outcomes (rewards) a person receives or the extent to which a person’s needs are satisfied. autonomy. The desire for promotion is generally strong higher level employees as it involves change in job content. This is because of two reasons first. It is no surprise that employee takes promotion as the ultimate achievement in his career and when it is realized.Job satisfaction is related to working conditions also.Monitory rewards play a significant role in influencing job satisfaction. Status and the like. If the worker has good relations with the fellow employees and the supervisor he will feel satisfied. and in line with their exceptions when pay is seen as fair based on job demands. 5) Opportunities for advancement in career: Promotional opportunities affect job satisfaction considerably. 3) Congenial working environment:. Schaffer thinks that job 7 . His job satisfaction will increase further. 4) Financial rewards:. If the work – group enjoys a higher status.

8 . Measures to improve job satisfaction:1. The difficulty with approach to be satisfaction is that satisfaction is a function of not only what a person receives but also what he feels he should receive and want to receive what may satisfy a person may leave another dissatisfied because of difference in their expectation. In one company job enrichment raised the morel of electronic technicians. Improving working condition:One simple prescribe solution to increase job satisfaction is to improve those conditions which are organizational sore parts. Thinks that satisfaction is the difference between what are actually received and what he feels he should receive.satisfaction will vary from directly with the extent to which those needs of individuals that can be satisfied are actually satisfied. 2) Discrepancy theory:This theory argues that satisfaction is the function is the function of what a person actually receives from his job situation and what thinks he should receive or what he expects to receive when actually received satisfaction in less than expectation satisfaction it causes dissatisfaction porter. Input / output balance is the perceived ratio of what a person receives from his job relative to what he puts in the job people compare their input. These by identifying the root cause of job satisfaction the management can evolve a strategy for remedial action. According to equity theory either under reward or over reward can led to dissatisfaction although the feeling associated with them are different under reward causes feeling of treatment while over reward lead to feeling of guilt and discomfort. output balance with the perceived input / output balance comparison others. His input / output balance in turn determiners perceived equity. 3) Equity Theory:According to equity theory a person’s satisfaction is determined by his perceived equity.

Transferring discontented workers: In some cases it is also possible to remove dissatisfaction by transferring the dissented employee to another job matching his taster and preferences. take one project that can motivate us and give us a sense of control start small. Here are some ideas that may help. Changing perception:Employees something has misconception about many aspects of job dissatisfaction stems from the misconceptions about the organization. We have here are some ideas that may help. The dissatisfied person may be unwilling to makes from the position or he may be incompetent to hold other challenging job. i.2.e. Employee may be misinformed about certain issues.  Improve our job skills. such as organizing a work relater celebration before 9 . Strategies to improve the job satisfaction Depending on the underlying cause of dissatisfaction there may be several ways to increase the job satisfaction. In these cases management can change the perception of dissatisfied employees and restore job satisfaction by furnishing the correct information discontent gets subsided overtime. we might see our self as an excellent project manager – a confident communicator and a highly organized person why not best of the job we have. We can create new challenges and make the best of the job.  Develop our project. Imaging our self in our dream job. 3. It doesn’t mean our work has to become drudgery with a likely imagination. the mispriscription might be based on inadequate or incorrect information’s. 1) Set new challenges :If we’re stuck in a job because of lack of lack of education or a downturn in the economy. This transfer activeness a better fit between individual and job characteristics and promotes job satisfaction this kind of transfer may not be without certain constraint.

2) Beat the boredom: Breakup the monotony take advantage to our work breaks. If we hear that our company is launching a new project volunteer for the work team. listen to music go for a walk write a letter. Keep in mind that boredom can be deadly if our job entails working with machinery or casing for people.  Mentor a co-worker. Helping a new co – workers or an intern advance his or her skills can often restore.  Volunteer for something different. If our mind wanders to point that we put out life or the lives of other in jeopardy task to our supervisor about new challenges we can take an or seek a new position. We can switch back and forth. But if were alert to ways our view of work brings down we can improve our job satisfaction. Job Rotation 3. once well mastered a job we may find it becoming routine.  Ask for a new challenge. The challenges and the satisfaction we desire. Job Enlargement 2. such as interning data into a base or working an assembly line? Talk with our boss about training for a different task to combat boredom once we have completed the training. Change of Pace 10 . 3) Stay positive:Use positive thinking to reframe our thoughts about our job changing our attitude about work won’t necessarily happen overnight.moving on to larger goals working on something new can boast our confidence. How to Increase Job Satisfaction:1.  Cross – training does our work consist of respective tasks. If we are comfortable doing so tell our supervisor we’re a little bored with what we’re doing and would like a new challenge. read.

Further if workers are permitted to change their pace that would give them a sense of accomplishment. 2) Job Rotation:. They are something to look forward to – getting a break gives a sense of achievement. Perhaps the assembly lines can be shortened so that there will be more lines and fewer workers on each line moreover. Greater Autonomy 7. This practice provides more variety and gives employees a chance to learn additional skills.To check the harmful effects of specialization. They provide variety and relive monotony. Most people get a sense of accomplishment from completing a 11 .Anything that will give the worker a chance to change his pace when he wishes will lend variety to his work. instead of assigning one man to each job. reduced absenteeism in an accident rate. i. Automation 1) Job Enlargement:. They counteract physical fatigue. Shorter Hours 6. Scheduled rest periods bring many advantages.4. ii.Many companies are seeking a solution to on – the – job boredom through systematically moving workers from one job to another. Such changes permit more social contacts and greater control over the work process. The engineering factors involved in each individual job must be carefully analyzed.Shorter work – day in many eases lead to higher production. 4) Scheduled Rest Period:. iv. They provide opportunities for social contacts. Scheduled Rest periods 5. Giving a feeling of accomplishment.Extensive research on the impact of rest periods indicates that they may increase both morale and productivity. The company also benefits since the workers are qualified to perform a number of different jobs in the event of an emergency. 3) Change of Pace:. a group of men can be assigned to a group of jobs and then allowed to decide for themselves how to organize the work. 5) Shorter Hours:. iii.

That the process itself is important. Clearly. and it is difficult to state firmly that it either decreases or increases job satisfaction.whole job.Possible the single most effective way of increasing job satisfaction is to give workers more freedom to do their work in their own way. the worker loses his feeling for the relationship between his work and the overall process.The effect of automation on job satisfaction depends largely on the degree of automation that is introduced. People will work harder and derive satisfaction if they are given the freedom to make their own decision. Factors Contributing to Job Satisfaction Evans and Laseall (1950) found the following factors affecting job satisfaction in order of preference. It the job becomes too specialized. 1) Income 2) Interesting and important job 3) Pride in company 4) Fellow workers 5) Immediate boss 6) Management 7) Working conditions 8) Security 9) Chance to get ahead 10) Benefit plans 11) Safely and medical facilities. and ii. automation means different things in different situation. The concept whole job gives satisfaction to a worker. 7) Automation:. 6) Greater Autonomy:. That he plays a significant part in the work process as a whole. i. Importance of Job Satisfaction: 12 .

People who positively about their work like are more option to voice “favorable sentiments” about the organization to the community at large. This is turn eventually takes its toll as the organization. likely to live larger here. Emotional stress as contributory factor in the genesis of hypertension coronary artery disease digestive ailments. The job satisfaction is an important for the psychological adjustment and happy living of an individual. The logic behind such result is that people with greater satisfaction tend to have greater benefits which promote langervity on the other side of the coin. 5) Reducer absenteeism and turnover:- 13 . A classic study by author kormahalsen provides empirical evidence for the relationship between job satisfaction and mental health. 3) Spread good will about organization:Spread good will about organization from the point of view of an organization. In fact job satisfaction and life satisfaction are in extricably bound. When the goodwill of the company goes up new analified and dynamic enervate show their interest in joining organization. As the contrary a chronically upset individual make organization life vexatious for other with whom they interact. For instance people feel bad about many other things such as a family life. 2) Job satisfaction has some degree of positive correlation with physical health of individual:A study by Pilamore has come to the conclusion that people who like work. Organization thus will be in a position to enjoy the talents of people as job satisfaction fosters a pervasive residence of public goodwill towards the organizational. it was countered that chronic dissatisfaction with work represents stress. and even some kinds of cancer therefore job satisfaction is essential to maintain physical health also. 4) Individuals can live with the organization:A happy and satisfied individual can find it easy to live with inside the organizational as well as outside. Leisure activates came time even life itself many unresolved personality problems and maladjustment arise out of a person inability to final satisfaction in his work. Both scientific study and casual observation provide and ample evidence.1) Job satisfaction has same relation with the mental health of the people:Dissatisfied with one’s job may have especially volatile spillover effect.

Paper has a long history. Charley established a paper mill ‘Scampore’ in ‘West Bengal’. paper production becomes industrialized. as paper can be put to many uses. CHAPTER II INDUSTRY PROFILE Historical Background of the Paper Industry : The paper industry occupies an important place. But the time it was a bally. if they are unconvinced about the merits of job satisfaction to give priority adequate weight age to job satisfaction. dried and prepared. beginning with the ancient Egyptians and continuing the present day for thousands of years. a wide variety of paper grades and uses are available to consumer. The paper derived from the French word “Papyrus” and is a substance composed of fibers interlaced into a compact web. Originality intended purely for writing and printing purposes. Hand made method dominated and then during the 19th century. it contributes to a lot not only to economic development but also to cultural development.The cost of employee turns over and absenteeism is sufficient to accept the important of job satisfaction. Higher job satisfaction reducers labour turnover and absenteeism and the managers are compelled. it was closed in a few years. The art of making paper was first discovered in China. which can then be macerated into pulp. Dr. It was the year 1837 as in the year. Today paper includes a wide range of products with very different application. The end of 14th century gave birth existence of number of paper mill in Italy. hygienic and sanitary. 2nd century BC from there it traveled slowly towards Europe. artistic. A serious to job satisfaction. Unfortunately. It’s almost impossible to imagine a life without a paper. Soon after Titagpur paper mill was established at Calcutta. The spread of education and literacy is bound to increase demand for paper. France and Germany. as well as for storage and transportation of all kind of goods. This was followed 14 . A serious consequence of job dissatisfaction can be the employee turnover. educational. cultural. In 1987 the royal paper mill was set up in West Bengal again. In 1881 the upper Indian copper mills started operation at Lucknow. communication.

by the opening of the Deccan paper mills at Pune and the Bengal paper mill at Rangraj in 1889 respectively. Until 1880 paper industry didn’t move towards on commercial line.4 MN tones. Bamboo is a raw material for pulping. of India. documents and writing paper]. The forest research institute at Dehradun comes out with a solution. the paper industry was made rapid progress by the Govt. The spread of education and literacy in bound to increase demand for paper. the units of paper industry are owned private sector. to transport and protect food [packing foods. The first paper mill using bamboo as raw material was started in 1918 in the entire unit which was subsequently started between mid 1920 and 1960. napkins.] and in medicine [hospital uses] Growth of Paper Industry in India : There have been discovered that. In 1913 there is 7 units manufacturing around 25000 tones of paper. tetra packs]. the paper industry started since from mogul era. These units are diverse size. are owned by public sector. The Govt.50. We uses it to store and communicate information [News papers. There is about 30 large magnitude. The raw material consumed mainly sabbi. The paper industry contributes not only to economical development. but also to cultural development. for hygiene [tissues. bamboo based. books. improved spruce and wood pulp. for cultural and artistic purposes. The production of machine made paper to begin in 1870.000 tones in December 1960 to over 2 MN tones in December 1992. There are about 30 large integrate mill organized and well equipped and there are about 270 small units. jute. Only four units. Paper Grade and Products Paper is an essential part of our lives and satisfies many human needs. The production of paper goes rise from 3. During the period of planned development. ragi. When the bally mill was established in West Bengal. There are at present 340 units producing paper and paperboard in the private sector. of India with view to reduce dependence on foreign countries for import of 15 . which is installed capacity of 3. nappies etc. type and magnitude. grass. which are factoring news and print.

♦ Scarce availability of raw material.137 MN tones.00. The 1st and 2nd world war proved helpful to the paper industry. State Andhra Pradesh Assam Bihar Chathisghad Gujarat Haryana Himachal Pradesh Jammu and Kashmir Jhar Khand Karnataka Kerala Madhya Pradesh Maharashtra Nagaland Orissa Pond Cheri Punjab Rajasthan Tamil Nadu Uttar Pradesh Utharanchal West Bengal Total No of Mills 39 2 7 9 91 17 7 1 2 19 13 27 90 1 6 7 73 70 34 94 16 26 594 At present 540 mills in India with 3. Some paper mills are incurring continuous losses in recent years because following reason. as paper was great demand by protection duty levied on imported papers. The having slow growth in India. The geographical spread of the industry is given in the following table. 16 . Today the industry output is over 8500 MN tones from more than 500 mills in India.000 people working in the industry. Even though increase in demand of the paper at the rate of around 7 to 8 percent. At the independence there were less than 20 mills with a total annual production of print set up the factory at NEPA with a capacity to produce 30 tones per annum in the year 1956.

and so the TV itself. At Work and School Most of us expect to find paper in school and business. birth certificate. our desk are usually covered with it. craft paper has registered a 6 percent rise in demand and news prints an impressive 10 percent. ♦ Very stiff competition etc.♦ Govt. A ticket to movie is made out of paper and so are the containers and the carry out treys for popcorn and drinks. stock certificate. 2 billion books. all the documents which govern our lives are made out of paper. or a new microwave oven be shipped without the corrugated containers that protect them? The largest category of paper products today is the one we take for granted-the paper board is useful to ship 95 % of all manufactured goods (even paper) and is much lighter and more recyclable than the wooden careers of yesterday. paper masks. We now generate even more paper than even before. duplex board has recorded increase by 605 percent. board and news print clipped due to shortage of fibers in the country. 17 .6 MN tones in 2010 and 13 MN in 2015. regulation and increase in the rate. Packing How world light bulbs. ♦ Threat by the public to reduce pollution from the company. check. Paper in our Lives Printing Media and Entertainment : We read 350 million magazines. Thanks to computers which were once expected to make ours a paperless society. paper board games and paper kites. ♦ Fast change in technology. and 24 billion-news paper a year all printed on paper. deeds of ownership. Children play with paper dolls. Demand for crème wove paper has increased by 8 percent in 2002. Even the batteries in TV remote control contain paper. water glasses. The challenge for the Indian paper industry to meet the ever-increasing demand of paper. The future demand of country is expected to grow from 5. And our money. and marriage licenses.

Construction Paper is used to build homes, sometimes it saves as a structural or decorative component, as laminated kitchen counter fops, insulation, gypsum board, acoustical board, wall papers, flooring and shingles paper is backing material for marking tape, sand paper, and electrical cable wrap. Forerunners of Paper Before invention of paper, various cultures used many different media to record written information like stones, metal, wood, papyrus, clay, parchment, vellum, cloth, tree-leaves, bark and rice-pith, paper have all filled this role at one time of another.

The Indian Paper Industry :
The paper industry in India is more than a century old. At present there are over 600 paper mills manufacturing a wide variety of times required by the consumer. These paper mills are manufacturing industrial grades, cultural grades and other specialty paper. The paper industry in India could be classified into 3 categories, according to the raw material consumed.  Wood based  Agro based  Waste paper based While the number of wood sassed milk is around 20 and balance 580 mills are based on non-conventional raw materials. The Govt. of India has released the rules and regulations and also de-licensed the paper industry to encourage investment into their sector and joint ventures are allowed some of the joint ventures have also started in India. The paper industry in India is looking for state-of-art technologies to reduce its production cost and to upgrade the technology to meet the international standards. The Govt. of India has reduced the customer’s duty from 140% to products in India


COMPANY PROFILE : Origin Of The Company :
The history of paper mill goes such in to the dreams of Visionaries like Sri Chamaraja Wodeyar Maharaja of Mysore, laid the foundation stone on 1’st April 1937 at the bank of river Bhadra. The farsightedness of the great Engineer Bharat Rathna Mokshagondum Sir M. Visweswaraiahand then Dewan Sir Mirza Ismail become the source of inspiration to start this industry in a remote village called Benkipura, now it is called steel town Bhadravathi. The main purpose is to tap the forest resources namely equiliptus trees and bamboo’s which are abounded in this place. As all required infrastructure facilitates were available in Bhadravathi. It became easy to start company on the bank of river ‘Bhadra’. So it is situated in his town ship area called paper town.

Nature of Business Carried :
The primary business of M.P.M factory is production of paper. It includes cultural paper, Newspaper, Special quality paper etc. It carry the high advanced technology for the production of paper. This company carry’s the subsidiary business of sugar manufacturing. (It is seasonal business) The company organized in to corporate office and regional offices to carry out the marketing function. They are situated at Delhi, Calcutta, Chennai and Mumbai with its corporate office at Bangalore. It is the first largest paper manufacturer in Karanataka.

Area of Operation :
The company is organized in to Corporate office and Regional offices to carry out the marketing function. They are situated at Delhi, Calcutta, Chennai and Mumbai with its corporate office at Bangalore. It is the first largest paper manufacturer in Karanataka. The M.P.M limited concentrate his activity mainly on through out Nation. But its excess popularity in regional in the process it supplies paper to leading newspapers in there daily printing. Main Customers of M.P.M Factory Papers are,


M.P.M. News print is used for printing Newspaper in all languages in India. A few of important customer are as follows, English News Paper ♦ Times of India ♦ New Indian Express ♦ Deccan herald ♦ The Hindu ♦ The State man ♦ The Tribhuvan Kannada News Paper ♦ Prajawani ♦ Samyuktha Karnataka ♦ Udayavani ♦ Kannada Prabha Tamil Paper ♦ Dina malar ♦ Dinakaran Telugu News Paper ♦ Enadu ♦ Vartha ♦ Andra Bhumi Marathi News Paper ♦ Sakal ♦ Maharastra times ♦ Samachar Ownership Pattern : The company way incorporated in the year 1936, and started with a small capacity of 4000 tone per annum, with a capital of Rs.25,00,000, 10% being contributed by the 20

is 0. When the state Govt. Competitors Information : The Mysore paper mill has his competitors.A. Mysore paper mill was a small company formed in the joint sector.09] [Source: Magazine MPM] TNPL [Tamilnadu News Print Limited] : Exports to 20 countries ♦ Largest exporters of wood free exports ♦ World largest bagasse based paper mill ♦ Market leader in computer stationary ♦ Unique pulping and processing system ♦ It is an Eco friendly paper. million T.A.2% remaining is in public.P.09 . has increased its share holding in the company to the extent of 56.18 0. 0. Bank and shareholders.M.10 West coast paper mills. They are.P. of Mysore.Govt. It is a 350 crores public sector company. It possess Rs 815 Crores of land in the year of 1977 the Mysore papers mill become Govt. 0. Company name TNPL Hindustan News print Ballarampur industry Dhandeli [Note: The M. In 11/02/84 started regular crushing of sugar commenced with a capital Rs 20 Crores by the Government. The first 4000 tones of writing and printing paper produced under the brand name ‘BISON’ where found to be immediately acceptable.P. co.14 0. HNP [Hindustan News Print] : It is exports to 6 countries ♦ It’s mainly exporting newspaper in large quantity ♦ Market leader in culture paper 21 Capacity in Million T.

M. ♦ It used wood chips for the production of paper. ♦ 100% pulps supply from duplex board.P. Bangalore and regional offices.Balarampur Paper Mills. and packaging 10-12%. In this factory 3123 are working in this 2807 works in Bhadravathi. Kalyana Mantapa One kalyana mantapa is constructed in the township for employees / public to conduct marriage and cultural programme at reasonable rates. ♦ Demand for printing paper expected to grow by 5.M. Andhra Pradesh : ♦ BILT graphic paper limited mill merged with BALT US $80 million raised it achieved three lakh million tonnes production in last year. And other in Shimoga. ♦ Paper production has increased 9% to 99%. West Coast Paper Mills Limited Dandeli : ♦ Excise duty relationship has affected small. ♦ 29-05-2001 lowest PV ratio of 1. ♦ Important threat for product is negligible due to protection of 62. has his own land of 815 Acres in this 549 Acres is town ship and remaining 266 Acres is factory areas.74 Infrastructure Facility : The M.P. Quarters The Employees of the MPM have been provided with residential accommodation to the extent of 65% of the employees at nominal rate of rent per month Workmen’s Quarters Staff Quarters Office Quarters Total M.7% per annum. 154 tonnes to 9100 tonnes.86%. Paper Town Police Station 22 1332 190 232 1754 .

M. House Building Society Two house building societies.M. Sports and Cultural Activities Club School ♦ Kannada Shishuvihar ♦ Paper town English school ♦ Paper town high school ♦ Paper town Junior college Sports and Cultural Activities Club Sports and cultural activities are conduct to provide recreational facilities to the employees and their families. Bhadravathi School.One police station to maintain law and order situation in township Strength of police staff as under.M. employees. Provides ♦ Indoor shuttle badminton court ♦ Out door ball badminton ♦ Golf ground ♦ Shuttle badminton ♦ One swimming fool ♦ 2 hand ball courts ♦ Small grained for foot ball and athletics ♦ Multi gym ♦ Clubs ♦ Health club ♦ Gents recreation club for employees 23 . they are ♦ M.P.P.M.P. employee building co-operative society. house building co-operative society Bangalore ♦ M.

♦ In the year 2000 the co.M. factory infra structure there is 266 Acres.P. Achievements and Awards : ♦ It is Asia’s second largest and India’s first largest co. factories there are 61 vehicles used for the factory purpose Hospital A combined 16-bed hospital with 6 medical offices is available for MPM employees.♦ Officers club ♦ Offices ladies club ♦ M.M. Badminton Hall ♦ Vanitha Samaj Guest House ♦ VIPs Room ♦ General 2(A/c) ♦ VIPs Room 7 (A/c) 22 (5A/c) Officers hostel 48 Rooms accommodation in inside the M. In the inside of M. has ventured to obtain.P. VISION : 24 .M. 69 departments.P. ISO 9001 certificate in the global competition ♦ ISO 14000 certificate (for pollution control) ♦ 5 times best purifier of water award by water purification board of India.

Mysore papers mill committed to deliver products and service to satisfy the needs of customer. Quality Policy The company feeds back the information form the customer as to the quality of product defects if any observation and keep close touch with the customer in order to ensure that the product supplied are as per the customer requirements. ♦ To make continuous effort to improve quality by continuous training ♦ To actively involve people to contribute toward high productivity through teamwork and innovation. quantity etc. They are mentioning the product grade. 2. Work Flow Model : Fig. Release Raw Material to Pulp Mill The purchase department releases the raw materials to the pulp mill 1. ♦ To consciously work toward conversion of resources and minimization of wastes of all forms. Pulping Process 25 . quality.1 shows workflow model Purchase Orders At the first stage the company receives purchase order from its agents. Quality assurance policy adopted is to satisfy the customer by supply of defect free product’s and services at all time. MISSION : ♦ Customer Satisfaction ♦ Consistent quality ♦ Competitive price.

Documentation Before delivering the paperboard to the customers it should be documented in the stores ledger. The workers pack the paperboards in bundles as orders. refining and addition of required chemicals. Then it passes through Dryer machine and it passed change calendar machine next it passes to the online coating machine 3. Packaging The next step is packing. 7. It will under go cleaning of pulp. Dispatching After documentation in proper ledger than the next process is dispatching the goods to customers.In this pulping process the raw material pulping made in pulper with water. The pulps are passes to the paper machine and it passes through solid press water removal. Production Process a. 2. Finishing Yard The finished yard paper boards are passes to the stores or finishing yard. Size Cutting Then passes to the size cutting machine in this machine they cutting the paper bands according to the customer requirement 4. Future Growth and Prospectus : 26 . 6. 5.

They are.M limited it supplies only to the registered Newspaper agencies and against specific orders. the price fixed by the government for the various type of paper where unrealistic and did not provide for reasonable return capital. Organizational Structure of Mysore Paper Mills Ltd.The industry should help to optimize Capacity utilization through innovation and modernization of existing large mill.P. writing. As a result the industry was hard put to ploughs book funds for expansion and modernization with the removal and distribution control on white printing in 1988. ♦ White newsprint ♦ Pink Newsprint The Newsprint’s manufactured by M. printing and packaging specialty paper) sugar and MolassesThe factory is situated at Bhadravathi with one machine for the manufacture of newsprint and three machines for the production of cultural varieties of paper and one sugar mill unit. 27 .P. limited products two types of News print. paper industry was able to get remunerative prices.e. cultural paper (i. In this connection.M. Product Profile : The product profile manufactured by MPM limited is Newspaper print. News Prints M.


Cellulose in the from of fibers in the basic raw materials for papermaking. Availability: It should be abundantly available in nearest places. Cellulose is not available in pure from except cotton (85%). Raw material for MPM. Consideration of Raw Materials. Suitability: Cost: Raw materials should have high % of fibers. So we use the trees containing about 55-65% cellulose as RM for RM for paper production. and the pieces are stored in a tank called ‘SILO’. Bamboo 40% 60% -Nil- Euca 35% -Nil65% wood 10% -Nil90% Chipper House: In chipper house the raw material’s i.e wood logs are cut in to small pieces (chips) with the help of chipper. Chipper: 29 . The table of courses is given below. Euca. MPM takes the raw material from different sources. Acacia are used and trace amount Pine. Private Forest Captive Operations. Casurina also used as raw material. Mainly Bamboo. Raw materials should be cheaper and paper production cost should be low.

The over sized will go to rechipper for making small chips. Pallman chipper : It is used to chip the softwood like Bamboo. Each chipper contains two types of blades for chipping. Chip size must be in between. The chips are taken to chip screen through conveyor. Guiliar Chipper: 5 chippers are working. The accepted chips are stored in SILO. when it comes in contact with the dead and fly knife. bamboo is fed. which are rotating with the help of motors. Length Breadth Width : : : 13 to 25mm 10 to 12mm 5 to 6mm Pulping Technology at MPM: 30 . Pallman chipper: 2 chippers are working. Chip Size: It is very important to maintain the size of chips because in CPM II the liquor should penetrate easily.Chipper is classified into two types in MPM based on wood lthey chip . When the raw material i. The chip screener will separate the over sized and accepted chips.. Here the fly knife is adjusted to drum which rotates with the help of motor. the feed rollers crushes the feed and the drum type fly knife will chip the raw material. The clips will be conveyed to clip screener for separating the dust and over sized from accepted chips. when the log comes in between dead knife and fly knife it will be cut into small pieces of equal dimension. One us dead knife and other is fly knife. In pallman chipper “Feed rolled” are used to crush the raw material. Guiliar Chipper: It is used to cut the hard wood like Euca and Acasia. The sized chips will go to rechipper for making small chips. The accepted chips are stored in SILO.e. In this chipper fly knife are added to big disk.

When the pulp is subjected to refining. density how it will behave on the paper machine wire. III contain singe wire where as in the SPP PM IV machine double wire is used.In MPM 3 varieties of pulp is produces. The beaten pulp in the ratio of ♦ CSRMP ♦ Chemical pulp . the outer layer of fibers is peeled off and the fibrils are swelled and disintegrated. II. The PM I.II. SPP II & PMIV (Stock Preparation Plant & Paper Machine IV) In SPP II the pulp from CSRMP HD tower and chemical HD tower were drawn for refining fibers is a constituent of fibrils. Freeness is the dryness quality of beaten stuff. II. They are. The cutter papers are transported to the use . CSRMP: CPM I: CPM II: (Cold Soda Refiner Mechanical Pulping) for Euca and Acacia.III : (Stock Preparation Plant & Paper Machine I.II. III is same as SPP II & PM IV but the brightness of the paper is maintained above 80% as per customer requirement. And it contains the finishing house for cutting the paper as per the requirement.20% ♦ The imported chemithermo mechanical pulp –15% SPP I & PM I. The amount of refining is determined by freeness. Chemical Pulp Mill for Bagasse. chemical Pulp Mill for Bamboo and wood. III) The working of SPP I & PM I.60% FLOWCHART OF THE PAPER MANUFACTURING PROCESS 31 .

S.Washers Centricleaners 1 stage Bleaching NaOH 4 stage Bleaching Refiners ALUM ROSIM DTE TALEUM Mixing Chest PM 123 Finishing house Godown Godown Refiners 3 Nos Bb Chest PM-4 Finishing House Refiners 4 Nos HUMAN RESOURCE DEPARMENT: People : 32 . Chippers 5 Nos Bagasse Yard CPM I Bagasse washer Bagasse Digester M&D Soaker Blow Tank 1 B.Washers 4Nos Centricleaner CE NaoH Ca(OCl)2 Blow tank 2 NaOH Evaporators Centricleaner Furnace Casticising plant 3 stage Bleaching B.Washers 3 Nos Pressaffiners Soaking Bin Refiners 5 Nos B.S.S.Bagasse from Blower Bamboo Pallmann chipper E Nos SILOS Digesters 3 Nos Eucalyptus CSRMP CPMII SILOS Steam G.R.

For convenience sake. WELFARE (In mill only) Management of industrial canteen. he department is considered to consist of 2 major departments. Implementation of workers education schemes. marketing and forest division. grants increment. Legal coordination on matters relating to labor material. This department reports to the manager personal and HRD) Policies : I. personal (Mainly dealing with is officers) and HRD &A (mainly dealing with officers.In HR department 35 employees are working inside the company. Industrial Relations: Grievance handling. retirement. which are organized for both officers and non officers. promotion. Personal Department:  Recruitment. Discipline. footwear. manpower planning performance appraisal. The department consists of number of departments like personal. Public relation. II. Administrative aspects of medical aids to employees and independents. The HRD AND Administration department of MPM Is located at Bhadravathi. Employees counseling. expect training and developing activities. safety and plant welfare. Compliance of statutory obligation under the forest act.  Complaints with statutory obligation under various labor enactments. • • • • Negotiation and dealings with the unions. 33 . HRD.  Manual operation and maintenance of personal records of all non officers. transfer. Issuing of uniforms. pay fixation and time office. welfare and a number of section for e. Monitoring/ compliance with statutory obligation in respect of contract labor. Training.g. The division is headed by General Manager (HRD & A).

1947. then the letter is written to the Government about the failure of the dispute. the dispute is solved according to the industrial Dispute Act.Training and development (For officers and Non officer). Allotment quarters. Public relation. Practices and Procedures : 1. They will be recruited again when the company needs them again. Development and implementation of apprenticeship training. then he will be given a notice about his misconduct. Dispute: if any dispute arises.Development and implementation of orientation and induction programs. Town welfare. Liaison with press correspondents. then the government sends the dispute to the labors Commission or other according to the Act. If he does not report to the date mentioned in the notice. Development and implementation of leadership development programs for workers training and coordination of quality circles. Liaisons with government department and control of MPM guesthouse and its maintenance. then action will be taken according to the Disciplinary Act. HRD in detail with expenses incurred in Department: Industrial Relation: Retrenchment: In the case of retrenchment 1 day wages are given to the who retreat form the work. if the dispute is not solved in collective bargaining & Conciliation. Lay off: In the case of lay off 50 of wages for 4 days are given to the employees. The explanation must be in writing. Disciplinary Action: if employees conduct any miss conduct. House keeping activities of township. employees 34 .

pay fixation.Compensation: Compensation is given to those employees for whom accident has been occurred during employment period. After production of paper product will be stored in the warehouses and dispatched. promotion. II.. inventory and production scheduling order and invoice shipment and receipt of payment. this will handle by marketing division with co-ordination of production department. The following detail shows the calculation of compensations according to rules and regulation of the company. including Bangalore office. This Bhadravathi division gets the confirmation from the production department about the availability of raw materials and production schedules for producing the ordered paper product. Automated maintenance of seniority/service particulars of officers (HRIS). Transportation. elapsed time between an orders transmission by sales persons. If the production department says yes for production then they will give the permission for production and confirms it to the Bangalore office (if no also).. as power the department will go for collection of payment after giving minimum credit period of 45 days. conformation grant of increment. Marketing decisions and procedures of MPM regarding delivery of production order processing: most companies today are trying to shorten the order to payment cycle i. retirement in respect of all officers. Manpower planning recruitment. 2. If the customer made any complaints.e. all the regional offices get the orders from their dealers and authorized customers of newsprint. 2. CHAPTER IV Review of Literature 35 . Here at MPM Ltd. HRD Department: 1. ♦ Maintenance of vehicles and arranging transport as and when require by the department as well as by the employees. transfer. Officer’s grievance handling ad disciplinary in respect off all officers. order entry and customer credit check. These offices send the order entry to the corporate office Bangalore. 3. this will transmit the order entry to the marketing division of MPM Bhadravathi.

Dr. This review say job satisfaction may lead to increased absenteeism. Keith Davis (2002). The researcher starts the review of literature with the selection of a problem for research continues through the review stages of the research process and ends with the report writing. which acts as a motivation to work. So employees want to develop satisfaction among their employees. High performance and envitable rewards encourage high satisfaction through a performance. a. Turnover and other undesirable behaviors. High job involvement leads to higher level of dedication and productivity in workers. c. He says job satisfaction. b. textbook.The researcher has to survey the available literature releting to his field of study. (Himalayas publishing house) In this text book author discuss about what is job satisfaction. Fred luthans (2005) 36 . Subba Rao (2001) Personal and human resource management. It is self – satisfaction. refers to a persons feeling of satisfaction on the job. He must keep himself update in his field & related areas. He also explains about the factors leads for job satisfaction. P. The researcher collected the review of Literature through following Books and journals & handbooks for their research study. Satisfaction efforts loop committed employees are also more likely to embrace company values and beliefs. Literature is consists of book encyclopedias year books. Organizational Behavior (human behavior at work) 11th edition Hill publishing company limited. The vast majority of workers in the united stress report that they are satisfied with their job although they may be dissatisfied wit specific aspects of there. reference books & Journals. such as personal factors controlled by the management.

were dissatisfied with their family and social life. results revealed that majority of the 5. age. job and work involvement. who are promoted on the basis of performance is more satisfied. supervisor working condition etc. non – responsive market and lack of job security.e. This review says that job satisfaction as involving cognitive. Model. India pvt. then who are promoted on the basis of seniority. pay promotion. e. It is generally recognized in the organizational behavior field that job satisfaction is the most important and frequently studied attitude. Sage publications India pvt ltd New Delhi. d. New Delhi. sex and marital status had a significant influence an overall job satisfaction. This study assesses the level of job satisfaction among the employees of dotcom companies. it is a pleasurable or appraisal of ones job or job experience. This study result reveal that the employees of public and private sectors differed significantly in their job satisfactions. Moreover majority of the 5. A sample of 150 executives of various levels context managers to vice – President of dit. 37 . The scale for perceived importance of job factors. However gender of the employees did not influence these variables. Some factors influence on job satisfaction.Ltd. Apart from experience none of the other Personal factors like. Panda Tapan K (2001) job satisfaction of dotcom companies spread over 6 cities of India was administer. effective and evaluative relations or attitudes and sutes. Job satisfaction is a result of employees perception of how well their job provides those things that are received as important.Organational Behavior 10th edition MC Graw Hill/Irwin New yark. Biranchi N – Puhan (1999) Indian Psychological abstract and review volume 6 sage publications. I. faculty. was satisfied with their job but dissatisfied with their companies. The important causes of job satisfaction were unstable nature of the industry turnaround of venture. Indian experiments management and labour studies.

g. people are usually expressing something more like a feeling about their thoughts about it. Principles of organizational behavior Fourth edition. Seeing job satisfaction as essentially an affective rather than cognitive response means the concept can be planed more squarely in the broader context of well being.e. class etc. In individuals. He says that widely used approaches are a single global rating and a summation score made up of a number of job facts. This will be reflected in behavior which is favorable for the organization. Behavioral correlates of job satisfaction Here author explained that if people are content with their work. In this text book author discuss about the feelings or ‘affective response’ someone Robin Fincham Peter Rhodes. He explains the measuring job satisfaction.e. social. Even if now a day’s job satisfaction research is seen as part of the occupational health/ stress literature it was this highly plausible assumption which initially fuelled interest in the concept. 38 . personality. And also he explained that correlation of the job satisfaction i. such as absenteeism and productivity is a complex and possible indirect one. experiences in a job role Job satisfaction has been treated as both a cause and effect of other organizational variable such as ‘burnout’ and ‘work performance’. Job and life satisfaction Author revealed that the extent to which job and life satisfaction are connected has long been a question which sociologists from more and Engels onwards have attempted to answer. He says job satisfaction as an individual’s general attitude toward his or her job.f. And also he explained the characteristics of job i. although the relationship between measures of job satisfaction and behavior at work. Gender. Organizational Behavior Tenth edition Stephen P Robbins (2004) Prentice – hall of India. age. In this text author discuss about what is job satisfaction. In job satisfaction research there seems to be a good understanding of the key characteristics of jobs which lead to “Positive effect”.

such as Personal factors inherent in the job factors controlled by the management. “I am satisfied with my job” such a description indicates the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of job satisfaction. Personnel and Human Resource management 5th revised edition 2005 M.M Sharma.And also he explains the effect of job satisfaction on employee performance.e. i. job Rotation. fellow workers. Agarawal Krishna (1998) Indian journal of psychometric and education. management. Result revel that those who perceived themselves to be close to management were satisfied and less stress then those who did not perceive themselves to be close to the top management. And also he explains the factors contributing the job satisfaction i. 39 . Studies job satisfaction and job stress in hierarchical ranks of employees working in two private Organizations.e job enlargement. change of pace shorter hours. physiological and environmental circumstances that causes a Person to say. Benefit plans security working condition etc. so we find a large number of studies that have been designed to assess the impact of job satisfaction on employee productivity. absenteeism and turnover. He also explains about the factors leads for job satisfaction. Researchers have recognized this interest. h. i. Sage publications Indian pvt. automation etc. Pride in company. Income. Ltd New Delhi. A total of 60 employees 20 from each rank was administered the job satisfaction scale and the occupational stress index. And the text includes ways of measuring job satisfaction. In this text author discuss about what is job satisfaction He says job satisfaction is a combination of psychological. And he explains how to increase job satisfaction. Himalaya publishing house.

Matteson. And author explains effect of job satisfaction on employee performance i.e. Robert konapaske. Mocheel T. Exit. income. Ivancevich. He explains factors influence on job satisfaction. Loyalty.e. Also explain how employees can express dissatisfaction i.j. Voice. This review says that job satisfaction as involving cognitive effective and evaluative reactions or attitudes and sates it is a repleasurable or appraised of one’s job or job experience.e. employee Productivity absenteeism. Neglect etc. CHAPTRER V Research Methodology 40 . promotion working condition etc. Tata McGraw Hill publishing company ltd. Organizational Behavior and management special Indian edition (7th) Business world John m. and turnover. I.

sources of information. any enquiry would prove to be a failure. 41 . The scope of the study of this confined only MPM. The study may be beneficial for the department and the employees department can benefit by knowing the employees level of satisfaction. For the employees indirectly helps them to convey their expectations regarding the job security. the validity of the study lies in methodology which includes motivation for the study.Methodology:The research is a systematic scientific search for pertinent information on a specific topic. research design limitation of the study etc. It randomly selected employees to know there level of satisfaction through questionnaire. 3) To assess the level of job satisfaction among employees in the industry. 2) To know the training and development programme conducted by the organization. Research Design:The task of defining the research problem is the preparation of the research of the design of the research project known as research design. report design. This project highlight the scope for future improvement in above requirements provided to the employees. 4) To assess the factors contributing for the employees. Objective and scope of the study tools of data collection. Aim and objective of the study 1) To identify the satisfaction level of the employees on their job. Scope of the study A study on job satisfaction at MPM Bhadravathi. It is of 5026 employees. Safety appliances welfare measure etc to the department.

42 . Some factors influence the satisfaction. Hypothesis:Hypothesis means a theory which is to fully reasoned in their words.  Job satisfaction is depending upon wage. organization structure management.  The research would be significance to present situation. 2) Secondary Data Collection:The secondary are collected through website. I. To select these respondents researcher has been adopted the simple sampling methods. Descriptive research design to analyses the characteristics of the issues related the topic. University library. promotion system. Through this study researcher identify the problem and collect the opinion about the job satisfaction.In the present study researcher has been adopted.  Higher level of job satisfaction of employees in MPM.  The organization provides good facilities to do the job well. Universe of the Study:The employees in the MPM industry constitute the universe of the study.e training programme. HR books News paper and company records journals Industry annual represents. Data Collection:The collection of data includes 1) Primary – Data Collection:The researcher has been collected the data directly from the employees by using interview schedule. Sampling or Sample Size:In the present researcher has been collected information from the so respondents. performance measurement and also these are all is to leads the dissatisfaction about their jobs.

finally researcher selected the 10 departments for the collecting data about the research study and also selected the minimum 5 employees from each department for fulfilling their requirement. This information is collected from the limited respondents. Problem of understanding They feel uncomfortable because of lack of the willingness CHAPTER VI ANALYSIS AND INTERPRETATION 43 . Keeping in view of the objective of the study research tools has been developed both open and close ended questions prepared in the interview schedule. Sampling Procedure:The researcher collected the information regarding the department which is existing in MPM from personal department. Along with the interview the observation method also incorporated in this study. Lack of the co-operation from the respondents. In proper communication. Limitations of the Study • • • • • • An employee has fear to reveal the negative aspects.Tools for data collection:In the present study the researcher developed the Interview questionnaire for the purpose of collecting the data from the respondents.

Table 2 44 .In this section of the research report it is an attempt to describe the personal information of the respondents. This information is required to know about the personal attributes of the employees before venturing into their perception views on the topic under analysis. hence from the above chart it is clear that the majority of the respondents are male and this may be due to the nature of work exiting. Table 1 Classification of respondent’s as per gender GENDER Male Female Total RESPONDENTS 43 7 50 PERCENTAGE 86 14 100 The above table shows that the male respondents are 86% and whereas the female respondents are 14% .

8% of the respondents are comes under the dryer.The designation of the respondents DESIGNATION RESPONDENTS PERCENTAGE Helper 08 16 Assistant 10 20 Operator 07 14 Supervisor 09 18 STA 08 16 Dryer 04 08 Fitter 04 08 Total 50 100 The above table shows that 20% of the respondents are comes under assistant. 16% of the respondents comes under the helper. 14% of the respondents comes under operator. Table 3 The Department wise distribution of the respondents 45 . 18% of the respondents are comes under the supervisor. 16% of the respondents are comes under the STA. 8% of the respondents are comes under fitter.

10% of the respondents comes under the chipper house.C. 4% of the respondents are comes under the safety.C Finishing Paper machine 123 Training Pulp mill Training Safety Stock preparation Paper machine 4 Total RESPONDENTS 05 04 06 16 04 03 03 02 03 04 50 PERCENTAGE 10 08 12 32 04 06 06 04 06 08 100 respondents comes under finishing. 6% of the respondents are comes under the stock preparation plant . 6% of the respondents are comes under the pulp mill.The above table shows that 32% of the respondents comes under paper machine 123. 8% of the respondents comes under the paper machine 4. 46 . Table 4 The marital status of the respondents PARTICULAR RESPONDENTS PERCENTAGE Married Unmarried total 48 2 50 9 4 100 The above table shows that 96% majority of the respondents are married remaining 4% of the respondents are unmarried. 8% of the respondents comes under the training . 6% of the respondents are comes under the printing. 12% of the DEPARTMENT Chipper house N.

Table 6 The nature of work of the respondents PARTICULAR Technical Manual Clerical Supervisor Total RESPODENTS 25 12 03 10 50 PERCENTAGE 50 24 06 20 100 The above table shows that 50% of the respondents comes under technical work.Table 5 The education qualification of respondents QUILIFICATION Primary Secondary PUC Degree PG Technical Total RESPONDENTS 05 22 02 11 01 9 50 PERCENTAGE 10 44 04 22 02 18 100 The above table shows that 44% of the respondents are completed Secondary. 24% of the respondents comes under manual work. 47 . 6% of the respondents comes under clerical. 4% of the respondents are completed p u c. 20% of the respondents comes under supervisor. 10%of the respondents are completed primary. 22% of the respondents are completed Degree. 2% of the respondents are completed P G. 18% of the respondents are completed technical.

Table 9 The experience of the respondents PARTICULAR RESPONDENTS 48 PERCENTAGE . 30% of the respondents comes under the between 15000-20000.20000 Above 20000 Total RESPONDENTS 04 08 15 23 50 PERCENTAGE 08 16 30 46 100 The above table shows that 46% of the respondents comes under the above 20000.Table 7 The nature of the job of the respondents PARTICULAR Permanent Temporary Contact Total RESPODENTS 47 00 03 50 PERCENTAGE 94 00 06 100 The above table shows that 94% of the respondents are belong to permanent and remaining 6% of the respondents are contrac Table 8 The salary in rupees per month of the respondents PARTICULAR Below 10000 10000.15000 15000. 8% of the respondents comes under the below 10000. 16% of the respondents comes under the between 10000-15000.

1-5 years 5-10 years 10-15 years Above 15 years Total 04 00 00 46 50 08 00 00 92 100 The above table shows that 92% of the respondents are experience comes under the above 15years . Table 10 The factors effects on job satisfaction of respondents Particular Strongly agree R % 06 12 05 04 04 10 08 08 Agree R 38 32 06 15 % 76 64 12 30 Neutral R 06 13 14 23 % 12 26 28 46 disagree R 00 00 26 05 % 00 00 52 10 Strongly dis agree R % 00 00 00 00 03 00 00 06 Total R 50 50 50 50 % 100 100 100 100 Training programme leadership Fringe benefits Insurance The above table shows that 76% of the respondents are agreed that training programmer is effects on job satisfaction. 49 . 64% of the respondents are agreed that leadership is effect on job satisfaction. 8% of the respondents are experience comes under the 1-5 years . 26% of the respondents are opened neutral. 10% of the respondents are strangely agreed that leader ship is effects on job satisfaction. 12% of the respondents are opined neutral. 12%of the respondents are strongly agreed.

4% of the respondents are opined good. Those insurance effects on job satisfaction. 12% of the respondents are agreed. 10% of the respondents are opined dis agree. 08% of the respondents are strongly agreed. 26% of the respondents are opined very good. 50 . 06 % of the respondents are strongly dis agreed. 66 % of the respondents are opined that excellent about medical facility in the industry. 08% of the respondents are opined strongly agreed. 46 % of the respondents are opined neutral that insurance is effects on job satisfaction. 30% of the respondents are opined very good.52% of the respondents are dis agree that fringe benefits is effects on job satisfaction . 30% agreed. Table 11 The opinion about welfare facility in industry of respondents particular Excellent R 33 33 39 03 % 66 66 58 06 Very good R % 15 30 13 13 03 26 26 06 Good R 00 2 04 08 09 % 04 08 16 18 Average R 00 00 00 30 % 00 00 00 60 Poor R 00 00 00 5 5 00 00 00 10 Total R 50 50 50 50 % 100 100 100 100 Canteen Medical Safety provision Bonus The above table shows that 66%of the respondents are opined that excellent about canteen facility. 28%of the respondents are opinioned neutral. 8% of the respondents are opined good .

18% of the respondents are opined good.58% of the respondents are that excellent about safety provision. 16 % of the respondents are opined good . 30% of the respondents are neutral. 60% of the respondents are opined that average about bonus facility industry. 26% of the respondents are very good . 10 % of the respondents are opined poor. 51 . 6% of the respondents opined excellent. 6 % of the respondents are opined very good . Table 12 The social demographic profile is influence on improving performance level of respondents PARTICULAR Strongly agree Agree Neutral Disagree Strongly disagree Total RESPONDENTS 00 35 15 00 00 50 PERCENTAGE 00 70 30 00 00 100 The above table shows that 70% of the respondents are agreed that social demographic profile is the responsible factors on improving performance a level.

22% satisfied.Table 13 The level of satisfaction regarding the work environment PARTICULAR Highly satisfied Satisfied Average Dis satisfied Highly dis satisfied Total RESPONDENTS 03 36 11 00 00 50 PERCENTAGE 06 72 22 00 00 100 The above table shows that 72% of the of the respondents are satisfied with their working environment. 6%of the respondents are highly Table 14 The job security in the industry of respondents PARTICULAR Yes No Total RESPONDENTS 50 00 50 52 PERCENTAGE 100 00 100 . respondents are opined average.

53 . 4% of the respondents are opined average. 4% of the respondents are excellent. PARTICULAR Excellent Very good Good Average Poor Total RESPONDENTS 02 34 12 02 00 50 PERCENTAGE 04 68 24 04 00 100 The above table shows 68% of the respondents are opined very good about the training and development program in the industry.The above table shows that the all respondent have job security in the industry Table 15 The opinion about training and development programme in the industry of respondents. 24% that of the respondents are opined good .

20%of the respondents are opined neutral. PARTICULAR Strongly agree Agree Neutral Disagree Strongly disagree Total RESPONDENTS 03 37 10 00 00 50 PERCENTAGE 06 74 20 00 00 100 The above table shows that 74%of the respondents opined agreed about the industrial provides the good salary to employees for improving standard of living. 6% of the respondents are strongly agree. Table 17 54 .Table 16 The respondent’s opinion about industry provides a good salary to employees for improving standard of living.

Table 18 The opportunity for use new technology of respondents. 26 % of the respondents opined no.The level of satisfaction regarding superior subordinate relation’ PARTICULAR Excellent Very good Good Average Poor Total RESPONDENTS 01 31 18 00 00 50 PERCENTAGE 02 62 36 00 00 100 The above table shows that 62%5of the respondents opined very good about superior subordinate relation. PARTICULAR Yes No Total RESPONDENTS 37 13 50 PERCENTAGE 74 26 100 The above table shows that 74 % of t of the respondents yes. 36% of the respondents are good . that the opportunity to use the new technology in the industry. Table 19 55 . 2% of the respondents are opined excellent.

28% of the respondents are opined neutral. 4% of the respondents are strongly agreed.The management recognized and makes use of abilities and skills of respondents. 2% of the respondents are dis agreed Table 20 The opinion of respondents about a good social interaction in the industry with employees. PARTICULAR Strongly agree Agree RESPONDENTS 00 26 56 PERCENTAGE 00 52 . PARTICULAR Strongly agree Agree Neutral Disagree Strongly disagree Total RESPONDENTS 02 33 14 01 00 50 PERCENTAGE 04 66 28 02 00 100 The above table shows that 66 % of the respondents are agreed that the management recognize and makes use of abilities and skills.

4% of the respondents are feel un compertable with their employee Table 22 The comfortable life style of the respondents. 44% of the respondents are opined neutral. 6% of the respondents are opined that do not.Neutral Disagree Strongly disagree Total 22 02 00 50 44 04 00 100 The above table shows that 52 % of the respondents are agreed the industry having a good social interaction with the employees . PARTICULAR Yes No Total RESPONDENTS 47 03 50 PERCENTAGE 94 06 100 The above table shows that 94%of the respondents are lead compertable life style. 57 . Table 21 The relation with fellow works of respondents PARTICULAR Yes No Total RESPONDENTS 48 02 50 PERCENTAGE 96 04 100 The above table shows that 96 %of the respondents are feel compertable with their fellow workers. 4% of the respondents are disagree.

Table 25 The opinion of respondents about relation between management and 58 . 8% of the respondents are have stress in their job.Table 23 The feel of the respondents about their job. 8% of the respondents are feels that this not suitable job for us. PARTICULAR Yes No Total RESPONDENTS 02 48 50 PERCENTAGE 04 96 100 The above table shows that 96% of the respondents are opined that they not face any stress in their job . Table24 The stress faces by respondents their job. PARTICULAR Yes No Total RESPONDENTS 46 04 50 PERCENTAGE 92 08 100 The above table shows that 92 % of the respondents are feels that this is suitable job for them .

PARTICULAR Excellent Very good Good Average Poor Total RESPONDENTS 04 29 15 01 01 50 PERCENTAGE 08 58 30 02 02 100 The above table shows that 58% of the respondents are opined that very good about the relationship of management and employee 30% of the respondents are good. 85 of the respondents are excellent. 2% b of the respondents are opined poor. 2% of the respondents are poor Table 26 The opinion of the respondents about promotion system in the industry. PARTICULAR Excellent Very good Good Average Poor Total RESPONDENTS 04 31 09 05 01 50 PERCENTAGE 08 62 18 10 02 100 The above table shows that 62% of the respondents are opined very god about promotion system in the industry. Table 27 59 . 18% of the respondents are feel good. 10% of the respondents are average.employees. 8% of the respondents are opined excellent.

sta. • • Majority of the respondents are married and rest of them was unmarried. supervisor. • • The majority of the 96% of the respondents are male rest of them are female. and fitter. stock preparation. printing. assistant. 60 .32% of the respondents are belongs to department of paper machine 123. training. 18% of the respondents are opined yes CHAPTER VII Findings Based on analyses an evaluation of the data collected the following findings are recorded. PARTICULAR Yes No Total RESPONDENTS 09 41 50 PERCENTAGE 18 82 100 The above table shows that 82% of the respondents are opined not having independence in taking diction about their job . operator. • The department of the respondents are chipper house. pulp mill. dryer. the majority of respondents comes under designations. Most of the employees’ education is up to SSLC. The designation of the respondents is helper. safety. finishing.The opinion of respondents about independence in taking decision in job.

The all respondents have job security in the industry. The salary 46% of the respondents comes under the above 20000 rs. • 74% majority of the respondents opined they have opportunity for use new technology. 58% of the respondents are opined that excellent about safety provisions in the industry. • The nature of work 50% majorities of the respondents are comes under the technical work.• The nature of job 94% majority of the respondents are permanent rest of them contact. • 74% of the respondents are agreed that the industry provides a good salary to employees for improving standard of living. 66% majority of the respondents are opined excellent about medical facility. The factors effects on job satisfaction of respondents are agreed that training programme me is effects on job satisfaction. 46% of the respondents are neutral that insurance is effects on job satisfaction. • 62% of the respondents are opined that superior and subordinate relationship is very good. • • • 72% majority of the respondents are satisfied with working environment. 64% of the respondents agreed that leadership is effects on job satisfaction. • • • Majority of the respondents are experience above 15 years. 61 . 68% of the respondents opined very good about the training and development programed me in the industry. • The opinion about welfare facility in industry 66% of the respondents are opined excellent about canteen facility .

58% of the respondent’s are opined that the relationship of management and employees is very good. • 52% majority of the respondents are agreed that the industry having a good social interaction with the employees. • • • • 96% majority of the respondents are feel comfort with their job fellow worker.• 66% of the respondents’ are agreed that the management recognized and makes use of their abilities and skills. 62% of the respondents are opined that promotion system is very good in the industry. 92% of the respondents feel that this is suitable job for them. • 82% of the respondents are opined not having independence in taking decision about their job. 94% of the respondents are lead comfortable life style. • • 96% of the respondents are opined that they not faced any stress in their job. 62 .

Try to improve the co-operation in the work place. 63 .SUGGESTIONS • Recognition of good work opportunity for self-development and hygienic work environment. To improve the interpersonal relationship between management and employees. To improve the knowledge and skills about their job. Provide the training to perform better job. Management and workers must have better working relationship. • • • • • • Company should provide proper safety equipment.

64 . • The employees are to improve their positive attitudes and opinion about their organization.• The management is to use optimum utilization of their skills and abilities in the job.

Job Satisfaction practice in MPM ltd has been analyses in detail and it is found that the job satisfaction of the employee has not been measured with the proper rating scale has not been fixed . measuring the job satisfaction only the fully satisfied employees on this job can only perform to be fully satisfied of the organization. Needs in toto it is observed though there are satisfied financial matter the express that deep concern about the other treatment given by the organization .CONCLUSION I here by concluded that the MPM LTD is a well known established public sector conducting and the first largest denigrated company in India. motivation through other means sorting the grievance arise among the employees. like promotion . second largest ness Krishnaraj Wodeyar Bahadur in 1937 which was in corrupted 20th may 1936. Founded by his high 65 . in the manufacturing of news prints cultural verities of paper and sugar. It is provided that there negative aspects resulted in negative organization poor in the mills.

PERSONAL AND HUMAN RESOURCE MANAGEMENT P SUBBA RAO Himaliam publishing House Mumbai 3). DESINING AND MANAGING HUMAN RESOURCE SYSTEM UDAY PAREEK Oxpord and IBH publishing co pvt ltd New Delhi 5) D K Bhattacharya HUMAN RESOURCE DEVELOPMENT Himalaya publishing Mumbai 66 .BIBLIOGRAPHY 1). EMERGING HUMAN RESOURSE MANAGEMENT S K Bhatia Deep and Deep publishinh pvt ltd New Delhi 2). PERSONNEL MANAGEMENT ARUN MUNNAPPA Taata mcgraw hill publishing company ltd new Delhi 4).

The information provided by you will keep confidential and is used only for academic purposes. studying in MSW in Karnataka University PG center Bijapur.” Hence I solicit your kind co-operation. My self Rudraxi.B. I have taken project work on “A study on job satisfaction in MPM Bhadravathi. Marital Status: Married Unmarried 6). I kindly request you to answer this questionnaire. Gender: Male Female 3). I. Designation: 4). your feedback will be of valuable help for research work. Nature of Job Permanent Temporary contract 67 . Education Qualification: Primary Secondary PU Degree PG Technical 7).Interview Schedule Dear. Name: 2). 1). Department: 5). Nature of work Technical Manual Clerical supervisor 8).

Highly satisfied Satisfied Average Dissatisfied Highly dissatisfied 68 . Years of Experience: 1-5 5-10 10-15 Above 15 11).9). what is your level of satisfaction regarding the work environment? a. bonus Very good Good Average Poor 13). c. Salary in Rupees per month Below 10000 10000-15000 15000-20000 Above 20000 10). Agree c. medical c. canteen b. Strongly disagree 14). Is social demographic profile is one of the responsible factors on improving performance level of employees a. Strongly agree provision d. e. Do you feel these factors effects on job satisfaction? Strongly agree A B C D Training Programme Leadership Fringe benefits Insurance Agree Neutral Disagree Strongly Disagree 12). Neutral d. what is your opinion about welfare facility in your industry? Excellent a. d. Disagree e. b.

Strongly disagree 22) Are you comfortable with your fellow workers? 69 . Your opinion about training and development programmer in your organization? a)Excellent b) Very good c) Good d) Average e) Poor 17). Agree c. Strongly disagree 18). Disagree e. Agree c. Does your organization provides a good salary to their employees for improving their standard of living? a. Strongly agree b. Do you want job security in the industry? Yes No 16). Strongly agree b. Disagree e.15).What is your level of satisfaction regarding superior subordinate relation? a) Excellent b) Very good c) Good d) Average e) Poor 19) is there any opportunity for you to use new technology? Yes No 20). Neutral d. Agree c. Strongly disagree 21) is your industry having a good social interaction with employees? a. Does management recognize and makes use of your abilities and skills? a. Strongly agree b. Disagree e. Neutral d. Neutral d.

Do you feel independence in taking decision about your job? Yes No Thank you very much 70 . Are you feel this is suitable job for you? Yes No 25). what is your opinion about promotion system in your industry? a) Excellent b) Very good c) Good d) Average e) Poor 28).Yes No 23) Are you leading comfortable life style? Yes No 24). Do you feel any stress in your job? Yes No 26). what is your opinion about relationship between management and employees? a) Excellent b) Very good c) Good d) Average e) Poor 27).

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