1

CHAPTER-1
INTRODUCTION
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INTRODUCTION
Job satisfaction or employee satisfaction is a measure of workers contentedness with their
job, whether they like the job or individual aspects or facets of jobs, such as nature of work or
supervision. The aim of the present study is to know the job satisfaction of employees and its
relationship with the performance level.
Job satisfaction is influenced by various factors like the nature of work, quality of work,
relationship with the immediate supervisor, compensation, benefits, job security, working culture and
environment. Job satisfaction represents an individual’s willingness to perform his task with a
positive attitude resulting in a positive outcome. In today’s scenario, managing the employees is a
key concern with the management. Studies and researches have demonstrated a large impact of job
satisfaction on the motivation of workers, while the level of motivation has a positive impact on
productivity, performance of any business organizations.
Job satisfaction is a major factor in any organization to drive its employees in order to confer
efficient results. Motivation is the key factor resulting in job satisfaction. Motivation theory of an
organization is the best way to satisfy the employees which results in better performance and an
outstanding yield which in turn leads to increased productivity in the organization. Job satisfaction
plays a critical role when it comes to effectiveness and efficiency of any business. It is the employees
within an organization who are considered as the best asset and the ladder to success. When the
organization regards its employees considerably and keeps them satisfied then involuntarily it stays
in the market for long without any conflicts/problems.
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STATEMENT OF THE PROBLEM

A study on the wood mill workers job satisfaction with special reference KODUR GRAMA
PANCHAYATH.

OBJECTIVE OF THE STUDY

 To find out how many people are getting employment opportunity from this sector.
 To understand income status of the wood mill workers.

 To analyze difficulties faced by the workers in their field of work.

SCOPE AND IMPORTANT OF THE STUDY

The study is based on the job satisfaction of wood mill in Kodur grama panchayath. The
study is used to understand the workers behavior about work mill. A lot of people are working in
wood mill.

METHODOLOGY
The present study socio -economic status of the wood mill workers with special reference
in Kodur panchayath relies on primary and secondary data. The primary data collect through the
means of direct personal interview method. The secondary data are collected from newspapers,
internet, etc... For the analysis of the study we used mathematical tools like average, percentage
&statistical tools like graph tables.

SAMPLE SIZE
Sample size used for the study in 30.

SOURCE OF DATA
 Primary data
Primary data collected directly by individuals through the interviews for this
purposes. Questionnaire were prepared the questionnaire 23.
 Secondary data
Secondary data was collected from official records magazines internet etc...
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TOOLS OF ANALYSIS
Questionnaire used for the analysis of data.

TOOLS FOR DATA PRESENTATION

 Diagrams

 Tables

 Graphs

 Charts

LIMITATIONS OF THE STUDY

1. Lack of effective responds from respondent.
2. The time duration for the project is not sufficient to do an elaborate study.
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CHAPTER 2
REVIEW OF LITERATURE
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REVIEW OF LITERATURE
Paul E. Spector (1997) summarizes the findings concerning how people feel towards work,
including: cultural and gender differences in job satisfaction and personal and organizational causes;
and potential consequences of job satisfaction and dissatisfaction. He provides with a pithy overview
of the application, assessment, causes and consequences of job satisfaction.
Sophie Rowan (2008) reveals how to create a happier work life, without changing career. She
provides practical and realistic guidance on how one can achieve optimal job satisfaction and
overcome the obstacles that make so many of us unhappy at work.
Robert M. Hochheiser (1998) reassessed the meaning of the workplace and proposed a simple
formula for success- Forget the idea that hard work alone leads to success and instead focus on
building good relationships. He asserts that the best way to win at work is to understand what is
needed to support the egos of bosses, peers, and subordinates. Accurate assessment of those needs
can then be indirectly associated with one's own personal goals and exploited to make substantive
workplace gains. Methods of determining needs are given for a variety of situations, and strategies
are offered to help make some of the worst work situations at least marginally better through
networking and personal development.
C. J. Cranny, Patricia Cain Smith, Eugène F. Stone (1992) reveals perceiving future opportunity
can actually be more motivating than actually receiving a raise, getting promoted, or being given
additional responsibilities. Jane Boucher (2004) offers practical advice for improving both your
attitude about your job and the job itself. She shows workers how to cope with keeping their jobs in
this difficult economy.
Chris Stride, Toby D. Wall, Nick Catley (2008) presented widely used measurement scales of Job
Satisfaction, Mental Health, Job-related Well-being and Organizational Commitment, along with
benchmarking data for comparison. The benchmarking data is based on a sample of almost 60,000
respondents from 115 different organizations across a wide spectrum of industries and occupations.
Information is given by occupational group, and is further broken down by age and gender.
Joanna Penn (2008) teaches how to improve your position in your current employment, gaining
more from your job, discovering more about yourself and what it is you would be happy doing, stress
management and people management.
Evren Esen (2007) examined in terms of industry and staff size as well as employee age and gender
more than 20 indicators of job satisfaction including career-advancement opportunities, benefits, the
flexibility to balance life and work and compensation.
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Elwood Chapman (1993) helps to determine employee level of satisfaction and then assists in
making positive changes to increase both satisfaction level and quality of work.
Patricia Buhler, Jason Scott (2009) present an academic argument for building an employee-
centered culture. They also examined a real-world case study of a company that has experienced the
economic benefits of this practice, making it abundantly clear that modern businesses can't afford not
to make employee satisfaction a top priority.
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CHAPTER 3
DATA ANALYSIS AND INTERPRETATION
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DATA ANALYSIS AND INTERPRETATION

A study was conducted on wood mill workers job satisfaction, with special reference to Kodur
gramapanchayath.
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TABLE 3:1

Age difference between wood mill workers

Age difference Number of workers Percentage

20 to 30 3 10%
30 to 40 12 40%
40 to 50 8 26.6%
50 to 60 7 23.3%
Total 30 100%

Age difference between wood mill workers

CHART 3:1

Chart Title
40%
12

10
26.6%
8 23.3%
No.of workers

4
10%

0
20 t0 30 30 to 40 40 to 50 50 to 60

Age difference

INTERPRETATION
The diagram show that age difference of wood mill workers. The highest value f 40% in the
age of 30 to 40, the smallest value for 10% workers are 20 to 30 year old.