1

Chapter I

Introduction

1.1 Background

In the context of Nepal, industrial sector is much undeveloped. In 1930s and 1940s industrial
venture fared badly due to inexperience. By 1960 there were 63 registered industries with the
inflow of foreign aid and targeted at both the industrial sector and the transport and
communication infrastructure. A mix of modern industries and cottage industries slowly
developed numbering 3557 institutions by 1997.Most of these industries are located in urban
areas such as the Kathmandu valley and in Terai regions.
Nepal suffers from the lack of both internal and external investment. This causes due to
the low domestic savings, a small domestic market, a severe shortage of skilled manpower,
corruption, high transport and operating costs, lack of resources, political instability, unstable
government, etc. There have been recent attempt to encourage investment and privatization
through the Industrial policy 1992 and foreign investment and one window policy 1992, and the
creation of industrial centers in governmental lands and buildings on lease for private sectors.
Modern age is the age of industrialization. It has been playing a crucial role in the development
of the economy of the country.
Due to the rapid change in technology and industries in the country like Japan, China,
America and other has achieved the top portion all over the world. But due to many problems
like political instability, strikes, unstable government, agitation, etc. the industrial development
in Nepal is so easy and simple. The presence of various industries has played an important role to
uplift the financial development in Nepal.
In fact, industries are established for the profit motives. It pursues goal that differs with
organizations. Industries are formed when people works together with coordination to do some
task and is purposive in nature.
The industrial development has begun very late in Nepal. It has started with the
establishment of industry council in 1936 A.D. Many industries were established in addition to
Boudha match factory (1938 A.D,) such as Nepal plywood and Bobbin company, Morang cotton
mills(1943 A.D.), Morang Sugar Mills(1944 A.D) and Ragupati jute mill(1946 A.D).
 2

1.2 Profile of Shyam Baba Rice and Flooring Mill

There are many manufacturing companies, among them SBRFM is the medium size
manufacturing company located in Titriban, Sunsari, Nepal. It was establish in 2065 B.S. by
MadhuRai( direct questionnaire).
It was established with the fixed capital of Rs15 million with 50 employees. It has
premises of about 3 bighas of land. The main products produced by this company are of rice and
grains products i.e. rice, wheat, floor, wheat, bran (choker), etc. Its products are distributed in
various places like Jhumka, Itahari, Biratnagar, Dharan, Urlabari, Damak, Inaruwa, etc.
The machine and equipment were purchased from local market and also imported from
china and India. The main objective of the company is to provide qualitative products to the
customers and satisfy them.
Now, the company has expanded its capital a bit higher and about 80 employees are
employed. There are also some female workers here. It has given employment opportunities to
the local level people and raised their standard of living. The company has been providing
qualitative products consumed by both humans and animals.
Vision
 SBRFM have taken responsibility to provide products to customers at reasonable price,
built standard of hygiene and fulfill their demand.
Mission
 We are committed to build family environment where each member of the company has
opportunity for full expression and contribution towards the success of our goals. We should
ensure long term relationship with our business who would find working with us highly
satisfying enjoyable, and mutually beneficial.
We recognize the importance of farmer and committed to their success and prosperity.
 3

Convection

Agriculture is the major sector of Nepalese economy. It provides employment to 66 percent the
total population and contributes about 39 percent in the GDP.
Nepal is rich in water resources with suitable and varieties of climate. Here are large
human resources too. If we do better progress on agriculture sector then we can have lots of
progress. Also the proper transportation facility, stable government is essential. We have
dedicated ourselves to develop agro processing by adopting and integrated approach.

1.3 Objective of study

An organization is established having their specific objectives. An objectives of field report

writing helps to define and clarify the scope and its boundaries to operate, how, when, and soon.
This report is real working under the organization setting of SBRFM. Its objectives are:

 To know the allowance and vacation facilities of laborers.

 To know the wages and level of job satisfaction.
 To know age, experience, and job satisfaction level, etc.

1.4 Rationale

The research topic, "Job satisfaction of employees is the part of human resources management.
Various aspects need to be studied there. It needs to be studied, observed and collected. The
researcher has taken feasibility study about the SBRFM for the data collection and
investigations. The researcher has done sample survey of 50 labors to collect data. It concluded
that job satisfaction is important in an organization. It promotes efficiency, productivity,
motivates employees, reduce absenteeism, etc. It also reduces turnover of employees. proper
training and development of employees can bring efficiency in job. Satisfied and motivated
laborers bring good result in organization.
Job satisfaction is important aspect of motivation and strong need of achievement, it deals
with how well individual perform their task.
Similarly, this research has been conducted for the partial fulfillment as required for the
students of T.U. studying in BBS 4th year.
 4

1.5 Review of Literature

Job satisfaction has been defined in many ways by different scholars. It is how an individual is
satisfied with his/her job. In other words, whether or not they like the job or not or facets of jobs,
some believe that, it is not as simplistic as this definition suggested and instead that
multidimensional psychological responses to one’s job are involved. Researchers have also noted
that job satisfaction measures vary in the extent to which they measures feelings about the
job(affective job satisfaction) or cognitions about the job(cognitive job satisfaction). "Job
satisfaction is a pleasurable or positive emotional state from the appraisal of one’s job or
experience."(E.A. Locke, 1976:130)
1.5.1 Conceptual review. This chapter deals with various aspects of job satisfaction. It
explains that what are the factor that affects the job satisfaction of the employees? This
conceptual review of job satisfaction is described as follows:
Meaning of job satisfaction

The term "job satisfaction" comes into existence in 1935 when Hoppok published his classic
work book job satisfaction. A job is position in organization where a person or employees are
employed. Satisfaction is an emotional feeling. Job satisfaction is employee positive emotional
response to job or aspects of job pay, promotional, supervision, motivation, working condition,
participation and work group. Job satisfaction is a general attitude of an employee towards his
/her job.
Job satisfaction is a pleasurable or positive or feelings about one’s job resulting from an
evaluation of its characteristics decision making, incentives. It is the favorableness and
unfavorableness with employees views their work. Performance leads to reward which in turns to
satisfaction.
So, the job satisfaction is the employee’s positive emotional response to the job. It is also
dependent in many other socio-economical characteristics of the employees. Satisfied employees
are the heart of the organization. If the employees are not satisfied then there is ineffective job
absenteeism and turnover. So, the management must consider the job satisfaction level of the
employees and perform the effective work.
 5

Components of job satisfaction

a. Pay: It is the amount provided to the employees. It is the payment of the work done by
employees. It is the major factor of job satisfaction. Money, fringe benefits, etc. are main
indicators of the job satisfaction. Money satisfies all types of needs and provides physical
necessities of life as well as security.
b. Personal recognition: Creative individuals are motivated to work hard on tasks that
interest them but, like all individuals, they enjoy being rewarded for a task done. If the
employees work effectively they should be rewarded. It motivates them to work more
effectively.
c. Working condition: Working condition also affects the job satisfaction. Clear, attractive
surrounding, proper ventilation, lighting, restroom, etc. have positive impact on the job
satisfaction.
d. Job security: It is an important determinant factor of job satisfaction. If employees feel
security then they work effectively. It increases in proper job performance.
e. Supervision: Supervision helps in the good performance of the work. The proper
supervision motivates employees. Proper supervision increases confidence level of
employees to do work properly. It also changes the attitude of theemployees.
f. Motivation: Motivation is the psychological aspect. It can be defined as a willingness to
expand energy to achieve a goal or reward. It is the interaction between the individual,
the job and situation. It is the key to effective work performance.A motive is a pressing
need that drives people to seek satisfaction. Motivation can be intrinsic and extrinsic.
Intrinsic can be bonus, incentives, etc. and extrinsic can be transfer, promotion, etc.
1.5.2 Review of literature. The main objective of the review of literature is to find out
what research studies have been conducted and what should be done.
Nepali,(2012) conducted a fieldwork on job satisfaction of employees of RastriyaBanijya
Bank, Belbari branch on the year 2012 and made following conclusions.

- Most of the employee’s age ranged from the forty and forty-five years. It shows that most
of the employees are matured and only a few numbers are young.
- Most of the employees have their education only up to S.L.C. and intermediate. A few of
them have bachelor and Master’s degree.
 6

- Maximum numbers of employees have small family size i.e. less than four and few have
more than six family size.
- A large number of employees provide their service in this bank more than 20 years i.e.40
percent. Only 10 percent of employees are servicing in the bank for 10 years.
- Most of the employees receipt salary and allowance less than 20,000 per month and only
few of them receive more than 30,000.
- As a whole large number of employees are satisfied with their job.
- Most of the employees are satisfied with the possibility of growth. Only 20 percent are
dissatisfied with possibility of growth.
Bastola, (2011) conducted a fieldwork on job satisfaction of employees of Nepal
Telecom, Itahari on the year 2011 and made following conclusions.

- The number of service years ranged from 3 to more than 22 years.60%of employees have
(10-20) years of experience in their job and 25%of the employees have less than 10 years
and 15% of the employees have above 20 years of experience service years.
- The monthly receipt from the salary and allowance ranged from below Rs15000 to
Rs20000 and above.30%of employees are receiving Rs.(15000-17000),Rs.(17000-
20000)and above Rs.20000 respectively. Small portion are receiving below Rs.15000.
- There is positive relationship between service periods, opportunities and job satisfaction.
Higher the service period and opportunities; higher will be the level of job satisfaction.
- Basnet,(2072) conducted a fieldwork on job satisfaction of employees of Shyam Baba
Rice and Flooring Mill, tetriban,sunsari,on the year 2072 and made following
conclusions.
- On the basis of wages,64% of laborers are satisfied having income over Rs.
10000,12%of laborers are dissatisfied and 24% of laborers are neutral.
- Regarding the working environment, it is found that 60% of laborers of SBRFM are
satisfied,26% are dissatisfied and 16% are neutral.
- Job satisfaction is higher for those who have worked for more than 5 years and less for
those with less than 5 years of experience.
- Age group 35-45 has higher satisfaction than the age group of below or above 35-45.
Reward system of SBRFM is not satisfactory for the laborers. Only 26% of them are
satisfied and 74% of them are dissatisfied.
 7

- About 36%of laborers are satisfied and 40% are not satisfied with the insurance policy
whereas 24% have no comment.
- Regarding sick leave labor has higher degree of satisfaction, 60%are satisfied and 40%
are dissatisfied.
- Regarding provident fund laborers have higher degree of satisfaction.60% are satisfied
and 40% are dissatisfied.
- Overall job satisfaction of the laborers is higher,56% of laborers are satisfied,26%of them
are dissatisfied and remaining neutral.
Lamsal, (2071) conducted a fieldwork on employees job satisfaction reliance spinning
mills, khanar on the year 2071 and made following conclusions.
- Most of the lower level employees are not fully satisfied with the wages paid to
them.
- Management shares a good relation with the workers.
- Expenses for the injured workers are borne by the organization.
- Employees are satisfied with the training provided to them in improving their
performance.
- Most of the lower levels employees are not satisfied with the facilities provided to
them

1.6 Methods

Data collection is most important in order to prepare any report. Data is required to collect
required information. Data can be collected for research purpose mainly through two methods
i.e. data are collected from two sources.

- Primary sources
- Secondary sources
- Methodology is the systematic, theoretical analysis of the methods applied to a field
of study. It comprises the theoretical analysis of the body of methods and principles
associated with a branch of knowledge. Typically, it encompasses concepts such as
paradigm, theoretical model, phases and quantitative or qualitative techniques.
 8

1.6.1 Types of research. Descriptive research is a fact-finding operation searching for

adequate information. It is a type of survey study which is generally conducted to assess the
opinion,behavior or characteristics of a given population and to describe the situation and events
occurring at present(Boyd,2002,p.128). The objective of this study is to examine employee
satisfaction on job of SBRFM, Tetriban, Sunsari. Descriptive research is widely conducted to
solve various marketing problem. Thus, a descriptive survey research is applied to this study.
1.6.2 Population and sample. A field survey on the spot is made and a combination of
random sampling and stratified sample techniques were used. In the firm there are 80 employees
who are from different nature, caste, religion etc. out of them 50 are selected to prepare this
report. So, the questionnaire are presented by the sample respondent and collect the data.
Here,employees are selected from different level i.e. post and position.
1.6.3 Types of data. To prepare this report a large number of data are used which are
collected from different sources. They are of two types. They are:
Primary data: The primary data are those data which is original or firsthand data collected by
the researcher. It is collected by the researcher through different techniques such as
questionnaire, observation survey method etc. primary data have not been previously collected
and used by other purpose.
Secondary data: Secondary data are those data which are already collected by others. The
sources of secondary data can be divided into two group; they are internal and external
secondary data. The internal secondary data are found within organization whereas external
secondary data are collected from outside the organization like computer, data bank, books, etc.
In this report the researcher mostly use primary data. The researcher may collect data
directly from the field survey. The questionnaire, discussion, and observation were used to take
interviews with the employees. The researcher also may use secondary data whereas it was
needed such as from books, literature, journals, official records, published documents, as well as
search the net. Research mostly use primary data to prepare this project report work.
1.6.4 Data collection procedure. Different data collection procedures are followed for
preparation of this project work report. The researcher collects data considering the environment
and condition of the firm. The major tools in the study is interview questionnaire, which is
developed and used to collect the overall information about firm, its establishment date,
provision of facilities provided by firm, progress of the firm and employees condition. The
 9

researcher may contract to all the employees and collect the information regarding socio-
economic factors. A structured questionnaire sheet was used and given to the employees.
The researcher may use judgment method to select 50 employees out of 80. Firstly the
researcher collects all the employees name list and select the employees who are operating in
different post and position. On the person to person basis, they were requested to fill the
questionnaire. The degree of satisfaction was measured in five point scale which was: highly
satisfied, satisfied, undecided, highly dissatisfied, dissatisfied. Highly dissatisfied indicated the
lowest weight of 1 other categories were given intermediate weight 2, 3, 4, 5 for dissatisfied,
undecided, satisfied, highly satisfied respectively.
1.6.5 Instruments. The testing devices for measuring a given phenomenon were such as
a paper and pencil, questionnaire, an interview, a research tool, or a set of guidelines for
observation.
1.6.6 Techniques of analysis. Various tools and techniques are used in preparing project
work report. Data are collected from interview to the employees. Then it is coded, tabulated,
analyzed, and given statistical treatments. Percentage, tables, and pie charts are also used to
describe the findings whenever it is necessary. This tools help in analyzing the achievement of
the institution and making comparison of employee positions in an organization.
1.6 Limitation

This report is based on the performance of laborers in SBRFM, their perception towards the
satisfaction and dissatisfaction of their job. It is difficult to find fact information due to
limitations of study. Also the main limitations were time, availability of data and others. Job
satisfaction leads laborers best performance with high performance and effectiveness. Some of
the limitation could be:
 The study is based on SBRFM
 Direct interview were taken with sampled respondents with a structured questionnaire.
 When collecting the data employees cooperate with us but the work seemed to be burden
to them at that situation.
 The report has been prepared in short period of time.
 The total employees of the organization were 80 but only 50 employees were studied as a
sample
 10

Chapter II

Result and Analysis

2.1 Data Presentation

The presentation of data includes presentation of all data and information calculated during the
period of research in tabulated form and analyzing of data under different statistical and
accounting techniques.
The main objectives of this report is to examine the working environment and the job
satisfaction of employees of SBRFM, Tritiban, Sunsari. Employees were the main sources for
collecting data. So the researcher may personally contact to the employees and collect the data
about their satisfaction level. For the succession of any organization employees plays vital role.
If the employees are satisfied at that situation the organization early active the goal. In this
context the management level consider about the satisfaction level of employees.
In this chapter, a set of question have been presented in tabular form which are divided
into two parts they are profiles if sampled respondents of SBRFM and the data related with the
different job factors and respondents level of satisfaction of the SBRFM employees.
Among the total labors if 80, only 50 labors of the organization have been taken into
sample and the result is drawn. Random method of sample selection technique is used for the
sample decision. So, the calculated information has been gathered and the same information has
been used as the source to determine the level of job satisfaction of the labors working in
SBRFM. The various factors have been presented in the label graphed charts.
 11

2.1.1 Element of Job Satisfaction & level Satisfaction

Table 1
Element of Job Satisfaction & leave Satisfaction
Elements Satisfied Percent Dissatisfied Percent No Comment Percent
Facilities of overtime 8 16 28 56 14 28

Company Policy 25 50 11 22 16 32

Working Environment 30 60 13 26 7 14

Freedom to use own judge 7 14 36 72 7 14

Relation with Superior 15 30 26 52 9 18

Source: Direct personal interview and questionnaire with sample labors

80
72
70
60
60 56
52
Percentage of Labors

50 50

Facilities of overtime
40
32 Company Policy
30 28 Working Environment
30 22 26
Freedom to use own judg
20 18 Relation with Superior
16 14 14 14
10

0
Satisfied Dissatisfied No Comment
Rating Scale

Figure 1, Direct personal interviewand questionnaire with sample labors

There are about 80 employees in SBRFM out of them 50 are sampling. The above figure shows
that 16% employees are satisfied, 56% are dissatisfied and 20% are with no comment about
facilities of overtime SBRFM. Similarly 50% are satisfied, 22% are dissatisfied and 32% have no
 12

comment regarding company policy. Likewise 60% satisfied, 26% are dissatisfied and 14% have
no comment about working environment. 14% are satisfied, 72 % dissatisfied and 14% have no
comment about freedom to us own judgment. Finally 30% are satisfied, 52% dissatisfied and
18% have no comment with the relation with the superior.

2.1.2 Wages & Job Satisfaction Level

Table 2
Wages & Job Satisfaction Level

Elements Satisfied Percent Dissatisfied Percent No Comment Percent

Below 600 12 24 24 48 14 28

6000-10000 20 40 12 24 18 36

10000 Above 32 64 6 12 12 24

Source: Direct personal interview and questionnaire with sample labors

70
64
60

50 48
Percentage of Labors

40
40 36
Below 6000
30 28
24 24 24 6000-10000
10000 Above
20
12
10

0
Satisfied Dissatisfied No Comment
Rating Scale

Figure 2,Wages & Job Satisfaction Level

 13

The above figure shows that 24% employees are satisfied, 48% are dissatisfied and 28% are
with no comment with the wage ranging below 6000. Similarly 40% are satisfied, 24% are

Dissatisfied and 36% have no commentwith the wage ranging between 6000-10000. Finally 64%
are satisfied, 12% dissatisfied and 24% have no comment wages above 10000.

2.1.3 Allowance & Job satisfaction level

Table 3
Allowance & Job satisfaction level

Elements Satisfied Percent Dissatisfied Percent No Comment Percent

Insurance 18 36 20 40 12 24
Transportation 20 40 12 24 18 36
Child Education 5 10 38 76 7 14
Medical 30 60 18 36 2 4
Others 35 70 8 16 7 14
Source: Direct personal interview and questionnaire with sample labors

80 76
70
70
60
60
Percentage of Labors

50
40
40 Insurance
40 36 36 36
Transportation
30 24 Child Education
24
Medical
20 16 18
14 Others
10
10
4
0
Satisfied Dissatisfied No Comment
Rating Scale

Figure 3, Allowance & Job satisfaction level

 14

The above figure shows that 36% employees are satisfied, 40% are dissatisfied and 24% are with
no comment about the insurance policy. Similarly 40% are satisfied, 24% are dissatisfied and
36% have no comment about transportation facilities. Likewise 10% satisfied, 76% are
dissatisfied and 14% have no comment about child education. Likewise 60% are satisfied , 36 %
dissatisfied and 4% have no comment about medical services. Finally 70% are satisfied, 16%
dissatisfied and 14% have no comment about other facilities.

2.1.4 Age groups & job satisfaction level

Table 4
Age groups & job satisfaction level
Elements Satisfied Percent Dissatisfied Percent No Comment Percent
Below 25 years 16 32 21 42 13 26
25-35 years 18 36 15 30 17 34
35-45 years 20 40 13 26 17 34
45 years above 16 32 14 28 20 40
Source: Direct personal interview and questionnaire with sample labors

45 42
40 40
40
36
35 34 34
32 32
30
Percentage of Labors

30 28
26 26
25
Below 25 years
20
25-35 years
15 35-45 years
10 45 years Above
5
0
Satisfied Dissatisfied No Comment
Rating Scale

Figure 4, Age groups & job satisfaction level

The above figure shows that 32% employees are satisfied, 42% are dissatisfied and 26% are with
no comment employee below 25 years. Similarly 36% are satisfied, 30% are dissatisfied and
 15

34% have no comment employees between 25-35 years. Likewise 40% satisfied, 26% are
dissatisfied and 34% have no comment employees between 35-45 years. Finally 32% are
satisfied, 28% dissatisfied and 40% have no comment employees above 45 years regarding job
satisfaction.

2.1.5 Experience & job satisfaction level

Table 5
Experience & job satisfaction level
Time Period Satisfied Percent Dissatisfied Percent No Comment Percent
Less than 1 year 29 58 8 16 17 26
1 -3 year 21 42 18 36 11 22
3- 5 year 20 40 15 30 15 30
More than 5 year 36 72 6 12 8 16
Source: Direct personal interview and questionnaire with sample labors

80
72
70

60 58
Percentage of Labors

50
42 40
40 36 Less than 1 year
30 30 1 -3 year
30 26
22 3- 5 year
20 16 16 More than 5 year
12
10

0
Satisfied Dissatisfied No Comment
Rating Scale

Figure 5, Experience & job satisfaction level

There are about 80 employees in SBRFM out of them 50 are sampling. The above figure shows
that 58% employees are satisfied, 16% are dissatisfied and 26% are with no comment with the
experience less than one year. Similarly 42% are satisfied, 36% are dissatisfied and 22% have no
 16

with the job experience from 1 to 3 years. Likewise 40% satisfied, 30% are dissatisfied and 30%
have no comment with the job experience from 3 to 5 years. Finally 72% are satisfied, 12%
dissatisfied and 16% have no comment employees about job satisfaction above 5 years.

2.1.6 Extra facilities &job satisfaction

Table 6
Extra facilities & job satisfaction
Elements Satisfied Percent Dissatisfied Percent
Vacation 22 44 28 56
Sick Leave 30 60 20 40
Relation with Family 20 40 30 60
Canteen Facilities 18 36 32 64
Source: Direct personal interview and questionnaire with sample labors

70

60
Percentage of Laborers

50

40
Vacation
30 Sick Leave
Relation with Family
20
Canteen Facilities
10

0
Satisfied Dissatisfied
Rating Scale

Figure 6, Extra facilities &job satisfaction

The above figure shows that 44% employees are satisfied and 56% are dissatisfied about
vacation. Similarly 60% are satisfied and 40% are dissatisfied about sick leave. Likewise 40%
satisfied and 60% are dissatisfied about relation with family. Finally 36% are satisfied and 64%
dissatisfied about canteen facilities.
 17

2.1.7 Others factors & job satisfaction

Table 7
Others factors & job satisfaction
Elements Satisfied Percent Dissatisfied Percent
Reward System 13 26 37 74
Labor Union 10 20 40 80
Job Security 25 50 28 56
Retirement Benefit 22 44 28 56
Provident Fund 30 60 20 4
Source : Direct personal interview and questionnaire with sample labors

90
80
80 74
70
60
Percentage of Labors

60 56
50 50
50 44 Reward System
40
40 Labour Union
Job Security
30 26 Retirement Benefit
20
20 Provident Fund

10
0
Satisfied Dissatisfied
Rating Scale

Figure 7, Other factors & job satisfaction

The above figure shows that 26% employees are satisfied and 74% are dissatisfied about reward
system. Similarly 20% are satisfied and 80% are dissatisfied about labor union. Likewise 50%
satisfied and 50% are dissatisfied about job security. Likewise 44% satisfied and 56% are
dissatisfied about retirement benefit. Finally 60% are satisfied and 40% dissatisfied about
provident fund.
 18

2.1.8 Overall job satisfaction level

Table 8
Overall job satisfaction level
Elements No of Labor Percent(%)
Satisfaction 28 56
Dissatisfaction 26 26
Neutral 9 18
Source: Direct personal interview and questionnaire with sample labors

Ovarall Job Satisfaction

Satisfaction
Dissatisfaction
Neutral

Figure 8, Overall job satisfaction level

The above figure shows the overall job satisfaction level. It shows that 56% of employees are
satisfied, 26% of employees are dissatisfied and 18% of employees are neutral about overall job
satisfaction level.
 19

2.3 Findings

From the study, many things have been found out by the researcher. SBRFM has been providing
effective services to the costumers and helping in the economy of the nation. Referring chart,
graph, it could be concluded that the SBRFM has given different benefits to laborers. It has given
many benefits. The major findings could be outlined by:

 Majority of the laborers perceives that they are getting greater benefits but the
compensation level is lower than other organizations or company.
 Majority of laborers beliefs that they are not getting money according to their
performance.
 Majority of the laborers are satisfied who have more years experience.
 Laborers who have salary more than Rs. 10000 are more satisfied.
 The company has been providing medical service to some extent to the laborers on the
basis of age group.
 The company has been able to comprehend its policy to all the concerned laborers and
most of them are satisfied with the policy.
 The insurance policy given by the company is not a bit fruit and transportation facility is
satisfying.
 Most of the laborers are dissatisfied with the reward system of company and about the
provision of labor union in SBRFM.
 Positive and negative view regarding job security of the laborers is equal.
 The provident fund facility provided by the company is somehow satisfying.
 SBRFM believes that the laborers are the key elements of the industries and treat them as
valuable assets of the company.
 20

Chapter III

Summary and Conclusion

3.1 Summary
Shyam Baba Rice and Flooring Mill is a manufacturing agro-based industry located in
Titriban,sunsari. It was established in 2065 B.S with the initial capital of 1.5 crore. It produces
more than 5 products .Its main Products are products of rice, wheat bran (chokar) etc. Here are
more than 80 employees working.
In this report, the data are collected from 50 employees of SBRFM. It is related with job
satisfaction of employees, so with this report the job satisfaction of employees can be
gained .The laborers are satisfied and dissatisfied .The main areas of study are wages, working
environment, age, experience, overtime, allowance etc.
The main objective of the research is to examine the satisfaction level of laborers .The
researcher found that satisfaction helps in good performance of work effectively. Job satisfaction
can be views as pleasurable and private emotional reaction to person’s job experience. Satisfied
laborers increase the efficiency and productivity .The organization of the study deals with the
introduction and analysis, conclusion, and recommendation.
 21

3.2 Conclusion

From the data analyzed in chapter-II, it can be concluded that somewhat there is higher level of
satisfaction in SBRFM. The various factors needed to be consider for job satisfaction of
employees from the study, it is reversed that working environment and relation with laborers has
important effect on job satisfaction.

 On the basis of wages 64% of laborers are satisfied having in come over Rs.10000, 12%
of labors are dissatisfied and 24% of laborers are neutral.
 Regarding the working environment, it has found that 60%of laborers of SBRFM are
satisfied, 26% dissatisfied and remaining 16% are neutral.
 Job satisfaction is higher for those who have worked for more than 5 years and less than
5 years of experience,
 Age group 35-45 has higher satisfaction than the age group of below or above 35-
45 .Reward system of SBRFM isn’t satisfied for the laborers. Only 26 % of them are
 About 36% of labors are satisfied and 40% are not satisfied with the insurance policy
where as 24% have no comment.
 Regarding sick leave laborers have higher degree of satisfaction, 60% of labors are
satisfied and 40% of laborers are dissatisfied.
 Regarding provident fund laborers have higher level of satisfaction 60% are satisfied and
40% are dissatisfied.
 Overall job satisfaction of laborers are higher,56% of laborers are satisfied, 26% of them
are dissatisfiedand remaining 18% are neutral.
 22

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Appendix

Dear respondents,

I am collecting the data related to the “Employee job satisfaction at SBRFM” from the
employees prospective for the partial fulfillment of the requirements for the BBS program of
T.U. I would be thankful for your co-operation in this project work,if you kindly help filling up
this questionnaires.

Survey Questionnaires

1. Name: ………………..

2. Address: ………………..

Permanent: ………………..

Temporary: ………………..

3. Sex: male Female

4. Marital status: Married Single

5. Academic Qualification: …………………………………………………….

6. How long you have been working at the company?

Less than 6 month

6 month to 1 year

1 to2 years

3 to 5 years

More than 5 years

7. What’s about your salary?

Highly satisfied Satisfied

Undecided Highly Dissatisfied

Dissatisfied
 24

8. Is the amount or salary is fair while getting?

Highly satisfied Satisfied

Undecided Highly Dissatisfied

Dissatisfied

9. Is the increment of salary is based on performance or time?

Highly satisfied Satisfied

Undecided Highly Dissatisfied

Dissatisfied

10. The praise you get for doing work or good job?

Highly satisfied Satisfied

Undecided Highly Dissatisfied

Dissatisfied

11. Is their facilities of over time duties?

Highly satisfied Satisfied

Undecided Highly Dissatisfied

Dissatisfied

12. The way company policies are put into practices?

Highly satisfied Satisfied

Undecided Highly Dissatisfied

Dissatisfied

13. The freedom to use your own judgement?

Highly satisfied Satisfied

Undecided Highly Dissatisfied

Dissatisfied
 25

14. Relation with employee

Highly satisfied Satisfied

Undecided Highly Dissatisfied

Dissatisfied

15. What about allowance facilities?

Highly satisfied Satisfied

Undecided Highly Disatisfied

Dissatisfied

16. Extra facilities such as:

Vacation on holidays Sick leave

Retirement benefits Canteen facilities

Job securities