A STUDY ON THE JOB SATISFACTION OF EMPLOYEES IN OIL PALM INDIA

LIMITED,YEROOR

Project Report
Submitted to the University of Kerala

In partial fulfillment of the requirement for award of the Bachelor’s Degree in

B.COM FINANCE
EXAMINATION CODE: 15918603
COURSE CODE: CO 1644
Submitted by
NAME OF STUDENTS CANDIDATE CODE
ABHISHEK.V.KUMAR 15920158001
FAIZAL.N 15920158007
AJAY.A 15920158015
GAUTHAM.S 15920158029
SHAMNAS KHAN 15920158040

Under the guidance of

Mrs. ANU ANZIA N
Head of Department
Department of Commerce
Mannam NSS College,Anchal
March 2023

Valued by…….

1
A STUDY ON THE JOB SATISFACTION OF EMPLOYEES IN OIL PALM INDIA
LIMITED,YEROOR

PROJECT REPORT

B.COM FINANCE
MARCH 2023

2
 DECLARATION

We the undersigned hereby declare that the project work entitled “A STUDY ON THE JOB
SATISFACTION OF EMPLOYEES IN OIL PALM INDIA LIMITED YEROOR”
submitted to the University of Kerala, Thiruvananthapuram in partial fulfillment of the
requirement of the award of the degree of B.Com Finance is the result of the original work
that has been carried out us under the supervision and guidance of Mrs.Anu Anzia N, Head
of the Department of Commerce, Mannam NSS College, Anchal. We also declare that no
part of this project has previously formed the basis for the award of any degree, diploma
associate ship, fellowship or other similar title of this or any other university.

Place : Anchal
Date :
ABHISHEK.V.KUMAR
FAIZAL .N
AJAY. A
GAUTHAM.S
SHAMANS KHAN

3
 CERTIFICATE

This is to certify that the project entitled “ A STUDY ON THE JOB SATISFACTION OF
EMPLOYEES IN OIL PALM LIMITED , YEROOR “ is a bonafide work carried out by
ABHISHEK V KUMAR, , FAIZAL N, AJAY A , GAUTHAM S, SHAMNAZ KHAN
under my supervision and guidance and submitted to the university of Kerala partial
fulfilment of the requirement for the award of degree of bachelor of commerce

Counter Signed by : Signed by:

Prof. ANU ANZIA.N Prof.ANU ANZIA.N

Head of department of Commerce Head of department of Commerce
Mannam NSS College Mannam NSS College
Anchal Anchal

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 ACKNOWLEDGEMENT

First of all we thank “Almighty GOD” for us to complete our project work successfully. It is
our great pleasure to place our report, our deep sense of gratitude to all those who have
contributed to the successful completion of the project.

The harmonious climate in our college provided proper guide for preparing the project. We
express our thanks to our principal Dr. M.C KARMACHANDRAN and Mrs.Anu Anzia.N
Head of commerce, Mannam NSS College Anchal for giving sanction to do this project.

We express our deep gratitude towards our beloved guide Mrs.Anu Anzia.N Head of
commerce for giving valuable suggestions and guidance during the preparation of this
project.

We are also thankful to other lectures of our department for various assistance given to us in
completion of this report. We also express our deep gratitude and sincere thanks to OIL
PALM INDIA LIMITED, YEROOR.

Last but not the least we express our sincere thanks to our family members and friends for
providing necessary assistance.

ABHISHEK V KUMAR
FAIZAL N
AJAY A
GAUTHAM S
SHAMNAZ KHAN

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 LIST OF CONTENT
CHAPTER CONTENT PAGE.NO

LIST OF TABLES

LIST OF FIGURES

1 INTRODUCTION

2 THEORETICAL FRAMEWORK

3 COMPANY PROFILE

4 DATA ANALYSIS AND INTERPRETATION

5 FINDINGS,SUGGESTIONS AND
CONCLUSION

BIBLIOGRAPHY

APPENDIX

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 LIST OF TABLES
TABLE.NO TITLES OF TABLE PAGE.NO
4.1 GENDER WISE CLASSIFICATION
4.2 AGE GROUP OF EMPLOYEES
4.3 QUALIFICATION OF EMPOYEES
4.4 INCOME GROUP OF EMPLOYEES
4.5 JOB ON THE BASIS OF QUALIFICATION
4.6 TIME SCHEDULE OF WORK
4.7 OPINION ABOUT SALARY
4.8 OPINION ABOUT SANITARY FACILITIES
4.9 SALARY AND OTHER BENEFITS
4.10 OVERTIME ALLOWANCE
4.11 OPINION ABOUT RECREATION FACILITIES
4.12 OPINION ABOUT SECURITY PROVISION
4.13 OPINION ABOUT TRAINING FACILITIES
4.14 OPINION ABOUT CANTEEN FACILITIES
4.15 MEMBERS IN TRADE UNION
4.16 OPINION ABOUT ACTIVITES OF TRADE UNION
4.17 OPINION ABOUT EMPLOYER – EMPLOYEE
REALTIONSHIP

4.18 OPINION ABOUT FESTIVAL ALLOWANCE

4.19 OPINION ABOUT EMPLOYEES BENEFITS
4.20 OPINION ABOUT LEAVE POLICY
4.21 OPINION LEVEL OF RECOGNITION
4.22 OPNION ABOUT RESOURCE AND TOOLS
4.23 OPINON ABOUT GROWTH AND ADVANCEMENT
4.24 OPINION ABOUT CONTRIUTION TO COMPANY’S
GOALS

4.25 OPINION ABOUT RECOMMENDATION OF

COMPANY AS A GOOD PLACE

4.26 OPINION ABOUT THE LEVEL OF JOB

SATISFACTION

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 LIST OF FIGURES
FIGURE.NO TITLE OF FIGURES PAGE.NO
4.1 GENDER WISE CLASSIFICATION
4.2 AGE GROUP OF EMPLOYEES
4.3 QUALIFICATION OF EMPOYEES
4.4 INCOME GROUP OF EMPLOYEES
4.5 JOB ON THE BASIS OF QUALIFICATION
4.6 TIME SCHEDULE OF WORK
4.7 OPINION ABOUT SALARY
4.8 OPINION ABOUT SANITARY FACILITIES
4.9 SALARY AND OTHER BENEFITS
4.10 OVERTIME ALLOWANCE
4.11 OPINION ABOUT RECREATION FACILITIES
4.12 OPINION ABOUT SECURITY PROVISION
4.13 OPINION ABOUT TRAINING FACILITIES
4.14 OPINION ABOUT CANTEEN FACILITIES
4.15 MEMBERS IN TRADE UNION
4.16 OPINION ABOUT ACTIVITES OF TRADE UNION
4.17 OPINION ABOUT EMPLOYER – EMPLOYEE
REALTIONSHIP
4.18 OPINION ABOUT FESTIVAL ALLOWANCE
4.19 OPINION ABOUT EMPLOYEES BENEFITS
4.20 OPINION ABOUT LEAVE POLICY
4.21 OPINION LEVEL OF RECOGNITION
4.22 OPNION ABOUT RESOURCE AND TOOLS
4.23 OPINON ABOUT GROWTH AND
ADVANCEMENT
4.24 OPINION ABOUT CONTRIUTION TO
COMPANY’S GOALS

4.25 OPINION ABOUT RECOMMENDATION OF

COMPANY AS A GOOD PLACE
4.26 OPINION ABOUT THE LEVEL OF JOB
SATISFACTION

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9
 INTRODUCTION
The term "Job Satisfaction" refers to an employee's general attitude towards his job.
Job satisfaction describes how content and individual is with his or her job. The happier
people are within their job the more satisfied they are said to be. Job satisfaction in regards to
once feelings or state of mind regarding nature of their work. Job can be influenced by
variety of factors like quality of one's relationship with their supervisors, quality of physical
environment in which they work, degree of fulfilment in their work etc.

Job is an important indicator of how employee feel about their job and predictor of
work behavior such as organizational citizenship absenteeism and turnover. Positive attitude
towards job are equivalents to job satisfaction whereas negative attitude towards job has been
defined and variously from time to time. In short job satisfaction is attitude towards job. The
happier people are within their job, the more satisfied they are said to be. Job satisfaction is
not the same as motivation, although it is clearly linked. An employee's overall satisfaction
with his job is the result of a combination of factors and financial compensation is only one
of them. Management role in enhancing employees job satisfaction is to make sure the work
environment is positive; moral is high and employees have the resources they need to
accomplish the task's they have been assigned. Job satisfaction refers to how well a job
provides fulfilment of a need or want, or how well it serves as a source or means of
enjoyment. Job satisfaction can be understood in terms of its relationship with other key
factors, such as general well-being, stress at work, control at work, how work interface and
working conditions.

Job satisfaction is an important factor in industrial environment. The satisfied

workers produced more; the climate is relatively smooth and conductive. The satisfied
workers are creative and innovative.. Determination of job satisfaction of employees'
satisfaction is one of the most widely used variable in organizational behavior. It is an
employee response to his or her organization.

Oil Palm India Ltd is a large organization which produce huge amount of Palm Oil. A
large number of workers employed in this organization. The present study conducted to know
about the level of job satisfaction of employees working in Oil Palm India Ltd

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 .REVIEW OF LITERATURE
Review of literature is a key step in research process. It refers to an extensive and
systematic examination of publications relevant to be research project. Review of literature
involves identification and formulation of problems, critical analysis of written description of
existing information on the topic of interest. The major goal of the review of literature is to
develop a strong knowledge based to carry out research other non- research scholarly
activities.

S.Suresh Kumar and R.Sridhar (2019) This case study examines the experiences of
smallholder farmers in Andhra Pradesh who have adopted oil palm cultivation. The authors
find that while the crop can provide a significant source of income for these farmers, there
are also challenges related to land acquisition, financing, and marketing.

Balgir (2018), attempted to understand hygiene-motivational factors as postulated by

Hergeberg based on their need priorities that dominate the minds of Indian managers while
continuing service in their respective organizations. The results revealed that job satisfaction,
salary, job security, better chances of promotion, happy personal life, high position and
friendly social circle are some of the motivating factors in that order which strongly influence
Indian managers.

R. T. Shroff et al. (2018) This study uses a spatially explicit land-use model to assess the
impact of oil palm expansion on land use and carbon emissions in India. The authors find
that while oil palm cultivation can be profitable, it can also lead to significant greenhouse gas
emissions and biodiversity loss

Syeed (2018), made an endeavour to determine the relationship between employee job
satisfaction and organisational effectiveness. The sample for the study consisted of 44
supervisors of a public sector undertaking which was randomly drawn from a single unit of
the company. The main objective of the study was to relate satisfaction with organizational
effectiveness along with personal attributes such as age, education, pay, length of service etc.
The study revealed that job satisfaction facets had more explanatory power than the personal
attributes of respondents. It was clear from the study that the organization through its human
resource development policies and practices create better environment for employees,
resulting in greater satisfaction which in turn enhanced organizational effectiveness
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Worrell (2018), examined and described the levels of job satisfaction and relationship
between the variables in a national sample of school psychologist belonging to the National
Association of School Psychologists (NASP). Data were collected through mailed survey
packets including a data form including Minnesota Satisfaction Questionnaire. 234 full time
practitioners responded. Result indicated that 90% of school psychologists were satisfied or
very satisfied with their jobs. The findings showed a gradual increase in overall satisfaction
when compared to 1982 and 1992 that reported being satisfied or very satisfied with their
jobs. Participants in the current sample were more satisfied with their job security,
independence and creativity.

Sarri and Judges (2017), article provided greater understanding of the research on
employee's attitudes and job satisfaction. The article identified three gaps between human
resource practice and the scientific research in the area of employee attitudes in general and
the most focal employee attitude in particular job satisfaction: the causes of employee
attitudes, the result of positive or negative job satisfaction and how to measure and influence
employee attitudes. Suggestions for practitioners are provided on how to close the gaps in
knowledge and for evaluating implemented practices,

Mehra and Mishra (2017), in their study explored the potential moderator effect of mental
health on the Intrinsic Job Satisfaction-Occupational stress relationship. The study was
conducted on 250 blue collar industrial workers of UPTRON India Ltd. The findings of the
showed that mental health has a moderating effect on the Intrinsic Job Satisfaction-
Occupational stress relationship.

J. K. Bali and A. K. Thakur (2017) This study analyzes the economic and environmental
impacts of oil palm cultivation in India. The authors find that while oil palm can be a
profitable crop for farmers, its cultivation can also have negative environmental impacts,
including deforestation and soil degradation

Dhar and Jain (2016), carried out an investigation amongst academicians. The investigation
explored the nature of relationship between job satisfaction, job involvement, age and length
of service. An important finding of the study was that job involvement and job satisfaction
are positive correlates which imply that involvement in job increases job satisfaction and
vice-versa.

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S.Nagarajan and K. Sankara Pillai (2016) This comprehensive review article provides an
overview of the history, cultivation practices, economics, and future prospects of oil palm
cultivation in India. The authors discuss the challenges faced by the industry, including the
need for improved yields, better pest and disease management, and more efficient processing
methods.

Mira Singh and Pestonjee (2015), Hypothesized that job satisfaction is influenced by the
levels of occupation, job involvement and participation. The sample for the study consisted
of 250 officers and 250 clerical cadres belonging to a Nationalized bank in Western India.
The study confirmed the hypothesis and it was found that job satisfaction of the bank
employees was positively affected by the occupation level, job involvement and
participation.

Mathew(2015), tested the relationship between satisfaction and organizational commitment

with a Non-recursive model that permitted the simultaneous examination of the influence of
satisfaction on commitment and the influence of commitment on satisfaction. The study
highlighted that the two variables were reciprocally related but that the influence of
satisfaction on commitment was stronger.

Rama Devi (2015), conducted a study on faculty job satisfaction and their views on
management of the two universities in Andhra Pradesh. The sample consisting of 200 teaching
faculty and 100 members were selected randomly from each university and the attempt was
made to measure job satisfaction of the faculty in universities of Andhra Pradesh. The study
found that the factors such as freedom in job, scope for self- improvement, income and job
security were causing satisfaction while bureaucratic rules, no recognition for work

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14
 STATEMENT OF THE PROBLEM

Human resource is the life blood of every organization. So, management trying to
maintain efficient employees in their organization. Job satisfaction is the reaction of the
workers against the role they played in their work. It is a combination of psychological,
physical and an environmental circumstance which makes a person say "I'm satisfied with
my job". Job satisfaction is an important element which helps both the employees and
management. Lack of job satisfaction leads to employee's turnover and absenteeism. It
affects the organization by increasing the cost of recruitment and training. Increasing job
satisfaction leads to high productivity and the attainment of organizational goals

In this study an attempt is made to investigate the level of employees' job satisfaction
in Oil Palm India Ltd, Yeroor.
The problem of job satisfaction in the oil palm industry can be attributed to several factors,
including low wages, long working hours, lack of job security, poor working conditions, and
inadequate training and development opportunities. These factors affect the employees' morale,
job performance, and overall well-being, leading to high employee turnover, absenteeism, and
low productivity. Moreover, the labor-intensive nature of the industry and the use of outdated
technology and equipment have also contributed to the problem of job satisfaction.
Long Working Hours Another factor affecting job satisfaction in the oil palm industry is long
working hours. Many employees in the industry work for more than eight hours a day, with some
working for up to 12 hours. The long working hours affect the employees' work-life balance,
leading to stress, fatigue, and poor health.
Low Wages One of the primary factors affecting job satisfaction in the oil palm industry is low
wages. Many employees in the industry are paid minimum wages or lower, which is not
commensurate with their skills, experience, and job demands
The problem of job satisfaction in the oil palm industry is a complex issue that requires a multi-
faceted approach to address.

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 NEED AND SIGNIFICANCE OF THE STUDY

A close relationship between employer and employee is necessary for the smooth
running of an organization. So, employer must ensure a satisfactory remuneration welfare
scheme as a tool to satisfy the employees and bring them close. This study is conducted at
Oil Palm India Ltd, Yeroor. It is an attempt to analyze the employee satisfaction in the
industry. It will help to know the attitude of employee working in industry. This study
focuses on the working condition in the industry and it also aim to find out the effectiveness
of training in the organization. This study aims to understand the promotion opportunities of
employees in the industry. The properly rewarding is one of the prerequisites for the success
every industry. The success of any industry dependence mainly on the efficiency of
employees. Along with other employee motivating techniques such as better supervision,
working conditions and other emoluments etc help to improve the efficiency of employees
and attain job satisfaction. Job satisfaction studies often focus on the various parts that are
believed to be important, since this job-related attitude predispose an employee to behave in
certain ways. It also affects a person's well-being. Consequently, if a person is dissatisfied
with their work, this could lead to dissatisfaction in other areas of their life. Keeping workers
happy helps to strengthen a company in many ways. Here, the present study is on "Job
Satisfaction of Employees in Oil Palm India, Yeroor".

OBJECTIVES OF THE STUDY

1. To study the job satisfaction level of the employees in Oil Palm India Ltd.
2. To understand the problem of employees in Oil Palm India Ltd
3. To analyze the working relationship between employer and employee.

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 SCOPE OF THE STUDY

Job satisfaction is a general expression of worker's positive attitude built up towards

their job. Workers maintain an attitude towards their job as a result of diverse future of their
job, social status they have gained about their jobs and experience in their job environment.
These attitudes can also be negative. The scope of the study aims to understand the
employee's job satisfaction level which covers the various working schedule, overtime
allowance, remuneration, work freedom, job position etc.

Welfare includes anything that is done for the comfort and government of employees
and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employees for longer duration. This topic will be studied satisfaction level
of employee's in Oil Palm India Ltd, Yeroor

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 RESEARCH METHODOLOGY

The research methodology adopted for this study is descriptive. Descriptive study is designed to
gather descriptive information for formulating more sophisticated studies
Research design: The study was designed as descriptive in nature, based on the survey method.
Both primary and secondary data was used for the study.

Sample design: Convenience sampling method has been followed for selecting sample

Sample unit: workers in oil palm yeroor

Sample size: Sample size is the sample taken for the survey of the project study. Here sample size
of 50 people is selected.

Data Collection

Data collection is carried out in two ways as:

1. Primary data

Primary data are those data which are collected for the first time and are original

In character. They are in the nature of raw materials from which the investigator draws
conclusions by applying statistical methods for analysis and interpretation. The Methods of
collecting primary data are:

A. survey method

Survey refers to brief interviews and discussions with individuals about a specific topic.) A survey
is a quick interview with the informant in which a few questions are asked by the surveyor

B. Interview method

Interview method or personal interview method is one of the popular methods used to collect
company information. Interview is the verbal conversation between two people with the objective
of collecting relevant information

C. Observation method

Observation acts as a fundamental and the basic method of getting information about anything.
Observation method is a technique used for getting information about various things around us by
observing those things and the processes related to those things to draw a meaningful conclusion.

This study undertakes survey method through questionnaire

2. Secondary data
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Secondary data are those data which have already been collected by some other persons
and have already passed through the statistical machine at least once. They are in the nature of
finished products as they have already passed through the statistical machine Secondary data
collected through website and other text book, journals, periodicals

3. Sample size

Sample size refers to those numbers of samples those we taken for doing this project. It means
number of samples to be selected from overall population. Here the sample size is 50.

4. Sampling Technique

The sample selected using convenience sampling methods

The study is exclusively based on primary data. The primary data is collected through
questionnaires.
because of their convenience, proximity and accessibility to the researcher. Structured
schedule was used for interviewing the respondent in person
STATISTICAL DESIGN
A process of statistically determining which of many variables would most likely achieve
aparticular result.
The statistical tools used in this study are:

• Percentage analysis method

• Weighted average method

PERIOD OF THE STUDY

The study is confined to 2 months

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 LIMITATION OF THE STUDY
1. A majority of the workers were Tamilians and it is very difficult to communicate with
them.

2. Some of the employees did not cooperate with us while collecting primary data

3. Since the study is based on opinion and attitudes of workers, it is not free from bias even
through maximum care was taken to make the study.

CHAPTERISATION
I. INTRODUCTION
II. THEORTICAL FRAMEWORK
III. COMPANY PROFILE
IV. DATA AND ANALYSIS AND INTERPRETATION
V. FINDINGS,SUGGESTION AND CONCLUSION

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21
 The term job satisfaction was brought to limelight by Hoppock (1935). According to him
job satisfaction is a combination of psychological, physiological and environmental factors that
makes a person to admit, “I am happy at my job”. It has also been defined as the ‘end state of
feeling’. It is an important dimension of morale and not morale itself.
TYPES OF HUMAN RESOURCES
The human resources of an organisation can be broadly classified into two types. They are:
1. External Human Resources
These types of human resources stay outside the structure of the organisation and they are
of prime strength to the development activities including expansion of the operations of the
undertaking. The examples for such human resources are customers, shareholders etc
2. Internal Human resources
These types of human resources stay inside the structure of the organisation, i.e, the
human beings at the disposal of the undertaking or otherwise it is the productive capacity of
the human organisation of the firm.
The human resources at the disposal of the organisation, i.e., the internal human resources
can be broadly divided into three categories. They are:
(a) Lower Level Workers
(b) Middle Management
(c) Top Management
MAJOR THEORIES OF JOB SATISFACTION
1. Motivation – Hygiene theory.
2. Need-Fulfilment theory
3. Equity theory
4. Discrepancy theory
5. Equity - Discrepancy theory
DIMENSIONS TO JOB SATISFACTION
1. Job satisfaction is an emotional response to a job situation. As such, it cannot be seen, it
can only be inferred. It relates to one’s feeling towards one’s job.
2. Job satisfaction is often determined by how will outcomes meet the expectations or exceed
the expectations.
3. Job satisfaction and job attitudes are typically used interchangeably.

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 FACTORS INFLUENCING JOB SATISFACTION
A. Organisational Factors
1. Salaries and wages
2. Promotion chances
3. Company Policies
B. Work Environmental Factors
1. Supervision.
2. Work Group.
3. Working Conditions.
C. Work Itself
1. Job Scope
2. Variety
3. Lack of autonomy and freedom
4. Role ambiguity and role conflict
5. Interesting Work
D. Personal Factors
1. Age and seniority
2. Tenure
3. Personality
4. Level of Education
Theories of Job Satisfaction
Theory is a set of basic concepts and principles that organises knowledge in particular field.
According to (Knootz & O’Donnell 1972:92) principles are considered to be universal truths which are
used to describe specific variables in a given situation. While most studies and discussions about job-
satisfaction theories begin with "Hierarchy of Needs" by Maslow’s theory (1943), the history begins in the
early decades of the twentieth century, that with the theory of "Scientific Management" typically called as
“Taylorism" by Frederick W. Taylor (1911), in which humans are regarded as "Economic-men" thus
"Money" is treated as substantial satisfaction provider for job. This perspective was then differentiated by
Elton Mayo & Associates (1924-33) by discussing the "Hawthorne Studies" about the human being's
nature. They discovered that a variety of factors contribute to employee's motivation and satisfaction,
particularly personal morale, supportive interrelationships, management discovered based on an
understanding of a person and group actions through soft skills such as “encouraging, coaching, guiding,
and communicating” (Weihrich & Koontz, 1999:42).
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• Herzberg’s Motivation Theory
The motivation theory of Herzberg is established on the content theories of motivation. These theories
make an attempt to explain about the factors that motivate an individual by recognizing and fulfilling their
specific needs, aspirations and ambitions followed to meet certain desires. Herzberg’s motivator hygiene
theory is also known a two-factor theory. Locke (1976) analysed Maslow's hierarchy theory and Herzberg's
motivation-hygiene theory as two of the most critical content theories. The theory of Herzberg adopts the
team of motivators to include experiences of satisfaction. Satisfaction and dissatisfaction are not opposite
mechanism, rather they include two distinct set of variables. According to Herzberg, meeting hygiene
needs results in only a temporary absence of dissatisfaction, and workers' wage demands would either
increase or decrease accordingly. Organizations can boost employee morale by creating positions that offer
personal goal, accountability, development, and growth. Herzberg proposed two principles for
implementing these new work designs. Job Advancement: Employees are given some of the same types of
tasks in which they can apply their current skills. Enrichment of Job: Employees are given opportunities to
expand their skill set and are given the opportunity to advance vertically within the organization.
• Maslow’s Need Hierarchy Theory
Maslow’s need hierarchy theory was the first to investigate the relevant contributors to job satisfaction.
According to the theory, human needs are organised into a five-level hierarchy, which includes
physiological needs, protection, belongingness/love, esteem, and self-actualization. According to Maslow's
hierarchy of needs, there are basic needs that must be fulfilled first (such as physiological needs and safety)
before more complex needs can be met (such as, belonging and esteem). This theory was developed to
describe human motivation in general. Its core components, however, are relevant to the workplace and
have been used to describe job satisfaction. Financial compensation and healthcare are two amenities
offered by the organization that assist employees in meeting their basic physiological needs. Employees'
safety needs can manifest as a sense of physical safety in the workplace, as well as job protection and/or
having appropriate company frameworks and policies and when these are met employees can focus on
feelings as they also belong to workplace. Satisfied employees may seek to feel appreciated and supported
by their colleagues and their employer. The final stage is where the employee searches for self-
actualization; where they must grow and evolve in order to become what they are capable of being.
Although it seems to be independent, the advancements from one stage to the next all lead to the process of
self-actualization.
• Social Reference Group Theory
The social reference-group theory considers not the individual's preferences, wants, and expectations, but
instead the viewpoint and opinion of the group to which the individual looks for support. Such groups are
known as the individual's "reference-group" which determines how he should look at the world and
analyze different factors in the system. Individuals use reference groups as a benchmark for self-
24
assessment or as a framework of personal preference, expectations, attitudes, or behaviours. The Business
Dictionary describes it as "people whose attitudes, actions, beliefs, opinions, desires, and values are used
as the basis for an individual's decision." To be negatively or positively affected by the features of a
reference group, one does not have to be a member of it. This theory predicts that if a job satisfies the
requirement, preferences, and expectations of a person's reference group, he will like it; if it does not, he
will dislike it. C.L. Hulin presented a clear example of this theory. He studied the impact of group
characteristics on female clerical workers' job satisfaction in 300 separate catalogue order offices. He
discovered that while work conditions remained stable, job satisfaction was lower among women living in
affluent neighbourhoods than among those living in impoverished neighbourhoods. Thus, Hulin offers
convincing evidence that certain frames of reference for assessment can be established by one's social
groups and general social culture. However, it is clear that this theory offers an insufficient explanation
since, while certain people may agree with group opinions and group evaluations of organisational
phenomena, many people are unaffected by these pressures.

25
26
 COMPANY PROFILE

Oil palm India limited is entrusted to promote oil palm cultivation among the small
farmers in state. The central and state government are extending subsidy for the cultivation at
the rate of Rs. 20900.00 hectors for the immature period of four years including a subside of
Rs.5400 per hector. The scheme aims to convert fallow land mainly unsuitable for other
crops. Initially it has been envisaged to start the cultivation in 1000 hectors in Kollam,
Kottayam, Pathanamthitta and other adjoining district of the state.

Oil palm India limited was established in the year 1997. It is a joint venture of Kerala
government and central government with a share participation at 51% and 49% respectively.
The company was established with the objective of developing palm oil cultivation in the
state and to find a solution for the storage of edible oil. The authorized share capital of the
company comes to 12 cores and total asset to Rs.31.87 crores. The company has a planted
area of 3646 hectors spread out in three estates viz, Yeroor, Chithara, and Kulathupuzha. It is
having an oil palm seeds garden at Thodupuzha. The cultivation of oil palm is commercial
crops like the rubber coconut etc. While oil palm can give around 3.4 tons of oil per hector,
the yield per hector of oil seeds like ground nuts, sunflower, soya beanetc. would come to
one tone only. For the development of hybrid varieties of oil palm seeds, the oil palm
research centre under the agriculture department was handed out to Oil Palm India Limited
(OPIL). The company is it present implementing the development of oil palm cultivation
among the farmers through a better planning and a sound organization under the scheme at
Oil Palm Development Project (OPDP) with central government aid. The total strength of
employees in Oil palm India Ltd Yeroor, 416 officers and staff -92, workers -324. The
registered head office of the company is at Kottayam

27
 INDUSTRY PROFILE
Palm oil is a form of edible vegetable oil obtained from the fruit of the palm tree. Oil
palm can be said as a nature's gift to the world consumed for more than 5000 years. The
nutritional value and health value of oil palm as natural resource are contained to be
discovered even today. Mature trees are single-stemmed and grow to 20 meterstall. The
leaves are pinnate, and reach between 3- 5 long. Established trees over 10 years produce
above 20 leaves a year. The flowers are produced in dense clusters, each individual flower is
small, with three sepals and petals. The fruit takes five to six months to mature from
pollination to maturity it comprises an oily, fleshy outer layer (the pericardium) with a single
seed (kernel) also rich in oil.

The oil palm originated in the tropical rain forest region of West Africa. Processing
oil palm fruits for edible oil has been practiced in Africa for thousands of years, and oil
produced highly coloured and flavoured, and id and essential ingredient in much of the
traditional West African cuisine. The traditional process is simple but tedious and inefficient.

Because of its economic importance as a high yielding source of edible oil, the palm
is now as a plantation crop. The most countries with high rain fall (minimum 1600 mm per
year). In tropical climate with in ten of the equators. The oil palm gives highest yield of oil
per unit area compared to any other crop and produces 2 distinct oil-palm oil and palm kernel
oil both of which are important in the world trade. Modern high yielding varieties of
developed by breeding programs, under ideal climate condition and good management are
capable of producing in excess of 20 tons of bunches per/ha/year with palm oil in bunch
content of 25%.

International trading palm oil began at the turn of the 19th Century, while that of palm
kernels developed only after 1832. Palm oil become the principal cargo for slave ships after
abolition of the slave trade. The establishment of trade in palm oil from west Africa was
mainly the result of the industry revolution in Europe as people in Europe began to take
sanitation and hygiene seriously, demand for soap increased, resulting in the demand for
vegetable oil suitable soap manufacture and other technical users: Palm oil with annual
production of 25-27 million tonnes, is the second most produced oil in the world Malaysia
(13 million tons) and Indonesia (10 million tons) are the major producer together account for

28
85% of production. Round 80% (21-23 million tons) of the global production is exported
Malaysia and Indonesian FOB prices set the mood in physical market. In India imports
roughly 2.5-3.5 million tons of palm oil and its variants a year. The domestic production is
very meagre at 0.5 lakh tone. India imposes 65% duty on crude oil and 75% on RBD palm
oil. The import ratio is highly depending the duty imposed in addition to the customers duty
is calculated irrespective of actual price at which oil is imported.

29
 FACTORY PROFILE

The company has a processing unit (palm oil mills) with a capacity to process ten
metric tons Fresh Fruits Bunches (FFB) established in the Yeroor estate and another with a
capacity to process 2.5 metric tons was established Chithara Estate, since both factories work
not having the requisite capacity and the technology applied for was absolute, all the fruits in
the plantation could not be processed in time. Moreover, the quality of oil being produced is
also poor.

The fresh fruit bunches harvested from the plantation has to processed within 24 hours, for
the production of high-quality oil. Since the capacity of the old factory was inadequate
coupled with absolute technology, the quality of the produced oil not attain the desired
standard. In order to overcome this problem, the company has established a most modern
mill with international standard.

The mill was established in the year 1999 at to the total cost of Rs.18925 lakhs within a
record time of 13 months

The mill is like a computer garbage in and garbage out. The company adopts some scientific
plans for the better production of palm oil, they are

1. In the oil palm plantations ripened bunches are harvested in time and transported to the
factory within 24 hours, hence the quality of the oil can be maintained.

2. Delaying harvesting and transporting will ultimately result in the deterioration of the
quality. In order to obtain a good quality of oil harvesting and transporting will have to be
made in time.

3. The company is very specific in timely harvesting and transporting

The company also provides helmets, mask and hand gloves to the factory workers, fire
extinguishing device are installed at the various points in the factory

The company's average production of the fresh fruit bunches is about 300 metric tonnes by
operating two shifts in the present 20 metric tonnes capacity mill. At present the company
can process the entire available crops in the time.

30
 PRODUCT PROFILE

There are mainly two products in the company. They are:

PALMOIL OR PALMOLEIN

Palm oil is the oil produced from the red oil palm tree (ElasisGuineensis), palm oil is
extracting the pulpy portion (mesocarp) of the fruit of oil palm. The crude palm oil is deep
arranged or red in colour and is semisolid at a temperature of 20 degree centigrade Before
being refined the oil is called crude palm oil. It contains an equal proportion of structured and
unstructured fatty acid containing about 40% oleic acid, 10% linoleic acid. 44% palmitic acid
and 5% steroid acid. The unprocessed palm oil is used for cooking in various countries. Palm
oil is very rich source of beta-carotene, an imported source of vitamin A and it contains
tocopherols and tocotrienols, a natural source of vitamin E. Vitamin A and Vitamin E
contents are the highest in palm oil in comparison with any other type of oil and hence
consumption of the same boost's health. By virtue of the high vitamin contents the red palm
oil is a nature's gift for the human beings. View of the rich contents of the vitamins. Palm oil
can be utilized for the preparation of cosmetics as well

The edible oil contents a very high percentage of saturated fat and used in making soaps,
margarine and lubricants, besides used in cocking. Since palm oil has been consumed for its
nutritional value and health benefits for more than 5000 years, it is often said as nature's gift
to the world. Today it is the most widely produced vegetable oil of the world. In some Asian
countries, it is termed as "gold oil' for its perfect balance of saturated and unsaturated fatty
acids which do not adversely affect cholesterol levels

31
 PALM KERNEL OIL

Oil palm seed is a nut, consisting of shell and kernel. Kernel is inside the shell. Nuts are
cracked to obtain palm kernel from which palm kernel oil is obtained. Like other oils which
are very high saturated fat, palm-kernel oil is typically solid at room temperature, and it can
with stand very high heat. In part of Africa and Asia, it is commonly used cooking oil and it
can also be used in cosmetics. Palm kernel oil is not in red colour due to lack of carotenoids
palm oil is 41% saturated whole palm kernel oils 81% saturated

PROCESSING OF PALM OIL

Palm oil is extracted from fresh fruit bunches (FFB) by mechanical process, where a mill
commonly handles 60 to 100mt per hour of FFB. The modern palm oil mill of today is based
predominantly on concepts developed in the early 50s (Mongana Report). An average size
FFB weighs about 20-30 kg and contains 1500-2000 fruits. The FFB s are harvested
according to harvesting cycles, and delivered the mills on the same day. The quality of crude
palm oil is dependent on the care taken after harvesting, particularly on the handling of the
FFB.

A plan oil mill produces crude palm oil and kernels, as primary products. The capacity of
mills varies between 60-100 tons FFB/h. A typical mill has many operation units. This
comprises of sterilization, stripping, digestion and pressing, clarification, purification, drying
and storage. For the kernel line, there are steps such as nut/fibre separation, nut conditioning
and cracking, cracked mixture separation, and kernel drying, storage. The dried kernels are
often sold to palm kernel crushers for extraction of crude palm kernel oil.

Sterilization

This first step in the process is crucial to the final oil quality as well as the strip ability of
fruits. Sterilisation inactivates the lipases the fruits, and prevents build-up of free fatty acids
(FFA). In addition, steam sterilization of the FFBS facilitates fruits being stripped from the
bunches. It also softens the fruit for digestion and release of oil, and conditioning of nuts to
minimize kernel breakage. Air is removed from the sterilizer by sweeping in steam in single-
peak, double-peak or triple-peak cycles. In general, bunches are cooked using steam in

32
40psig. In horizontal cylindrical autoclaves for 60-90 minutes. The length of the sterilizer is
dependent on the number of cages required for operation of the mill. Each cage can hold 2.5
to 10tons of FFB.Steam consumption varies from 140 kg/ton FFB for a single peak cycle to
224 kg/ton FFB for a triple-peak cycle (Sivasothy et al. 1986). Inadequate sterilization affects
the subsequent milling processing stages adversely. In recent years new technology on
sterilization saw the introduction of continuous sterilizers. The new system consists of
conveyor belt taking crushed FFBs into the continuous sterilizer, where the fruits are
sterilized and subsequently discharged.

Stripping

Stripping or threshing involves separating the sterilized fruits from the bunch stalks.
Sterilized FFBs are fed into a drum stripper and the drum is rotated, causing the fruits to be
detached from the bunch. The bunch stalks are removed as they do not contain any oil. It is
important to ensure that oil loss in the bunch stalk is kept to a minimum. The stalks are often
disposed by incineration, giving such as potash fertilizer, and fuel boilers. Others are
transported to the plantations for use as fertilizers. The total oil loss absorbed on the stalks
depends on the sterilizing conditions and partly on the way the stripper is operated.
Prolonged sterilization will increase oil loss in stalks. Irregular feeding of the stripper may
also result in increase of oil loss in stalks. Stalks which have fruits still attached on them are
called hard bunches, and have to be recycled back to sterilizers for further cooking. Hard
bunches are detected by visible inspection.

33
 Digestion and Processing

After stripping the fruits are moved into a digester where, the fruits are reheated to loosen
the pericarp. The steam heated vessels have rotating shafts to which are attached stirring
arms. The fruits are rotated about, causing the loosening of the pericarps from the nuts. The
digester is kept full and as the digested fruit is drawn out, freshly stripped fruits are bought
in. The fruits are passed into a screw press, where the mixture of oil, water, press cake or
fibre and nuts are discharged. Improvements in press designs have allowed fruits to undergo
single or multiple pressing. Second stage pressing on the press cake fibres enables more oil to
be extracted.

Clarification

A mixture of oil, water, solids from the bunch fibres is delivered from the press to a
clarification tank. In the conventional process, separation of the oil from the rest of the liquor
is achieved by setting tanks based on gravity. The mixture containing the crude oil diluted
with hot water to reduce its viscosity. A vibrating screen helps remove some of the solids.
The oil mixture is heated to 85-90 and allowed to separate in the clarification tank. A settling
time of 1-3 hr. is acceptable. Oil from the top is skimmed off and purified in the centrifuge
prior to drying in vacuum dryer. The final crude palm oil is then cooled and stored. The
lower layer from the clarification tank is sent to the centrifugal separator where the remaining
oil is recovered. The oil is dried in vacuum dryers, cooled and sent to storage tanks.

Oil Losses during Processing

Oil losses in mills to mill, and much attention is given to the control of oil loss. The main oil
loss are from sterilizer condensate, empty bunches, fruit loss in unstrapped bunches, press
cake fibre, nuts and sludge. Over-rip bunches will lose more oil during sterilization. To
minimize this, shorter sterilizer cycles are used, or better control of bunch ripeness and
quality will help ensure less wastage. A typical oil loss in sterilizer is estimated to be 0.1% to
FFB. Oils recovered from sterilizer condensate should be used as technical oils, as they often
contain higher iron content and would reduce oil stability if mixed with the crude production
oil.

34
 Kernel Production

The press cake from the digester is fed up to a vertical column (depericarper) where air is
channelled to lift the fibre, thus separating the fibre from the nuts. The nuts are passed to a
polishing drum at the bottom of the depericarper, where pieces of stalks are removed. A
nutcracker cracks the nuts after the conditioning and drying process. A ripple mill is also
used instead of nut cracker. The mixture of cracked nuts and shells are separated via a
winnowing system, followed by a hydrocyclone or a clay bath. A hydrocyclone uses
centrifugal force to separate the kernel from the shell using water. The kernels will float
while the shells sink in a clay bath mixture of SG 1.12. The kernel is then dried in hot air
silos to moisture content of less than 7%.

Biomass

The amount of solid palm oil waste available from a mill can be substantial. This consists of
empty fruit bunches (EFB), palm kernel shell, mesocarp fibres, and possibly solids from
decanters. In most cases, this biomass especially, the EFB, palm kernel shell and mesocarp
fibres are used as fuel in the mill, generating enough electricity for running the mill. Besides
usage as fuel, the biomass together with fronds and trunks can be left in the fields as
fertilizers. EFBS can also be combined with polyurethane ester (PU) to prepare medium
density fibreboard, giving higher impact strength and better water resistance.

35
36
 DATA ANALYSIS AND INTERPRETATION

After collection of all the data, the process of analysis begins. To summarize and rearrange
the data several inter related procedure and performed during the data analysis stage. Data
analysis as multiple facts and approaches encompassing diverse techniques under a verity of
names in different business, science and social science domains.

This chapter presents data that has been collected through quantitative survey. At first give
an over view of the organization where the questionnaires are distributed that means the
sample population after that the data presented according to the research question and
variable identified in the frame of reference.

The total numbers of 50 samples are collected and analysed from Oil palm India limited,
Yeroor.

The following described the analysis and interpretation of the collected data.

37
 TABLE 4.1
GENDER WISE CLASSIFICATION
GENDER NO OF RESPONDENTS PERCENTAGE
MALE 30 60
FEMALE 20 40
TOTAL 50 100

Source : Primary data

FIGURE 4.1
GENDER WISE CLASSIFICATION

40%

60% MALE
FEMALE

INTERPRETATION
60% of employees are male and 30% belong to female group.

38
 TABLE 4.2
AGE GROUP OF EMPLOYEES
AGE NO OF RESPONDENTS PERCENTAGE
20-30 10 20
30-40 15 30
40-50 20 40
ABOVE 50 5 10
TOTAL 50 100

Source : Primary data

FIGURE 4.2
AGE WISE CLASSIFICATION

25

20

15

10

0
20-30 30-40 40-50 ABOVE 50

INTERPRETATION
20% of employees are in age group of 20-30 . 30% of employees are in age group of 30-40.
40% are in 40-50 and 10% employees are above 50.

39
 TABLE 4.3
QUALIFICATION OF EMPLOYEES
OPTIONS NO OF EMPLOYEES PERCENTAGE
SSLC 30 60
PLUS TWO 20 40
UG 0 0
PG 0 0
TOTAL 50 100

Source : Primary data

FIGURE 4.3
QUALIFICATION OF EMPLOYEES

70

60

50

40

30

20

10

0
SSLC PLUS TWO UG PG

INTERPRETATION
60% of employees are SSLC, 40% of emplyees are PLUSTWO, there is no UG and PG
employees are there.

40
 TABLE 4.4
INCOME GROUP OF EMPLOYEES
OPTIONS NO OF RESPONDENTS PERCENTAGE
BELOW 15000 10 20
15000-30000 20 40
30000-40000 15 30
ABOVE 45000 5 10
TOTAL 50 100

Source : Primary data

FIGURE 4.4
INCOME GROUP OF EMPLOYEES

45

40

35

30

25

20

15

10

0
BELOW 15000 15000-30000 30000-45000 ABOVE 45000

INTERPRETATION
20% are below 15000 income group, 40% of employees are in 15000-30000 income group,
30% of employees are in 30000-45000 income group and 10% of employees are in above
45000.

41
 TABLE 4.5
JOB ON THE BASIS OF QUALIFICATION
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 45 90
NO 5 10
TOTAL 50 100

Source : Primary data

FIGURE 4.5
JOB ON THE BASIS OF QUALIFICATION

10%

YES
NO

90%

INTERPRETATION
90% of the employees in organization agreed that their job is based on qualification and 10% of
employees are not agreed with it.

42
 TABLE 4.6
TIME SCHEDULE OF WORK
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 45 90
NO 5 10
TOTAL 50 100

Source : Primary data

FIGURE 4.6
TIME SCHEDULE OF WORK

100

90

80

70

60

50

40

30

20

10

0
YES NO

INTERPRETATION

90% of employees are convenient to their work schedule and 10% of employees are not
convenient.

43
 TABLE 4.7
OPINION ABOUT SALARY
OPTIONS NO OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 25 50
SATISFIED 15 30
DISSATISFIED 8 16
HIGHLY DISSATISFIED 2 4
TOTAL 50 100

Source : Primary data

FIGURE 4.7
OPINION ABOUT SALARY

HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED

16% 4%
50%

30%

INTERPRETATION

50% of employees are highly satisfied 30% of the employees are satisfied, 16% of employees
are dissatisfied and 4% are highly dissatisfied.

44
 TABLE 4.8
OPINION ABOUT SANITARY FACILITES
OPTIONS NO OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 26 52
SATISFIED 12 24
DISSATISFIED 8 16
HIGHLY DISSATISFIED 4 8
TOTAL 50 100

Source : Primary data

FIGURE 4.8
OPINION ABOUT SANITARY FACILITES

8%
16%

HIGHLY SATISFIED
52%
SATISFIED

24% DISSATISFIED
HIGHLY DISSATISFIED

INTERPRETATION
52% of employees are highly satisfied, 24% of employees are satisfied, 16% of employees
are dissatisfied and 8% of employees are highly dissatisfied.

45
 TABLE 4.9
SALARY AND OTHER BENEFITS
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 40 80
NO 10 20
TOTAL 50 100

Source : Primary data

FIGURE 4.9
SALARY AND OTHER BENEFITS

90

80

70

60

50

40

30

20

10

0
YES NO

INTERPRETATION
80% of employees are agreed with salary and other benefits and 20% of employees are not
agreed with it.

46
 TABLE 4.10
OVERTIME ALLOWANCES
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 35 70
NO 15 30
TOTAL 50 100

Source : Primary data

FIGURE 4.10
OVERTIME ALLOWANCES

30%

YES
NO

70%

INTERPRETATION
70% of employees are satisfied with the overtime allowance and 30% of employees are not
satisfied.

47
 TABLE 4.11
OPINION ABOUT RECRETION FACILITY
OPTIONS NO OF RESPONDENTS PECENTAGES
YES 30 60
NO 20 40
TOTAL 50 100

FIGURE 4.11
OPINION ABOUT RECRETION FACILITY

40%

60% YES
NO

INTERPRETATION
60% of employees are agreed with recreation facility and 40% of employees are not agreed
with it.

48
 TABLE 4.12
OPINION ABOUT SECURITY PROVISION
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 40 80
NO 10 20
TOTAL 50 100

Source : Primary data

FIGURE 4.12
OPINION ABOUT SECURITY PROVISION

YES NO

20%

80%

INTERPRETATION

80% of employees are agreed with security provision provided by the organization and 20% of
employees are not agreed with it.

49
 TABLE 4.13
OPINION ABOUT TRAINING FACILITIES
OPTIONS NO OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 20 40
SATISFIED 25 50
DISSATISFIED 5 10
HIGHLY DISSATISFIED 0 0
TOTAL 50 100

Source : Primary data

FIGURE 4.13
OPINION ABOUT TRAINING FACILITIES

60

50

40

30

20

10

0
HIGHLY SATISFIE SATISFIED DISSATISFIED HIGHLY DISSATISFIED

INTERPRETATION
40% of employees are highly satisfied, 50% of employees are satisfied, 10% of are
dissatisfied and none of them are highly dissatisfied.

50
 TABLE 4.14
OPINION ABOUT CANTEEN FACILITIES
OPTIONS NO OF PERCENTAGE
RESPONDENTS
HIGHLY SATISFIED 15 30
SATISFIED 30 60
DISSATISFIED 5 10
HIGHLY 0 0
DISSATISFIED
TOTAL 50 100

Source : Primary data

FIGURE 4.14
OPINION ABOUT CANTEEN FACILITIES

70

60

50

40

30

20

10

0
HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY SATISFIED

INTERPRETATION
30% of employees are highly satisfied, 60% are satisfied, 10 of them are dissatisfied and
none of the are highly dissatisfied. With canteen facilities provided by the organization.

51
 TABLE 4.15
MEMBERS IN TRADE UNION
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 50 100
NO 0 0
TOTAL 50 100

Source : Primary data

FIGURE 4.15
MEMBERS IN TRADE UNION

120

100

80

60

40

20

0
YES NO

INTERPRETATION

From the above analysis it is clear that, 100% of respondents are members in trade union.

52
 TABLE 4.16
OPINON ABOUT ACTIVITES OF TRADE UNION
OPTIONS NO OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 15 30
SATISFIED 25 50
DISSATISFIED 10 20
HIGHLY DISSATSFIED 0 0
TOTAL 50 100

Source : Primary data

FIGURE 4.16
OPINON ABOUT ACTIVITES OF TRADE UNION

60

50

40

30

20

10

0
HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED

INTERPRETATION
Opinion of employees in trade union. 30% of employees are highly satisfied , 50% are
satisfied, 20% of them are dissatisfied and none of them are highly dissatisfied with opinion
of employees in trade union.

53
 TABLE 4.17
OPINION ABOUT EMPLOYER – EMPLOYEE RELATIOSHIP
OPTIONS NO OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 22 44
SATISFIED 23 46
DISSATISFIED 4 8
HIGHLY DISSATISFIED 1 2
TOTAL 50 100

Source : Primary data

FIGURE 4.17
OPINION ABOUT EMPLOYER – EMPLOYEE RELATIOSHIP

2%

8%

44%
HIGHLY SATISFIED
SATISFIED
46% DISSATISFIED
HIGHLY DISSATISFIED

INTERPRETATON
Opinion about employer-employee relationship,44% of employees are highly satisfied,
46%are satisfied, 18% of them are dissatisfied and 4% of them are highly dissatisfied.

54
 TABLE 4.18
OPINION ABOUT FESTIVAL ALLOWANCES
OPTIONS NO OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 22 44
SATISFIED 26 52
DISSATISFIED 2 4
HIGHLY DISSATISFIED 0 0
TOTAL 50 100

Source : Primary data

FIGURE 4.18
OPINION ABOUT FESTIVAL ALLOWANCES

HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED

0%
4%

44%

52%

INTERPRETATION
Opinion about festival allowances, 44% of employees are highly satisfied, 52% are satisfied,
4% of them are dissatisfied and none of them are highly dissatisfied.

55
 TABLE 4.19
OPINON OF EMPLOYEE ABOUT BENEFITS
OPTIONS NO OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 15 30
SATISFIED 28 56
DISSATISFIED 5 10
HIGHLY DISSATISFIED 2 4
TOTAL 50 100

Source : Primary data

FIGURE 4.19
OPINON OF EMPLOYEE ABOUT BENEFITS

4%
10%
30%

HIGHLY SATISFIED
SATISFIED
DISSATISFIED
56% HIGHLY DISSATISFIED

INTERPRETATION
opinion of employees about benfits,30% of employees are highly satisfied, 56% are satisfied,
10% of them are dissatisfied and 4% are highly dissatisfied.

56
 TABLE 4.20
OPINON OF EMPLOYEE ABOUT LEAVE POLICY
OPTIONS NO OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 20 40
SATISFIED 19 38
DISSATISFIED 9 18
HIGHLY DISSATISFIED 2 4
TOTAL 50 100

Source : Primary data

FIGURE 4.20
OPINON OF EMPLOYEE ABOUT LEAVE POLICY

45

40

35

30

25

20

15

10

0
HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED

INTERPRETATION
opinion about leave policy, 40% of employees are highly satisfied, 38% are satisfied, 18% of
them are dissatisfied and 4% are highly dissatisfied.

57
 TABLE 4.21
OPIION ABOUT LEVEL REGONITION
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 48 96
NO 2 4
TOTAL 50 100

Source : Primary data

FIGURE 4.21
OPIION ABOUT LEVEL REGONITION

4%

YES
NO

96%

INTERPRETATION

96% of employees are agreed with level of recognition for the contribution by the company and
4% of employees are not agreed with it.

58
 TABLE 4.22
OPIION ABOUT NECESSARY RESOURCES AND TOOL FOR JOB
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 50 100
NO 0 0
TOTAL 50 100

Source : Primary data

FIGURE 4.22
OPIION ABOUT NECESSARY RESOURCES AND TOOL FOR JOB

0%

YES
NO

100%

INTERPRETATION
From the above analysis it is clear that, 100% of respondents are feels that the necessary resources
for job.

59
 TABLE 4.23
OPINION ABOUT GROWTH AND ADVANCEMENT
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 45 90
NO 5 10
TOTAL 50 100

Source : Primary data

FIGURE 4.23
OPINION ABOUT GROWTH AND ADVANCEMENT

10%

YES
NO

90%

INTERPRETATION

Opportunities for growth and advancement within the company 90% of employees are agreed
with it and 10% of employees are not agreed with it.

60
 TABLE 4.24
OPINION ABOUT CONTRIUTION TO COMPANY’S GOALS
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 48 96
NO 2 4
TOTAL 50 100

Source : Primary data

FIGURE 4.24
OPINION ABOUT CONTRIUTION TO COMPANY’S GOALS

4%

96% YES
NO

INTERPRETATION

96% of employees are agreed with contribution to company goal and 4% of employees are not
agreed with it.

61
 TABLE 4.25
OPINION ABOUT RECOMMENDATION OF COMPANY AS A GOOD PLACE
OPTIONS NO OF RESPONDENTS PERCENTAGE
YES 50 100
NO 0 0
TOTAL 50 100

Source : Primary data

FIGURE 4.25
OPINION ABOUT RECOMMENDATION OF COMPANY AS A GOOD PLACE

0%

YES
NO

100%

INTERPRETATION

From the above analysis it is clear that, 100% of respondents are recommending his friends or
colleague.

62
 TABLE 4.26
OPINION ABOUT THE LEVEL OF JOB SATISFACTION
OPTIONS NO OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 15 30
SATISFIED 30 60
DISSATISFIED 3 6
HIGHLY DISSATISFIED 2 4
TOTAL 50 100

Source : Primary data

FIGURE 4.26
OPINION ABOUT THE LEVEL OF JOB SATISFACTION

6% 4%
30%

HIGHLY SATISFIED
SATISFIED
DISSATISFIED
60%
HIGHLY DISSATISFIED

INTERPRETATION
30% of employees are highly satisfied, 60% of employees are satisfied, 6% of employees
weredissatisfied and 4% of the employees were highly dissatisfied.

63
64
 FINDINGS
1. Only 40% of respondents are female and 60% belong to male group.

2. Only 50% of respondents are in the age group of 40-50.

3. Most of the respondents have an educational qualification of SSLC.

4. Majority of respondents are in the income group of 15000-30000.

5. Most of the respondents agreed that their job is based on their qualification.

6. Majority of respondents are convenient to their time schedule.

7. Only 50% of respondents are highly satisfied with their salary package.

8. Most of the respondents are highly satisfied with the sanitary facilities.

9. 80% of respondents are optioned yes, means the salary and other benefits

10. Only 70% of respondents are satisfied with the overtime allowances.

11. Most of the respondents are agreed with the recreation facilities.

12. Majority of the respondents are satisfied with security provision.

13. Only 50% of respondents are satisfied with the training facilities.

14. Most of the respondents are satisfied with canteen facilities.

15. Majority of the respondents are members in trade union.

16. Only 50% of respondents are satisfied with activities of trade union.

17. The study reveals that the employer - employee relationship of the company is satisfied.

18. Only 52% of respondents are satisfied with festival allowances.

19. Only 56% of respondents are satisfied with benefits given by the

20. Most of the respondents are highly satisfied with the leave policy.

21. Most of the respondents are agreed with recognition of contribution made by the
company.

22. Majority of the respondents are agreed with necessary resource and tool for job.
65
23. 90% of respondents are optioned yes, means the growth and advancement.

24. 96% of respondents are optioned yes, means the contribution to company goal.
25. 60% of respondents are satisfied in the organization.

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 SUGGESTIONS

1. The company should provide a better incentive scheme.

2. Working condition of the employees should be improved.

3. Better medical facilities should be provided to the employees.

4. Proper training should be given to employees for improving their skill.

5. The management should increase the wage structure of employees in the organization.

6. Effective communication system should be improved between employer and employees.

7. Better transport facilities should be provided to the employees.

8. Recreation facilities should be provided to the employees.

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 CONCLUSION
The study 'Employees job satisfaction was conducted in Oil Palm India Ltd, Yeroor. The
prime objective of the study was to find whether the employees of the company are satisfied
with the existing facilities provided by the organisation. It will help to know the attitude of
employees working in the industry. Job satisfaction has more importance because it is
essential for both the management and employees. It helps the management to attain
organizational goals and reduce absenteeism. Employees spend major portion of their life at
the work place. A satisfied employee can only perform his work efficiently and sincerely and
the commitment of the employees towards his work are comparatively high.

The factors like level of remuneration, training facilities, employer employee relationship,
level of supervision, transportation facility, and medical facilities etc. affect job satisfaction.
Percent study reveals that majority of the workers are satisfied with various facilities provide
by Oil Palm India Ltd, Yeroor. The management should give due attention to satisfy their
employees especially through better recreational transport facilities.

Moreover, job satisfaction has its impact on the general life of the employee because a
satisfied employee is considered as a happy human being. In this study an attempt has been
made to strategies for improving the performance of the company.

By this study majority employees were satisfied with their job

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69
 BIBILIOGRAPHY

Modern Language Association(MLA)

Modern language association style is the leading style of the documentation for literary
research as well as academic papers. It follows a specific set of rules for formatting
manuscripts and is considered along with the APA style a standardized reference format in
college. Compared to the APA style. The MLA style focus on the citation of books.
Anthologies. Literary works etc with more details

American Psychological Association (APA)

APA style is a writing style and format for academic documents such scholarly journal
articles and books. Established in 1929 style has been used to guide research writers and help
than achieve through the use of established standards for language. The construction of
correct reference citation, the avoidance of plagiarism, the proper use of headers. Among the
many others minimum distraction and maximum precision. In this project APA format is
used
Books
● Paul Spector - Job Satisfaction: Application, Assessment, Causes and Consequences
● C. J. Cranny - Job Satisfaction: How People Feel about Their Jobs and how it Affects Their
Performance
● Emmanuel Aoudi Chance - The Secret of Job Satisfaction

Journals
● Spector, Paul.E (1997) ‘Job Satisfaction: Application, Assessment, Causes, and Consequences’,
Sage Publications
● Rowan, Sophie (2008) ‘Happy at Work: Ten Steps to Ultimate Job Satisfaction’, Pearson
Education Limited
● Hochheiser, Robert M. (1998) ‘It’s a Job Not a Jail: How to Break Your Shackles When You
Can’t Afford to Quit’, Simon & Schuster
● Buhler, Patricia, Scott, Jason (2009), ‘The Employee Satisfaction Revolution: Understanding
and Unleashing the Power of a Satisfied Workforce’, Prestwick House, Inc.

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● Cranny C. J, Smith, Patricia Cain, Stone, Eugene (1992), ‘ Job satisfaction: how people feel
about their jobs and how it affects their performance’, Lexington Books
● Esen, Evren (2007), ‘Job Satisfaction’, Society for Human Resource Management
● Stride, Chris, D.Wall, Toby, Catley, Nick (2008) ‘Measures of Job Satisfaction, Organisational
Commitment, Mental Health and Job Related Well-being’, John Wiley and Sons
● Penn, Joanna (2008), ‘How to Enjoy Your Job’, Lulu publishers
● Meyer J.P. & Allen, N.J. (1997) ‘Commitment in the Workplace, Theory, Research and
Application’, Thousand Oaks, CA. Sage Publications

WEBSITES
1. WWW.Wikipedia.org
2. WWW.Google.org
3. WWW.Yahoo.org
4. http://oilpalmindia.com

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 QUESTIONAIRE
Personal information
Name :
1. Gender : Male Female

2. Age : 20 - 30 30 – 40 40 – 50 Above 50

3. Education qualification :
SSLC Plus two UG PG
4. Monthly Income
Below 15000 15000 – 30000 30000 – 45000 Above 45000
5. Do you getting jobs on the basis of your qualification?
Yes No
6. Are you convenient with the time schedule of work?
Yes No
7. State your opinion about salary?
Highly Satisfied v Satisfied Dissatisfied Highly Dissatisfied
8. Are you satisfied about sanitary facilities?
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied
9. Is your salary and other benefits adequate for your needs?

Yes No

10. Does your company pay overtime allowances?

Yes No

11. Does Company provide any recreation facilities?

Yes No

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12. Does Company provide any security provision?

Yes No

13. Are you satisfied with training facility provide by company?

Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

14. Give your opinion about canteen facility?

Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

15. Do you have membership in any trade unions?

Yes No

16. How much you satisfied about activities of trade unions?

Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

17. State your opinion about employer – employee relationship.

Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

18. State your opinion about festival allowances provide by company.

Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

19. State your opinion about other benefits including DA,HRA

Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

20. Are you satisfied with the leave policy implemented by company?

Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

21. Are you satisfied with the level of recognition you receive for your contributions to
the company?

Yes No

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22. Do you feel that you have the necessary resources and tools to do your job
effectively?

Yes No

23. Is their opportunities for growth and advancement within the company?

Yes No

24. Do you feel that your work is meaningful and contributes to the company’s goal?

Yes No
25. would you recommend your company as a good place to work to a friend or
colleague?

Yes No

26. your opinion about job satisfaction level?

Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

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