1

Chapter – 4 Data Analysis

Introduction
Data analysis is the process of examining and interpreting data in order to draw insights, identify
patterns, and make informed decisions. It involves using statistical and computational techniques
to analyze and summarize data, and to communicate the findings in a clear and meaningful way.

The data pertaining to topic” a study on employee” job satisfaction was collected from the
employees in TNQ Technologies using google form questionnaire and summarized in the form
of tabulation.
As an addition we had included bar graphical charts for every relevant data which we had
interpreted.

By giving the summarized data analysis, we gave our observation and inference on the topic
discussed in every topic.

18
1: Gender of the respondents
To identified the gender ratio of the respondents
Response:

(Table: 4.1.1)
Particulars No of respondents Percentage

Male 29 54.70%

Female 24 45.30%

(Chart 4.1)

60.00% 54.70%

50.00% 45.30%

40.00%

30.00%

20.00%

10.00%

0.00%
Male Female

Observation:
In my analysis, 29 respondent are male and 24 respondents are female. Majority of the
respondents are Male.
Inference:
The number of male respondents is more than equal to female respondents, so the organization is
giving a way to women empowerment

19
2. Age of the respondents
To identify the age of employee in organization
Response:

(Table: 4.1.2)

Particular No of respondents Percentage

18-25 years 32 60.4%

26-35 years 17 32.1%

36-45 years 4 7.5%
Above 45 years 0 0%

70.00%
60.40%
60.00%

50.00%

40.00%
32.10%
30.00%

20.00%

10.00% 7.50%
0
0.00%
18-25 Years 26-35 Years 36-45 Years Above 45 Years

(Chart 4.2)
Observation:
The chart (2) gives us a concept of the organization in recruiting who are all under 45 years
and most of respondents are under 18-25 years which is a positive impact in the development
of the organization.

Inference:
This shows the organization is more dependent on the young age group Belonging to 18-35 years
and they are no one above 45 years in the team so that there will be no generation gap between
them.
20
3. Qualification of the respondents
To identify the qualification of the employee in the organization
Response:

(Table: 4.1.3)

Particular No of respondents Percentage

B.sc 12 22.60%
B.com 4 7.50%
B.C.A 3 5.70%
B.B.A 2 3.80%
B.A 2 3.80%
PG 12 22.60%
Others 18 34%

(Chart 4.2)

40.00%
34%
35.00%
30.00%
25.00% 22.60% 22.60%

20.00%
15.00%
10.00% 7.50%
5.70%
3.80% 3.80%
5.00%
0.00%

b.sc b.com b.c.a b.b.a b.a pg others

Observation:
The chart (3) gives a conclusion that though it is a tech based company it recruits employees
from several background of study.
Inference:
This denotes the recruitment and the training policy followed in the organization that they
acquire every talent available in the market.

21
4. Experience of the respondents
To identify the experience of the respondents working in the organization
Response:
In current designation
(Table: 4.1.4)

Particular No of respondents percentage

Below 2 years 28 52.83%

2-5 years 17 32.07%

6-10 years 6 11.32%

Above 10 years 2 3.77%

60.00%
52.83%
50.00%

40.00%
32.07%
30.00%

20.00%
11.32%
10.00% 3.77%
0.00%
In Current Designation

below 2 years 2-5 years 6-10 years above 10years

(Chart 4.4)

Observation:
The chart 4.4.1 defines that the employees are repeatedly newly recruited as the value of below 2
years of experience is high.
Inference:
This opens up a wide scope for the every passed out students in a year to get a good job and life
after getting degree.

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 In this organization
(Table: 4.1.5)

Particular No of respondents percentage

Below 2 years 27 50.90%

2-5 years 11 20.70%

6-10 years 11 20.70%

Above 10 years 4 7.70%

(Chart 4.5)

60.00%
50.90%
50.00%

40.00%

30.00%
20.70% 20.70%

20.00%
7.70%
10.00%

0.00%
In this organisation

Below 2 years 2-5 years 6-10 years above 10 years

Observation:
The chart 4.4.2 gives us a conceptualization of the organization that they follow the method of
giving opportunities to the fresh blood.
Inference:
As everyone belong to newly passed out they remain to group of below 2 years of experience.

23
 Overall
(Table: 4.1.6)

Particular No of respondents percentage

Below 2 years 24 45.28%

2-5 years 13 24.53%

6-10 years 12 22.64%

Above 10 years 4 7.55%

(Chart 4.6)

50.00%
45.28%
45.00%

40.00%

35.00%

30.00%

25.00% 24.53% 22.64%

20.00%

15.00%

10.00% 7.55%
5.00%

0.00%
over all

Below 2 years 2-5 years 6-10 years above 10 years

Observation:
The chart 4.4.3 gives an idea on the mission of the organization that they follow training the new
employees to survive in the economy.
Inference:
The retention employees in the organization is good because the level of overall experience is
quite good in 2-5 years and 6-10 years.
24
5. Monthly salary of the respondents
To identify the salary of the respondents
Response:
(Table: 4.1.7)

Particular No of respondents percentage

Up to 15,000 25 47.20%

15,001 to 20,000 12 22.60%

20,001 to 30,000 13 24.50%

Above 30,000 3 5.70%

(Chart 4.7)

50.00% 47.20%
45.00%

40.00%

35.00%

30.00%
24.50%
25.00% 22.60%

20.00%
15.00%

10.00%
5.70%
5.00%
0.00%
upto 15,000 15,001 to 20,000 20,001 to 30,000 Above 30,000

percentage

Observation:
As the organization mostly recruit newly passed out students, so the chart (5) indicates almost
around 40% of the respondents are receiving up to 15,000 salary, and others follows.
Inference:
To motivate and engage the employees with no before experience up to 15,000 salary is good.
And the slab ranging from 15001 -30000 is equitant so that the employees will get promotions as
the get experienced.
25
6. Number of members in a family
To identify the members in a family of the respondents
Response:
(Table: 4.1.8)

Particular No of respondents percentage

Up to 2 6 11.30%

3 to 5 40 75.50%

6 to 8 7 13.20%

Above 8 0 0%

(Chart 4.8)

80.00% 75.50%
70.00%
60.00%
50.00%
40.00%
30.00%
20.00% 13.20%
11.30%
10.00%
0%
0.00%
upto 2 3 to 5 6 to 8 Above 8

Percentage

Observation:
The chart (6) represents the number of members present in the family of a respondent who is an
employee in the organization. Most of them belong to 3-5 members
Inference:
As the organization is located in Chennai, here most of them belong to nuclear family.
And as they have less family responsibilities they have high motivation to secure the job they
Work.

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7. Are you staying with?
To identify the employee staying with
Response:

(Table: 4.1.9)

Particular No of respondents percentage

Parents 34 64.2%

With spouse and kids 9 17%

Friends 4 7.5%

alone 6 11.3%

(Chart 4.9)

70.00% 64.20%

60.00%

50.00%

40.00%

30.00%

20.00% 17%
11.30%
10.00% 7.50%

0.00%
Parents With spouse and Friends Alone
kids

Percentage

Observation:
The chart (7) indicates that the respondent staying information who are employees in the
organization. Most of the respondents are staying with the parents because as we already seen
most of them are in the age group 18-25.
Inference:
As the respondents who are all belong to the age group 18-25 and 26-35 are tend live with
parents and their spouse. Their family may be supported by their income.
27
8. Mode of transport to reach office
To identify the employee how they reach to office
Response:

(Table: 4.1.10)

Particular No of respondents percentage

Own bike 20 37.7%
Own car 0 0%
Office cab 8 15.1%
Public transport 18 34%
Cycle 0 0%
others 7 13.2%

(Chart 4.10)

40.00% 37.70%
34%
35.00%

30.00%

25.00%
20.00%
15.10%
15.00% 13.20%

10.00%
5.00%
0% 0%
0.00%
Own bike Own car Office cab Public Cycle Other
transport

Percentage

Observation:
The chart (8) shows the mode of transport followed by the respondents who are employees in the
organization. Most of them are travelling to the office by own two-wheeler and next to that they
follow public transport which is quite late to reach the office.
Inference:
It shows that most if the respondents who are all employees in the organization use their own

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bike as their mode of transport and in next they follow public transport.

29
9. Job satisfaction of TNQ technology employee under
performance. Response:
Transparency maintenance in evaluating methods
(Table: 4.1.11)

Particular No of respondents percentage

Highly satisfied 14 26.41%

Satisfied 26 49.05%

Neutral 11 20.75%

dissatisfy 1 1.88%

Highly dissatisfied 1 1.88%

(Chart 4.11)

60.00%
49.05%
50.00%

40.00%

30.00% 26.41%
20.75%
20.00%

10.00%
1.88% 1.88%
0.00%
Transperency maintenance inevaluating methods

Highly satisfied Satisfied Neutral

Dissatisfy Highly Dissasify

Observation:
The chart (4.9.1) shows the employees are satisfied with transparency maintenance followed in
the organization. But response of neutral is half to the satisfied level so it can also be considered.
Inference:
It shows the organization is moderate in maintaining transparency between them and the
employees.

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 Employee are properly designated
(Table: 4.1.12)

Particular No of respondents percentage

Highly satisfied 17 32.07%

Satisfied 20 37.73%

Neutral 11 20.75%

dissatisfy 5 9.43%

Highly dissatisfied 0 0%

(Chart 4.12)

40.00% 37.73%

35.00% 32.07%
30.00%
25.00%
20.75%
20.00%
15.00%
9.43%
10.00%
5.00%
0%
0.00%
Employee are properly designated

Highly satisfied Satisfied Neutral

Dissatisfy Highly Dissasify

Observation:
The chart (4.9.2) shows the satisfaction level collected from the respondents who are all
employees in the organisation. This shows how well the employees are designated.

Inference:
The respondents who are employees in the organization believe that they are properly designated
in the organization because the level of satisfaction high.

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 Democratic factors are not considered
(Table: 4.1.13)

Particular No of respondents percentage

Highly satisfied 10 18.86%

Satisfied 23 43.39%

Neutral 17 32.07%

dissatisfy 2 3.77%

Highly dissatisfied 1 1.88%

(Chart 4.13)

50.00%
45.00% 43.39%

40.00%
35.00% 32.07%
30.00%
25.00%
18.86%
20.00%
15.00%
10.00%
3.77%
5.00%
1.88%
0.00%
Demogratic factors are notconsidered

Highly satisfied Satisfied Neutral Dissatisfy Highly Dissasify

Observation:
The chart (4.9.3) indicates the satisfactory level of the respondents in democratic factors are not
considered.
Inference:
We think that the organization should focus eliminating the problems in considering
demographic factors like area, age, education.etc

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 Freedom to give ideas Freedom to give ideas
(Table: 4.1.14)

Particular No of respondents percentage

Highly satisfied 24 45.28%
Satisfied 22 41.50%
Neutral 6 11.32%
dissatisfy 0 0%
Highly dissatisfied 1 1.88%
(Chart 4.14)

50.00%
45.28%
45.00%
41.50%
40.00%
35.00%
30.00%
25.00%
20.00%
15.00%
11.32%
10.00%
5.00%
1.88%
0.00% 0%
Freedom to give ideas

Highly satisfied Satisfied Neutral Dissatisfy Highly Dissasify

Observation:
The chart (9.4) shows level of satisfactory in the freedom to give ideas in organizational
planning’s and proceedings.
Inference:
The organization is one level ahead in the factor of giving freedom to the employees to provide
ideas in organizational processes.

33
10. Factors for work satisfaction in TNQ technologies
To identify the work satisfaction of respondents
Response:
Relationship with co-employees
(Table: 4.1.14)

Particular No of respondents percentage

Extremely satisfied 27 50.94%

Satisfied 20 37.73%

Neutral 6 11.32%

Dissatisfied 0 0%

Extremely dissatisfied 0 0%

(Chart 4.15)

60.00%
50.94%
50.00%
37.73%
40.00%

30.00%

20.00%
11.32%
10.00%
0% 0%
0.00%
Relationship with co-employees

Extremely satisfied Satisfied

Neutral Dissatisfied
Extremely Dissatisfied

Observation:
The chart (10.1) indicates the satisfactory level of relationship with the co-employees in the
organization.
Inference:
It shows the level of satisfactory regarding the relationship with the co-workers, this leads to the
increase in lob satisfaction.
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 Relationship with the superiors
(Table: 4.1.15)

Particular No of respondents percentage

Extremely satisfied 21 39.62%
Satisfied 23 43.40%
Neutral 7 13.20%

Dissatisfied 1 1.89%
Extremely dissatisfied 1 1.89%
(Chart 4.16)

50.00%
45.00% 43.40%
39.62%
40.00%
35.00%
30.00%
25.00%
20.00%
15.00% 13.20%

10.00%
5.00% 1.89% 1.89%
0.00%
Relationship with thesuperiors

Extremely satisfied Satisfied Neutral

Dissatisfied Extremely Dissatisfied

Observation:
The chart (10.2) gives the level of satisfactory denotes relationship with the superiors in the
organization.
Inference:
The organization have a positive impact in selection of superiors for the employees which is
noted by the satisfactory level responded by the employees in the organization.

35
 Work place culture practice
(Table: 4.1.16)

Particular No of respondents percentage

Extremely satisfied 18 33.97%
Satisfied 27 50.94%
Neutral 7 13.20%

Dissatisfied 1 1.89%
Extremely dissatisfied 0 0

(Chart 4.17)

60.00%
50.94%
50.00%

40.00%
33.97%

30.00%

20.00%
13.20%
10.00%
1.89%
0%
0.00%
Work place culturepractice

Extremely satisfied Satisfied Neutral

Dissatisfied Extremely Dissatisfied

Observation:
The chart (10.3) gives the satisfaction level on the work place culture practice followed in the
organization.
Inference:
The culture followed in the organization is acceptable to the employees in the organization and
some of them have neutral opinion so they can try something new to engage them with the
culture.

36
 Work from home feature
(Table: 4.1.17)

Particular No of respondents percentage

Extremely satisfied 28 52.83%

Satisfied 17 32.08%

Neutral 7 13.20%

Dissatisfied 1 1.86%

Extremely dissatisfied 0 0%

(Chart 4.18)

60.00%
52.83%

50.00%

40.00%
32.08%
30.00%

20.00%
13.20%

10.00%
1.89%
0%
0.00%
Work from home feature

Extremely satisfied Satisfied Neutral Dissatisfied Extremely Dissatisfied

Observation:
The chart (10.4) shows the satisfactory level of the employees in feature of work from home.
This gives a high satisfaction in this feature.
Inference:
Actually it is tremendous response from the respondents who are all employees in the
organization. That they are extremely satisfied with the work from feature.

37
 No intervention in-between work process
(Table: 4.1.18)

Particular No of respondents percentage

Extremely satisfied 16 30.18%

Satisfied 25 47.16%

Neutral 10 18.88%

Dissatisfied 1 1.89%

Extremely dissatisfied 1 1.89%

(Chart 4.19)

50.00% 47.16%
45.00%

40.00%
35.00%
30.18%
30.00%

25.00%

20.00% 18.88%
15.00%

10.00%

5.00%
1.89% 1.89%
0.00%
No intervention inbetweenwork process

Extremely satisfied Satisfied Neutral Dissatisfied Extremely Dissatisfied

Observation:
The chart (10.5) shows the satisfaction level in no intervention in between work process.
Inference:
The employees are moderately satisfied with intervention made by the superiors in between
the process.

38
11. Ways to improve employee job satisfaction
To identify the ways to improve job satisfaction of the employee perspectives
Response:
Competitive compensation provided to all employees
(Table: 4.1.19)

Particular No of respondents percentage

Agree 32 60.38%

Neutral 19 35.85%

Disagree 2 3.77%

(Chart 4.20)
70.00%
60.38%
60.00%

50.00%

40.00%
35.85%
30.00%

20.00%

10.00%
3.77%
0.00%
Competitive compensation provided to all employees

Agree Neutral Dissagree

Observation:
The chart (11.1) show the way to improve job satisfaction by competitive compensation
Inference:
As expected, this study proves that when every employee receives an increase in their
compensation will increase their job satisfaction in the organization.

39
 Employee efforts are properly recognized
(Table: 4.1.20)

Particular No of respondents percentage

Agree 30 56.61%

Neutral 16 30.19%

Disagree 7 13.20%

(Chart 4.21)

60.00% 56.61%

50.00%

40.00%

30.19%
30.00%

20.00%
13.20%

10.00%

0.00%
Employee efforts are properly recognised

Agree Neutral Dissagree

Observation:
The level of agreeableness in their recognition for their work done is good.
Inference:
In 53 respondents, 30 of them agreed that they’re recognized well but of them were disagreed
that so the organization must consider in recognition.

40
 Proper wellness measures taken by the employer
(Table: 4.1.21)

Particular No of respondents percentage

Agree 32 60.38%

Neutral 19 35.85%

Disagree 2 3.77%

(Chart 4.22)

70.00%
60.38%
60.00%

50.00%

40.00% 35.85%

30.00%

20.00%

10.00%
3.77%

0.00%
Proper wellness measures taken by the employer

Agree Neutral Dissagree

Observation:
The organization has already been good in the wellness of the employees in the both physically
and mentally.
Inference:
The employees well satisfied with the care taken by the organization in providing hospitality,
providing insurance. Etc.

41
 Proper communication channels will be followed
(Table: 4.1.22)

Particular No of respondents percentage

Agree 31 58.49%

Neutral 20 37.74%

Disagree 2 3.77%

(Chart 4.23)

70.00%

58.49%
60.00%

50.00%

40.00% 37.74%

30.00%

20.00%

10.00%
3.77%

0.00%
Proper communication channels will be followed

Agree Neutral Dissagree Linear (Agree)

Observation:
The organization follows a proper communication channel to finish their projects and get works
done from the employees.
Inference:
As the there is no communication barrier, the employees are highly efficient to achieve their
goals in the organization.

42
 Jobs are secured based on performance only
(Table: 4.1.23)

Particular No of respondents percentage

Agree 34 64.15%

Neutral 18 33.96%

Disagree 1 1.89%

(Chart 4.24)

70.00%
64.15%

60.00%

50.00%

40.00%
33.96%

30.00%

20.00%

10.00%
1.89%
0.00%
Jobs are secured based on performance only

Agree Neutral Dissagree

Observation:
The employees believe that their job doesn’t have any in security as they gave high response rate
as they agree.
Inference:
The foremost need of every employee will be always security for the job they perform and in this
organization they give that security.

43
12. The reasons for job dissatisfaction in your opinion?
To identify the job dissatisfaction of the respondents
Response:
No engagement
(Table: 4.1.24)

Particular No of respondents percentage

Agree 18 33.965

Neutral 26 49.05%

Disagree 9 16.99%

(Chart 4.25)

60.00%

49.05%
50.00%

40.00%
33.96%

30.00%

20.00% 16.99%

10.00%

0.00%
No engagement

Agree Neutral Dissagree

Observation:
The employees in the organization has imbalance in the faith on the factor of no engagement will
be a cause to job dissatisfaction
Inference:
In 53 respondents, 18 of them believe that if there is no engagement with the job there will be job
dissatisfaction.

44
 Low respect (praise and appreciation)
(Table: 4.1.25)

Particular No of respondents percentage

Agree 18 33.96%

Neutral 22 41.51%

Disagree 13 24.53%

(Chart 4.26)

45.00% 41.51%
40.00%
33.96%
35.00%

30.00%
24.53%
25.00%
20.00%

15.00%

10.00%

5.00%

0.00%
Low respect(praise andappreciation)

Agree Neutral Dissagree

Observation:
Most of the respondents have a belief and in that some have a doubt whether low respect and low
appreciation will cause job dissatisfaction.
Inference:
In 53 respondents, around 40 of them mostly believe that when there is low respect in the
organization it will lead to job dissatisfaction.

45
 Fair compensation
(Table: 4.1.26)

Particular No of respondents percentage

Agree 18 33.96%

Neutral 27 50.94%

Disagree 8 15.10%

(Chart 4.27)

60.00%

50.94%
50.00%

40.00%
33.96%

30.00%

20.00%
15.10%

10.00%

0.00%
Faircompensation

Agree Neutral Dissagree

Observation:
As we expected and calculated, when there is a lack of fair compensation then there will be job
dissatisfaction.
Inference:
It denotes that unfair compensation leads to job dissatisfaction and there will be more
absenteeism.

46
 Lack of motivation
(Table: 4.1.27)

Particular No of respondents percentage

Agree 19 35.84%

Neutral 24 45.28%

Disagree 10 18.88%
(Chart 4.28)

50.00%
45.28%
45.00%
40.00%
35.84%
35.00%
30.00%
25.00%
18.88%
20.00%

15.00%
10.00%
5.00%
0.00%
Lack ofmotivation

Agree Neutral Dissagree

Observation:
This shows that the lack of motivation from the organization and the superiors will lead to job
dissatisfaction.
Inference:
The organization must ensure that they give enough motivation to the employees of the
organization to get the work done and the retention of talents.

47
 Life satisfaction
(Table: 4.1.28)

Particular No of respondents percentage

Agree 18 33.96%

Neutral 29 54.71%

Disagree 6 11.33%

(Chart 4.29)

60.00%
54.71%

50.00%

40.00%
33.96%

30.00%

20.00%
11.33%
10.00%

0.00%
Life satisfaction

Agree Neutral Dissagree

Observation:
The employees believe that they should have a life satisfaction when they work.
Inference:
Around 47 respondents have a clarity in what they have to do in their life to work and give their
exponential effort in their life.

48
13. Is there any career prospects and training done in your organization?
To identify any career prospects and training done in respondent organization
Response:
Career prospects
(Table: 4.1.29)

Particular No of respondents percentage

Yes 34 64.15%

No 9 16.98%

Maybe 10 18.87%

(Chart 4.30)

70.00% 64.15%
60.00%

50.00%

40.00%

30.00%
16.98% 18.87%
20.00%

10.00%

0.00%
Career prospects

Yes No Maybe

Observation:
This shows that the organization also helps their employees to get developed by having higher
studies while they are in the organization.
Inference:
Actually, it is good gesture to help their employees to go high in the career in life. So it can both
give positive impact on employee and the organization.

49
 Training
(Table: 4.1.30)

Particular No of respondents percentage

Yes 40 75.47%

No 5 9.43%

Maybe 8 15.10%

(Chart 4.31)

80.00% 75.47%

70.00%

60.00%

50.00%

40.00%

30.00%

20.00% 15.10%
9.43%
10.00%

0.00%
Training

Yes No Maybe

Observation:
Every respondents have received a training module before they entered into a project.
Inference:
This makes every employee to perform up to their efficacy.

50
14. Technological advancements
To identify the technological advancement of the respondents perspectives
Response:
Proper training for updated
versions (Table: 4.1.31)

Particular No of respondents percentage

Yes 46 86.79%

No 7 13.21%

(Chart 4.32)

100.00%
90.00% 86.79%

80.00%
70.00%
60.00%
50.00%
40.00%
30.00%
20.00% 13.21%
10.00%
0.00%
Proper training for updatedversions

Yes No

Observation:
The organization gives continuous training to be competitive in the organization.
Inference:
This makes the employees to be updated and known to various information pertaining to their
job.

51
 Availability of the needed equipment’s
(Table: 4.1.32)

Particular No of respondents percentage

Yes 45 84.90%

No 8 15.10%

(Chart 4.33)

90.00% 84.90%

80.00%

70.00%

60.00%

50.00%

40.00%

30.00%

20.00% 15.10%

10.00%

0.00%
Availability of the neededequipments

Yes No

Observation:
This tells that the organization is well prepared with the needed equipment’s
Inference:
It gives us and concept that the organization well organized in availability of the
equipment’s with time being.

52
 Giving time to adapt
(Table: 4.1.33)

Particular No of respondents percentage

Yes 48 90.56%

No 5 9.44%

(Chart 4.34)

100.00%
90.56%
90.00%
80.00%
70.00%
60.00%
50.00%
40.00%
30.00%
20.00%
10.00% 9.44%

0.00%
Giving time to adapt

Yes No

Observation:
The organization gives time to adapt to their policies in such a way that the employee can cope
up.
Inference:
The organization is well built in the policies they follow to keep the employees engaged with the
organization.

53
15. Additional benefits like cab, petrol allowance, meal and others are provided?
To identify the additional benefits of the employee in the organization

Response:
(Table 15.1.1 )

Particular No of respondents percentage

Agree 32 60.4%

Neutral 13 24.5%

Disagree 8 15.1%

(Chart 4.35)
70.00%
60.40%
60.00%

50.00%

40.00%

30.00%

20.00% 24.50%
10.00% 15.10%

0.00%
additional benefits

Agree neutral disagree

Observation:
The organization provides additional benefits to those who give their high performance to the
organization.
Inference:
This makes both the employee satisfied and the organization will get goodwill among other
organizations.

54
 Findings
 Most of the employees in the organization are likely to be male than the female.
 Majority of workers in the organization are in the age category of 18-25 years.
 As per the qualification majority of employees are from the other stream and other from
B.sc and several post graduations. so, they will have a variety of ideas coming up.
 Most of the employees are been in the same streamline of work for the approximation of 2-5
years in this organization.
 And some workers in the organization are been working more than 10 years and they have
some allowances to them as an encouraging factor.
 The monthly salary of the majority of the employees are under 15000, and there only a least
count of employees who salaried more than 30000 in the organization.
 Most of the employees in the organization are stayed with their parents, and those having the
headcount of 3-5 members in their family because most of them belong to the age group 18-
25.
 Majority of the employees in the organization are arrive to the office through their own
bikes and through the public transport.
 The transparency maintained in the organization are highly satisfied with the employees.
 And they believe they were properly designated in their role in the workplace.
 The demographic factors like age, gender and others were not mostly considered by
the organization, and they have their own liberty to do their work in the workplace.
 The relationship with the co-employees and with the superiors were well maintained in the
organization.
 The work from home feature is extremely satisfied and agreed among the employees in the
organization.
 There is no intervention of other kind of work, while you are working process.
 The organization boost the employees by providing the competitive compensation fund.
 The efforts of the employees are properly recognized by the organization and they are
following a proper communication channel which help the employees to engage in their
work more efficiently.
 Some of the employees were think that there is no engagement among the employees and
there is no appreciation is done for their work.

55
 The motivation and the compensation factors were seeming to be neutral among
the employees. It may result in long term.
 Majority of the employees says that the training and the career prospects are highly
maintained in the organization.
 The organization were up to date for the technological developments and advancements,
the organization give the employees to adapt themselves with advancements of technologies.
 The enjoys the benefit of cab allowance, petrol allowance and others in the organization.

56
 Suggestions
 The amount of monthly salary should be considered to increase when they have additional
skills to boost and help the employees to engage to their work.
 Since most of the employees getting the monthly salary of under 15000 and having the
family headcount of 3-5, the salary which was given in the organization is not sufficient for
them, for which they can give allowances to balance their expenses.
 Some of the employees are having the mindset of that the organization noticing
the demographic factors of them and this should be considered.
 The organization should initiate a common mode of transportation like carpooling that most of
the employees are coming through the public transport.
 The organization should consider the employees who are staying alone and they should be
monitored and treated well. Since they are staying alone their psychic ability must be strong.
 The relationship of the employees with the superiors must be increased to increase the
communication of ideologies. It will help to improve the job satisfaction of the
employees.
 The senior most employees in the organization would suggest some ideas and techniques to
their subordinates, so they will get a clear thought about the work and they will easily engage
with the work and the organization. So, there will be no generation gap in between them.
 The culture practice prevailing in the work place must be maintained properly to have
a consistent work in the organization, so it boosts up their work performance as a team.
 Some of the employees think that there is a low respect and the engagement towards the work
is low in the organization. This can impact the organization resulting absenteeism.

57
 Conclusion
Based on the study on job satisfaction of TNQ Technologies, the organization had the employees
from various stream of qualifications which have a vague idea from all the sectors. The most of
the employees in the organization are freshers or in the age category of 18-25, so they can have a
new and innovative idea of the work. The transparency which maintaining in the organization
implies the huge benefit in the job satisfaction among the employees. The work life balance
factor among the employees were well maintained in the organization. The factors influencing
job satisfaction are properly maintained by the organization.

The employees had the freedom to share and communicate their ideas with their subordinates
without any interference. The study found that there is no discrimination among the employees
in the organization. The bonus and compensation factor among the employees and other benefits
were satisfied by the organization. From the overall study we found that the employees were
satisfied with their job in the organization.

58
 Questionnaire
1. Gender
a) Male
b) Female

2. Age
a) 18-25 years
b) 26-35 years
c) 36-45 years
d) Above 45 years

3. Qualification
a) B.sc
b) B.com
c) B.C.A
d) B.A
e) PG
f) Others

4. Experience
Below 2 years 2-5 years 6-10 years Above 10 years

In current
designation
In this
organisation
overall

5. Monthly salary
a) Up to 15,000
b) 15,001 to 20,000
c) 20,001 to 30,000

59
 d) Above 30,000

6. Number of members in a family

a) Up to 2
b) 3-5
c) 6-8
d) Above 8
7. Are you staying with
a) Parents
b) With spouse and kids
c) Friends
d) Alone

8. Mode of transport to reach office

a) Own bike
b) Own car
c) Office cab
d) Public transport
e) Cycle
f) Others

9. Job satisfaction of TNQ technology employee under performance

Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Transparency
maintenance
in evaluation
methods
Employee
are properly
designated
Democratic
factors are
not
considered
Freedom to
give ideas

60
10. Factors for work satisfaction in TNQ technologies
Extremely Satisfied Neutral Dissatisfied Extremely
satisfied dissatisfied
Relation
with co-
employees
Relation
with the
superiors
Work place
culture
practice
Work from
home
features
No
intervention
in-between
work
process

11) What are all the ways to improve employee job satisfaction in your opinion?
agree neutral disagree
Competitive
compensation
Employee recognition
Proper wellness
Proper communication
channel
Job security

61
12)What are all can be the reasons for job dissatisfaction in your opinion?
agree neutral disagree

No engagement

Low respect(praise and

appreciation)
Fair compensation

Lack of motivation

Life satisfaction

13) Is there any career prospects and training done in your organisation?
Yes No maybe

Career prospects

training

14)Technical advancements
yes no

Proper training on updated

versions
Availability of needed
equipment’s
Giving time to adapt

15)Do additional benefits like cab, petrol allowance, meal and others are provided ?
a) Agree
b) Neutral
c) Disagree

62