CHAPTER I INTRODUCTION

1.1 EMPLOYEE SATISFATION-AN OVERVIEW

Satisfation is an elusive thing. It is not easy to define, control or measure. But it exercises a potent influence on the human relations climate in an organization. Satisfation is very widely used term. It generally refers to esprit de crops, a feeling of enthusiasm, zeal, confidence in individuals or group that they will be able to cope with the tasks assigned to them. A persons enthusiasm for his job reflects his attitude of mind to work, environment and to his employers and his willingness to strive for the goals set for him by the organization in which he is employed. Satisfation is a synthesis of an employees diverse reactions to feelings for, his job, his fellow workers, and his pay and so on. Definition: According to Yoder, satisfation is a feeling, somewhat related to esprit de crops, enthusiasm or zeal. For a group of workers, satisfation, according to a popular usage of world, refers to the over-all, climate of the atmosphere of work, perhaps vaguely sensed by the members. If workers appears to feel enthusiasm and optimistic about group activities, if they have a sense of mission about their job, if they are friendly

with each other, they are described as having a good or high satisfation. If they seem to be dissatisfied, limited, critical restless and pessimistic, they are Satisfation is an elusive thing. It is not easy to define, control or measure. But it exercises a potent influence on the human relations climate in an organization. Satisfation is very widely used term. It generally refers to esprit de crops, a feeling of enthusiasm, zeal, confidence in individuals or group that they will be able to cope with the tasks assigned to them. A persons enthusiasm for his job reflects his attitude of mind to work, environment and to his employers and his willingness to strive for the goals set for him by the organization in which he is employed. Satisfation is a synthesis of an employees diverse reactions to feelings for, his job, his fellow workers, and his pay and so on. According to Yoder, satisfation is a feeling, somewhat related to esprit de crops, enthusiasm or zeal. For a group of workers, satisfation, according to a popular usage of world, refers to the over-all, climate of the atmosphere of work, perhaps vaguely sensed by the members. If workers appears to feel enthusiasm and optimistic about group activities, if they have a sense of mission about their job, if they are friendly with each other, they are described as having a good or high satisfation. If they seem to be dissatisfied, limited, critical restless described as having poor or low satisfation.

1.2 ABOUT SATISFATION: Individual and group satisfation: Satisfation may be concerned with individuals. An individuals satisfation is related with knowing ones own expectations and living up to them. If one is clear of his own needs and how to satisfy them most of the time, his satisfation is high. Whereas an individuals satisfation is a single persons attitude towards life, group satisfation is everyones concern and it is must be practiced continually. For it is never ultimately achieved and is constantly changing. Satisfation may be concerned with individuals. An individuals satisfation is related with knowing ones own expectations and living up to them. If one is clear of his own needs and how to satisfy them most of the time, his satisfation is high. Whereas an individuals satisfation is a single persons attitude towards life, group satisfation is everyones Group satisfation and the satisfation of the individual are inter related but not an individuals own personal perception of existing condition as they related to himself may be high, and the group perception of conditions may be low, or vice versa, but more usually the two share common feelings. Factors affecting satisfation: Employee satisfation is a very complex phenomenon and it is influenced by many factors on the shop floor. For example the job, the supervisor, the company and the working condition, obtaining in it well as
3

its policies, the group and inter-personal relations prevailing in the employees family and home life; his social and community life; the policies and attitude of the top management to its workers and trade union all these influence employee more to a certain extent. According to McFarland, the important factors which have a bearing on satisfation are: The attitude of the executives and managers towards their Working conditions, including pay, hours and safety rules. Effective leadership and an intelligent distribution of The design of the organizations structure which facilitates The size of the organization.

subordinates.

authority and responsibility in the organization. the flow of work.

Several criteria seem important in the determination of levels of workers satisfation, such as: 1) 2) 3) 4) 5) 6) The organization The nature of work The levels of satisfaction The supervision received Workers of the part awards and future opportunities for The perception of the self

rewards

7) 8)

The employees age The employees educational level and occupational levels.

Assumptions in the understanding of satisfation: The followings basic assumptions about people are significant because they are tied up closely with an understanding of what satisfation is: 1) 2) There are psychological uniformities which obtain among all tribes and nations. Each psychological uniformity has a range through which it varies. Some variants are characteristics of particular groups of people and form a part of their culture. 3) Everyone is disturbed by the following general stresses: a) Threats to life b) Discomfort arising from pain, hear, cold and fatigue and diet.
c) Loss of the means of subsistence, whether in the form of

money, job business or property d) Enforced idleness e) Isolation f) Threats to children and other members of the family to friends. g) Restrictions on movement
h) Dislike and ridicule to which one may be exposed, and rejection

by other people i)Capricious and unpredictable behaviors on the part of those in authority on whom ones welfare depends

The personnel management carefully analyses there different items of satisfation because workers greatly in their ability to face a situation of stress and because it is capable of determining the impact which good or bad satisfation will have on the attainment of organizational objectives. By taking the necessary steps in time, it may improve the attitude and satisfation of its employees. Types of satisfation: Satisfation is generally referred to as high satisfation or low satisfation. According to McFarland, high satisfation exists when employee are favorable to the total situation of a group and to the attainment of its objection. Low satisfation exists when attitudes inhibit the willingness and ability of an organization to attain its objectives. High satisfation is represented by the use of such team spirit, zest, enthusiasm, loyalty, dependability and resistance to frustration. Low satisfation, on the other hand is described by such words and phrases as apathy, bickering, jealousy, pessimism, fighting, disloyalty to the organization, disobedience of the order of the leaders, dislike of or lack of interest in, ones job and laziness. Satisfation is depressed by: A too fine division of authority and responsibility Too many supervisions

 An improper selection personnel for new or expended duties Too much reliance on organizational charts Too few real executives High or good satisfation is of tremendous important for a management and its employees. Its generally indicates: Willing co-operation for the attainment of organizational objectives. Loyalty to the organization and its leadership Good discipline or voluntary conformance with rules, regulation and orders. Strong organizational stamina, or the ability of an organizations and orders A high degree of employee interest in the job and in the organization A reasonable display of employee initiative. Measurement or evaluation of satisfation: The indicators of satisfation are the various attitudes and behaviors patterns of employees, which have to be properly and correctly interpreted to determine the kind of organizational climate and satisfation which prevail at a given time. Since it is an intangible and subjective concept, it cannot be directly measured or evaluated. Employees may be unwilling to express their feelings of satisfaction or dissatisfaction with their job to the management. The questionnaires administered to them may not reveal their attitudes; and these cannot be determining by occasional

interviews or casual observation. A properly designed programmed has therefore, to be utilized to test the satisfation of individuals. The most commonly used methods to measuring satisfation are: 1) Observation
2) Attitude or satisfation surveys

3) Company records and 4) Counseling.

CHAPTER II COMPANY PROFILE

Social Rural Development Society Reg.No45/91 is an Non Government organization which provide the help to the Self Help group like to develop the remote village in economically and technology like funding the SHG like 1 Farming 2
3

Business in Agro based Business in Technology Business for the youths This NGO also provide the Heath awareness to the remote village people and take care of the health villages and also create the awareness of the global Warming and request the people to use the natural things

RESEARCH OBJECTIVES OBJECTIVE:

To identify the level of satisfation among the employees in Whirlpool India LTD To determine the factors that influences the satisfation of the Employees To give the suggestion for improving the employee satisfation .

10

LIMITATIONS OF THE STUDY

Shortage of time is one of the most important limitations of the study. The interpretation might be biased as it is based on the opinion of the respondents. The limitations of the questionnaire technique apply to this study also.

11

SCOPE OF THE STUDY The main aim of the project was to study the satisfation among the employees at Social Rural Development Society, wherein an in-depth study on the satisfaction level of employees was done. Employee satisfation to some may mean challenging job, to others it may be equitable rewards or supportive working conditions or supportive colleagues or supervisors and so on. Employee satisfation is always found to have effect on performance. A happy worker is a productive worker is an age-old view. Subsequent studies have validated these findings. Certain other studies have proved that high productivity increases employee satisfation. Various forms manifest satisfation. It is found that workers with relatively low level of satisfation are the most likely to quit their jobs and that organizational units with lowest average satisfaction levels tend to have the highest turnover rates. The withdrawal behavior of employees is modified by certain factors like loyalty to the organization. Some employees cannot imagine themselves working elsewhere, however dissatisfied they are in their present job. Availability of other places of employment also
12

influences turnover. If better avenues are available an employee may not mind going in search of them, not with standing the product level of employee satisfation he enjoys. Hence this study will help Social Rural Development Society, to identify the level of employee satisfation among its workers and also the underlying factors that are responsible for poor or low performance among the workers. Based on the observation made by the researcher and from the analysis and interpretation of data collected, suggestions to improve or enhance the employee satisfaction with regard to their jobs are also made.

13

CHAPTER III REVIEW OF LITERATURE

Review of literature refers to analysis of previous studies and literature on the related topic. It helps in gaining a fair view of the subject under research. The study considered here is the study of satisfation of the employees and factors contributing to it. Satisfation of the employee, organization or purpose is essential in order to achieve the expected results. This review of literature explains:

Concept of employee satisfation Importance of satisfation Factors contributing to satisfation of the employee which are collected by using various sources of information.

Many researchers have studied the concept of satisfation in recent years. The studies on the effect of high, moderate and low satisfation have resulted in enabling managers to develop strategies and plans to enhance satisfation among workers towards their job and to the organization.

14

In the studies on Employee satisfation of the Canadian Chamber of Commerce says that although lifestyle issues are important contributors to the satisfation of employee, a considerable body of current and emerging research shoes that a number of other elements contribute to, or detract from, an employees satisfation. A key example of this relates to the employees work, while we have known for some time that the quality of an employees time at work is a key determinant of satisfation, a number of studies conducted in recent years have illustrated the relationship between individual satisfation and the quality of the workplace in a number of quantitative ways. Consequently, expanding the focus of satisfation programs to address issues around organizational culture and development (e.g. supportive psychological environments, reasonable balance work demands and employee control over their work, and employee friendly HR policies), in addition to voluntary health practices of individual employee and the safety of the physical environment, embeds the health of employees within the business. Programs are most effective and generate the most positive outcomes when employers take a comprehensive and integrated approach to employee satisfation. Oranganisations employee satisfation, that have job implemented comprehensive employee

programs have been shown to increase corporate productivity, boost enhance satisfaction, improve engagement, and decrease spending in health care. A comprehensive approach means incorporating a range of health programs into a companys mission and strategic business plan. Moreover, it involves linking a companys various health- related policies and programs, such that they operate from a common platform of goals and objectives, and operationally
15

complement one another. This practice is increasingly found amongst successful organizations. When organizations integrated the various healthrelated policies and programs into a seamless workplace health strategy, the above outcomes are even greater. In the studies on Employee satisfation of James C. Worthy The significance of employee satisfation is reviewed. Techniques for improving employee satisfation are addressed and incorporated into an action plan. Significance of Employee Satisfation Low levels of employee satisfation is indicative of both job dissatisfaction and alienation from the organization. Each of these latter factors tends to affect adversely employee attitudes toward both work and the organization. In turn, employee performance suffers and organizational productivity deteriorates (Johns, Heck, & Rosser, 2000). Ultimately, low levels of employee satisfation reflect decisions by employees to terminate their relationships with their employing organizations. Satisfation One of the most effective approaches to of employee satisfation-lies not in urging perform a well in an organization Organizational commitment of effort for a specific organization and depends on the use and delegation of power Murray. An action plan designed to improve employee satisfation has suffered in the wake satisfation while a focus group would be used to assess to the performance in relation to compensation. In the studies on Employee satisfation of Wayne A. Hochwarter The studies was conducted one month prior to the 2006 hurricance season in
16

which he asked over 600 employees from a variety of organizations to discuss their organizations hurricane-preparedness program. He found that more than 50 percent of employees thought that their organization was prepared and had a plan in place if a hurricane was to hit. The effects of hurriance preparation on employee attitudes were substantial, hochwarter notes including: Significantly higher levels of job satisfaction Greater willingness to do things beyond what is expected by management Perception of greater control More enthusiasm and a greater willingness to work harder than expected More compassion for others Greater feelings of support from the organization Lower levels of depressed mood at work(i.e., sluggishness, sadness) In the studies on Employee satisfation of Susan J. Linz The factors that contribute to employee satisfation is particularly important since firms face difficult financial challenges imposed by the decade-long economic and political transition that began in January 1992. The study aims to develop a robust measure of satisfation and focuses on the factors that influence satisfation among Russian workers. The paper finds that among the workers participating in the study, expectation of receiving a desired reward contributes to high satisfation,

17

with expected monetary rewards having a higher influence that expected non-monetary rewards, but praise for a job well done and a feeling of accomplishment also contribute positively to employee satisfation. There is a significant correlation between positive attitudes toward work and satisfation, and a positive correlation between performance assessment and satisfation. Demographic characteristics (age and gender) have no discernable influence on satisfation when controls are included for work experience. In the studies on Employee satisfation of king MacRury several studies have been conducted in recent years to determine what matters actually is considered important by employees. While the climate of personnel relations in each company varied the findings somewhat, research uncovered the fact that unions and management were equally inaccurate in their diagnosis of what employees were thinking. Various and sundry procedures have been established to stimulate the flow of comments from employees to management. The open-door policy, grievance procedures, request systems, gripe boxes, suggestion systems, employee counseling all these help to uncover problems; but they present them in distorted proportions. On the other hand, turnover records and reports of exit interviews give an idea of the seriousness of satisfation factors. Analyses of absenteeism and of production records also act as seismographs in recording employee attitude. Used together, analyses of absenteeism and employee opinion polls can solve many of managements problems of worker attitude. Through
18

absence records it is possible to keep a finger constantly on the pulse of employee satisfation; and what these records lack in specific information can readily be found through opinion polling.

Conclusion The review of literature helps the researcher in relating the various studies and understanding the concept well. It helps in analyzing the level of employee satisfation and the factors contributing to it. Thus the study on the attachment of the individual to the organization is very important factor to be considered by manager. Employee satisfation is one of the most elusive factors which determine the success of a group or an organization. The best thing a company can dream of is a group of employee who is having high satisfation to the organization. Keeping this in view, the researcher aims to measure the level of employee satisfation and the extent to which various factors contributed to satisfation.

19

CHAPTER IV RESEARCH METHODOLOGY

Research can be defined as a systematic and scientific search for pertinent information. It is the manipulation of things, concept or symbols for the purpose of generalizing to extend or verify knowledge aids in construction of theory or in the practice of an art. A study on the employee satisfation is one of the most relevant studies of the time. Research methodology is the method by which a research is conducted. It is a way to systematically solve a problem. In the methodology of researcher studies the various steps that are generally adopted in studying a research problem along with the logic behind them. RESEARCH DESIGN A Research Design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. In fact, it is the conceptual structure within which research is conducted. It constitutes the blueprint for the collection,

20

measurement and analysis of data. It includes the mode of data collection, the sample size and the analysis part of the research. This study describes the level of employee satisfation of Social Rural Development Society (Tirukoilur), and the factors contributing to it. The research design of the study is descriptive in nature. Descriptive research is one of the simplest kinds of research. It describes a situation and involves a fact-finding investigation with adequate interpretation. The major purpose of this research is to describe the state of affairs, as it exists at present. SOURCES OF DATA The data collected includes primary and secondary data. The primary data was collected using a structured questionnaire on satisfation of the employees. The secondary data was collected through journals, books, magazines, websites etc. RESEARCH INSTRUMENT The research instrument used in the study is a questionnaire. The study aims to analyze the satisfation of the employees and various factors contributing to it. The questionnaire is prepared this in view. The questionnaire is developed using the 5 point scale. The likert scale having dimensions like Highly satisfied, Satisfied, Neutral, Dissatisfied, Highly dissatisfied. SAMPLING DESIGN
21

Sampling unit Sampling is the selection of units from the entire group called the population or universe of interest. The study covers the managers and the clerical employees of Social Rural Development Society, Tirukoilur. It aims to measures the satisfation of the employees of Social Rural Development Society (Tirukoilur) Sample size The sample size for the research is 100. Sampling procedure: Non-probability sampling: The sampling is based on the concept of non-probability. The respondents are selected directly by the researcher. In this study, the 100 respondents are selected. Contact method Employees were personally contacted at their offices and canteens and the questionnaires were administered.

SCALING TECHNIQUES
22

The research instrument used in the study is a questionnaire. The likert scale having dimensions like highly satisfied, satisfied, neutral, dissatisfied, highly dissatisfied is used.

TOOLS FOR ANALYSIS The data collected through the questions are studied and analyzed to measure the levels of employee satisfation. The data is analyzed using percentage method, tabulations, bar diagram etc.

23

CHAPTER V ANALYSIS AND INTERPRETATION

Analysis means the computation of certain indices or measures along with searching for patterns of relationship that exists among the data groups. Analysis, particularly in case of survey or experimental data, involves estimating the values of unknown parameters of the population and testing of hypothesis for drawing inferences. Interpretation refers to the task of drawing inference from the collected facts after an analytical or experimental study. The usefulness and utility of research finding lie in proper interpretation. The factors are analyzed under four broad phases they are: Personal factors Factors relating safety measures

24

 Factors relating work environment and health safety Factors relating welfare measures.

PHASE 1: PERSONAL DETAILS

AGE GROUPS Age groups determines the age of the respondents in the organization. Age will have direct impact on employee satisfation in the organization. . TABLE 1.1 Age Groups

25

Age groups

No of respondents

Percentage

21 30 31 40 41 50 50 and above

21 30 24 25

21 30 24 25

Total

100

100

INFRENCE:
We can see that 30% of the respondents have over 31 years of age, 21 % of the respondents have less than 30 years of age, 24% of the respondents have 41-50 Years of age, and 25% of the respondents have more than 50 years of age. CHART 1:

Chart showing the age groups of the respondents

26

35 No of respondents 30 25 20 15 10 5 0 21 30 31 40 41 50 50 and above No of respondents

Age groups

SEX OF THE RESPONDENTS Gender is referred whether the respondents is male or female. This is very much important to know how many of them fall under the gender groups working in the organization. TABLE 2 Sex

27

Sex

No of respondents

Percentage

Male

69

69

Female

31

31

Total

100

100

INFRENCE:
From the table, it is seen that almost more than half of the employees working in the organization are male. 31% are women employee and remaining 69% are men employees in the organization. CHART 2

Chart showing the sex of the respondents

28

80 70 60 50 40 30 20 10 0 male SEX female NO OF RESPONDENTS

EDUCATIONAL QUALIFICATION Educational Qualification determines the knowledge of a person has. More skill and confidence person will have high satisfation also. Table 3 Educational Qualification

NO OF RESPONDENTS

29

Educational Qualification PG UG DIPLOMA BELOW 12TH

No of respondents 20 30 9 41 e

Percentag

20 30 9 41

Total

100

100

INFRENCE:
This table tells that 30% of the respondents are under graduates, 20% of them are postgraduates and 9% of the respondents are diploma holders and remaining 41% of them are below 12th std.

CHART 3

Chart showing the educational qualification of the respondents.

30

45 40 35 NO OF RESPONDENTS 30 25 NO OF RESPONDENTS 20 15 10 5 0 PG UG DIPLOMA BELOW 12TH

EDUCATIONAL QUALIFICATION

INCOME PER MONTH Income will determine the income status of the respondents in the organization. It show on which income group the respondents falls like below 5000 to above 15000 in the organization. If the respondents are satisfied with their income then it will show high satisfation. Table 4 Income per month

31

Income

No of respondents

Percenta ge

Below 5000 5001-10000 10001-15000 15000 and Total above

21 41 25 13 100

21 41 25 13 100

INFRENCE:
We can see that 41% of them are getting between Rs.5001 10000 incomes per month and 21% of them get below Rs.5000 , 25% of them are 1500010001 and 13% of them are above 15000 in the organization. CHART 4 Chart showing the income per month of the respondents.

32

45 40 35 30 25 20 15 10 5 0 Below 5000 5001 10000 10001 15000 15000 and above

No of respondents

No of respondents

Income

VARIOUS DEPARTMENTS Once an employee is appointed in an organization, he is expected to have a sense of obligation in irrespective of departments in the company. A high satisfation employee will feel as he is the boss of the company. Table 5 Various Departments Department No of respondents Percentage

33

Personal Finance Marketing Others

15 20 10 55

15 20 10 55

Total

100

100

INFRENCE:
From the table it shows that 55% of the respondents are under other Department like manufacturing in the company, 15% of them are in Personal, 20% of them under finance and remaining 10% of the respondents are under marketing department in the organization. CHART 5

Chart shows various department of the respondents which they belong.

34

60 50 40 30 20 10 0
ce ne l ar ke t in so n na n Ot h
No of re spondents

No of respondents

Pe r

Fi

Va rio u s d ep a rtm e n ts

NO OF YEAR SERVICE Length of service determines the experience and amount of knowledge a person has. The more experience a person is more knowledge and skill he will have and the more familiar he will be with the organization. Such people are asset to the organization to which they belong. Experienced employee also has high satisfation. Table 6
35

er

No of year service No of years services No of respondents Percentage

Below 5 years 5 10 10 15 15 years and above Total

15 17 30 38 100

15 17 30 38 100

INFRENCE:
This table shows that 38% of the respondents have more than 15years of experience, 15% have below 5 years, 17% of them have 5 - 10 years and 30% of them have 10 20 years of services in the organization.

CHART 6

Chart shows the no of years services of the respondents in the company

36

40 35 NO OF RESPONDENTS 30 25 20 15 10 5 0 Below 5 years 5 10 10 15 15 years and above NO OF RESPONDENTS

NO OF YEARS

PHASE 2 SAFETY MEASURES Safety measures are very much important to know the satisfation of the employees in the organization. This table determines how far the respondents are aware about the safety policies in the organization. Table 7
37

Safety policies Aware of the safety policy No of respondents Percentage

Yes

87

87

No

13

13

Total

100

100

INFRENCE:
From the table, it is seen that the respondents mostly have good opinion about the safety polices provided in the organization. 87% are aware about the safety policies and remaining 13% are not aware. CHART 7

Chart showing about the awareness of the safety policy in the organization of the respondents

38

100 90 80 NO OF RESPONDENTS 70 60 50 40 30 20 10 0 Yes DIMENSIONS No NO OF RESPONDENTS

FIRST AID EQUIPMENTS When an employee is having high satisfation to an organization, he will consider the company as its own and expect more First aid equipments to Safeguard. Table 8 First aid equipments.

39

Equipped with first aid equipments

No of respondents

Percentage

Yes

85

85

No

15

15

Total

100

100

INFRENCE:
Almost more than half of the employees are having good opinion about the first aid equipments provided to them. And 85% of the respondents are having good opinion and remaining 15% of are little dissatisfied about first aid equipments provided in the organization. CHART 8

Chart showing opinion about the first aid equipments of the respondents

40

90 80 70 NO OF RESPONDENTS 60 50 NO OF RESPONDENTS 40 30 20 10 0 Yes DIMENSIONS No

JOB RELATED SAFETY MEASURES When an employee is having high satisfation to an organization, he will consider the company as its own and expect more Job related safety measures. Table 9

41

Job related safety measures

Job related safety measures

No of respondents

Percentage

Yes

65

65

No Total

35 100

35 100

INFRENCE:
From the table, it is seen that the respondents mostly hold good opinion about the safety polices provided in the organization. 65% are aware about the job related safety measures and 35% are not having good opinion. CHART 9

Chart Showing opinion about the training given for job related safety measures of the respondents

42

70 60 NO OF RESPONDENTS 50 40 NO OF RESPONDENTS 30 20 10 0 Yes DIMENSIONS No

SUPPLY OF PERSONAL PROTECTIVE EQUIPMENTS When an employee is having high satisfation to an organization, he will consider the company as its own and expect more from the organization. And organisation should provide safety equipment like gloves, shoes, protective clothing, glass etc Table 10
43

Supply of personal protective equipments supply of personal protective Equipments No of respondents Percentage

Yes No

95 5

95 5

Total

100

100

INFRENCE:
From the table, it is seen that the respondents mostly having good opinion about the supply of personal protective equipments provided in the organization. 95% are having good opinion about the personal protective equipments and 5% are not having good opinion. CHART 10

Chart showing opinion about the supply of personal protective Equipments given to the respondents

44

100 90 80 NO OF RESPONDENTS 70 60 50 40 30 20 10 0 Yes DIMENSIONS No NO OF RESPONDENTS

PROVIDING SPECIAL REWARDS Proper appreciation at the right time by the superior in the work place uplifts the spirit of the employees. Therefore recognition and reward will kindle the employee to perform better and thereby the organization can benefit in terms of reaping profit and high employee satisfation. Table 11
45

Providing special rewards Providing special rewards No of respondents Percentage

Yes No Total

71 29 100

71 29 100

INFRENCE:
Man is a social being and it is human tendency that any amount of encouragement will enable one to perform up to the potential. Therefore this constraint is of utmost importance. Nearly 71% of them having good opinion about the special rewards provided to them according to the performances in the organization and 29% of them are not satisfied. CHART 11

Chart showing opinion about providing special rewards Given to the respondents in the organization

46

80 70 60 50 40 30 20 10 0 Yes DIMENSIONS No NO OF RESPONDENTS

NO OF RESPONDENTS

PHASE 3 WORK ENVIRONMENT AND HEALTH AND SAFETY MEASURES Table showing the satisfactory level about the work environment and health and safety measures provided by the organization of the respondents. Table 12
47

Dimension s

Highly

Satisfied % 63 72 68 73 55 84 75 69 87

Neutral Tota l 24 15 15 12 13 10 12 20 3 % 24 15 15 12 13 10 12 20 3

Dissatisfied Highly Tota l 1 3 3 2 3 2 1 3 1 % 1 3 3 2 3 2 1 3 1 dissatisfied Tota % l 0 1 2 0 0 1 0 2 0 0 1 2 0 0 1 0 2 0

satisfied Total % Tota 12 9 12 13 29 3 12 6 9 l 12 63 9 12 13 29 3 12 6 9 72 68 73 55 84 75 69 87

Working hours Team spirit Work load Safety Cleanliness Ventilation Lighting Work spac Pollution

WORK ENVIRONMENT AND HEALTH SAFETY MEASURES High satisfation employees feel that they owe a great deal to the organization. Their experience in the company, job satisfaction and satisfation and work environment and health & safety they have enjoyed etc may contribute to such feeling of indebtedness. The employee who feels will have high satisfation.

48

Table 12.1 Work Environment and Health Safety Measures

Dimensions

Total

Mean Score

49

1. Hours of working 2.Team spirit 3.Work load 4.Safety measures 5. Cleanliness 6.Ventilation 7.Lighting 8.Work space 9.Pollution Control

386 385 385 397 410 386 428 374 404

3.8 3.8 3.8 3.9 4.1 3.8 4.2 3.7 4

CHART 12 Chart showing the satisfactory level about the work environment and health and safety measures provided by the organization of the respondents.
50

Working Environment
4.3 4.2 Mean Score Value 4.1 4 3.9 3.8 3.7 3.6 3.5 3.4
wo rk in g Te am sp iri t W or k Sa Lo fe ad ty M ea su re s Cl ea nl in es s Ve nt ila tio n Li gh tin W g or k sp Po ac llu e tio n Co nt ro l

4.2 4.1 4 3.9 3.8 3.8 3.8 3.8 3.7

Ho ur s

of

Dimensions

PHASE 4 WELFARE MEASURES Table showing the satisfactory level about the Welfare measures provided by the organization of the respondents.
51

Table 13

Dimension s

Highly

Satisfied % 83 84 74 94 77

Neutral Tota l 3 7 9 2 9 % 3 7 9 2 9

Dissatisfied Highly Tota l 2 3 2 1 2 % 2 3 2 1 2 dissatisfied Tota % l 0 2 2 0 1 0 2 2 0 1

satisfied Total % Tota 12 4 13 3 11 l 12 83 4 84 13 74 3 94 11 77

First aid Canteen Lunch room Rest room Drinking water

WELFARE MEASURES Welfare measures are those efforts provided by the company inside and outside the organization, which help the employees feel better and perform better. It is an important factor which contributes to employee satisfation. If the employees are not satisfied with the welfare measures, they will not be happy to continue in the organization.
52

Table 13.1 Welfare measures

Dimensions

Total

Mean Score

1. First aid facility 2. Canteen 3. Lunch Room 4. Rest Room 5. Drinking water

405 385 394 399 395

4 3.8 3.9 4 3.9

Chart 13

Chart showing satisfactory level about the welfare measures available in the organization of the respondents.

53

Welfare measures and health and Safety

4.05 4 Mean Score Value 3.95 3.9 3.85 3.8 3.75 3.7 First aid facility Canteen Lunch Room Dimensions Rest Room Drinking Water 3.8 3.9 3.9 4 4

bh

DETAILED STATISTICAL ANALYSIS

CHI SQUARE METHOD
The Chi-Square test is an important test amongst the several tests of significance developed by statisticians. As a non-parametric test, it can be used to determine if categorical data shows dependency or the two classifications are independent. It can also be used to make comparisons
54

between theoretical populations and actual data when categories are used. The following are some of the conditions to be satisfied. Observations recorded and used are collected on random basis. All the items in the sample must be independent. No group should contain very few items, say less than 10.

TEST STATISTICS
Chi-square = (Oi Ei)

Ei
Where, Oi = Observed value Ei = Expected value N = No. of respondents

DEGREE OF FREEDOM
Degree of freedom = (N-1)

LEVEL OF SIGNIFICANCE
The level of significance for the test is 5% Table no 15 CHI-SQUARE TEST FOR FINDING OUT THE RELATIONSHIP BETWEEN THE EXPERIENCE AND THE INCOME LEVEL OF THE EMPLOYEES OI 15 EI 18 (OI-EI)/EI 0.50

55

17 30 38 21 41 25 13

29 27.5 25.5 18 29 27.5 25.5

4.96 0.22 6.12 0.50 4.96 0.22 6.21 23.60

CHI SQUARE VALUE Table value 14.576 Degree of freedom 7 Level of significance 0.05 Chi square value 23.60

1. HYPOTHESIS
(a)Null Hypothesis (H0) : There is no significant difference between the Experience and the income earnings.

56

(b)Alternate Hypothesis (H1) and

: There is significant difference between the experience the income earnings.

2. STATISTICAL TEST

: Chi-Square Test of Contingency.

3. LEVEL OF SIGNIFICANCE 4. DEGREE OF FREEDOM 5. CALCULATED VALUE 6. CRITICAL VALUE

: 0.05

:7

: 23.60

: 14.567

INFERENCE:
The calculated value of chi-square (23.60) is much less than the table value for Degree of freedom 3 and Level of significance 0.05 (14.567). The result dose not supports the hypothesis and we may say that there is significant difference between the experience and the income earnings of the respondents.
57

FINDINGS The overall level of satisfation of the employees of the organization is satisfactory but the managements initiative and other factors would definitely increase the level of satisfation towards organization, job and the people. The following are the various findings of the study. The extent of satisfation of the employees is summarized under different sub headings.
58

PHASE 1: PERSONAL DETAILS: Employees were personally contacted at their office and canteen and the personal details like name, age, sex, department which they belong, length of services, income per month etc., were found out. It found that there is more number of people working in the age group 31 - 40, and more than half of them are male. The education qualification mostly lies below 12th std of the respondents. The majority respondents are getting salary of rs.5001-10000. In the organization most of the respondents are working under the production department. More number of people are well experienced also. PHASE 2: OPINIONS ABOUT SAFETY MEASURES: Opinions were asked about safety measures to the respondents in the organization. The factors which covers like safety policies, first aid equipments, job related measures, personal protective equipments, providing special rewards according to their performance and mostly more than half the respondents are aware and having good opinion and satisfied too. And the percentages are 87%, 85%, 65%, 95%, 71% respectively. PHASE 3:

59

OPINION

ABOUT

THE

WORK

ENVIRONMENT

AND

HEALTH&SAFETY MEASURES: Employees feels that the work environment and health safety is too good in the organization and found that the employee satisfation is high. The factors which covers under the work environment in the organization like workings hours, team spirit, word load, safety measures, cleanliness, ventilation, lighting, work space, and pollution control. PHASE 4: OPINION ABOUT THE WELFARE MEASURES AVAILABLE IN THE ORGANIZATION: Most of the employees feel a sense of belongingness and owe something as a boss in the organization. And more than half the respondents are fully satisfied with the existing welfare facilities in the organization and found that the employee satisfation is high.

SUGGESTION After analyzing the various factors relating to employee satisfation, it is observed that there is still scope in improvement. Keeping this view in

60

mind the following suggestions are made so that all the employees of the organization continue high satisfation to the organization. PHASE 2: * ABOUT SAFETY MEASURES: The management can take more care to see that employees are satisfied with their present job with safety measures to ensure employee satisfation being it is signifies the employee to be part of the organization. Training and development activities of the management are also essential to increase the employee satisfation in the organization. Job related training also should be more intensive innovative and appropriate for the employees. PHASE 3: * WORK ENVIRONMENT AND HEALTH&SAFETY MEASURES: The management has to take steps to create awareness among the section of employees who have neutral regarding work environment measures of the organization. The employees can be given opportunities to participate in development of health & safety programs in the organization and management should motivated for them to stay in the organization. It is better to consider the employees views and opinions in taking decisions with their own work groups. The management needs to ensure that there is a good relation between the employees and superiors so they feel happy to be part of the organization and to have high satisfation among them and also for retaining efficient and experienced employees in the organization.

61

PHASE 4: * WELFARE MEASURES: The employee will have a feeling of obligation to the superiors and the organization only if he thinks that the organization has done something for him. The management can take more initiative in solving employee problems in welfare measures so that their satisfation is at a high level. Long service awards can be given to improve the continuance high satisfation of the employee. The company can improve on its welfare measures and can adopt new training programmers to develop the employees abilities so that they will be contented in their work. An excellent work culture should be developed by respecting each other so that the employees will continued in the organization for a long time. The organization needs to try to understand the requirements of the employees and should take efforts to fulfill them at least to a certain extent. This will definitely bring about a high level of employee satisfation.

EMPLOYEE SATISFATION MODEL

WELFARE MEASURES

HEALTH AND SAFETY MEASURES 62

WORK ENVIRONMENT

EMPLOYEE SATISFATION

CONCLUSION

Satisfation is an elusive thing. It is not easy to define, control or measure. But it exercises a potent influence on the human relations climate in an organization. Satisfation is very widely used term. It generally refers
63

*PROVIDING SPECIAL REWARDS *SUPPLY PERSONAL PROTECTIVE EQUIPMENTS *JOB RELATED SAFETY MEASURES *EQUIPPED WITH FIRST AID EQUIPMENTS FACTORS CONTRIBUTING TO EMPLOYEE SATISFATION *SAFETY POLICY

to esprit de crops, a feeling of enthusiasm, zeal, confidence in individuals or group that they will be able to cope with the tasks assigned to them. Satisfation is a synthesis of an employees diverse reactions to feelings for, his job, his fellow workers, and his pay and so on. The concept of employee satisfation to organizations has received attention in the research literature recently as both managers and organizational analysts seek way to increase employee and performance. Various findings suggest that high level of employees may perform better than less committed ones. It is been suggested the satisfation may represent one useful indicator of the effectiveness of an organization. Researches prove these findings have important implications for both organization theory and practices of management. After completing the study and analyzing the employee satisfation factors in Social Rural Development Society (Tirukoilur), we have come to conclusion that employees are having high satisfation to a great extent as per the various parameters set out by in the questionnaire. Such an organization with high level of employee satisfation is sure to succeed in any of its endeavors and can win over easily their competitors in this market segment and improve their productivity, sales and profitability in the years to come. Retaining excellent employees is possible only through effective human resource practices and welfare measures. Satisfation can be increased by improving working condition environment, providing facilities and improve organizational culture. The organization should see that the
64

continuance high level of satisfation so that it will be able to retain the existing employees. A few employees reveal that they are not really having low satisfation to the organization. The company should also take more initiative in the well being of the employees. They may continue their research and development activities, training programs etc and dwell at length in their innovative approach within the organization so that their market will grow. Thus it can conclude that level of satisfation is one of the most essential factors in achieving the goals of the organization. The employee with a high level of satisfation is, the more beneficial to the organization.

BIBLIOGRAPHY BOOKS:

65

1. Aswathappa K, Organizational Behaviour,Himalaya Publishing

House, Mumbai, Sixth Edition.

2. John W.Newstrom,Keith Davis ,Organizational Behaviour, Tata

Mcgraw-Hill Edition, Ninth Edition.

3. Kothari Cr,Research Methodology, New Age International Pvt.Ltd

Publishers, Second Edition. 4. Bennett, W. & K. Hess. (1998). Management and Supervision in Law Enforcement. Belmont, CA: West/Wadsworth. WEBSITES:

http://www.google.co.in/search? hl=en&q=employee+satisfation&meta= http://humanresources.about.com/od/motivationrewardretention/Empl oyeeMotivation_Recognition_Rewards_Retention.htm. http://www.corplearning.com/employee_satisfation/

QUESTIONNAIRE I. PERSONAL DETAILS:

66

1. NAME: 2. AGE: 21- 30 31-40 41- 50 50 AND ABOVE 3. GENDER: MALE FEMALE 4. EDUCATIONAL QUALIFICATION: PG UG DIPLOMA BELOW 12 TH 5. INCOME PER MONTH BELOW 5000 10001-15000 6. DEPARTMENT: PERSONAL FINANCE MARKETING OTHERS 7. HOW LONG HAVE YOU BEEN SERVING IN THIS CONCERN? BELOW 5 YEARS 10-15 YEARS ABOVE 8. ARE YOU AWARE OF THE SAFETY POLICY IN THE ORGANISATION? 9. IS THE EQUIPMENTS? Yes No ORGANISATION EQUIPPED WITH FIRST AID 5-10 YEARS 15 YEARS AND 5001-10000 15000 AND ABOVE

67

 MEASURES? Yes No

Yes No

10. HAVE YOU BEEN TRAINED WITH THE JOB RELATED SAFETY

11. DID THE ORGANISATION SUPPLY PERSONAL PROTECTIVE EQUIPMENTS TO YOU? (Like gloves, shoes, protective clothing, glass etc)

Yes No 12. DOES THE ORGANISATION PROVIDING SPECIAL REWARDS ACCORDING TO THE PERFORMANCE? Yes No IV. WHAT IS YOUR OPINION ABOUT THE WELFARE

MEASURES AVAILABLE IN THE ORGANISATION? SATISFACTION LEVEL Sno Dimensions 1 2 3 4 5

First aid facility Canteen Lunch room Rest room Drinking water Highly Satisfied Satisfied Neutral Dissatisfied highly dissatisfied

68

III.

WHAT

IS

YOUR

OPINION

ABOUT

THE

WORK

ENVIRONMENT AND HEALTH&SAFETY MEASURES PROVIED BY THE ORGANISATIO?

Sno 1 2 3 4 5 6 7 8 9 Dimensions Hours of working Team spirit Work load Safety measures Cleanliness Ventilation Lighting Work space Pollution control Highly satisfied Satisfaction level Satisfied Neutral Dissatisfied Highly dissatisfied

69