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CHAPTER I 1.

1 TEXTILE INDUSTRY
New innovations in clothing production, manufacture and design came during the Industrial Revolution - these new wheels, looms, and spinning processes changed clothing manufacture forever. There were various stages - from a historical perspective - where the textile industry evolved from being a domestic small-scale industry, to the status of supremacy it currently holds. The cottage stage was the first stage in its history where textiles were produced on a domestic basis. A variety of processes and innovations were implemented for the purpose of making clothing during this time. These processes were dependent on the material being used, but there were three basic steps commonly employed in making clothing. These steps included preparing material fibers for the purpose of spinning, knitting and weaving. During the Industrial Revolution, new machines such as spinning wheels and handlooms came into the picture. Making clothing material quickly became an organized industry - as compared to the domesticated activity it had been associated with before. Today, modern techniques, electronics and innovation have led to a competitive, low-priced textile industry offering almost any type of cloth or design a person could desire. India Textile Industry is one of the leading textile industries in the world. The opening up of economy gave the much-needed thrust to the Indian textile industry, which has now successfully become one of the largest in the world. India textile industry largely depends upon the textile manufacturing and export. It also plays a major role in the economy of the country. India earns about 27% of its total foreign exchange through textile exports. Further, the textile industry of India also contributes nearly 14% of the total industrial production of the country. It also contributes around 3% to the GDP of the country. India textile industry is also the largest in the country in terms of employment generation. It not only generates jobs in its own industry, but also opens up scopes for the other ancillary sectors. India textile industry currently generates employment to more than 35 million people. It is also estimated that, the industry will generate 12 million new jobs by the year 2010. India textile industry is one of the leading in the world. Currently it is estimated to be around US$ 52 billion and is also projected to be around US$ 115 billion by the year 2012. The current domestic market of textile in India is expected to be increased to US$ 60

billion by 2012 from the current US$ 34.6 billion. The share of exports is also expected to increase from 4% to 7% within 2012.

Various Categories Textile Industry is unique in the terms that it is an independent industry, from the basic requirement of raw materials to the final products, with huge value-addition at every stage of processing. Textile industry in India has vast potential for creation of employment opportunities in the agricultural, industrial, organized and decentralized sectors & rural and urban areas, particularly for women and the disadvantaged. Indian textile industry is constituted of the following segments: Readymade Garments, Cotton Textiles including Handlooms, Man-made Textiles, Silk Textiles, Woolen Textiles, Handicrafts, Jute and Coir

Strengths of Indian textile Industry India has rich resources of raw materials of textile industry. It is one of the largest producers of cotton in the world and is also rich in resources of fibres like polyester, silk, viscose etc. India is rich in highly trained manpower. The country has a huge advantage due to lower wage rates. Because of low labor rates the manufacturing cost in textile automatically comes down to very reasonable rates. India is highly competitive in spinning sector and has presence in almost all processes of the value chain. Indian garment industry is very diverse in size, manufacturing facility, type of apparel produced, quantity and quality of output, cost, requirement for fabric etc. It comprises suppliers of ready-made garments for both, domestic or export markets.

Vast textile production capacity, large pool of skilled and cheap work force, Entrepreneurial skills, efficient multi-fiber raw material manufacturing capacity Large domestic market, enormous export potential, very low import content, flexible textile manufacturing systems.

Weaknesses of Indian textile Industry Indian textile industry is highly fragmented in industry structure, and is led by small scale companies. The reservation of production for very small companies that was imposed with the intention to help out small scale companies across the country, led substantial fragmentation that distorted the competitiveness of industry. Smaller companies do not have the fiscal resources to enhance technology or invest in the high-end engineering of processes. Hence they lose in productivity. Indian labour laws are relatively unfavorable to the trades and there is an urgent need for labour reforms in India. India seriously lacks in trade pact memberships, which leads to restricted access to the other major markets. Increased global competition in the post 2005 trade regime under WTO. Use of outdated manufacturing technology, poor supply chain management.

1.2 ABOUT THE COMPANY


Sri Jayajothi & Co. Limited is located at No.70, Alagai Nagar, Rajapalayam, a fast developing textile centre of South India which is about 90 km from Madurai of Tamil Nadu, India. The Mill was started in 1946, with a modest capacity of 6000 Spindles. The present

Management, Sri Jayajothi & Co. took over the Mills in 1969 since then; the Mill has undergone a steady growth. It is part of the Sri Jayavilas - Ramalinga Group, based in Aruppukottai, Tamil Nadu. A multi-faceted industrial conglomerate, Sri Jayavilas Group is active in Textiles, and Transport sectors. Now the company is successfully lead by Mr.T.R.Kannan as a Director of the Company. Sri Jayajothi & Co. Limited, a prominent Spinning Unit from Southern India, is a Company having a capacity around 80,000 Nos. Ring Spindles, 26 Combers, around 2500 TFO Spindles, 15,000 Ring Doubling Spindles and 1880 Rotors. Well Equipped with TRUTZSCHLER Blow Room with TRUTZSCHLER DK 740 and DK 780 Cards and Lakshmi - Rieter (LR) Blow Room with LC 100 Cards, Lakshmi RSB 851, Draw Frames, Rieter RSB D30 Draw Frames, LR E7/4 Combers, 8 Nos. SCHLAFHORST AUTO CONERS, Two-For-One Twisters and modern testing equipments such as Uster Tester-3, Premier HFT 9000 and Uster AFIS. The plant and machinery is top notch and the latest technology is employed to produce very high quality of yarn. To maintain quality that meets international standards they have made major investments in technology that is the very latest in the field. In fact the Mill showcases the latest advancements made in the world of spinning. The group has set up various organizations over the last five decades such as Spinning Mills with capacity of 8,00,000 Spindles, Weaving units, a Roller Flour Mill, a wide public Transport net work with 75 passenger buses, a cargo movement solution with a fleet of 200 Trucks and Wind energy farms with a capacity of 40 MW. All these organizations have seen tremendous growth in the last few years and in the current year the groups turn over will cross Rs.1500 Crores. The name "JAYAVILAS' always spells "Punctuality and Quality" of services to the Customers and user Public. Sri Jayajothi & Co. Ltd is a flagship organization of this prestigious group with its core activity involving spinning of yarn. Sri Jayajothi & Co. Ltd., along with its exclusive Open End Division and Sister concern namely Jayalakshmi Textiles has a capacity of 150,000 Spindles and 3200 Rotors. Its Weaving Division has 230 power looms and 15 Air jet Looms. The Company's production capacity is 40 tons of yarns per day with an annual turnover of Rs.185 Crores. Our Mission

Our mission is to contribute to building the future to social and capital infrastructure development by providing all kinds of Cement that are environmentally efficient, enhance our competitive position and bring value to our customers, shareholders and employees through creation of an environment of empowerment with respect for company's values. Our Objectives Value - We are committed to creating sustainable value for our Customers, Employees, Share holders and the Community. Quality - becoming the supplier of choice by means of our high quality and in time delivery. Safety - by providing a safe and healthy working place Corporate Governance - emphasizing complete transparency in order to protect the interests of our business partners Environment - by respecting the environment and caring for our communities Innovation - through leading edge technology in processes & products and understanding the evolution of the future needs Change - We will strive to anticipate the changing business environment to assess new opportunities for growth.

Quality Policy Sree Jayajothi & Co Ltd., are committed to manufacture and market all varieties of Yarn, maintaining BIS & International standards in processing so as to satisfy the customers continuously through consistent quality products, in time delivery and effective after sales services. Manufacturers and Exporters of World Class Quality Cotton Fibre Grey / Processed yarn Synthetic & Melange yarn Open End yarn Grey / Processed Fabrics & made ups Multi Count / Multi twist yarn

Man and Machine

The Company is supported by 3000 devoted employees who are directly rendering their quality services by rigorous updated training methods like Japanese 5S and Quality Circle to achieve Total Productive Maintenance and Total Quality Management. The company is lead under the guidance of Mr.T.R.Kannan. The company is equipped with world class machines supplied from Truitzchler, LMW, Rieter, Schlaforst and Savio. The company is also equipped with a fully fledged Computerised Laboratory from Useter and Premier for analyzing the quality of Cotton and Yarn to give premium quality products to its valued customers. Clean Energy Keeping apart conventional electrical energy, the company has succeeded in producing over 60 million units of clean pollution free energy from its own Wind Electric Generators which almost fulfils about 85% of the Mills electricity requirement.

Product Range 100% Cotton yarn, Polyester cotton blended & 100% polyester spun yarn. Combed and Karded yarns, Open End Yarns, warp and hosiery yarns, count range Ne 2s to 120s. Grey fabric width 36" to 120". Gauze cloth, Hospital dressing, Healthcare products. Terry Towel, shop Towel and specified industrial fabrics. Exports are being made to USA, Canada, Belgium, Spain, Far East, Italy, Turkey, Israel, Bangladesh, Switcher land, Korea and Sri Lanka.

Social activities The company directors have always believed that the society they live is to provide the very best for man and in turn should work for the welfare and betterment of the society. The company has adopted a village named "Enam Reddiapatti" and has provided some basic amenities like Roads, a water tank; a fence for School etc., The Company conducts regular training to the local people on 5S methods to maintain the environment. It has introduced a system to segregate and recycle its waste. It also conducts regular health awareness programs and eye camps to the village. The companys directors have formed a trust in the name "Sathu T.Ramasamy Naicker Avadayammal Trust" and have established a school in the name "Sri Ramana Vidyalaya" to offer high quality education to all needy public. The Company has also developed a community hall for the social welfare of the public. The group has set up various organizations over the last five decades such as Spinning Mills with capacity of 8,00,000 (Eight Lakh) Spindles, Weaving units, a Roller Flour Mill, a wide public Transport net work with 75 passenger buses, a cargo movement solution with a fleet of 200 Trucks and Wind energy farms with a capacity of 40 MW. All these organizations have seen tremendous growth in the last few years and in the current year the groups turn over will cross Rs.1500 Crores. The name "JAYAVILAS' always spells "Punctuality and Quality" of services to the Customers and user Public

HR AUTOMATION In todays demanding environment, an organizations HR department needs to recruit, manage, appraise, train and motivate its people. Understanding the complexity of such processes, SRI JAYAJOTHI CO & LTD has developed solutions aimed at automating HR processes and practices. 1. Recruitment Management System (RMS)

RMS is a customized workflow automation system for handling high volumes of resumes. It allows end-to-end processing of a requirement starting from Client Information, Client Requirements, Short-listing, Validating, Presenting, Interview Co-ordination and Updating Offer/Joining Status.

2.

Human Resource Management System (HRMS)

The company has a comprehensive Human Resources Management System (HRMS) that aims to automate all HR processes and practices. HRMS is a web based Human Resource Management System that enables the HR Department to capture, track, modify and report all information relating to an employee during his/her life spanning the organization. 3. Attendance and Leave Management

The Attendance and Leave Management System has been developed as a comprehensive tool to effectively manage and maintain the leave records of employees in an organization. This web-enabled system allows employees (only for top and middle level management) from different locations to log in to the system to apply for leave and obtain leave approvals/sanctions. 4. Employee Self Service (Upcoming Process)

The company will upload the salary reports of the employees on their website. Each employee in the organization will be provided with a unique username and password to secure the website. Each employee can view their salary details and take printed copies of individual reports. The HR/Finance Manager will be given the administrator rights to view the master salary reports pertaining to all employees. HR STRATEGY AT SRI JAYAJOTHUI CO & LTD In the present environment, companies are increasingly looking at professional consulting advice to understand the most effective way to design an organization. The HR Strategy and Systems practice looks at Organization Structures, Manpower Assessment, and HR Systems. Based on the belief that the organization structure, systems, shared values, strategy, staff and skills must be internally consistent; Teleflo looks at designing an organization that is best able to meet its objectives. A key element of Organizational Design for the comapny is the Organizational Unit Analysis. This looks at the key roles that must be performed for the organizational unit to be successful. From these are drawn the roles, skills, systems, structure that are best suited .The stronger the internal consistency between these elements the more successful that organizational unit will be. The key areas of consulting within this practice have been: HR Audit Organization structuring/restructuring

Manpower planning and Rightsizing Roles and responsibilities mapping Competency mapping Design and conduct assessment /Development Center Performance management systems design with implementation assistance Compensation structuring/re-structuring Design of variable pay plan/performance linked pay Compensation and benefits bench marking survey Employee exit diagnostics

CONTACT INFORMATION

Contact: Company: Address: Zip Code: Phone: Fax: Website Address:

Mr. PALANISAMY MUTHUKRISHNAN SRI JAYAJOTHI & CO. LTD., 70, ALAGAI NAGAR, RAJAPALAYAM - 626 117, INDIA 626 117 00 91 4563 235321 00 91 4563 235 270 http://www.jayajothi.com

1.3 ABOUT THE STUDY


Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement, job enrichment and job re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Employee Satisfaction is a prerequisite for the customer satisfaction. Enhanced employee satisfaction leads to higher level of employee retention. A stable and committed workforce ensures successful knowledge transfer, sharing, and creation a key to continuous improvement, innovation, and knowledge-based total customer satisfaction. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions are related to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers.

Definition:
Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work. Job satisfaction can be influenced by a variety of factors, like the quality of one's relationship with their supervisor, the quality of the physical environment in which they work and degree of fulfillment in their work.

Job satisfaction refers to an individuals general attitude toward his or her job. A person with high level of job satisfaction holds positive attitude toward his job while a person who dissatisfaction with his job holds negative attitude towards his job. The extent to which a person's hopes, desires, and expectations about the employment he is engaged in are fulfilled. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; an affective reaction to ones job; and an attitude towards ones job. Job satisfaction is an attitude that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This shows the attitudes towards the jobs by taking into account of feelings, beliefs, and behaviors. Job satisfaction not only covers the satisfaction derived from the job by labourers but their surroundings. A sound human ensures management based on norms of social welfare contribute sub statically to better employee relations, high productivities and consequently better predictabilities it an organization.

FACTORS INFLUENCING JOB SATISFACTION SUPERVISION To a worker, Supervision is equally a strong contributor to the job satisfaction as well as to the job dissatisfaction. The feelings of workers towards his supervisors are usually similar to his feeling towards the company. The role of supervisor is a focal point for attitude formation. Bad supervision results in absenteeism and labor turnover. Good supervision results in higher production and good industrial relations.

CO-WORKERS

Various studies had traced this factor as a factor of intermediate importance. Ones associates with others had frequently been motivated as a factor in job satisfaction. Certainly, this seems reasonable because people like to be near their friends. The workers derive satisfaction when the co-workers are helpful, friendly and co-operative. PAY Studies also show that most of the workers felt satisfied when they are paid more adequately to the work performed by them. The relative important of pay would probably changing factor in job satisfaction or dissatisfaction. WORKING CONDITION The result of various studies shows that working condition is an important factor. Good working atmosphere and pleasant surroundings help increasing the production of industry. Working conditions are more important to women workers than men workers.

CREATING JOB SATISFACTION Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful. Organizations that aspire to creating a work environment that enhances job satisfaction need to incorporate the following: Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to "put his or her signature" on the finished product Opportunities to use one's talents and to be creative Opportunities to take responsibility and direct one's own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion

Apart from the factors mentioned above, job satisfaction is also influenced by the employee's personal characteristics, the manager's personal characteristics and management style, and the nature of the work itself. Managers who want to maintain a high level of job satisfaction in the work force must try to understand the needs of each member of the work force.

1.4 SCOPE
Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is a product of the events and conditions that people experience on their jobs.

Scope for the researcher The study would help the researcher to identify the factors that influence importance of job satisfaction. It also gives the researcher an idea about the development of employees regarding their improvement in performance due to high satisfaction. Scope for the respondents The respondents know whether they are satisfied with the job provided by the organization and take measure to better engage themselves to the company. Scope for the organization This study will help the organization to identify the perception of employees regarding their job. It also enables the company to develop strategies to overcome the grey areas based on the result of the study.

The company will be able to identify whether the employees are satisfied or not.

1.5 OBJECTIVES
1. To Study and Measure the satisfaction levels of employees on various factors and give suggestions for improving the same in Sri Jayajothi Company, Rajapalayam. 2. To find out whether pay and promotion of employees have an effect on Job Factors. 3. To study about the incentives and various welfare schemes announced for the employees by the company and to analyze how it affects the performance and satisfaction of employees.

1.6 LIMITATION
1. Some of the respondents were not correctly responding to some of the questions because of fear of their high level manager. 2. Also the study did not take into account the factors which hinder an employee satisfaction to the organization. 3. The sample size chosen was restricted to 100 employees. So the findings of the study cannot be generalized. 4. The employees may not been able to give undivided attention in answering the questionnaire as they were met during working hours.

CHAPTER - II REVIEW OF LITERATURE


This study attempts to evaluate job satisfaction in Sri Jayajothi Company, Rajapalayam. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of officers. It also investigates the impacts of education, work experience, age and sex differences etc. on the attitudes toward job Satisfaction. Every person will have his or her own definition of what it means to be satisfied with a job. Studies show that employees who are satisfied with their jobs are more productive, creative and be more likely to be retained by the company (Eskildsen & Dahlgaard 2000; Kim 2000; Kirby 2000; Lee 2000; Money 2000; Wagner 20001).

Hammer,; Marini, Denton 20003 in their research say that, Employees that are satisfied and happy in with their jobs are more dedicated to doing a good job and taking care of customers that sustain the operation. Job satisfaction is something that working people seek. Research has shown that there may be many environmental features that can be created and maintained to give employees job satisfaction. Pay and benefits, communication (Brewer 2000; Employee 2000; Money 2000; Wagner 2000), motivation, justice (Kirby 2000; Tristram 2000) and leisure time (Rabbit 2000; Wilson 2000) all seem to play a part as to whether employees are satisfied with their jobs, according to studies. According to Marc Drizin, an employee loyalty specialist, Employees are assets with feet. Theyre the only resource companies have that make a conscious decision to return the next day (Modic, 2005).

A 2003 J.D. Power and Associates survey concluded that there is another customer builders need to focus on satisfying besides the obvious customers. Builders need to focus on the rank-and-file managers and employees who work for them (Kash, 2003). The effects employee satisfaction has on an organizations business are numerous. Some of the most relevant and profitable effects are described below: Studies show that businesses that excel in employee satisfaction issues reduce turnover by 50% from the norm, increase customer satisfaction to an average of 95%, lower labour cost by 12% and lift pre-tax margins by an average of 4% (Carpitella, 2003).

References: 1. Locke, 1976 cited in Brief, A. P., & Weiss, H. M. (2001). Organizational behavior: affect in the workplace. Annual Review of Psychology, 53, 279-307, p. 282

2. Cranny, Smith & Stone, 1992 cited in Weiss, H. M. (2002). Deconstructing job satisfaction: separating evaluations, beliefs and affective experiences. Human Resource Management Review, 12, 173-194, p.174

3. Brief, 1998 cited in Weiss, H. M. (2002). Deconstructing job satisfaction: separating evaluations, beliefs and affective experiences. Human Resource Management Review, 12, 173-194, p. 174

4. Weiss, H. M. (2002). Deconstructing job satisfaction: separating evaluations, beliefs and affective experiences. Human Resource Management Review, 12, 173-194

5. Cited in Thesis: An Investigation of Employee Satisfaction and Employee Empowerment specific to on-site supervisors in Residential Construction Industry by David Lars Halvorsen(Brigham Young University) in 2005

6. J. R. Hackman, G. R. Oldham (1976). "Motivation through design of work". Organizational behaviour and human performance 16: 250279. doi : 10.1016/0030-5073(76)90016-7.

7. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250-279.

8. Fried, Y., & Ferris, G. R. (1987). The validity of the Job Characteristics Model: A review and meta-analysis. Personnel Psychology, 40(2), 287-322.

CHAPTER - III RESEARCH METHODOLOGY

The methodology followed for conducting the study includes the specification of research design, sample design, questionnaire design, data collection and statistical tools used for analyzing the collected data.

RESEARCH DESIGN The study conducted was descriptive research design, where it is concerned with describing individuals characteristics with existing samples.

NATURE OF DATA The study was based both on the primary and secondary data.

SOURCES OF DATA PRIMARY DATA: The employees were the prime source of information at whom the actual study was targeted. SECONDRY DATA: The study also made use of certain details that have already been collected and analyzed by others.

SAMPLING DESIGN
POPULATION OF THE STUDY The study has been conducted among the employees at Sri Jayajothi Co & Ltd, Rajapalayam.

SAMPLE SIZE The size refers to the number of items or the units to be selected from the population or the universe to constitute a sample. For the present study, sample size includes 60 executives at Teleflo Strainers and Pressure Vessels.

PERIOD OF THE STUDY

The study is being done for a period of 45 days. That is, from 15-05-2010 to 31-06-2010.

SAMPLING TECHNIQUE The sampling technique used for the study is non-probability i.e.) convenience sampling. Convenience sampling involves the sample being drawn from that part of the population that is close to hand. That is, a sample population selected because it is readily available and convenient. This type of sampling is most useful for pilot testing.

RESEARCH INSTRUMENT AND CONTACT METHOD The employees were met during working hours in Sri Jayajothi Co & Ltd. The research instrument used is the questionnaire, which is well structured. All the dimensions of Job Satisfaction, which are relevant to the study, are included in the questionnaire.

QUESTIONNAIRE DESIGN
Questionnaire was designed in consultation with the experts of SRI JAYAJOTHI Company in such a manner that it would facilitate the respondents to reveal maximum information.

TOOLS FOR ANALYSIS


The data collected through questionnaire has been analyzed through Percentage analysis and Mean Score Value test. The analyzed data are then interpreted using Microsoft Excel. Findings, Suggestions and Conclusions are there by drawn out of it. The collected data were analyzed by using following techniques: Percentage analysis Mean Score Value

PERCENTAGE ANALYSIS

Percentage analysis helps to develop frequency distribution for different factors. The formula is: No. Of Respondents Percentage analysis = ______________________ * 100 Total No. Of Respondents

MEAN SCORE VALUE 1- Strongly Agree 2- Agree 3- Neither Agree nor Disagree 4- Disagree 5- Strongly Disagree

CHAPTER - IV ANALYSIS AND INTERPRETATION


DEMOGRAPHIC FACTOR Gender Gender helps to know the majority of people working in that organization and implicates the dominance power.

TABLE NO. 1 Gender status Gender Male Female Total Frequency 60 40 100 Percent 60 40 100

The respondents have 60% of employees were men in majority and remaining 40% of employees were women. Hence there is no dominance power the employee can feel from men or women. Chart no: 1 Gender status Marital Status Marital status implicates the number of employees who are married and who are unmarried in the organization. Table No: 2 Marital Status Marital Status Married Unmarried Total Frequency 41 59 100 Percent 41 59 100

From the table it is clear that nearly 60% of employees were unmarried and 40% of employees were married. The number of women in married factor is comparatively less compared to men. Among 40% of employee was married and in which women where more in number when compared to men. Chart no: 2 Marital status

Experience Experience comprises knowledge of or skill gained through involvement in or exposure and improves his level of confidence in his work life. They become a valuable asset to the organization in their accomplishment. Table No: 3 Experience Experience Less than 1yr 1-2 yrs 2-3yrs 3-4yrs Above 4yrs Total Frequency 18 36 26 10 20 100 Percent 18 36 26 10 10 100

More than 62% of employees have more than 1-3years of experience. There are 205 of employee who have more than 4 years of experience as many employee jumps from organization to organization. CHART NO.3 Experience

Working hours are convenient for me The employees need a convenient working hours as to engage and work effective in their workplace. Table No: 4 Working hours are convenient for me Frequency strongly agree Agree 24 32 Percent 24 32

neither agree nor disagree Disagree strongly disagree Total

18 16 10 100

18 16 10 100

From the table it is clearly evident that 34% of the respondents strongly agree that working hours are convenient from them and 32% agree with that and 18% neither agree nor disagree and 13% disagree with the working hours and 3% are strongly against working hours Chart no. 4 Working hours are convenient for me

Table No: 5 I'm happy with my work place Frequency Strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 30 39 18 8 5 100 Percent 30 39 18 8 5 100

From the table it is clear that 30% respondents strongly agree and 39% respondents agree that they are happy with their work place only 13% disagreed and 18% have no idea towards their work place. Chart No: 5 Im happy with my work place

Table No: 6 The lighting and other arrangements in the office are satisfactory Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 7 9 25 37 22 100 Percent 7 9 25 37 22 100

From the table it is quite clear that the lighting and other arrangements are not satisfied, 37% of the respondents disagreed with the question and another 22% strongly disagreed, 9% agreed with the question and 25% have no idea towards this question. Chart No: 6 The lighting and other arrangements in the office are satisfactory

Table no: 7 I feel I have too much work to do

Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 27 19 25 17 12 100

Percent 27 19 25 17 12 100

From the table it is quite clear that the work load is not high, 27% of the respondents strongly agreed with the question I feel I have too much work and another 19% agreed, 17% admits they have too much work and 25% have no idea towards this question.

Chart No: 7 I feel I have too much work to do

Table No: 8 Im satisfied with the safety measures provided by my company Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 15 39 25 13 8 100 Percent 15 39 25 13 8 100

From the table it is evident that the respondents are satisfied with their safety measures as 39% agree and 15% strongly agree. Only 13% disagree and 8% strongly disagree, 25% neither agree nor disagree.

Chart No: 8 Im satisfied with the safety measures provided by my company

Table No: 9 My relationship with my supervisor is Cordial Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 28 31 24 11 6 100 Percent 28 31 24 11 6 100

From the table it is evident that the relationship with my supervisor is Cordial by the organizations are good as 28 and 31% of the respondents agree with that and only 11& 6% disagreed and 24% neither agreed nor disagreed.

Chart No: 9 My relationship with my supervisor is Cordial

Table No: 10 My supervisor is not partial Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 30 41 16 6 7 100 Percent 30 41 16 6 7 100

From the table it is clear that supervisor is not partial because 30% of respondents strongly agreed to it and 41% agreed to it and only 13% disagreed and 16% of respondents have neither agreed nor disagreed. Chart No: 10 My supervisor is not partial

Table No: 11 My supervisor considers my ideas too while making decision Frequency Strongly agree Agree neither agree nor disagree 18 30 15 Percent 18 30 15

Disagree strongly disagree Total

19 18 100

19 18 100

From the table it is evident that the supervisors considers employees ideas as 18% were strongly agreed and 30% agreed to the question but 19% disagreed and 18% strongly disagreed this level is quite high compared to other questions.

Chart No: 11 My supervisor considers my ideas too while making decision

Table No: 12 Im satisfied with the support from my co-workers Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 26 43 26 2 3 100 Percent 26 43 26 2 3 100

From the table it is clear that 26% and 32% of the respondents agrees and only 5% disagreed and 26% neither agreed nor disagreed.

Chart No: 12

Im satisfied with the support from my co-workers

Table No: 13 People here have concern for one another and tend to help one another Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 21 47 16 9 7 100 Percent 21 47 16 9 7 100

From the table it is clear that relation is People have concern for one another and tend to help one another is quite good as nearly 68% of the respondents agree that they are satisfied with support from co-workers and only 15% disagreed and 16% have no answer to this.

Chart No: 13 People here have concern for one another and tend to help one another

Table No: 14 Im satisfied with the refreshment facilities

Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 16 21 29 19 15 100

Percent 16 21 29 19 15 100

From the table it is clear that employees are with the refreshment facilities as 16% strongly agreed and 21% agreed and only 19% disagreed and 29% neither agreed nor disagreed.

Chart No: 14 Im satisfied with the refreshment facilities

Table No: 15 We are provided with the rest and lunch room and they are good Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 9 20 30 26 15 100 Percent 9 20 30 26 15 100

From the table it is clear that the rest and lunch room offered by the company as 26% of respondents disagreed and 15% strongly disagreed and 30% neither agreed nor disagreed and only 20 agree. Chart No: 15 We are provided with the rest and lunch room and they are good

Table No: 16 The parking facilities provided for our vehicles are satisfactory Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 5 19 0 0 0 100 Percent 20.8 79.2 0 0 0 100

From the table it is quite evident that 20.8% strongly agreed and 79.2% of the respondents agreed with the parking facilities provided for vehicles. Chart No: 16 The parking facilities provided for our vehicles are satisfactory

Table No: 17 I fell I'm paid a fair amount for the work I do Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 15 39 25 13 8 100 Percent 15 39 25 13 8 100

From the table it is evident that the respondents are satisfied as 39% agree and 15% strongly agree. Only 13% disagree and 8% strongly disagree, 25% neither agree nor disagree.

Chart No: 17 I fell I'm paid a fair amount for the work I do

Table No: 18 I'm satisfied with the chances for my promotion Frequency strongly agree Agree neither agree nor disagree 27 43 13 Percent 27 43 13

Disagree strongly disagree Total

9 8 100

9 8 100

From the table it is quite clear that employees are satisfied with their chances for promotion as 43% agree and 27% strongly agree. Only 9% disagree and 8% strongly disagree, 13% neither agree nor disagree. Chart No: 18 I'm satisfied with the chances for my promotion

Table No: 19 The salaries we receive are good as other organizations offer pay to their employees Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 27 37 26 6 4 100 Percent 27 37 26 6 4 100

From the table it is quite clear that the salary in this organization is at par to the industry as 37% agree and 27% strongly agree. Only 6% disagree and 4% strongly disagree, 26% neither agree nor disagree. Chart No: 19 The salaries we receive are good as other organizations offer pay to their employees

Table No: 20 I'm satisfied with the allowances provided by the organization Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 19 42 21 11 7 100 Percent 19 42 21 11 7 100

From the table it is clear that the employees are satisfied with the allowances and other benefits provided by the organization as 42% agree and 19% strongly agree. Only 11% disagree and 7% strongly disagree, 21% neither agree nor disagree. Chart No: 20 I'm satisfied with the allowances provided by the organization

Table No: 21 I feel my boss motivate me to achieve the organizational goals Frequency strongly agree 11 Percent 11

Agree neither agree nor disagree Disagree strongly disagree Total

33 25 22 9 100

33 25 22 9 100

From the table it is evident that employees boss are motivating to achieve organizational goals as 33% agree and 11% strongly agree. 22% disagree this is quite high compared to other factors and 9% strongly disagree and 25% neither agree nor disagree.

Chart No: 21 I feel my boss motivate me to achieve the organizational goals

Table No: 22 I feel that recognize, reward and promote based on my performance Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 18 44 18 13 7 100 Percent 18 44 18 13 7 100

From the table it is evident that employees are recognized, rewarded and promoted based on performance as 44% agree and 18% strongly agree. Only 7% strongly disagree and 7% disagree, 18% neither agree nor disagree.

Chart No: 22

I feel that recognize, reward and promote based on my performance

Table No: 23 My supervisor motivates me to increase my efficiency at times when Im not productive Frequency Strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 30 39 18 8 5 100 Percent 30 39 18 8 5 100

From the table it is clear that 30% respondents strongly agree and 39% respondents agree, 13% disagreed and 18% have no idea.

Chart No: 23 My supervisor motivates me to increase my efficiency at times when Im not productive

Table No: 24

Communication seem good within this Organization Frequency Strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 20 31 28 13 8 100 Percent 20 31 28 13 8 100

From the table it is clear that 20% respondents strongly agree and 31% respondents agree that the Communication is good within the Organization 13% disagreed and 28% have no idea.

Chart No: 24 Communication seem good within this Organization

Table No: 25 Work assignments are explained clearly to me Frequency Strongly agree Agree neither disagree Disagree strongly disagree agree nor 25 39 18 11 7 Percent 25 39 18 11 7

Total

100

100

From the table it is clear that 25% respondents strongly agree and 39% respondents agree that their work assignments are explained clearly to me 11% disagreed and 18% have no idea.

Chart No: 25 Work assignments are explained clearly to me

Table No: 26 In the last three months, my superior has talked to me about my progress. Frequency Strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 21 41 18 14 6 100 Percent 21 41 18 14 6 100

From the table it is clear that 21% respondents strongly agree and 42% respondents agree that in last three months, superior has talked to me about my progress, 14% disagreed and 18% have no idea.

Chart No: 26 In the last three months, my superior has talked to me about my progress.

Table No: 27 I generally feel that I am involved in decision making Frequency Strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 30 39 18 11 2 100 Percent 30 39 18 11 2 100

From the table it is clear that 30% respondents strongly agree and 39% respondents agree that they generally feel that they are involved in decision making and only 11% disagreed.

Chart No: 27 I generally feel that I am involved in decision making

Table No: 28 I generally feel that I am involved in Board level participation, Ownership participation, Job enlargement and enrichment, Suggestion schemes.

Frequency Strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 29 40 13 8 10 100

Percent 29 40 13 8 10 100

From the table it is clear that 29% respondents strongly agree and 40% respondents agree that they are generally feel that they are involved and 13% only disagreed.

Chart No: 28 I generally feel that I am involved in Board level participation, Ownership participation, Job enlargement and enrichment, Suggestion schemes.

Table No: 29 Participation makes me more responsible Frequency Strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 28 39 8 10 15 100 Percent 28 39 8 10 15 100

From the table it is clear that 30% respondents strongly agree and 39% respondents agree that Participation makes me more responsible, 13% only disagreed.

Chart No: 29 Participation makes me more responsible

Table No: 30 I have access to and sharing of management level information. Frequency Strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 32 37 5 11 15 100 Percent 32 37 5 11 15 100

From the table it is clear that 32% respondents strongly agree and 37% respondents agree that have access to and sharing of management level information and only 13% disagreed.

Chart No: 30 I have access to and sharing of management level information.

Table No: 31 I love my job and to work in this Organization Frequency Strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 20 39 28 8 5 100 Percent 20 39 28 8 5 100

From the table it is clear that 20% respondents strongly agree and 39% respondents agree that they love job and to work in this Organization and only 13% disagreed.

Chart No: 31 I love my job and to work in this Organization

Table No: 32 Have adequate opportunity to use my Ability Frequency Strongly agree Agree 28 30 Percent 28 30

neither agree nor disagree Disagree strongly disagree Total

23 12 7 100

23 12 7 100

From the table it is clear that 28% respondents strongly agree and 30% respondents agree that adequate opportunity to use ability and only 12% disagreed.

Chart No: 32 Have adequate opportunity to use my Ability

Table No: 33 Overall I'm satisfied with my job Frequency strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 21 33 25 15 6 100 Percent 21 33 25 15 6 100

From the table it is evident that Overall satisfactions of the respondents are good as 33% agree and 21% strongly agree. Only 6% strongly disagree and 15% disagree and 25% neither agree nor disagree. Chart No: 33 Overall I'm satisfied with my job

MEAN SCORE VALUE


SA - Strongly Agree (5) A Agree (4) NAND - Neither Agree nor Disagree (3) DA Disagree (2) SDA - Strongly Disagree (1) MSV Mean Score Value

Work Environment and Nature of Work

S.NO 1 2 3

Particulars SA Working hours are convenient for 24 me I am happy with my work place 30 The lighting and other 7 arrangements in the office are satisfactory I feel I dont have too much work 12 to do Im satisfied with the safety 15

A 32 39 9

NAND DA 18 16 18 25 8 37

SDA 10 5 22

MSV 3.44 3.81 2.42

4 5

17 39

25 25

19 13

27 8

2.68 3.40

measures company

provided

by

my

Relationship with Supervisors and Colleagues

S.NO 1

Particulars My relationship with supervisor is Cordial

SA my 28

A 31

NAND DA 24 11

SDA 6

MSV 3.64

2 3

My supervisor is not partial too while making decision

30 My supervisor considers my ideas 18 Im satisfied with the support from 26 my co-workers People here have concern for one 21 another and tend to help one another

41 30

16 15

6 19

7 18

3.81 3.11

4 5

43 47

26 16

2 9

3 7

3.87 3.66

Welfare Facilities

S.NO 1 2

Particulars SA Im satisfied with the refreshment 16 facilities We are provided with the rest and 9 lunch room and they are good The parking facilities provided for 5 vehicles are satisfactory

A 21 20

NAND DA 29 19 30 26

SDA 15 15

MSV 3.04 2.82

19

4.21

Pay and Promotion

S.NO 1 2 3

Particulars SA I feel Im being paid a fair amount 15 for the work I do Im satisfied with my chances for 27 promotion The salaries we receive are good 27 as other organizations pay to their employees Im satisfied with the allowances 19 provided by my organization

A 39 43 37

NAND DA 25 13 13 26 9 6

SDA 8 8 4

MSV 3.4 3.72 3.77

42

21

11

3.55

Communication and Motivation S.NO 1 2 3 Particulars SA I feel that my Boss motivate me to 11 achieve the organization goal I feel that recognize, reward and 18 promote based on my performance My supervisor motivates me to 30 increase my efficiency at times when Im not productive 4 Communication seem good within 20 this Organization 5 6 Work assignments are explained 25 clearly to me In the last three months, my 21 superior has talked to me about my progress. 39 41 18 18 11 14 7 6 3.64 3.57 31 28 13 8 3.55 39 18 8 5 3.81 A 33 44 NAND DA 25 22 18 13 SDA 9 7 MSV 3.15 3.53

Workers participation S.NO 1 2 Particulars SA I generally feel that I am involved 30 in decision making I generally feel that I am involved 29 in Board level participation, Job Ownership participation, A 39 40 NAND DA 18 11 13 8 SDA 2 10 MSV 3.84 3.70

enlargement 3 4

and

enrichment, me more 28 39 37 8 5 10 11 15 15 3.55 3.60

Suggestion schemes. Participation makes

responsible I have access to and sharing of 32 management level information.

Job factors S.NO 1 2 3 Particulars SA I love my job and to work in this 20 Organization Have adequate opportunity to use 28 my Ability Overall I'm satisfied with my job 21 A 39 30 33 NAND DA 28 8 23 25 12 15 SDA 5 7 6 MSV 3.61 3.60 3.48

CHAPTER - V SUMMARY FINDINGS

The respondents are satisfied with the environment and nature of work factors. The respondents relationship with the superiors and colleagues are quite good. The Respondents are not provided with proper welfare facilities that are the reason the mean value is quite high.

The communication and motivation of employees by their superiors in this organization is reasonably satisfied. The Pay and promotion activities in this organization are also good. The Respondents are overall satisfied with their job is an agreeable level. The Parking facilities provided by the organization are good thats most respondents agree with this question. The refreshment facilities are also need to be improved because most of the employees are dissatisfied on this factor. The Rest room facilities in the company are not good and they are not satisfied with the lunch facilities.

SUGGESTION
Some of the welfare facilities like rest rooms and lunch rooms can be improved for the employees. As per the employee reference given for the question the refreshment facilities can be improved for them. Lighting and other arrangements can also be improved for the employees.

CONCULSION
1. The satisfaction levels of employees on various factors are measured. 2. The satisfaction levels of employees on experience have an effect on Job Factors. 3. The satisfaction levels of employees among various different age groups are measured. 4. The satisfaction levels of employees on various factors like the environment and nature of work factors, the superiors and colleagues are quite good, parking facilities and the Pay and promotion are good and employees are satisfied with the facility provided by the company.

BIBILOGRAPHY
Books

Web site

QUESTIONNAIRE
1. Name: 2. Age:

3. Gender:

Male

Female Under graduation Unmarried Post graduation

4. Education Qualification: 5. Marital Status: 6. Years of experience: A) Less than 1yr B) 1-2 yrs Married

C) 2-3 yrs

D) 3-4 yrs

E) Above 4yrs

7. How do you view this job? (a) CHALLENGING (c) MOTIVATING (b) RESPONSIBLE (d) SECURED

Please indicate your level of agreement in connection with various factors:


1. Strongly agree 2. Agree 3. Neither agree nor disagree 4. Disagree 5. Strongly Disagree

Work Environment and Nature of Work S.NO. 1 2 3 4 5 Particulars Working hours are convenient for me Im happy with my work place The lighting and other arrangements in the office are satisfactory I feel I have too much work to do Im satisfied with the safety measures provided by my company 12345

Relationship with Supervisors and Colleagues S.NO. Particulars 6 My relationship with my supervisor is Cordial 12345

7 8 9 10

My supervisor is not partial My supervisor considers my ideas too while making decision Im satisfied with the support from my co-workers People here have concern for one another and tend to help one another

Welfare Facilities S.NO Particulars 11 Im satisfied with the refreshment facilities 12 We are provided with the rest and lunch room and they are good 13 The parking facilities provided for our vehicles are satisfactory 12345

Pay and Promotion S.No Particulars 12345 14 I feel Im being paid a fair amount for the work I do 15 Im satisfied with my chances for promotion 16 The salaries we receive are good as other organizations pay to their 17 employees Im satisfied with the allowances provided by my organization

Communication and Motivation S.No Particulars 18 19 20 I feel that my Boss motivate me to achieve the organization goal I feel that recognize, reward and promote based on my performance My supervisor motivates me to increase my efficiency at times when Im not productive 21 22 23 Communication seem good within this Organization Work assignments are explained clearly to me In the last three months, my superior has talked to me about my progress. 12345

Workers participation

S.No Particulars 1 2 3 4 5 24 I generally feel that I am involved in decision making 25 I generally feel that I am involved in Board level participation, Ownership participation, Job enlargement and enrichment, Suggestion 26 27 schemes. Participation makes me more responsible I have access to and sharing of management level information.

Job factors S.NO. 28 29 30 Particulars I love my job and to work in this Organization Have adequate opportunity to use my Ability Overall, Im satisfied with my job 1 2 3 4 5

Suggestion if any: