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1 INTRODUCTION OF THE STUDY Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures Support that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work. Employee satisfaction In short, then, there are five actions organizations should take to reduce attrition and improve employee satisfaction: 1. Demonstrate to employees that the company cares about them, wants them to advance in their careers and will help them satisfy their need for personal growth. 2. "Walk the talk" by not only communicating the corporate strategy but by also ensuring that it is applied consistently throughout the organization, including making the rewards system consistent with strategic goals. 3. Watch for and eliminate all inconsistencies between promoting a belief in employees and managerial behavior or policies that undermines that commitment. 4. Fight attrition with smart training that is not only relevant but helps broaden employee experiences and provides development opportunities. 5. Weed out poor managers because many employees leave their jobs because they are unhappy with their bosses - remember the adage that "people don't leave their jobs, they leave their managers."

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Seven Ways to Improve Employee Satisfaction Employee attitudes typically reflect the moral of the company. In areas of customer service and sales, happy employees are extremely important because they represent the company to the public. Satisfaction, however, is not linked solely to compensation. Sure, a raise or benefits will probably improve employee contentment, at least temporarily, but small, inexpensive changes can have a long-term impact. 1.Give Employees More Control "Happiness is affected by [employee's] sense of control over their lives," says Rubin. Employers should look for ways to give employees more control over their schedules, environment, and/or work habits. For instance, employers could offer alternative work schedules such as flextime or telecommuting. Today's employees have demanding schedules outside of work, and many workers appreciate a boss who considers work-life balance. 2.Ease Commuting Stress According to the U.S. Census Bureau, 86.5% of workers over the age of 16 drive to work, whether carpooling or driving alone. "Bad commutes are a major source of unhappiness. People feel frustrated, powerless, and stressed," states Rubin. 3.Stop Wasting Time Tight deadlines are another major sources of stress for many employees. Employers can ease this stress by freeing up more time. For instance, employers can make meetings shorter and more efficient. Consider tricks that sound silly but are actually effective such as having a meeting with no chairs. People will be more likely to stick to the necessary agenda when they have to stand the entire meeting.

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4.Encourage Social Connections Socialization is a key component of happiness. "Interacting with others gives people a boost in mood – surprisingly, this is true even for introverts," writes Rubin. 5.Promote Good Health Poor health is not only damaging to employees, it is detrimental to businesses. "Corporations pay a heavy cost for stress-related illnesses, such as hypertension, gastrointestinal problems, and substance abuse," says Rubin. 6.Create an Atmosphere of Growth Jobs are more than a source of income. Jobs are a venue for employees to grow and learn. In a survey about employee motivation, employees ranked job characteristics that motivated them. Surprisingly, high wages and promotion were not in the top three. Instead, the number one desire was "Full Appreciation of Work Being Done." 7.Break Up Routines Surprises add spark to all areas of life, including the workplace. "Even a small treat can boost people's happiness – and people get a bigger kick from an unexpected pleasure," says Rubin.

Employees with higher job satisfaction
• Believe • Care

that the organization will be satisfying in the long run.

about the quality of their work. and deliver superior value of the customer. committed to the organization. retention rates and are more productive.

• Create

• Are more

• Have higher

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1.2 COMPANY PROFILE Proteck is a multi product engineering company that manufactures machinery & software for diverse industries. Our product lines include printing machinery, packaging machinery, CNC machine tools and CAD/CAM software. We also provide contractmanufacturing services. Proteck products are operational in more than 20 countries worldwide. Cutting edge product performance and market leading value distinguish our products in our markets. A two-decade tradition of customer centric business practice has earned us respect & reputation in markets worldwide. As a technology driven group, we are on the trajectory of extreme growth in the first decade of the new era.

AIM/VISION/ MISSION “We are committed to delighting our customers through industrial excellence and innovative application of technology, powering growth with performance and experiencing exhilaration in our path breaking work”.

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the marketing arm incorporated 2000 CNC machine manufacture commenced participation in Drupa 2000 2001 Inaugurated new production facility over 4000 plate making systems installed worldwide 2003 Packaging machinery product line commenced 5 .HISTORY 1985 Proteck circuits & systems incorporated.H. Exposure units for plate making introduced with M. light sources 1988 Expanded product line to include film exposure and plate processing equipment 1990 First export of processor to the united states of America 1992 First CNC machine introduced in our facility 1995 First Drupa participation 1997 Export of products to Japan for printing machinery 1998 Proteck machinery.

We welcome other international companies to explore business possibilities with us both in the Indian and in the international markets. with a focus on metal fabricating industry. LTD. proteck is looking forward to the future with great expectations as we approach our business with confidence and resolve. Besides marketing group manufactured products. NTC corporation and others. (PMPL) Proteck machinery the marketing arm of the group has sales offices and service support infrastructure throughout India. FERAG AG. 6 . and business excellence while recognizing our social responsibilities as a good corporate citizen. INDIA METAMATION SOFTWARE PVT. it accesses the sophisticated manufacturing markets in Japan and USA. With an average employee age of 26. GROUP OF COMPANIES PROTECK MACHINERY PVT. the company sells and services a wide range of printing machinery and machine tools from such international heavy weights as Mitsubishi heavy industry. Through its subsidiary companies. We therefore expect extreme performance from ourselves and look to leap ahead on the strengths of our innovation.2004 Drupa 2004 participation THE ROAD AHEAD With 20 years of success in business and with a desire to grow further in the global market. the core of the company is young at heart and ambitious to grow. LTD Metamation develops CAD/CAM software for design and manufacturing automation. robotics and laser cutting. Its also develops programming tools for CNC machines.

PROTECK INTERNATIONAL LIMITED Proteck international limited is sales and service organization of the group supporting the European marketing.3 INDUSTRY PROFILE PRINTING MACHINERY PRE PRESS Pre-press equipment such as processors for CTP and conventional technologies. 7 . With an installed base of 2000 machines worldwide. our reputation precedes us wherever we go. 1.

 Paper cutting machine  Flexo coater/UV coater PRESS ACCESSORIES Accessories for use on offset presses are manufactured to exacting international standards. including servo-driven axes. Auxiliary equipment includes paper jogging and pile handling equipment. A line of link temperature and dampening control equipment are also produced  Press accessories 8 . we expect to carve a significant market share worldwide. Plate exposure  Plate processors  Vision bender  Vision punch PRESS Proteck’s new stop motion screen press is one of the most innovative offerings in the market place. no adjustment for knife grind and enhanced safety for operator and machine. first in the world features such as programmable knife velocity and clamp pressure. These products include various types of drying and UV curing equipment for in line use on presses. double diameter cylinders and sophisticated automation.  Stop cylinder screen press POST PRESS Our line of cutting machines and auxiliary equipment for paper incorporates innovative design enhancing performance and again. Incorporating several global firsts. blanket and impression cylinder washing devices as well as chamber coaters with anilox rolls.

special configurations and shop floor automation are offered. High-speed spindles.  Vertical machining center 1. These high rigidity machines are the backbone of any manufacturing economy. Extensive automation.CNC MACHINERY CNC Turning Centers A full line of CNC turning machines with swings up to 1m and 3m length are produced.  Secondary objective: 9 . high rapid traverse rates and others productivity enhancing design aspects are continuously applied.4 OBJECTIVES OF THE STUDY  Primary objective: This study is to find out the employee satisfaction in Proteck circuits and systems(PCS).  Single turret series  Twin turret series CNC machining centers High performance machining centers are produced incorporating the latest advancements in the metal cutting industry.

5 NEED OF THE STUDY o The Employee satisfaction is an important for an organization. o This study helps to measured. o The employee confidence level will be measured of their job. 1. o The employee communication level will be improved in this organization. o To analyze the employees needed in the organization.6 SCOPE OF THE STUDY 10 .o To find out the employee working conditions and facilities provided in the organization. the availability of facilities in the organization. o To know the industrial relationship among the employees. 1. o To study the employees motivational level. It helps to identify the level of satisfaction for an employee and their working conditions at the present of this organization.

o Some of the respondent refuses to fill the questionnaire because they consider it as a waste of time. o The respondents were not very frank in answering the questions because of their superiors. which creates to increase the organization productivity. 1. o Data depend on the employees view which may be biased. o Some of the employees could not answer some questions. o This study helps to make any future improvements for an employee in this organization. o This study helps to make a good industrial relationship among the employees in this organization.7 LIMITATION OF THE STUDY o Most of the employees did not come forward to give opinion about the management. o The data is collected within a limited period of time. It is based upon the satisfaction level of an employee.o This study based upon employee satisfaction with reference to PCS. 11 .

sociological. Simply put: happy.2. This success derives from a synergy of inputs. Employee satisfaction. and positive employee morale in the workplace. and expectations. including the work of employees who are dedicated. While not quantifiable as a line item.1 REVIEW OF LITERATURE Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation. while generally a positive in your organization. offering above industryaverage benefits and compensation. land positive management within a success frame work of goals. Companies are responsible for creating and maintaining a positive and supportive workplace environment through ethically responsible policies. secure workers are productive workers. measurements. Employee Satisfaction In An Environment Of Change This paper analyses how corporations may maintain employee job satisfaction in an everincreasing environment of economic. providing regular employee recognition. empowering employees. From the Paper While the profitability of corporations is typically measured in dollars. Factors contributing to employee satisfaction include treating employees with respect. and a management team that understands how to inspire competent and motivated performance through sensitive and responsive management of a continually changing work place. an 12 . employee goal achievement. global and organizational change. fair compensation and proactive management. can also be a downer if mediocre employees stay because they are satisfied with your work environment. providing employee perks and company activities. skilled and knowledgeable. overall success can be measured in terms of profitability plus the attainment of organizational goals. The cost of socially-responsible management is an investment: the work place environment directly impacts the motivation and productivity of the work force.

This triangle proves to be indispensable to company performance as it allows employees to account for more difficult tasks. The first one consists of preparing an individual’s mind in a frame work which is different from the organization. 2. it responds to legislative requirements regarding health or safety.accel-team.com/human-resources/hrm-07.3 Managing Employee Benefits 13 . it accommodates newcomers to the organization’s performance standards and helps them act within the same competitive pattern responsible for the company’s success. The author analyzes the correlation between employee development and customer satisfaction. understanding and awareness” (http://www.1. The author concludes that employee development has become a necessity for surviving in a complex and dynamic environment that continually poses new challenges to the organizations acting within its framework. a clear delimitation should be made among three concepts that people often confuse. while the third is the natural result of the first two and is represented by “the growth of the individual in terms of ability. it enhances the organization’s efficiency and effectiveness. These are education.2 Employee Development This paper describes various methods of employee training and development. From the Paper “First of all. According to Alan Reder in his book In Pursuit of Principle and Profit (1994).attitude of responsibility to workers and to the workplace environment has a noticeable effect of the corporate bottom line. and development. training.” Tags: employee development human resources management company performance 2. suggesting that employees may have a higher ability and willingness to solve crises encountered because of training courses that are encouraged.html). responsible policies ensure that every quality of a company will emerge over time and greatly increase company chances of long-term success. knowledge or attitudes for appropriately achieving a certain task within an organization. The second refers to attending courses aimed at improving skills. and sets an adequate framework for informing employees on changes that have been made and the courses they have to attend in order to cope with modifications.1.

L The paper shows that differences in centralized versus decentralized communication strategies can often result in mixed messaging to key constituents. The paper concludes that. pension plans. The social security. since employee satisfaction is essential to reduced levels of burnout and employee attrition.” Tags: satisfaction job pension contributions insurance. Delivery methods and issues of inconsistency can also be measured in terms of overall employee satisfaction. A critical aspect of this support is communication. unemployment insurance and worker compensations have helped the nation provide a basic social security umbrella for its citizens. contributions payable and benefits available to employees.4 Employee Communication This paper examines the issue of employee communication. Communication in general determines the standard by which individuals see the vision of the organization and the vision of each functional team within it. Even now the unemployed and others who do not have a minimum health and social security cover are estimated to be as many as 40 millions. which can have a sustained impact on reputation. L.The paper reviews the various types of benefits available to people working in United States. between face time and electronic or paper communications is essential for good management. the need to balance delivery methods. to ensure that all agent views are seen as essential 14 . It also discusses the advantage of offering an attractive employee benefit package and its role in employee satisfaction and job retention. The paper reviews the mandatory and voluntary benefits. From the Paper “The mandatory benefit contributions are unavoidable for both employers and employees. Communication must occur at every level. It points out that research in areas of employee communication suggests that successful communication strategies must include a decisive effort to connect management’s vision with employees at every level. 2.1. From the Paper “Each level of an organization requires support from above and below to function.

L On the other hand. Some employees are influenced by others who are dissatisfied with their job. if the employee believes that their job is boring or demanding a negative attitude will develop. “Generally. nearly all people develop an opinion about their job. The communication of changing vision is particularly important as organizations are increasingly involved in transitional cultures that can and often do change the traditional models of vision that employees have been working towards. they are more likely to work hard and attend work consistently. 2007). (2002). while other employees develop their opinion based on their values. If an employee believes that their job is interesting and fun. it recommends a variety of ways that the author’s employer can improve and maintain employee productivity and satisfaction within the workplace. & Mullen. In today’s work environment. According to Steve Jex.to the whole of the process vision. (Sattler.” Tags: motivation job 15 . whether it’s negative or positive. T. the more satisfied they tend to be…When employees feel satisfied they will be less likely to leave”. L This paper discusses the connection between satisfaction and productivity. It also describes the methods used by the author’s employer to encourage and motivate employees to be productive. leading to a decrease in productivity. J. cognitive and behavioral. From the Paper “Job satisfaction is determined by two components. Tags: managing organization 2.5 Job Satisfaction And Productivity Employee satisfaction and productivity plays a significant role within the workplace. the more productive people are. Based on research. cognitive is what the employee believes about their job and behavioral is influenced by job satisfaction.1.

3. It is a plan of action for a research project and explains in detail how data are collected and analyzed.2.2.1 RESEARCH DESIGN A research design is a plan that specifies the objective of the study.1 RESEARCH METHODOLOGY Research is an art of scientific investigation. In these study 100 employees of PROTECK SYSTEM & CIRCUIT PVT LTD was selected as sample size.2 DATA COLLECTION 3.3. This research study is a descriptive research study.1 Sample size It refers to the number of items to be selected from the universe to constitute as a sample. According to Redman and moray defines research as a “systematic effort to gain knowledge”. 3.1 Primary data The primary data are collected from the employees of PROTECK SYSTEM & CIRCUIT PVT LTD through a direct structure questionnaire. magazines. 3.3 SAMPLING TECHNIQUE 3. articles were used widely as a support to primary data. “A research design is an arrangement of condition for collection and analysis of data in a manner that aims to combined relevance to research purpose with economy in procedure”. websites. method to be adopted in the data collection. 16 . 3. Research methodology is way to systematically solve the research problem. tools in data analysis and hypothesis to be framed.2 Secondary data Company profiles. 3.

Each and every item of population has equal chance to be included in the sample. It is used to classify the opinion of the respondent for different factors. Dichotomous questions.4 STATIATICAL TOOLS USED To analyze and interpret collected data the following statistical tools were used. Percentage analysis 2. 3. The questionnaire consists of a variety of questions presented to the employees for the response. 1. This method is also called as the method of chance selected. 3. multiple choice questions.3. 3.2 Sample design The sampling technique used in this study is simple random sampling method. It is calculated as. Chi – square analysis 3. Weighted average method 3.3. rating scale questions were used in constructing questionnaire.1 Percentage analysis The percentage is used for making comparison between two or more series of data.4.4 Questionnaire The questions are arranged in logical sequence. There are four production centers for the organization for this study I have taken only employee in one production center. of respondents favorable Percentage of respondent = --------------------------------------Total no of respondents 17 X 100 .3 Population design The population of this study is the total employee in the company. It is finite population.3. No.3.

Therefore it is a measure to study the divergence of actual and expected frequencies.3. 18 . This tool is used to find the rank given by the respondents to the performance appraisal.2 Weighted average method The weighted average method can be calculated by the following formula.4. If the calculated value is greater than the tabulated value then the difference between the observed frequency and the expected are significant. The degrees of freedom is (n-2) where ‘n’ is number of observed frequencies and in case of contingency table the degrees of freedom is (C-1) (R-1) where C is number of columns and R is number of rows. The formula for computing chi – square is as follows.3 Chi – square analysis Chi – square analysis is to test the goodness of fir to verify the distribution of observed data with assumed theoretical distribution. The calculated value of chi – square is compared with the table of chi – square for the given degrees of freedom at the specified level of significance. It can be calculated as XW = ∑WX/∑X Here XW represent the weighted average X represents the value of variable W represents the weight given to the variable 3.4.

It is used to find the relation between welfare satisfaction and work satisfaction it is used to find the relation between experience of respondents and work satisfaction 19 .It is used to find the relation between communication in work place and work satisfaction.

1 GENDER OF THE RESPONDENT Inference: It shows that 70% of the respondents are male and 30% of the respondents are female in the organization. TABLE 4.4.2 AGE OF THE RESPONDENT 20 .1 DATA ANALYSIS AND INTERPRETATION TABLE 4.1 Gender Male Female Total GENDER OF THE RESPONDENT No of respondents 70 30 100 Percentage of respondents 70 30 100 FIGURE 4.

2 AGE OF THE RESPONDENT Inference: It shows that 44% of the respondents between 25 years to 35 years.3 Education level Up to school Diploma EDUCATION QUALIFICATION No of respondent 33 28 21 Percentage 33 28 . TABLE 4.Age in years Less than 25 years Between 25years to 35 years Above 35 years Total No of the respondents 21 44 35 100 Percentage 21 44 35 100 FIGURE 4. 35% are above 35 years in the organization. 21% are less than 25 years.

20% are Undergraduates and others stands 19% in the organization. 28% are diploma.UG Others Total 20 19 100 20 19 100 FIGURE 4.4 Experience Less than 2 years 2years to 5 years More than 5 years Total EXPERIENCE OF THE RESPONDENT No of respondent 20 48 32 100 22 Percentage 20 48 32 100 . TABLE 4.3 EDUCATION QUALIFICATION Inference: It shows that 33% of the respondents are completed up to school.

5 Working department Production Sales Administration Engineering WORKING DEPARTMENT No of respondent 36 20 24 20 23 Percentage 36 20 24 20 .4 EXPERIENCE OF THE RESPONDENT Inference: It shows that 48% of the respondents are having 2 to 5 years of the experience. 32% of the respondents are having more than 5 years of the experience and remaining 20% respondents having less than 2 years experience.FIGURE 4. TABLE 4.

and 20% of respondent are working in engineering department. 24% of respondent are working in administrative.Total 100 100 FIGURE 4.5 WORKING DEPARTMENT Inference: From the above table it shows that 36% of respondent are working in production department. 20% of respondent are working in sales department. TABLE 4.6 Working position Worker Employer Management Total WORKING POSITION No of respondent 36 40 24 100 24 Percentage 36 40 24 100 .

FIGURE 4.7 WORKING DURATION PERIOD No of respondents 21 39 40 100 percentage 21 39 40 100 Working duration position More than 12 months More than 3 years More than 6 years Total 25 . and 24% of respondents are management staff. 40% of respondent are employer. TABLE 4.6 WORKING POSITION Inference: It is inferred that 36% of respondent are workers.

39% of respondent have work experience for more than 3 years.8 Job satisfaction Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total JOB SATISFACTION LEVEL No of respondents 31 25 22 12 10 100 26 Percentage 31 25 22 12 10 100 . and 40% of respondent have work experience for more than 6 years TABLE 4.7 WORKING DURATION PERIOD Inference: It is inferred that 21% of respondent have work experience for more than 12 months.FIGURE 4.

TABLE 4.9 LIKE LEAST/MOST ABOUT THEIR JOB 27 .8 JOB SATISFACTION LEVEL Inference: It is inferred that 31% of respondents are highly satisfied with their job. and 10% of respondents are highly dissatisfied with their job.FIGURE 4.9 Least/most about job Basic payment Working environment Co-operation among employs Personal career development Total LIKE LEAST/MOST ABOUT THEIR JOB No of respondents 25 30 30 15 100 Percentage 25 30 30 15 100 FIGURE 4. 22% of respondents are neutral with their job.25% of respondents are satisfied with their job.12% of respondent are dissatisfied with their job.

10 Responsible persons Superior Supervisor HR manager Total RESPONSIBLE AUTHORITIES OF EMPLOYEES No of respondents 40 36 24 100 Percentage 40 36 24 100 FIGURE 4. and 15% of respondents are satisfied with their personal career development. 30% of respondents are satisfied with co-operating among employees.10 RESPONSIBLE AUTHORITIES OF EMPLOYEES 28 . 30% of respondents like their working environment. TABLE 4.Inference: It is inferred that 25% of respondents are satisfied with their basic payment.

36% of respondent says that they are responsible to supervisors. and 24% of respondents says they are responsible to HR manager.Inference: It is inferred that 40% of respondent says that their responsible authority are supervisors.11 GOOD COMMUNICATION OPPURTUNITIES 29 .11 Communication opportunities Very good Good Neutral Bad Total GOOD COMMUNICATION OPPURTUNITIES No of respondents 33 21 25 21 100 Percentage 33 21 25 21 100 FIGURE 4. TABLE 4.

TABLE 4. and 21% of respondents says they don’t get opportunities to communicate with higher authorities.Inference: It is inferred that 33% of respondent says they get very good opportunities.12 DECISION AUTHORITY FOR THE PROBLEMS 30 . 21% of respondent says they get good opportunities.12 Decision authority Human resource Superiors Supervisors Total DECISION AUTHORITY FOR THE PROBLEMS No of respondents 44 20 36 100 percentage 44 20 36 100 FIGURE 4. 25% of respondents says they get normal/neutral opportunities.

20% of respondents says superiors are the deciding authority.Inference: It is inferred that 44% of respondents says the human resource person are the deciding authority.13 THE REASON FOR FEAR AND FAILURES IN THE JOB Reason for fear & failures Improper training Lack of concentration Overstress Lack of confidence in beginners level Total No of respondents 20 18 42 20 100 Percentage 20 18 42 20 100 31 . and 36% of respondents says the supervisors are the deciding authority. TABLE 4.

TABLE 4.13 THE REASON FOR FEAR AND FAILURES IN THE JOB Inference: It is inferred that 20% of respondents says improper training is the reason for fear and failures. and 20% of respondents says lack of confidence in beginners level is the reason for fear and failures. 42% of respondents says overstress is the reason fear and failures.FIGURE 4.14 REST TIME GIVEN 32 . 18% of respondents says lack of concentration is the reason for the fear and failures.14 Rest time given 10 minutes 15 minutes 30 minutes Total REST TIME GIVEN No of respondent 36 40 24 100 Percentage 36 40 24 100 FIGURE 4.

40% of respondents were given rest time of 15 minutes.15 THE INCREMENT FROM THE BASIC PAY 33 . TABLE 4.Inference: It is inferred that 36% of respondents were given rest time.15 THE INCREMENT FROM THE BASIC PAY Basic pay increment Aggressive increment Moderate increment Poor increment Total No of respondents 36 33 31 100 Percentage 36 33 31 100 FIGURE 4. and 24% of respondent were given rest time of 30 minutes.

33% of respondents says there is moderate increment from the basic pay.16 ADEQUATE PROTECTIVE EQUIPMENT PROVIDED Yes/no Yes No Total No of respondent 53 47 100 Percentage 53 47 100 FIGURE 4.16 ADEQUATE PROTECTIVE EQUIPMENT PROVIDED 34 .Inference: It is inferred that 36% of respondents says that there is aggressive increment from the basic pay. TABLE 4. and 31% of respondents has got poor increment from the basic pay.

17 RETIREMENT POLICIES PROVIDED 35 .Inference: It is inferred that 53% of respondents says that they are provided with protective equipment where as 47% of respondents says no to this statement.17 Satisfaction level Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total RETIREMENT POLICIES PROVIDED No of respondents 24 30 20 14 12 100 Percentage 24 30 20 14 12 100 FIGURE 4. TABLE 4.

18 SATISFACTION LEVEL WITH RESPECT TO THE DESIGNATION OF THE EMPLOYEES Satisfaction level of position Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No of respondents 32 28 23 10 7 100 Percentage 32 28 23 10 7 100 FIGURE 4.30% of respondents are satisfied with their retirement policies.20% of respondents are neutral with their retirement policies.18 SATISFACTION LEVEL WITH RESPECT TO THE DESIGNATION OF THE EMPLOYEES 36 . 14% of respondents are dissatisfied with their retirement policies and 12% of respondent are highly dissatisfied with their retirement policies. TABLE 4.Inference: It is inferred that 24% of respondents are highly satisfied with their retirement policies.

28% of respondents are satisfied in their designation. 10% of respondents are dissatisfied with their designation. 7% of respondents are highly dissatisfied with their designation. Alternative hypothesis (H1): There is no significant relationship between the gender and their level of job satisfaction. Job Satisfaction level 37 .Inference: It is inferred that 32% of respondent are highly with their designation. CHI-SQUARE TEST TABLE 4.19 CALCULATE IF THERE IS SIGNIFICANT DIFFERENCE BETWEEN THE GENDER AND THEIR LEVEL OF JOB SATISFACTION Null hypothesis (H0): There is a significant relationship between the gender and their level of job satisfaction. 23% of respondents are neutral/medium with their satisfaction level.

2333 0.5 6.3333 3.7 17.29 0.5444 1.6 3.5 15.0333 0.0233 0.Highly satisfy Gender Male Female Total 24 7 31 satisfy Neutral Dissatisfy Highly dissatisfy total 18 7 25 16 6 22 7 5 12 5 5 10 70 30 100 O = observed frequency E = expected frequency Observed frequency 24 18 16 7 5 7 7 6 5 5 Total 100 Expected frequency 21.29 0.5714 0.2437 0.0545 0.5688 0.96 4 (O-E)^2/E 0.25 0.6202 Table value = = (c-1) (r-1) @ 5% level of significant (2-1) (5-1) @ 5% level of significant 38 .6 3 100 (O-E)^2 5.4 7 9.0142 0.3 7.25 0.4 8.96 4 5.36 1.36 1.

= = Table value 9.488 > Calculate value 3.20 JOB SATISFACTION LEVEL Job satisfaction Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total ΣWX/ΣX 355/100 3.6202 From the calculation it shows that accept null hypothesis.55(4) No of respondents X 31 25 22 12 10 100 Weight W 5 4 3 2 1 Total XW 155 100 66 24 10 355 ΣX = 100 ΣXW = 355 XW XW = = = All the respondents are satisfied for the job satisification 39 . There is a significant difference between the gender and their level of job satisfaction WEIGHTED AVERAGE METHOD TABLE 4.488 Inference: 4 @ 5% level of significant 9.

21 SATISFACTION LEVEL WITH RESPECT TO THE DESIGNATION OF THE EMPLOYEES Satisfaction level No of respondents Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total X 24 30 20 14 12 100 Weight W 5 4 3 2 1 Total XW 120 120 60 28 12 340 ΣX = 100 340 ΣWX/ΣX 340/100 3. TABLE 4.Inference: The weighted average method shows that all the respondents are agree that Satisfied with the Job Satisfactions.40(3) ΣXW = XW XW = = = All the respondents are Neutral in Satisfying level with respect to the designation of the employees 40 .

33% of respondents says they get very good opportunities. The maximum of respondents say that the company provides more than facilities for employee satisfaction. 41 . • According the chart shows that 40% of respondent says that their responsible authority are superiors. • There should be specific questions in the employee satisfaction surveys regarding conveyance. • According sampling data analysis represents 31% of respondent are highly satisfied with their job.Inference: The weighted average method shows that all the respondents are Neutral in Satisfying level with respect to the designation of the employees 5. • According the chart shows 30% of respondents like their working environment and satisfied with co-operating among employees. medical and canteen facilities. • According the chart shows that 47% of respondent feel stressful of the rules and regulations.1 FINDINGS • Employee satisfaction is necessary for every organization to meet its organizational goals. • According the data analysis is mentions about the opportunities they will get to communicate with their higher authorities.

• The analysis shows that the deciding authority for all the problems.• The cause of arising conflicting situations are 42% of respondent says co-workers are responsible for such situations in the company. • To recommend the follow up procedures will be provided to the employees to eradicate the technical problems. 5. 42 .2 SUGGESTIONS AND RECOMMENDATIONS • It is suggest that the company will provide proper welfare facilities to the employees to create good working environment. • The company will undergo periodical counseling programmers to find out the satisfaction level of employees. Highly 44% of respondents says the human resources person is the deciding authority. • It is recommended to provide the awards and rewards to the perspective employees for the motivation. • According the analysis indicates that 42% of respondents says overstress is the reason for fear and failures.

retirement policies and work environment to enhance employee satisfaction.5.3 CONCLUSION Employee satisfaction will motivate employee to strive towards excellence in the chosen field thereby contributing to the growth and welfare of the organization. The employee satisfaction plays a major role in various levels of organization. 43 . This will help employee to increase the performance standard thereby improving the company’s productivity. The company should concentrate on following criteria’s like pay scale.

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lakshmi publications.M. S.academon. Houghton Mifflin Company.com/human-resources/hrm-07.N. Boston.USA.Decenzo. James B.Chand & Company Ltd.first edition.2005. ‘Statistics for Management’. ‘Human Resource for Management’.BIBLIOGRAPHY  P.PRASAD.com/human resource/18 html. WEBSITES  Http://www. February 2007.  Http://www.html. ARORA & S. Sultan Chand & Sons. John Wiley & Sons.  Cynthia D. 45 . Lyle F. Stephen P.fisher.accel-team.  V.Chennai.  Http://www. “Human Resource Management” .Inc Eighth Edition.articlebase.Jayakumar.Robbins.Schoenfeldt.1993.  L. “Fundamentals of Human Resource Management”.ARORA.”Human Resource Management” Second Edition.com/essay/results/employee satisfaction.  David A.Shaw.

QUESTIONNAIRE Personal details 1. How long have you been working for the company? (a)Less than 6 month (c)More than 3years (b) More than 12 month (c) More than 6 years 9. Gender 3. Education qualification (a) up to schooling (b) diploma 5. What is your position in this company? (a)Worker (b) Employer (c) Management 8. Age (a) male (a)less than 25 (b) female (b)between 25 to 35 (c) above 35 (c) UG (d) others 4. How about your job satisfaction in the company? 46 . Which department do you work? (a) Production (c) Administration (b) Sales (d) Engineering 7. Experience (a)less than 2 year (b)2 to 5 year (c) above 5 years 6. Name ________________________ 2.

Did the organisation provide adequate protective equipment like gloves. Overall how satisfied are you with your at this company? 47 . What will be the reason for fear and failures in your job? (a)Improper training (c) Overstress (b) lack of concentration (d) lack of confidence in beginners level 15. How good opportunities will you get to communicate with your higher authorities? (a) Very good (b) Good (c) Neutral (e) Bad 13. How many hours will be given as rest time? (a)10 minutes (b)15 minutes (c) 30 minutes 16. What do u like least/most about your job? (a) Basic payment (b) Working environment (d) Personal career development (c) Co-operation among employees 11. How satisfied are you regarding retirement policies provided by the company? (a)Highly satisfied (b) Satisfied (d)Dissatisfied (c) Neutral (e) Highly satisfied 19. How will the increment from the basic pay? (a)Aggressive lncrement (b) moderate increment (c)poor increment 17. mask cap etc? (a)Yes (b) No 18. Whom you are responsible to? (a)Superiors (b) Supervisors (c) Human resource manager 12.(a) Highly satisfied (d) Dissatisfied (b) Satisfied (c) Neutral (e) Highly satisfied 10. Who will be the deciding authority for all the problems arising in the company? (a) Human resource manager (b) Superiors (c) Supervisors 14.

(a) Highly satisfied (d)Dissatisfied (b) Satisfied (c) Neutral (e) Highly satisfied 20. Two lines about the employee satisfaction in your company _________________________________________________ _________________________________________________ 48 .