A STUDY ON JOB SATISFACTION OF WORKERS IN PATTAIYA SPINNERS PRIVATE LIMITED KANDAMPALAYAM-NAMAKKAL DISTRICT

By xxxxxx REG.NO. xxxxxx Of xxxxxxx, xxxxxx

A PROJECT REPORT Submitted to the FACULTY OF MANAGEMENT SCIENCES In partial fulfillment of the requirements for the award of the degree Of MASTER OF BUSINESS ADMINISTRATION JUNE 2005

BONAFIDE CERTIFICATE

Certified that this project report titled A STUDY ON JOB SATISFACTION OF WORKERS IN PATTAIYA SPINNERS PRIVATE

LIMITED, KANDAMPALAYAM-NAMAKKAL DISTRICT is the bonafide work of Mr. xxxxxx who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

Supervisor

Head of the Department

Viva voce held on________________

Internal Examiner

External Examiner

ABSTRACT
The topic of the project is A STUDY ON JOB SATISFACTION OF WORKERS IN PATTAIYA SPINNERS PRIVATE LIMITED . The cost of labour in textile mills is increasing disproportionately along with absenteeism, which leads to increased financial burden for the management. The government provides less taxation and more concession based on the location of the industry. In order to overcome the problems the company has located its unit in a rural area and for labour they utilize the people in and around Kandampalayam village with and without experience and providing proper training to labour through experienced supervisors. The organisation realizes the need to asses the workers satisfaction of their welfare schemes. The objectives of the study were to asses employees job satisfaction level and their satisfaction level in various welfare facilities provided by the mill. The research design under taken for the study was descriptive research type and the sampling method used was census method. The total population of 125 workers was covered. The primary source of data was collected from the employees through survey method using a structured questionnaire. The data was collected through interview schedule on a 5-point scale questionnaire. The secondary data was collected referring to the personnel manual of the organisation. Chi-square and simple percentage analysis were used to analyze the data collected. The results show that most of the employees were satisfied with the factors of job satisfaction. Very few workers of different departments have some specific problems relating to their work, environment and colleagues. Suitable suggestions were given by the researcher to improve these facilities in the organisation.

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ACKNOWLEDGEMENT
I am greatly indebted to many personalities for their kind help, encouragement and guidance for me to prepare and finish this project successfully. I take this opportunity to thank all of them. I hereby acknowledge with sincere gratitude to the Kongu Vellalar Institute of Technology Trust and to the principal of Kongu Engineering College xxxxxxxx and the management for providing me an opportunity to undergo M.B.A Degree course and to undertake this project work. I wish to express my deep sense of gratitude to our Director xxxxxx, I wish to express my hearty thanks to xxxxxxx, faculty of management studies for his valuable advice and guidance to carryout the project work successfully. I express my sincere thanks to xxxxxx, General Manager, Pattaiya spinners private limited, kandampalayam-namakkal district, for his kind guidance in the project. I also extend my thanks to all the other faculty members for extending their helping hands to complete this project effectively. Finally, I would like to profoundly thank all the respondents who helped me in collecting the necessary information for completing this project.

TABLE OF CONTENTS

CHAPTER NO. I INTRODUCTION

PARTICULARS

1.1 INDUSTRY PROFILE 1.2 ABOUT THE COMPANY 1.3 PROJECT PROFILE

II
2.1NEED FOR THE STUDY 2.2OBJECTIVES OF THE STUDY 2.3LIMITATION OF THE STUDY RESEARCH METHODOLOGY 3.1 RESEARCH DESIGN 3.2 DATA COLLECTION METHODS ANALYSIS AND INTERPRETATION 4.1 SIMPLE PERCENTAGE ANALYSIS 4.2 CHI-SQUARE ANALYSIS 4.3 WEIGHTED AVERAGE METHOD

PAGE NO 1 1 2 4 7 7 7 8 8 8 9 10 36 42

III IV

CHAPTER NO. V

PARTICULARS
5.1 FINDINGS 5.2 SUGGESTIONS 5.3CONCLUSION APPENDIX I BIBILIOGRAPHY

PAGE NO. 44 46 46 47 50

LIST OF TABLES
TABLE NO. 4.1.1 4.1.2 4.1.3 4.1.4 4.1.5 4.1.6 4.1.7 4.1.8 TITLE DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS AGEWISE CLASSIFICATION OF RESPONDENTS GENDERWISE CLASSIFICATION OF RESPONDENTS EXPERIENCE OF RESPONDENTS RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR/SUPERVISOR BENEFIT SCHEMES FOR RESPONDENTS SAFETY MEASURES FOR RESPONDENTS FAMILY WELFARE MEASURES TAKEN CARE 20 22 24 PAGE NO. 10 12 14 16 18

4.1.9 4.1.10 4.1.11 4.1.12 4.1.13 4.2.1 4.2.2

WORKING HOURS ARE SUITABLE FIXED WORKING CONDIONS ARE SATISFACTORY JOB SECURITY ENSURED LEAVE PROVISIONS ARE ADEQUATE TOILET FACILITIES ARE ADEQUATE RELATIONSHIP BETWEEN MARITAL STATUS AND FAMILY WELFARE MEASURES RELATIONSHIP BETWEEN EXPERIENCE OF THE RESPONDENTS AND THEIR RELATION WITH SUPERIOR/SUPERVISOR RELATIONSHIP BETWEEN THE GENDER OF THE RESPONDENT AND THEIR WORKING HOURS OVERALL JOB SATISFACTION LEVEL

26 28 30 32 34 36 38

4.2.3 4.3.1

40 42

LIST OF FIGURES
FIGURE NO. 4.1.1 4.1.2 4.1.3 4.1.4 4.1.5 TITLE DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS AGEWISE CLASSIFICATION OF RESPONDENTS GENDERWISE CLASSIFICATION OF RESPONDENTS EXPERIENCE OF RESPONDENTS RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR/SUPERVISOR 4.1.6 BENEFIT SCHEMES (BONUS) FOR RESPONDENTS 21 13 15 17 19 PAGE NO. 11

4.1.7 4.1.8 4.1.9 4.1.10 4.1.11 4.1.12 4.1.13

SAFETY MEASURES FOR RESPONDENTS FAMILY WELFARE MEASURES TAKEN CARE WORKING HOURS ARE SUITABLE FIXED WORKING CONDIONS ARE SATISFACTORY JOB SECURITY ENSURED LEAVE PROVISIONS ARE ADEQUATE TOILET FACILITIES ARE ADEQUATE

23 25 27 29 31 33 35

CHAPTER I
INTRODUCTION 1.1 INDUSTRY PROFILE In India, the textile industry occupies a unique position in the economy contributing nearly one third of the countrys export earnings. The textile industry is a self-reliant industry starting from 6Ms namely Men, Money, Method, Machine, Material and Market. The textile industry has a vast potential for creation of employment provides opportunities in agricultural, industrial, organized, and decentralized sectors both in rural and urban areas. The textile industry occupies a vital role in Indian economy. It is the single largest industry in India accounting for nearly 22% of the total industrial production. In a developing country like India the key progress is done to increase productivity. The textile industries cannot progress unless the man and work has a good relationship. The major part of human life is spent in doing work. Work is a social reality and social expectation to which men seems to conform. It not only

provides status to individual but also binds him to the society. On the surface, it may seem with the growing complexities of the industrial society; in simple words work means earning for living. Materials can be purchased at most comparative rates; machines may be worked at their maximum speed but the output maximized is only when the employees work willingly. If we go further and motivate the employees the output can be raised still higher with the same type of materials and machines. Peter F.Drucker observes, The source capable of enlargement can only be human resource. Other resources can be utilized or worse utilized, but they can never have output greater than the sum of outputs. Man alone of all the resources available can grow and develop . Thus the importance of human factor in any enterprise cannot be underrated.

1.2 ABOUT THE COMPANY NAME OF THE COMPANY ADDRESS : PATTAIYA SPINNERS PRIVATE LIMITED : SF.NO.58, Devanampalayam Village, Kandampalayam, Paramathi Velur TK, NAMAKKAL _637 203 (TN). PHONE E-MAIL MANAGING DIRECTOR GENERAL MANAGER : (04288) 221238.

: submill@sancharnet.in : Mr. P.RAMASAMY. : Mr. N.NELLAIYAPPAN, D.T.T.

COMMENCEMENT OF BUSINESS : 06.12.1995.

MAIN FEATURES OF THE ORGANISATION

1. Located in rural area. 2. Have advanced carding Machines and 3. Mordernised Drawing and blowing Machines.

MARKET AREA 1. Utilizing part of the product for further processing (Weaving, Colouring) 2. Marketing in and around Tiruchengode, Namakkal District.

PROFILE OF THE COMPANY

The company commenced its production in 1995 with 4800 spindles. The hard work brings them in raising the no: of spindles to 11800 in 10 years period of time. The production capacity of the company is 80 to 95 metric tones. The yarn is utilized for further processing and also for sale in and around Tiruchengode. The raw materials like pure cotton, waste cotton from 100s and 80s, viscose are used in production. The varieties are mixed manually in a ratio for quality yarn. The contaminations are removed by hand picking which is better than machine picking. The voluminous cotton is converted in to lap form in Blow room. The removal of foreign particles is done in further processing known as carding. Short fibers are removed in sliver. Here it is processed in comber frames. It is spun in uniform thickness. In winding it is wound on cones. The product is packed in bags.

The company is utilizing part of the product for further processing (Weaving and Colouring) and also selling the product in and around Tiruchengode, Namakkal District. The accounts department records the financial transaction. The transactions are first recorded in the journal as and when they take place. Subsequently these transactions are recorded in the bankbook, creditors ledger, etc. The minimum age limits for recruitment is above 18 years. Depending on different designation the age limit varies. The manager of the company directly selects the person by face-to-face interview. The company provides training for fresher by highly skilled supervisor. During the training period the person is watched and after the period the person is made permanent.

1.3 PROJECT PROFILE INTRODUCTION - JOB SATISFACTION Job satisfaction refers to an employees general attitude towards his job. Locke defines Job satisfaction as a Pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. According to P.C. Smith, Job satisfaction is the persistence of feeling towards discriminable aspect of the job . According to Keith Davis, Job satisfaction is the favorableness or unfavorableness with which employees view their work if results when there is a fit between job characteristics and the wants of employees . According to Vroom, Job satisfaction as the positive orientation of an individual towards the work role which he is presently occupying.

According to Stephen P. Robbins, Job satisfaction is an individuals general attitude towards his or her job. MOTIVATION, ATTITUDE AND JOB SATISFACTION Motivation means willingness to work or produce. A person may be talented and equipped with all kinds of abilities and skills but may have no will to work. Satisfaction on the other hand, implies the positive emotional state, which may be totally unrelated to productivity. Similarly in the literature, the terms job attitude and Job satisfaction are inter changeable. Attitudes and pre-dispositions that make the individual behave in a characteristic way across situations. They are precursors to behavior and determine its intensity and directions. Job satisfaction on the other hand, is an end-state of feelings that may influence subsequent behavior. In this respect job attitude and Job satisfaction would result from motivation and their morale level.

EVALUVATING JOB SATISFACTION Before management can develop policies and practices to increase employees satisfaction or maintain existing levels if they are found to be acceptable, information must be obtained from the organizations work force. Management can informally acquire some insights into satisfaction level based on impressions obtained from employees. Unfortunately, sometimes information gathered in this way may be misleading. Employees are often reluctant to tell supervisors negative things about their jobs. Moreover, such information will almost certainly be obtained from a non-representative sample of all employees. An accurate assessment of employees satisfaction ordinarily requires a more formal procedure. Satisfaction surveys are often conducted to get systematic information from employees. Satisfaction survey can provide information regarding how employees feel about their jobs and the organization.

However surveys are not completely neutral information-gathering devices. Employees expectation may be raised simply because employees are asked to participate in the survey process. Failure to follow up on the survey with appropriate managerial action may result in decreased employee satisfaction than what existed before. Job satisfaction survey helps to find out the level of employee satisfaction and to take collective actions if needed to improve employee satisfaction and performance.

RELATIVE FACTORS INVOLVED IN JOB SATISFACTION 1. Nature of work 2. Working Environment 3. Working hours 4. Job security 5. Responsibility given for the job 6. Relationship with colleagues 7. Relationship with supervisors 8. Safety measures 9. Grievance handling

10. Wage rate system 11. Incentives 12. Canteen facilities 13. Bonus schemes 14. Family welfare measures 15. Medical / First Aid facilities 16. Recognition 17. Rewards

CHAPTER II
2.1 NEED FOR THE STUDY The resource capable of enlargement mainly is human resource. Other resources can be utilized or less utilized, but they can never have output greater than the sum of outputs. Human resources available can grow and develop. Human resource can be utilized at its maximum only when they are satisfied with their job. When an employee joins the company, various factors in and around the company affects the mind setting of the employee either in positive or negative way. Due to change in mind setting the employee may either change himself/herself to be active or inactive.

It is very much essential to study the impact/contribution of various factors of job satisfaction to the employees of the organisation to retain its human resource and also to increase their productivity. 2.2 OBJECTIVES The objectives of the study are 1. To study the existing welfare facilities provided by PATTAIYA SPINNERS PRIVATE LIMITED. 2. To analyze the employees job satisfaction level in PATTAIYA SPINNERS PRIVATE LIMITED. 2.3 LIMITATIONS 1. The study is applicable to PATTAIYA SPINNERS PRIVATE LIMITED only. There fore it cannot be generated for other existing industries of the owner. 2. There may be personal bias of the respondents, which may affect the result of the study.

CHAPTER III RESEARCH METHODOLOGY

3.1 RESEARCH DESIGN DESCRIPTIVE RESEARCH Descriptive research method has been followed to conduct the research study. Descriptive study is concerned with describing the particular characteristic of individual or a group. Our study describes the satisfactory level of employees of PATTAIYA SPINNERS (P) LTD., NAMAKKAL.

SAMPLING DESIGN/TECHNIQUES The study consisted of only 125 employees. The entire population has been covered for the study. The sampling design we used here is census method, which means a complete enumeration of all items in the population. Since all the workers have been surveyed, it will help in knowing the real job satisfaction level. 3.2 DATA COLLECTION METHOD The primary source of data was collected from the employees through survey method, considering the size of the company and time factor. The data was collected through interview schedule on a 5-point scale questionnaire. The secondary data was collected referring to the personnel manual of the organisation.

CHAPTER IV ANALYSIS AND INTERPRETATION

ANALYSIS Analysis is the process of placing the data in the ordered form, combining them with the existing information and extracting the meaning from them. Only analysis brings out the information from the data. INTERPRETATION

Interpretation is the process of relating various factors with other information. It brings out the relation between the findings to the research objectives and hypothesis framed for the study in the beginning. STATISTICAL TOOLS To analyze the data the following tools were applied: Simple Percentage Analysis Chi Square Test Likerts Scale of rating

4.1 SIMPLE PERCENTAGE ANALYSIS

DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS TABLE - 4.1.1

INFERENCE:
From the table it is found that spinning department is the biggest (main department) with a work force of 53.6% of workers and drawing department the second biggest department with 12% of workers. DEPARTMENT GENERAL MIXING BLOWING CARDING DRAWING SPINNING TOTAL NO:OF WORKERS 19 9 6 9 15 67 125 PERCENTAGE 15.2 7.2 4.8 7.2 12 53.6 100

DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS

FIGURE - 4.1.1

SPINNING

67

DRAWING

15

DEPARTMENTS

CARDING

BLOWING

MIXING

GENERAL

19

10

20

30

40

50

60

70

80

NO:OF WORKERS

NO:OF WORKERS

AGEWISE CLASSIFICATION OF RESPONDENTS

TABLE 4.1.2

S.NO: 1. 2. 3. 4. 5.

AGE 18 - 25 26 - 33 34 - 41 42 - 49 50 & OVER TOTAL

NO:OF WORKERS 49 46 18 7 5 125

PERCENTAGE 39.2 36.8 14.4 5.6 4 100

INFERENCE: The above table indicates that a maximum number of workers are in the age group between 18 years and 33 years.

AGEWISE CLASSIFICATION OF RESPONDENTS

FIGURE 4.1.2

NO:OF WORKERS

50 45 40 35 WORKERS 30 25 20 15 10 5 0 18 - 25 26 - 33 34 - 41 AGE 42 - 49 50 & OVER NO:OF WORKERS

GENDERWISE CLASSIFICATION OF RESPONDENTS

TABLE 4.1.3

S.NO:

GENDER

NO:OF WORKERS

PERCENTAGE

1.

FEMALE

65

52

2.

MALE

60

48

TOTAL INFERENCE:

125

100

From the above table, the total no: of Female workers are slightly higher than the total no: of Male workers.

GENDERWISE CLASSIFICATION OF RESPONDENTS

FIGURE 4.1.3

MALE 48%

FEMALE 52%

FEMALE

MALE

EXPERIENCE OF RESPONDENTS

TABLE - 4.1.4

S.NO:

EXPERIENCE

NO:OF WORKERS

PERCENTAGE

LESS THAN 4 YEARS

44

35.2

4 - 6 YEARS

67

53.6

7 - 9 YEARS

14

11.2

TOTAL

125

100

INFERENCE:
From the table it is found that 67 workers (53.6%) have experience in category 4 6 years and about 14 workers (11.2%) have experience in category 7 9 years.

EXPERIENCE OF RESPONDENTS

FIGURE - 4.1.4

NO:OF WORKERS 80 70 60 WORKERS 50 40 30 20 10 0 < 4YEARS 4 - 6 YEARS EXPERIENCE 7 - 9 YEARS NO:OF WORKERS 14 44 67

RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR / SUPERVISOR

TABLE 4.1.5

S.NO:

RELATION

NO:OF WORKERS

PERCENTAGE

1 2 3 4 5

Strongly agree Agree Neutral Disagree Strongly disagree Total

26 79 15 5 0 125

20.8 63.2 12 4 0 100

INFERENCE: From the table it is inferred that most of the worker (83.8%) have cordial relationship with the supervisors / superiors in the organization.

RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR / SUPERVISOR

FIGURE - 4.1.5

12

20.8

63.2

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

BENEFIT SCHEMES (BONUS) FOR RESPONDENTS

TABLE - 4.1.6

S.NO: 1 2 3 4 5

RELATION Strongly agree Agree Neutral Disagree Strongly disagree Total

NO:OF WORKERS 23 81 6 9 6 125

PERCENTAGE 18.4 64.8 4.8 7.2 4.8 100

INFERENCE: From the table it is found that most of the workers (83.2%) have agreed that the concern is providing high rate of bonus.

BENEFIT SCHEMES (BONUS) FOR RESPONDENTS

FIGURE - 4.1.6

70 60 50 WORKERS % 40 30 20 10 0 Strongly agree Agree Neutral PERCENTAGE Disagree Strongly disagree

SAFETY MEASURES FOR RESPONDENTS

TABLE - 4.1.7

S.NO: 1 2 3 4

RELATION Strongly agree Agree Neutral Disagree Total

NO:OF WORKERS 24 89 9 3 125

PERCENTAGE 19.2 71.2 7.2 2.4 100

INFERENCE: From the table it is found that most of the workers (90.4%) agreed with the safety provisions provided by the concern while working.

SAFETY MEASURES FOR RESPONDENTS

FIGURE - 4.1.7

80 71.2 70 60 WORKERS % 50 40 30 20 10 0 Strongly agree Agree Neutral Disagree PERCENTAGE 19.2 7.2 2.4

RELATION

FAMILY WELFARE MEASURES TAKEN CARE

TABLE 4.1.8

S.NO: 1 2 3 4 5

RELATION Strongly agree Agree Neutral Disagree Strongly disagree Total

NO:OF WORKERS 11 94 8 7 5 125

PERCENTAGE 8.8 75.2 6.4 5.6 4 100

INFERENCE: From the table it is found that most (84%) of the workers feels that the concern is taking enough care on their family welfare facilities.

FAMILY WELFARE MEASURES TAKEN CARE

FIGURE - 4.1.8

80 70 60 WORKERS % 50 40 30 20 10 0 Strongly agree 8.8

75.2

6.4

5.6 Disagree

4 Strongly disagree

Agree

Neutral RELATION

PERCENTAGE

WORKING HOURS ARE SUITABLE FIXED

TABLE - 4.1.9

S.NO: 1 2 3 4 5

RELATION Strongly agree Agree Neutral Disagree Strongly disagree Total

NO:OF WORKERS 24 89 8 4 0 125

PERCENTAGE 19.2 71.2 6.4 3.2 0 100

INFERENCE: From the table it is inferred that the working hours are suitably fixed for most of the workers (90.4%).

WORKING HOURS ARE SUITABLE FIXED

FIGURE 4.1.9

80 70 60 WORKERS % 50 40 30 20 10 0 Strongly agree Agree Neutral RELATION Disagree 19.2 6.4 71.2

3.2

0 Strongly disagree PERCENTAGE

WORKING CONDITIONS ARE SATISFACTORY

TABLE 4.1.10

S.NO: 1 2 3 4 5

RELATION Strongly agree Agree Neutral Disagree Strongly disagree Total

NO:OF WORKERS 6 90 6 18 5 125

PERCENTAGE 4.8 72 4.8 14.4 4 100

INFERENCE: From the table it is found that most of the workers (76.8%) feels that the environment is suitably fixed for working.

WORKING CONDITIONS ARE SATISFACTORY

FIGURE - 4.1.10

80 72 70 60 WORKERS % 50 40 30 20 10 0 Strongly agree Agree Neutral RELATION Disagree Strongly disagree

14.4 4.8 4.8 4

PERCENTAGE

JOB SECURITY ENSURED

TABLE - 4.1.11

S.NO:

RELATION

NO:OF WORKERS

PERCENTAGE

1 2 3 4 5

Strongly agree Agree Neutral Disagree Strongly disagree Total

5 100 8 6 6 125

4 80 6.4 4.8 4.8 100

INFERENCE: From the table it is found that as long as the workers are doing their job effectively and efficiently they are secured with their jobs.

JOB SECURITY ENSURED

FIGURE - 4.1.11

PERCENTAGE 80 70 60 WORKERS % 50 40 30 20 10 0 Strongly agree Agree Neutral RELATION Disagree Strongly disagree 4 6.4 4.8 4.8 80

PERCENTAGE

LEAVE PROVISIONS ARE ADEQUATE

TABLE - 4.1.12

S.NO:

RELATION

NO:OF WORKERS

PERCENTAGE

1 2 3 4 5

Strongly agree Agree Neutral Disagree Strongly disagree Total

3 36 12 70 4 125

2.4 28.8 9.6 56 3.2 100

INFERENCE: The above table brings a common problem of most of the workers that the leave provided to them is not sufficient.

LEAVE PROVISIONS ARE ADEQUATE

FIGURE - 4.1.12

60 50 40 30 20 10 2.4 0 Strongly agree Agree Neutral RELATION 9.6 28.8

56

WORKERS %

3.2 Disagree Strongly disagree

PERCENTAGE

TOILET FACILITIES ARE ADEQUATE

TABLE - 4.1.13

S.NO: 1 2 3 4 5

RELATION Strongly agree Agree Neutral Disagree Strongly disagree Total

NO:OF WORKERS 3 44 28 32 18 125

PERCENTAGE 2.4 35.2 22.4 25.6 14.4 100

INFERENCE: From the table it is inferred that there is not enough lavatories provided and it is located at a distant place for many departments.

TOILET FACILITIES ARE ADEQUATE

FIGURE - 4.1.13

40 35 30 WORKERS % 25 20 15 10 5 0 Strongly agree Agree Neutral RELATION Disagree Strongly disagree 2.4 14.4 22.4 35.2

25.6

PERCENTAGE

4.2 CHI-SQUARE ANALYSIS RELATIONSHIP BETWEEN MARITAL STATUS AND FAMILY WELFARE MEASURES TABLE 4.2.1

LEVEL OF SATISFACTION Marital status Married Single Total Highly satisfied 6 5 11 Satisfied 58 36 94 Dissatisfied 5 15 20 Total 69 56 125

NULL HYPOTHESIS (Ho) There is no significant relationship between marital status and family welfare measures. ALTERNATE HYPOTHESIS (H1) There is close relationship between marital status and family welfare measures. Fo 6 58 5 5 36 15 125 Fe 6.072 51.888 11.04 4.928 42.112 8.96 125 (Fo-Fe) -0.0720 6.1120 -6.0400 0.0720 -6.1120 6.0400 (Fo-Fe)^2 0.0052 37.3565 36.4816 0.0052 37.3565 36.4816 (Fo-Fe)^2/Fe 0.0009 0.7199 3.3045 0.0011 0.8871 4.0716 8.9850

CHISQUARE RESULT: Calculated chi-square value = 8.985 Degree of freedom = 2 Table value = 5.9915 Level of significant = Sig. At 5% level

CONCLUSION
From the above analysis we conclude that there is close relationship between marital status and family welfare measures. The company provides educational fund to the children of the workers. It brings a motivation attitude to a married worker towards the job than an unmarried worker.

RELATIONSHIP BETWEEN EXPERIENCE OF THE RESPONDENTS AND THEIR RELATION WITH SUPERIOR /SUPERVISOR

TABLE 4.2.2 NULL HYPOTHESIS (Ho) There is no significant relationship between the experience of the respondents and their relation with superior/supervisor. ALTERNATE HYPOTHESIS (H1) There is close relationship between the

Experience Less than 4 years 4 years to 9 years

LEVEL OF SATISFACTION Highly satisfied Satisfied Dissatisfied 15 11 23 56 6 14

Total 44 81

Total 26 79 20 125 experience of the respondents and their relation with superior/supervisor.

Fo 15 23 6 11 56 14 125

Fe 9.152 27.808 7.04 16.848 51.192 12.96 125

(Fo-Fe) 5.8480 -4.8080 -1.0400 -5.8480 4.8080 1.0400

(Fo-Fe)^2 34.1991 23.1169 1.0816 34.1991 23.1169 1.0816

(Fo-Fe)^2/Fe 3.7368 0.8313 0.1536 2.0299 0.4516 0.0835 7.2866

CHISQUARE RESULT: Calculated chi-square value = 7.2866 Degree of freedom = 2

Table value = 5.9915 Level of significant = Sig. At 5% level

CONCLUSION
From the above analysis we conclude that there is close relationship between the experience of the respondents and their relation with superior/supervisor. The experience of the respondent brings an understanding with the superior/supervisor.

RELATIONSHIP BETWEEN THE GENDER OF RESPONDENT AND THEIR WORKING HOURS

TABLE 4.2.3

GENDER Female Male Total

LEVEL OF SATISFACTION Highly satisfied Satisfied Dissatisfied 18 6 24 42 47 89 5 7 12

Total 65 60 125

NULL HYPOTHESIS (Ho) There is no significant relationship between the gender of the respondent and their working hours. ALTERNATE HYPOTHESIS (H1) There is close relationship between the gender of the respondent and their working hours. Fo 18 42 5 6 47 7 125 Fe 12.48 46.28 6.24 11.52 42.72 5.76 125 (Fo-Fe) 5.5200 -4.2800 -1.2400 -5.5200 4.2800 1.2400 (Fo-Fe)^2 30.4704 18.3184 1.5376 30.4704 18.3184 1.5376 (Fo-Fe)^2/Fe 2.4415 0.3958 0.2464 2.6450 0.4288 0.2669 6.4245

CHISQUARE RESULT: Calculated chi-square value = 6.4245 Degree of freedom = 2

Table value = 5.9915 Level of significant = Sig. At 5% level

CONCLUSION
From the above analysis we conclude that there is close relationship between the gender of the respondent and their working hours. The female workers have only day shift. Most male workers work in night shift. Female workers were highly satisfied with their working hours. Male workers were not highly satisfied with working hours during night shift.

4.3 WEIGHTED AVERAGE METHOD OVERALL JOB SATISFACTION LEVEL TABLE 4.3.1

TOTAL S.NO: NO:OF 5'S NO:OF 4'S NO:OF 3'S NO:OF 2'S NO:OF 1'S AVERAGE 1 12 84 10 12 7 3.656 2 6 90 6 18 5 3.592 3 18 76 20 6 5 3.768 4 6 50 31 21 17 3.056 5 24 89 8 4 6 4.112 6 6 90 8 9 12 3.552 7 3 36 12 70 4 2.712 8 26 83 5 5 6 3.944 9 20 92 8 5 0 4.016 10 3 44 28 32 18 2.856 11 32 66 6 13 8 3.808 12 29 70 12 8 6 3.864 13 21 70 20 8 6 3.736 14 24 89 5 2 0 3.96 15 5 100 8 6 6 3.736 T.Q.16 & & & & & & 17 19 90 6 6 4 3.912 18 26 83 10 6 0 4.032 19 4 48 30 36 7 3.048 20 36 66 6 10 7 3.912 21 30 71 9 11 4 3.896 22 40 68 6 5 6 4.048 T.Q.23 & & & & & & 24 6 39 34 28 18 2.896 25 23 81 6 9 6 3.848 26 10 20 80 10 5 3.16 27 6 99 16 3 1 3.848 TOTAL 90.968 AVERAGE 3.63872

AVERAGE JOB SATISFACTION INDEX = 90.968 / 25. OVERALL JOB SATISFACTION LEVEL = 3.638 (IN 5 TO 1 SCALE). INFERENCE

The overall job satisfaction level in Likert Scale Method by WEIGHTED AVERAGE METHOD is 3.638 (in 5 to 1 scale). When converting to percentage, it indicates that workers were satisfied at 72.76% with their job.

CHAPTER V
5.1 FINDINGS 1. 72% of the respondents were satisfied and 5% of the respondents were highly satisfied about the working conditions.

2. 71% of the respondents were satisfied and 19% of the respondents were highly satisfied about the working hours. 3. 84% of the respondents feel that the job is secured as long as they do good work. 4. 66% of the respondents were satisfied and 21% of the respondents were highly satisfied with the supervisor/superior cooperative. 5. With respect to bonus schemes 65% of the respondents were satisfied and 18% of the respondents were highly satisfied. 6. 57% of the respondents were satisfied and 24% of the respondents were highly satisfied by the grievance handling of the company. 7. With respect to family welfare measures 48% of the respondents were satisfied and 10% of the respondents were highly satisfied. 8. Almost 64% of the respondents feel neutral about the training during their work. 9. 54% of the respondents were satisfied and 32% of the respondents were highly satisfied with the periodical review of the workers in the company. 10. Almost 36.8% of the respondents feel negative about the savings from their earnings. 11. With respect to opportunities to present the problems to the management 53% of the respondents were satisfied and 29% of the respondents were highly satisfied. 12. Almost 52.8% of the respondents were negative about the rest pauses provided by the company. 13. 72% of the respondents were satisfied and 15% of the respondents were highly satisfied with the cooperation of coworkers in the company. 14. With respect to safety provisions 68% of the respondents were satisfied and 5% of the respondents were highly satisfied. 15. Nearly 56% respondents were satisfied and 23% of the respondents were highly satisfied about drinking water facilities available in the company. 16. On first aid facilities 53% of the respondents were satisfied and 26% of the respondents were highly satisfied.

17. 74% of the respondents were satisfied and 16% of the respondents were highly satisfied about the washing facilities available in the company. 18. 66% of the respondents were satisfied and 21% of the respondents were highly satisfied with the lighting and ventilation facilities in the company. 19. 56% of the respondents were not satisfied with the leave facilities provided by the company. 20. 40% of the respondents were not satisfied with the bathroom and toilet facilities provided by the company. 21. 72% of the respondents were satisfied and 5% of the respondents were highly satisfied with the shift term facilities in the company.

5.2 SUGGESTIONS 1. Due to continuous work many feel mentally tired in short time. There fore the company may provide short breaks. 2. It would be better to provide additional lavatory for the cone-winding department.

3. It would be better to provide artificial roof forced fan to maintain fresh air and to reduce cotton dust. 4. Organisation may take efforts to provide additional medical facilities for the workers. 5.3 CONCLUSION From this research it is concluded that most of the employees of PATTAIYA SPINNERS (P) LTD., NAMAKKAL are satisfied with their job and the welfare facilities provided by the organisation. Out of 17 welfare items provided by the company improvements are required only in 3 items.

APPENDIX
A STUDY ON JOB SATISFACTION OF WORKERS IN PATTAIYAH SPINNERS PRIVATE LIMITED

KANDAMPALAYAM-NAMAKKAL.
PERSONAL DATA 1. Name (optional) :

2. Department 3. Age 4. Sex

: : (a) 18-25 (b) 26-33 (c) 34-41 (d) 42-49 (e) 50 and over : (a) Male (b) Female

5. Educational qualification : 6. Marital status : (a) Single 7. Experience (b) Married : (a) < 3Yrs (b) 4 6 Yrs (c) 7 9 Yrs

PLEASE INDICATE YOUR LEVEL OF SATISFACTION FOR THE FOLLOWING ASPECTS

01. I like the nature of my work. Agree Neutral 02. Working conditions are satisfactory here. Agree Neutral 03. There is a high team spirit in the work group. Agree Neutral 04. As per work requirement my pay is fair. Agree 05. Working hours are suitably fixed. Strongly Agree Agree Strongly Agree Neutral Strongly Agree Strongly Agree Strongly Agree Disagree Strongly Disagree

Disagree

Strongly Disagree

Disagree

Strongly Disagree

Disagree

Strongly Disagree

Neutral

Disagree

Strongly Disagree

06. Shift work is properly organized & I like to work in shifts. Agree 07. Enough leave facilities are given. Strongly Agree Strongly Agree Neutral Disagree Strongly Disagree

Agree Neutral 08. Lighting and Ventilation facilities are adequate. Strongly Agree

Disagree

Strongly Disagree

Agree 09. Washing facilities are adequate. Strongly Agree

Neutral

Disagree

Strongly Disagree

Agree Neutral 10. Bath rooms, toilets are properly maintained. Agree Neutral 11. Medical / First Aid in needy times provided. Agree Neutral 12. Drinking water arrangement is good. Agree 13. Canteen and its services are good. Strongly Agree Strongly Agree Neutral Strongly Agree Strongly Agree

Disagree

Strongly Disagree

Disagree

Strongly Disagree

Disagree

Strongly Disagree

Disagree

Strongly Disagree

Agree Neutral 14. Adequate safety provisions are ensured. Strongly Agree

Disagree

Strongly Disagree

Agree Neutral Disagree 15. My job is reasonably secure as long as I do good work. Agree Neutral 16. I get promotions on my experience. Strongly Agree Agree Neutral Strongly Agree Disagree

Strongly Disagree

Strongly Disagree

Disagree

Strongly Disagree

17. Co workers are cooperative in work. Agree Neutral Disagree 18. My supervisors / superiors treat me well & properly. Agree 19. Given rest pauses are sufficient. Strongly Agree Agree Strongly Agree Neutral Disagree Strongly Agree Strongly Disagree

Strongly Disagree

Neutral

Disagree

Strongly Disagree

20. I have opportunities to present my problems to the management. Agree 21. Grievance handing is good. Strongly Agree Strongly Agree Neutral Disagree Strongly Disagree

Agree Neutral 22. Periodical review of workers in work. Strongly Agree

Disagree

Strongly Disagree

Agree Neutral Disagree 23. I will not quit this job if I get a similar job elsewhere. Agree Neutral 24. I agree that I can make some sort of savings. Agree Neutral 25. I am satisfied with respect to Bonus schemes. Agree Neutral 26. I get enough training by working in this concern. Strongly Agree Strongly Agree Strongly Agree Strongly Agree Disagree

Strongly Disagree

Strongly Disagree

Disagree

Strongly Disagree

Disagree

Strongly Disagree

Agree Neutral Disagree 27. The concern is taking care of my family welfare measures. Strongly Agree Agree Neutral Disagree

Strongly Disagree

Strongly Disagree

BIBLIOGRAPHY
1. Stephen. P. Robbins Organizational Behaviour, ninth edition by prentice hall. 2. Edwin. B. Flippo Principles of Personnel Management , Mc Graw Hill Kogusha Company Limited, Tokyo, sixth edition 1998.

3. C.R.Kothari Research Methodology Methods and Techniques , Wishwa Prakashan, second edition 1990. 4. C. B. Mamoria Personnal Management, Himalaya Publishing House, Bombay_4 1992. 5. Tripathi - Personnal Management and Industrial Relations , Sultan Chand and Sons, New Delhi, Twelfth Edition 1996.