JOB SATISFACTION

Job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience.

Locke

Job satisfaction is a general attitude towards ones job. The difference between the amount of reward workers receive and the amount they believe they should receive.

P. Robbins

Job satisfaction is a result of employees perception of how well their job provides these things which are viewed as important. It is generally recognized in the organizational behaviour field that Job satisfaction is the most important and frequently studied attitude.

Factors influencing Job satisfaction

There are a number of factors that influence Job satisfaction.

1. Pay

Wages are a significant factor in Job satisfaction. Money not only helps people attain their basic needs but is instrumental in providing upper level need satisfaction. Employees often see pay as a reflection of how management views their contribution to the organization.

2. Work itself

The content of the work itself is another major source of satisfaction. Some of the most important ingredients of a satisfying job uncovered by surveys include interesting and challenging work, work that is not boring and a job that provides status.

3. Promotions

Promotional opportunities seem to have a varying effect on Job satisfaction. This is because promotions take a number of different forms and have variety of accompanying rewards.

4. Supervision

Supervision is another moderately important source of Job satisfaction. The other dimension is participation or influence as illustrated by managers who allow their people to participate in decisions that effect their own jobs. A participative climate created by the supervisor has a more substantial effect or workers satisfaction than does participation in a specific decision.

5. Work group

The nature of the work group will have an effect on Job satisfaction. Friendly, cooperative coworkers are a modest source of Job satisfaction to individual employees. The work group serves as a source of support, comfort, advice and assistance to the individual worker.

6. Working condition

Working condition are another factor that have a modest effect on Job satisfaction. If the

working conditions are good (clean, attractive, surroundings, for instance) the personnel will find it is easier to carry out their jobs.

OUTCOMES OF JOB SATISFACTION

Intrinsic reward

Performance (accomplishment)

Satisfaction

Extrinsic reward
Hence performance leads satisfaction rather than vice versa.

To society as a whole as well as from an individual employees standpoint, Job satisfaction in

5

and of itself is a desirable outcome. In examining the outcomes of Job satisfaction it is important to break down the analysis into a series of specific sub topics. The following examines the most important of these.

Satisfaction and Productivity

Are satisfied workers more productive than their less satisfied counterparts. This satisfaction performance controversy has raged over the years. Although most people assume a positive relationship, the preponderance of research evidence indicates that there is not strong linkage between satisfaction and productivity.

Satisfaction and Turnover

Research has uncovered a moderate relationship between satisfaction and turnover. High Job satisfaction will not in and of itself keep turnover low, but it does seem to help. On the other hand, if there is considerable job dissatisfaction there is likely to be high turnover.

Satisfaction and Absenteeism

Research has pretty well demonstrated an inverse relationship between satisfaction and absenteeism. When satisfaction is high, absenteeism tends to be low; when satisfaction is low, absenteeism tends to be high. However, as with the other relationships with satisfaction there are moderating variables such as the degree to which people feel that their jobs are important.

Other effects of Job satisfaction

In addition to the above there are a number of other effects brought about by high Job satisfaction. Research reports that highly satisfied employees tend to have better mental and physical health, learn new Job related tasks more quickly, have fewer on the job accidents, and file fewer grievances.

MODELS OF JOB SATISFACTION

Expectations about job Pay Work itself Promotion Supervision Co-workers Working condition Employee job satisfaction Discrepancies

Actual job conditions Pay Work itself Promotion Supervision Co-workers Working condition

REVIEW OF LITERATURE

Job Satisfaction

Job satisfaction has been one of the most extensively discussed and studied concepts in organizational and personnel management, accounting for more than 5000 published works. The information generated by research into this area has practical implications for individuals and organizations alike, as employees strive for the best quality of life possible and managers are faced with the ever increasing challenge of operating efficient, effective organizations using the human and technological resources available to them. Understanding job satisfaction and what it means is not only a desirable but a critical aspect of life for both organizations and individuals.

Defining and measuring job satisfaction has been a challenging process which has been refined through decades of research and which is still occurring. According to Cranny, Smith & Stone (1992), job satisfaction is generally agreed upon by researchers to be an affective reaction to a job that results from the employees comparison of actual outcomes with those that are desired.
9

The study of job satisfaction grew out of several schools management theory dating back to Frederck Taylors early applications of scientific method to factory problems in the first part of this century. Vrooms (1964) Expectancy Theory of human motivation is a significant contributor to the field which goes beyond the simple behavioral concept of stimulus-response and reinforcement of behavioral psychology; it explains motivation as the perceived value of probably outcomes of actions, and the probability that actions will bring about outcomes which are highly desired. The theory thus takes into account the intrinsic values that affect satisfaction and work which research has often found to be at least equally important or more so to job satisfaction than arte the extrinsic values.

Abraham Maslows (1943) theory of a Hierarchy of Needs examines human motivation in terms of levels of met or unmet needs. His premises include that only an unsatisfied need can influence behavior, that a person will minimally satisfy each level of need before feeling the need at the next level, and that if need-satisfaction is not maintained at any level it will become a priority again.

At the lowest level of Maslows Hierachy of Needs are physical Needs (food, clothing, Shelter and comfort), followed by safety needs (security for self and possessions and avoidance of risk, harm and

10

pain). Social needs comprise the level, and include companionship, acceptance, love and affection and group membership. Higher levels include Esteem Needs (responsibility, self-respect, recognition and sense of accomplishment) and Self-Actualization Needs (reaching ones potential, independence, creativity and self-expression).

According to Plunkett and Attner (1994) an unmet need an frustrate an employee and will continue to influence his or her behavior until it is satisfied; managers can therefore effectively work with an employee by identifying the level of need which he or she is trying to satisfy and by attempting to build into the work environment opportunities that will allow the individual to satisfy his or her needs.

Frederck Herzbergs (1975) Motivation Hygiene Theory directly addresses the issues of satisfaction and dissatisfaction on the job. His theory and research suggests that job dissatisfaction is caused by the absence of or deficits in hygiene factors such as salary, job security, working conditions, status, company policies, quality of supervision and quality of interpersonal relationships. These factors, although they can cause job dissatisfaction if deficient, do into result in job satisfaction

11

if present. Rather, according to Herzberg, it is the motivation factors intrinsic to a job and related to job content that have the power to increase job satisfaction. Motivation factors include achievement, recognition, responsibility, advancement, the work itself, and possibility of growth.

Extensive research has been conducted about the relationship between job satisfactions and other work-related behaviors or attitudes such as job performance, stress and health, general life satisfaction, turnover commitment to the organization, and pro-organizational behaviours. Over time the findings of research have been inconsistent; this very well may be due, however, to wide variation in definitions of job satisfaction and in the validity of methods used to measure it (Cranny, Smith, & stone, 1992).

According to Silberstand (1996), satisfied workers have been found to be more committed to organizations, to have more favourable attitudes towards work and the organization, to be more conscientious, to be more likely to help co-workers, to have greater willingness to report unethical behaviours, and to be less likely to leave their jobs that are dissatisfied workers. Cranny, smith, & stone (1992) note that job satisfaction has been shown to influence attendance at work, pro-

12

organizational behaviors, voting for or against union representation, decisions to leave the organization or to retire, and psychological withdrawal bahaviours.

Following is a review of recent literature on the relationship between job satisfaction and several behaviours or attitudes.

According to cranny, smith, & (1992) the methods researchers use to study performance and satisfaction influence the conclusion reached about their relationship. They suggest that corelational studies have suggests a stronger relationship. Katzell & Guzzo (1983), for example reviewed 207 studies of the effects of psychologically based interventions on productivity (as well as job satisfaction).

Intervention studies, which are experimental or quasi experimental, assess the effects of manipulated independent variable (such as changes into account better then corelational studies the various mediating factors (such as goal-setting, extrinsic and intrinsic rewards, and perceived equity) which also affect both performance and satisfaction (Cranny, Smith, & stone, 1992).

13

A path analysis of Cranny, smith, & stones study suggests that job satisfaction significantly influences job performance as rated by supervisors (though not as self reported), which is believed to be due to increased alertness and focused attention. Interestingly, efforts expenditure was found to positively affect self rated job performance, but had an inverse relationship with supervisor rated job performance (in other ratings of job performance). It is suggested that this could be due to a efforts on the part of the employees. Neiter self reported nor supervisor- reported job performance was found to substantially influence job satisfaction, suggesting that relationship is not bi-directional. Factors found in this study to influence job satisfaction discussed in a later section.

Other recent studies have discussed the relationship between job satisfaction and job performance. Deconinck and Stilwell (1996) found in studying female advertising executives that job satisfaction is a significant predictor of organizational commitment; and Becker, billings, Eveleth, & Gilbert (1996) found that organizational commitment as targeted at supervisors was positively related to performance. Keller, Julian, & Kidia (1996) foundin studying research and development teams related to an increase in patent acquisition, technical quality ratings, and publication of articles.

14

Nerker. Mcgrath, & MacMillam (1996) found in studying innovation projects that social job satisfaction mediates the relationship between team deftness and performance, and that instrumental job satisfaction mediates the relationship between team comprehension and project performance. Babin and boles (1) (6) found in studying retail sales clerks that there in a positive relationship between job satisfaction and job.

Mounting health care costs, absenteeism, and lost productivity make health issues a pressing concern for managers. Research indicated that there is a relationship between stressors on the job and physical or emotional changed in individuals, and that psychological stressors produce changes in levels of various hormones, body chemicals, organic function, and anxiety (McLeen,, 1979).

The fight or flight physiological arousal, developed as an evolutionarily adaptive response to real physical threat, leaves modern men and women who experience psychological stress with physical threat, leaves modern men and women who experience psychological stress with physiological changes such as increased levels of adremaline and cortisol which can cause serious health problems if not alleviated, gastrointestinal disease (such as ulcers and irritable

15

bowel syndrome), allergies asthma, chronic backache, arthiriti, hyperthyroidism, and skin disorders are all believed to be aggravated by stress, which can also affect the bodys immune system and decrease resistance to illness (Charlesworth and Nathan, 1984). Injuries, workmans

compensation claims and morbidity have all been found to be related to job stress (Cranny, Smith, & stone, 1992).

According to Cranny, Smith, & stone (1992), work factors that have been found to be related to coronary heart disease or hypertension include heavy workload (too much or too difficult for the individual), heavy responsibility for people or money, lack of control over work decisions, problems with a boss or co- workers, role ambiguity (unclear objectives resources), and limited opportunities for growth or advancement.

According to williamson (1996), jobs require a disproportionate amount of time and energy, they define us, and they are highly related to overall satisfaction with lie. Maslows Hierarchy of Needs, discussed previously, presents a model for understanding the ways in which work can affect general life satisfaction, as it is through work that most adults meet their basic physical needs, many of their

16

social needs, and much of their needs for esteem and self-actualization.

Work related satisfaction has in fact been shown to be related to, and to be a major component of, satisfaction with life, including recently by Howard and Frink (1996). Stewart and Barling (1996) found in studying fathers that job satisfaction, work related mood and work tension affect the behavior of their children (acting out, shyness, and school competence). Job/life satisfaction is important for organizations to address for humanitarian as well as for practical reasons.

17

OBJECTIVE OF THE STUDY

1. To study and understand the job satisfaction among the employees of Salem cooperative sugar mills limited.

2. To study the opinion of the employees about the job satisfaction and factors relating to working conditions in Salem cooperative sugar mills limited.

3. To study the various factors which influencing job satisfaction

4. To study the difference if any, between the opinion expressed by employees belonging to difference in age group, education and income.

5. To offer suggestions to the company to improve employees satisfactory level.

18

LIMITATIONS OF THE STUDY

1. The research exercise was conducted within a limited duration. So a detailed study could not be made.

2. The number of employees in Salem Co-Operative limited by 100.

Sugar Mills is 680. But sample size is

3. The Study is some extent based on the opinions expressed by the employees. So there may be chances for bias.

4. study was conducted only among the employees of the general shift.

19

5. The study is confined to a single organization. Hence the findings of the study will be applicable to this organization only.

20

RESEARCH METHODOLOGY Research as a scientific and systematic search for pertinent information on a specific topic. In fact research is an art of scientific investigation.

Research comprises defining and redefining problems, formulating hypothesis or suggested solutions; collecting, organizing and evaluating data; make deductions and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis.

Research methodology is a way of systematically solve the research problem. 1. Aim of the study The aim of the study is to study the job satisfaction in various units in Salem Co-Operative Sugar Mills Ltd. 2. Data Collection In this survey in order to meet the objectives of the study both primary data and secondary data were collected.

21

a)

Primary data The primary data are those which are collected a fresh and for the first time, and thus happen to

be original in character. Primary data was collected through structured questionnaire. Questionnaires were distributed to employees directly. From the answered questionnaire the opinion of employees were ascertained. b) Secondary data The secondary data are those which have already been collected by some one else. In this study facts were collected from company records and project textbooks. 3. Sampling design A sample design is a definite plan for obtaining a sample from a given population. a) Sample size This refers to the number of items to be selected from the universe to constitute a sample. 100

22

samples were taken from Salem Co-Operative Sugar Mills as sample size.

23

b)

Sample unit A decision has to be taken concerning a sampling unit before selecting sample. Here the

sampling unit is employees of Salem Co-Operative Sugar Mills, who are in general shift. c) Sampling Technique There are two types of sampling techniques. Probability sampling and non probability sampling. Probability sampling is also known as random sampling or chance sampling. Under this sampling design, every item of the universe has an equal chance of inclusion in the sample. Non probability sampling is the sampling procedure which does not afford any basis for estimating the probability that each item in the population has of being included in the sample. In this research study, the probability sampling is used. The sampling method is used for the survey is simple random sampling. d) Sampling tools

24

The chi-square test and Anova two way classifications are used as a statistical tools to analyze the data

TABLE - 1 RESPONDENTS BASED ON AGE GROUP

S. No. 1 2 3 4

Age group Below 25 26 35 36 50 Above 50 Total

No. of respondents 22 6 5 42 75

Percentage of respondents 29.30 8.00 6.67 56.00 100

Source : Primary data

Sample Size : 75

25

Inference From the above table, it is founded that 56% of the respondents belongs to the age of above 50, 29.3% of the respondents belongs to the age below 25, 8% of the respondents belongs to the age group between 26-35 and 6.67% of the respondents belongs to the age group between 36-50.

26

TABLE - 2 MONTHLY INCOME OF THE RESPONDENTS

S.No.

Monthly income (Rupees) Below 3000 3000-9000 9000-15000 Above 15000 Total

No. of respondents

Percentage of respondents 40 60 0 0 100

1 2 3 4

30 45 0 0 75

27

Source : Primary data Inference

Sample Size : 75

It can be traced out from the above table 60% of the respondents are earning monthly income Rs.3000 to 9000, and 40% of the respondents are earning below 3000.

28

TABLE 3 EDUCATIONAL QUALIFICATION OF RESPONDENTS

S.No.

Educational qualification

No. of respondents 38 18 14 5 75

Percentage of respondents 50.7 24 18.7 6.6 100

1 2 3 4

Primary Secondary Diploma holder Post graduate Total

Source : Primary data Inference

Sample Size : 75

29

It can be inferred from the above table 50.7% of the respondents educational qualification are primary education, 24% of the respondents are secondary education, 18.7% of the respondents are diploma holder and 6.6% of the respondents are post graduate.

30

TABLE - 4 RESPONDENTS OPINION ABOUT THE PROMOTION OBTAINED

S.No.

Promotion obtained

No. of respondents 37 38

Percentage of respondents 49.3 50.7 100

1 2

Yes No Total

75

Source : Primary data Inference

Sample Size : 75

From the above table, 50.7% of the respondents did not obtain any promotion and 49.3% of the respondents obtained promotion.

31

TABLE 5 RESPONDENTS BASED ON THEIR EXPERIENCE

S.No. 1 2 3 4

Experience (in years) Below 5 5 20 20 30 Above 30 Total

No. of respondents 21 7 25 22 75 Sample Size : 75

Percentage of respondents 28 9.3 33.3 29.4 100

Source : Primary data

Inference

It can be inferred from the above table 33.3% of the respondents have 20-30 years experience,

32

29.4% of the respondents have above 30 years experience, 28% of the respondents have below 5 years experience and 9.3% of the respondents have 5-20 years experience.

33

TABLE - 6 RESPONDENTS BASED ON DEPARTMENTS

S.No. 1 2 3 4

Departments Electrical Mechanical Cane Manufacturing Total

No. of respondents 31 26 2 16 75 Sample Size : 75

Percentage of respondents 41.3 34.7 2.7 21.33 100

Source : Primary data

Inference

From the above table, 41.3% of the respondents belongs to electrical department, 34.7% of the

34

respondents belongs to mechanical department, 21.33% of the respondents belongs to the manufacturing department and 2.7% of the respondents belongs to cane department

35

TABLE 7 RESPONDENTS OPINION ABOUT HOW THEY LIKE THEIR JOB

S.No. 1 2 3 I like it Neutral

Opinion

No. of respondents 61 9 5 75

Percentage of respondents 81.3 12.0 6.7 100

I dont like it Total

Source : Primary data

Sample Size : 75

Inference

From the above table, 81.3% of the respondents are like their job, 12% of the respondents are in neutral and 6.7% of the respondents are not like their job.

36

CHART - 1 RESPONDENTS OPINION ABOUT HOW THEY LIKE THEIR JOB

90 80 Percentage of Respondents 70 60 50 40 30 20 10 0

81.3

12

6.7

I like it

Neutral Opinion

37

don't like

TABLE 8 RESPONDENTS OPINION ABOUT LOSING THEIR JOB SECURITY

S.No. 1 2 3 4

Opinion Most of the time Some time Occasionally No Total

No. of respondents 6 19 19 31 75 Sample Size : 75

Percentage of respondents 8 25.3 25.3 41.4 100

Source : Primary data

Inference

From the above table it is inferred that 41.4% of the respondents feel that they never losing their job security, 25.3% of the respondents feel sometimes and 25.3% of the respondents feel

38

occasionally and the 8% of the respondents feel most of the time.

39

TABLE 9 RESPONDENTS OPINION ABOUT PROVISION OF TRAINING PROGRAMME

S.No.

Opinion

No. of respondents

Percentage of respondents 32 68 100

1 2

Provided Not provided Total

24 51 75 Sample Size : 75

Source : Primary data

Inference

Regarding training programme 68% of respondents are provided and 32% of respondents are not provided.

40

TABLE - 10 RESPONDENTS OPINION ABOUT WORKING HOURS

S.No.

Opinion

No. of respondents 64 11 75 Sample Size : 75

Percentage of respondents 85.3 14.7 100

1 2

Satisfied Not satisfied Total

Source : Primary data

Inference

From the above table, 85.3% of the respondents are satisfied with their working hours and 14.7% of the respondents are not satisfied with their working hours.
41

CHART - 2 RESPONDENTS OPINION ABOUT WORKING HOURS

85.3 90 80 Percentage of Respondents 70 60 50 40 30 20 10 0 Satisfied Opinion Not satisfied

42

14.7

TABLE 11 RESPONDENTS OPINION ABOUT SALARY

S.No.

Opinion

No. of respondents

Percentage of respondents 32 68 100

1 2

Satisfied Not satisfied Total

24 51 75 Sample Size : 75

Source : Primary data

Inference

From the above table it can be traced that, 68% of the respondents are not satisfied with their salary remaining 32% of the respondents are satisfied with their salary.

43

CHART - 3 RESPONDENTS OPINION ABOUT SALARY

70 Percentage of Respondents 60 50 40 30 20 10 0 Satisfied Opinion 32

68

Not satisfied
44

TABLE 12 RESPONDENTS OPINION ABOUT REST INTERVAL

S.No.

Opinion

No. of respondents

Percentage of respondents 48 34.7 17.3 100

1 2 3

Highly satisfied Less satisfied Need some more time Total

36 26 13 75 Sample Size : 75

Source : Primary data

Inference

From the above table, 48% of the respondents are highly satisfied with their rest intervals,
45

34.7% of the respondents are less satisfied with their rest intervals and 17.3% of the respondents need some more time.

46

TABLE 13 RESPONDENTS OPINION ABOUT SEEKING OTHER JOB

S.No.

Opinion

No. of respondents 27 48

Percentage of respondents 36 64 100

1 2

Yes No Total

75 Sample Size : 75

Source : Primary data

Inference

From the above table, it can be inferred that, 64% of the respondents are not seeking for any other job and 36% of the respondents are seeking for other jobs.
47

TABLE 14 RESPONDENTS OPINION ABOUT THE KINDS OF SUPERVISION THEY HAVE

S.No.

Leadership style

No. of respondents

Percentage of respondents 20 57.3 22.7 100

1 2 3

Autocratic Democratic Free-rein Total

15 43 17 75

Source : Primary data

Sample Size : 75

48

Inference

From the above table, it can be inferred that 57.3% of the respondents says that they have democratic kind of supervision, 22.7% of the respondents says that they have free-rein kind of supervision and 20% of the respondents says that they have autocratic kind of supervision.

49

CHART - 4

RESPONDENTS OPINION ABOUT THE KINDS OF SUPERVISION THEY HAVE

60

57.3

Percentage of Respondents

50 40 30 20 20 10 0 Autocratic Democratic
50

22.7

Free - rein

Opinion

TABLE 15 RESPONDENTS OPINION ABOUT KINDS OF SUPERVISION LIKE

S.No.

Leadership style

No. of respondents

Percentage of respondents 13.3 56 30.7 100

1 2 3

Autocratic Democratic Free-rein Total

10 42 23 75

Source : Primary data

Sample Size : 75

Inference

51

It can be traced out from the above table 56% of the respondents says that they like democratic style, 30.7% of the respondents says that they like free - rein and 13.3% of the respondents says that they like autocratic style.

52

TABLE - 16 RESPONDENTS OPINION ABOUT FINANCIAL REWARD FOR EXCELLENT PERFORMANCE

S.No.

Opinion

No. of respondents

Percentage of respondents 0 100 100

1 2

Yes No Total

0 75 75

Source : Primary data

Sample Size : 75

Inference

100% of the respondents did not get any financial rewards for their excellent performance.

53

TABLE 17 RESPONDENTS OPINION ABOUT THEIR JOB

S.No.

Opinion

No. of respondents

Percentage of respondents 26.7 25.3 40 8 100

1 2 3 4

Excellent Good Fair Poor Total

20 19 30 6 75

Source : Primary data

Sample Size : 75

54

Inference

From the above table, 40% of the respondents have fair opinion about their job, 26.7% of the respondents have excellent opinion about their job, 25.3% of the respondents have good opinion about their job and 8% of the respondents have poor opinion about job.

55

TABLE 18 RESPONDENTS OPINION ABOUT RELATIONSHIP WITH CO-WORKERS

S.No.

Opinion

No. of respondents 34 34 7 0

Percentage of respondents 45.3 45.3 9.4 0 100

1 2 3 4

Excellent Good Fair Poor Total

75 Sample Size : 75

Source : Primary data

56

Inference

From the above table, 45.3% of the respondent have excellent relationship with their coworkers, 45.3% of the respondents have good relationship with their co-workers, 9.4% of the

respondents have fair relationship with their co-workers and no one have poor opinion regarding relationship with co-workers.

57

CHART - 5

RESPONDENTS OPINION ABOUT RELATIONSHIP WITH CO-WORKERS

50 45

45.3 45.3

Percentage of Respondents

40 35 30 25 20 15 10 5 0 Excellent Good Fair Poor

9.4

Opinion

58

TABLE - 19 RESPONDENTS OPINION ABOUT WORK ENVIRONMENT

S.No.

Opinion

No. of respondent s 15 45 10 5

Percentage of respondents 20 60 13.3 6.7 100

1 2 3 4

Excellent Good Fair Poor Total

75

Source : Primary data

Sample Size : 75

59

Inference

From the above table, it is founded that, 60% of the respondents feel about work environment as good, 20% of the respondents feel about work environment as excellent, 13.3% of the respondents feel about work environment as fair and 6.7% of the respondents feel about work environment as poor.

60

CHART-6

RESPONDENTS OPINION ABOUT WORK ENVIRONMENT

60

60

Percentage of Respondents

50 40 30 20 20 10 0 Excellent Good Fair Poor 13.3 6.7

Opinion
61

TABLE 20 RESPONDENTS OPINION ABOUT RELATIONSHIP BETWEEN WORKERS AND MANAGEMENT

S.No. 1 2 3 4

Opinion Excellent Good Fair Poor Total

No. of respondent s 8 42 20 5 75 Sample Size : 75

Percentage of respondents 10.7 56 26.7 6.7 100

Source : Primary data

Inference

From the above table, 56% of the respondents feel that there is good relationship between

62

workers and management, 26.7% of the respondent feel that there is fair relationship between workers and management, 10.7% of the respondents feel that there is excellent relationship between workers and management and 6.7% of the respondent feel that there is poor relationship between workers and management.

63

TABLE 21 RESPONDENTS OPINION ABOUT RELATIONSHIP BETWEEN UNION AND MANAGEMENT

S.No. 1 2 3 4

Opinion Excellent Good Fair Poor Total

No. of responden ts 6 34 19 16 75 Sample Size : 75

Percentage of respondents 8 45.3 25.3 21.4 100

Source : Primary data

Inference

It can be traced out from the above table that 45.3% of the respondent feel that there is good relationship between union and management, 25.3% of the respondent feel that there is fair

64

relationship between union and management, 21.4% of the respondent feel that there is poor relationship between union and management and 8% of the respondent feel that there is excellent relationship between union and management

65

TABLE 22 RESPONDENTS OPINION ABOUT THE FREEDOM TO EXPRESS THEIR VIEWS TO MANAGEMENT

S.No. 1 2 3 4

Opinion Excellent Good Fair Poor Total

No. of respondents 17 37 13 8 75 Sample Size : 75

Percentage of respondents 22.7 49.3 17.3 10.7 100

Source : Primary data

Inference

From the above table, it can be traced out that 49.3% of the respondents says that the freedom

66

to express their views to management are good, 22.7% of the respondents says that the freedom to express their views to management are excellent 17.3% of the respondents says that the freedom to express their views to management are fair and 10.7% of the respondents says that the freedom to express their views to management are poor.

67

CHI-SQUARE TEST TABLE - 24 RESPONDENT OPINION ABOUT THE RELATIONSHIP BETWEEN JOB SECURITY & EXPERIENCE

Seek any other job Experience Below 5 years 5Yrs 20 years 20Yrs 30 years Above 30 years Total Source : Primary data

Yes

No

Total

16 0 5 6 27

5 7 20 16 48

21 7 25 22 75

Sample Size : 75 (Oij Eij )2

X2

Eij Row total x Column total ------------------------------------Grand total

Expected frequency =

Where,

O E

= =

Observed frequency Expected frequency

68

Ho

= There is no significant relationship between experience & job

security Ha = There is a significant relationship between experience & job security

Oij 16 5 7 5 20 6 16

Eij 7.56 13.44 7 9 16 7.92 14.08

Oij-Eij 8.44 -8.44 0 -4 4 -1.92 1.92

[Oij-Eij]2 71.2336 71.2336 0 16 16 3.68 3.68

[Oij-Eij] 2/Eij 9.4224 5.3001 0 1.7778 1 0.46 0.26

(Oij Eij)2 / Eij = 18.2203 Degree of freedom V =n1

=7-1 =6 Table value at 5% level of significant Calculated value = 12.592

= 18.2203 18.2203 > 12.592

Inference Calculated value is greater than the table value. So, Ha accepted. We conclude that there is significant relationship between

69

experience & job security

70

TABLE 25 RESPONDENT OPINION ABOUT PROMOTION OBTAINED BASED ON EDUCATION QUALIFICATION

Promotion obtained Educational qualification Primary Secondary Diploma holder Post graduate Total Source : Primary data

Yes

No

Total

17 10 8 2 37

21 8 6 3 38

38 18 14 5 75 Sample Size : 75

X2

(Oij Eij )2 = -------------------Eij Row total x Column total ---------------------------------------Grand total

Expected frequency

Where

O E

= Observed frequency = Expected frequency

71

Ho

There

is

no

significant

relationship

between

education

qualification & promotion obtained Ha = There is a significant relationship between education

qualification &

promotion obtained

Oij 17 21 10 8 8 6 5 0.91 Degree of freedom

Eij 18.74 19.25 8.88 9.12 6.90 7.09 4.99

Oij-Eij -1.74 1.75 1.12 -1.12 1.1 -1.09 0.01

[Oij-Eij]2 3.02 3.06 1.25 1.25 1.21 1.18 0.0001

[Oij-Eij] 2/Eij 0.16 0.15 0.14 0.13 0.17 0.16 0.00002

(Oij Eij)2 / Eij =

V =6

=n1

=7-1 Table value at 5% level of significant Calculated value Inference Calculated value is lesser than the table value. So, Ho accepted. We conclude that there is no significant relationship between education qualification & promotion obtained = 12.592

= 0.91 0.91 < 12.592

72

TABLE 26 RESPONDENTS BASED OPINION ON ABOUT SATISFACTION OF SALARY

EDUCATION QUALIFICATION.

Option about salary Education Qualificati on Primary Secondary Diploma Holder Post Graduate Total Source: Primary Data Satisfied Not Satisfied Total

9 5 5 5 24

29 13 9 0 51

38 18 14 5 75 Sample Size: 75

X2

(Oij Eij )2 --------------------Eij Row total x Column total -------------------------------------Grand total

Expected frequency

Where,

O E

= Observed frequency = Expected frequency

73

Ho

There is no significant relationship between education qualification and satisfaction of salary.

Ha = There

is

significant

relationship

between

education

qualification and satisfaction of salary

Oij 9 29 5 13 5 9 5

Eij 12.2 25.8 5.8 12 4.5 9.5 5

Oij-Eij -3.2 3.2 -0.8 1 0.5 -0.5 0

[Oij-Eij]2 10.24 10.24 0.64 1 0.25 0.25 0

[Oij-Eij] 2/Eij 0.839 0.396 0.110 0.083 0.055 0.026 0 1.509

(Oij Eij)2 / Eij = Degree of freedom Table value at 5% level of significance Calculated Value Inference = 12.592 = 1.509 12.592 > 1.509 V = n-1 =6

Table value is greater than the calculated value. So Ho accepted. We conclude that there is no significant relationship between satisfaction of salary and education qualification.

74

TABLE 27 RESPONDENT OPINION ABOUT JOB BASED ON SALARY

Salary

Opinion about Job Excellen t 10 10 0 0 20

Good

Fair

Poor

Total

Below 3000 3000 9000 9000 15000 Above 15000 Total Source : Primary Data

13 6 0 0 19

7 23 0 0 30

0 6 0 0 6

30 45 0 0 75

Sample Size : 75

X2

(Oij Eij)2 = ------------------Eij

Row total x column total Expected frequency = ------------------------------------Grand total Where, O E = Observed frequency = Expected frequency.

75

Ho = There is no significant relationship between Job & Salary Ha = There is a significant relationship between Job & Salary

Oij 10 13 7 10 6 23 6

Eij 8 7.6 14.4 12 11.4 18 3.6

Oij-Eij 2 5.4 -7.4 -2 -5.4 -5 -2.4

[Oij-Eij]2 4 29.16 54.76 4 29.16 25 5.76 =

[Oij-Eij] 2/Eij 0.5 3.8368 3.8027 0.3333 2.5578 1.3888 1.6 14.0195

(Oij Eij)2 / Eij Degree of freedom V = 7-1 =6 Table value at 5% Level of significant Calculated Value = 12.592 = n-1

= 14.0195 14.0195 > 12.592

Inference Calculated value is greater than the table value. So, Ha accepted. Hence there is significant relationship between Job & Salary.

76

TABLE 28 RESPONDENTS OPINION ABOUT TRAINING PROGRAMME BASED ON PROMOTION OBTAINED

Training Programme Provided Promotion Obtained Yes No Total Source : Primary data (Oij Eij )2 -----------------Eij 5 19 24 32 19 51 37 38 75 Sample Size : 75 Yes No Total

Row total x Column total Expected frequency = ---------------------------------------Grand total Where, O E = Observed frequency = Expected frequency

77

Ho = There is no significant relationship between training Programme & Promotion obtained Ha = There is a significant relationship between training Programme & Promotion obtained.

Oij 5 32 19 19 11.469 Degree of freedom

Eij 11.84 25.16 12.16 25.84

Oij-Eij -6.84 6.84 6.84 -6.84

[Oij-Eij]2 46.7856 46.7856 46.7856 46.7856

[Oij-Eij] 2/Eij 3.9515 1.8595 3.8474 1.8105

(Oij Eij)2 / Eij =

=n1

=4-1 =3 Table value at 5% level of significant Calculated value = 7.815

= 11.469 11.469 > 7.815

Inference Calculated value is greater than the table value. So, Ha accepted. We conclude that there is significant relationship between training Programme & Promotion obtained.

78

TABLE - 29 RESPONDENT OPINION ABOUT JOB BASED ON SUPERVISION STYLE

Supervision Style Autocrati c Opinion about job Excellent Good Fair Poor Total Source : Primary data 0 0 9 6 15

Democra tic 15 19 9 0 43

Freerein 5 0 12 0 17

Total

20 19 30 6 75

Sample Size : 75 (Oij Eij )2 -----------------Eij

Row total x Column total Expected frequency = -------------------------------------Grand total Where, O E = Observed frequency = Expected frequency

79

Ho = There is no significant relationship between opinion about job & supervision style. Ha = There is a significant relationship between opinion about job & supervision style.

Oij 15 5 19 9 9 12 6

Eij 15.46 4.5 14.69 10.3 17.2 6.8 6

Oij-Eij -0.46 0.5 4.31 -1.3 -8.2 5.2 0

[Oij-Eij]2 0.2116 0.25 18.5761 1.69 67.24 27.04 0

[Oij-Eij] 2/Eij 0.0136 0.0555 1.2645 0.1640 3.9093 3.9764 0 9.3833

(Oij Eij)2 / Eij = Degree of freedom V = 7-1 =6 Table value at 5% Level of significant Calculated Value Inference = 12.592 = 9.3833 9.3833 < 12.592 = n-1

Calculated value is lesser then the table value. So, Ho accepted. We conclude that there is no significant relationship between Job & Supervision style.

80

TABLE 30 RESPONDENT OPINION ABOUT SATISFACTION WITH SALARY BASED ON EXPERIENCE

Satisfied with salary Experience Below 5 years 5Yrs 20Yrs 20Yrs 30Yrs Above 30Yrs Total Source : Primary data

Yes

No

Total

9 0 5 10 24

12 7 20 12 51

21 7 25 22 75

Sample Size : 75 (Oij Eij ) 2 ----------------Eij

X2

Row total x Column total Expected frequency = Grand total Where O E = Observed frequency = Expected frequency

81

Ho = There is no

significant relationship between experience &

satisfaction with salary Ha = There is a significant relationship between experience & satisfaction with salary

Oij 9 12 7 5 20 10 12

Eij 6.72 14.28 7 8 17 7.04 14.96

Oij-Eij 2.28 -2.28 0 -3 3 2.96 -2.96

[Oij-Eij]2 5.19 5.1984 0 9 9 8.7616 8.76

[Oij-Eij] 2/Eij 0.77 0.36 0 1.125 0.52 1.24 0.58

(Oij Eij)2 / Eij = 4.595 Degree of freedom V =6 Table value at 5% level of significant Calculated value Inference Calculated value is lesser than the table value. So, Ho accepted. We conclude that there is no satisfaction of salary & experience. significant relationship between = 12.592 = 4.595 4.595 < 12.592 =n1

=7-1

82

ANOVA TWO WAY CLASSIFICATION TABLE 31 RESPONDENTS OPINION ABOUT JOB BASED ON LIGHTING AND VENTILATION FACILITIES

Lighting & Ventilatio n Opinion about job Excellent Good Fair Poor Total

Excellent

Good

Fair

Poor

Total

10 5 5 0 20

5 7 15 3 30

5 7 5 0 17

0 0 5 3 8

20 19 30 6 75

Ho = There is no significant relationship between opinion about job and lighting & ventilation facilities. Ha = There is a significant relationship between opinion about job and lighting & ventilation facilities. STEP 1 : Correction factor T n = 75 = 16 = 351.5625 = T2/n

83

STEP 2 : SS total Total SS =

= xij2 T2/n

[100+25+25+25+49+49+25+225+25+25+9+9] 351.5625 = 239.4375 STEP 3 : SS between column 8x8/4]-T2/n = 413.25 351.5625 = 61.6875 STEP 4 : SS between row 6x6/4] - T2/n = 424.25 351.5625 = 72.6875 STEP 5 : SS residual (or) error = Total SS [SS between column + SS between row] = 239.4375 [61.6875 + 72.6875] = 105.0625 = [20x20/4 + 19x19/4 + 30x30/4 + = [20x20/4 + 30x30/4 + 17x17/4 +

Source of variation Between column

Sum of

Degree of freedom (C-1)=3

Mean Square 61.6875/3 = 20.5625

F ratio 20.5625/11.67 36 = 1.7614 24.2291/11.67 36

5% F limit F(3,9) = 3.86

61.687 5

Between row

72.687 5

(R-1)=3

72.6875/3 = 24.2291

F(3,9) =

84

= 2.0755 Residual (or) error Total 105.06 25 239.43 75 (R-1)x(C1)=9 (Cx r-1) = 15 105.0625/9 = 11.6736

3.86

85

Inference Between column the calculated value of F is 1.7614 which is less than table value of 3.86 at 5% significant level with degree of freedom V1= 3 and V2 = 9. So the analysis support the null hypothesis.

Between row the calculated value of F is 2.0755 which is less than table value of 3.86 at 5% significant level with degree of freedom V1 = 3 and V2 = 9. So the analysis support the null hypothesis we conclude that there is no significant relationship between opinion about job and lighting & ventilation facilities.

86

TABLE 32 RESPONDENTS OPINION ABOUT JOB BASED ON MEDICAL FACILITES

Medical facilities Opinion about job Excellent Good Fair Poor Total

Excellent

Good

Fair

Poor

Total

8 3 7 2 20

10 4 16 0 30

2 12 5 0 19

0 0 2 4 6

20 19 30 6 75

Ho = There is no significant relationship between opinion about job and medical facilities. Ha = There is a significant relationship between opinion about job and medical facilities. STEP 1 : Correction factor T n = 75 = 16 = 351.5625 STEP 2 : SS total Total SS = = xij2 T2/n = T2/n

[64+100+4+9+16+144+49+256+25+4+4+16] 351.5625

87

= 339.4375 STEP 3 : SS between column 6x6/4]- T2/n = 67.6875 STEP 4 : SS between row 6x6/4] - T2/n = 72.6875 STEP 5 : SS residual (or) error = Total SS [SS between column + SS between row] = 339.4375 [67.6875 + 72.6875] = 199.0625 = [20x20/4 + 19x19/4 + 30x30/4 + = [20x20/4 + 30x30/4 + 19x19/4 +

Source of variation Between column

Sum of

Degree of freedom

Mean Square

F ratio

5% F limit

67.687 5

(C-1)=3

67.6875/3 = 22.5625

22.5625/22.11 80 = 1.0200 24.2291/22.11 80 = 1.0954

F(3,9) = 3.86

Between row

72.687 5

(R-1)=3

72.6875/3 = 24.2291

F(3,9) = 3.86

Residual (or) error

199.06 25

(R-1)x(C1)=9

199.0625/9 = 22.1180

88

Total

339.437 5

(Cx r-1) = 15

89

Inference Between column the calculated value of F is 1.0200 which is less than table value of 3.86 at 5% significant level with degree of freedom V1= 3 and V2 = 9. So the analysis support the null hypothesis.

Between row the calculated value of F is 1.0954 which is less than table value of 3.86 at 5% significant level with degree of freedom V1 = 3 and V2 = 9. So the analysis support the null hypothesis we conclude that there is no significant relationship between opinion about job and medical facilities.

90

FINDINGS

An attempt is made to study the job satisfaction among the employees of Salem Co-Operative Sugar Mills Limited, Mohanur.

The survey is conducted for hundred respondents. In this company there is no female respondents so hundred percent of the respondents are male. Among hundred respondents fifty six percent of the respondents belongs to the age group of above fifty and twenty nine percent of the respondents belongs to the age group of below twenty five.

About monthly income sixty percent of the respondents are earning three thousand to nine thousand and remaining fourty percent of the respondents are earning below three thousand as a monthly income.

Among

hundred

respondents

thirty

three

percent

of

the

respondents have twenty to thirty years experience and twenty nine percent of the respondents have above thirty years experience. So this company has highly experienced hands.

About the companys promotion and training, fifty percent of the

91

respondents did not get any promotion and sixty eight percent of the respondents did not get any training programme, because the company does not have enough resource to provide a training and promotion to their employees.

Among

hundred

respondents

eighty

one

percent

of

the

respondents like their job mainly because of working conditions & relationship between workers. And also because of job security. Fourty one percent of the respondents feel that there is job security and twenty five percent of the respondent feel occasionally lose of job security.

Among

hundred

respondents

eighty

five

percent

of

the

respondent are satisfied with their working hours.

Among hundred respondents sixty eighty percent are not satisfied with their salary because they expect high salary for their excellent performance. Even then sixty four percent of the respondent are not seek for any other job mainly because of job security and retirement benefit like pension are provided by the company.

About the company supervision style fifty seven percent of the respondents feel that they have democratic kind of supervision and

92

also fifty six percent of the respondents like the same kind of supervision style.

In this company they did not provide any financial rewards to their excellent performance so hundred percent of the respondents did not get any financial rewards mainly because of lack of funds.

About the respondents opinion about the job fourty percent of the respondent have fair opinion and twenty eight percent of the respondent have excellent opinion about job.

About

co-workers

relationship

fourty

five

percent

of

the

respondents have excellent opinion and fourty five percent of the respondents have good opinion about the relationship between coworkers.

About

the

companys

work

environment

and

relationship

between workers and management sixty percent of the respondents opinion regarding work environment are good because the employees are satisfied with their working hours & other aspects. Fifty six percent of the respondents have good opinion about the relationship between workers and management because management is ready to hear the workers problem & take necessary steps to rectify their problems.

93

About

the

company

relationship

between

union

and

management fourty five percent of the respondents have good opinion about the relationship between union and management & twenty five percent of the respondents have fair opinion about relationship between union and management.

Among

hundred

respondents

fourty

nine

percent

of

the

respondents opinion about freedom to express their views are good and twenty two percent of the respondents opinion is excellent because they allow the employees to express their views.

About the relationship between welfare measures and other related fields, sixty percent of the respondents agreed that there is relationship between labour welfare measures and other related fields such as job satisfaction hundred percent of the respondents opinion is that there is no relationship between labour welfare measures and other related fields such as absenteeism, production, employee turnover. Because already employees have enough leave facility, they produce upto the level and there is no employee turnover in the company.

About the companys welfare measures fourty percent of the respondents have good opinion about lighting & ventilation facilities

94

and fourty percent of the respondents have fair opinion about education facilities and noise control & dust fumes.

Fourty six percent of the respondents have poor opinion about canteen facilities because of not taking proper care about canteen. Thirty eight percent of the respondents have fair opinion about uniform facilities. Sixty percent of the respondent have fair opinion about rest room & lunch room because they did not maintain properly.

In this study we inferred that the employees are satisfied with their job, supervision, working hours, relationship between co-workers etc.

95

SUGGESTIONS The following suggestions offered by researcher 1. Fourty nine percent of the respondents got the promotion opportunities. Hence the company have to provide the promotion opportunities to other fifty one percent of the respondent. 2. Zero percent of the employees received financial rewards for their excellent performance. Hence it is advisable to give financial rewards to all the employee in order to motivate then. 3. The employees are dissatisfied with financial rewards like bonus. So the company should provide bonus to ensure them. 4. Thirty two percent of the respondents got the training programme, hence the company have to provide the training programme to other sixty eight percent of the respondent. 5. Sixty percent of the respondents feel that the canteen, restroom, Lunchroom are not maintain in a proper way, so the company should maintain the above facilities properly. 6. Employees feel that they did not receive the tools &

96

equipments properly. So the company should provide tools & equipment properly.

97

CONCLUSION From the study, the researcher has come to know that most of the employees were satisfied with the welfare measures provided by the management of Salem Co-Operative Sugar Mills Ltd. From the study, the researcher has come to know that most of the respondents have job satisfaction. The management has taken the efforts to maintain cordial relationship with the workers. This has resulted in increased production of business. And also increasing of profit in previous years. Most of the employees were satisfied with their job. Due to good working condition prevailing in their organization. From the study, the investigator came to know that there is a good relationship between the management and the employees. The management give full freedom to their employees to express their views and ideas. The major factor which influence the job satisfaction are work itself, pay promotion, supervision, work group, working condition,. In the above factors majority of the respondents are highly satisfied with supervision system, work group, working conditions and work itself. Rest intervals (especially in lunch) have been suggested to extend some more time in future. This will keep the company further to have very good relationship with the employees in future.
98

The researcher has also suggested few measures to improve the job satisfaction. APPENDIX STUDY ON JOBSATISFACTION 1.Name 2. Age : : Below 25 36 45 45 3. Gender : Female Male 26 35 Above

4. Salary

: Below 3000 9000 15000

3000 9000 Above

15000 5. Designation 6. Educational Qualification : : Primary Education Postgraduate Secondary Education Diploma holder 7. Marital Status : Married

99

Unmarried 8. No of family members 9. Department : :

10. Experience

: Below 5 yrs 20yrs 40yrs

5yrs 20 yrs Above 40yrs

11.Promotion obtained 12. How do you like your job? I like it

Neutral

I Dont like it

13. Are you satisfied with your present job? If Yes why: If No why: 14. Are you given any promotion opportunities? Yes No

15. Do you feel that there is any danger of losing your job? Most of the time Some times Occasionally

16. Is there any training programme provided by the management to improve your skills?

100

 Yes

No

17. Are you satisfied with your timings? Yes No

18. Are you satisfied with your salary? Yes No

19. What is your opinion about the rest intervals? Highly satisfied Less satisfied 20.Do you seek any other job? Yes No Need some more time

21. What kind of supervisor you have? Auto cratic Demo cratic Free rein

22. What kind of supervision do you like? Auto cratic Demo cratic Free rein

23. Are you received any financial rewards for your performance? Yes 24. Opinion about your job? No

101

 Excellent poor

good

fair

25. Your relationship with your co-workers? Excellent poor 26. What do you feel about work Environment? Excellent poor 27. Opinion about the existing relationship between workers and management? Excellent poor 28. Opinion about the relationship between union and management? Excellent poor 29. Are you able to do free & frank discussions with the management? Excellent poor 30. Give your suggestion to improve the performance of the good fair good fair good fair good fair good fair

102

company?

103

BIBLIOGRAPHY

1. C.R.Kothari

- Research Methodology New Delhi, Wishwaprakashan publishers 14th reprint 1997

2. Dr.C.B.Gupta

- Human resource Management New Delhi, educational publishers, 5th revised edition

3. Fred Luthans

- Organizational behaviour MC Graw-Hill international edition 1992

4. Keith davis

- Human behaviour at work organizational behaviour, Tata MC Graw-Hill company ltd., 6th edition

5. P.C.Tripathi

- Personnel Management & Industrial relations New Delhi, Sultan Chand & sons, 11th edition, 1996

6. Richard M.Steers

- Introduction to organizational behaviour New York, Harper Collins Publishers 4th edition

7. Stephen P.Robbins Organizational behaviour New Delhi, prentice Hall of India, 9th edition

104

A STUDY ON JOB SATISFACTION AMONG EMPLOYEES OF SALEM CO OPERATIVE SUGAR MILLS LTD.,
PROJECT REPORT
Dissertation Submitted in the partial fulfillment of the requirements for the degree of

Master of Business Administration

of the Bharathiar

University, Coimbatore

J.SATHYA
Reg.No.0235F0437

Submitted by

Under the Supervision and Guidance of

Miss.R.KAVITHA, MBA., M.Phil.,

105

2002 2004

Department of Management Studies

MAHARAJA COLLEGE FOR WOMEN

AFFILIATED TO BHARATHIAR UNIVERSITY, PERUNDURAI 638 052. MAHARAJA COLLEGE FOR WOMEN
PERUNDURAI

CERTIFICATE
This to certify that the summer placement project report entitled.

A STUDY ON JOB SATISFACTION AMONG EMPLOYEES OF

SALEM CO OPERATIVE SUGAR MILLS LTD

Is a bonafied record of work done by

J.SATHYA Reg.No.0235F0437

And submitted in partial fulfillment of the requirement for the degree of

106

Master of Business Administration

of the Bharathiar

University, Coimbatore

Faculty Guide Department

Head of the

Principal

Viva-Voce Examination held on _______________.

Internal Examiner Examiner

External

107

DECLARATION

I, Miss. J.SATHYA, a bonafied student of Department of Management Studies, Maharaja College for Women,

Perundurai would like to declare that the project titled A STUDY ON JOB SATISFACTION AMONG EMPLOYEES OF SALEM CO OPERATIVE SUGAR MILLS LTD in partial fulfillment of MBA degree course of Bharathiar University, Coimbatore, is my original work.

Signature, (J.SATHYA)

Date : Place :

108

ACKNOWLEDGEMENT
First of all, I thank the almighty God from the depth of my heart who helped and guided me in the completion of my project work.

My grateful thanks to Dr.R.INDRALEKHA, M.A., M.Phil., M.Ed., special Officer of Maharaja College for Women, Perundurai for giving me the opportunity to undergo this project work.

I also extend my thanks to Mrs.PANKAJA VIJAYAN, MSc., M.Phill., Principal of Maharaja College for Women, Perundurai

for giving me this nice opportunity.

I offer my profound gratitude to our respected Head of the department, Mr. P. PARAMANANDAM, MBA., M.A (Psy), M.A (Soc)., M.Sc., M.A (Eng)., M.Ed., BLIS., PGDHRM., PGDMM., for his valuable support.

Under the guidance of Miss. R. KAVITHA, M.B.A., M.Phil., Faculty guide offered her valued suggestion from time to true. I sincerely thank to her expert guidance offered how that alights were inevitable and valuable during my study and

109

report

writing.

am

indeed

extremely

grateful and

to

her

encouragement,

constant

support,

valuable

effective

guidance without which this work would not have been materialized.

I am grateful to the Salem Co Operative Sugars Mills Ltd for allowing me to do the project. I am very thankful to Mr. S. MURUGAIA, Special officer of Salem Co Operative Sugar Mills Ltd for his kind help.

I express my sincere thanks to my dear parents, sister and friends who have been my great source of inspiration at every stage of my project.

110

LIST OF TABLES S.No .

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Respondents based on age group Monthly income of the respondents Educational qualification of the respondents Respondents opinion about the promotion obtained Respondents based on their experience Respondents based on departments Respondents opinion about how they like their job Respondents opinion about losing their job security Respondents opinion about provision of Training programme Respondents opinion about working hours Respondents opinion about salary Respondents opinion about rest interval Respondents opinion about seeking other job Respondents opinion about the kinds of supervision they have TITLE PAGE No.

42 43 44 45 46 47 48 50 51 52 54 56 57 58 60

Respondents opinion about kinds of supervision like

16 17 18 19 20 21 22

Respondents opinion about financial reward for excellent performance Respondents opinion about their job Respondents opinion about relationship with co-workers Respondents opinion about work environment Respondents opinion about relationship between workers and management Respondents opinion about relationship between union and management Respondents opinion about the freedom to express their views to

61 62 63 65 67 68 69

111

management 23 Respondents opinion about labour welfare measures 70

CHI SQUARE TABLE

24 25 26 27 28 29 30 Respondents opinion about the relationship between job security and experience Respondents opinion about promotion obtained based on education qualification Respondents opinion about satisfaction of salary based on education qualification Respondents opinion about job based on salary Respondents opinion about training programme based on promotion obtained Respondents opinion about job based on supervision style Respondents opinion about satisfaction with salary based on experience 73 75 77 79 81 83 85

ANOVA TWO WAY CLASSIFICATION

31 32 Respondents opinion about job based on lighting and ventilation facilities Respondents opinion about job based on medical facilities 87 90

LIST OF CHARTS

S.No.

Title

Page No.

1 2 3 4 5

Respondents opinion about how they like their job Respondents opinion about working hours Respondents opinion about salary Respondents opinion about kinds of supervision they have Respondents opinion about relationship between co-workers

49 53 55 59 64

112

6 7

Respondents opinion about work environment Respondents opinion about labour welfare measures

66 72

113

CONTENTS

CHAPTER I

TITLE INTRODUCTION * Introduction to industry * Profile of the company *Job satisfaction

PAGE NO.

11 23 29 37 38 41 42 73 93 98 99 100 104

II III IV V VI VII VIII IX X

REVIEW OF LITERATURE OBJECTIVE OF THE STUDY RESEARCH METHODOLOGY LIMITATIONS OF THE STUDY ANALYSIS AND INTERPRETATION HYPOTHESIS TESTING FINDINGS SUGGESTIONS CONCLUSION APPENDIX BIBLIOGRAPHY

114