CHAPTER - 1

INTRODUCTION
COMPANY PROFILE
MANATEC is one of Asias largest original equipment manufacturers of
automotive garage equipments. Located in Pondicherry, India, the company
manufactures Wheel Aligners, Wheel Balancers, Two Post Lifts, Gas analysers,
Smoke Meters, Head lamp aligners & Digital Air Tire inflators.
Established in the year 1987, as a manufacturer of industrial shaft aligners,
Manatec diversified into garage equipment industry in 1991. The company, through
its in-house R&D, indigenously designed and developed Optical wheel alignment
systems in 1991, to become the first company to design a wheel aligner in the whole
of Asia. Following this the companys R&D dept continuously designed & developed
wheel balancers, tyre changers, exhaust gas analysers, smoke meters, head lamp
aligners, 2 post lifts & automatic tyre inflators. With this, Manatec is one of very few
companies in the world to have design & technology of eight different garage
equipments. Advanced versions of wheel aligners were also developed in these years
simultaneously. Manatecs extensive Wheel Aligner installation across the world
speaks for our quality, specialization and lead role we play in this industry.
Manatecs in-house R&D facility is spread over 10,000 sq.ft with more than
35 electronics, mechanical & software and hardware engineers. All the products are
designed by the R&D are indigenous with proprietary software, hardware and
electronics design. The R&D strength of Manatec has enabled the company to export
its products worldwide and provide technical support to its overseas buyers.
Beyond with increasing export orders, a new Greenfield manufacturing facility
is coming up in an area of 130,000 Sq.ft, near Pondicherry. This facility will ensure in
meeting the exports demand and will produce aligners & balancers on a mass scale.
Manatec is ISO 9001:2000 certified since 1998, which confirms its
commitment to quality systems within the company that will result in quality

products. The entire organization is driven by fully-integrated ERP system that was
introduced in 2007.
Manatec exports to more than 50 countries across the globe through its
distributor network. This was achieved through a unique value proposition Manatec
was able to offer its buyers- Designing garage equipments with world-class
technology & quality and offering at prices competitive to European and Chinese
products. Today Manatec has emerged as a truly global player in the automotive after
market and has evolved its and mission for the long term.

MILESTONES:
In its 23 years of designing & producing garage equipment, Manatec has crossed
various milestones.
Product Milestone:

Year

Products

1987

Shaft Alignment Computer

1992

Digital Wheel Aligner (Optical Model)

1993

Video graphic Wheel Aligner (Optical Model)

1995

Electronic spirit level

1996

Wheel Balancer (Digital and Video graphic models)

1998

Video graphic Wheel Aligner (CCD technology)

1999

Tyre changer

1999

Head Lamp Aligner

1999

Exhaust Gas Analyser

2000

Diesel Smoke Meter

2002

Two Post Lift

2005

Automatic Tyre Inflator

2006

RF Wheel Aligner (wireless)

PRODUCTS:
3

Wheel aligners

Wheel balancers

Tyre changers

Exhaust gas analyser

Head lamp aligners

Lifting equipment

Nitrogen generators
equipment

Tyre changers

Welding machines

Paint spray booths

Tyre inflators

A/C gas charger

Diesel smoke meter

Two wheeler

Utility equipments

Auto car wash

QUALITY:
One of the value propositions Manatec offers its buyers is the Quality of its
equipments. Excellent quality combined with economic prices will offer a unique
value to the buyers and place Manatec competitively against a Western or Chinese
product. Manatec understands the importance of this value and has always prioritized
quality assurance of its products.
Extensive process quality system ensure strict adherence to the norms
prescribed. In-coming raw material or vendor assemblies are subject to quality
checks. With long-established vendor base, on-site self check methods are established
at the vendor premises itself. Custom-designed quality jigs are established in-house
and the vendors premises to check deviations if any.
The companys quality policy as follows:

QUALITYPOLICY:
Every employee of Manatec is responsible for achieving the ultimate customer
satisfaction through effective design, systematic production, timely delivery and
prompt customer service. These are reinforced by periodic updation of technology,
knowledge and systems through proper training and motivation

EXHIBITION:

Exhibition

Place

Date

Nandambakk 19th Nov 21st Nov

am, Chennai 2010

Buenos

17th Nov - 20th Nov

Aires,

2010

Argentina

Las

Vegas, 2nd Nov - 4th Nov

USA

2010

Frankfurt,

14th Sep - 19th Sep

Germany

2010

24th Jul - 27th Jul

Mexico

2010

24th May -27th May

Dubai, UAE

2010

Bangalore,

8th Apr to 11th Apr

India

2010

Picture Gallery

Jakarta,

24th Mar - 27th Mar

Indonesia

2010

New

Delhi, 5th

Jan-

12th

Jan

India

2010

Shangai,

9th Dec - 11th Dec

China

2009

Mexico

city, 15th

Mexico

2009

31st

Dubai, UAE

to

17th

May

to

July

2nd

June 2009

Dhaka,

18th Mar- 21st Mar

Bangladesh

2009

Chennai,

7th Nov - 9th Nov

India

2008

Moscow,

28th Aug - 1st Sep

Russia

2008

New

Delhi, 10th Jan - 17th Jan

India

2008

27th May - 29th May

Dubai - UAE

2007

Chennai,

11th Nov - 13th Nov

India

2006

Johannesbur
g,

South

Africa

31st Oct to 3rd Nov

2006

Bangkok,

10th May - 13th May

Thailand

2006

PRESS RELEASES:

Autocar professional Jun 10

Auto care professional Apr 09

Auto care professional May 08

Auto care professional Apr

ADVERTISEMENTS:

Auto care professional 01-9-10

Tamil motor 01-01-10

Published on Auto care professional 5-6-09

CREDENTIALS:

10

Published on motor India

21-09-09

Published on motor India 30-08-08

AWARDS:
Manatec has received many awards, recognitions & accreditations. Team Work
is the core factor that makes this organization an emerging leader in all fronts.
The awards, recognitions, associations & accreditations are self-explanatory.
The company believes in "success by motivation" and these awards are the stepping
stones for our ultimate objective.

Silver shield for star performer for the year 2006-2007

Silver shield for star performer as small enterprise for the year 2005-2006

Best R&D Award from Prof. Murali Manohar Joshi, from the
year 1998-1999

11

Award for Excellence in R&D (Electronics) for the year 1996

Best productivity performance award for the year 1990-1991

12

CHAPTER I
INTRODUCTION OF
JOB SATISFACTION
The term Job satisfaction refers to an employees general attitude toward his
job. Job satisfaction is one of the important factors, which has drawn attention of
managers in the organisation as well as academicians.
Job satisfaction is the mental feelings of favorableness, which an individual
has about his job.

DEFINITIONS OF JOB SATISFACTION

Dubrins has defined job satisfactions as, Job satisfaction is the amount of
pleasure of contentment associated with a job. If you like your job intensely, you will
experience high job satisfaction. If you dislike your job intensely, you will experience
job dissatisfaction.
E.A. Locke defines job satisfaction as a, Pleasurable or positive emotional
state resulting from the appraisal of ones job or job experience.

DETERMINANTS OF JOB SATISFACTION

There are various factors determining the degree of job satisfaction as follows:

1. INDIVIDUAL FACTORS
Individuals have certain expectations from their jobs. If these expectations are
met from the jobs, they feel satisfied.
A. Level of education
Level of education of an individual is a main factor in determining the degree
of job satisfaction. For example, several studies have found negative correction

13

between the level of education, particularly higher level of education, and job
satisfaction.
B. Age
Individuals are experienced in different degree of job satisfaction at different
stages of their life. Job satisfaction is high at the initial stage, gets gradually reduced,
starts rising upto certain stage, and finally dips to a low degree.
C. Other factors
Besides the above two factors, there are other individual factors such as, sex
which affect job satisfaction. If an individual does not have favorable social and
family life, he may not feel happy at the workplace.

2. NATURE OF JOB
A. Occupational level
Higher-level jobs provide more satisfaction as compared to lower levels. This
happens because high-level jobs carry prestige and status in the society which itself
becomes sources of satisfaction for the jobholders.
B. Job content
Job content refers to the intrinsic value of the job, which depends on the
requirement of skills for performing it, and the degree of responsibility and growth it
offers. A higher content of three factors provides higher satisfaction.

3. SITUATIONAL VARIABLES
Situational variables related to job satisfaction in organizational context formal and informal.
A. Working conditions

14

Working conditions, particularly physical work environment, like conditions

of workplace and associated facilities for performing the job determine job
satisfaction.

15

B. Supervision
The type of supervision affects job satisfaction as in each type of supervision
the degree of importance attached to individual varies. The employee oriented
supervision provides more satisfaction than job-oriented supervision.

C. Equitable rewards
The type of linkage that is provided between job performance and rewards
determines the degree of job satisfaction.

If the reward is based on the job

performance, it offers higher satisfaction.

D. Opportunity for promotion

It is true that individuals seek satisfaction in their jobs in the context of job
nature and work environment but they also attach importance to the opportunities for
promotion that these job offer.

16

CHAPTER II
OBJECTIVES OF THE STUDY
The followings are study of objectives:
1. To study about the factors involved in the job satisfaction.
2. To study the opinion of the employees regarding the working conditions of the
MANATEC ELECTRONICS PVT. LTD.
3. To analyse the job satisfaction of employees through several measures.
4. To give suitable suggestions to increase job satisfaction of employees of
MANATEC ELECTRONICS PVT. LTD.

17

CHAPTER -III
REVIEW OF LITERATURE:
INDUSTRIAL RELATIONS
Industrial Relations refer to a dynamic and developing concept, which is not
limited to The complex of relationship between trade unions and management. But
also refers to the general web of relationships normally obtaining between employers
and employees a web much more complex than the simple of Labour- Capital
Conflict.

A number of terms are used to denote the word Industrial Relations such as
Employer-Employee

Relationship.

Labour

Relationship

and

Labour

Management Relations and so on.

Thus it is used to donate industrial relations of all those associated in
productive work including industry, agriculture, and mining, Commerce, Finance,
transport and other services. A good industrial relationship increases the morale of the
workers and motivates the workers to work more. When both parties think of mutual
interest, it gives more chances of newer development.
Casual Mans Labour dictionary defines the term industrial relations as The
relations between employer and employees in industry. In the broad sense, the term
also includes the relations between the various unions, between the State and the
unions as well as those between the employees and the Government.
Industrial relations are an integral aspect of social relations arising out of
employer employee interaction in modern industries, which are regulated by the state
in varying degrees, in conjunction with organized social forces and influenced by the
existing institutions. This involves a study to the state, the legal system, and the
workers and employers organization at the institution level, and of the patterns of
industrial organization (including management), capital structure (including
Technology). Compensation of the employee force and a study of market forces all at
the economic level.

18

HUMAN RESOURCE DEVELOPMENT

Definition
Human resource development is concerned with the people dimensions in
management, since every organization is made up of people acquiring their services
developing their skills, motivating them to high levels of performance and ensuring
that they continue to maintain their commitment to the organization are essential to
achieving organizational objectives.

This is true, regardless of the type of

organization Government, business, education, health, recreation or social action.

A popular definition quoted in any book on human resource/personnel
management is the one given by Edwin B.Flippo. According to him Management is
the planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance, and separation of human resources to the end
that individual, organizational and social objectives are accomplished.
Various training programs are organized in-house for the Up gradation of
skills of the employees. Personnel also had been sent for training to outside agencies
and for training abroad.

Definitions and Meaning

The job satisfaction is a part of the life satisfaction. The nature of ones
environment of the job does affect ones feelings on the job.
The term job satisfaction refers to an employees general attitude to job.
The job satisfaction is a dynamic thing. Managers cannot establish high job
satisfaction once and then forget about it for several years. So it has to be maintained
week after week, month after month, year after year.
Lock defines job satisfaction as a pleasurable or positive emotional state
resulting from the appraisal of ones job experienced.
Job satisfaction will be defined as the amount of over-all positive effect (or
feeling) that individuals have toward their job.
Essentially job satisfaction is a personal attitude towards the job, it represents
a complex assemblage of cognition, emotions and behavioral tendencies.

19

DETERMINATIONS OF JOB SATISFACTION:

(1) Attitude
The zeal of their work over the job gives job satisfaction, job satisfaction and
employees morale are special varieties of organizational attitude. They are reflected
in certain specific behavior like performance (quality as also quantity) absenteeism
and accidents.
So it is also considered as an important factor that affects job satisfaction.
(2) Wages
Wages plays an significant role in determining job satisfaction and as
significant to white collar workers play in such an important determinants of job
satisfaction because it is instrumental, in fulfilling so many of the needs. Sick wage
structure affects the organization effectiveness and it also affects the workers zeal for
the work. Money facilitates the obtaining of food, shelter and clothing and provides
the means to enjoy valued leisure interest outside of work. More over pay can serve as
a symbol of achievement and a source of recognition. Employees often see pay as a
reflection often of management esteem for their contribution to the organization.
(3) Work group
The nature of work group influences job satisfaction. Friendly Co-operative
Co-workers or team members are a modest source of job satisfaction to individual
employees, the work group especially a tight team, serves as a source of support,
comfort, advice and assistance to the individual workers.
A Good work group of effective team makes the job more enjoyable.
(4) Working condition
The workers job may affect it there is poor working condition. Working
environment too, contributes in a modest way of job satisfaction.
Features such as
1. Temperature
2. Humidity

20

3. Ventilation
4. Lighting and Noise
5. Work Schedules
6. Cleanliness of the work place
7. Adequate tools and equipment
(Can all affect jobs satisfaction?)
5. Career development
If there is no career development to the workers, then the job performance
may affect career development. It is always for an organization to sustain or increase
its employees current productivity level.

CORRELATES OF JOB SATISFACTION:

According to Abraham A. Korman, there are two types of variables, which are
found correlated with the job satisfaction of an individual.

They are (1)

Organizational variables, (2) Personal Variables.

1. ORGANIZATIONAL VARIABLES
(i)

Occupational level

(ii)

Job content

(iii)

Considerate leadership

(iv)

Pay and promotional opportunity

(v)

Interaction in the work Group.

(i) Occupational Level

The higher the level of the job the greater the satisfaction of the individual this
is because higher-level jobs carry greater prestige and self control. This relationship
between occupational level and job satisfaction stems from social reference group
theory in that our society values some jobs more than others.
(ii) Job Content
Greater the variation in job content and the less the repetitiveness with which
the tasks must be performed, the greater the satisfaction of the individuals involved.

21

Since job content in terms of variety and nature of tasks called for is a function of
occupational level, the theoretical arguments given above apply here also.
(iii) Considerate Leadership
People like to be treated with consideration. Hence considerate leadership
results in higher job satisfaction than inconsiderate leadership.
(iv) Pay and promotional Opportunities
All other things being equal these two variables are positively related to job
satisfaction. An explanation for this finding lies in both theories discussed above.
(v) Interaction in the work Group
(1)

It results in the cognition that other persons attitudes are similar to ones
own, since this permits the ready calculation of the others behaviour and
constitutes a validation of ones self.

(2)

It results in being accepted by others.

(3)

It facilitates the achievement of goods.

2. PERSONAL VARIABLES:
a). Age
Most of the evidence is related between age and job satisfaction, holding such
factors as occupational level constant, same to indicate that there is generally positive
relationship between the two variables up to the preferment years and then there is a
sharp decrease in satisfaction.
b). Educational Level
With occupational level held constant there is a Negative relationship between
the educational level and job satisfaction. The higher the education, the higher the
reference group with the individual looks at for guidance to evaluate his job rewards.

22

3. ROLE PERCEPTION
Different individual hold different perceptions about their role, i.e., the kind of
activities and behaviours they should engage in to perform their job successfully. Job
satisfaction is determined by this factor also.
There is as yet no consistent evidence as to whether women are more satisfied
with their jobs as men, holding such factors as job and occupational level constant.
One might predict this to be the case considering the generally lower occupational
aspiration of women.

THEORIES OF JOB SATISFACTION:

1. Equity theory
People generally want to get what they consider fair (equitable) return for their
effort. This suggests that there is greater job satisfaction if the worker perceives that
the return for this work is good.
2. Peters principle
This principle says that every employee in an organization tends to rise this
level of competence and thereby he may get job satisfaction.
3. Instrumental theory
Job satisfaction is said to be high to the extent of the job is instrumental in
getting the worker what he wants from the job. This may be due to pleasure in doing.
(a) Particular work
(b) Social importance
(c) Monetary benefits or anything, which has considerable value.
4. Need fulfillment theory
This theory is based on two assumptions
a. A person is satisfied if he gets what he wants.
b. The more he want something or the more important it is to him, the more
satisfied he is when he get it and more satisfied when he does not get it.

23

CHAPTER IV
RESEARCH METHODOLOGY
4.1 Research
The advanced learners dictionary of current English as a careful investigation
or inquiry especially through search for new facts in any branch of knowledge
Redman and more define research as a systematized efforts to gain new
knowledge
Research design:
A plan of proposed study prepared by a researcher stating the research activities
to be performed in this proposed study before he undertakes his research work is
called Research Design.
Defining the population:
The total employees working in the organization is 200
Sampling plan:
Out of 200employees this study was carried out taking into the account of only
100employees.
4.2 Data used:
Both primary data and secondary are used in this study.
4.3 Data collection method:
A survey method is used to collect the data Questionnaire.
Type of question:
The following are the type of questions which are used in this research.
1. Dichotomous question
Dichotomous question are type of question normally, two option such as yes/no.

24

2. Multiple choice questions:

This type of questions is more than two options to express the employees
view.
Field-work
The field work of study was done at MANATEC ELECTRONIC PVT LTD
PUDUCHERRY
Period of survey:
The period of survey was nearly 1 month.
4.4 Description of statistical tool used:
According to this project, there are two statistical tools used. They are
1) Percentage analysis:
The percentage method was extensively used for analysis and interpretation. It
can be generally calculated as follows
Number of respondents favorable
_______________________________
Total No. of respondents

25

X 100

CHAPTER V
ANALYSIS OF DATA
AGE:
100 respondents of this study are in different age groups. The age groups are
shown in the following table:
TABLE 5.1
AGE-WISE CLASSIFICATION OF RESPONDENTS
S.No.
1
2
3
4

Age Group
20 30
30 40
40 50
50 and above
Total
Source: Primary Data

No. of Respondents
8
44
37
11
100

%
8
44
37
11
100

From the above table, it is clear that these respondents are in age group of 30
40, and they constitute majority.
CHART 5.1
AGE-WISE CLASSIFICATION OF RESPONDENTS

26

MARITAL STATUS:
Marital Status of the 100 respondents are given below:
TABLE 5.2
MARITAL STATUS OF RESPONDENTS
S.No.
1
2

Marital Status
Married
Unmarried
Total
Source: Primary Data

No. of Respondents
95
5
100

%
95
5
100

From the above table, it is clear that married persons are in majority (95%).
CHART 5.2
MARITAL STATUS OF RESPONDENTS

27

EDUCATIONAL QUALIFICATION:
Educational Qualification of the respondents are shown in this table:
TABLE 5.3
EDUCATIONAL QUALIFICATION OF RESPONDENTS
S.No.

Educational

No. of Respondents

18
26
44
12
100

18
26
44
12
100

Qualification
1
S.S.L.C.
2
H.S.C./P.U.C.
3
Degree/Diploma
4
P.G. Degree
Total
Source: Primary Data

The above table shows, that 44% of persons are degree/ diploma holders.
CHART 5.3
EDUCATIONAL QUALIFICATION OF RESPONDENTS

MONTHLY
INCOME:
Income is one of
the important

factors,

which

can determine

the

satisfaction to

some extent.

job

Following table
shows the

monthly income

of the 100

respondents.

TABLE 5.4
MONTHLY INCOME OF RESPONDENTS
S.No.
1

Monthly Income (Rs.)

5000 10000
28

No. of Respondents
5

%
5

2
3
4

10,000 15,000
15,000 20,000
20,000 and above
Total
Source: Primary Data

34
38
23
100

34
38
23
100

Rs.15, 000 20,000 is the income group in which majority of respondents fall.
CHART 5.4
MONTHLY INCOME OF RESPONDENTS

ADDITIONAL WORK LOAD:

Additional workload is sometimes given to the employees in some
organisation. In the MANATEC ELECTRONICS PVT LTD. , the respondents were
asked in this regard. Their responses are given below:
TABLE 5.5
ADDITIONAL WORK LOAD
S.No.
1
2

Opinion
Yes
No

No. of Respondents
30
70

29

%
30
70

Total
Source: Primary Data

100

100

70% of workers are of the opinion that no additional workload is given to the
staff on any ground.
CHART 5.5
ADDITIONAL WORK LOAD

SATISFACTION WITH THE PRESENT INCOME:

Levels of satisfaction of 100 respondents towards the income, are shown
below:
TABLE 5.6
LEVEL OF SATISFACTION OF THE RESPONDENTS WITH THE PRESENT
INCOME
S.No.
1
2
3

Level of Satisfaction
Fully Satisfied
Satisfied
Not satisfied
Total
Source: Primary Data

30

No. of Respondents
18
72
10
100

%
18
72
10
100

There are totally 90% of persons in fully satisfied and satisfied group.
CHART 5.6
LEVEL OF SATISFACTION OF THE RESPONDENTS WITH THE PRESENT
INCOME

RELATIONSHIP OF JOB WITH EDUCATION:

Relationship of job and education of 100 respondents are tabulated as under.
TABLE 5.7
RELATIONSHIP OF JOB RESPONDENTS WITH THEIR EDUCATION
S.No.
1
2

Relationship
Yes
No
Total
Source: Primary Data

No. of Respondents
51
49
100

%
51
49
100

Any one can understand that, 51% of respondents say Yes to this question.
They consider that there is a relationship between their job and their educational
qualification.
CHART 5.7
31

RELATIONSHIP OF JOB RESPONDENTS WITH THEIR EDUCATION

WORKING HOURS:
Extent of working hours makes an impact on job satisfaction of employees.
Here, the respondents opinion regarding their working hours are given in the
following table:
TABLE 5.8
SATISFACTION TOWARDS WORKING HOURS
S.No.
1
2
3

Level of satisfaction
Fully Satisfied
Satisfied
Not satisfied
Total
Source: Primary Data

No. of Respondents
21
75
4
100

%
21
75
4
100

Only 4% of the respondents are not satisfied with the extent of working hour.
CHART 5.8
SATISFACTION TOWARDS WORKING HOURS

32

33

WORK COMPLETION WITHIN TIME:

Work completed within time is the next aspect, taken into consideration.
Opinion of respondents are shown below:
TABLE 5.9
WORK COMPLETION WITHIN TIME
S.No.
1
2

Opinion
Yes
No
Total
Source: Primary Data

No. of Respondents
89
11
100

%
89
11
100

From the above table, it is shown that 89% of respondents say that it is
possible to complete work within time.
CHART 5.9
WORK COMPLETION WITHIN TIME

34

SATISFACTION WITH TOP OFFICIALS:

Smooth relationship with top officials is very important to the employees.
This aspect was also brought in this study. The response are given below:
TABLE 5.10
LEVEL OF SATISFACTION WITH TOP OFFICIALS
S.No.
1
2
3

Level
Fully Satisfied
Satisfied
Not Satisfied
Total
Source: Primary Data

No. of Respondents
13
85
2
100

%
13
85
2
100

In this table, it is shown that 85% of respondents have disclosed their

satisfaction and 13% are fully satisfied.
CHART 5.10
LEVEL OF SATISFACTION WITH TOP OFFICIALS

35

Medical Facilities:
Medical facilities, offered by the firm, have an important hearing in making
job satisfaction of employees. In the present study, it is also taken into consideration.
The levels of satisfaction are given below:
TABLE 5.11
LEVEL OF SATISFACTION WITH MEDICAL FACILITIES
S.No.
1
2
3

Level
Fully Satisfied
Satisfied
Not Satisfied
Total
Source: Primary Data

No. of Respondents
34
65
1
100

%
34
65
1
100

Except for 1% of the respondents, the others are either fully satisfied or
satisfied.
CHART 5.11
LEVEL OF SATISFACTION WITH MEDICAL FACILITIES

36

OPINION ABOUT TRANSPORT FACILITIES:

Transport Facilities offered by the firm are very important. Feelings of 100
respondents are given below:
TABLE 5.12
LEVEL OF SATISFACTION WITH TRANSPORT FACILITIES
S.No.
1
2
3

Level
Fully Satisfied
Satisfied
Not Satisfied
Total
Source: Primary Data

No. of Respondents
16
67
17
100

%
16
67
17
100

In this case also, the satisfied group is the majority group (67%).
CHART 5.12
LEVEL OF SATISFACTION WITH TRANSPORT FACILITIES

37

SHIFT FACILITIES:
Sometimes, the management implements shift system. It may be convenient
to some staff and others may feel it as a disturbance to them. Here, the respondents
were requested to disclose their opinion in this regard. Their responses are tabulated
here below:
TABLE 5.13
AVAILABILITY OF SHIFT FACILITY
S.No.
1
2

Availability
Yes
No
Total
Source: Primacy Data

No. of Respondents
35
65
100

%
35
65
100

From the above table, it is shown that 65 respondents have no shift facility.
CHART 5.13
AVAILABILITY OF SHIFT FACILITY

38

SATISFACTION WITH SAFETY CONDITION:

Opinion of employees towards safety are analyses here
TABLE 5.14
LEVEL OF SATISFACTION WITH SAFETY CONDITION
S.No.
1
2
3

Level
Fully satisfied
Satisfied
Not satisfied
Total
Source: Primary Data

No. of Respondents
22
74
4
100

%
22
74
4
100

96% of respondents have disclosed their satisfaction in this regard.

CHART 5.14
LEVEL OF SATISFACTION WITH SAFETY CONDITION

39

SATISFACTION WITH LOAN FACILITIES:

Loan facilities granted by the firm will make the job satisfaction to a great
extent. 100 respondents gave their opinion in this matter.
TABLE 5.15
LEVEL OF SATISFACTION WITH SAFETY CONDITION
S.No.
1
2
3

Level
Fully satisfied
Satisfied
Not satisfied
Total
Source: Primary Data

No. of Respondents
34
61
5
100

%
34
61
5
100

From the above table, 61% of responses are favourable for satisfaction and
34% are for fully satisfied.
CHART 5.15
LEVEL OF SATISFACTION WITH LOAN CONDITION

40

SATISFACTION WITH WORKING CONDITIONS:

Working conditions have a great influence on job satisfaction of employees.
Here, the respondents have revealed their opinion towards the working condition of
the MANATEC ELECTRONICS PVT LTD.
TABLE 5.16
LEVEL OF SATISFACTION WITH WORKING CONDITION
S.No.
1
2
3

Level
Fully satisfied
Satisfied
Not satisfied
Total

No. of Respondents
79
15
6
100

%
79
15
6
100

Source: Primary Data

79% of the respondents, the majority group, have a sense of full satisfaction.
CHART 5.16
LEVEL OF SATISFACTION WITH WORKING CONDITION

TRAINING FACILITIES:
Training is essential for development of staff. Here, the respondents opinion
regarding the availability of training facility.
41

TABLE 5.17
GETTING TRAINING FACILITY
S.No.

Getting Training

No. of Respondents

81
19
100

81
19
100

Facility
Yes
No
Total
Source: Primary Data
1
2

From their definition 81% of persons have the training facility.

CHART 5.17
GETTING TRAINING FACILITY

EDUCATIONAL FACILITIES FOR EMPLOYEES CHILDREN:

These facilities are very important to staff. Is there any possibility to the
MANATEC ELECTRONICS PVT LTD. staff to get such type of facilities? These
answers are given below:
TABLE 5.18
GETTING EDUCATIONAL FACILITIES

42

S.No.
1
2

Availability
Yes
No
Total
Source: Primary Data

No. of Respondents
73
27
100

%
73
27
100

73 respondents have such facilities for the welfare of their children.

CHART 5.18
GETTING EDUCATIONAL FACILITIES

BONUS:
This is a very important issue to the staff in any organization. In the case of
MANATEC ELECTRONICS PVT LTD, is it possible to get bonus to all Staff?. The
facts are given below:
TABLE 5.19
GETTING BONUS
S.No.
1
2

Availability
Yes
No
Total
Source: Primary Data

No. of Respondents
100
0
100

43

%
100
0
100

In the above table, it is clear that all staff get the bonus.

CHART 5.19
GETTING BONUS

44

RETIREMENT BENEFITS:
The Provident Fund and Gratuity are the two important retirement benefits to
the staff. Here, the following table indicates the responses for granting or not granting
such facilities:
TABLE 5.20
GETTING PROVIDENT FUND AND GRATUITY
S.No.
1
2

Replies
Yes
No
Total
Source: Primary Data

No. of Respondents
100
0
100

The above table shows that 100 persons get such facility.

CHART 5.20
GETTING PROVIDENT FUND AND GRATUITY

45

%
100
0
100

PENSION SCHEME:
There are a few pension schemes to the staff. Whether the staff satisfy with
the existing pension scheme or not? The following table gives answers:
TABLE 5.21
SATISFACTION TOWARDS PENSION SCHEME
S.No.
1
2
3

Level of Satisfaction
Fully Satisfied
Satisfied
Not Satisfied
Total
Source: Primary Data

No. of Respondents
18
76
6
100

%
18
76
6
100

18% of the respondents are fully satisfied and 76% of respondents have a
satisfaction in their pension scheme.
CHART 5.21
SATISFACTION TOWARDS PENSION SCHEME

GETTING HOUSING FACILITY:

Residential facilities are essential to the staff. If the management provides
them, job satisfaction emerges to great extent.
46

Following table shows it:

TABLE 5.22
GETTING HOUSING FACILITY
S.No.
1
2

Getting Housing
Yes
No
Total
Source: Primary Data

No. of Respondents
92
8
100

%
92
8
100

92% of respondents get such facilities.

CHART 5.22
GETTING HOUSING FACILITY

SATISFACTION WITH COLLEAGUES:

The relationship with the Colleagues is important, which creates a level of
satisfaction in the workplace. So, the following table shows the levels of Satisfaction:

47

TABLE 5.23
LEVEL OF SATISFACTION WITH COLLEAGUES
S.No.
Level
1
Fully Satisfied
2
Satisfied
3
Not satisfied
4
Total
Source: Primary Data

No. of Respondents
17
79
4
100

%
17
79
4
100

96% are satisfied with the relationship with colleagues in the organisation.
CHART 5.23
LEVEL OF SATISFACTION WITH COLLEAGUES

CHAPTER VI
SUMMARY OF FINDINGS
The present study is focused on various aspects, which can create job
satisfaction among the employees of the MANATEC ELECTRONICS PVT LTD,
PUDUCHERRY. Following are the findings derived from the analysis of data.

48

1. Present income has created a satisfaction among 72% respondents.

2. 51% respondents feel that there is a relationship between their job and their
education
3. 75% of workers are satisfied with the working hours.
4. 85% of the respondents have a satisfaction that they have a good relationship
with their top satisfaction.
5. The medical facilities have created 65 satisfied respondents.
6. In the case of transport facilities 67, out of 100 have satisfaction.
7. 74% of respondents are satisfied with safety conditions.
8. 61% of respondents are satisfied with loan facilities
9. In the matter of working conditions, 79% of respondents are fully satisfied.
10. Training facilities are given to 81% of respondents. They are satisfied.
11. 73% respondents are satisfied with the educational facilities of the children of
staffs.
12. 100% get bonus, and they get satisfaction also.
13. 100% are satisfied with Provident Fund and Gratuity benefits.
14. The existing pension scheme gives satisfaction to 76% of respondents.
15. 92% of them got housing facilities so that they are satisfied.
16. Relationship with colleagues is a satisfactory matter to 79% of respondents.

CHAPTER VI
CONCLUSION
As majority of respondents are satisfied with the working condition, salary,
bonus, retirement benefits etc., it is clear that the MANATEC ELECTRONICS PVT
LTD is running as the model employer. So it is recommended that the present
condition may be continued in future.

49

While the entire stock of officers/officials have expressed deep satisfaction

with all the facilities provided, there has been a smaller group which have expressed
their dissatisfaction which obviously is prevalent in all major organizations.
Proper recruitment with proper qualification may meet the ends of satisfaction
for both the customer and staff.

50

BIBLIOGRAPHY
1. Sidharth Chaturvedi
2. Tripathi P.C

Managing job satisfaction

Personnel Management and

Industrial

Relations
3.Mamoria C.B.,
4. Chatterjee N.N

Personnel Management

Management

of

Personnel

Enterprises.
5. Keith Davis

Organisation Behaviour

51

in

India

QUESTIONNAIRES
QUESTIONNAIRE OF JOB SATISFACTION OF EMPLOYEES

1. Name

2. Age

3. Marital status

4. Educational Qualification

5. Department

6. Division

7. Date of Joining

8. Monthly Income

9.

If your management gives any additional work

(a) Yes

[ ]

(b) No

[ ]

10. Are you satisfied with the present income?

(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

11. Whether your job is related to your education

(a) Yes

[ ]

(b) No

[ ]

12. How do you feel about your working hours?

(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

13. Are you able to finish your work within the allotted time?
(a) Yes

[ ]

(b) No

[ ]

14. Are you satisfied with your top officials moving?

(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

52

15. How do you feel about your medical facilities

(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

16. How do you feel about transport facilities?

(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

17. Is there any shift facilities

(a) Yes

[ ]

(b) No

[ ]

18. Are you satisfied in your recreational facilities?

(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

19. How do you feel about your safety measures when working in the
telecommunication?
(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

20. How do you feel about loan facilities?

(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

21. Are you satisfied with your working conditions?

(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

22. Are you getting training facilities?

(a) Yes

[ ]

(b) No

[ ]

23. Are you getting educational facilities?

(a) Yes

[ ]

(b) No

[ ]
53

24. Are you getting bonus

(a) Yes

[ ]

(b) No

[ ]

25. Are you getting provident fund and gratuity?

(a) Yes
(b) No

[ ]
[ ]

26. Are you getting housing facility

(a) Yes

[ ]

(b) No

[ ]

27. Are you satisfied with your pension

(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

28. Are you satisfied with your colleagues?

(a) Fully satisfied

[ ]

(b) Satisfied

[ ]

(c) Not satisfied

[ ]

29. Whether the management provides insurance and saving facility?

(a) Yes

[ ]

(b) No

[ ]

54