BY
A.CATHERINE SHYLA
REG No : 32009631007
Of
SRR Engineering College
A Project Report
(BA9211 - Summer Project report)
Submitted to the
FACULTY OF MANAGEMENT STUDIES
In Partial Fulfillment of the Requirements
For The Award of the Degree
Of
MASTER OF BUSINESS ADMINISTRATION
ANNA UNIVERSITY
CHENNAI-600025
AUGUST 2010
SRR ENGINEERING COLLEGE
PADUR, CHENNAI- 603103
DEPARTMENT OF MANAGEMENT STUDIES
CERTIFICATE
This is to certify that the project report on ‘A STUDY ON JOB SATISFACTION OF THE
EMPLOYEES AT A-BOND STRANDS PVT.LTD,’ is a bonafide Summer project work done
by A.CATHERINE SHYLA, a full time student of the department of management studies, SRR
Engineering College, in partial fulfillment of the requirements for the award of the degree of
Master of Business Administration of Anna University, during the year 2010 – 2011.
I A.CATHERINE SHYLAhereby declare that the Summer Project work entitled “‘A
STUDY ON JOB SATISFACTIONOF THE EMPLOYEES AT A-BOND STRANDS
PVT.LTD,’” submitted to the Anna University in partial fulfillment of the requirements for the
Degree in MASTER OF BUSINESS ADMINISTRATION is an authentic record of work
carried out by me under the guidance of MS.E.RADHIKA, Faculty, MBA Department, SRR
Engineering College and MR.VARADARAJAN, ASST.HR MANAGER, A-BOND
STRANDS PVT.LTD.
A.CATHERINE SHYLA
ACKNOWLEDGEMENT
I am in debt to our Honorable Chairman.Dr.JEPPIAR B.A, B.L, Ph.D. for providing excellent
environment and infrastructure in SRR Engineering College, Padur, Chennai for successfully
completing my MBA course.
I thank our Principal Dr.T.SASIKALA for providing all the required facilities for completing
the project work.
My sincere regards are also due to our beloved HOD Department of Management Studies,
Prof.G.Dileep for permitting me to do the project work in A-BOND STRANDS PVT.LTD; I
sincerely acknowledge the help extended by Mr.VARADARAJAN for allowing me to do the
project work in their esteemed organization.
Lastly and most importantly I thank my guide MS.E.RADHKIA, MBA faculty member, for the
successful completion of the summer project work.
TABLE OF CONTENTS
CHAPTER CONTENTS PAGE NO
NO
I INTRODUCTION
COMPANY PROFILE
II
REVIEW OF LITERATURE
IV
RESEARCH METHODOLOGY
V
5.1 Objectives of the study
FINDINGS
VIII
SUGGESTIONS
IX
X CONCLUSION
X1 ANNEXURE
BIBLIOGRAPHY
QUESTIONNAIRE
LIST OF TABLES
S.NO CONTENT PAGE NO
1 Age of employees
2 Gender of employees
The happier people are within their job, the more satisfied they are said to be. Job satisfaction is
not the same as motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance methods include job rotation, job enlargement and job enrichment.
Other influences on satisfaction include the management style and culture, employee
involvement, empowerment and autonomous workgroups. Job satisfaction is a very important
attribute which is frequently measured by organizations. The most common way of measurement
is the use of rating scales where employees report their reactions to their jobs. Questions relate to
pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-
workers.
The study focuses on the job satisfaction of the employees in A-Bond Strands Pvt.Ltd. This
project emphasizes the satisfaction level of the employees to increase the productivity,reducing
employee turnover and absenteeism.
Primary data collection was done through structured questionnaire. Secondary data was collected
from company records and internet. Research design used in this study was descriptive research
study. Random sampling technique was followed. Conclusions were drawn based on the analysis
of data collected from the employees.Percentage analysis and statistical tools like chi-square,
ANOVA and Karl Pearson’s co-efficient of correlation are used in the study. Suggestions were
provided for co-ordination among employees, cordial relationship with supervisor and
coworkers, provide promotional opportunities throughout the company and acceptance of ideas
and suggestions given by the employees.
CHAPTER – II
COMPANY PROFILE
COMPANY PROFILE
Meeting Customer's Needs has been the philosophy of A-Bond Strands throughout its over
two decades of operations. A-Bond Strands has been dedicated to satisfying the needs of its
customers who form the core of Indian Industry. From its modest beginning in a small room, it
has grown to its present stature employing 150 personnel. The group has been maintaining
consistently 10% annual growth rate.
A Member of Parliament in the 15th Lok Sabha, Managing Director of 550 crores M/s. Visaka
Industries, a well –recognized captain of industry and lends management expertise and advice.
V. Ramakrishnan, CEO
A Graduate Electrical & Electronic Engineer from the University of Madras with
Specialization in Protection & Switchgear and High Voltage Engineering. He started his career
with M/s. English Electric Co. of India Ltd in 1970 and served in organizations like Macneill &
Meiher Ltd, Universal Electrical Ltd etc. in Design, Development and Marketing of LV & HV
Switchgears. He has more than 39 years of experience in the above spheres apart from complete
Factory Management.
S.R. Subramanyam
General Manager – Technical
He is a Mechanical Engineer from the Institution of Engineers, Calcutta with a basic degree in
Science from Madras University. Has more than 30 years of experience with various reputed
industries. Has specialized in Designing & Development of MV Breakers as well as EHV
products. He has served M/s. S & S Power Switchgear, Chennai and Tenaga Switchgear,
Malaysia for more than a decade.
He was instrumental in introducing new product variations in the above organizations of
repute.
M. Venugopal Naidu
General Manager - Bangalore Operations
A Graduate Electrical Engineer from “Bangalore University” with specialization in Elec.
Designs (Rotating machines). An Associate member of Indian Institute of Engineers. (AMIE).
Joined NGEF Ltd. (Collaborates
M/s.AEG. Telefunken W.G) during 1972 and worked for more than 26 years in marketing, at
H.O. central sales organization and various Regional Sales Office. (Kolkata, Chennai &
Bangalore). Products well versed: MV/EHV. Breakers, HT/LT motors and transformers.
CHAPTER – III
PRODUCT PROFILE
PRODUCT PROFILE
SWITCH GEAR:
Power distribution/Switch gear-3.3 Kv-33 Kv isolators 12 Kv and 24 Kv load, break
switches manufactured under technical collaboration from EMO, Yugoslavia, (Original
design from Sprecher & Schuh Switzerland). Unitized and Package sub-stations. High
Voltage Motor control centers and Direct online starters. High Voltage Ring Main Units.
The range of products throws some light on the technology involved and the engineering
capabilities of the group.
All products have been developed only with in -house research and no collaboration has been
sought for any of the above except for the Load Break Switches. Today it is acknowledged
that the quality and standard of the products manufactured by A.Bond~Strands compete with
similar products manufactured elsewhere in the world. The group distributes its products by
direct sale to original equipment manufacturers, service, providers and equipment users all
over India. The group also undertakes projects on turnkey basis, on site locations throughout
India.
We also export our products to Australia and U.S.A. The Middle East, Bangladesh and South
East Asia.
INSULATION:
CABLE ACCESSORIES:
A Bond -Strands is in the field of manufacture of various switchgear and power cable accessories
for more than two decades. Our facility has a full complement of high precision machines to
fabricate and machine various cable accessories and full-fledged laboratories where we conduct
voltage withstand tests. We manufacture plugs and sockets, bolted half couplers and adaptors for
both high and low voltage ratings with provision for both power and control.
• •
Bir IC
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• Extending power cables CHAPTER – IV
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• Shovels Loaders N.
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• Portable Industrial Da
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• Equipment stu
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• Sectionalizing cables r
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• Tunneling Transformer Kiosks &
SE switches
• Tran Co
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• Turbine generators
• •
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ENGINEERING SERVICES: M
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BY INSPECTION AUTHORITIES AND TECHNICAL • CONSULTANTS:
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REVIEW RI OF LITERATURE
TE
gin S of text that aims to review the critical points
A literature review is a body
eer •
ing of current knowledge andTat or methodological approaches on a particular
APPLICATIONS:
Pr topic. Literature reviews aare secondary sources, and as such, do not
oje Co
cts report any new or originalnsexperimental work.
(In Job satisfaction of bankult officers in Bangladesh- Nazrul Islam &
dia an
) Gour Chandra Saha cy
Lt En
This study attempts to evaluate job satisfaction of bank officers in
d. gin
• Bangladesh. It focuses oneerthe relative importance of job satisfaction
En factors and their impacts son the overall job satisfaction of officers. It also
gin •
eer Te
s ch
Ind nic
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• ns
investigates the impacts of bank type, work experience, age, and sex differences on the attitudes
toward job Satisfaction.
The result shows that salary, efficiency in work, fringe supervision, and co-worker
relation are the most important factors contributing to job satisfaction. Private bank officers
have higher levels of job satisfaction than those from public sectors as they enjoy better
facilities and supportive work environment. Sex and age differences have relatively lower level
of impact on it. The overall job satisfaction of the bank officers is at the positive level.
A STUDY ON JOB SATISFACTION AMONG BANK OFFICERS IN STATE BANK
OFINDIA, JABALPUR- Mr. S. NAREND, 1990
The techniques used by the Researcher for analyzing the data were through questionnaire
method. The Researcher interviewed forty respondents on the basis of sex, age, educational
qualification, experience, monthly income, marital status and family income. The tools adopted
by the Researcher were average scoring and two-way table method to find out job satisfaction.
MILITARY MEDICAL UNIVERSITY, SCHOOL OF NURSING, SHANGHAI, PR
CHINA- GUI L, BARRIBALL KL, WHILE AE.
Job satisfaction among nurses is of concern throughout the world but the satisfaction of nurse
teachers has received less attention and no review of global research on the topic has been
published. A comprehensive literature review (1976-2007) was undertaken from an international
perspective (n=26 papers and 4 doctoral abstracts) to examine the state of knowledge about nurse
teachers' job satisfaction over time. Coverage over the last 30 years was selected to examine if
the level and contributing factors to nurse teachers' job satisfaction have changed during a time
which has seen considerable developments and reorganization of nurse education as well as the
role of nurse teachers.
The purpose of this Part I paper is to: (i) review the different measurements of job satisfaction,
(ii) report the job satisfaction levels of nurse teachers and, (iii) identify the components of job
satisfaction of nurse teachers. This paper provides the foundation for the Part II paper which
reviews the literature regarding the effects and related factors of nurse teachers' job satisfaction.
JAIN, JABEEN, (2007), A CASE STUDY OF INDIAN OIL
Job Satisfaction as Related to Organizational Climate and Occupational Stress:
A Case Study of Indian Oil “concluded that that there is no significant difference between
managers and engineers in terms of their job satisfaction and14 both the groups appeared almost
equally satisfied with their jobs. When the managers and engineers were compared on
organizational climate, it was found that both the groups differed significantly. Managers scored
significantly high on organizational climate scale than the engineers indicating that the managers
are more satisfied due to the empowerment given to them.
JOB ATTITUDE AND EMPLOYEES PERFORMANCE OF PUBLIC SECTOR
ORGANIZATIONS IN JAFFNA DISTRICT, SRI LANKA- VELNAMPY (2008)
Concluded that job satisfaction does have impact on future performance through the job
involvement, but higher performance also makes people feel more satisfied and committed. It is
a cycle of event that is clearly in keeping with the development perspective. Attitudes such as
satisfaction and involvement are important to the employees to have high levels of performance.
The results of the study revealed that attitudes namely satisfaction and involvement, and
performance are significantly correlated.
FACTORS AFFECTING JOB SATISFACTION AMONG ACADEMIC
PROFESSIONALS IN TERTIARY INSTITUTIONS IN ZIMBABWE-BY P.
CHIMANIKIRE, E. MUTANDWA,
C. T. GADZIRAYI, N. MUZONDO AND B. MUTANDWA
The broad objective of this study was to determine factors affecting job satisfaction among
academic professionals in tertiary institutions of Zimbabwe against the backdrop of high brain
drain in the sector. A total of eighty respondents were selected randomly from departmental lists
and interviewed using structured questionnaires.
The results of the study showed that a greater proportion of the academic staff was not satisfied
with their jobs. Reasons for dissatisfaction include high volume of work, inadequate salaries,
allowances, loans to facilities purchase of housing stands and cars
A STUDY ON JOB SATISFACTION OF TEA PLANTATION WORKERS WITH
SPECIAL REFERENCE TO SHEIKALMUDI ESTATE, VALPARAI-MR.K.MADHU,
1986
The techniques used by the Researcher for analyzing the data were through questionnaire and
personal interview method. The Researcher interviewed sixty respondents on the basis of sex,
age, educational qualification, experience, monthly income, marital status and family income.
The tools adopted by the researcher were average scoring and two-way table method. The
hypothesis was tested through chi-squire test and correlation to find out job satisfaction.
The researcher had made previous study on job satisfaction in various areas.
SHAHU & GOLE (2008), IN THEIR STUDY "EFFECT OF JOB SATISFACTION ON
PERFORMANCE”
An Empirical Study" concluded that the companies that are lagging behind in certain areas of
job satisfaction & job stress need to be developed so that their employees show good
performance level, as it is provided that performance level lowers wit high satisfaction scores.
The awareness program pertaining to stress & satisfaction is to be taken up in the industries to
make them aware of the benefits of knowledge of stress and its relationship with
satisfaction and achievement of goal of industries.
CHAPTER – V
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
Research methodology is the systematic way to solve the researchproblem. It gives an idea about
various steps adopted by the researcher in asystematic manner with an objective to determine
various manners.
RESEARCH DESIGN
• Research design in a plan to carry out the study in an orderly and systematic manner.
• The researchdesign may be exploratory, descriptive or experimental
• For the present studydescriptive research design is adopted.
• The main aim of the present study is to understand the job satisfaction of employees of
the organization.
DESCRIPTIVE RESEARCH
Descriptive research includes surveys and fact-finding enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs, as it exists at present. In
social science and business research, we quite often use the term ex post facto research for
descriptive research studies. The main characteristic of this method is that researcher has no
control over the variables; he can only report what has happened or what is happening.
In descriptive research design the researcher must be able to define clearly, what he wants to
measure and must find adequate methods for measuring it along with clean cut definition of
population, researcher wants to study, since the aim is to obtain complete and accurate
information in the studies. In descriptive study, the researcher takes out samples and then wishes
to make statements about the population on the basis of sample analysis. In descriptive study the
first step to specify the objectives with sufficient perception to ensure that data collected are
relevant. The data collected must be analyzed and processed. Thus this is clearly stated that the
researcher has applied descriptive research design.
SAMPLE SIZE
The sample sizes of 50 respondents were selected for the study from the total population of 150.
SAMPLING TECHNIQUE
Since it is not possible to give equal importance to all the members in each department, the
samples are selected using random sampling method.
CHI-SQUARE TEST:
Chi-square test is applied to test the goodness of fit, to verify the distribution of observed data
with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual
and expected frequencies; Karl Pearson’s has developed a method to test the difference between
the theoretical (hypothesis) & the observed value.
PRIMARY OBJECTIVE:
To study about the job satisfaction of the employees in A-BOND STRANDS PVT.LTD.
SECONDARY OBJECTIVES:
➢ To identify the satisfaction level of the employees.
➢ To know the employees satisfaction towards the benefits provided by the company.
➢ To identify the factors which influences the job satisfaction of employees.
➢ To determine the employees satisfaction towards the welfare facilities.
➢ To know the employees relationship with superior and co-workers.
5.2 NEED OF THE STUDY
• This study is being done to analyze the degree of job satisfaction of employees with the
aim of reducing employee turnover and absenteeism and thereby increasing overall
productivity.
• Organization is growing quickly, it is critical to find out how employees feel about their
jobs, the organization, and their fit and future within it.
• A strong rumor mill is symptomatic of other problems in the organization. These can
include communications, trust, and fear. Only a survey can uncover the extent to which
any of these issues exists.
• In a highly competitive industry, turnover minimization and productivity and creativity
maximization are keys to success. Staying in touch with employees is necessary to
facilitate continued competitiveness.
➢ The survey is subjected to the bias and prejudices of the respondents. Hence
100% accuracy cannot be assured.
➢ The research was carried out in a short span of time.
➢ Some of the respondents were reluctant to share the information.
➢ The study does not cover all the employees of the organization.
CHAPTER – VI
DATA ANALYSIS AND
INTERPRETATIONS
DATA ANALYSIS AND INTERPRETATION
PERCENTAGE ANALYSIS:
It refers to special kind of ratio; percentages are used in making comparison between two or
more series of data, and used to describe the relation.
TABLE-1 AGE OF EMPLOYEES
INTERPRETATION:
The above table reveals that 24% of the respondents are between the age group of 21 to 30 years,
50% of the respondents are between the age group of 31 to 40 years, 12% are between the age
group of 41 to 50 years and 14% of the respondents are above 51 years.
INTERPRETATION:
The above table reveals that 90% of the respondents are male and 10% of the respondents are
female.
INTERPRETATION:
The above table reveals that 78% of the respondents are married and 22% of the respondents are
unmarried.
CHART-4
JOB SUITS EDUCATIONAL QUALIFICATION
INTERPRETATION:
The above table reveals that 34% of the respondents say that the job suits their educational
qualification and 66% of the respondents say that the job does not suits their qualification.
INTERPRETATION:
The above table reveals that 8% of the respondents have less than a year of experience, 18% of
the respondents have 1-5 years of experience, 38% of the respondents have 6-10 years of
experience and 36% of the respondents have more than 10 years of experience,
TABLE-6 PERFORMANCE LINKED WITH SALARY
INTERPRETATION:
The above table reveals that 54% of the respondents say that the performance links their salary
and 46% of the respondents say that the performance does not links their salary
INTERPRETATION:
The above table reveals that 14% of the respondents are highly satisfied with their pay package,
32% are satisfiedwith their pay package, 36% are neutral with their pay package, 16% are
dissatisfiedwith their pay package and 2% of the respondents are highly dissatisfied with their
pay package.
INTERPRETATION:
The above table reveals that 30% of the respondents are highly satisfied with their bonus and
incentives, 38% are satisfiedwith their bonus and incentives, 14% areneutral with their bonus and
incentives, 10% are dissatisfiedwith their bonus and incentives and 8% of the respondents are
highly dissatisfied with their bonus and incentives.
INTERPRETATION:
The above table reveals that 54% of the respondents face stress in their job and 46% of the
respondents do not face stress in their job
TABLE-11 EMPLOYEES SATISFACTION TOWARDS WORKING CONDITION
INTERPRETATION:
The above table reveals 4% of the respondents are highly satisfied with the working condition,
18% are satisfiedwith the working condition, 38% are neutralwith the working condition, 18%
are dissatisfiedwith the working condition and 22% of the respondents are highly dissatisfied
with the working condition.
INTERPRETATION:
The above table reveals that 58% of the respondents say that the company provides flexible
working hours and 42% of the respondents say that the company does not provide flexible
working hours
TABLE-14 EMPLOYEES
OPINION RESPONDENTS PERCENTAGE OPINION ABOUT JOB
Challenging 13 26
Responsible 19 38
Motivating 13 26
Secured 5 10
TOTAL 50 100
TABLE-14 EMPLOYEES
OPINION ABOUT JOB
INTERPRETATION:
The above table reveals that 26% of the respondents view their job as challenging, 38% of the
respondents view their job as responsible, 26% of the respondents view their job as motivating
and 10% of the respondents view their job as secured.
TABLE-15EMPLOYEES SATISFACTION LEVEL WITH THEIR PRESENT POSITION
IN THE COMPANY
PRESENT RESPONDANTS PERCENTAG
POSITION E
Highly Satisfied 10 20
Satisfied 18 36
Neutral 18 36
Dissatisfied 4 8
Highly Dissatisfied - -
TOTAL 50 100
INTERPRETATION:
20% of the respondents are highly satisfied with their present position, 36% are satisfiedwith
their present position, 36% are neutralwith their present position and8% of the respondents are
dissatisfied with their present position.
INTERPRETATION:
The above table reveals that 50% of the respondents say that they got opportunity to use new
technology and 50% of the respondents say that they do not get opportunity to use new
technology.
INTERPRETATION:
The above GOALS AND RESPONDENTS PERCENTAGE
table reveals STRATEGIES
that 58% of the Yes 26 52
respondents
No 24 48
say that
TOTAL 50 100
individual
contribution is being recognized and 42% of the respondents say that individual contribution is
not being recognized.
INTERPRETATION:
The above table reveals that 32% of the respondents are highly satisfied with overall job security,
28% are satisfiedwith overall job security, 20% are neutralwith overall job security, 8% are
dissatisfied with overall job security and 12% of the respondents are highly dissatisfied with
overall job security.
SATISFACTION WITHJOB
TABLE-22
WELFARE RESPONDENTS PERCENTAGE
WELFARE
FACILITIES
FACILITIES
OF THE Highly Satisfied 10 20
EMPLOYEES
Satisfied 19 38
Neutral 14 28
Dissatisfied 5 10
Highly Dissatisfied 2 4
TOTAL 50 100
INTERPRETATION:
The above table reveals that 20% of the respondents are highly satisfied with the welfare
facilities, 38% are satisfiedwith the welfare facilities, 28% are neutralwith the welfare facilities,
10% are dissatisfiedwith the welfare facilities and 4% of the respondents are highly dissatisfied
with the welfare facilities.
CHAPTER – VII
STATISTICAL TOOLS
STATISTICAL TOOLS
CHI-SQUARE TEST:
Chi square, χ²= ∑ (O-E) ² / E
Where, O= observed frequency
E= expected frequency
INFERENCE:
Since the calculated value is less than the table value. The Null hypothesis is accepted. Hence,
there is no significant relationship between qualification and pay package of the employees.
ANOVA:
Null Hypothesis (Ho):
There is no significant difference between the factors influencing and level of satisfaction of the
employees.
Alternative Hypothesis (Ho):
There is significant difference between the factors influencing and level of satisfaction of the
employees.
=16
INFERENCE:
Since the calculated value is less than the table value. The Null hypothesis is accepted. Hence,
there is no significant difference between the factors influencing and level of satisfaction of the
employees.
YES NO TOTAL
Highly Satisfied 3 2 5
Satisfied 7 2 9
Neutral 8 11 19
Dissatisfied 6 2 8
Highly 5 4 9
Dissatisfied
x y dx=x-A dy=y-B dx^2 dy^2 dxdy
TOTAL 29 21 50
=x-8 =y-11
3 2 -5 -9 25 81 45
7 2 -1 -9 1 81 9
8 11 0 0 0 0 0
6 2 2 -9 4 81 -18
5 4 -3 -7 9 49 21
dx=-7 dy=-34 dx^2=39 dy^2=312 dxdy=93
INFERENCE:
There is a positive correlation between working condition and flexible working hours.
CHAPTER – VIII
FINDINGS
FINDINGS
• 50% of them were in the age of 31-40 years and only 12% were in the age of 41-50
years.
• 90% of them we male and 10% are female.
• 78% of the workers are married and 22% are unmarried.
• 33% of the respondents say that the job suits their educational qualification.
• 32% of the respondents are satisfied with their package and 16% are dissatisfied.
• 38% of the respondents are satisfied with superior-subordinate relationship and 10%
are dissatisfied.
• 54% of the respondents face stress in their job and 46% does not face stress in their
job
• 18% of the respondents are satisfied with the working condition and 18% are
dissatisfied.
• 58% of the respondents say that the company provides flexible working hours.
• 32% of the respondents are sufficient with the benefits extended by the company and
22% of the respondents are insufficient.
• 26% of the respondents view their job as challenging and 38% view their job as
responsible.
• 36% of the respondents are satisfied with their present position and 8% are
dissatisfiedwith their present position.
• 50% of the respondents say that they get opportunity to use new technology.
• 58% of the respondents say that individual contribution is being recognized.
• 52% of the respondents say that the company clearly communicates its goals and
strategies.
• 36% of the respondents are satisfied with their relation to co-workers and 2% are
dissatisfiedwith their relation to co-workers.
• 54% of the respondents are highly satisfied with overall job security and 6% are
dissatisfiedwith overall job security.
• 46% of the respondents are highly satisfied with their job and 20% are dissatisfied
with their job.
• There is no significant relationship between qualification and pay package of the
employees.
• There is no significant difference between the factors influencing and level of
satisfaction of the employees.
• There is a positive correlation between working condition and flexible working hours.
CHAPTER – IX
SUGGESTIONS
SUGGESTIONS
• Organization should try to adopt certain measures to enhance co-ordination among the
employees.
• Management should have cordial relation with the employees.
• Work should be assigned according to the qualification of the employees.
• Promotional policy must provide for a uniform distribution of promotional opportunities
throughout the company.
• The basis for promotion should be clearly specified. Due weightage should be given to
seniority, merit and future potential of an employee.
• Detailed records of service and performance should be maintained for all employees.
• The policy should be fair, impartial and consistent, i.e., it should be applied uniformly
irrespective of the person concerned.
• A team can be established comprising all the departments who can deliver genuine
suggestions or ideas for the development of organization.
• Encourage the ideas and suggestions from the employees or subordinates.
CHAPTER – X
CONCLUSION
CONCLUSION
From the study, the researcher has come to know that most of the respondents have job
satisfaction; the management has taken the best efforts to maintain cordial relationship with the
employees. The study also examined the Organization concern over the employees by the factor
like promotion opportunities to employees, satisfaction level of employees towards the working
condition, pay package and non-monetary benefits offered to employees. The researcher has
identified the factors causing dissatisfaction over factors including the co-ordination among
employees, cordial relationship with supervisor and co-workers,provide promotional
opportunities throughout the company and acceptance of ideas and suggestions given by the
employees.
To improve the level of satisfaction of employees the company has to improve working
condition, provide promotion opportunities, training program and pay according to their
qualification.
CHAPTER – XI
ANNEXURE
BIBLIOGRAPHY
1. Organizational behavior Stephen P Robbins
WEBSITES
1. www.google.com
2. www.abondstrands.com
QUESTIONNAIRE
1) AGE:
(a) 21-30years (b) 31-40years (c) 41-50years (d) above 51years
2) GENDER:
(a)Male (b) Female
3) MARITAL STATUS:
(a)Married (b) Unmarried
4) DESIGNATION:
9) Are you satisfied with the bonus and incentives provided by the company?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED
14) How do you feel about the non-monetary benefits provided by your company?
(a) FULLY SUFFICIENT (b) SUFFICIENT (c) INSUFFICIENT
15) What is your opinion about your job?
(a) CHALLENGING (b) RESPONSIBLE (c) MOTIVATING (d) SECURED
16) Are you satisfied with the present position in your company?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED
19) Whether the company clearly communicates its goals and strategies to you?
(a) YES (b) NO
21) How satisfied are you with your overall job security?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED
Company Policies
Promotion
opportunities
Achievement
Responsibility
Training
23) How do you evaluate the overall satisfaction with your job?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED
24) Does your company is concerned with the welfare facilities of the employees?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED
25) Whether you’re superior recognizes your performance?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED
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