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A STUDY ON EMPLOYEE SATISFACTION AT ROOTS CAST PRIVATE LIMITED

Submitted by

ARUN VP

1516301012

BATCH OF 2016-2018

In the partial fulfillment of the award of the degree Of

MASTER OF BUSINESS ADMINISTRATION

Submitted by ARUN VP 1516301012 BATCH OF 2016-2018 In the partial fulfillment of the award of

SONA COLLEGE OF TECHNOLOGY

[An Autonomous Institution] Affiliated to Anna University, Chennai

Salem 636 005.

APRIL- 2018

SONA COLLEGE OF TECHNOLOGY, AUTONOMOUS SALEM
SONA COLLEGE OF TECHNOLOGY, AUTONOMOUS SALEM
SONA COLLEGE OF TECHNOLOGY, AUTONOMOUS
SALEM

DEPARTMENT OF MANAGEMENT STUDIES

PROJECT WORK

This is to certify that the project entitled

A STUDY ON EMPLOYEE SATISFACTION AT ROOTS CAST PRIVATE LIMITED

Is the bonafide record of project work done by

ARUN VP

1516301012

Of MASTER OF BUSINESS ADMINISTRATION During the year 2016 - 2018

------------------------ Project Guide

---------------------------

Director

Submitted for the Project Viva-Voce examination held on

---------------------------- Internal Examiner

---------------------------- External Examiner

DECLARATION

I ARUN VP, Register No- 1516301012 of 2016-2018 batch, a full time bonafide student of second year, Master of Business Administration (MBA) Programme of Sona

College of Technology (An Autonomous Institution), hereby certify that this project work is carried out by me at “Roots Cast Private Limited” and the report submitted in partial

certify that the declarations made by the above candidate is true.

fulfillment of the requirements of the Programme is an original work of mine under

the

guidance of Mrs.M.S.Kamalaveni, Assistant Professor, Department of Management Studies, Sona College Of Technology and is not based or reproduced from any existing work of any other person or on any earlier work undertaken at any other time or for any other purpose, and has not been submitted anywhere else at any time.

Signature of the Student

ARUN VP(1516301012)

I

Signature of the Guide

MRS.MS KAMALAVENI (ASSISTANT PROFESSOR)

ACKNOWLEDGEMENT

  • I would also thank all the staff-members of the Roots Industries India Ltd whom I

  • I acknowledge with sincere gratitude, to respected Principal, Dr.S.R.R.Senthil kumar, Sona College of Technology, Salem

  • I express my sincere thanks to my respected Director Dr.Swarup K Mohanty Department of Management Studies.

    • I acknowledge my deepest sense of gratitude to Mrs.M.S.Kamalaveni, Assistant

Professor, Department of Management Studies, for his untiring efforts and the entire Faculty team of Department of Management Studies for providing all hope and confidence to

complete my record work in a successful manner.

My special thanks to Mr N.Sampath kumar DGM Training and Development, Coimbatore for his co-operation to me during the period of study. He was constantly

steering me when I needed help in his busy schedule.

  • I also express my sincere Gratitude to Mr.Thirumaran Human resource manager

of Roots cast Private ltd, who guided me throughout the Project to visit the various

departments successfully.

met in this time period for all the feedback and help which they provided to me.

CONTENTS

CHAPTER NO.

PARTICULARS

PAGE NO.

 

LIST OF TABLES

 
 

LIST OF CHARTS

 
 

LIST OF FIGURES

 
 

INTRODUCTION OF THE STUDY

 
         
  • 1.1 About the project

1

 
  • 1.2 Objectives of the study

5

 

I

  • 1.3 Scope of the study

6

 
  • 1.4 Limitation of thestudy

6

 
  • 1.5 Industryprofile

7

 
  • 1.6 Prductprofile

10

 
   
  • 1.7 Companyprofile

11

 
 

II

REVIEW OF LITERATURE

12

 
 

III

RESEARCH METHODOLOGY

13

 
 

IV

DATA ANALYSIS AND INTERPRETATION

16

 
 

V

FINDINGS

63

 
 

VI

SUGGESTION

64

 
 

VII

CONCLUSION

65

 
     
 

ANNEXURE

66

 

BIBILOGRAPHY

83

LIST OFTABLES

 

S.NO

 

CONTENTS

PAGE NO.

 
 

TABLE

SHOWING

EMPLOYEE

 

SATISFACTION- EXECUTIVES

 

4.1

Working Condition

 

24

 

4.2

Relationship with superiors and Colleagues

25

4.3

Motivation and Recognition

 

26

4.4

Salary

27

4.5

Welfare facilities

 

28

4.6

Job Security

29

4.7

Grievance Handling

 

30

4.8

Performance Appraisal

 

31

4.9

Training

32

4.10

Management Style

 

33

4.11

Quality Policy

34

4.12

Career Counseling

 

35

4.13

Individual’s Growth Opportunities

36

4.14

Goals And Responsibilities

 

37

4.15

Image of the Organization

 

38

 
 

S.NO

 

CONTENTS

PAGE NO.

 

TABLE

SHOWING

EMPLOYEE

 
     

SATISFACTION- STAFFS

   

4.16

Working Condition

 

39

 

4.17

Relationship with superiors and Colleagues

40

 

4.18

Motivation and Recognition

 

41

 

4.19

Salary

42

 

4.20

Welfare facilities

 

43

 

4.21

Job Security

44

 

4.22

Grievance Handling

 

45

 

4.23

Performance Appraisal

 

46

 

4.24

Training

47

 

4.25

Management Style

 

48

 

4.26

Quality Policy

49

 

4.27

Career Counseling

 

50

 

4.28

Individual’s Growth Opportunities

51

 

4.29

Goals And Responsibilities

 

52

 

4.30

Image of the Organization

 

53

 
   
 

S. NO

 

CONTENTS

PAGE NO.

 

TABLE

SHOWING

EMPLOYEE

 

SATISFACTION- OPERATORS

4.31

Working Condition

 

54

         

4.32

Relationship with superiors and Colleagues

55

 

4.33

Motivation and Recognition

 

56

 

4.34

Salary

57

 

4.35

Welfare facilities

 

58

 

4.36

Job Security

59

 

4.37

Grievance Handling

 

60

 

4.38

Performance Appraisal

 

61

 

4.39

Training

62

 

4.40

Management Style

 

63

 

4.41

Quality Policy

64

 

4.42

Individual’s Growth Opportunities

65

 

4.43

Goals And Responsibilities

 

66

 

4.44

Image of the Organization

 

67

 

4.45

Table showing overall employee satisfaction

68

 
   

LIST OF CHARTS

 

S.NO

 

CONTENTS

PAGE NO.

 
 

CHARTS

SHOWING

EMPLOYEE

 

SATISFACTION- EXECUTIVES

4.1

   

24

   

Working Condition

     

4.2

Relationship with superiors and Colleagues

25

4.3

Motivation and Recognition

 

26

4.4

Salary

27

4.5

Welfare facilities

 

28

4.6

Job Security

29

4.7

Grievance Handling

 

30

4.8

Performance Appraisal

 

31

4.9

Training

32

4.10

Management Style

 

33

4.11

Quality Policy

34

4.12

Career Counseling

 

35

4.13

Individual’s Growth Opportunities

36

4.14

Goals And Responsibilities

 

37

4.15

Image of the Organization

 

38

 
 

S.No

 

CONTENTS

PAGE NO

 
         
 

CHARTS

SHOWING

EMPLOYEE

 

SATISFACTION- STAFFS

4.16

Working Condition

 

39

4.17

Relationship with superiors and Colleagues

40

4.18

Motivation and Recognition

 

41

4.19

Salary

42

4.20

Welfare facilities

 

43

4.21

Job Security

44

4.22

Grievance Handling

 

45

4.23

Performance Appraisal

 

46

4.24

Training

47

4.25

Management Style

 

48

4.26

Quality Policy

49

4.27

Career Counseling

 

50

4.28

Individual’s Growth Opportunities

51

4.29

Goals And Responsibilities

 

52

4.30

Image of the Organization

 

53

 
 

S. No

 

CONTENTS

PAGE NO.

 
 

CHARTS

SHOWING

EMPLOYEE

 

SATISFACTION- OPERATORS

 

4.31

Working Condition

 

54

 

4.32

Relationship with superiors and Colleagues

55

4.33

Motivation and Recognition

 

56

4.34

Salary

57

4.35

Welfare facilities

 

58

4.36

Job Security

59

4.37

Grievance Handling

 

60

4.38

Performance Appraisal

 

61

4.39

Training

62

4.40

Management Style

 

63

4.41

Quality Policy

64

4.42

Individual’s Growth Opportunities

65

4.43

Goals And Responsibilities

 

66

4.44

Image of the Organization

 

67

 

ABSTRACT

Roots industries India limited belongs to the Roots group, Coimbatore. The Present Project entitled EMPLOYEE SATISFACTIONwas carried out in Roots Cast Private Limited. The main objective of this project is to study the level of satisfaction among the employees and to give suggestions to overcome the draw back faced by the organization to satisfy the employees. The data used for the study is the primary data. Primary data was collected

from the employees of various category i.e., executive level, staff level and operator

level in Roots Cast Private limited. The tools and techniques used for the analysis are Percentage Analysis, charts and chi-square are drawn and based on the analysis, findings and conclusion was drawn.

12

1. INTRODUCTION

1.1. ABOUT THE PROJECT

Employee job Satisfaction was a much popularized subject during the 1980’s and 1990’s, where much of the literature (Stoner & Wankel, 1986; Brewster, Dowling, Grobler, Holland & Warnich, 2000), focused on the link between Employee Satisfaction and Employee Performance. Subsequent research has, however, proven that this link is not particularly strong, (Kreitner & Kinicki, 2005; Ivancevich & Matteson, 2002). What recent research has confirmed is that there is a clear reciprocal relationship between Employee

Satisfaction and Customer Satisfaction (Kraut, 1996). For example, one of the most

detailed studies undertaken was that carried out by Heskett, Sasser and Schlesinger (1995).

The authors point out that, “When companies put employees and customers first, their employees are satisfied, their customers are loyal, their profits increase, and their continued success is sustained” (as cited in Bailey & Dandrade, 1997).

The concept of Employee Satisfaction can be traced back to Edward Thorndike, who in the early 1900’s published an article in the Journal of Applied Psychology where

he explored the relationship between work and satisfaction. The concept of Employee Satisfaction has certainly been researched very thoroughly over the years and has been linked to many other issues like employee loyalty, employee commitment, employee

engagement and job satisfaction.

One of the most quoted theorists is Hertzberg who during the 1950’s developed his theory which identified two dimensions of satisfaction, namely motivation and hygiene.

Hertzberg maintained that the hygiene factors could not motivate employees but rather helped minimize dissatisfaction levels if addressed. These hygiene factors include topics such as; company policies, supervision, salary, interpersonal relationships and working

conditions. The motivating factors addressed topics such as: the work itself,

achievement, recognition, responsibility, and advancement. If continuously good levels are maintained in respect of these topics, a motivated work force is created.

1

Modern management considers human being as resource and it is an importance

for the success of any organization. It is the strength and aid. Therefore, employee’s attitudes, interest, quality, job satisfaction, etc., have a bearing productivity of a firm unless the management is able to recognize employees needs and wants they will lose motivation and morale and it will affect the best interest of the firm. Work is one of the most important activities in a person’s life. who do have satisfying job rarely have fully satisfying lives. Dissatisfaction in work can lead in many circumstances to lower production and friction on the job. So that it must be considered by the management and steps should be taken to find out the factors which cause job

dissatisfaction and to reduce suchdissatisfaction.

In general employee satisfaction is the attitude towards the work environment,

salary, relationship with their colleagues, job security, grievance handling, performance appraisal, training and development, management style, quality policy, career counseling and so on. In this project factors that are taken into consideration for the employee satisfaction

are:

  • 1. Work Environment:

Work environment is the atmosphere to which the employee is actually exposed. This constitutes a major portion of the influence on the employees. This typically included the quantum of work allotted, nature and complexities, system being followed, support from colleagues etc.

  • 2. Relationship with the Superiors and Subordinates:

Healthy and cordial relationship in the department will not only provide healthy environment but also paves way for smooth flow of work, increases productivity and qualitative performance.

  • 3. Relationship withColleagues:

Better understanding and friendly relations with colleagues is necessity for a good environment. Joining hands together and helping

2

each other enhance stability and confidence among themselves that contributes

to the security and improve performance as a whole.

  • 4. Motivation and Recognition:

The level of performance of an employee is a function of his abilities. If there is a strong positive motivation, the output increases and decreases if it is

negative. Motivation is a core element of management which shows that every human being earnestly seeks a secure, friendly and supportive relationship that gives him a sense of warmth and recognition in groups that are most important tohim.

  • 5. Salary:

Salaries are influenced by the size of the company, by a specific industry and

in part by the contribution of the incumbent to the process of decision making.

The bigger the firm, the greater is the compensation to the employees. The more attractive the salary, the more attractive will be the performance of the employees.

  • 6. Job security:

A person who is satisfied with the current job would continue to remain in the same job. So job security plays a crucial role in the maintenance of job satisfaction among employees.

  • 7. Grievance handling:

This is a corrective measure however important when grievances or difficulties or constraints enter in on employee’s job. The approaches of management, time taken to provide counter measures etc are the constraints of this factor.

  • 8. Performance appraisal:

Most firms do not have a choice whether or not it should appraise its personnel and their performance of the hired personnel will be evaluated by someone at some time.

3

9.

Management practices:

The approach of the management towards employees in the interfaces like appraisal and reward schemes, permitting employees in the interfaces like appraisal and reward schemes, permitting employees to participate in the organizational issues etc, is also determining the employee satisfaction. This

company has set employee of the year award etc, ensures positive management approach. These approaches have made the employees to have a good view over their job.

  • 10. Opportunities for development:

This is a factor strongly related to the higher order needs of the employees on

their personal development. Many people like a challenging job, since that assures them to think and undergo series development measures. This factor is an essential one for satisfaction of permanent employees.

  • 11. Quality policy:

Quality is a core concept that rules today’s business. It is a non- comprising factor of any industry in today’s business world. Companies would adopt themselves to the recognize quality standards to sustain in the market and to

provide a better working condition to the employees and job security.

4

2.

OBJECTIVES OF THE STUDY

Primary Objective:

To find out the ‘employees satisfaction’ in Roots cast Private Limited at three levels namely executives, staffs and operators.

Secondary Objective:

To Measure the satisfaction level of employees. To analyze work conditions. To study the job security level among theemployees. To study how far the employees are satisfied with the training activities of the company.

To study the welfare activities of the company. To study relationship between employees andsupervisors.

5

3.

SCOPE OF THE STUDY:

The success of an organization depends upon ability of his employees. It is said that “A happy employee is producing employee “. This study was conducted to know the satisfaction level of workers. It helps in identify the problems of the

workers and reason for those problems. It is used to rectify some problems by

giving suggestions and recommendations. It also refers to general attitude of employees towards his job.

  • 4. LIMITATION OF THE STUDY:

Any research study will be restricted in scope by certain inherent limitations that are caused by research design sampling procedure and respondent reflection. Due to lack of time the sample size is restricted and hence accuracy will be less.

Lack of cooperation of respondents.

Chances of respondent’s bias are true in this study

Since study is limited to particular unit only the conclusion may not have universal validity in it.

6

1.5 INDUSTRY PROFILE ROOTS INDUSTRIES LTD:

Roots Industries India Ltd. is a leading manufacturer of HORNS in India and the 11th largest Horn Manufacturing Company in the world. Headquartered in Coimbatore - India, ROOTS has been a dominant player in the manufacture of Horns and other products like Castings and Industrial Cleaning Machines. Since its establishment in 1970, ROOTS has had

1.5 INDUSTRY PROFILE ROOTS INDUSTRIES LTD: Roots Industries India Ltd. is a leading manufacturer of HORNS

vision and commitment to produce and deliver quality products adhering to International Standards.

a

With a strong innovative base and commitment to Quality, Roots Industries India Limited has occupied a key position in both international and domestic market as suppliers to leading OEMs and after-market. Similar to products, Roots has leading edge over competitors on strong quality system base. Now, RIL is the first Indian Company and first horn manufacturing company in the world to get ISO/TS 16949 certification based on effective implementation of QS 9000 and VDA 6.1 system requirement earlier. RIL has entered into technical collaboration with Robert Bosch, SA to further enhance the technical competence. Roots' vision is to become a world-class company manufacturing world-class product, excelling in human relation. Roots Industries India Ltd as ISO9001:2000 firm and the parent company manufacture electric horns currently holding 60% of the Indian Market Share. They are suppliers to leading automobile manufacturers such as Hindustan Motors, Premier Automobiles, Telco, Bajaj, Mahindra and Mahindra, Maruti Suzuki, Uno fiat, Hyundai, Hero Honda, LML Vespa etc., are also the exclusive suppliers of the special type horns to defense. Their export market covers above 40 countries, which include United States, Japan, Germany, Holland, far and Middle East, Latin American countries and South Africa, now the Roots has expended and concentrated on industrial cleaning machines.

Roots Family

Roots Groups promoted by Mr.K .Ramasamy, A Master Degree holder in Automobile Engineering from Lincoln Technical Institute, USA, has its corporate office at Coimbatore in South India extending the philosophy of quality to all spheres of its activity in the market leader in India for flagship product automobile horns.

7

Roots single minded pursuit of enhancing the quality of life has led to many other diversifications. Roots today is a multi faced corporate entity with interests in automobile accessories cleaning equipment, castings, precision tools, hi-tech engineering services, healthcare & education.

 

1)

Roots Industries Limited

2)

Roots Auto Products Private Limited

3)

   

4)

Roots Multiclean Limited Roots Cast Private Limited

5)

Roots Precision Products

6)

Roots Digital Engineering Services Private Limited

7)

Roots Brake System Private Limited

8)

Roots Polycraft

9)

RK Nature Care Hospital

10) Satchidananda Jothi Nikethan Matric Higher Secondary School 11) Roots Metrology Laboratory 12) Roots industries Malaysia Sdn. Bhd

Roots Multiclean Limited

Roots Multiclean Ltd based in Coimbatore, a Southern city in India known for its textile and light engineering products, is joint venture Roots Industries Limited with Hako Werke GMBH & Co. Germany is one of the largest manufacturers of cleaning equipment under license from Hako since 1994, within the short span of 10 year it has become India’s largest manufacturers of floor cleaning equipment, manufacturing manually operated and powered suction, Sweepers, Scrubber Driers and the state of the art Mopping System. The group comprises of server important manufacturing units with the state of the art CAD/CAM/EDP/quality assurance centers with advanced equipment’s.

Roots Precision Products

Roots Precision Products was established in 1987 to address the in-house tooling

needs of the diverse industries in Roots group. Owing to continuous improvement and investment into better resources, the company has become self-sufficient. It is catering to the needs of various industries. RPP acts as a one-stop solution for tooling and precision machining.

8

Specialized in design and manufacture of:

  • Press tools

  • Injection moulds

  • Die-casting dies

  • Jigs and fixtures

Roots Polycraft Limited

Specialized in design and manufacture of:  Press tools  Injection moulds  Die-casting dies 

Roots Polycraft (PC) was established in 1988 to manufacture precision plastic components. It is equipped with latest microprocessor injection moulding machines to maintain consistent process parameters. Over the years, Polycraft has gained skills and

unique techniques to manufacture small and medium size components for Automotive,

Pump, Textile, and Medical Industries besides meeting the captive requirements of Roots Group. Being fully equipped to provide the best service, Polycraft has satisfied customers who have helped augment its technological advances. The Company's commitment towards the customer is demonstrated with quality products and service. This has resulted in continuous growth and product diversification. The process is closely monitored with proven techniques to obtain consistently good quality parts.

ROOTS CAST PRIVATE LIMITED.

Roots Cast Pvt. Ltd., (RCPL) (formerly known as Aruna Auto Castings Private Limited)

was established in 1984 to meet the captive requirements of the Roots group. With its ever probing eye on the needs of the market, the company in the late 80s expanded its operations to manufacture High Pressure Die Cast Aluminium and Zinc components to the exacting needs of various customers in Automobile and Textile Industries with a high degree of Quality and Perfection. RCPL now has established itself as a major player in the die cast component manufacturing thanks to the expertise built in the core activities like tool design, tool making and pressure die cast component manufacturing. RCPL supplies machined castings and sub-assemblies as per customer requisitions in the following countries

1)

RSV Governor hsg Injection Pump

2)

Heat- Sink for Alternator

3)

Pump Body and Pump Body Cover

4)

Ring Holder for Ring Frame

9

1.6 PRODUCT PROFILE

The major products manufactured by Roots Cast Private Limited are:

Die Casting Dies:

Specification: 60 Ton to 400 Ton Cold Chamber & Hot

Chamber Component Material: Zinc & Aluminium alloys

Die Material: HDS H13 & Orvar Supreme.

Pressure Die Casting:

Specification: 60 Ton to 800 Ton capacity and can produce casting ranging in

weight from 0.25Kg to 15Kg in PDC.

Component Material: ABS, Nylon, PPS, HDPE, LDPE, Delrin, PP Die Material: HPM 38, HDS H11, Stavax ESR, Impax Supreme, Calmax

Gravity Die casting:

Specification: 50 gms to 25Kg. Component Material: aluminum, stainless steel, rubber, engineering polymers

Die Material: HSS, HCHCr.

10

6.

COMPANY PROFILE

Roots groups of companies are well known all over the world. They specialize in

manufacturing horns and major establishment stand as their customers. The roots industries have mainly two branches one of which is situated in the Ganapathy area and other one in Thopampatty. Apart from this the Root family is a large concern, with divisions as follows:

Roots Industries Limited

Roots Auto Products (p) Ltd

Roots Cast (p) Ltd

Roots precision product

Roots Digital Engineering Services (p)Ltd

Roots Multi-Clean Ltd

Roots poly crafts

Roots was the first company in India to get the European Homologation certificate from Germany. The company has had a tremendous growth in export sectors and an enviable track record of over Rs.35 million foreign exchange on just under 4years. Roots horns are exported to over 25 countries worldwide and hold of about 60% of the Indian market share. The exports go to Canada, USA, Brazil, Japan, Middle East, South Africa, China, Australia and South America etc. It becomes the first company in the world to introduce musical air horn.

11

2.REVIEW OF LITERACTURE

Singh & Jain (2013) highlights on employees job satisfaction and its impact on their performance. Employees’ attitude reflects the moral of the company. Happy employees play an important role in the areas of customers’ service and sales as they are the one to interact with the customer on a daily basis. Work environment is the key factor in job satisfaction. Good work environment and good working conditions leads to job satisfaction at the same time helps in increasing employee work performance, profitability, customer satisfaction as well as retention. Tietjen & Myers (1998) discusses the theories of job satisfaction mentioned by Herzberg and Lockers. Job Satisfaction is always maximum when an employee is

2.REVIEW OF LITERACTURE Singh & Jain (2013) highlights on employees job satisfaction and its impact on

satisfied with the work which is assigned to him. A well-furnished office and the temperature of the work environment doesn’t help much whereas the base duty allotted in the job and the intrinsic related feelings of an individual creates a positive attitude in him about the job. Salary, perks always doesn’t lead to job satisfaction it is the intrinsic feelings of an individual which leads to job satisfaction. Witte (2012) highlighted on the group differences aspect in job satisfaction. The study was done on the banking sector in Belgium. A model was created for testing the hypothesis. The model was “Job Demand Control support” and the analysis found says that job demand (It is a psychology which says the job requires certain capabilities)

have the highest effect in explaining satisfaction in relation to the working conditions and less in relation to explaining satisfaction with job content.

Omey (2007) discusses the relationship between educational level and job satisfaction. He says though there is a relationship it also says that there is no relationship as well.

Higher educated workers are always satisfied in comparison with the lower educated

workers, the fact being higher educated people obtain a job of better quality. He adds lower educated workers can also have higher level of job satisfaction from the psychological benefits of a “good job”. Quality of jobs offered to the employees differs with the educational level leading to different degree of job satisfaction. Job

characteristics have a big role as here one gets a scope to use his or her own skills.

Therefore, the author suggests that organizations should focus more on job quality than educational level.

12

3. RESEARCH METHODOLOGIES

Research Methodology is a way to systematically solve the research problem as it guides how research is done scientifically. It consists of different steps that are generally adopted by the researcher to study his research problem with the logic behind them.

RESEARCH DESIGN

Research design constitutes the blue print for the collection, measurement and analysis of data. Thus research design is a conceptual framework within the research is conducted.

Descriptive research:

It includes surveys and fact finding enquiries of different kind. The major purpose

of descriptive research is the description of the state of affairs as it exists at present. This

study aims at evaluating the satisfaction level of employees at 3 levels namely Executives, Staffs and operators at Roots cast private limited.

Therefore, this research can be called as descriptive research. Descriptive research includes surveys and fact finding enquires of different kinds. The major purpose of descriptive research is description of the state of affairs as it exists at present.

13

METHOD OF DATA COLLECTION

This study pertains to collection of data from the primary source called the primary

data.

Primary data:

Primary data are those which are collected for the first time by the researcher. It is the fresh data. In this project, the primary data was collected through questionnaire from the employees of three levels namely the executives, staffs and operators.

Secondary data:

Secondary data are those which have already been collected. In this project, secondary source such as the magazines, certain published journals of the company have been used to collect the information.

14

RESEARCH INSTRUMENT

The instrument which has been utilized for the collection of data is the questionnaire. Questionnaire is a Performa containing sequence of questions to collect information from the respondent. Thus, questionnaire consists of number of questions printed or typed in a definite order on a form or set of forms.

SAMPLING DESIGN:

A sample design is a definite plan for obtaining in sample from a given population. It refers to the technique or the procedure the researcher would adopt in selecting the items for the sample. In this project, the samples have been selected from the population using simple random sampling technique. In this research the sampling unit being the employees of Roots Cast Private Limited. The size of the sample is 81 out of a population of 110 which includes 9 executives

  • 32 staffs

  • 40 operators.

15

4.

DATA ANALYSIS ANDINTERPRETATION

The success of the study rules on the clear interpretation of the data that is presentation of qualitative information in an understandable way for the purpose of this study statistical tools namely percentage analysis, chi-square test, charts, graphics and diagram were used. Classification, tabulation and charting of data are done with greater clarity. Classification gives prominence to important information gathered dropping out unnecessary details. The tabulation helps to simplify the presentation of data and facilitate a comparison which enables the researcher to quickly locate the desire information.

Statistical Tool used in this project is Percentage analysis, chi-square test and charts.

16

TABLES SHOWING EMPLOYEE SATISFACTION Category: Executive

Sample Size: 9 4.1 WORKINGCONDITIONS:

0 1 0 RESPONDENTS NO OF CATEGORY 9 Total Strongly disagree 2 Neutral 0 Agree 9
0
1
0
RESPONDENTS
NO OF
CATEGORY
9
Total
Strongly disagree
2
Neutral
0
Agree
9
Disagree
0
0
Strongly agree
7
0
0
0
0
100
%
Total
Agree
100
10
9
8
6
5
4
3

INFERENCE:

From the above table it was observed that all the respondents are satisfied with the existing environment.

17

4.2 RELATIONSHIP WITH SUPERIORS AND COLLEAGUES

Agree Stronglyagree NO OF RESPONDENTS CATEGORY 0 Neutral 9 Total Agree 6 Disagree 0 Strongly disagree
Agree
Stronglyagree
NO OF
RESPONDENTS
CATEGORY
0
Neutral
9
Total
Agree
6
Disagree
0
Strongly disagree
0
3
Strongly agree
7
0
34
0
0
66
%
Total
Total
100
2
1
0
3
6
5
4

INFERENCE:

From the above table it was observed that 66% of the respondents said strongly agree and remaining 34% of the respondents said agree.

18

4.3 MOTIVATION AND RECOGNITION:

CATEGORY NO OF % RESPONDENTS Agree 4 45 Disagree 0 0 Neutral 0 0 Strongly agree
CATEGORY
NO OF
%
RESPONDENTS
Agree
4
45
Disagree
0
0
Neutral
0
0
Strongly agree
5
55
Strongly disagree
0
0
Total
9
100
6
5
4
3
Total
2
1
0
Agree
Stronglyagree
INFERENCE:
From the above table it was observed that all the executives are satisfied with the
motivation and recognition.

19

4.4 SALARY:

CATEGORY NO OF % RESPONDENTS Agree 4 44 Disagree 0 0 Neutral 5 56 Strongly agree
CATEGORY
NO OF
%
RESPONDENTS
Agree
4
44
Disagree
0
0
Neutral
5
56
Strongly agree
0
0
Strongly disagree
0
0
Total
9
100
6
5
4
3
Total
2
1
0
Agree
Neutral
INFERENCE:
From the above table it was observed that 44% of the executives are satisfied with the
salary that offered and 56% of the executives are not willing to say.

20

4.5 WELFAREFACILITIES:

Strongly disagree Neutral RESPONDENTS NO OF CATEGORY 9 Total 0 Strongly agree Agree 0 Neutral 3
Strongly disagree
Neutral
RESPONDENTS
NO OF
CATEGORY
9
Total
0
Strongly agree
Agree
0
Neutral
3
Disagree
0
Agree
6
100
4
5
6
7
0
1
2
3
Total
%
67
0
33
0
0

INFERENCE:

From the. Above table it was observed that 67% of the respondents said agree and remaining 33% of the respondents said neutral.

21

4.6 JOB SECURITY:

CATEGORY NO OF % RESPONDENTS Agree 8 89 Disagree 0 0 Neutral 1 11 Strongly agree
CATEGORY
NO OF
%
RESPONDENTS
Agree
8
89
Disagree
0
0
Neutral
1
11
Strongly agree
0
0
Strongly disagree
0
0
Total
9
100
9
8
7
6
5
Total
4
3
2
1
0
Agree
Neutral
INFERENCE:
From the above table it was observed that 89% of the executives are satisfied with the
salary that offered.11% of the executives said as neutral.

22

4.7 GRIEVANCE HANDLING:

CATEGORY

NO OF

%

RESPONDENT

S

Agree

8

89

Disagree

0

0

Neutral

1

11

Strongly agree

0

0

Strongly disagree

0

0

Total

9

100

9 8 7 6 5 4 3 2 1 0 Neutral Agree
9
8
7
6
5
4
3
2
1
0
Neutral
Agree

Total

9 8 7 6 5 4 3 2 1 0 Neutral Agree Total

INFERENCE:

From the above table it was observed that 89% of the executives are satisfied with the salary that offered.11% of the executives said neutral

23

4.8 PERFORMANCEAPPRAISAL:

CATEGORY NO OF % RESPONDENT S Agree 6 66 Disagree 0 0 Neutral 2 23 Strongly
CATEGORY
NO OF
%
RESPONDENT
S
Agree
6
66
Disagree
0
0
Neutral
2
23
Strongly agree
1
11
Strongly disagree
0
0
Total
9
100
7
6
5
4
Total
3
2
1
0
Agree
Neutral
Stronglyagree
INFERENCE
From the above table it was observed that 77% of the respondents are satisfied with
the performance appraisal.23% of the respondents are not willing to say.

24

4.9 TRAINING:

CATEGORY
CATEGORY
Agree
Agree
Disagree
Disagree
Neutral
Neutral
Strongly agree
Strongly agree
Strongly disagree
Strongly disagree
Total
Total
Agree 4 0 2 6 3 5 1
Agree
4
0
2
6
3
5
1
RESPONDENTS NO OF
RESPONDENTS
NO OF
3
3
0
0
5
5
1
1
0
0
9
9
RESPONDENTS NO OF 3 0 5 1 0 9
100 0 11 55 0 34 %
100
0
11
55
0
34
%
Total
Total
Total
Total
Total
Total
Total
Total
Total
Stronglyagree Neutral

Stronglyagree

Neutral

INFERENCE:

From the above table it was observed that 11 % of the respondents said strongly agree 34% of the respondents said agree and remaining 55% of the respondents said neutral.

25

4.10 MANAGEMENTSTYLE:

CATEGORY
CATEGORY
Agree
Agree
Disagree
Disagree
Neutral
Neutral
Strongly agree
Strongly agree
Strongly disagree
Strongly disagree
Total
Total
Agree 4 0 7 2 6 8 3 5 1
Agree
4
0
7
2
6
8
3
5
1
RESPONDENTS NO OF
RESPONDENTS
NO OF
7
7
0
0
1
1
1
1
0
0
9
9
RESPONDENTS NO OF 7 0 1 1 0 9
100 0 11 11 0 78 %
100
0
11
11
0
78
%
Total
Total
Total
Total
Total
Total
Total
Total
Total
Stronglyagree Neutral

Stronglyagree

Neutral

INFERENCE:

From the above table it was observed that 78% of the respondents said agree 11% of the respondents said strongly agree and remaining 11% of the respondents said neutral.

26

4.11 QUALITYPOLICY:

CATEGORY
CATEGORY
Agree
Agree
Disagree
Disagree
Neutral
Neutral
Strongly agree
Strongly agree
Strongly disagree
Strongly disagree
Total
Total
INFERENCE: Agree 4 0 7 2 6 3 5 1
INFERENCE:
Agree
4
0
7
2
6
3
5
1
RESPONDENTS NO OF
RESPONDENTS
NO OF
6
6
0
0
0
0
3
3
0
0
9
9
RESPONDENTS NO OF 6 0 0 3 0 9
100 0 34 0 0 66 %
100
0
34
0
0
66
%
Total
Total
Total
Total
Total
Total
Total
Total
Total
Stronglyagree

Stronglyagree

From the above table it was observed that 66% of the respondents said agree and 34% of the respondents said strongly agree.

27

4.12 CAREER COUNSELING:

CATEGORY
CATEGORY
Agree
Agree
Disagree
Disagree
Neutral
Neutral
Strongly agree
Strongly agree
Strongly disagree
Strongly disagree
Total
Total
Agree 4 0 2 6 3 5 1
Agree
4
0
2
6
3
5
1
RESPONDENTS NO OF
RESPONDENTS
NO OF
5
5
0
0
3
3
1
1
0
0
9
9
RESPONDENTS NO OF 5 0 3 1 0 9
100 0 11 33 0 56 %
100
0
11
33
0
56
%
5
5
5 Total
5 Total
5 Total
5 Total
5 Total
5 Total
Total
Total
Stronglyagree Neutral

Stronglyagree

Neutral

INFERENCE:

From the above table it was observed that 56% of the respondents said agree 11% of the respondents said strongly agree and remaining 33% of the respondents said neutral.

28

4.13 INDIVIDUAL’S GROWTH OPPORTUNITIES:

CATEGORY
CATEGORY
Agree
Agree
Disagree
Disagree
Neutral
Neutral
Strongly agree
Strongly agree
Strongly disagree
Strongly disagree
Total
Total
Agree 4 0 2 6 3 5 1
Agree
4
0
2
6
3
5
1
RESPONDENTS NO OF
RESPONDENTS
NO OF
5
5
0
0
1
1
3
3
0
0
9
9
RESPONDENTS NO OF 5 0 1 3 0 9
100 0 34 11 0 55 %
100
0
34
11
0
55
%
Total
Total
Total
Total
Total
Total
Total
Total
Total
Stronglyagree Neutral

Stronglyagree

Neutral

INFERENCE:

From the above table it was observed that 89% the employees are satisfied with the growth opportunities the organization offers for the individual.11% of the respondents are not

willing to say.

29

4.14 GOALS AND RESPONSIBILITIES:

CATEGORY
CATEGORY
Agree
Agree
Disagree
Disagree
Neutral
Neutral
Strongly agree
Strongly agree
Strongly disagree
Strongly disagree
Total
Total
INFERENCE: Agree 4 7 0 2 6 8 3 5 1
INFERENCE:
Agree
4
7
0
2
6
8
3
5
1
RESPONDENTS NO OF
RESPONDENTS
NO OF
7
7
0
0
1
1
1
1
0
0
9
9
RESPONDENTS NO OF 7 0 1 1 0 9
100 0 11 11 0 78 %
100
0
11
11
0
78
%
Total
Total
Total
Total
Total
Total
Total
Total
Total
Stronglyagree Neutral

Stronglyagree

Neutral

From the above table it was observed that 78% of the respondents said agree 11% of the respondents said strongly agree.11% of the respondents said neutral.

30

4.15 IMAGE OF THEORGANIZATION

CATEGORY

NO OF

%

4

RESPONDENTS

Agree

4

45

Disagree

0

0

Neutral

0

0

Strongly agree

5

55

Strongly disagree

0

0

Total

9

100

Stronglyagree Agree Total 4 0 2 6 3 5 1
Stronglyagree
Agree
Total
4
0
2
6
3
5
1
Stronglyagree Agree Total 4 0 2 6 3 5 1
Stronglyagree Agree Total 4 0 2 6 3 5 1

INFERENCE:

From the above table it was observed that 55% said strongly agree and remaining 45% said agree.

31

TABLES SHOWING EMPLOYEE SATISFACTION

Category: Staff Sample Size: 32 4.16 WORKING CONDITIONS:

CATEGORY

NO OF

%

RESPONDENTS

Agree

16

50

Disagree

0

0

Neutral

2

6

Strongly agree

14

44

Strongly disagree

0

0

Total

32

100

18 16 14 12 10 8 6 4 2 0 Stronglyagree Neutral Agree
18
16
14
12
10
8
6
4
2
0
Stronglyagree
Neutral
Agree

Total

INFERENCE:

From the above table it was observed that 50% of the respondents said agree 44% of the respondents said strongly agree and remaining 6% said neutral.

32

4.17 RELATIONSHIP WITH SUPERIORS AND COLLEAGUES:

Agree Stronglyagree RESPONDENTS NO OF CATEGORY 3 Neutral 32 Total Disagree 21 Disagree 1 Strongly disagree
Agree
Stronglyagree
RESPONDENTS
NO OF
CATEGORY
3
Neutral
32
Total
Disagree
21
Disagree
1
Strongly disagree
0
7
Strongly agree
100
Agree
10
15
25
0
5
20
Neutral
Total
%
67
3
9
21
0

INFERENCE:

From the above table it was observed that 67% of the respondents said agree 21% said strongly agree and remaining 3% of the respondents said neutral.

33

4.18 MOTIVATION AND RECOGNITION:

Strongly disagree Stronglyagree NO OF RESPONDENTS CATEGORY 2 Neutral 32 Total Disagree 0 Agree 22 6
Strongly disagree
Stronglyagree
NO OF
RESPONDENTS
CATEGORY
2
Neutral
32
Total
Disagree
0
Agree
22
6
Strongly agree
Disagree
2
100
Agree
15
20
0
5
10
25
Neutral
Total
%
69
6
6
19
0

INFERENCE:

From the above table it was observed that 69% of the respondents said agree 19% of the respondents said strongly agree 6% of the respondents said disagree and remaining 6% of

the respondents said disagree.

34

4.19 SALARY:

CATEGORY

NO OF

%

RESPONDENTS

Agree

13

42

Disagree

5

15

Neutral

11

34

Strongly agree

3

9

Strongly disagree

0

0

Total

32

100

14 12 10 8 Total 6 4 2 0 Stronglyagree Disagree Neutral Agree
14
12
10
8
Total
6
4
2
0
Stronglyagree
Disagree
Neutral
Agree

INFERENCE:

From the above table it was observed that 42% of the respondents said agree 9% of the respondents said strongly agree 34% of the respondents said neutral and remaining 15% said disagree.

35

4.20 WELFARE FACILITIES:

CATEGORY

NO OF

%

RESPONDENTS

Agree

14

43

Disagree

4

14

Neutral

10

31

Strongly agree

3

9

Strongly disagree

1

3

Total

32

100

16 14 12 10 8 Total 6 4 2 0 Agree Disagree Neutral Strongly agree Strongly
16
14
12
10
8
Total
6
4
2
0
Agree
Disagree
Neutral
Strongly agree
Strongly
disagree

INFERENCE:

From the above table it was observed that 43% of the respondents said agree 9% of the respondents said strongly agree 31% of the respondents said neutral 14 % of the respondents said disagree and remaining 3% of the respondents said strongly disagree.

36

4.21 JOB SECURITY:

Disagree Total Stronglyagree NO OF RESPONDENTS CATEGORY 3 Neutral Total 32 Neutral 0 Strongly disagree Agree
Disagree
Total
Stronglyagree
NO OF
RESPONDENTS
CATEGORY
3
Neutral
Total
32
Neutral
0
Strongly disagree
Agree
18
0
11
Strongly agree
From the above table it was observed that 56% of the respondents said agree 34% of
4
0
34
10
0
56
%
0
8
6
100
2
20
18
16
14
12
10
Agree

INFERENCE:

the respondents said strongly agree 10% of the respondents said neutral.

37

4.22 GRIEVANCE HANDLING:

4 Strongly disagree CATEGORY RESPONDENTS NO OF 21 Agree Strongly agree Strongly agree Total 32 Strongly
4
Strongly
disagree
CATEGORY
RESPONDENTS
NO OF
21
Agree
Strongly agree
Strongly agree
Total
32
Strongly disagree
1
Disagree
1
Neutral
5
20
3
13
16
3
65
%
Total
Neutral
100
5
0
10
25
15
Agree
Disagree

INFERENCE:

From the above table it was observed that 65% of the respondents said agree 13% of the respondents said strongly agree 16 % of the respondents said neutral 3% of the respondents said disagree and remaining 3% of the respondents said strongly disagree.

38

4.23 PERFORMANCEAPPRAISAL:

4 RESPONDENT S NO OF CATEGORY 22 Agree Total 32 Stronglyagree Neutral 5 Strongly agree Strongly
4
RESPONDENT
S
NO OF
CATEGORY
22
Agree
Total
32
Stronglyagree
Neutral
5
Strongly agree
Strongly disagree
0
Disagree
1
20
0
12
17
3
68
%
Total
Neutral
100
10
5
0
25
15
Agree
Disagree

INFERENCE

From the above table it was observed that 68% of the respondents said agree 12% of the respondents said strongly agree 17% of the respondent said neutral and 3% of the respondents said disagree.

39

4.24 TRAINING:

32 Agree Neutral Strongly disagree NO OF RESPONDENTS CATEGORY 19 Agree Total 10 4 Strongly disagree
32
Agree
Neutral
Strongly disagree
NO OF
RESPONDENTS
CATEGORY
19
Agree
Total
10
4
Strongly disagree
1
Strongly agree
Neutral
8
Disagree
0
8
3
13
25
0
59
%
Total
Strongly agree
20
100
6
4
2
0
18
16
14
12

INFERENCE:

From the above table it was observed that 59% of the respondents said agree 13% of the respondents said strongly agree 25% of the respondents said neutral and remaining 3% of the respondents said disagree.

40

4.25 MANAGEMENTSTYLE:

32 Stronglyagree CATEGORY RESPONDENTS NO OF 4 Neutral 0 Strongly disagree Disagree Total 24 Agree Disagree
32
Stronglyagree
CATEGORY
RESPONDENTS
NO OF
4
Neutral
0
Strongly disagree
Disagree
Total
24
Agree
Disagree
1
3
Strongly agree
15
0
9
13
3
75
%
Total
Neutral
100
10
5
0
30
25
20
Agree

INFERENCE:

From the above table it was observed that 75% of the respondents said agree 9% of the respondents said strongly agree 13% of the respondents said neutral and remaining 3% of the respondents said disagree.

41

4.26 QUALITYPOLICY:

Agree Stronglyagree NO OF RESPONDENTS CATEGORY 1 Neutral 32 Total Agree 28 Disagree 0 Strongly disagree
Agree
Stronglyagree
NO OF
RESPONDENTS
CATEGORY
1
Neutral
32
Total
Agree
28
Disagree
0
Strongly disagree
0
3
Strongly agree
100
20
25
30
0
5
10
15
Neutral
Total
%
88
0
3
9
0

INFERENCE:

From the above table it was observed that 88% of the respondents said agree 9% of the respondents said strongly agree and remaining 3% of the respondents said neutral.

.

42

4.27 CAREER COUNSELLING:

Total Agree Disagree Stronglyagree NO OF RESPONDENTS CATEGORY 0 Strongly disagree 32 10 Disagree 2 Neutral
Total
Agree
Disagree
Stronglyagree
NO OF
RESPONDENTS
CATEGORY
0
Strongly disagree
32
10
Disagree
2
Neutral
8
Agree
19
3
Strongly agree
8
0
9
25
7
59
%
Total
Neutral
20
100
6
4
2
0
18
16
14
12

INFERENCE:

From the above table it was observed that 59% of the respondents said agree 9% of the respondents said strongly agree 25% of the respondents said neutral and remaining 7% of the respondents said disagree.

43

4.28 INDIVIDUAL’S GROWTH OPPORTUNITIES:

CATEGORY

NO OF

%

RESPONDENTS

Agree

18

56

Disagree

1

3

Neutral

5

16

Strongly agree

8

25

Strongly disagree

0

0

Total

32

100

20 18 16 14 12 10 8 Total 6 4 2 0 Stronglyagree Disagree Neutral Agree
20
18
16
14
12
10
8
Total
6
4
2
0
Stronglyagree
Disagree
Neutral
Agree

INFERENCE:

From the above table it was observed that 56% of the respondents said agree 25% of the respondents said strongly agree 16% of the respondents said neutral and remaining 3% of the respondents said disagree.

44

4.29 GOALS AND RESPONSIBILITIES:

Stronglydisagree 22 Agree Strongly agree 9 0 Neutral 0 Disagree Total 32 Strongly disagree 1 CATEGORY
Stronglydisagree
22
Agree
Strongly agree
9
0
Neutral
0
Disagree
Total
32
Strongly disagree
1
CATEGORY
NO OF
RESPONDENTS
100
Stronglyagree
Agree
15
20
0
5
10
25
Total
%
69
0
0
28
3

INFERENCE:

From the above table it was observed that 69% of the respondents said agree 28% of the respondents said strongly and remaining 3% of the respondents said strongly disagree.

45

4.30 IMAGE OF THEORGANIZATION:

Strongly agree Agree Neutral Strongly disagree NO OF RESPONDENTS CATEGORY 32 Total 11 10 Neutral 2
Strongly agree
Agree
Neutral
Strongly disagree
NO OF
RESPONDENTS
CATEGORY
32
Total
11
10
Neutral
2
Agree
18
Strongly disagree
1
Disagree
0
8
3
35
6
0
56
%
Total
Strongly agree
20
100
6
4
2
0
18
16
14
12

INFERENCE:

From the above table it was observed that 56% of the respondents said agree 35% of the respondents said strongly agree 6% of the respondents said neutral and remaining 5% of the respondents said strongly disagree.

46

TABLES SHOWING EMPLOYEE SATISFACTION

Category: OPERATORS Sample Size: 40

4.31WORKING CONDITIONS:

CATEGORY NO OF % RESPONDENT S Agree 16 40 Disagree 6 15 Neutral 11 28 Strongly
CATEGORY
NO OF
%
RESPONDENT
S
Agree
16 40
Disagree
6 15
Neutral
11 28
Strongly agree
2
5
Strongly disagree
5
12
Total
40 100
18
16
14
12
10
8
Total
6
4
2
0
Agree
Disagree
Neutral
Strongly agree
Strongly
disagree
INFERENCE:
From the above table it was observed that 40% of the respondents said agree 28%
of the respondents said strongly agree 28% of the respondents said neutral 5% of the
respondents said disagree and remaining 12% of the respondents said stronglydisagree.

47

4.32 RELATIONSHIP WITH SUPERIORS AND COLLEAGUES

Disagree Strongly agree Strongly disagree RESPONDENTS NO OF CATEGORY 1 Strongly disagree 40 Total 25 2
Disagree
Strongly agree Strongly disagree
RESPONDENTS
NO OF
CATEGORY
1
Strongly disagree
40
Total
25
2
Neutral
2
Agree
21
14
Strongly agree
100%
20
10
5
0
15
Disagree
Agree
Neutral
Total
%
52
5
5
35
3

INFERENCE:

From the above table it was observed that 52% of the respondents said agree 35% of the respondents said strongly agree 5% of the respondents said neutral 5% of the respondents said disagree and remaining 3% of the respondents said strongly disagree.

48

4.33 MOTIVATION AND RECOGNITION:

Disagree Agree Disagree Stronglyagree CATEGORY NO OF RESPONDENTS 18 Agree 1 10 Total 32 8 Strongly
Disagree
Agree
Disagree
Stronglyagree
CATEGORY
NO OF
RESPONDENTS
18
Agree
1
10
Total
32
8
Strongly agree
Strongly disagree
0
Neutral
5
8
0
25
16
3
56
%
Total
Neutral
20
100
6
4
2
0
18
16
14
12

INFERENCE:

From the above table it was observed that 56% of the respondents said agree 25% of the respondents said strongly agree 16% of the respondents said neutral and remaining 3% of the respondents said disagree.

49

4.34 SALARY:

17 Neutral Strongly disagree CATEGORY NO OF RESPONDENT 40 Total Agree 8 5 Strongly agree Disagree
17
Neutral
Strongly
disagree
CATEGORY
NO OF
RESPONDENT
40
Total
Agree
8
5
Strongly agree
Disagree
4
Neutral
10
4
Strongly disagree
S
Disagree
10
12
25
10
43
%
Total
Strongly agree
Agree
100
14
6
4
2
0
18
16
12
10

INFERENCE:

From the above table it was observed that 43% of the respondents said agree 12% of the respondents said strongly agree 25% of the respondents said neutral 10% of the respondents said disagree and remaining 10% of the respondents said strongly disagree.

50

4.35 WELFARE FACILITIES:

Strongly disagree NO OF CATEGORY 1 Neutral 40 Total Agree 20 RESPONDENTS 1 Disagree 2 Strongly
Strongly disagree
NO OF
CATEGORY
1
Neutral
40
Total
Agree
20
RESPONDENTS
1
Disagree
2
Strongly agree
16
Stronglyagree
INFERENCE:
From the above table it was observed that 50% of the respondents said agree 40% of
the respondents said strongly agree 2% of the respondents said neutral 3% of the respondents
said disagree and remaining 5% of the respondents said strongly disagree.
20
5
40
2
3
50
%
Agree
Disagree
100
0
5
10
15
25
Neutral
Stronglydisagree
Total

51

4.36 JOB SECURITY:

Agree Stronglyagree RESPONDENTS NO OF CATEGORY Strongly agree 15 40 Total 15 20 Disagree 1 Neutral
Agree
Stronglyagree
RESPONDENTS
NO OF
CATEGORY
Strongly agree
15
40
Total
15
20
Disagree
1
Neutral
2
Strongly disagree
2
100
20
0
5
10
25
Disagree
Agree
Neutral
Total
%
50
3
5
37
5

INFERENCE:

From the above table it was observed that 50% of the respondents said agree 37% of the respondents said strongly agree 5% of the respondents said neutral 3% of the respondents said disagree and remaining 5% of the respondents said strongly disagree.

52

4.37 GRIEVANCE HANDLING:

Agr 1 ee disagree S RESPONDENT NO OF CATEGORY 3 Neutral 40 Total Strongly 9 25
Agr 1 ee
disagree
S
RESPONDENT
NO OF
CATEGORY
3
Neutral
40
Total
Strongly
9
25
10
Strongly agree
Strongly disagree
%
1
Disagree
1
10
2
25
8
3
62
%
Total
Neutral
20
100
5
0
30
25
15
Agree
Disagree
Strongly agree

INFERENCE:

From the above table it was observed that 62% of the respondents said agree 25% of the respondents said strongly agree 8% of the respondents said neutral 3% of the respondents said disagree and remaining 2% of the respondents said strongly disagree.

53

4.38 PERFORMANCEAPPRAISAL:

CATEGORY NO OF % RESPONENTS Agree 22 55 Disagree 0 0 Neutral 1 2 Strongly agree
CATEGORY
NO OF
%
RESPONENTS
Agree
22 55
Disagree
0
0
Neutral
1
2
Strongly agree
15 38
Strongly disagree
2 5
Total
40 100
25
20
15
Total
10
5
0
Agree
Neutral
Stronglyagree
Stronglydisagree

INFERENCE

From the above table it was observed that 55% of the respondents said agree 38% of the respondents said strongly agree 2% of the respondents said neutral and remaining 5% of the respondents said strongly disagree.

54

4.39 TRAINING:

CATEGORY NO OF % RESPONDENTS Agree 17 43 Disagree 0 0 Neutral 5 12 Strongly agree
CATEGORY
NO OF
%
RESPONDENTS
Agree
17 43
Disagree
0
0
Neutral
5
12
Strongly agree
15 38
Strongly disagree
3 7
Total
40 100
18
16
14
12
10
Total
8
6
4
2
0
Agree
Neutral
Strongly agree
Strongly disagree
INFERENCE:

From the above table it was observed that 43% of the respondents said agree 38% of the respondents said strongly agree 12% of the respondents said neutral and remaining 7% of the respondents said strongly disagree.

55

4.40 MANAGEMENTSTYLE:

CATEGORY NO OF % RESPONDENTS Agree 19 47 Disagree 0 0 Neutral 3 8 Strongly agree
CATEGORY
NO OF
%
RESPONDENTS
Agree
19 47
Disagree
0
0
Neutral
3
8
Strongly agree
17 43
Strongly disagree
1 2
Total
40 100
20
18
16
14
12
10
Total
8
6
4
2
0
Agree
Neutral
Strongly agree
Strongly disagree

INFERENCE:

From the above table it was observed that 47% of the respondents said agree 43% of the respondents said strongly agree 8% of the respondents said neutral and remaining 2% of the respondents said strongly disagree.

56

4.41 QUALITYPOLICY:

Stronglyagree Strongly agree 34 0 Strongly disagree 0 Disagree 6 Agree Total 40 Neutral 0 CATEGORY
Stronglyagree
Strongly agree
34
0
Strongly disagree
0
Disagree
6
Agree
Total
40
Neutral
0
CATEGORY
NO OF
RESPONDENTS
100
Agree
20
25
30
0
5
10
15
Total
%
15
0
0
85
0

INFERENCE:

From the above table it was observed that 15% of the respondents said agree and remaining 85% of the respondents said strongly agree.

57

4.42 INDIVIDUAL’S GROWTH OPPORTUNITIES:

Stronglyagree 6 Agree 0 Disagree 0 Neutral 0 Strongly disagree Total 40 34 Strongly agree CATEGORY
Stronglyagree
6
Agree
0
Disagree
0
Neutral
0
Strongly disagree
Total
40
34
Strongly agree
CATEGORY
NO OF
RESPONDENTS
100
Agree
20
25
30
0
5
10
15
Total
%
15
0
0
85
0

INFERENCE:

From the above table it was observed that 15% of the respondents said agree and remaining 85% of the respondents said strongly agree.

58

4.43 GOALS AND RESPONSIBILITIES:

Agree Stronglyagree RESPONDENTS NO OF CATEGORY 1 Neutral 40 Total Disagree 17 Disagree 1 Strongly disagree
Agree
Stronglyagree
RESPONDENTS
NO OF
CATEGORY
1
Neutral
40
Total
Disagree
17
Disagree
1
Strongly disagree
0
21
Strongly agree
100
Agree
15
20
0
5
10
25
Neutral
Total
%
36
2
2
52
0

INFERENCE:

From the above table it was observed that 36% of the respondents said agree 52% of the respondents said strongly agree 2% of the respondents said neutral and remaining 2% of the respondents said disagree.

59

4.44 IMAGE OF THEORGANIZATION

Agree RESPONDENTS NO OF CATEGORY 40 Total 22 Strongly agree Disagree Stronglyagree 14 1 Neutral 3
Agree
RESPONDENTS
NO OF
CATEGORY
40
Total
22
Strongly agree
Disagree
Stronglyagree
14
1
Neutral
3
0
Strongly disagree
INFERENCE:
From the above table it was observed that 35% of the respondents said agree
55% of the respondents said strongly agree 8% of the respondents said neutral and
remaining 2% of the respondents said disagree.
5
0
55
8
2
35
%
25
10
100
0
20
15
Agree
Disagree
Neutral
Total

60

4.45 ROOTS CAST PRIVATE LIMITED

     

STAFF

OPERATOR

 

PARTICULARS

EXECUTIVES

S

S

TOTAL

WORKING CONDITIONS

100

 

45

  • 94 80

 

RELATIONSHIP WITH

100

 
  • 88 91

87

 

SUPERIORS

 

AND COLLEAGUES

         

MOTIVATION AND RECOGNITION

100

 
  • 88 84

63

   

SALARY

44

 
  • 51 49

55

   

WELFARE FACILITY

67

 
  • 51 70

90

   

JOB SECURITY

89

 
  • 90 89

87

   

GRIEVANCE HANDLING:

89

 
  • 75 84

87

   

PERFORMANCE APPRAISAL

77

 
  • 80 83

93

   

TRAINING:

45

 
  • 72 68

89

   

MANAGEMENT STYLE

89

 
  • 84 88

90

   

QUALITY POLICY

100

 

100

  • 97 99

   

CAREER COUNSELING

100

 
  • 68 86

90

   

INDIVIDUAL’SGROWTH

         

89

  • 81 89

96

OPPORTUNITIES

IMAGE OF THE ORGANIZATION

89

 
  • 97 89

90

   

GOALS AND

         

100

  • 91 94

90

RESPONSIBILITIES

 

AVERAGE

85

 
  • 80 83

83

 

61

RELATIONSHIP BETWEEN AGE GROUP OF THE RESPONDENT AND

LEVEL OF SATISFACTION WITH BENEFITS PROVIDED

Null Hypothesis (Ho):

There is no significant relationship between age group of the respondent and level of

satisfaction with Benefits provided

 

.

Alternate Hypothesis (H1):

 

satisfaction with Benefits provided

 
 

Chi-Square Tests

   

Value

df

Asymp. Sig. (2-sided)

 
 

Pearson Chi-

31.000

a

 
  • 2 .000

Square Likelihood Ratio

37.351

  • 2 .000

N of Valid Cases

31

 

a. 4 cells (66.7%) have expected count less than 5. The minimum expected count is 1.16.

Interpretation :

There is no significant relationship between age group of the respondent and level of

The above table tells that p value is less than 0.05 hence we reject null hypothesis H0 and accept alternate hypothesis therefore there is a relation between age group and level of

satisfaction with benefits provided.

62

5. FINDINGS

From the questionnaires it’s found that the executives are satisfied with all the facilities except that 66% are dissatisfied with the salary provided and 33% are dissatisfied with the welfare activity provided by the organization. 55% are dissatisfied with the Training activity provided by the organization.

 

As of the staffs it is found that total of 80% of the sample size are satisfied with the company. The least satisfied area among the staffs is the salary and welfare activities provided by the company.

From the research conducted among the operators it is known that 51% of the operators from the sample size are not satisfied with the salary provided by the organization and 32% of operators are dissatisfied by the salary provided by the company. And a total of 83% percent of operators are satisfied.

The employees of the company completely are satisfied with quality policy adopted and the image of the organization. Almost all of them are satisfied with management style and grievances handling method of the organization.

The goals and responsibilities, job security, training and individual’s growth opportunity is given importance according to the research conducted among employees of the organization.

It is also found that staffs are less satisfied comparing to that of the upper level executives.

63

6. SUGGESTIONS

  • a. Proper working condition can be provided to the staffs by providing proper and comfortable furniture and space within the work space.

  • b. A fully fledged canteen facility may be provided which may also reduce the time of the staffs in moving in and out of the organization. This

would motivate the employees

  • c. Non-monetary rewards may be given to the employees for their good performance by the organization.

  • d. Job rotation may be introduced

to give the employees

a diverse

background.

  • e. Welfare facilities may be increased for the employees.

  • f. A mentor may also be appointed for further enhancing the career counseling program conducted by the organization.

64

7. CONCLUSIONS

From the study it was identified that the most of the employees are satisfied with the job. Majority of the employees are satisfied with the salary structure, promotional programs, working condition, allowances provided by the organization. They are also satisfied with the employer-employee relationship and communication channel in the organization. But still only 49% of the employees are satisfied with the salary provided. The executives of the firm are more satisfied comparing to the staffs and operators. Hence more focus should be given in the satisfaction level of the employees in the operators and staffs level respectively. If the firm concentrates of the findings and suggestions of this survey, organization can further bring out their employee with full satisfaction and obtain good result.

7. CONCLUSIONS From the study it was identified that the most of the employees are satisfied

65

.

APPENDIX

EMPLOYEE SATISFACTION SURVEY QUESTIONNAIRE FOR EXECUTIVES

  • 1. Name:

  • 2. Age:

  • 3. Sex:

  • 4. Marital Status:

  • 5. Dependents:

  • 6. Designation:

  • 7. Department:

  • 8. No. of years of service:

  • 9. Education qualification:

10. Technical qualification:

66

You are requested to tick in any one of the alternatives a, b, c, d, & e which

you feel correct in your opinion, against each statement.

5 point scale: (a) Strongly agree (b) Agree (c) Neither agree nor disagree (d) disagree (e) strongly disagree.

 

I

Work environment

 

(a)

(b)

(c)

(d)

(e)

 
 

1

I

am

comfortable

 

with

working

           

hours

2

am comfortable with themachinery and materials handling equipment

I

         

3

I

am comfortable with the space allotted

         

between the Furniture and Equipment

4

My

department

is

adequately

         

illuminated

 

5

My

department

is

adequately

         

ventilated

6

am satisfied with the infrastructure provided by the organization

I

         

7

I

find

my

working

hours

         

comfortable

 

II

Relationship with the superiors

         

8

share a good rapport with my superiors

I

           

9

I

am

able

to

maintain

cordial

         
   

relationship with my subordinates and colleagues

           

10

am able to maintain control over my subordinates

I

         

67

11 I am consulted and respected in major decision making (by subordinates and superiors) 12 I
11
I am consulted and respected in major
decision making (by subordinates and
superiors)
12
I am comfortable with the delegation of
responsibility among my subordinates
13
I do
not
find
overlapping
of
authority among departments
III
Motivation
14
I am duly recognized for my efforts and
hard work
15
I am
rewarded
for
innovative
ideas/suggestions by the organization
16
I am satisfied with the promotion
policies of my organization
17
I am happy with my present job/it holds
good future prospects
IV
Remuneration
18
I find
the
present
pay
scale
commensurate with my efforts
19
I am
satisfied
with
the
fringe
benefits the organization provides
V
Perks
20
I am satisfied with the perks the
organization provides
VI
Job Security
21
My organization provides me job
security

68

22 My job security is based on my performance VII Grievance Handling 23 The grievance handling
22
My job security is based on my
performance
VII
Grievance Handling
23
The grievance handling procedure in
my organization is effective
24
I am able to freely communicate my
grievance
VIII
Performance Appraisal
25
I am satisfied wit the organization’s
techniques
for
evaluating
my
performance
26
I find the policies to favour individuals
& organizational development
IX
Training & Development
27
I am highly satisfied with the training
and
development
programme
the
organized provides
X
Management Style
28
I am satisfied with the line of
management in my concern
29
I am satisfied with the decision making
standards and plan of the organization
30
Opinion given is given due importance
in decision making and for any change
in respective department
XI
Quality Policy

69

31 I am aware of the quality standards of the organization 32 I am satisfied with
31
I am aware of the quality standards of
the organization
32
I am satisfied with the ISO/QS certified
of the company
33
I am adaptable to the changes due to
ISO/QS certification
34
I have wide prospects due to
ISO/QS certification
35
The quality policy of the company is
challenging yet
XII
Career Counseling
36
I am aware of the career counseling
programme the organization offers
37
Career counseling helps in career
planning
XIII
Individual’s
Growth
Opportunities
38
I feel
that
there
is
adequate
opportunity for me to grow further
39
I am provided with ample opportunities
by the management for my
development
40
I find
my
job
interesting
and
prospective
41
If
I enhance my skills, I will be
given additional responsibility
42
Internal
promotions
are
encouraged
based
on
the

70

individual performance XIV Goals and Responsibilities 43 The job descriptions are clearly given to me by
individual performance
XIV
Goals and Responsibilities
43
The job descriptions are clearly given
to me by the management
44
My individual goals are clear
45
Organizational
goals
are
clearly
defined
46
My contribution for the achievement of
the organizational goal is clear to me
47
I have been given adequate
authority to fulfill my responsibility
XV
Image of the Organization
48
The job in this organization gives me a
better status in the society
49
I feel
proud
to
work
in
my
organization
50
My organization’s products have good
name among the public
51
I am happy about the growth of my
organization
52
Goodwill of
the
organization
is
increasing

71

EMPLOYEE SATISFACTION SURVEY QUESTIONNAIRE FOR STAFFS

  • 1. Name:

  • 2. Age: