A STUDY ON JOB SATISFACTION OF AN EMPLOYEE IN RUBCO …

PROJECT REPORT

“A STUDY ON JOB SATISFACTION OF AN EMPLOYEE

IN RUBCO HUAT WOODS PVT. LTD , THALASSERY,

KERALA”

SUBMITED BY

Mr. SHARON.M

(Register No. 14P35J0250)

Under the guidance of

Mrs.RICHA PATHAK

Assistant Professor

NEW HORIZON COLLEGE

MASTERS OF BUSINESS ADMINISTRATION

BHARATHIAR UNIVERSITY

COLLEGE CODE: KA 11 B 131

2014-16

ACKNOWLEDGEMENT

This project would not have been successfully materialized had it not been for the several

people who have directly and indirectly helped me. I am extremely indebted to all of them and

whole –heartedly thank everyone for their valuable support.

I am grateful to Dr Mohan Manghnani, Chairman, New Horizon College, Bangalore

for giving active support and guidance during the course of my studies in the institute.

I would be failing in my duty if I do not express my deep sense of gratitude to

Dr. R.Bodhisatvan, Principal, NHC. I also thank Mrs.RICHA PATHAK , Assistant

professor , NHC for his support and guidance given to me for completing my project report.

Without their guidance it wouldn’t have been possible for me to complete this project work.

I sincerely thank Mr. ABDUL RAHEEM(Senior Manager) RUBCO HUAT WOODS

PVT. LTD , THALASSERY. I also thank all the employees of the finance department of Tsc

for providing information for my project work.

I sincerely thank family members and friends for the co-operation to complete this

project work successfully.

Above all, I thank God Almighty for the ever-abiding kind blessings he has showered

upon me.

SHARON.M

NEW HORIZON COLLEGE

BANGALORE

STUDENT DECLARATION

I here by declare that this project entitled “A STUDY ON JOB SATISFACTION OF A

EMPLOYEES IN RUBCO HUAT WOODS PVT. LTD , THALASSERY” was prepared

by me during the year 2014-16 and was submitted in partial fulfillment of the

requirements for Masters of Business Administration, Bharathiar University.

I also declare that this project report is original and genuine and has not been

submitted to any other university of the award of any degree, diploma or other

similar titles or purposes.

Place: Bangalore Signature of the candidate

Date:

SHARON.M

(Reg.No 14P35J0250)

NEW HORIZON COLLEGE

BANGALORE

GUIDE CERTIFICATE

This is to certify that the project report entitled “A STUDY ON JOB

SATISFACTION OF A EMPLOYEES IN RUBCO HUAT WOODS PVT. LTD ,

THALASSERY ” submitted by SHARON.M bearing registration number

14P35J0250 to Bharathiar University for the partial fulfillment of Masters Degree

in Business Administration is an outcome of genuine research work carried under

my guidance and it has not been submitted for the award of any other degree,

diploma or prize.

Place:BANGALORE

Date: Signature

(RICHA PATHAK)

NEW HORIZON COLLEGE

BANGALORE

PRINCIPAL CERTIFICATE

This is to certify that SHARON.M bearing registration number 14P35J0250 is a

bonafide student of this college. The project work entitled “A STUDY ON JOB

SATISFACTION OF AN EMPLOYEE IN RUBCO HUAT WOODS PVT. LTD ,

THALASSERY ” is a bonafide work carried out by him/her in partial fulfillment of

the requirements for Masters Degree in Business Administration of Bharathiar

University during the year 2014-2016

Place:Bangalore

Date: Signature

Dr. R.Bodhisatvan

CONTENTS

CHAPTER

PARTICULARS

PAGE

NUMBER

1

1. INTRODUCTION

1.1 INTRODUCTION OF RECRUITMENT

AND ITS EFFECTIVNESS

1.2 SCOPE OF HRM

1.2.1THE SEMATICS

1.3 OBJECTIVES OF HRM

1.3.1 ORGANIZATIONAL OBJECTIVES

1.3.2 FUNCTIONAL OBJECTIVES

1-15

1

10

10

11

11

11

2

2-INDUSTRY AND COMPANY PROFILE

2.1.INTRODUCTION OF THE INDUSTRY

2.1.1 HOTEL INDUSTRY IN INDIA

2.2 .COMPNY PROFILE

2.2.1 .HOTELCHAINS IN KERALA

13-20

13

14

17

19

3

3-RESARCH DESIGN

3.1 TITLE OF THE STUDY

3.2 STATEMENT OF THE PROBLEM

3.3 SCOPE OF THE STUDY

3.4 OBJECTIVE OF THE STUDY

3.5. EMPLOYEE OPINION SURVEYS

3.6 .RESEARCH METHODOLOGY

3.7 LIMITATIONS OF THE STUDY

3.8 CHAPTER SCHEME

3.9 REVIEW OF LITERATURE

21-30

21

21

21

22

25

28

29

29

30

4

4- DATA ANALYSIS AND

INTERPRETATION

31-60

5

5- FINDING AND CONCLUSION AND

SUGGESTIONS

5.1 SUMMARY FINDINGS 5.2 SUGGESTIONS

5.3 CONCLUSION

61-64

61

62

63

6

7

6- BIBLIOGRAPHY

7-QUESTIONNAIRE

65

66

LIST OF TABLE

SL.NO

NAME OF TABLE

PAGE

NUMBER

4.1 Showing The Employees Interest 31

4.2 Employees opinion about the company, its

effect the growth of the company

33

4.3 Employee’s criteria for selection 35

4.4 Employees selection based on gender 37

4.5 Employees view regarding traveling

allowances provided for interview

39

4.6 Employees view about the facilities

provided during interview

41

4.7 Employee’s opinion regarding models of

recruitment

43

4.8

Employee’ opinion about selection

45

4.9 Employees view on recruitment, if it was

subjected to misevaluation by default or

error

47

4.10 Post interview feeling 49

4.11 Building morale and motivation of

employees

51

4.12 Employee’s perception regarding staying

or quitting

53

4.13 Employee’s opinion regarding right job

based on their qualification

55

4.14 Employee’s opinion about recruitment was 57

scientific or not

4.15 Employee’s selection between good salary

and good career

59

LIST OF TABLE

TABLE CONTENTS PAGE NO

4.1

OPINION REGARDING THE COMPENSATION

RECEIVED BY EMPLOYEE

51

4.2 OPINION REGARDING PAYMENT SCHEME 53

4.3 OPINION REGARDING JOB ENVIRONMENT 55

4.4 OPINION ABOUT PHYSICAL WORKING

CONDITION OF AN ORGANISATION

57

4.5 OPINION REGARDING EMPLOYEE EMPLOYER

RELATIONSHIP

59

4.6 COMPANY’S EAGER IN RECOGNIZING AND

ACKNOWLEDGING EMPLOYEES

61

4.7 HOW MUCH JOB IS INTRESTING FOR

EMPLOYEES

63

4.8 CONTINUOS FEEDBACK REGARDING WORK

AND WORK ENVIRONMENT

65

4.9 EMPLOYEES OPINION REGARDING QUALITY

OF FOOD STUFF PROVIDED IN CANTEEN

67

4.10 EMPLOYEES RESPONSE ABOUT THE JOB

SECURITY PROVIDED BY THE COMPANY

69

4.11

RESPONDENTSAWARENESSOF

COMPANY’SPOLICIES AND PROCEDURES.

71

4.12 RESPONDENTS AWARENESS OF POLICIES AND

PROCEDURE .

73

4.13 RESPONDENT’S AWARENESS ABOUT THE

COMPANY RULES AND REGULATIONS.

75

4.14 RESPONDENT’S SATISFACTION TOWARDS

SALARY AND WAGES.

77

4.15 EESPONDENT’S SATISFACTION WITH SAFETY

MEASURES

79

LIST OF GRAPHS

NO TITLE OF THE FIGURE PAGE.NO

4.1 OPINION REGARDING THE

COMPENSATION RECEIVED BY

EMPLOYEE

52

4.2 OPINION REGARDING PAYMENT

SCHEME

54

4.3 OPINION REGARDING JOB

ENVIRONMENT

56

4.4 OPINION ABOUT PHYSICAL WORKING

CONDITION OF AN ORGANISATION

58

4.5 OPINION REGARDING EMPLOYEE

EMPLOYER RELATIONSHIP

60

4.6 COMPANY’S EAGER IN RECOGNIZING

AND ACKNOWLEDGING EMPLOYEES

62

4.7 HOW MUCH JOB IS INTRESTING FOR

EMPLOYEES

64

4.8 CONTINUOS FEEDBACK REGARDING

WORK AND WORK ENVIRONMENT

66

4.9 EMPLOYEES OPINION REGARDING

QUALITY OF FOOD STUFF PROVIDED IN

CANTEEN

68

4.10 EMPLOYEES RESPONSE ABOUT THE JOB

SECURITY PROVIDED BY THE

COMPANY

70

4.11 THE RESPONDENTS AWARENESS OF

COMANYS POLICIES AND PROCEDURES

72

4.12 RESPONDENTS AWARENESS ABOUT THE

COMPANY RULES AND REGULATIONS

74

4.13 RESPONDENT’S NATURE OF JOB 76

4.14 RESPONDENT’S SATISFACTION

TOWARDS SALARY AND WAGES

78

4.15 RESPONDENT’S SATISFACTION WITH

SAFTEY MEASURES

80

JOB SATISFACTION OF EMPLOYEES RUBCO HUAT P.LTD

NEW HORIZON COLLEGE 1

Chapter-1

INTRODUCTION

1.1 HUMAN RESOURCE MANAGEMENT

Human Resource Management means employing people, developing

their resources, utilizing, maintaining and compensating their services in

tune with the job and organizational requirements, individual and society.

Enabling those people to acquire required capabilities to make a

successful organization.

Motivating them to contribute their resources continuously for

running the organization successfully.

HRM is the management functions that helps manager‟s recruit, select,

train and develop employees for an organization. HRM helps to ensure that

personnel activities are integrated into the system for achieving

organization goals. It evaluates recruiting, labor relations and all personnel

activities to assess how well they help organizations and employees achieve

the objectives. It ensures that activities are integrated with each other and

with an overall organization objective.

We need to know an important concept i.e., human resource. People

with required skills to make an organization are generally referred to as

human resources.



1.2 MEANING OF HUMAN RESOURCES

According to Leon C. Megginson, the term human resources can be

thought of as “the total knowledge, skills, creative abilities, talents and

options of an organization‟s workforce, as well as the value, attitudes and

beliefs of the individuals involved”.

The term human resources can also be explained in the sense that it is

a resource like any natural resource. The aspect of „attitude‟ among the

human resources aspects gained significance along with globalization.

1.3 MEANING OF HRM

Human Resource Management means employing people, developing

their resources, utilizing, maintaining and compensating their services in

tune with the job and organizational requirements with a view to contribute

to the goals of the organization, individual and society.

DEFINITION

Michael J. Julius defined Human Resources Management as “the field

of management which has to do with planning, organization, directing and

controlling the function of procuring, developing, maintaining and utilizing

a labor force, such that the

Objectives for which the company is established are arranged

economically and effectively.



Objectives of all levels of personnel are served to the highest possible

degree

Objectives of society are duly considered and served”.

1.4 OBJECTIVES OF HUMAN RESOURCES MANAGEMENT

The objective of human resource management is defined in one

expression i.e., “Empowerment of employees” which includes:

High productivity

Better quality of life

Industrial peace

Obtain and sustain competitive advantage

To develop the potentialities of people for the next level job

To prepare the employee to meet the present and changing future job

requirements.

1.5 The purpose of Good Human Resource Management

Create meaningful jobs that suit the organization mission.

Maintain the right mix of people with knowledge, skills and abilities

to accomplish the work of the organization.

Provide fair and consistent treatment of employees.

Provide staff with on – going feedback about their performance.

An organizational culture that supports and motivates staff.

Create a positive work environment.

Help retain effective staff members.



Help staff and the organization manage change.

Human Resource Planning (HRP)

Design of organization and job selection and staffing.

Training and development

Organization development.

Compensation and benefits.

Employee assistance.

Union/labor relations.

Personnel research and information system.

Every organization has a mission that guides the activities of the

organization. Based on the mission, many organizations develop a strategic

plan to guide the work of the organization for a period of two or three

years. On an annual basis, the strategic and operational plans and annual

budget, still fail to achieve because of “people” issues. A good Human

Resources Management framework and practices are also part of the solid

foundation for the organizational success. The Human Resources/

management practices adopted by an organization should be tailored to

reflect the size of the organization. Example: When establishing pay, a

good Human Resources Management practice is to base pay on factors such

as level of responsibility and experiences as well as the principles of

fairness, equity and transparency.

In small organization, this may mean that a very simple look at the

skills and experience required to do one job relative to another will be used

to set pay.



1.6 SCOPE OF HUMAN RESOURCE MANAGEMENT

The scope of human resource management was very limited in the

beginning. The scope of management in general and personnel in particular

has changed considerably covering more areas and responsibilities.

Organization is a full job evaluation process, which assigns value to various

components of each job, would be used.

Good Human Resources Management requires a thoughtful, planned

approach. Investment of time in developing and implementing a supportive

Human Resources Management framework should result in:

Staff with the knowledge and skills needed to achieve.

Staffs who understands what is expected of them and how their work

contributes to the mission of the organization.

Employees who are committed to the goals of organizations.

Employees who are continuously learning.

Employees who understand and respect the diverse nature of the

organizations; its staff, clients and the communities it works in; and

A work environment that is safe and healthy.

1.7 FUNCTIONS OF HRM

The functions of HRM can be broadly classified into two categories:

I. MANAGERIAL FUNCTIONS

Planning

Organizing

Directing

Controlling



OPERATIVE FUNCTIONS

Employment

Human resource development

Compensations

Industrial relations

Recent trends in HRM

Managerial Functions: Managerial function of personnel management

involves planning, organizing, directing and controlling. All these functions

influence the operative functions

Planning: It is a pre-determined course of action. Planning pertains to

formulation strategies of personnel programmers and changes in

advance that will contribute to the organizational goals.

Organizing: An organization is a means to an end. It is essential to

carry out the determined course of action.

Directing: The next logical function after completing planning and

organizing is the execution of the plan.

Controlling: After planning, organizing and directing activities of

personnel management, the performance is to be verified in order to

know that the personnel functions are performed in conformity with

plans and directions of an organization.

Operative Functions: The operative functions of human resource

management are related to specific activities of personnel management viz.,

employment, development.



Employment: It is the first operative functions of Human Resource

Management (HRM). Employment is concerned with securing

employment to the people possessing the required kind and level of

human resource necessary to achieve the organizational objectives.

Human Resource Development: It is a process of improving and

changing the skills, knowledge, creativity ability, attitude, values,

commitment etc. based on present and future job and organizational

requirements.

Compensation: It is a process of providing adequate, equitable and fair

remuneration to the employees.

Human Relations: Practicing various human resource policies and the

programmer like employment, development and compensation and

interaction among employees which create a sense of relationship

between the individual worker and management, among workers and

trade unions and the management.

Industrial Relations: Industrial relations refer to the study of relations

among employee‟s employer, government and trade unions.

Recent Trends in HRM: Human Resources Management has been

advancing at a fast rate.

1.8 JOB SATISFACTION

INTRODUCTION

Job satisfaction describes how content an individual is with his or her

job. The happier people are with 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 work position. 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 rate of pay, work responsibilities, variety of tasks, promotional

opportunities, the work itself and co-workers. Some questionnaires ask yes

or no questions while others ask to rate satisfaction on 1-5 scale (where 1

represents “not at all satisfied” and 5 represents “extremely satisfied”).

DEFINITION

Job satisfaction has been defined as a pleasurable emotional state

resulting from the appraisal of one‟s job. An effective reaction to one‟s

job, and an attitude towards one‟s job. Weiss (2002) has argued that job

satisfaction is an attitude but points out those researchers should clearly

distinguish the objects of cognitive evaluation which are affecting

(emotion),

beliefs and behaviors. This definition suggests that we form attitudes

towards our jobs by taking into account our feelings, our beliefs and our

behaviors.

One of the biggest preludes to the study of job satisfaction was the

Hawthorne studies. These studies (1924-1933), primarily credited to Elton

Mayo of the Harvard Business School, sought to find the effects of various

conditions (most notably illumination) on workers‟ productivity. These

studies ultimately showed that novel changes in work conditions

temporarily increase productivity (called the Hawthorne). It was later found

that this increase resulted, not from the new conditions, but from the

knowledge of being observed. This finding provided strong evidence that



people work for purposes other than pay, which paved the way for

researchers to investigate other factors in job satisfaction.

Scientific management also had a significant impact on the study of

job satisfaction. Frederick Winslow Taylor‟s 1911 book, Principles of

Scientific Management, argued that there was a single best way to perform

any given work task. This book contributed to a change in industrial

production philosophies, causing a shift from skilled labor and piece work

towards the more modern of assembly lines and hourly wages. The initial

use of scientific management by industries greatly increased productivity

because workers were forced to work at a faster pace. However, workers

became exhausted and dissatisfied, thus leaving researchers with new

questions to answer regarding job satisfaction. It should also be noted that

the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the

tone for Taylor‟s work.

Some argue that Maslow‟s hierarchy of needs theory, a motivation

theory, laid the foundation for job satisfaction theory. This theory explains

that people seek to satisfy five specific needs in life – physiological needs,

safety needs, social needs, self-esteem needs, and self-actualization. This

model served as a good basis from which early researchers could develop

job satisfaction theories.

Job satisfaction can also be seen within the broader context of the

range of issues which affect an individual‟s experience of work, or their

quality of working life. Job satisfaction can be understood in terms of its

relationships with other key factors, such as general well-being, stress at

work, control at work, home-work interface, and working conditions.



1.9 THEORIES

AFFECT THEORY:

Edwin A. Locke‟s Range of Affect Theory (1976) is arguably the

most famous job satisfaction model. The main premise of this theory is that

satisfaction is determined by a discrepancy between what one wants in a

job and what one has in a job. Further, the theory states that how much

one values a given facet of work (e.g. the degree of autonomy in a position)

moderates how satisfied / dissatisfied one becomes when expectations are

not met. When a person values a particular facet of a job, his satisfaction is

more greatly impacted both positively (when expectations are met) and

negatively (when expectations are not met), compared to one who does not

value that facet.

To illustrate, if Employee A values autonomy in the workplace and

Employee B is indifferent about autonomy, then Employee A would be

more satisfied in a position that offers a high degree of autonomy and les

satisfied in a position with little or no autonomy compared to Employee B.

This theory also states that too much of a particular facet will produce

stronger feelings of dissatisfaction the more a worker values that facet.

DISPOSITIONAL THEORY

Another well-known job satisfaction theory is the Dispositional

Theory Template: Jackson April 2007. It is a very general theory that

suggests that people have innate dispositions that cause them to have

tendencies toward a certain level of satisfaction, regardless of one‟s job.



This approach became a notable explanation of job satisfaction in light of

evidence that job satisfaction tends to be stable over time and across careers

and jobs. Research also indicates that identical twins have similar levels of

job satisfaction.

A significant model that narrowed that scope of the Dispositional

Theory was the Core Self-evaluation Model, proposed by Timothy A.

Judge in 1988. Judge argued that there are four core self-evaluation that

determine one‟s disposition towards job satisfaction: self-esteem, general

self-efficacy, locus of control, and neuroticism. This model states that

higher levels of self-esteem (the value one places on his / herself) and

general self-efficacy (the belief in one‟s own competence) lead to higher

work satisfaction. Having an internal locus of control (believing one has

control over her/his own life, as opposed forces having control) leads to

higher job satisfaction. Finally, lower levels of neuroticism lead to higher

job satisfaction.

TWO FACTOR THEORY (MOTIVATOR – HYGIENE THEORY

Frederick Herzberg‟s two factor theory (also known as Motivator

Hygiene Theory) attempts to explain satisfaction and motivation in the

workplace. This theory states that satisfaction and dissatisfaction are

driven by different factors – motivation and hygiene factors, respectively.

An employee‟s motivation to work is continually related to job satisfaction

of a subordinate. Motivation can be seen as an inner force that drives

individuals to attain personal and organizational goals (Hokinson, Porter &

Wrench) Motivating factors are those aspects of the job that make people

want to perform, and provide people with satisfaction, for example

achievement in work, recognition, promotional opportunities. These



motivating factors are considered to be intrinsic to the job or the work

carried out.

Hygiene factors include aspects of the working environment such as

pay, company policies, supervisory practices, and other working conditions.

While Hertzberg‟s model has stimulated much research, researchers

have been unable to reliably empirically prove the model, with Hackman &

Oldham suggesting that Hertzberg‟s original formulation of the model may

have been a methodological artifact. Furthermore, the theory does not

consider individual differences, conversely predicting all employees will

react in an identical manner to changes in motivating / hygiene factors.

Finally, the model has been criticized in that it does not specify how

motivating / hygiene factors are to be measured.

JOB CHARACTERISTICS MODEL

Hack man & Oldham proposed the Job

Characteristic Model, which is widely used as a framework to study how

particular job characteristics impact on job outcomes, including job

satisfaction. The model states that there are five core job characteristics

(skill variety, task identity, task significance, autonomy, and feedback)

which impact three critical psychological states (experienced

meaningfulness, experienced responsibility for outcomes, and knowledge

of the actual results), in turn influencing work outcomes (job satisfaction,

absenteeism, work motivation etc.)



COMMUNICATION OVERLOAD AND COMMUNICATION

UNDERLOAD

One of the most important aspects of an individual‟s work in a

modern organization concerns the management of communication demands

that he or she encounters on the job (Krayer, K.J. & Westbrook, L.p. 85).

Demands can be characterized as a communication load, which refers to

“the rate and complexity of communication inputs an individual must

process in a particular time frame (Faraca, Monge, & Russel, 1977).

Individuals in an organization can experience communication over-load and

communication under-load which can affect their level of job satisfaction.

Communication overload can occur when “an individual receives too many

messages in a short period of time which can result in



2.1 INDUSTRY PROFILE

Rubber cultivation in India has been traditional confined to the

hinder lands of south west cost mainly the Kerala state and Kanyakumari

district of Tamilnadu. The non traditional regions cultivating runner

includes costal Karnataka, Goa and Konkan region of Maharashtra, Costal

Andrapradesh, Orissa, the north eastern states and Andaman Niccobar

islands. The rubber plantation employs about 4 lakh persons directly with a

good number of them being women. Rubber plantations also provide a

variety if auxiliary product like honey, seed oil, rubber wood and scope for

rearing honey bees.

Commercial cultivation of rubber in India was started in 1902 the

state of Kerala adjoins Kanyakumari district of Tamilnadu and traditional

and major rubber growing area of the country. It is also grows in Tripura,

Assam, Meghalaya, Mizoram, Manipur and Goa over 5.71 lakhs hector of

area spread; over 15 states and one of the union territory of the country is

under rubber plantation. The rubber plantation sector in India is dominated

by small holdings almost 10 lakh in number, covering 88% of total area;

about 71 lakh of people derive their employment from the plantation sector

directly or indirectly.

The main purpose of rubber plantation is the production of latex

which is the main raw material for all rubber manufacturing industries. In

India, 72.2 % of the product is processed as Ribbed Smoked Sheet (RSS),

Block rubber, concentrated latex, crepe rubber and other account for 9.8%,

10.5% and 7.77% respectively. A rubber tree with a useful economic



lifespan of 23-30 years will yield high production latex. In this

background, the Kerala State Rubber Co-operative Ltd., otherwise known

as Rubco, purpose to launch a comprehensive scheme to interact with the

farmer directly with the processing and other support facilities. So that

small and marginal farmers can avoid the cumbersome process of sheet

making in their small holding.

2.1.1 About Rubco Group

The Kerala State Rubber Co-Operative Limited, popularly known as

Rubco, is a well-diversified industrial conglomerate with a strong presence

in the Rubber based industrial segment, Rubco was formed with the prime

objective of utilizing the abundant rubber resources of Kerala, in a short

span of time, Rubco has successfully introduced a wide range of fast

moving rubber based products achieving a turnover of Rs.100 crores. The

divisions operating under Rubco Group are involved in a wide range of

business such as footwear, Furniture, cycle tyre and tubes, rubberized coir

mattress and natural rubber. Many new initiatives are on the anvil in line

with Rubco‟s vision of turning into multi-faceted, globally competitive

organization.

Rubco came into being on 9th June 1997, with a view to augment the

commercial utilization of natural rubber and to ensure a reasonable price to

rubber growers and also to share value addition with them. The objectives

of Rubco are;

To ensure a steady market for rubber with remunerative price to rubber

growers

Welfare of rubber growers particularly of small and marginal segment



To promote, establish, maintain and manage the business related to

manufacture and sale of tyres, both radial and bias for heavy vehicles,

LCV, passenger cars and other four wheelers

Purchase of rubber in any form such as latex, sheets, grumbs and laces

Manufacturing of rubber and rubber wood based products

2.1.2Rubco Group of Undertakings

Rubco‟s conglomerate comprises of:

RubcoHuat Woods Pvt. Ltd.

Kerala State Rubber Co-Operative Limited

RubcoHawaiChappal Unit

Rubco Cycle Tyres and Tubes Unit

Rubco Mattress Division

Natural Rubber Trading Division

1.Rubco Sales International Limited

2.RubcoSreekandapuram Latex Limited

3.RubcoTyres India Private Limited

4.Rubco Virgin Coconut Oil Project



2.2 COMPANY PROFILE

RubcoHuat Woods Pvt. Ltd. is the rubber wood processing and furniture

manufacturing factory of Rubco which setup financial collaboration with

M/s Long Huat Group Berhard of Malaysia, a well known name in the field

of rubber wood industry for the last 30 years. An ultra modern rubber wood

processing plant was set up in the northern part of Kerala, Thalassery with

State of the art machineries imported from various parts of the world. It

was setup in the year 2000, and it started commercial production on

January 1, 2001.

Rubco firm has a processing capacity of 40000 cubic Metric tonnes

per year, thereby ensuring round the year supply of very large volumes. The

factory is the largest rubber wood processing unit in the country and the

plant employs around 800 employees. The division manufactures a range of

elegant furniture and quality edge glued panels using eco friendly rubber

wood.

The products are being exported to US, Europe, Africa, Middle East

and other Asian Countries. Rubwood furniture range comprises of dining

tables and chairs, designed wardrobe, futon, kitchen cabinet, computer and

office furniture is available in a choice of design and finish.

Rubco furniture crafted from specially treated rubber wood for a

strength and durability compare and with that of teak, rose wood etc.

tastefully designed and impeachable finished. This furniture combines

excellent aesthetic with long term durability, more over come in a choice of

shades and finish adding elegant to interiors to homes or workplace.



2.2.1 COMPANY DETAILS

Name of the Company :RubcoHuat Woods Pvt. Ltd.

Registered Office :IOCKinfra Centre, Eranholi

Chonadam (P.O.)

Thalassery, Pin Code: 670010

Kannur, Kerala, India

Telephone Number(s) : 04902 351861

04902 350381

04902 351811

Fax Number : 04902 350261

E-mail : [email protected]

Website : www.rubcohuatwoods.com



Board of Directors

The administration and management of the company rests in the

hands of board of directors consisting of 15 members as follows:

Nine directors elected by A class share holders among

themselves.

Two directors elected by B class share holders.

Three ex-office directors by registrar of co-operative

societies, Kerala

Chairman - V N Vasavan

Managing Director – C A. HARIDASAN P V

The term of office directors shall be five years from the data of

assumption of office.

2.2.2 Objectives of Rubco Huat Woods Pvt. Ltd.

Maximum utilization of production capacity

Maximum products from the raw material

Low breakdown of machineries

Low rate of complaints from the customers

Maximum satisfaction of the customers



2.2.3 PRODUCT PROFILE

A joint venture with Long Huat Group, Berhad of Malaysia, world

leader in rubber wood furniture, this division manufacture a range of

elegant furniture and quality edged-glued panels using the eco friendly

rubber wood.

Rubber wood properly treated and processed, is emerging as the idea

substituted to rain forest wood, as it offers the same length, durability and

finish as the latter, and helps preserve the environment. The furniture

manufacturing plant has a processing capacity of 40000 metric tons per

year. The products are being exported to UK, US, Japan and many other

countries across the globe.

Rub wood furniture range comprises of dining chairs, designer

wardrobes, futons, kitchen cabinets, computer tables and office furniture

are available in a choice of designs and finish. The edged glue panels,

manufactured using sophisticated figure jointing technology are easy to

saw, drill, bore or stain and have excellent nail-holding capacity. Rub wood

is elegantly designed, modern furniture range fashioned out of eco-friendly

rubber wood. The rub wood furniture range comprises of dining table,

chairs, TV stand, wardrobes, futons, kitchen cabinets, office furniture and

computer tables.



RubcoHuat furniture’s

Rabco is collaboration with long huat berthed of Malaysia, introduced rub

wood, a range of refinished furniture and EGP board.

1. Dining tables

2. Chairs

3. Designer wardrobes

4. Futons

5. Kitchen cabinet

6. Computer tables

7. Office furniture

8. Home hold furniture

Our furniture products comprises of:

Chair (with arm, without arm)

Dining table (oval, round, square)

Futon (single, double and triple)

Display rack

Fan stand and telephone stand

Kiddies table / chair

Teapoy

T v stand

Computer table

Rubco Home Series Furniture Package

Rubco started 10 home series furniture package during November

2005. Rabco has various package of runner wood furniture ranging

RS.30000 to RS.1 lakh the Rs 1 package called Viceroy. It has all pieces of



all furniture required in a house except in the kitchen. The other package

known as various names like marshal, chancellor, welcome and elegance

are for bedrooms, dining room, guest room and kitchen.

The new home series furniture package from rubco holds true to its

tradition of the innovation. Designer to meet contemporary life style, this

series come with a host of furniture package catering to various segment

and every part of our dream home. Classification in to ten existing unique

package, Rubco home series in the current answer to all that your home to

be. The ten series includes-

HONEY COMB – Kitchen Cabinet Package (culinary delight)

It is customized package for modern age kitchen. Ideally built to

modern age kitchen. Ideally built to display austere and stylish loans, these

packages encompassed a whole new range of delectable kitchen cabinets to

suit and match your interiors.

MARSHAL – Compact full home furniture package

This package is a variant of the full house package. Bestowed with

high quality and spellbound beauty this package is ideal for midsized and

smaller homes.



CHANCELLOR (Superior full home furniture package)

It is exquisite full house package designed to suit different

ways of fine living decked with distinctive Rubco wood features. This

package assures perfection for your décor.

ELEGANCE (living cum dining room furniture package)

Rubco elegance brings an array of furniture for living rooms

addressing the modern concept on interiors with the unique features such as

durability and eco-friendliness, this package gives your living room the

aristocratic look it deserves.

HOME NEST – Master bedroom furniture package

Unlike the rest Rubco home nest is specially designed for the master

bedrooms, offering comfort and convenience of its best package.

RABCO CAPTION

It unfolds a fabulous collection of bedroom furniture to enliven the

romantic moments in you. This alluring and affordable range provides the

ideal choices spruce up the bedroom of your dream home.

RUBCO EXPLORER

It unveils an attractive range of children – friendly furniture package

safe and composite, this range is made available in dazzling colors,

essentially focused on convenience and space to meet your little wonders

need



WELCOME

It enhances the guest room with a range of furniture that is made to

allure hordes of guest. True to aesthetic this package given a graceful look

to yours interiors just what you have been craving for.

EXECUTIVE

The redefined your offices at home with a stunning home office

furniture collection providing all you‟re an office away from office. Rubco

executive combines grace, elegance and charm with the cool, comforts of

home.

VICTORY

It is luxurious fusion of creative design, high ended technology and

super utility meant to exude and air of opulence this full home package

composes all that you wanted for a complete home.



2.3 ORGANISATION CHART

General Manager

Accounts Officer Production

Manager

Administrative

Officer

Electrical Mechanical

Engineer

Mechanical and Maintenance

Engineer

Shift in Charge Production

Shift in charge Lab

Production Section

Administrative Section Clerk

Quality Section

Skilled Worker Unskilled Worker

Semi-Skilled Worker

High Skilled Worker

Causal Learner Causal Worker



2.3.1 DEPARTMENTS

PRODUCTION DEPARTMENT

Based on customers specification and approval of sample production

is made and also ascertain to know whether production is conformity to the

customer‟s order and specification. It also helps to know production meets

the standards norms and quality standards up on each stage of production it

also helps to prepare a proper reconciliation of the consumption materials

with cost sheet.

The RubcoHuat has three main production departments. A factory

manager and three section managers are handling it. The three main

departments are;

1. Saw mill section

2. EGP section

3. Furniture section

The factory manager is responding to the CEO who is responsible to

the CEO who is responsible for production planning, Production schedule

for the month, week, day and shift. He is also responsible for the quality

assurance maintenance work.

Productivity of the workers, costing policies and procedure, quality

control, research and development timely execution of the orders and

optimum utilization of the resources.

The main raw materials for RubcoHuat woods are rubber woods and

these materials are bought from all sorts of suppliers. These rubber woods



are cheaply available they will buy it after checking its quality and if not

they will reject such woods. The materials handling equipments are mainly

conveyersbeltes. Fork lifts and trolleys. The production under RHW is

almost fully based on batch process. And the quality inspection is carries

out after each process. The wood pieces are graded according to their

quality, appearance as AA grade, B grade and C grade. These operations is

this register and thus they will monitor and compare each dayslabour

productivity. There are specialized workers, skilled workers, unskilled

workers and also learners.

ACTIVITIES OF THE PRODUCTION DEPARTMENT

The entire responsibility of production department rest with chief

production officer as such overall production activities are performed by

production department.

PRODUCTION PLANNING

The firm prepare annual statement of production based on market

demand and special orders. Production planning separately mention

monthly, weekly and daily budget target.

RESOURCES PLANNING

Resources planning depends on production planning. It is only after

production planning there the resource planning can be done. The



function of resource planning is done by purchase officer related to the

amount and time.

PRODUCTION PROCESS

1. BOILER AND SAW MILL SECTION

2. EGP & S4S SECTION

3. FURNITURE SECTION

4. FINISHING AND SPRAYING

1. BOILER & SAW MILL

BOILER OPERATION

The boiler operations are controlled by supervisor. Supervisor is

working only at day time. In this process waste pieces and dust are

collected through pipeline wing CA fan and then transferred into boiler

section, and then the heat is transferred to kiln drying (KD) section

with help as theramic fluid oil. Theramic fluid oil is heated using

theramic fluid heater. The oil is again returned back to the boiler

section.

SAW MILL

The saw mill operation are controlled by supervisor the main

function of saw mill is to saw the woods according to the required size,

2) EGP & S4S SECTION



A) S4S (Smooth Four Side) It is the most important stage in the

production process. From the saw mill section after kiln drying process the

planks are transferred to the S4S.

The different stages of S4S process are as follows;

Jump saw

After the jump saw the length wise cross cutting sawn woods. The

plained sawn woods are ripped with the help of multiple rip saw.

The sawed woods are cross cutting in required length. The jump saw

machine used for these process works using pieumatic pressure.

Top bottom plainer

Sorting

The ripped planks are sorted and graded according to the quality.

Finger joining

Finger joining is the most important process in S4S

section. It refers to the finger based joining of sawn woods in

required length using the group. The glue used in ploy venial

acetate, which is imported from Italy and Germany. Joined planks

are kept in natural in natural for 8 hours.



B) EGP (Edged Glued Panel)

EGP is a process in which edge of different saw after finger joining are

glued to form a panel. The overall operation of this section is controlled

by the supervisor or chief production officer the different stages of this

process are as follows;

4 Side molding

The finger joining rubber sawn woods may have irregular size and

width and then are arranged separately according to different colors and

grades.

Sorting

Sorting is done on the basis of color, pith, taping mark contained

woods are rejected at this stage.

Composing

Composing is the most important function of EHP section. The

rotary composing machine is used for composing. The joining pieces are

taken to the rotary composing machine for gluing the edges to produce edge

glued panels. This is performed with the help of glue spread machines.

Rotary composing machine works using hydraulic pressure.

End cutting

Panel saw machine is used for cutting. It‟s done on the basis of

required length and size.



Sanding

Wide belf sand is the machine used for sanding, to get fine and smooth

finishing.

Finishing and quality checking

Final finishing and quality checking are taking place in this area.The skilled

workers are detect minor defects and these are corrected using Wood putty

and finished by sand paper. The woods having taping mark, finger gap and

determination blue stain etc are rejected.

The overall operation of this is controlled by supervisor or chief

production officer. The actual furniture manufacturing and shaping are

done shaping are done in this department

FURNITURE SECTION

The important machines used in furniture section as follows;

Narrow brand saw

This machine is used for shaping the edge. Cutting the woods

are based on required sizes.

Router machine

It is used for designing shape to the furniture parts. Different

size cutters are used in this machine based on the thickness of the

furniture parts.



Back knife machine

This machine is used for making various components of

chairs, sofa sets, tables etc.

Universal boring machines

It is used for accurate drilling of holes. It consists of rotating

bits.

Mortisor

Mortisor is used for making ho

4) FINISHING AND SPRAYING

The important machines used in this section is spray booth, this

machine helps to reduce the effect of strainer of the works become very

easy for the works become very easy for the workers. Here the work is

carried out in two ways.

This process included in this process as follows;

Pullet

This pullet is used in case of big pieces.

Hanger

S The hanger is used in case of small pieces

Putty filling and sanding

Here each and every product is checked to fill scrap and screw holes by

using wood putting and then sand with 180 mm grill paper properly.



Staining

It is the process of selecting color finish in accordance with the order

of production supervisor.

1st

sealer coating and sanding

Sealer coating is done before paint finish followed by

sanding with 280 mm grid paper to smoothen

2 nd

sealer coating and sanding

The sealer coating is once applied and sanding withb320 mm grid

paper to shine.

2.4 PURCHASE DEPARTMENT

The company mainly requires two types of raw materials- direct

materials and indirect materials. The direct materials for the rubber wood

furniture production are the round log rubber wood and indirect materials

include hardware items used for production. The raw materials purchased

by RUBCO are around 30000 lakh per month which comprises 1265 items.

Purchase procedure in RUBCO

The purchasing function of RUBCO HUAT starts from receiving

the purchase requisition. A purchase requisition is a formal to the

purchasing department to purchase raw materials.

This form is prepared by the store keeper for regular stock materials

and by the department head for special materials not stocked as regular



items. The general manager of the company approves the requisition. The

company prepares three copies of requisition. The original copy is sent to

the purchasing department, the store keeper or the department that initiates

the requisition keeps the duplicate copy and the triplicate is send to the

General Manager. After receiving the purchase requisition, the purchase

officer selects the source of supply of raw material. For every group of

materials a list of suppliers name and address are maintained. At present the

company‟s suppliers of rubber wood are from; Kerala; Perumbavoor,

Kasarkode, Iritty. Karnataka; Sulliya, Mangalore etc

Questions are invited from these suppliers by issuing to them. On

the receipt of the quotations from the suppliers, the purchase officer

prepares a comparative statement on an analysis of quality raw material at

low rates and selects the desirable suppliers. When the suppliers are

selected, the purchase department places the purchase order. The purchase

order is a written authorization to the suppliers to supply the materials. The

purchase order contains the information such as the material description,

quantity, rate, total cost and delivery date etc.; the company places the

purchase order to minimum three suppliers. Once the order is placed the

suppliers delivers the required materials. The delivered rubber wood is

directly sent to the yard and the hardware items to the stores. A yard is a

place where the rubber wood is stored.

2.4.1 STORES DEPARTMENT

The store keeper is in charges of the store section and is responsible

for stores control. In RUBCO HUAT Woods the keeper receives and

inspects the delivered materials and records it in the Goods Inward Register

and Goode Received Note. These notes are then passed on to the purchase



department for verification and to the accounts departments for making the

payments. Usually the company makes the payment to the suppliers within

one month.

Name of items stores department of the company are;

Screws

Bearings

Hardware

Glue

Chemical

Lacquer

Banding belt and paper

Packing materials like p-form and Bubble sheet

Spares and tool etc.,

Name of files maintained by store keepers

Purchase order

General file

Purchase invoice

Local purchase bill

Delivery challan

Reorder level and reorder quantity

Monthly statement

Item code

Product specification

Rejection note



2.4.2 QUALITY CONTROL DEPARTMENT

The RUBCO Industrial complex has a separate quality control

section with computerized BHEH Meters, Mooney Visco Meters, Universal

Tensile, Testers and Compression set Apparatus, Flexo Meters, and

Abrasian Testers etc. This section ensures the quality parameters of all

incoming raw materials, in process materials and finished goods. The

company has a well established quantity control division.

2.4.3 RUBCO‘S QUALITY OBJECTIVES

High capacity utilization

Enhancing competence of employees

Low level of rejection

High yield from input materials

Low level of breakdowns

Least possible customer complaints

2.4.4 RUBCO’S QUALITY POLICY

RUBCO‟S quality policy is to give enhanced satisfaction to their

customers through the manufactures and supply of rubber products by the

use of modern manufacturing facilities. They voluntarily meet the entire

product and process related regulatory requirements. The employees at



RUBCO are committed to continuously improve their performance in all

spheres of activity.

2.5 MAINTENCE DEPARTMENT

The maintenance activities of RubcoHuat Wood are classified into two;

Preventive maintenance

Preventive maintenance is the periodical inspection and

service activities which are aimed to detect potential failure and perform

minor adjustments or repairs, which will prevent major operating problems

in failure. As per the rule the company provides preventive maintenance

once in a month, usually on Sundays. The company also provides daily

preventive maintenance to critical machines.

Breakdown maintenance

Breakdown maintenance is the repair which is done after the

equipment has attained down state. The company provides two types

breakdown maintenance; complete breakdown and temporary breakdown

maintenance.

2.5.1 MAINTENCE DIVISION

Maintenance division of the company has three engineers. Each

engineer is responsible for the maintenance of civil, mechanical and



electrical areas. This maintenance section undertakes all function related to

maintenance.

2.6 PERSONNEL AND ADMINISTRATIVE DEPARTMENT

Rubco is a forward looking organization committed to identify, train,

develop and sustain its human resources in such a manner as to integrate

the individual career aspirations of its executives. Rubco has basically a

fair, equitable and performance oriented policy with respect to its human

resources.

Functions

1. To determine the personnel programs regarding recruitment,

selection, placement and induction.

2. To evaluate and measure the performance of employees by evolving

control system.

3. To supervise, guide and motivate the employees to achieve the goal

of the organization.

4. To provide leadership for the management of industrial relations and

employees welfare in the organization.

5. Implementing standing order pertaining to the company.

Man Power Development in RubcoHuat Woods Pvt. Ltd.

The company has well established man power strength. There are

818 workers employed in different categories of work the workers of the

company are divided in to four categories. They are;



Specialized Workers

Carpenters are the specialized workers. They concentrate on work

like final sanding, assembling etc. The spray finish also comes under this

category. The specialist workers have a pay scale of Rs. 135 per day.

Skilled Workers

Skilled workers are those who have specialized in particular job. They are

basically ITI and Diploma holders. They have a pay scale of Rs. 130 per

day.

Unskilled Workers

Unskilled workers are the third category and include those who have

undergone 6 months initial training in the company. They have a pay scale

Rs.111 per day.

Learners

Learner‟s category includes newly selected workers. They are

actually under training for the first 6 months, then promoted to unskilled

category based on their performance. They have a pay scale of Rs. 90 per

day.

Performance Appraisal

It is the process of evaluating an employee‟s performance of a job in

terms of its requirements. It is considered as the most indispensable tool for

an organization. Performance measures also link information gathering and

decision making process which provide a basis for judging the effectiveness



of personnel subdivisions such as recruiting, selection, training and

compensation.

RubcoHuat Woods Pvt. Ltd. is using grading method for

performance appraisal. Supervisor appointed to evaluate the performance of

workers. According to their performance, they are given grades as below

A grade - Excellent

B grade - Good

C grade - Satisfactory

Time Office

The main functions of time office are;

To prepare shift schedule on monthly basis

To prepare a display notice of various safety and other matters.

To oversee the conduct of the staff and workers to ensure

general discipline.

To maintain an accident register.

To issue visitors pass as per company rules.

RubcoHuat Woods Pvt. Ltd. makes use of smart card for recording the time

of arrival and departure of the employees. When the employees enter the

plant, they record the time by inserting card into the smart card reader.

The shift timings at RubcoHuat Woods Pvt. Ltd. are as follows.



1st Shift - 8.30 am to 5.00 pm

2nd

Shift - 5.00 pm to 1.00 am

3rd

Shit - 1.00 am to 8.30 am

Absenteeism and Turnover

While studying the records of the employees, it is found that absenteeism is

high in Rubco. The general cause for the absenteeism in the company is

that, it is not located in an area which is suited for an industry.

The productivity of the labour is high in this company. The higher

productivity is as a result of the use of new Malaysian technology and

highly standard machines.

2.6.1 SALES DEPARTMENT

Rubco Sales International Limited is the sales and marketing outfit of entire

Rubco group of companies. The company is run by eminent professionals

with the active support from the management. The company has already

well established dealer/distributor network and it is expanding its horizon

throughout the world. Sales section is concerned with ensuring proper

packing of materials and ensures transportation facilities taking into

account the prime objective of customer satisfaction. This section is

concerned with exporting of products fulfilling all the legal obligations and

export policies and certain procedures are to be followed in this regard. The

sales and shipping section together take care of selling activities and

ensures dispatching of goods to the prospective customer.



Rubco Sales International Limited (RSIL)

RSIL is a full fledged marketing organization promoted by Rubco

to spear the sales and marketing activities of Rubco‟s entire range of

products in the domestic and international market.

Functions of Sales Department

Receiving data from dealers and arranging for the dispatching of

products

Preparation of invoices and other related document for dispatch

Maintaining of sales register and filling of sales tax returns and other

statutory records with the sales tax department

Maintaining and submission of statutory documents pertain to Central

Excise Department

Preparation of quotations as per the requirement from the parties in

consultation with the production department and accounts officer

Functions of Shipping Department

Preparation of pro necessary shipping documents and forwards the

documents to clearing and forwarding agents

Coordination with CHA for placement of containers

Issue of staff and transportation at lowest cost

Functions of Export Department

Finalization of export contract



Co-ordination between departments and mattress connected with export

Issue of packing instructions for export to concerned department

Make arrangement for inspection of goods

2.7 JOB SATISFACTION

Employees who are not satisfied with their job are very likely to

leave the organization. They can become a source of bad morale and do

great dealt of harm to the organization. In many cases of employers without

proper data, assume the wrong reason for employee dissatisfaction. They

think that money is the main reason for leaving the job. There are many

resources to assist companies in the survey process. However most HR

managers are very capable of designing and developing their own employee

satisfaction survey. An employee may be satisfied with pay and perk,

welfare measures, his job etc. but this does not guarantee a state where

employee exhibits unwavering commitment towards his job to take

company‟s performance to distinctly higher level of excellence. This is the

scenario where an employee is satisfied with the company and work that he

does but is simply not motivated to put forward his best performance.

DETERMINATION OF JOB SATISFACTION

There are two types‟ variables which determine the job satisfaction of an

individual. They are;

Organizational variables

occupational level

job content



considerate leadership

pay and promotional opportunities

interaction in the work group

Personal Variables

age

Education

role perception

sex

Some other determines of job satisfaction are as follows

general working condition

grievance handling procedure

fair evaluation of work done

company prestige

working hour

The term job satisfaction refers to an individual‟s general attitude

towards his or her job person with high level of job satisfaction holds

positive attitude about the job, while a person who is dissatisfied with his or

her job holds negative attitude of job. Job requires interaction with co-

workers and superiors, following organizational rules and policies, meeting

performance standards, living with working conditions. Satisfied

employees will talk about the organization, help others and go beyond the

normal expectations in their job.



The term job satisfaction was brought to limelight by Happock

(1935).according to him job satisfaction is a psychological and

environmental factors that makes a person to admit, “I am happy ay my

job”. Extensive research on job satisfaction shows that personal factors

such as individual‟s needs and aspirations determine his attitude, along with

group and organizational factors such as relationship with co-workers and

supervisor and working conditions, work policies and compensation.

Luthans states that job satisfaction is a pleasurable, or positive,

emotional state resulting from the appraisal of one‟s job, or job experience,

and is the result of the employees‟ perception of well his/her job provides

those things which are viewed by them as important.

Locke states that job satisfaction is really a collection of attitudes

about specific facets of the job. Employees can be satisfied with some

aspects of the job while simultaneously being dissatisfied with others.

Overall job satisfaction is a combination of person‟s feelings towards the

different facets of job satisfaction.

Here are number of factors influence the job satisfaction. However

the main factors are

1. promotional factors

Promotional opportunities seem to have a varying effect on job

satisfaction. This is because promotions takes a number of different forms

and have a variety of accompanying rewards. For example, individuals who

are promoted on the basis of seniority often experience job satisfaction but

not as much as those who are promoted on the basis of performance.

According to ascot and Clothier: “A promotion is the transfer of an



employee to a job which pays more money or one that carries same

preferred status”.

A promotion may be defined as an upward advancement of an

employee in an organization to another job, which commands better

pay/wages, better working environment, hour of work and facilities and a

higher rank.

A promotion is a vertical move in the rank and responsibility.

Involved in a promotion may be some measure of skill; and responsibility.

Promotions are usually given;

1. to put the worker in apposition where he will be of greater value to the

company and where he may derive increased personal satisfaction and

income from the work;

2. To recognize an individual‟s performance and reward him for his work

so that he may have an incentive to forge ahead. Employees will have

little motivation if better jobs are reserved for outsiders

3. to increase an employee‟s organizational effectiveness;

4. to promote job satisfaction among the employees and give them an

opportunity for unbroken,continuos service;

5. to built up morale, loyalty and a sense of belonging on the part of the

employees when it is brought home to them and that they would be

promoted if they deserve it;



6. To attract suitable and competent workers for the organization

2. Motivational Factors

There is no doubt that motivation is the key to the promotion of

proper good human relations. The term “motivation” was originally

derived from the Latin word „movere‟, which means “to move”.

Berelson and Steives define motivation as “An inner state that

energies, or moves (hence motivation), and that directs or channels

behavior towards goals”, thus motivation is a general term that applies

to the entire class of energy, derive, tension and similar forces.

3. Interpersonal Factors

Interpersonal relationship with superiors- There seems to be two

dimensions of supervisory style that affects job satisfaction. One is

employee centeredness, which is measured by the degree to which a

supervisor takes a personal interest and cares about the employee. The

other dimension is participation or influence, as illustrated by managers

who allow their people to participate in decision that affect their own

jobs.

Interpersonal relation with work groups will have an effects on job

satisfaction, friendly, co-operative co-workers or team members are a

modest source of job satisfaction to individual employees.

4. Work Environment

Working conditions have a modest effect on job satisfaction. If the

working conditions are good (clean, attractive surroundings for

instance), the personnel will find it easier to carry out their job. If the

working conditions are poor (hot, noisy surroundings) the personnel will

find it more difficult to get things done. Most people do not give

working conditions a great deal of thought unless they are extremely

bad.



CHAPTER -3

RESEARCH DESIGN

3.1 TITLE OF THE STUDY

A study on job satisfaction of employees with the reference to RUBCO

huat.pvt.ltd

3.2 SCOPE OF THE STUDY

A welfare measure has become essential because of the very nature

of the industrial system. The approach to this problem differ from country

to country according to the degree of development in a particular

country.However,the need for welfare, in some way or the other is realized

all over the world because of socio-economic conditions and problems

which the industrial society has thrown up.

3.3 OBJECTIVES OF THE STUDY

Primary objectives

To study about the welfare measures prevailing in Rubco

To study about the satisfaction of the employees with regard to the

welfare measures provided in the organization



Secondary objectives

To study the level of satisfaction of employees with regard to welfare

measures in the organization.

To suggest remedial measures to eliminate the cause of

dissatisfaction arising out of organizational factors.

To determine whether activities lead to job satisfaction.

3.4 METHOD OF DATA COLLECTION

Primary data

Through the questionnaire administered

Secondary data

Through various record maintained by the company

Through manuals, journals, magazines etc.,

Website

3.5 TOOLS FOR DATA COLLECTION

This study has been a micro study and due with the help of

questionnaire as given in the appendix. There is a face to face contact

between the employees for data collection.



SAMPLING

For convenience and due to time factor sampling method has been

used. A sample size of 100 employees has been taken in this study.

3.6 LIMITATIONS OF THE STUDY

The sample size was limited because of homogeneity of population

Due to short span of time the researchers find it difficult to complete

The speed of making information could have made errors

Some of the respondents were not co-operative

Lack of experience

Time constraint. Because time allowed was only one month days.



CHAPTER 4

DATA ANALYSIS AND INTERPRETAION

TABLE 4.1: Opinion Regarding the Compensation Being Received by

Employee

Sl.NO Particulars No. of respondents % of respondents

1

2

3

4

5

Strongly agree

Agree

Can‟t say

Disagree

Strongly disagree

75

15

0

10

0

75

15

0

10

0

100 100



GRAPH 4.1: Opinion Regarding the Compensation Being Received by

Employee

INTERPRETATION

Majority of the employees highly satisfied with the compensation which are

provides from the organizaion

0 20 40 60 80

strongly agree

agree

can't say

disagree

strongly disagree

Series1



TABLE 4.2:Respondent Opinion Regarding the Payment Scheme


1

2

3

4

5

Strongly agree

Agree

Can‟t say

Disagree

Strongly disagree

65

25

0

10

0

65

25

0

10

0

100 100



GRAPH 4.2:Respondent Opinion Regarding the Payment Scheme

INTERPRETATION

From the above , it is clear that 65% employees are strongly agree with

the payment scheme provided by employer , 25% just agree with firms

payment scheme but 10% employer are disagree with payment scheme.

Here the most of the employees are satisfied with their payment scheme.

Few employees are unsatisfied with the payment scheme.

0

10

20

30

40

50

60

70

strongly agree

agree can't say disagree strongly disagree

Series1



TABLE 4.3

Opinion Regarding Job Environment


1

2

3

4

5

Excellent

good

average

poor

very poor

60

25

15

0

0

60

25

15

0

0

100 100



GRAPH4.3 Opinion Regarding Job Environment

INTERPRETATION

From the above diagram, it is clear that 60% employees have an opinion

that the job environment is excellent , 25% employees belief that job

environment is good but 15% have a opinion related job environment is

only average. Job environment of this organisation excellent for most of the

employees.

excellent

good

average

poor

very poor



TABLE 4.4

Response about Physical Working Condition of an Organization.


1

2

3

4

5

excellent

good

average

poor

very poor

50

40

10

0

0

50

40

10

0

0

100 100



GRAPH 4.4 Response about Physical Working Condition of an

Organization.

INTERPRETATION

From the above, it is clear that 50% employees have an opinion that

physical working condition is excellent , 40% belief that physical condition

is good but 10% have a opinion related physical working condition is

average.

0

10

20

30

40

50

60

excellent good average poor very poor

Series1



TABLE 4.5 Employees Response Regarding Employee Employer

Relationship


1

2

3

4

5

excellent

good

average

poor

very poor

75

15

10

0

0

75

15

10

0

0

100 100



GRAPH 4.5 Employees Response Regarding Employee Employer

Relationship

INTERPRETATION

From the above, it is clear that 75% employees have an opinion that

employee-employer relationship is excellent, 15% belief that employee-

employer relationship is good and 10% employees belief employee-

employer relationship is only average. Most of the employees are keeping a

excellent employees- employer relation.

excellent

good

average

poor

very poor



TABLE 4.6 Company’s Eager in Recognizing and Acknowledging

Employees


1

2

3

4

5

Strongly agree

Agree

Can‟t say

Disagree

Strongly disagree

50

45

0

5

0

50

45

0

5

0

100 100



GRAPH 4.6 Company’s Eager in Recognizing and Acknowledging

Employees

INTERPRETATION

From the above diagram, 50% respondents are strongly agree with the

statement that companies eager in recognizing and acknowledging

employees work , 45% agree with that statement but 5% disagree with that

statement

05

101520253035404550

strongly agree

agree can't say disagree strongly disagree

Series1



TABLE 4.7

How Much The Job Is Interesting For Employees


1

2

3

4

5

excellent

very good

average

fair

poor

45

30

20

5

0

45

30

20

5

0

100 100



GRAPH 4.7

How Much The Job Is Interesting For Employees

INTERPRETATION

From the above diagram , 45% employees belief that their job is excellent ,

in the opinion of 30% the job is very good, 20% employees have an opinion

that job is typical, 5% employees states their job is fair. In this organisation

most of the employees are interest in their job.

0 10 20 30 40 50

excellent

good

typical

fair

poor

Series1



TABLE 4.8 Continuous Feedback Regarding Work And Work

Environment

Sl.NO Particulars No. of

respondents

% of respondents

1

2

3

4

5

mostly

some times

rarely

very rarely

don‟t know

15

50

25

10

0

15

50

25

10

0

100 100



GRAPH 4.8 Continuous Feedback Regarding Work And Work

Environment

INTERPRETATION

From the above diagram, it is implied that, a continuous feedback is absent

from the management; but occasionally alone the communicate work and

work environment.

mostly

some times

rarely

very rarely

don't know



TABLE 4.9 Employees Response Regarding Quality Of Food StAff

Provided In Canteen


1

2

3

4

5

excellent

good

no opinion

fair

poor

25

50

0

25

0

25

50

0

25

0

100 100



GRAPH 4.9 : Employees Response Regarding Quality Of Food Stuff

Provided In Canteen

INTERPRETATION

From the above diagram, it is clear that 25% employee have the opinion

that food provided in canteen is excellent, 50% states that food stuff

provided in canteen is good, but 25% states that food stuff provided in

canteen is fair. In this organisation the food and stuff provided in the

company is not excellent. From this the food and stuff is good only.

0 10 20 30 40 50

excellent

good

no opinion

fair

poor

Series1



TABLE 4.10

Employees response about the job security provided by the company.

Sl.NO Particulars No. of

respondents

% of respondents

1

2

3

4

5

excellent

very good

good

average

poor

15

50

25

10

0

15

50

25

10

0

100 100



GRAPH 4.10

Employees response about the job security provided by the company.

INTERPRETATION

From the above graph, it is clear that 15% employees feel that job security

provided by the company is excellent, 50% feels job security provided by

company is very good, 25 % feel about job security is good , remaining

employees feel job security provided by company is average.

0

5

10

15

20

25

30

35

40

45

50

excellent very good good average poor



TABLE: 4.11

Table showing the respondents awareness of company’s policies and

procedures.

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Yes 40 80%

No 8 16%

To some extent 2 4%

Total 50 100%

Analysis:

From the table it is analyzed that 80% of respondent are aware of the

company‟s policies and procedures.

16% of respondents are not aware.

4% of respondents are aware to some extent.



GRAPH : 4.11

The chart showing the respondents awareness of policies and

procedure .

yes, 80

no, 16

to some extent, 4, 0



Interpretation:

From the graph 4.2 it is clear that company is taking all required measures

to communicate its policies and procedures to its employees.

TABLE: 4.12

Table showing the respondent’s awareness about the company rules

and regulations.


Yes 42 84%

No 3 6%

To some extent 5 10%

Total 50 100%



Analysis:

From the table it is analyzed that 84% of respondent are aware of their

company‟s rules and regulations.

6% of respondents are not aware.

10% of respondents are aware to some extent.

GRAPH : 4.12

The graph showing the number of respondents awareness of their

company’s rules and regulations.

Interpretation:

42

3

5

yes no to some extend



From the graph 4.3 it is interpreted that majority of respondents are aware

of company rules and regulations.

TABLE: 4.13

Table showing the number of respondent’s nature of job.


Challenging 10 20%

Satisfying 25 50%

Boring 13 26%

Stressful 2 4%

Total 50 100%

Analysis:

From the table it is analyzed that 20% of respondents find the nature of

their job is challenging.

50% of the respondents find the nature of their job is satisfying.

26% of the respondents find the nature of their job is boring.

4% of the respondents find the nature of their job is stressful.



GRAPH : 4.13

The graph showing the number of respondents of the nature of the job.

Interpretation:

Employees who are completely aware of his/her expectations from the job

is the one who strives to keep up the expectations. From the above graph it

is interpreted 50% respondents find that the nature of their job is satisfying.

As 26% are felling it boring required job rotation

20, 20%

50, 50%

26, 26%

4, 4%

challenging

satisfying

boring

streesful



TABLE: 4.14

Table showing number of respondent’s satisfaction towards salary and

wages.

PARTICULARS NO.OF

RESPONDENTS

PERCENTAGE

Yes 28 56%

No 22 44%

Total 50 100%

Analysis:

From the table it is analyzed that 56% of respondents are satisfied with

salary and wages 44% of respondents are not satisfied.



GRAPH No: 4.14

The graph showing number of respondent’s satisfaction towards salary

and wages.

Interpretation:

From the graph 4.12 it is interpreted 56% of respondents are satisfied with

the salary and wages provided by the company. As salary is the major

motivation for employees, the organization should provide salary and

wages according to the industry standards.

yes56%

no44% yes

no



TABLE: 4.15

Table showing respondent’s satisfaction with safety measures.

Analysis:

From the above table it is analyzed that 10% of respondents are highly

satisfied with the safety measures provided by the company.36% of

respondents are satisfied with the safety measures provided by the

company.54% of respondents are averagely satisfied with the safety

measures provided by the company. None of them are dissatisfied with the

safety measures provided by the company.

PARTICULARS NO. OF RESPONDENTS PERCENTA

GE

Highly satisfied 5 10%

Satisfied 18 36%

Average 27 54%

Dissatisfied 00 00%

TOTAL 50 100



GRAPH N: 4.15

The graph showing the number of respondent’s satisfaction with

safetymeasures.

Interpretation:

From the graph 4.13 it is interpreted that 54% of respondent‟s opinion is

average on the safety measures provided by the company. The company

should provide safety measures for all the employees at work place by

providing all necessary safety equipment‟s according to the nature of the

job.

5%

18%

27%

0%

50%

NO. OF RESPONDENTS

Highly satisfied Satisfied Average Dissatisfied TOTAL



5-FINDINGS

There is no significant difference between the satisfaction lead of

managers and employees with regards to welfare measures prevailing

in the organization.

Majority of the respondents is highly satisfied with the compensation

providing by company.

Majority of the respondents is highly satisfied with the job.

Majority of the respondents is highly satisfied with the working

conditions in the organization.

Most of respondents are moderately satisfied with the amenities

provided in the company.

Most of the respondents are satisfied with the motivation provided by

the organization.

Majority of the respondents are satisfied with the performance

appraisal in the organization

It is implied that, a continuous feedback is absent from the

management; but occasionally alone the communicate work and

work environment.

Employees feel that job security provided by the company is

excellent



it is clear that company is taking all required measures to

communicate its policies and procedures to its employees

majority of respondents are aware of company rules and regulations.

Employees who are completely aware of his/her expectations from

the job is the one who strives to keep up the expectations

organization should provide salary and wages according to the

industry standards

respondent‟s opinion is average on the safety measures provided by

the company

.



SUGGESTIONS

Even though the satisfaction level with regards to welfare measures

is high for the employees in the organization can take efforts to

maintain that satisfaction by providing more facilities.

Great care should be given for ensuring the safety of employees in

the working place so that it induces a spirit of self-realization and

consciousness in the minds of the employees.

The amenities provided by the company can be improved so that the

satisfaction level can be increased.

More performance appraisal can be done so that it increases the level

of job satisfaction.

Majority of the respondents are moderately satisfied with most of

welfare facilities. The company can improve those facilities thus

increasing overall productivity.



CONCLUSION

In short span of time Rubco has become largest exporter of value added

products and natural rubber in the country. Employees are asset of the

organization. Welfare measures are a vital part of business organization and

management. The aims or objectives of welfare measures are partly

humanistic to enable the workers to enjoy a future richer life.

Rubco provides good welfare measures that it increases the productivity of

the employee and alternative results in higher job satisfaction. Even though

the company is providing good welfare measures, it can take effort to

maintain the satisfaction level of employeeswhich will ultimately leads to

increase the frame of the organization



6-BIBLIOGRAPHY

Research Methodology - Kothati.C.K

Human Resource and personnel Management- K.Ashwathapa

Human Resource Management - L.M.Prasad

Human Resource Management - Dr.C.B.Guptha

Personnel Management and Industrial Relation - S.K.Chaterjee

Employee commitment and motivation- Meyer, J. P., Becker, T.,

&Vandenberghe

Job satisfaction - Bakker, A. B., &Schaufeli, W. B. (2008

Journal of Management Development-

Employee commitment and motivation- Meyer, J. P., Becker, T.,

&Vandenberghe, C. (2004).

Business-unit level relationship between employee satisfaction-

Meyer, J. P., Becker, T., &Vandenberghe, C. (2004).



Web Site

https://www.google.co.in/?gws_rd=ssl#q=kmrl

https://www.google.co.in/?gws_rd=ssl#q=employee+job+satisfaction

https://en.wikipedia.org/wiki/Rapid_transit

https://en.wikipedia.org/wiki/employee job satisfaction

https://www.google.co.in/?gws_rd=ssl#q=kmrl

https://www.google.co.in/?gws_rd=ssl#q=employee+job+satisfaction



7-QUESTIONAIRE

1. What is your opinion regarding the compensation being

received ?

Strongly agree

Agree

Can’t say

Disagree

Strongly disagree

2. Opinion regarding the payment scheme?

Strongly agree

Agree

Can’t say

Disagree

Strongly disagree

3. Opinion regarding the job environment?

excellent t

good

average

poor

very poor

4. Opinion about physical working condition of the organization?

excellent

good

average

poor



very poor

5. Status of relationship between the employees and employee?

excellent

good

average

poor

very poor

6. Do you think company recognize and acknowledged employee

skills?

excellent

good

average

poor

very poor

7. Do you find the job interests?

excellent

good

average

poor

very poor

8. Does the company conducts the continuous feedback regarding

the work and work environment?

excellent

good

average

poor

very poor



9. Do you like the quality of food and stuffs provided in the

canteen?

excellent

good

average

poor

very poor

10. How do you find the job security provided by the company?

excellent

good

average

poor

very poor

11. Are you fully aware of your company policies and procedures?

a) Yes b) No

c) To some extent

12. Are you aware of your company rules and regulations?

a) Yes b) No

c) To some extent



13. Is the nature of your job.…?

a) Challenging b) Satisfying

c) Boring d) Stressful

14. Are you satisfied with the salary or wages provided by your

company?

a) Yes b) No

15. Are you satisfied with the safety measures provided by your

company?

a) Highly satisfied b) Satisfied

c) Average d) Dis-satisfied

A STUDY ON JOB SATISFACTION OF AN EMPLOYEE IN RUBCO …

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