Final Tamiz
-
Upload
sivasankaran-ganesan -
Category
Documents
-
view
225 -
download
0
Transcript of Final Tamiz
-
7/26/2019 Final Tamiz
1/54
CHAPTER - 1
INTRODUCTION
COMPANY PROFILE
MANATECis one of Asias largest original equipment manufacturers of
automotive garage equipments. Located in Pondicherry, India, the company
manufactures Wheel Aligners, Wheel Balancers, To Post Lifts, !as analysers,
"mo#e $eters, %ead lamp aligners & 'igital Air Tire inflators.
(sta)lished in the year *+-, as a manufacturer of industrial shaft aligners,
$anatec diversified into garage equipment industry in *++*. The company, through
its inhouse /&', indigenously designed and developed 0ptical heel alignment
systems in *++*, to )ecome the first company to design a heel aligner in the hole
of Asia. 1olloing this the companys /&' dept continuously designed & developed
heel )alancers, tyre changers, e2haust gas analysers, smo#e meters, head lamp
aligners, 3 post lifts & automatic tyre inflators. With this, $anatec is one of very fe
companies in the orld to have design & technology of eight different garage
equipments. Advanced versions of heel aligners ere also developed in these years
simultaneously. $anatecs e2tensive Wheel Aligner installation across the orld
spea#s for our quality, speciali4ation and lead role e play in this industry.
$anatecs inhouse /&' facility is spread over *5,555 sq.ft ith more than
67 electronics, mechanical & softare and hardare engineers. All the products are
designed )y the /&' are indigenous ith proprietary softare, hardare and
electronics design. The /&' strength of $anatec has ena)led the company to e2port
its products orldide and provide technical support to its overseas )uyers.
Beyond ith increasing e2port orders, a ne !reenfield manufacturing facility
is coming up in an area of *65,555 "q.ft, near Pondicherry. This facility ill ensure in
meeting the e2ports demand and ill produce aligners & )alancers on a mass scale.
$anatec is I"0 +55*83555 certified since *++, hich confirms its
commitment to quality systems ithin the company that ill result in quality
1
-
7/26/2019 Final Tamiz
2/54
products. The entire organi4ation is driven )y fullyintegrated (/P system that as
introduced in 355-.
$anatec e2ports to more than 75 countries across the glo)e through its
distri)utor netor#. This as achieved through a unique value proposition $anatec
as a)le to offer its )uyers 'esigning garage equipments ith orldclass
technology & quality and offering at prices competitive to (uropean and 9hinese
products. Today $anatec has emerged as a truly glo)al player in the automotive after
mar#et and has evolved its and mission for the long term.
MILESTONES:
In its 23 years ! "esi#nin# $ %r"&'in# #ara#e e(&i%)ent* Manate' +as 'rsse"
,ari&s )iestnes.
Pr"&'t Miestne:
Year Pr"&'ts
1/0 "haft Alignment 9omputer
1//2 'igital Wheel Aligner :0ptical $odel;
1//3
-
7/26/2019 Final Tamiz
3/54
PRODUCTS:
3
-
7/26/2019 Final Tamiz
4/54
Wheel aligners Wheel )alancers
Tyre changers
(2haust gas analyser %ead lamp aligners Lifting equipment
4
http://manatec.net/products.php?categories_id=57http://manatec.net/products.php?categories_id=574 -
7/26/2019 Final Tamiz
5/54
=itrogen generators Paint spray )ooths To heeler
equipment
Tyre changers Tyre inflators >tility equipments
Welding machines A?9 gas charger Auto car ash
'iesel smo#e meter
5
-
7/26/2019 Final Tamiz
6/54
5UALITY:
0ne of the value propositions $anatec offers its )uyers is the @uality of its
equipments. (2cellent quality com)ined ith economic prices ill offer a unique
value to the )uyers and place $anatec competitively against a Western or 9hinese
product. $anatec understands the importance of this value and has alays prioriti4ed
quality assurance of its products.
(2tensive process quality system ensure strict adherence to the norms
prescri)ed. Incoming ra material or vendor assem)lies are su)ect to quality
chec#s. With longesta)lished vendor )ase, onsite self chec# methods are esta)lished
at the vendor premises itself. 9ustomdesigned quality igs are esta)lished inhouse
and the vendors premises to chec# deviations if any.
The companys quality policy as follos8
5UALITYPOLICY:
(very employee of $anatec is responsi)le for achieving the ultimate customer
satisfaction through effective design, systematic production, timely delivery and
prompt customer service. These are reinforced )y periodic updation of technology,
#noledge and systems through proper training and motivationC
6
-
7/26/2019 Final Tamiz
7/54
E6HI7ITION:
Exhibition Place Date Picture Gallery
Nandambakk
am, Chennai
19th Nov 21st Nov
21
!uenos
"ires,
"r#entina
1$th Nov % 2th Nov
21
&as 'e#as,
()"
2nd Nov % *th Nov
21
+rankurt,
Germany
1*th )e- % 19th )e-
21
.exico2*th /ul % 2$th /ul
21
Dubai, ("E2*th .ay %2$th .ay
21
!an#alore,
0ndia
th "-r to 11th "-r
21
7
http://manatec.net/egallery15.phphttp://manatec.net/egallery16.phphttp://manatec.net/egallery17.phphttp://manatec.net/egallery18.phphttp://manatec.net/egallery19.phphttp://manatec.net/egallery21.phphttp://manatec.net/egallery20.php -
7/26/2019 Final Tamiz
8/54
/akarta,
0ndonesia
2*th .ar % 2$th .ar
21
Ne Delhi,
0ndia
3th /an% 12th /an
21
)han#ai,
China
9th Dec % 11th Dec
29
.exico city,
.exico
13th to 1$th /uly
29
Dubai, ("E41st .ay to 2nd
/une 29
Dhaka,
!an#ladesh
1th .ar% 21st .ar
29
Chennai,
0ndia
$th Nov % 9th Nov
2
.osco,
5ussia
2th "u# % 1st )e-
2
8
http://manatec.net/egallery9.phphttp://manatec.net/egallery3.phphttp://manatec.net/egallery13.phphttp://manatec.net/egallery7.phphttp://manatec.net/egallery10.phphttp://manatec.net/egallery11.phphttp://manatec.net/egallery12.phphttp://manatec.net/egallery14.php -
7/26/2019 Final Tamiz
9/54
Ne Delhi,
0ndia
1th /an % 1$th /an
2
Dubai % ("E2$th .ay % 29th .ay
2$
Chennai,
0ndia
11th Nov % 14th Nov
26
/ohannesbur
#, )outh
"rica
41st 7ct to 4rd Nov
26
!an#kok,
8hailand
1th .ay % 14th .ay
26
PRESS RELEASES:
Autocar professional Dun *5 Auto care professional Apr 5+
9
http://manatec.net/images/press1_big.jpghttp://manatec.net/images/press4.jpghttp://manatec.net/egallery8.phphttp://manatec.net/egallery4.phphttp://manatec.net/egallery2.phphttp://manatec.net/egallery6.phphttp://manatec.net/egallery1.php -
7/26/2019 Final Tamiz
10/54
Auto care professional $ay 5 Auto care professional Apr
AD8ERTISEMENTS:
Auto care professional 5*+*5 Tamil motor 5*5**5 Pu)lished on motor India
3*5+5+
Pu)lished on Auto care professional 7E5+ Pu)lished on motor India 6555
CREDENTIALS:
10
http://manatec.net/images/ad3.jpghttp://manatec.net/images/ad1.jpghttp://manatec.net/images/ad2.jpghttp://manatec.net/images/acar.jpghttp://manatec.net/images/2.jpghttp://manatec.net/images/press_2big.jpghttp://manatec.net/images/press_3big.jpg -
7/26/2019 Final Tamiz
11/54
A9ARDS:
$anatec has received many aards, recognitions & accreditations. Team Wor#
is the core factor that ma#es this organi4ation an emerging leader in all fronts.
The aards, recognitions, associations & accreditations are selfe2planatory.
The company )elieves in Fsuccess )y motivationF and these aards are the stepping
stones for our ultimate o)ective.
"ilver shield for star performer for the year 355E355-
"ilver shield for star performer as small enterprise for the year 3557355E
Best /&' Aard from Prof. $urali $anohar Doshi, from the
year *++*+++
11
-
7/26/2019 Final Tamiz
12/54
Aard for (2cellence in /&' :(lectronics; for the year *++E
Best productivity performance aard for the year *++5*++*
12
-
7/26/2019 Final Tamiz
13/54
CHAPTER I
INTRODUCTION OF
;O7 SATISFACTION
The term Do) satisfactionC refers to an employees general attitude toard his
o). Do) satisfaction is one of the important factors, hich has dran attention of
managers in the organisation as ell as academicians.
Do) satisfaction is the mental feelings of favora)leness, hich an individual
has a)out his o).
DEFINITIONS OF ;O7 SATISFACTION
'u)rins has defined o) satisfactions as, Do) satisfaction is the amount of
pleasure of contentment associated ith a o). If you li#e your o) intensely, you ill
e2perience high o) satisfaction. If you disli#e your o) intensely, you ill e2perience
o) dissatisfactionC.
(.A. Loc#e defines o) satisfaction as a, Pleasura)le or positive emotionalstate resulting from the appraisal of ones o) or o) e2perienceC.
DETERMINANTS OF ;O7 SATISFACTION
There are various factors determining the degree of o) satisfaction as follos8
1. INDI8IDUAL FACTORS
Individuals have certain e2pectations from their o)s. If these e2pectations are
met from the o)s, they feel satisfied.
A. Le,e ! e"&'atin
Level of education of an individual is a main factor in determining the degree
of o) satisfaction. 1or e2ample, several studies have found negative correction
13
-
7/26/2019 Final Tamiz
14/54
)eteen the level of education, particularly higher level of education, and o)
satisfaction.
7. A#e
Individuals are e2perienced in different degree of o) satisfaction at different
stages of their life. Do) satisfaction is high at the initial stage, gets gradually reduced,
starts rising upto certain stage, and finally dips to a lo degree.
C. Ot+er !a'trs
Besides the a)ove to factors, there are other individual factors such as, se2
hich affect o) satisfaction. If an individual does not have favora)le social and
family life, he may not feel happy at the or#place.
2. NATURE OF ;O7
A. O''&%atina e,e
%igherlevel o)s provide more satisfaction as compared to loer levels. This
happens )ecause highlevel o)s carry prestige and status in the society hich itself
)ecomes sources of satisfaction for the o)holders.
7. ;< 'ntent
Do) content refers to the intrinsic value of the o), hich depends on the
requirement of s#ills for performing it, and the degree of responsi)ility and groth it
offers. A higher content of three factors provides higher satisfaction.
3. SITUATIONAL 8ARIA7LES
"ituational varia)les related to o) satisfaction in organi4ational conte2t
formal and informal.
A. 9r=in# 'n"itins
14
-
7/26/2019 Final Tamiz
15/54
Wor#ing conditions, particularly physical or# environment, li#e conditions
of or#place and associated facilities for performing the o) determine o)
satisfaction.
15
-
7/26/2019 Final Tamiz
16/54
7. S&%er,isin
The type of supervision affects o) satisfaction as in each type of supervision
the degree of importance attached to individual varies. The employee G oriented
supervision provides more satisfaction than o)oriented supervision.
C. E(&itaar"s
The type of lin#age that is provided )eteen o) performance and reards
determines the degree of o) satisfaction. If the reard is )ased on the o)
performance, it offers higher satisfaction.
D. O%%rt&nity !r %r)tin
It is true that individuals see# satisfaction in their o)s in the conte2t of o)
nature and or# environment )ut they also attach importance to the opportunities for
promotion that these o) offer.
.
16
-
7/26/2019 Final Tamiz
17/54
CHAPTER II
O7;ECTI8ES OF THE STUDY
The folloings are study of o)ectives8
*. To study a)out the factors involved in the o) satisfaction.
3. To study the opinion of the employees regarding the or#ing conditions of the
$A=AT(9 (L(9T/0=I9" P
-
7/26/2019 Final Tamiz
18/54
CHAPTER -III
RE8IE9 OF LITERATURE:
INDUSTRIAL RELATIONS
Industrial /elations refer to a dynamic and developing concept, hich is not
limited to The comple2 of relationship )eteen trade unions and management. But
also refers to the general e) of relationships normally o)taining )eteen employers
and employees a e) much more comple2 than the simple of La)our 9apital
9onflictC.
A num)er of terms are used to denote the ord Industrial /elationsC such as
(mployer(mployee /elationshipC. La)our /elationship and La)our
$anagement /elationsC and so on.
Thus it is used to donate industrial relations of all those associated in
productive or# including industry, agriculture, and mining, 9ommerce, 1inance,
transport and other services. A good industrial relationship increases the morale of theor#ers and motivates the or#ers to or# more. When )oth parties thin# of mutual
interest, it gives more chances of neer development.
9asual $ans La)our dictionary defines the term industrial relations as The
relations )eteen employer and employees in industry. In the )road sense, the term
also includes the relations )eteen the various unions, )eteen the "tate and the
unions as ell as those )eteen the employees and the !overnmentC.
Industrial relations are an integral aspect of social relations arising out of
employer employee interaction in modern industries, hich are regulated )y the state
in varying degrees, in conunction ith organi4ed social forces and influenced )y the
e2isting institutions. This involves a study to the state, the legal system, and the
or#ers and employers organi4ation at the institution level, and of the patterns of
industrial organi4ation :including management;, capital structure :including
Technology;. 9ompensation of the employee force and a study of mar#et forces all at
the economic level.
18
-
7/26/2019 Final Tamiz
19/54
HUMAN RESOURCE DE8ELOPMENT
De!initin
%uman resource development is concerned ith the people dimensions in
management, since every organi4ation is made up of people acquiring their servicesdeveloping their s#ills, motivating them to high levels of performance and ensuring
that they continue to maintain their commitment to the organi4ation are essential to
achieving organi4ational o)ectives. This is true, regardless of the type of
organi4ation !overnment, )usiness, education, health, recreation or social actionC.
A popular definition quoted in any )oo# on human resource?personnel
management is the one given )y (din B.1lippo. According to him $anagement is
the planning, organi4ing, directing and controlling of the procurement, development,
compensation, integration, maintenance, and separation of human resources to the end
that individual, organi4ational and social o)ectives are accomplished.C
p gradation of
s#ills of the employees. Personnel also had )een sent for training to outside agencies
and for training a)road.
De!initins an" Meanin#
The o) satisfaction is a part of the life satisfaction. The nature of ones
environment of the o) does affect ones feelings on the o).
The term o) satisfactionC refers to an employees general attitude to o).
The o) satisfaction is a dynamic thing. $anagers cannot esta)lish high o)
satisfaction once and then forget a)out it for several years. "o it has to )e maintained
ee# after ee#, month after month, year after year.
Loc# defines o) satisfactionC as a pleasura)le or positive emotional state
resulting from the appraisal of ones o) e2periencedC.
Do) satisfaction ill )e defined as the amount of overall positive effect :or
feeling; that individuals have toard their o)C.
(ssentially o) satisfaction is a personal attitude toards the o), it represents
a comple2 assem)lage of cognition, emotions and )ehavioral tendenciesC.
19
-
7/26/2019 Final Tamiz
20/54
DETERMINATIONS OF ;O7 SATISFACTION:
?1@ Attit&"e
The 4eal of their or# over the o) gives o) satisfaction, o) satisfaction and
employees morale are special varieties of organi4ational attitudeC. They are reflectedin certain specific )ehavior li#e performance :quality as also quantity; a)senteeism
and accidents.
"o it is also considered as an important factor that affects o) satisfaction.
?2@ 9a#es
Wages plays an significant role in determining o) satisfaction and as
significant to hite collar or#ers play in such an important determinants of o)
satisfaction )ecause it is instrumental, in fulfilling so many of the needs. "ic# age
structure affects the organi4ation effectiveness and it also affects the or#ers 4eal for
the or#. $oney facilitates the o)taining of food, shelter and clothing and provides
the means to enoy valued leisure interest outside of or#. $ore over pay can serve as
a sym)ol of achievement and a source of recognition. (mployees often see pay as a
reflection often of management esteem for their contri)ution to the organi4ation.
?3@ 9r= #r&%
The nature of or# group influences o) satisfaction. 1riendly 9ooperative
9oor#ers or team mem)ers are a modest source of o) satisfaction to individual
employees, the or# group especially a tightC team, serves as a source of support,
comfort, advice and assistance to the individual or#ers.
A !oodC or# group of effective team ma#es the o) more enoya)le.
?@ 9r=in# 'n"itin
The or#ers o) may affect it there is poor or#ing condition. Wor#ing
environment too, contri)utes in a modest ay of o) satisfaction.
Feat&res s&'+ as
*. Temperature
3. %umidity
20
-
7/26/2019 Final Tamiz
21/54
6.
-
7/26/2019 Final Tamiz
22/54
"ince o) content in terms of variety and nature of tas#s called for is a function of
occupational level, the theoretical arguments given a)ove apply here also.
?iii@ Cnsi"erate Lea"ers+i%
People li#e to )e treated ith consideration. %ence considerate leadership
results in higher o) satisfaction than inconsiderate leadership.
?i,@ Pay an" %r)tina O%%rt&nities
All other things )eing equal these to varia)les are positively related to o)
satisfaction. An e2planation for this finding lies in )oth theories discussed a)ove.
?,@ Intera'tin in t+e >r= Br&%
?1@ It results in the cognition that other persons attitudes are similar to ones
on, since this permits the ready calculation of the others )ehaviour and
constitutes a validation of ones self.
?2@ It results in )eing accepted )y others.
?3@ It facilitates the achievement of goods.
2. PERSONAL 8ARIA7LES:
a@. A#e
$ost of the evidence is related )eteen age and o) satisfaction, holding such
factors as occupational level constant, same to indicate that there is generally positive
relationship )eteen the to varia)les up to the preferment years and then there is a
sharp decrease in satisfaction.
-
7/26/2019 Final Tamiz
23/54
3. ROLE PERCEPTION
'ifferent individual hold different perceptions a)out their role, i.e., the #ind of
activities and )ehaviours they should engage in to perform their o) successfully. Do)
satisfaction is determined )y this factor also.
There is as yet no consistent evidence as to hether omen are more satisfied
ith their o)s as men, holding such factors as o) and occupational level constant.
0ne might predict this to )e the case considering the generally loer occupational
aspiration of omen.
THEORIES OF ;O7 SATISFACTION:
1. E(&ity t+ery
People generally ant to get hat they consider fair :equita)le; return for their
effort. This suggests that there is greater o) satisfaction if the or#er perceives that
the return for this or# is good.
2. Peters %rin'i%e
This principle says that every employee in an organi4ation tends to rise this
level of competence and there)y he may get o) satisfaction.
3. Instr&)enta t+ery
Do) satisfaction is said to )e high to the e2tent of the o) is instrumental in
getting the or#er hat he ants from the o). This may )e due to pleasure in doing.
:a; Particular or#
:); "ocial importance
:c; $onetary )enefits or anything, hich has considera)le value.
. Nee" !&!i)ent t+ery
This theory is )ased on to assumptions
a. A person is satisfied if he gets hat he ants.
). The more he ant something or the more important it is to him, the more
satisfied he is hen he get it and more satisfied hen he does not get it.
23
-
7/26/2019 Final Tamiz
24/54
CHAPTER I8
RESEARCH METHODOLOBY
H.* Resear'+
The advanced learners dictionary of current (nglish as a careful investigation
or inquiry especially through search for ne facts in any )ranch of #noledgeC
/edman and more define research as a systemati4ed efforts to gain ne
#noledgeC
Resear'+ "esi#n:
A plan of proposed study prepared )y a researcher stating the research activities
to )e performed in this proposed study )efore he underta#es his research or# iscalled /esearch 'esignC.
De!inin# t+e %%&atin:
The total employees or#ing in the organi4ation is 355
Sa)%in# %an:
0ut of 355employees this study as carried out ta#ing into the account of only
*55employees.
.2 Data &se":
Both primary data and secondary are used in this study.
.3 Data 'e'tin )et+":
A survey method is used to collect the data @uestionnaire.
Ty%e ! (&estin:
The folloing are the type of questions hich are used in this research.
*. Di'+t)&s (&estin
'ichotomous question are type of question normally, to option such as yes?no.
24
-
7/26/2019 Final Tamiz
25/54
3. M&ti%e '+i'e (&estins8
This type of questions is more than to options to e2press the employees
vie.
Fie"->r=
The field or# of study as done at $A=AT(9 (L(9T/0=I9 P9%(//K
Peri" ! s&r,ey:
The period of survey as nearly * month.
. Des'ri%tin ! statisti'a t &se":
According to this proect, there are to statistical tools used. They are
*; Per'enta#e anaysis8
The percentage method as e2tensively used for analysis and interpretation. It
can )e generally calculated as follos
=um)er of respondents favora)le
M *55
Total =o. of respondents
25
-
7/26/2019 Final Tamiz
26/54
CHAPTER 8
ANALYSIS OF DATA
ABE:
*55 respondents of this study are in different age groups. The age groups are
shon in the folloing ta)le8
TA7LE .1
ABE-9ISE CLASSIFICATION OF RESPONDENTS
S.N. A#e Br&% N. ! Res%n"ents
* 35 G 65
3 65 G H5 HH HH
6 H5 G 75 6- 6-H 75 and a)ove ** **
Tta 144 144
"ource8 Primary 'ata
1rom the a)ove ta)le, it is clear that these respondents are in age group of 65 G
H5, and they constitute maority.
CHART .1
ABE-9ISE CLASSIFICATION OF RESPONDENTS
26
-
7/26/2019 Final Tamiz
27/54
MARITAL STATUS:
$arital "tatus of the *55 respondents are given )elo8
TA7LE .2
MARITAL STATUS OF RESPONDENTS
S.N. Marita Stat&s N. ! Res%n"ents
* $arried +7 +7
3 >nmarried 7 7
Tta 144 144
"ource8 Primary 'ata
1rom the a)ove ta)le, it is clear that married persons are in maority :+7N;.
CHART .2
MARITAL STATUS OF RESPONDENTS
27
-
7/26/2019 Final Tamiz
28/54
EDUCATIONAL 5UALIFICATION:
(ducational @ualification of the respondents are shon in this ta)le8
TA7LE .3
EDUCATIONAL 5UALIFICATION OF RESPONDENTS
S.N. E"&'atina
5&ai!i'atin
N. ! Res%n"ents
* ".".L.9. * *
3 %.".9.?P.>.9. 3E 3E
6 'egree?'iploma HH HH
H P.!. 'egree *3 *3
Tta 144 144 "ource8 Primary 'ata
The a)ove ta)le shos, that HHN of persons are degree? diploma holders.
CHART .3
EDUCATIONAL 5UALIFICATION OF RESPONDENTS
MONTHLY
INCOME:
Income is one of
the important factors, hich
can determine the o)
satisfaction to some e2tent.
1olloing ta)le
shos the monthly income
of the *55 respondents.
TA7LE .
MONTHLY INCOME OF RESPONDENTS
S.N. Mnt+y In')e ?Rs.@ N. ! Res%n"ents * 7555 G*5555 7 7
28
-
7/26/2019 Final Tamiz
29/54
3 *5,555 G *7,555 6H 6H
6 *7,555 G 35,555 6 6
H 35,555 and a)ove 36 36
Tta 144 144
"ource8 Primary 'ata
/s.*7, 555 G 35,555 is the income group in hich maority of respondents fall.
CHART .
MONTHLY INCOME OF RESPONDENTS
ADDITIONAL 9OR LOAD:
Additional or#load is sometimes given to the employees in some
organisation. In the $A=AT(9 (L(9T/0=I9" P
-
7/26/2019 Final Tamiz
30/54
Tta 144 144
"ource8 Primary 'ata
-5N of or#ers are of the opinion that no additional or#load is given to the
staff on any ground.
CHART .
ADDITIONAL 9OR LOAD
SATISFACTION 9ITH THE PRESENT INCOME:
Levels of satisfaction of *55 respondents toards the income, are shon
)elo8
TA7LE .
LE8EL OF SATISFACTION OF THE RESPONDENTS 9ITH THE PRESENT
INCOME
S.N. Le,e ! Satis!a'tin N. ! Res%n"ents
* 1ully "atisfied * *
3 "atisfied -3 -3
6 =ot satisfied *5 *5
Tta 144 144
"ource8 Primary 'ata
30
-
7/26/2019 Final Tamiz
31/54
There are totally +5N of persons in fully satisfiedC and satisfied groupC.
CHART .
LE8EL OF SATISFACTION OF THE RESPONDENTS 9ITH THE PRESENT
INCOME
RELATIONSHIP OF ;O7 9ITH EDUCATION:
/elationship of o) and education of *55 respondents are ta)ulated as under.
TA7LE .
RELATIONSHIP OF ;O7 RESPONDENTS 9ITH THEIR EDUCATION
S.N. Reatins+i% N. ! Res%n"ents
* Kes 7* 7*
3 =o H+ H+
Tta 144 144
"ource8 Primary 'ata
Any one can understand that, 7*N of respondents say OKes to this question.
They consider that there is a relationship )eteen their o) and their educational
qualification.CHART .
31
-
7/26/2019 Final Tamiz
32/54
RELATIONSHIP OF ;O7 RESPONDENTS 9ITH THEIR EDUCATION
9ORINB HOURS:
(2tent of or#ing hours ma#es an impact on o) satisfaction of employees.
%ere, the respondents opinion regarding their or#ing hours are given in the
folloing ta)le8
TA7LE .0
SATISFACTION TO9ARDS 9ORINB HOURS
S.N. Le,e ! satis!a'tin N. ! Res%n"ents
* 1ully "atisfied 3* 3*
3 "atisfied -7 -7
6 =ot satisfied H H
Tta 144 144
"ource8 Primary 'ata
0nly HN of the respondents are not satisfied ith the e2tent of or#ing hour.
CHART .0
SATISFACTION TO9ARDS 9ORINB HOURS
32
-
7/26/2019 Final Tamiz
33/54
33
-
7/26/2019 Final Tamiz
34/54
9OR COMPLETION 9ITHIN TIME:
Wor# completed ithin time is the ne2t aspect, ta#en into consideration.
0pinion of respondents are shon )elo8
TA7LE ./
9OR COMPLETION 9ITHIN TIME
S.N. O%inin N. ! Res%n"ents
* Kes + +
3 =o ** **
Tta 144 144
S&r'e8 Primary 'ata
1rom the a)ove ta)le, it is shon that +N of respondents say that it is
possi)le to complete or# ithin time.
CHART ./
9OR COMPLETION 9ITHIN TIME
34
-
7/26/2019 Final Tamiz
35/54
SATISFACTION 9ITH TOP OFFICIALS:
"mooth relationship ith top officials is very important to the employees.
This aspect as also )rought in this study. The response are given )elo8
TA7LE .14
LE8EL OF SATISFACTION 9ITH TOP OFFICIALS
S.N. Le,e N. ! Res%n"ents
* 1ully "atisfied *6 *6
3 "atisfied 7 7
6 =ot "atisfied 3 3
Tta 144 144
"ource8 Primary 'ata
In this ta)le, it is shon that 7N of respondents have disclosed their
satisfaction and *6N are fully satisfied.
CHART .14
LE8EL OF SATISFACTION 9ITH TOP OFFICIALS
35
-
7/26/2019 Final Tamiz
36/54
Me"i'a Fa'iities:
$edical facilities, offered )y the firm, have an important hearing in ma#ing
o) satisfaction of employees. In the present study, it is also ta#en into consideration.
The levels of satisfaction are given )elo8
TA7LE .11
LE8EL OF SATISFACTION 9ITH MEDICAL FACILITIES
S.N. Le,e N. ! Res%n"ents
* 1ully "atisfied 6H 6H
3 "atisfied E7 E7
6 =ot "atisfied * *
Tta 144 144
S&r'e:Primary 'ata
(2cept for *N of the respondents, the others are either fully satisfied or
satisfied.
CHART .11
LE8EL OF SATISFACTION 9ITH MEDICAL FACILITIES
36
-
7/26/2019 Final Tamiz
37/54
OPINION A7OUT TRANSPORT FACILITIES:
Transport 1acilities offered )y the firm are very important. 1eelings of *55
respondents are given )elo8
TA7LE .12
LE8EL OF SATISFACTION 9ITH TRANSPORT FACILITIES
S.N. Le,e N. ! Res%n"ents
* 1ully "atisfied *E *E
3 "atisfied E- E-
6 =ot "atisfied *- *-
Tta 144 144
"ource8 Primary 'ata
In this case also, the satisfied group is the maority group :E-N;.
CHART .12
LE8EL OF SATISFACTION 9ITH TRANSPORT FACILITIES
37
-
7/26/2019 Final Tamiz
38/54
SHIFT FACILITIES:
"ometimes, the management implements shift system. It may )e convenient
to some staff and others may feel it as a distur)ance to them. %ere, the respondents
ere requested to disclose their opinion in this regard. Their responses are ta)ulatedhere )elo8
TA7LE .13
A8AILA7ILITY OF SHIFT FACILITY
S.N. A,aia
-
7/26/2019 Final Tamiz
39/54
SATISFACTION 9ITH SAFETY CONDITION:
0pinion of employees toards safety are analyses here
TA7LE .1LE8EL OF SATISFACTION 9ITH SAFETY CONDITION
S.N. Le,e N. ! Res%n"ents
* 1ully satisfied 33 33
3 "atisfied -H -H
6 =ot satisfied H H
Tta 144 144
S&r'e:Primary 'ata
+EN of respondents have disclosed their satisfaction in this regard.
CHART .1
LE8EL OF SATISFACTION 9ITH SAFETY CONDITION
39
-
7/26/2019 Final Tamiz
40/54
SATISFACTION 9ITH LOAN FACILITIES:
Loan facilities granted )y the firm ill ma#e the o) satisfaction to a great
e2tent. *55 respondents gave their opinion in this matter.
TA7LE .1
LE8EL OF SATISFACTION 9ITH SAFETY CONDITION
S.N. Le,e N. ! Res%n"ents
* 1ully satisfied 6H 6H
3 "atisfied E* E*
6 =ot satisfied 7 7
Tta 144 144
"ource8 Primary 'ata
1rom the a)ove ta)le, E*N of responses are favoura)le for Osatisfaction and
6HN are for fully satisfiedC.
CHART .1
LE8EL OF SATISFACTION 9ITH LOAN CONDITION
40
-
7/26/2019 Final Tamiz
41/54
SATISFACTION 9ITH 9ORINB CONDITIONS:
Wor#ing conditions have a great influence on o) satisfaction of employees.
%ere, the respondents have revealed their opinion toards the or#ing condition of
the $A=AT(9 (L(9T/0=I9" P
-
7/26/2019 Final Tamiz
42/54
TA7LE .1
BETTINB TRAININB FACILITY
S.N. Bettin# Trainin#
Fa'iity
N. ! Res%n"ents
* Kes * *
3 =o *+ *+
Tta 144 144
"ource8 Primary 'ata
1rom their definition *N of persons have the training facility.
CHART .1
BETTINB TRAININB FACILITY
EDUCATIONAL FACILITIES FOR EMPLOYEES CHILDREN:
These facilities are very important to staff. Is there any possi)ility to the
$A=AT(9 (L(9T/0=I9" P
-
7/26/2019 Final Tamiz
43/54
S.N. A,aia
-
7/26/2019 Final Tamiz
44/54
In the a)ove ta)le, it is clear that all staff get the )onus.
CHART .1/
BETTINB 7ONUS
44
-
7/26/2019 Final Tamiz
45/54
RETIREMENT 7ENEFITS:
The Provident 1und and !ratuity are the to important retirement )enefits to
the staff. %ere, the folloing ta)le indicates the responses for granting or not granting
such facilities8
TA7LE .24
BETTINB PRO8IDENT FUND AND BRATUITY
S.N. Re%ies N. ! Res%n"ents
* Kes *55 *55
3 =o 5 5
Tta 144 144
S&r'e8 Primary 'ata
The a)ove ta)le shos that *55 persons get such facility.
CHART .24
BETTINB PRO8IDENT FUND AND BRATUITY
45
-
7/26/2019 Final Tamiz
46/54
PENSION SCHEME:
There are a fe pension schemes to the staff. Whether the staff satisfy ith
the e2isting pension scheme or not The folloing ta)le gives ansers8
TA7LE .21
SATISFACTION TO9ARDS PENSION SCHEME
S.N. Le,e ! Satis!a'tin N. ! Res%n"ents
* 1ully "atisfied * *
3 "atisfied -E -E
6 =ot "atisfied E E
Tta 144 144
"ource8 Primary 'ata
*N of the respondents are fully satisfied and -EN of respondents have a
satisfactionC in their pension scheme.
CHART .21
SATISFACTION TO9ARDS PENSION SCHEME
BETTINB HOUSINB FACILITY:
/esidential facilities are essential to the staff. If the management providesthem, o) satisfaction emerges to great e2tent.
46
-
7/26/2019 Final Tamiz
47/54
1olloing ta)le shos it8
TA7LE .22
BETTINB HOUSINB FACILITY
S.N. Bettin# H&sin# N. ! Res%n"ents
* Kes +3 +3
3 =o
Tta 144 144
"ource8 Primary 'ata
+3N of respondents get such facilities.
CHART .22
BETTINB HOUSINB FACILITY
SATISFACTION 9ITH COLLEABUES:
The relationship ith the 9olleagues is important, hich creates a level of
satisfaction in the or#place. "o, the folloing ta)le shos the levels of "atisfaction:
47
-
7/26/2019 Final Tamiz
48/54
TA7LE .23
LE8EL OF SATISFACTION 9ITH COLLEABUES
S.N. Le,e N. ! Res%n"ents
* 1ully "atisfied *- *-
3 "atisfied -+ -+6 =ot satisfied H H
Tta 144 144
S&r'e8 Primary 'ata
+EN are satisfied ith the relationship ith colleagues in the organisation.
CHART .23
LE8EL OF SATISFACTION 9ITH COLLEABUES
CHAPTER 8I
SUMMARY OF FINDINBS
The present study is focused on various aspects, hich can create o)
satisfaction among the employees of the $A=AT(9 (L(9T/0=I9" P9%(//K. 1olloing are the findings derived from the analysis of data.
48
-
7/26/2019 Final Tamiz
49/54
*. Present income has created a satisfaction among -3N respondents.
3. 7*N respondents feel that there is a relationship )eteen their o) and their
education
6. -7N of or#ers are satisfied ith the or#ing hours.
H. 7N of the respondents have a satisfaction that they have a good relationship
ith their top satisfaction.
7. The medical facilities have created E7 satisfied respondents.
E. In the case of transport facilities E-, out of *55 have satisfaction.
-. -HN of respondents are satisfied ith safety conditions.
. E*N of respondents are satisfied ith loan facilities
+. In the matter of or#ing conditions, -+N of respondents are fully satisfied.
*5. Training facilities are given to *N of respondents. They are satisfied.
**. -6N respondents are satisfied ith the educational facilities of the children of
staffs.
*3. *55N get )onus, and they get satisfaction also.
*6. *55N are satisfied ith Provident 1und and !ratuity )enefits.
*H. The e2isting pension scheme gives satisfaction to -EN of respondents.
*7. +3N of them got housing facilities so that they are satisfied.
*E. /elationship ith colleagues is a satisfactory matter to -+N of respondents.
CHAPTER 8I
CONCLUSION
As maority of respondents are satisfied ith the or#ing condition, salary,
)onus, retirement )enefits etc., it is clear that the $A=AT(9 (L(9T/0=I9" P
-
7/26/2019 Final Tamiz
50/54
While the entire stoc# of officers?officials have e2pressed deep satisfaction
ith all the facilities provided, there has )een a smaller group hich have e2pressed
their dissatisfaction hich o)viously is prevalent in all maor organi4ations.
Proper recruitment ith proper qualification may meet the ends of satisfaction
for )oth the customer and staff.
50
-
7/26/2019 Final Tamiz
51/54
7I7LIOBRAPHY
1. Sidharth Chaturvedi - Managing job ati!a"tion
2. #ri$athi %.C - %eronne& Manage'ent and (ndutria&
)e&ation
3.Ma'oria C.*.+ - %eronne& Manage'ent
4. Chatterjee ,., - Manage'ent o! %eronne& in (ndia
nter$rie.
5. eith /avi - rganiation *ehaviour
51
-
7/26/2019 Final Tamiz
52/54
5UESTIONNAIRES
5UESTIONNAIRE OF ;O7 SATISFACTION OF EMPLOYEES
*. =ame 8
3. Age 8
6. $arital status 8
H. (ducational @ualification 8
7. 'epartment 8
E. 'ivision 8
-. 'ate of Doining 8
. $onthly Income 8
+. If your management gives any additional or#
:a; Kes Q
:); =o Q
*5. Are you satisfied ith the present income
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
**. Whether your o) is related to your education
:a; Kes Q
:); =o Q
*3. %o do you feel a)out your or#ing hours
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
*6. Are you a)le to finish your or# ithin the allotted time
:a; Kes Q
:); =o Q
*H. Are you satisfied ith your top officials moving
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
52
-
7/26/2019 Final Tamiz
53/54
*7. %o do you feel a)out your medical facilities
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
*E. %o do you feel a)out transport facilities
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
*-. Is there any shift facilities
:a; Kes Q
:); =o Q
*. Are you satisfied in your recreational facilities
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
*+. %o do you feel a)out your safety measures hen or#ing in the
telecommunication
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
35. %o do you feel a)out loan facilities
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
3*. Are you satisfied ith your or#ing conditions
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
33. Are you getting training facilities
:a; Kes Q
:); =o Q
36. Are you getting educational facilities
:a; Kes Q
:); =o Q
53
-
7/26/2019 Final Tamiz
54/54
3H. Are you getting )onus
:a; Kes Q
:); =o Q
37. Are you getting provident fund and gratuity
:a; Kes Q
:); =o Q
3E. Are you getting housing facility
:a; Kes Q
:); =o Q
3-. Are you satisfied ith your pension
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
3. Are you satisfied ith your colleagues
:a; 1ully satisfied Q
:); "atisfied Q
:c; =ot satisfied Q
3+. Whether the management provides insurance and saving facility
:a; Kes Q
:); =o Q