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A STUDY JOB SATISFACTION OF EMPLOYEES WITH
REFERENCE TO THE MALABAR CEMENTS LTD
Project Report Submitted to Bharathiar University in Partial
Fulfillment of the Requirement for the Award of the Degree of
BACHELOR OF BUSINESS MANAGEMENT
Submitted by
NANDU MURALI
(Reg. No. 0925F1196)
Under the Supervision and Guidance of
Mrs.R.SONA,MBA
DEPARTMENT OF BUSINESS MANAGEMENT
NEHRU ARTS AND SCIENCE COLLEGE
(Accredited by NAAC and an ISO 9001:2008 Certified Institution)
(Recognized by UGC and Affiliated to Bharathiar University)
Nehru Gardens, Thirumalayampalayam,
COIMBATORE 641 105
March 2012
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CERTIFICATE
CERTIFICATE
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This is to certify that the project report entitled A Study Job
Satisfaction of Employees submitted to the Bharathiar University in
partial fulfillment of the requirements for the award of the degree of
Bachelor of Business Management is a record of original project work
carried out by Nandu Murali (0925f1196) under my supervision and
guidance and has not formed the basis for the award of any degree/
diploma or other similar title of any candidate of any university.
Guide Head of the
Department
Certified that the candidate was examined by us in the project
work/viva voce held on ..
Internal Examiner External
Examiner
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COMPANY CERTIFICATE
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Declaration
Declaration
I Nandu Murali, hereby declare that the project report entitled A Study
Job Satisfaction of Employeessubmitted to the Bharathiar University in
partial fulfillment of the requirements for the award of the degree of
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Bachelor of Business Management is a record of original project work
carried out by me during the period 2011 under my supervision and
guidance of Ms.Sona M.B.A Department of Business Management,
Nehru Arts and Science College, Coimbatore and has not formed the
basis for the award of any degree/ diploma or other similar title of any
candidate of any university.
Place:
Date: Candidates
Signature
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Acknowledgement
Acknowledgement
Every Step that we taken and every mile that we cover leave its mark
over wake in this arduous journey.
I take this opportunity to express my sincere gratitude to Secretary
Dr.B.Krishnakumar, for his sincere support in all my endeavors.
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I express my sincere thanks to our principal Dr.B.Anirudhan, M.A,
B.Ed., M.Phil., Ph.D.,Nehru Arts and Science Collage, Coimbatore, for
providing necessary facilities to do our project successfully.
I extend my sincere gratitude to
Dr.M.Kanagarathinam.M.Com.,M.Phil, PhD. Head of the Department,
Department of Business Management, Nehru Arts and Science Collage,
Coimbatore, for her constant encouragement and support towards the
successful completion of this project work.
I wish to record my deep sense of gratitude to my project guide Mrs.R.SONA,MBA, Department of Business Management, Nehru Arts and
Science Collage, Coimbatore, and all other faculties for their guidance
and excellent support, at most motivation, valuable advice and more
encouragement.
I am very happy to convey my sincere thanks to my friends. And I am
very much grateful to my guidance that provided valuable instructions,
advice and helps for this project, deserve my thanks
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Contents
CONTENTS
List of tables
List of figures
Chapter Particulars Page No.
I
Introduction
1.1 Objectives of the study
1.2 Scope of study
1.3 Limitations
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II Company profile
III
Research methodology
3.1 Research
3.2 Research design
3.3 Collection of data
3.4 Techniques for data
3.5 Tools used
3.6 Sample size
IV Analysis and interpretation
V Findings,suggesstions and conclusion
Bibliography
Annexure
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List of tables
LIST OF TABLES
Sl.No. Title Page No.
1 The table showing gender of the employers in the organization
2 The table showing Age of employers in the organization
3 The table showing marriage statuses of the employers in the organization
4 The table showing designation of the employers in the organization
5 The table showing years of experience of employees in the organization
6 The table showing Individual income/month of the employees in the
organization
7 The table showing Satisfaction of Income in employees
8 The table showing employees feel about the recognition
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9 The table showing the employees feel about the welfare measure
10 The table showing the employees feel about the job security
11 The table showing the enthusiastic your work
12 The table showing the training program
13 The table showing the decision making process
14 The table showing The work load In workplace
15 The table showing the relationship between colleagues
16 The table showing the adequate support from superiors
17 The table showing the organization environment
18 The table showing the attachment to the company
19 The table showing the communication to the management
20 The table showing the social responsibility of the company
21 The table showing the social image regard to companys name
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List of
figures
LIST OF FIGURES
Sl.No. Title Page No.
1 The chart showing gender of The employers in the organization
2 The chart showing age of employers in the organization
3 The chart showing Marriage statuses of the employers in the organization
4 The chart showing designation of the employers in the organization
5 The chart showing years of experience of employees in the organization
6 The chart showing Individual income/month of the employees in the
organization
7 The chart showing Satisfaction of Income in employees
8 The chart showing employees feel about the recognition
9 The chart showing the employees feel about the welfare measure
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10 The chart showing the employees feel about the job security
11 The chart showing the enthusiastic your work
12 The chart showing the training program
13 The chart showing the decision making process
14 The chart showing the work load in workplace
15 The chart showing the relationship between colleagues
16 The chart showing the adequate support from superiors
17 The chart showing the organization environment
18 The chart showing the attachment to the company
19 The chart showing the communication to the management
20 The chart showing the social responsibility of the company
21 The chart showing the social image regard to companys name
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Chapter I
Introduction
1.1 INTRODUCTION
Job Satisfaction is the favorableness or un-favorableness with which the
employee views his work. It expresses the amount of agreement between
ones expectation of the job and the rewards that the job provides. Job
Satisfaction is a part of life satisfaction. The nature of ones environment
of job is an important part of lifes Job Satisfaction influences ones
general life satisfaction.
Job Satisfaction, thus, is the result of various attitudes possessed by an
employee. In a narrow sense, these attitudes are related to the job under
condition with such specific factors such as wages. Supervisors of
employment, conditions of work, social relation on the job, prompt
settlement of grievances and fair treatment by employer.
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However, more comprehensive approach requires that many factors are
to be included before a complete understanding of job satisfaction can be
obtained. Such factors as employees age, health temperature, desire and
level of aspiration should be considered. Further his family relationship,
Social status, recreational outlets, activity in the organizations etc.
Contribute ultimately to job satisfaction
Definitions of job satisfaction
There are a plethora of definitions of job satisfaction, some of which are
contradictory in nature. Specter (1997) refers to job satisfaction in terms
of how people feel about their jobs and different aspects of their jobs.
Ellickson and Logsdon (2002) support this view by defining job
satisfaction as the extent to which employees like their work.
Schermerhorn (1993) defines job satisfaction as an affective or emotional
response towards various aspects of an employees work. The author
emphasizes that likely causes of job satisfaction include status,
supervision, co-worker relationships, job content, remuneration and
extrinsic rewards, promotion and physical conditions of the work
environment, as well as organizational structure.
Similarly, Mc Namarari (n.d.) points out that job satisfaction refers to an
individuals feeling or state of mind giving heed to the nature of the
individuals work. The author further explains that job satisfaction can be
influenced by a diversity of job dimensions, inter alia, the quality of the
employees relationship with their Supervisor, the status of the physical
environment in which the individual works, Degree of full filament in
work.
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In direct contrast, Rue and Byers (1992) refer to job satisfaction as an
individuals mental state about the job. Robbins et al. (2003) add that an
individual with high job satisfaction will display a positive attitude
towards their job, and the individual who is dissatisfied will have a
negative attitude about the job. This definition is expanded by Greenberg
and Baron (1995) who define job satisfaction as an individuals cognitive,
affective and evaluative reactions toward their jobs.
According to Coster (1992 cited in Sempane, Rieger & Roodt, 2002), the
work Sempane et al., 2002) conclude job satisfaction is an individuals
personal assessment of conditions prevalent in the job, thus evaluation
occurs on the basis of factors, which they regard as important to them.
Determinants of Job Satisfaction:
There are various personal and organizational factors that influence job
satisfaction. The age of a person does have its influence on his level of
job satisfaction. People that are young usually have higher level of job
satisfaction provided they rightly choose their career. Those in their
twenties or thirties are energetic and have the stamina to work hard and
derive pleasure out of their work. As a person gets older, he gets tired
physically and mentally. Further, he reaches the saturation point at this
stage and the work, usually, does not give him the pleasure it gave earlier.
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OBJECTIVES OF THE STUDY1.2 Objectives of the study
PRIMARY OBJECTIVES
To assess the job satisfaction level of employees in Malabarcements Ltd
To identify the factors which influence the job satisfaction ofemployees?
SECONDARY OBJECTIVES
To identify the factor this improves the satisfaction level ofemployees.
To know the employee satisfaction towards the facilities. To offer valuable suggestions to improve the satisfaction level of
employees
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SCOPE OF THE STUDY
1.3 Scope of the study
To identify the employees level of satisfaction upon that job. This study is helpful to that organization for conducting further
research.
It is helpful to identify the employers level of satisfaction towardswelfare measure.
This study is helpful to the organization for identifying the area ofdissatisfaction of job of the employees
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LIMITATIONS OF STUDY
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1.4 Limitations of study
The data was collected through questionnaire. The responds fromthe respondents may not be accurate.57
The sample taken for the study was only 125 and the results drawnmay not be accurate
Since the organization has strict control, it acts as another barrierfor getting data.
Lack of experience of Researcher
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Chapter ii
Company profile
2.1 Company profile
Malabar Cements Ltd., a fully owned Govt. of Kerala Undertaking, issynonymous with superior quality cements, vouched by customers spread
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across the state of Kerala. The Company was incorporated in April 1978
and commenced production in April 1984 at its Walayar plant. At
Malabar Cements, product improvement is not just a one-time strategy
for boosting sales, rather a quest of excellence.
Perfecting the product quality is everybody's concern here. Our
distinction begins with scientifically selecting the best raw materials for
clinker. Stringent quality control is exercised right from pre-blending raw
materials, linearization, clinker grinding, and finally to cement packing.
Malabar Cements contributes to the developmental activities of the Stateby supplying the basic construction material. Only Malabar Cements can
supply its cement, 'factory fresh', without any deterioration in the original
strength either due to moisture or humidity, within 12 hrs anywhere in
Kerala. With a production capacity of 4.2 lakh tons of cement perineum,
the unit at Walayar is the largest. As part of expansion programmed, it
has commissioned a 2.0 lakh tons clinker-grinding unit at Chartable in
Alappuzha district in August 2003. Thus the total installed capacity of
MCL is 6.2 lakh tons. MCL is the first public sector company to receive
ISO Certification & to win the National Award for best achievement in
Energy Conservation. Till date, MCL has experienced no loss of
production due to labor unrest. In just over 15 years of commissioning,
Malabar Cements has been able to meet about 10% of total cement
consumption in Kerala. With the expansion plans in progress, the figures
are sure to rise further.
Vision & Mission
Vision
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To help in building a better habitable Kerala by providing best solution in
the field of constructions
Mission
TO provide quality products& services of the public through effective
intervention in the market
Company Policy
Manufacture and sell best quality cement at affordable price to general
public of the state and to be an important part in the socio economic
development of the state
Quality Policy
To identify various group of customers serviced by him To understand their respective need and desire either stated or not
stated
To ensure best possible quality in product and services To meet and exceed their expectation
History
Cement is a necessary constituent of infrastructure development and a
key raw material for the construction industry. As late as the 70s, the
State of Kerala was virtually starving for cement. The state lacked a
Portland cement factory in either private or government Sector. In 1961-
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62, the Geological Survey of India located a limestone deposit in the
Pandered valley of the Walayar region on the northern side of the
Palakkad gap. Located in dense forest area, the hilly terrain was required
heavy investment to mine. The State Govt. ventured to put up a cement
factory in the region
The feasibility study conducted revealed that the construction of a 1200
tad dry process cement plant using the Pandered limestone is feasible.
KSIDC obtained an Industrial License for the manufacture of cement in
November 1976 and decided to go ahead with the project and formed
Malabar Cements Limited to set up, own and operate the proposed
cement plant. The plant was successfully commissioned in 1984 and the
commercial cementationstartedon1984
Now, The Company is all equipped to set precedence among public
sector units in the state. The launch of two Superior quality products
under the brand name Malabar Super and Malabar Classic, in the year
1994-95 gave a boost to the market presence. Various modifications
carried out since 1995 have improved production and productivity of
Malabar Cements. A 2.5 MW multi-fuel power plant was commissioned
in June 1998 to complement 25% of the total power requirement for the
Walayar plant operations. As part of expansion, the company has
commissioned a 600 tpd Grinding Unit at Cherthala in August 2003. The
modernization of Cement Mill, completed in December 2004, helped to
increase the cement production
Growth Story
Feasibility Study for a cement plant at Walayar. - 1975 Industrial License for the manufacture of Cement - 1976 Date of Incorporation of Malabar Cements - 1978
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Commencement of mining activities - 1981 Commissioning of Walayar Plant - 1984 Commencement of clinker production - 1984 Commercial Cement Production started - 1984 43-grade OPC cementMalabar Super launched - 1994 New product: Malabar Classic launched 1994 Obtained ISO:9002 Certification, first PSU in Kerala to secure this
certification-1996
Installation of 2.5 MW multi-fuel power gen. set - 1998 Introduction of Malabar Aiswarya brand - 2003 Commissioned of 600 tpd cement grinding unit at cherthsls-2003 Modernization of Cement Mill to close circuiting - 2005 Introduced ERP system for integrated operation of all functional
areas.2007
Switched very to Quality Certification ISO : 9001 :20082010
Board of Directors of Malabar Cements
Chairman Sri T.Balakrishnan I AS (Retd.)
Managing Director Sri K. Padmakumar
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Certifications and Achievements
ISO Certification
IS/ISO 9002: 1994 certification obtained in November 1996. FirstPSU to secure this certification.
Switched over to the revised standard ISO 9001: 2000 in Aug2003. Switched over to Quality Certification ISO : 9001 :2008 in 2010
MCL Product Range
OTHER BOARD DIRECTORS
Sri M. Gireesh Kumar, IAS Finance Dept ., Govt of Kerala
Sri. T.K Mohanachandran General Manager, DIC Palakkad
Sri Elias George Special Commissioner, Newdelhi.
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Malabar Cements uses the state of the art, dry process technology for the
manufacturing of super quality cement and the quality is much above the
national standards. For Various applications, the company has three
brands via"Malabar Super" "Malabar Aiswarya" "Malabar Classic"
1.Malabar SuperA fabulous product in every sense: Super in strength, Wonderful in
workability, Incredible in aging,
Implausible in durability and Fantastic in strength gain an amazing
performer
Tests carried out by Bureau of Indian Standards have established
unshakeable credentials of Malabar Super. Super strength accelerates
setting time and fine finish. Malabar super is superior in strength to
ordinary '43' grade cement. It attains the 28 days' strength required as
per IS in just 7 days time. Not only that, the strength attained in 28
days time is about 50 percent more than the IS specification. The
amazing strength of Malabar Super arises from its unequalled particle
fineness, 33 percent more than the IS specification and consistency in
composition, made so by computerized process control system.
2. Malabar ClassicSuperior in its class of cements, it offers better setting properties delayed
initial set and early final set offering more working time and reduced
observation time.
Structures achieve excellent dimensional stability with the heat resistant
properties of MALABAR CLASSIC. It also reduces heat generation
during hydration, making it a better workable finished product absolutely
reliable. The extra fineness welded into it allows MALABAR CLASSIC
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better coverage and finish in wall and roof plastering this in turn, reduces
paintconsumption.
3. Malabar AiswaryaBrings prosperity in many ways. It increases the life of your structures by
safeguarding against soleplate
Attack. Aiswarya offers high quality at reduced price.
Aiswarya generates less heat of hydration, reduces the formation of
getting cracks. This product is best studied for constructions in soil and
water with excess alkali metals, sulphates, alumina, iron and acidic
waters. To obtain the best quality cement, only glassy granulated slag is
used for product manufacturing. With very low magnesium oxide content
this provides shape stability for concrete structures.
Plant & Factory Details
The Geological Survey of India had identified a cement grade limestone
deposit in the Walayar reserve forest way back in 1961-62. The Mineral
Exploration Corporation Limited confirmed its efficacy.
Malabar Cements Ltd., fully by the Government of Kerala, is the only
Portland cement manufacturer in Kerala. The company was incorporated
in April 1978 and commenced commercial production in 1984 with
capital outlay of Rs. 680 million and paid up equity capital of Rs. 260
million. The 1200 TPD plant at Walayar has continuously registered
profit year after year.
The company has upgraded the plant with state-of-the-art technologies
through the years. After the inception and in line with technological
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developments, company has carried out lot of modifications in the system
for minimizing energy consumption, Pollution control measures, process
modifications etc. Some of the salient features of the plants are listed
below:
Limestone reserve of about 10 million tons. Modern 110 TPH Closed Circuit Cement Mill. Strict Quality Control system to ensure quality of the product. Most modern Instrumentation & Control system for efficient process
engineering.
Modern dry process manufacturing technology with four-stagesuspension pre heater system.
Elaborate pollution control system to meet pollution control standards.
Human Resources
MCL moves with a workforce of around 900+ dedicated and highly
skilled personnel. As part of the commitment towards the society, MCL
plays a very important role in generating employment for the general
public. And, as a result, more than three thousand families depended on
MCL indirectly, for their livelihood.
Manpower in MCL as on Jan2011
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Category Plant Mines CGU Total
Managerial 89 17 4 110
Non Managerial 495 301 5 801
Total 584 318 9 911
Social Welfare
Every industrial establishment especially profit making Public Sector
Undertakings have major role in the social enlistment of surrounding
population and Malabar Cements Limited is fulfilling it in a unique
way.
NADUPATHY TRIBAL COLONYThe company has adopted the tribal school in the Nadupathy Colony for
the total up liftmen of the tribal community
CORPORATE SOCIAL RESPONSIBILITYStreet light with electrical connection from the company line is
provided through NH from Chandrapuram Check post to Township
covering around 3 km
SPECIAL BLOCK AT MEDICAL COLLAGEA block was at Calicut Medical College was renovated by MCL in the
year 2010
A FORESTATION IN MINESAs part of our commitment to the mother earth we have implemented an
A forestation Programmed in our Mines
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Labor Welfare
It can be undoubtedly stated that our company is providing numerous
measures both statutory and non-statutory when compared to
neighboring industries as well as other Public Sector Undertakings in
the State. Here in the gist of welfare measures provided by the
company
CANTEENFull-fledged round the clock canteen facilities are provided in plant
and mines for employees on duty. These provide food at subsidized
rates
MEDICAL CENTRE AND AMBULANCEA full-fledged Medical Centre with two bed facility is situated in
Township for the benefit of employees and their dependent family
members and the treatment & medicine are provided free of cost. The
services are rendered by two Medical Officers. Apart from Medical
Centre one Ambulance each is provided at the Plant and Mines for
meeting emergency medical assistance of the employees.
COMPLIMENTS & GIFTSAnnual gifts are distributed among all employees in appreciation of their
efforts in writing home good profit. During the last two years, 4 gms
Gold Coin was issued to each employee as annual gift while a gold coin
of 8 gms was gifted to each of the employees retiring on superannuation.
Employees completing 25 years of regular services in the company were
given 10 gms Gold Coin. Gifts are also given away to employees
annually in connection with Safety Day Celebrations.
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SCHOOL/FESTIVAL ADVANCEInterest free recoverable advances are paid to all employees in connection
with Onam festival and School re-opening. In addition to this festival
advance is also paid
WELFARE FUNDA welfare fund constituted by the company lends a helping hand to needy
employees at times of financial crises. The Governing committee consists
of Management as well as elected representatives of the workmen.
Apart from financial assistance for treatment of specified diseases,
retirement benefit, death benefit etc., the fund is also linked with Group
Medical Insurance through which members and their dependents can
avail cashless facility/ reimbursement for inpatient treatment. In the case
of death, dependent benefit is also paid
CEMENT AT SUBSIDY RATECement at subsidy rate is provided to employees who have completed10 years of regular service, on request. On superannuation, employees
are offered a cement agency subject to the rules and regulations
applicable.
CONVEYANCEConveyance facility on the WalayarPalakkad route is provided for the
employees for there to and fro journey to attend duty. Free conveyance is
also provided to school/ college going children of employees from
township to Palakkad.
COMPASSIONATE EMPLOYMENTSCHEMEThis scheme provides employment in the company to the dependent of
the employees die while in service.
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News & Announcements
The Saga of Success Continues...
Posted on 27-Jul-2011
Malabar Cements Ltd has made historical achievements in allareas for the year 2010-11. The company has made a record
profit of Rs.51.23 Cr during the fin year 2010-11 as against
Rs.30.31Cr. last year
The Capacity Utilization of the company also reached an all-time high
of138.5% during 2010-11, which is much above the international
standards. The turnover of the company also touched new heights of
Rs.278.93 Cr.
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Chapteriii
Research methodology
3.1 RESEARCH METHODOLOGY
Depending on the nature of the study, the researcher has
followed survey method based on random sampling method. Research
methodology is the science of studying how is done scientifically and in
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systematic manner. Research can be defined as systematic and purposing
the Cause and effect relationship between two or more phenomenon.
3.2 RESEARCH
Research in common parlance refers to a search for knowledge. In
fact, research is an art of scientific investigation. The Advanced Learners
dictionary of current English lays down the meaning of research as a
careful investigation or inquiry especially through search for new facts in
any branch of knowledge. Redman and Mary define research as a
systemized effort to Gain new knowledge.
Research is an academic activity and as such the term should be
used in a technical sense. According to Clifford Woody research
comprises defining and redefining problems, formulating hypothesis or
suggested solutions ;collecting,organizing,evaluatin data; making
deductions and reaching conclusions to determine whether they fit the
formulating hypothesis.D.Slesinger and M Stephenson in the
encyclopedia of social sciences define research as the manipulation of
things, concepts or symbols for the purpose of generalizing to extend,
correct or verify knowledge, whether that knowledge aids in construction
of theory or in the practice of an art.
3.3 DATA COLLECTION
The task of data collection begins after the research problem has been
defined and research design chalked out. While deciding the method of
data collection to be used for the study, the researcher should keep in
mind two types of data viz. Primary and secondary data.
Primary Data:
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The primary data are those, which are collected afresh and for the first
time and thus happen to be original in character. The primary data were
collected through well-designed and structured questionnaires based on
the objectives.
Secondary Data:
The secondary data are those, which have already been collected by
someone else and passed through statistical process. The secondary data
required of the research was collected through various newspapers, and
Internet etc.
Pilot survey:
Pilot survey was conducted with the employees of the organization is
helped the researcher to have incite to the strength and weakness of
questionnaires. The resold pilot survey suggestion obtained from
experience employees uncertain changes were made the questionnaires
pilot survey also enable the researcher would take time and administrator
the questionnaires.
3.4 RESEARCH DESIGN
The study is descriptive and conducted through survey method
using will framed Questionnaire. The Questionnaire is a structure one.
Administrated up on the selected respondent.
3.5 TECHNIQUES FOR DATA COLLECTION
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The necessary data were collected through structured
Questionnaire
And Interviews with employees.
3.6 GRAPHICAL TOOL USED
In the research graphical tool used for presentation of data is bar
Charts.
3.7 TOOLS USEDSIMPLE PERCENTAGE
Simple percentage method is used for analysis interpretation
according to simple percentage method. The total number of respondent
before divides the number of persons favoring.
Number of persons favouring *100
Total number of respondent
CHI- SQUARE TEST
The chi -square test is used to test whether there is a
significant difference between the observed number of responses in each
category and the expected number of responses for such category under
the assumptions of null hypothesis.In other words the objective is to find
out how well the distribution of observed frequencies Ofit the
distribution of expected frequencies E.Hence this test is also called
goodness of fit test.
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The random variable whose sampling distribution is
approximated by chisquare distribution is given by
Chi-square = SUM(O-E)2/E
The calculated value of chi-square is then compared with the
critical value of chi-square from the table with a pre-established value at
the level of significance and the given degree of freedom.
3.7 SAMPLE SIZE
Number of persons favoring *150
Total number of respondent *125
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Chapter IV
Analysis and
interpretation
4.1 DATA ANALYSES AND INTERPRETTATION
Personal Factors Contributing To Job Satisfaction
Table no 1
The table showing Gender of the Employers in the organization.
SI NO SEX NO PERCENTAGE
1 Male 105 84%
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2 Female 20 16%
Total 125 100%
INFERENCE
From the above table its clear 84% of employees are male and only 16%
of employees are female.
In the organization male employees are more.
Chart no 1
The Chart showing Gender of the Employers in the organization .
Table no 2
The table showing age of employers in the organization.
SI NO AGE NO PERCENTAGE
1 Above 30 45 66%
2 Below30 80 34%
Total 125 100%
0%
20%
40%
60%
80%
100%
Male Female
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INFERENCE
From the above table its clear 66% of employees are above 30 years old
rest34% of employees is below 30 years old.
Most of the employers are working in the organization are above 30 years
old.
Chart no 2
The chart showing age of employers in the organization.
Table no 3
The table showing marriage statuses of the employers in the
organization.
SI NO MARRIAGE STATUS NO PERCENTAGE
1 Marriage 88 70%
2 Not marriage 37 30%
Total 125 100%
INFERENCE
0%
10%
20%
30%
40%
50%
60%
70%
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From the above table its clear 70% of employees are marriage rest 30%
of employees are not marriage.
Most of the employers are marriage.
Chart no 3
The chart showing marriage statuses of the employers in the
organization
Table no 4
The table showing designation of the employers in the organization
SI NO DESIGNATION NO PERCENTAGE
1 Officers 52 42%
2 Workers 73 58%
Total 125 100%
INFERENCE
From the above table its clearonly 42% of employees are officers rest
58% of employees are workers
0%
10%
20%
30%
40%
50%
60%
70%
80%
Marriage Not marriage
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Most of the employers are workers in the organization
Chart no 4
The chart showing designation of the employers in the organization
Table no 5
The table showing years of experience of employees in the
organization
SI NO YEARS OF EXPERIENCE NO PERCENTAGE
1 Above 10 80 64%
2 Below 10 45 46%
Total 125 100%
INFERENCE
From the above table its clear 64% of employees are above10 years of
experience rest 46% of employees are below 10 years of experience
Most of the employers are well experienced
0
10
20
30
40
50
60
70
Officers Workers
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Chart no 5
The chart showing years of experience of employees in the
organization
Table no 6
The table showing Individual income/month of the employees in the
organization
INFERENCE
From the above table its clear 64% of employees are get individual
income above 10000 rest 46% of employees are get individual income
above 10000
0%
10%
20%
30%
40%
50%
60%
70%
Above 10 Below 10
SI NO INDIVIDUAL INCOME NO PERCENTAGE
1 Above 10000 80 66%
2 Below 10000 45 44%
Total 125 100%
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Most of the employers are get individual income above 10000
Chart no 6
The table showing Individual income/month of the employees in the
organization
Per
son
al
Fac
tor
s Contributing To Job Satisfaction
Table no 7
The table showing Satisfaction of Income in employees
SI NO STISFACTION OF INCOME NO PERCENTAGE
1 Highly Satisfy 5 4%
2 Satisfy 65 52%
3 Neutral 30 24%
0%
10%
20%
30%
40%
50%
60%
70%
Above 10000 Below 10000
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4 Dissatisfy 20 16%
5 Highly Dissatisfy 5 4%
Total 125 100%
INFERENCE
From the above table its clear 4% of the employees are highly satisfy
their income 52% of the employees are satisfy their income,24% of the
employees are neutral their opinion,16% of the employees are dissatisfy
their income,4% of the employees are highly dissatisfy their income.
56% of the employers are satisfy their income only 20% of the employers
are dissatisfy there income rest 24% of the employers neutral their
opinion
Average no of the employers are satisfy their own income.
Chart no 7
The table showing Satisfaction of Income in employees
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Table no 8
The table showing employees feel about the recognition
SI NO FEEL ABOUT THE RECOGNITION NO PERCENTAGE
1 Highly Satisfy 0 0%
0%
10%
20%
30%
40%
50%
60%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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2 Satisfy 85 68%
3 Neutral 10 8%
4 Dissatisfy 25 20%
5 Highly Dissatisfy 5 4%
Total 125 100%
INFERENCE
From the above table its clear 0% of the employees are highly satisfy
their Recognition, 68% of the employees are satisfy their
Recognition,8% of the employees are neutral their opinion,16% of the
employees are dissatisfy their Recognition,4% of the employees are
highly dissatisfy their Recognition.
68% of the employers are satisfy their Recognition only 20% of the
employers are dissatisfy there Recognition rest 8% of the employers
neutral their opinion
Average no of the employers are satisfy their Recognitio
Chart no 8
The chart showing employees feel about the recognition
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Table no 9
The table showing the employees Feel about the Welfare Measure
SI NO FEEL ABOUT THE
WELFARE MEASURES
NO PERCENTAGE
1 Highly Satisfy 5 4%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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2 Satisfy 100 80%
3 Neutral 5 4%
4 Dissatisfy 15 12%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear 4% of the employees are highly satisfy
their Welfare measures, 80% of the employees are satisfy their Welfare
measures,4% of the employees are neutral their opinion,12% of the
employees are dissatisfy their Welfare measures,0% of the employees are
highly dissatisfy their Welfare measures.
84% of the employers are satisfy their Welfare measures only12% of the
employers are dissatisfy there Welfare measures rest 4% of the employers
neutral their opinion
More no of employees are satisfy their Welfare measures
Chart no 9
The chart showing the employees Feel about the Welfare Measures
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Table no 10
The table showing the employees Feel about the Job Security
SI NO FEEL ABOUT THE JOB
SECURITY
NO PERCENTAGE
1 Highly Satisfy 5 4%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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2 Satisfy 115 92%
3 Neutral 5 4%
4 Dissatisfy 0 0%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear4% of the employees are highly satisfy their
Job security , 92% of the employees are satisfy their Job security,4% of
the employees are neutral their opinion,0% of the employees are
dissatisfy their Job security,0% of the employees are highly dissatisfy
their Job security.
96% of the employers are satisfy their Job security .0% of the employers
are dissatisfy their Job security rest 4% of the employers neutral their
opinion
Most of the employees are satisfy their Job security
Chart no 10
The table showing the employees Feel about the Job Security
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Workplace Factors Contributing To Job Satisfaction
Table no 11
The table showing the enthusiastic your work
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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SI
NO
ENTHUSIASTIC
YOUR WORK
NO PERCENTAGE
1 Highly Satisfy 0 0%
2 Satisfy 105 84%
3 Neutral 10 8%
4 Dissatisfy 10 8%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear0% of the employees are highly satisfy their
Job Enthusiastic , 84% of the employees are satisfy their Job
Enthusiastic,8% of the employees are neutral their opinion,8% of the
employees are dissatisfy their Job Enthusiastic,0% of the employees are
highly dissatisfy their Job Enthusiastic.
84% of the employers are satisfy their Job Enthusiastic .8% of the
employers are dissatisfy their Job Enthusiastic rest 8% of the employers
neutral their opinion
Most of the employees are satisfy their Job Enthusiastic
Chart no 11
The chart showing the enthusiastic your work
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Table no 12
The table showing the training program
SI
NO
TRAINING PROGRAM NO PERCENTAGE
1 Highly Satisfy 0 0%
2 Satisfy 75 60%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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3 Neutral 45 36%
4 Dissatisfy 5 4%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear0% of the employees are highly satisfy theirTraining Program , 60% of the employees are satisfy their Training
Program,36% of the employees are neutral their opinion,4% of the
employees are dissatisfy their Training Program,0% of the employees are
highly dissatisfy their Training Program.
60% of the employers are satisfy their Training Program .4% of the
employers are dissatisfy their Training Program rest 36% of the
employers neutral their opinion
Average no of the employees are satisfy their Training Program
Chart no 12
The chart showing the training program
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Table no 13
Table showing the decision making process
SI NO DECISION MAKING NO PERCENTAGE
1 Highly Satisfy 0 0%
0%
10%
20%
30%
40%
50%
60%
70%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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2 Satisfy 65 52%
3 Neutral 60 48%
4 Dissatisfy 0 0%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear0% of the employees are highly satisfy their
Decision Making , 52% of the employees are satisfy their Decision
Making,48% of the employees are neutral their opinion,0% of the
employees are dissatisfy their Decision Making,0% of the employees are
highly dissatisfy their Decision Making.
52% of the employers are satisfy their Decision Making .0% of the
employers are dissatisfy their Decision Making rest 48% of the employers
neutral their opinion
Average no of the employees are satisfy their Decision Making
Chart no 13
The chart showing the decision making process
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Table no 14
The table showing The work load In workplace
0%
10%
20%
30%
40%
50%
60%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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SI NO WORK LOAD NO PERCENTAGE
1 Highly Satisfy 5 4%
2 Satisfy 100 80%
3 Neutral 5 4%
4 Dissatisfy 15 12%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear4% of the employees are highly satisfy their
Work load , 80% of the employees are satisfy their Work load,4% of the
employees are neutral their opinion,12% of the employees are dissatisfy
their Work load,0% of the employees are highly dissatisfy their Work
load.
84% of the employers are satisfy their Work load.12% of the employers
are dissatisfy their Work load rest 4% of the employers neutral their
opinion
Most of the employees are satisfy their Work load
Chart no 14
14.The chart showing the work load in workplace
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Table no 15
The table showing the relationship between colleagues
SI NO RELATIONSHIP OF
COLLEAGUES
NO PERCENTAGE
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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1 Highly Satisfy 15 12%
2 Satisfy 105 84%
3 Neutral 5 4%
4 Dissatisfy 0 0%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear12% of the employees are highly satisfy
their Relationship between Colleagues,84% of the employees are satisfy
their Relationship between Colleagues,4% of the employees are neutral
their opinion,0% of the employees are dissatisfy their Relationship
between Colleagues,0% of the employees are highly dissatisfy their
Relationship between Colleagues.
96% of the employers are satisfy their Relationship between
Colleagues.0% of the employers are dissatisfy their Relationship between
Colleagues rest 4% of the employers neutral their opinion
Most of the employees are satisfy their Relationship between
Colleagues
Chart no 15The chart showing the relationship between colleagues
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0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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Table no 16
The table showing the adequate support from superiors
SI NO SUPPORT OF
SUPERIORS
NO PERCENTAGE
1 Highly Satisfy 0 0%
2 Satisfy 120 96%
3 Neutral 5 4%
4 Dissatisfy 0 0%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear0% of the employees are highly satisfy their
Support of superiors,96% of the employees are satisfy their Support of
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superiors,4% of the employees are neutral their opinion,0% of the
employees are dissatisfy their Support of superiors,0% of the employees
are highly dissatisfy their Support of superiors.
96% of the employers are satisfy their Support of superiors.0% of the
employers are dissatisfy their Support of superiors rest 4% of the
employers neutral their opinion
Most of the employees are satisfy their Support of superiors
Chart no 16
The chart showing the adequate support from superiors
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Organizational Factors Contributing To Job Satisfaction
Table no 17
The table showing the organization environment
SI NO ORGANIZATION
ENVIRONMENT
NO PERCENTAGE
0%
20%
40%
60%
80%
100%
120%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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1 Highly Satisfy 5 4%
2 Satisfy 95 76%
3 Neutral 10 8%
4 Dissatisfy 15 12%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear4% of the employees are highly satisfy their
Organization Environment,76% of the employees are satisfy their
Organization Environment,8% of the employees are neutral their
opinion,12% of the employees are dissatisfy their Organization
Environment,0% of the employees are highly dissatisfy their
Organization Environment.
80% of the employers are satisfy their Organization Environment.12% of
the employers are dissatisfy their Organization Environment rest 8% of
the employers neutral their opinion
Average no of the employees are satisfy their Organization Environment
Chart no 17
The chart showing the organization environment
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Table No 18
The table showing the attachment to the company
SI NO ATTACHMENT TO
THE COMPANY
NO PERCENTAGE
1 Highly Satisfy 0 0%
2 Satisfy 95 76%
3 Neutral 10 8%
4 Dissatisfy 20 16%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear0% of the employees are highly satisfy their
Organization attachment,76% of the employees are satisfy their
Organization attachment,8% of the employees are neutral their
opinion,16% of the employees are dissatisfy their Organization
attachment,0% of the employees are highly dissatisfy their Organization
attachment.
76% of the employers are satisfy their Organization attachment.16% of
the employers are dissatisfy their Organization attachment rest 0% of the
employers neutral their opinion
Average no of the employees are satisfy their Organization attachment
Chart no 18
The chart showing the attachment to the company
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Table No 19
The table showing the communication to the management
SI NO COMMUNICATION TO THE
MANAGEMENT
NO PERCENTAGE
0%
10%
20%
30%
40%
50%
60%
70%
80%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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1 Highly Satisfy 0 0%
2 Satisfy 95 76%
3 Neutral 30 24%
4 Dissatisfy 0 0%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear0% of the employees are highly satisfy their
Communication of Management,76% of the employees are satisfy their
Communication of Management,24% of the employees are neutral their
opinion,0% of the employees are dissatisfy their Communication of
Management,0% of the employees are highly dissatisfy their
Communication of Management.
76% of the employers are satisfy their Communication of
Management.0% of the employers are dissatisfy their Communication of
Management rest 24% of the employers neutral their opinion
Average no of the employees are satisfy their Communication of
Management
Chart No 19
The chart showing the communication to the management
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Society Factors Contributing To Job Satisfaction
Table No 20
The table showing the social responsibility of the company
SI NO SOCIAL RESPONSIBILITY NO PERCENTAGE
1 Highly Satisfy 0 0%
2 Satisfy 95 76%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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3 Neutral 20 16%
4 Dissatisfy 10 8%
5 Highly Dissatisfy 0 0%
Total 125 100%
INFERENCE
From the above table its clear0% of the employees are highly satisfy their
Social Responsibility,76% of the employees are satisfy their Social
Responsibility,16% of the employees are neutral their opinion,8% of the
employees are dissatisfy their Social Responsibility,0% of the employees
are highly dissatisfy their Social Responsibility.
76% of the employers are satisfy their Social Responsibility.8% of the
employers are dissatisfy their Social Responsibility rest 16% of the
employers neutral their opinion
Average no of the employers are satisfy their Social Responsibility
Chart No 20
The chart showing the social responsibility of the company
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Table No 21
The table showing the social image regard to companys name
SI NO SOCIAL IMAGE NO PERCENTAGE
1 Highly Satisfy 10 8%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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0%
10%
20%
30%
40%
50%
60%
70%
80%
Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy
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Table No 22
CHI-SQUARE TEST
Chi square with Training program and Attachment to the company.
NULL HYPOTHESIS
There is no significance relationship between Training program and
Attachment to the company
0 75 45 5 0 125
0 95 10 20 0 125
0 170 55 25 0 250
Chi-square calculation
=SUM(O-E)2/E
O E =(O-E)2/E
0 0 0
75 85 1.2
45 27 12
5 12 0
0 0 0
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0 0 0
95 85 1.2
10 27 10.7
20 12 5.3
0 0 0
TOTAL 30
Calculated of chi-square = 30
Degree of freedom = (5-1)(2-1)
4*1=4
Table value at 5% of significance is 5.991
INTERPRETATION
At the 5% of level of significance, the calculated value (30) is greater
than the table value (5.991).so the hypothesis is rejected. Hence it may be
conducted that no significance association between Training program and
Attachment to the company.
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Chapter v
Findings, suggestions and
Conclusion
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FINDINGS
Average no of the employers are satisfy their own income56% of the employers are satisfy their income only 20% of the employers
are dissatisfy there income rest 24% of the employers neutral their
opinion
Average no of the employers are satisfy their Recognition68% of the employers are satisfy their Recognition only 20% of the
employers are dissatisfy there Recognition rest 8% of the employers
neutral their opinion
Most no employees are satisfy their welfare measures84% of the employers are satisfy their Welfare measures only12% of the
employers are dissatisfy there Welfare measures rest 4% of the employers
neutral their opinion
Most of the employees are satisfy their job security96% of the employers are satisfy their neutral their opinion Job security
.0% of the employers are dissatisfy their Job security rest 4% of the
employers neutral their opinion
Most of the employees are satisfy their job enthusiastic84% of the employers are satisfy their Job Enthusiastic .8% of the
employers are dissatisfy their Job Enthusiastic rest 8% of the employers
neutral their opinion
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Average no of the employees are satisfy their Training Program60% of the employers are satisfy their Training Program .4% of the
employers are dissatisfy their Training Program rest 36% of the
employers neutral their opinion
Average no of employees are satisfy their decision making52% of the employers are satisfy their Decision Making .0% of the
employers are dissatisfy their Decision Making rest 48% of the employers
neutral their opinion
Most of the employees are satisfy their work load84% of the employers are satisfy their Work load.12% of the employers
are dissatisfy their Work load rest 4% of the employers neutral their
opinion
Most ofthe employees are satisfy their Relationship between Colleagues96% of the employers are satisfy their Relationship between
Colleagues.0% of the employers are dissatisfy their Relationship between
Colleagues rest 4% of the employers neutral their opinion
Most of the employees are satisfy their Support of superiors96% of the employers are satisfy their Support of superiors.0% of the
employers are dissatisfy their Support of superiors rest 4% of the
employers neutral their opinion
Average no of the employees are satisfy their Organization Environment80% of the employers are satisfy their Organization Environment.12% of
the employers are dissatisfy their Organization Environment rest 8% of
the employers neutral their opinion
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Average no of the employees are satisfy their Organization attachment76% of the employers are satisfy their Organization attachment.16% of
the employers are dissatisfy their Organization attachment rest 0% of
the employers neutral their opinion
Average no of the employees are satisfy their Communication ofManagement
76% of the employers are satisfy their Communication of
Management.0% of the employers are dissatisfy their Communication of
Management rest 24% of the employers neutral their opinion
Average no of the employers are satisfy their Social Responsibility76% of the employers are satisfy their Social Responsibility.8% of the
employers are dissatisfy their Social Responsibility rest 16% of the
employers neutral their opinion
Average no of the employers are satisfy their Social Image Regard ToCompanys Name
76% of the employers are satisfy their Social Image Regard To
Companys Name.8% of the employers are dissatisfy their Social Image
Regard To Companys Name rest 16% of the employers neutral their
opinion
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Suggestions
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SUGGESIONS
The suggestions for the findings from the study are follows
Organization should give importance to communication betweenemployees and gain co-ordination through it.
Skills of the employees should be appreciated.
Better carrier development opportunities should be given to theemployees for their improvement.
.The management should take care of monitory as well as philologicalfulfilment of employees
Some of the employees are not satisfy the training program appeal toimprove training program employees woke became easy
Some of the employees are not satisfy the recognition you receive.Employees can be appointed at right person at right place
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Conclusion
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CONCLUSION
The central objective of this study was to establish the impact of variables, such
as the work itself, pay, supervision, promotion and relationships with co-
workers on employees in terms of job satisfaction at in the Malabar Cements
Ltd. A literature survey was conducted to form the theoretical premise for the
study
The study was conducted among 125 employees and collected
information through structured150 questionnaire. The study helped to
findings the job satisfaction of employees in the organization.
Analysis of data will facilitate derivation of conclusion in this section of the
report, conclusion of study are numbered and listed. The particular project a
study of job satisfaction in Malabar cement Ltd conducted for the purpose of
attaining certain objective such as work environment, labor welfare, satisfaction
regard to the job etc. for this comprehensive schedule containing some
questions were prepared. Most of the workers are fully cooperated with the data
collection. Analysis and interpretation of data revealed some interesting facts
about the job satisfaction. So the study does not end here
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Bibliography
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BIBLOGRAPHY
Book referred
1. Aswathappa K Human Resource and Personal Management, TataMcGraw Hill Publications, New Delhi, Third Edition
2.
Stephen p Robbins, Organization Behavior, Prentice-Hall, NewDelhi,1988,Ninth Edition
3. Kothari CR Research Methodology ,nee age International pvt.Ltdpublishers, Second edition
4. Abdullah, W. (2002). Human resources management: A comprehensiveguide. Cape Town: Heinemann Publishers, (Pty) Limited
5. Allen, C. (2003). Psychology today: Rank determines job satisfaction.Retrieved November 11, 2004
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Websites Referred
1. WWW.Wikepedia.com
2. WWW.hrpower.com
3. www.malabarcements.com
4. managementhelp.org
5.www.mindtools.com
http://www.wikepedia.com/http://www.wikepedia.com/http://www.hrpower.com/http://www.hrpower.com/http://www.malabarcements.com/http://www.malabarcements.com/http://www.malabarcements.com/http://www.hrpower.com/http://www.wikepedia.com/7/27/2019 A Study Job Satisfaction of Employees With
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Annexure
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ANNEXURE
Questionnaire
I, Nandu Murali student of BBM, Nehru Arts and Science College Coimbatore,
am working on project JOB SATISFACTION IN MALABAR CEMENTS;
the following questions are the main instrument of my survey. So please give
your opinion up the best of your knowledge.
1. Gender:
2. Age:
3. Marriage Status :
4. Designation :
5. Years of Experience :
6. Individual income/month
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SI
NO
Personal Factors Contributing
To Job Satisfaction
Highly
Satisfy
Satisfy Neutral Dissatisfy Highly
Dissatisfy
1 Youre Opinion About The
Income You Gain.
2 You feel About The Recognition
You Receive
3 How Do You Feel About The
Welfare Measures Given By The
Company
4 What Do You Feel About The Job
Security
Workplace Factors
Contributing To Job
Satisfaction
Highly
Satisfy
Satisfy Neutral Dissatisfy Highly
Dissatisfy
5 How Enthusiastic You Feel At
Your Work
6 How Do The Training Program
Appeal To You
7 Your Participation In The
Decision Making Process
8 What Is Your Opinion About The
Work load In Your Workplace
7/27/2019 A Study Job Satisfaction of Employees With
97/98
9 Your Relationship Between
Colleague
10 You Getting Adequate Support
From Superiors
Organizational Factors
Contributing To Job
Satisfaction
Highly
Satisfy
Satisfy Neutral Dissatisfy Highly
Dissatisfy
11 How Do You Feel About The
Organization Environment
12 The Organization Culture Induce
My Attachment To The Company
13 How Do You Feel About The
Communication With TheManagement
7/27/2019 A Study Job Satisfaction of Employees With
98/98
Society Factors Contributing
To Job Satisfaction
Highly
Satisfy
Satisfy Neutral Dissatisfy Highly
Dissatisfy
14 What Is Your Opinion On The
Social Responsibility Of The
Company
15 The Social Image You Obtain
With Regard To The Companys
Name
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