a study on job satisfaction of employees in chaithanya paints pvt

7/30/2019 A Study on Job Satisfaction of Employees in Chaithanya Paints Pvt

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PROJECT REPORT

ON

A STUDY ON JOB SATISFACTION OF EMPLOYEESIN CHAITHANYA PAINTS PVT. LTD, KUREEKAD.

By

Syama. V

(Reg.No:161088)

Under the guidance of

Sri. Binu.C.Kurian. M.Com, M.B.A

XXXXXXXX

XXXXXXXXXXXXXXXXXXXXX


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CERTIFICATE

This is to certify that the Dissertation titledA STUDY OF JOB SATISFACTION

OF EMPLOYEES IN CHAITHANYA PAINTS PVT. LTD,KUREEKAD is a bona

fide piece of research work done by Syama. V under the supervision and guidance of

Sri.Binu.C.Kurian Assistant Professor of Commerce, Govt.College Manimalakkunnu in

partial fulfilment of the award of the Degree of Master of Commerce in Mahatma Gandhi

University Kottayam.

Place: Oliyappuram

Date: PROF. JOY JOHNHead of the Department of Commerce

Government College

Manimalakkunnu


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DECLARATION

I Syama .v (Reg. No: 161088 IV semester M.Com, Govt. College Manimallakkunnu) declare

that this dissertation entitledA STUDY OF JOB SATISFACTION OF EMPLOYEES IN CHAITHANYA PAINTS

PVT LTD KUREEKKAD is a bona fide piece of research work done by me under the

guidance and supervision ofSri.BINU.C.KURIAN Assistant Professor of Commerce,

Govt.college ,Manimalakkunnu, Oliyappuram Koothattukkulam and this work has not

previously formed the basis for the award of any academic qualification or fellowship of any

other university or Board. The empirical findings in this report are based on the data

collected by myself.

Place:Oliyappuram

Date: Syama .V


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ACKNOWLEDGEMENT

First of all I thank God for guiding me in fulfilling my intentions successfully.

I express my profound gratitude to my guide Sri.Binu.C.Kurian Assistant Professor of

Commerce, Post Graduate Department of Commerce, Government College Manimalakkunnufor his valuable guidance and suggestions rendered during the preparation of this

dissertation.

I extend my gratitude to Sri.Joy John, Head of the post Graduate Dept. of commerce,

Government College Manimalakkunnu for his constant encouragement and providing the

necessary facilities to carry out this work.

I also express my thanks to all the teachers in the post Graduate Dept. of Commerce and

library staffs of Government College Manimalakkunnu for their various services to complete

this work.

I express my sincere thanks to my friends for their co-operation and support in thecompletion of this work.

Syama .V


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CONTENTSCERTIFICATES

DECLARATION

ACKNOWLEDGEMENT

CONTENTS

LIST OF TABLES

LIST OF PICTURS

CHAPTER TITLE PAGE NO.

1 THE FRAME WORK OF THE STUDY

2 CHAITHANYA PAINTS PVT. LTD.

A PROFILE

3 JOB SATISFACTIONA THEORETICAL FRAME

WORK

4 ANALYSIS OF JOB SATISFACTION OF EMPLOYEES

IN CHAITHANYA PAINTS PVT. LTD.

5 FINDINGS AND RECOMMENDATIOS OF THE STUDY

APPENDIX:

BIBLIOGRAPHY

QUESTIONNAIRE


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CHAPTER -1

THE FRAME WORK OF THE STUDY

Introduction:

An organisation is nothing without human resources. Employees are the most precious asset of

an organisation. So it is necessary to maintain a proper work environment, so that employees can

give their maximum. In the present scenario where the world is being liberalized and everyone

goes for privatization there is cut throat competition among the different units in the industry.

Now the employees have more options because of the availability of numerous opportunities and

so every organization must try to achieve a standard for the working environment.

The performance of human being is influenced by psychological and social factors such as

family,age,sex,experience,education, personal likes and dislikes, job condition, emotion, welfare

and privileges available to them recognition, wages and salaries, considerate leadership,

promotional opportunities ,interaction with work group and above all job satisfaction and

material reward and punishment they receive.

The success of a company basically depends upon its ability to attain goals and objectives.Among the five Ms namely man, machine, materials, money and method, human resources of

an organization. No firm can reach its ultimate aims of profit maximum and wealth maximum

without satisfying its manpower .Now a days it is a widely accepted fact that a happy worker is

an invaluable asset to any organization contributing to prosperity. It is true that man can never be

fully satisfied in his life. As employees spent much time in their work. They will be satisfied in

life only, if the job is satisfactory.

Job satisfaction means a function which is positively related to the degree to which ones

personal needs are fulfilled in the job situation. Employees are the most satisfied and highly

productive when their job offers them security from economic strain ,recognition of their effort

,clean policy of grievances ,opportunity to contribute ideas and suggestions ,participation in

decision making and managing the affairs ,clean definitions of duties and responsibilities and


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opportunities for promotion ,fringe benefits ,sound payment structure ,incentive plans and profit

sharing activities ,health and safety measures ,social security ,compensation ,communication

,communication system and finally ,atmosphere of mutual trust respect.

As the employees are the precious asset of an organization, the satisfaction of all employees in

their work is very important. Job satisfaction is a part of life satisfaction. It is the favourableness

within which employees view their work. It expresses the amount of agreement between ones

expectation of the job and the reward that the job provides. So it is the result of employe es

perception of what the organizations provide. The surveys conducted on employees had

identified job dissatisfaction as the root cause of job issues and low level of labour productivity

and loyalty.

Statement of the Problem and Significance of the Study

Job satisfaction may be favourable or unfavourable according to the view of the employee

towards job. It expresses the amount of agreement between ones expectations of the job and

rewards that the job provides. It has been observed that employees dissatisfaction with certain

conditions of the job causes serious industrial problems and on the other hand employees

satisfaction with job leads organizational goal of productivity.

The present study aims to assess the job satisfaction of employees in Chaithanya Paints Pvt.Ltd,

Kureekad Chaithanya Paints Pvt.Ltd. Which established in the year 1998 is presently working

with hundred permanent employees under the energetic leadership of Mr.L.R.Potty, the

Managing Director. This study has been designed to analyse whether the employees of

Chaithanya Paints Pvt.Ltd. were satisfied with their job. This study will be helpful to the

company to know about the satisfaction level of the employees and can take measures to

improve the areas under dissatisfaction. This study will also help the management in directing

and coordinating the human relations in the organizations so as to achieve maximum production

with the minimum effort and with proper regard for the genuine well-being of the workers.


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Scope of the study

The study captioned, job satisfaction of employees: a study with reference to employees in

Chaithanya Paints Pvt.Ltd is mainly focused on the determination of the degree of job

satisfaction. There are 100 employees in the company and from among them 50 are selected on

random basis for the study (excluding supervisory and other managerial level).This study is

designed to cover the analysis of factors influencing job satisfaction and there by identify how

far the workers are satisfied in their job.

Objectives of the study

1. To assess the nature and satisfaction level of employees of Chaithanya Paints Pvt.Ltd.regarding monetary benefits and non monetary benefits from employment.

2. To assess the level of satisfaction of employees of Chaithanya Paints Pvt.Ltd regarding workenvironment and other facilities.

3. To make possible recommendation and offer useful suggestions to improve the level ofsatisfaction among the employees in Chaithanya Paints Pvt.Ltd.

Sample

As mentioned above the study has been conducted by selecting fifty non managerial employees

(random selection) from among a total of hundred employees in the Chaithanya paints Pvt. Ltd. a

detailed view of the selection is given below:

Details of population and sample

Item Population Sample

Men 79 40

Women 21 10

Total 100 50


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Data collection

The data required for the study were collected from both from primary and secondary sources.

The primary data were collected from the fifty selected respondents using a structured interview

schedule. The views of the respondents regarding level of satisfaction on indicated variables

were collected on a three-point scale. The secondary data were collected from published reports,

books, journals, administrative report of the company and websites.

Data Analysis

The primary data collected from the respondents were analysed grouping the respondents based

on sex.result are reported primarily using percentage. Graphical representations in the form of

charts and graphs are also given for improved understanding.

Limitations of the study

The following were the major limitations of the study;

1. The employees attitude and opinion may change in future, so future relevance to the studycannot be assured.

2. Reliability of the study depends greatly on the reliability of information provided by therespondents. The personal bias of the respondents is another limiting factor.

3. The results obtained from the analysis would not be applicable to similar organizations in theindustry.

Chapterisation:

First Chapter: The Framework of the study.

This chapter contains the details of the study. It includes significance of the study, scope of the

study, methodology, limitations of the study and chapterisation scheme.

Second Chapter: Chaithanya paints pvt.ltd .KureekkadA profile.


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This chapter gives a description about the company where the study has been conducted.

Third Chapter: Job satisfaction-A Theoretical Frame Work.

A theoretical description of job satisfaction has been given in this chapter.

Fourth Chapter: Data analysis and Interpretation.

Analysis of Job Satisfaction of Employees in Chaithanya paints Pvt.ltd.

The analysis of data collected from the employees of the company has been done in this chapter.

Fifth Chapter: Findings and Recommendations.

Major findings of the study and the recommendations based on findings have been given in this

chapter


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CHAPTER-2

CHAITHANYA PAINTS PVT.LTD.KUREEKKADA PROFILE

General introduction

Chaithanya paints is a member of Duckeem group of companies who have establish edits home

in the field of cement paints industry for quality and reliability in the brand name Duckeem.the

company is established in the year 1998 and is under the energetic leadership of Mr. l. R. potty

who is the managing director and a prominent industries in India.

Chaithanya paints has imprinted its position in the market in a short span of time, under the

indoor duke interior plastic emulsion, royal duke pried exterior Emulsion, Duromax Distemper

and other 24 paints products with a rich experience in paint products more than two decades the

architects of Chaithanya paints possess a colourful vision to meet the demand in the industry, the

slogan the products with quality mark canonly exit in the future, has smoothened the way of

success.

As the paint industry is dominated by the multinational brands more than decades finding a

position for a medium sized company like Chaithanya paints is tough, but the architects made it

simple by a valid vision: i.e. to exit grow not by size and name alone, but by meeting the

growing demands by quality and economy also. True to the spirit of times prestigious of

Chaithanya remains in the forefront of quality and economy. Companys quality vision is

approved and appreciated by granting ISO Certificate ISO9001-2001.

Capital of the company

In order to finance its activities, the company needs to have capital. The share capital is the

capital raised by the company by issue of shares. The company finances its activities with the

amount raised by way of issue of shares and through secured and unsecured loans. The company

has a total capital amounted to Rs 78,93,07,396/-


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Quality policy of the company

All the operations of chaithanya paints PVT LTD have undertaken as per the quality manual of

the company. a quality manual has been prepared ,reviewed, approved and issued with a view to

provide functional areas of the organization. The quality manual conforms to the requirements of

ISO: 9001-2000 clauses and sub clauses as being applied in the organization.

The quality manual has been prepared, reviewed and issued to all concerned with the following

aims:

To give a brief description of the quality management system this reflects in the policy ofmanagement on quality.

To serve as reference to all departments or sectors in the company in fulfilling theirresponsibility towards quality as well as customer requirement.

To serve as a guide for internal audit. To enable the management to measure analyze and improve the quality management system

as and when necessary.

To describe the interaction between the process of quality management system. To provide guidelines for abolishing the objectives and processes to deliver results in

accordance with customer requirements and the organizations policies.

Product Profile

Indoor Duke Plastic Emulsion

The newest and prestigious products of chaithanya paints is Indoor Duke Plastic Emulsion

specially create for impressive interiors in a cost effective style. Definitely a better edge than all

the existing competitive brands. Smooth finish, colour range ,cost etc.


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Royal Duke

Royal Duke is a Hi-performance Exterior finish based on 100 % acrylic emulsion with silicone,

which protects and decorates the surface. It forms a tough algae and fungus resistant .No peeling

and nonfading, yet flexible smooth film, which provides a total protection against all types of

weathering conditions.

Duke Pride

Royal pride is a water thinnable exterior wall coating which gives excellent performance in all

climate conditions. It is the best substitute for ordinary paints and requires no curing. The shades

are light fast and do not fade. The coated film is resistant to algae and fungal growth.

Acrylic Distemper

Duromax acrylic distemper is an ideally formulated premium quality distemper based on acrylic

emulsion .extra excellent pigmented good quality adhesives added to get more coverage glossy

and smooth finish. Durable duromax distemper is ideal for your beautiful interiors, it is highly

economic and is available in 32 attractive bright shades and in different pickings.

Water Thinnable Cement Primer

Duromax cement primer water thinnable is suitable for plastered wall asbestos, cement concrete

etc. Its special features are easy brushing ,excellent covering, alkali resistance,quick drying and

good sealing properties.

Acrylic Wall Putty

Duromax acrylic putty is the most economical and is manufactured technology based an acrylic

emulsion and special additives added to get smooth finish and good coverage.


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Other ItemPaint

Roof paints red &blue

Black board paint

Enamel paintsWhite, Yellow, and Black

Clear varnish

Aluminium paint

Matt Block

Matt Brown

Matt white.

Satin Finish Enamel

Mahogany

Rosewood

Timber golden brown.

Floor paints

Floor red

Royal Duke Premium 100%Acrylic Emulsion with silicone

Floor black.

Primers

Wood primer white

Wood primer pink

Zink chromate yellow primer

Red oxide oil primer

Red oxide metal primer

Auto oil primer.


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Other Items

Fire Retardant paint

Coir Matt paint

Chassis red

Chassis black

Universal basic strainer.

Future

Though Multinational companies have launched similar products substituted the cement paint

concepts with innovative products chaithanya paints finds a brighter future still as Dukecems

acceptance in the market by the quality mark and economy will have a tremendous future, which

is certain.

Market

Initially Dukecem cement had its performance in the home state with in short time it could enter

in to the neighbouring state. As Tamilnadu has also welcomed and approved Dukecem cement

paints performance, the slogan: if quality is there nobody checks it : becomes more vibrant and

colourful.

Dukecem super cement paint

Dukecem deluxe cement paintISI Grade

Dukecem cement primer (oil base)

Dukecem wood primer (white)

Dukecem wood primer (pink)

Dukecem red oxide metal primer

Dukecem red oxide oil primer

Dukecem Zinchromate yellow primer.


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The Drive for Innovation: Research &Development

Chaiyhanya paints having a well equipped Research and Development halls and ISI labs for

strict quality controls. Research and development has established the company as an industry

leading name for cutting edge paint and coating solutions that meet the changing needs of people

everywhere. Today, we are known as one of the most innovation producers of paint and solutions

and a leader in anti-corrosion and chemical resistant products. Our original paint innovations

have continually redefined the paint industry. At the same time, Chaithanya paint adds value to

life and the environment through our complete paint and coating solutions.

Innovations, coupled with state of the art technology, are the key principle behind chaithanya

paints. Behind the drive to set the pace for innovative products is chaithanya paints sense of

mission to improve current products as well as develop breakthrough coating solutions.

We apply analytical skills, strategic thinking and a close understanding of customer needs to

deliver high quality paints and coats that meet societys changing needs.

The results are breakthrough products that respond to new and anticipated demand, as well as

more efficient manufacturing processes that cut down on delivery time.

Our strengths include developing environmentally friendly products and processes, as well as

innovative coating that enhance the way different industries function.

Sister Concern

Cochin Paints

Cochin paints manufactures of Dukecem cement paint had a humble beginning .to start with

company had a vision; just enter the market with a quality product.


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Though Cochin paints couldnt later even the initial demands of the cement paint market due to

the several constraints company never allowed to adulterate the quality. That quality policy

paved the way for a grand success in conquering the markets and gradually positioning the

product along with the major established brands.

Organisation Chart

An organization chart detailing organizational position and delegation is given in figure2.1

ORGANISATION CHART (FIGURE2.1)

MANAGING DIRECTOR

GENERAL MANAGER

GENERAL MANAGER

OFFICE MANAGER

MARKETING MANAGER

CHIEF FOREMAN

DRIVERS

DEPUTY FOREMAN

OPERATORS

OFFICE ASSISTANTS

MARKET DEVELOPMENT

MANAGER

SALES EXECUTIVES

HELPERS


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Chapter3

THEORETICAL FRAMEWORKS OF JOB SATISFACTION

Introduction

Personnel management is relatively a new profession, of human engineering and scientific

management of human beings, endowed with the dignity of statutory recognition. It is the

responsibility of management to look after the total well being of an individual worker. A happy

worker is an asset to the organization. He turns out more work.

It is necessary to take all possible steps to promote a correct attitude in the worker, to win his

confidence and co-operation to make him put in his maximum effort to attain the common goal

of the organization and to make him feel that he is an essential link in the productive process.

Job satisfaction

Job Satisfaction

The term job satisfaction was brought to limelight by Hop pock in 1935.according to him jobsatisfaction is a combination of psychological, physiological and environmental factors that

makes a person to admit, I am happy at my job. It has also been defined as the end state of

feeling. it emphasizes the fact that the feeling is experienced after a task is accomplished. The

feeling would be positive or negative depending up on whether need is satisfied or not.

The term job satisfaction covers that the satisfaction derived from being engaged in work or in

my pursuit of a higher order. It is essentially related to human needs, and their fulfilment through

work. It is generated by the individuals perception of how well his job satisfies in various needs.

In short job satisfaction is the persons attitude towards the job.

The job satisfaction is an integral component organizational health and an important element in

industrial relation. The level of job satisfaction has some relation with various aspects of work

behaviour such as accidents, absenteeism, turnover and productivity etc.


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Generally job satisfaction is an individual feeling, which could be earned by a variety if factors.

Job satisfaction is a distribute on. It refers to the general attitude of workers towards their work.

Concept of Job satisfaction

Job satisfaction is a combination of two words. Job and satisfaction. Mikes and firm define work

as a general activity cantering around subsistence and the specific routines of this activity as

occupation.

Job satisfaction is the end feeling of a person after performing a task. Job satisfaction is

different from motivation and moral. Motivation refers to the willing new to work. Morale

implies a general attitude towards and work environment. It is a group phenomenon whereas job

satisfaction is an individual feeling. Job satisfaction may be considered a dimension of morale

and morale could also be a same of satisfaction.

Importance to worker and organization

Frequently, work underlies self esteem and identity while unemployment lowers self-growth and

produces anxiety. At the same time monotonous job can erode a workers initiative and

enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and

occupational success are major factors in personal satisfaction, self-respect, self-esteem and self-

development.to the worker job satisfaction brings a pleasurable emotional state that often leads

to a positive work attitude. a satisfied worker is more likely to be creative , flexible, innovative

and loyal.

For the organization job satisfaction of its workers means a work force that is motivated and

committed to high quality performance increased productivity the quantity and quality of output

per hour worked seems to be a by-product of improved quality of working life. It is important to

note that the literature on the relationship between job satisfaction and productivity is neither

conclusive nor consistent. However studies dating back to Hertzbergs (1957) have shown at

least low correlation high morale and high productivity and it does seem logical that more

satisfied workers will tend to add more value to an organization. Unhappy employers who are

motivated by fens of job cost will not give 100 percentage of effort for every long. Though fear


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is a powerful motivator, it is also a temporary one and as soon as the threat is lifted, performance

will decline.

Definitions of job satisfaction

Any combination of psychological, physiological and environmental circumstances the cause a

person truthfully to say Iam satisfied with myjob. R Hoppoch

Job satisfaction will be defined as the amount of overall positive effect or feelings that

individual have towards their job. Field Man and Arnold

Job satisfaction is the set of favourable or unfavourable feelings with employees view their

work. Keith Davis and Newstrom

Job satisfaction is the amount of pleasure or contentment associated with a job if you like your

job intensely you will experience job dissatisfaction. Andrew Bin

job satisfaction is the positive orientation of an individual towards the work role which he is

presently occupying. This can be easily paraphrases.As an individual liking more aspects of

his work than his dislikes it refers to an employees general towards his job.

Vroom

Factors Influencing job satisfaction

There are a number of factors that influences job satisfaction these factors can be explained with

the help of the following chart given below:


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Figure 3.1

Source of job satisfaction

Organizational work environmental work itself personal

Factors factors factors

Salaries & wages supervision job scope & variety age & seniority

Promotion chances work group autonomy & freedom sex

Company policies

Occupational level working condition role ambiguity & education level

role conflict Interesting work

marital status

Experience

1. Oranizational Factors

Some of the organizational factors while affect job satisfaction:

(a) Salaries and wages:

Wages and salaries play significant role in influencing job satisfaction. Living wages is based on

the family budget and cost of living. It takes in to account the social and personal need of the

workers providing for his food, house and education of his children medical aid and other

amenities of life. If wages are to give satisfaction they must be fair.

(b) Promotion Chances:

A better opportunity for promotion too is a factor, which lead to higher job satisfaction

promotion indicates on employees works to the organization which highly moderate boosting.

Employees take promotion is the ultimate achievement in his career and when it is realized he

Source of job satisfaction


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feels extremely satisfied. It is true that individual seek satisfaction in their job in the context of

job nature and work environment but they also attach importance to the opportunity for

promotion that these job offer.

(c) Company Policies:

Organizational structure and polices also an important role in affecting the job satisfaction of

employees. An autocratic and highly authoritative structure, which is more open and democratic

in nature. Organizational polices also govern the human behaviour in the organization. Liberal

and fair polices usually result in more job satisfaction .strict polices will create dissatisfaction

among the employees became they feel that they are not being treated fairly and may feel

constrained.

(d) Job security:

Job security is an important motivating factor for attaining job satisfaction. Job security implies

that an employee shall enjoy economic and social security through health and welfare

programmes by providing security against sickness,disability,old age and death if be continues

on the job.

(e) Occupational Level:

Higher the level of in organizational hierarchy greater satisfaction of the individual. This is being

position at higher level are generally better paid, more challenging and provide greater freedoms

of operation such job carry greater prestige self control and need satisfaction.

2. Work Environmental Factors:

The work environmental factors includes the following:

(a) Supervision:

The employee centred supervisory style enhances job satisfaction as the leaders looks after the

subordinates carefully display friendship, respect and warmth etc towards them. On the other

hand, production oriented leaders may causes low job satisfaction to the employees and may

affect the turnover and absenteeism adversely.

(b) Work Group:

It is the work group that fulfil the needs for social interaction of the members. If worker has good

relation with the fellow employees and the supervisor ,he will satisfied. If the work group enjoys

a higher status. His job satisfaction will increase further.


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(C) Working Condition:

Job satisfaction is related to working condition also. The work will be more attractive if working

conditions are congenial to the task a worker proposes to accomplish. Good working conditions

involve such facilities as adequate light, comfortable temperature, attractive surroundings etc.

(d) Job Content:

Herzberg suggested that job content is term of achievement, recognition, advancement,

responsibility and the work itself tend to provide satisfaction but their does nit cause

dissatisfaction where the job is less repetitive and there is variation in job content job satisfaction

tends to be higher.

3. Work Itself:

The content of work itself plays a major in determining the level of job satisfaction some of the

aspects of the work, which affect job satisfaction, are;

(a) Job Scope:

It provides the amount of responsibility work pace and feed back the higher level of theses factor

higher the job scope and higher the level of satisfaction.

(b) Variety:

A moderate amount of variety is very effective. Excessive variety produces confusion and a too

little variety causes monotony and fatigue, which are dissatisfaction.

(c) Lack of Autonomy and Freedom:

Lack of autonomy and freedom over work method and work pace can create helplessness and

dissatisfaction. Employees do not like it when their every step and very action are determined by

this supervisor.

(d) Role Ambiguity and Role Conflict:

Role ambiguity and role conflicts also lead to confusion and job satisfaction because employees

do not know exactly what their task is and what is expected of them.

(d) Interesting Work:

A work which is very interesting the challenging and provide status will be providing satisfaction

to the employees and compared to work which is boring and monotonous.


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4.Personal Factors

Personal attributes of the individuals also play a very important role as to whether they are

satisfied at the job or not. Pessimists always complain about everything including the job. They

will always find something wrong in every job to complain about some of the important personal

factors is:

(a) Age:

There is a positive correlation between age and job satisfaction. workers in the advanced age

group tend to be more satisfied probably because they have adjusted with their job condition and

also they became more mature and realistic and less idealistic. So they are willing to accept

available resources and be satisfied about the situation.

(b) Sex:

Studies revealed that women are less satisfied than men due to fewer job opportunities for

females. But female workers may be more satisfied due to their lower occupational aspiration.

(c) Educational

Level of education of an individual is a factor which determines the degree of job satisfaction

with occupational level held constant there is a negative relationship between the educational

level and job satisfaction. The higher the education the higher the reference group which the

individual looks to for guidance to evaluate his job.

(d) Marital Status:

The general impression is that married employees and employees having more dependents tend

to be more satisfied due to their greater responsibilities. But such employees may be more

satisfied because they value their job more than unmarried workers.

(e) Experience:

Job satisfaction tends to increase with increasing year of experience .but it may decrease after 20

years of experience particularly among people who have not realized their job expectations.

(f) Role perception:

Different individuals hold different perceptions about role the kind of activities and behaviour

they should engage in to perform their job successfully job satisfaction in determined by this

factor. The more accurate the perception of an individual the greater his satisfaction.


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(g) Interpersonal Relations With superiors peer and subordinates:

Relationship with superiors co-workers and subordinates should be cordial .this is one of the

main factors, which influence the job satisfaction.

Superior while discharging his duty, if he maintains a cordial atmosphere and give criticism in a

friendly way it pays way for better understanding and it lead to higher job satisfaction.

Dimensions of job satisfaction

There are 3 important dimensions of job satisfaction

1. A job satisfaction is an emotional response to a job solution. As such it cant be seen .it canonly inferred.

2. Job satisfaction is often determined by how will outcome meet or exceed expectations.3. Job satisfactions represent several related attitude.

Smith, Kendall and Hulin (1964) have suggested that there are 6 job dimensions that represent

the most important characteristics of a job about which people have effective response. They are;

(1) The Work itself:

The extent to which the job provides the individual with interesting tasks, opportunities forlearning and the chance to accept responsibilities.

(2) Pay:

The amount of financial remunerations that is received and the degree to which this is viewed as

equitable vice versa that of other in the organization.

(3) Promotion opportunities:

Promotional opportunities seem to have a varying effect on job satisfaction. This is because

promotions take different forms and include a variety of rewards.

(4) Supervision:

Supervision is another moderately important source of job satisfaction; there are two dimensions

of supervisory style that affects job satisfaction. One is employee-centeredness, which is

measured by the degree to which a supervisor takes personal interest in the welfare of the

employees. The other dimension is participation or influence, as illustrated by managers who


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allow their people to participate in decisions that affect their own jobs. This approach, generally,

leads to higher job satisfaction. It is proved that a participative environment created by the

supervisor has a more substantial effect on workers satisfaction than participation in a specific

decision.

(5) Co-Workers:

Friendly, co-operative co-workers are a modest source of job satisfaction. the work group serves

as a source of support,comfort,advice,and assistance to the individual .a good work group

makes the job more enjoyable.

(6) Work environment:

Work environment and working conditions are factors that have a modest effect on job

satisfaction. If working conditions are good clean, attractive surroundings-employees find it

easier to carry out their job. Most people do not give working conditions a great deal of thought

unless they are extremely bad.

Theories Of job satisfaction

The main theoretical approaches to job satisfaction are as follows;

(a) Need Fulfilment Theory:

According to this theory a person is satisfied when he gets from his job what he wants. The more

he wants something or the more important is to him, the more satisfied he is when he received it.

In other words, job satisfaction will vary directly with the extent to which those needs of an

individual which can be satisfied are actually satisfied. Vroom views satisfaction in terms of the

positively valued outcomes that a job provides to a person. Thus, job satisfaction is positively

related to the degree to which ones needs are fulfilled. The fulfilled theory suffers from a major

drawback. Satisfaction is a function of not only what a person receives but what he feels he

should receive. What may satisfy one individual may not satisfy the order due to difference in

their expectations. The strength of an individual desire or his level of inspiration is an important

determinant of job satisfaction.thus; job satisfaction is a function of the degree to which the

employees needs are fulfilled in the job satisfaction.


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(b) Equity Theory:

Under this theory, it is believed that a persons job satisfaction depends up on his perceived

equity as determined by his input-output balance in comparison with the input output balance of

others. Every individual compares his reward with those of a reference group. if he feels his

rewards are equitable in comparison with others doing similar work, he feels satisfied. Job

satisfaction is thus a function of the degree to which job characteristics meet the desire of the

reference group.

For e.g:Studies of the effect of community features on job satisfaction revealed that works living

in a well to do neighbourhood fell less satisfied from those living in poor neighbourhood.

Equity theory takes in to account not only the need of an individual but also the opinion of the

reference group to which the individual looks for guidance.

Figure 3.2

Equity Theory of job satisfaction

Perceivedpersonl

inputs

Perceived (A )

Outcomes actually received

A=B

Satisfaction

AB

Guilt discomfort

Perceived

Inputs of

Comparison

others

Perceived

outcomes of

comparison

others

Perceived(B)

Personal

outcomes that

should be

received


28/80

(c) Two factor theory:

This theory was developed by Frederick Herzberg and his colleagues. According to this theory

satisfaction and dissatisfaction are interdependent of each other and exist on a separate

continuum. There are two factors viz hygiene factors which affect job satisfaction Hygiene

factors like company policy and administration,supervision,pay,working condition and

interpersonal relation as dissatisfies thus absence cause dissatisfaction but their presence doesnt

result in positive satisfaction. The satisfies like achievement, advancement, recognition, work

itself and responsibility leads to satisfaction.

(d) Discrepancy Theory:

According to this theory job satisfaction depends up on what a person actually receive from his

job and what he expects to receive. When the rewards actually received are less than the

expected rewards it causes dissatisfaction in the words of Locke, job satisfaction and

dissatisfaction are functions of perceived relationship between what one wants from ones job

and what one perceives it is actually offering .in other words, satisfaction is the different between

what one actually received and what he feels he should receive. This theory fail to reveal

whether over satisfaction is or not a dimension of dissatisfaction and if somehow does it differ

dissatisfaction arising out of the situation when received outcomes one less the outcomes onefeels he should receive


29/80

Figure 3.3

Discrepancy approach to job satisfaction

Perceived

out(B)

Comes

received

A=B

Perceived

Dissatisfaction

A>B

Perceived

Dissatisfaction

A


30/80

(e) Equity Discrepancy Theory:

This is a combination of equity and discrepancy theories.lawler has accepted the difference

approach of discrepancy theory rather than the ratio approach of equity theory. From equity

theory the concept of comparison has been selected to serve an intervening variable. Under this

theory satisfaction is defined as the difference between the outcomes that one perceives he

actually received and outcomes that one feels he should receive in comparison with other. When

the individual feel that what he actually received in equal to what he perceives he should receive

there is satisfaction. Thus an individual reception of his reward is influenced b y more than just

the objective amount of that factor. This model reveals that a person perception of what he

should receive is influenced by the input and output of other.lawler suggest that those

individuals are likely to be more satisfied who perceive.

(a) their input are low

(b) Their jobs are less demanding

(c) Their reference group have less favourable input output balance

(d) They are receiving a high outcome level

(e) Their referent group are receiving less output


31/80

Figure 3.4

Equity discrepancy theory of job satisfaction

Perceived amount (B) received

Perceived amount that (A)

Should be received

Perceived outcomes of different group

Actual outcomes

received

Perceived inputs

And outcomes of different groups


32/80

(f) Social Reference group theory:

Reference group defined the way an individual look at the world. According to this theory job

satisfaction occurs when job meets the interest, desire and requirements of a persons reference

group .in other word, job satisfaction is a function of the degree to which the job meets the

approval of the group to which the individual looks for guidance in evaluating the world and

defining social reality.

The social reference group theory is similar to the need fulfilment theory except that it takes into

account not the desires need and interest of the given individual but rather the point of view and

opinion of the group to whom the individual looks for guiadance.This theory an incomplete

explanation to the extent some people are independent of group opinions and group pressure.

Consequences of job satisfaction

Research has concluded that there is a relationship between job satisfaction and performance of

the employees high job satisfaction may lead to improved productivity ,decreased turnover

,improved attendance, reduced accidents ,less job stress and less unionisation.

The following subtopics explain the outcomes of job satisfaction:-

1. Job satisfaction and productivity

Is there any positive relationship between satisfaction and productivity? This controversy has

been there over a number of years.Alothoug ,majority of people believe that there is a positive

relationship between these two. According to the research findings of Vroom conducted in 1964,

the median correlation between satisfaction and performance is only 0.14.lawler and porter found

that there is more evidence to suggest that job performance leads to job satisfaction.

2. Job satisfaction and Employee Turnover

Unlike the relationship between satisfaction and performance research has concluded a moderate

relationship between job satisfaction and turnover. High employee turnover is a matter of

concern for the management as it disrupts the normal operations and continuous replacement of

employees who leave the organizations costly and technically undesirable. managerial concern is

mostly for the turnover which arises because of job dissatisfaction, the employees thus tries to

keep the employees satisfied on their jobs to minimize the turnover. Though high satisfaction in


33/80

itself cannot beep the turnover low,but considerable job dissatisfaction will definitely increase

the employee turnover.

3. Job satisfaction and Absenteeism

It has been conclusively proved that there is an inverse relationship between job satisfaction and

absenteeism. When satisfaction is high ,absenteeism is low and when satisfaction low,

absenteeism is high. Less satisfied employees are more likely to be absent from work due to

avoidable reasons. This is known as voluntary absenteeism because it is related to job

satisfaction.

Absenteeism can be modified by certain factors; research has found that people who believe that

their work is important have lower absenteeism as compared to those who do not feel that way.

Moreover it is important to remember that while high job satisfaction will not necessarily result

in low absenteeism (because of unavoidable absenteeism) .but low job satisfaction will definitely

bring about high absenteeism.

4. Job satisfaction and Union Activities

It has been proved that satisfied employees are generally not interested in unions and they do not

perceive them as necessary. Job dissatisfaction has proved to be the major cause of unionisation.

Job The employees join the unions because they feel that individually they are unable to

influence changes which would eliminate the causes of job dissatisfaction. The level of unionactivities is related to the level of job dissatisfaction. Low level of dissatisfaction results in only

grievances while higher levels of dissatisfaction will results in employees strikes.

5. Job satisfaction and safety

When people are dissatisfied with their jobs, company and supervisors, they are prone to

experience accidents. An underlying reason for this is that dissatisfaction takes ones attention

away from the task at hand leads directly his job, and the chances of accidents will be less.

6. Other Effects of Job satisfaction

In addition there a number of other effects brought about by high job satisfaction. Highly

satisfied employees tend to have better physical and mental. Such employees will become more

co-operative such as helping co-workers, helping customers etc.such behaviour will improve unit

performance and organizational effectiveness. Job satisfaction results from the employees


34/80

perception that the job content actually provides what an employee values in the work situation.

Organizationally speaking high level of job satisfaction reflects a highly favourable.

Organizational climate resulting in attracting and retaining better workers.


35/80

CHAPTER4

ANALYSIS OF JOB SATISFACTION OF EMPLOYEES IN

CHAITHANYA PAINTS PVT. LTD.

Job satisfaction is the favorableness or unfavorable with which employees view their work. It

expresses the amount of agreement between ones expectations of the job and reward that the job

provides. The study of employees satisfaction helps the company to maintain a standard and

increase productivity by motivating the employees.

This study reveals the level of satisfaction of employees and also the areas of dissatisfaction.

Nowadays, most of the work is done by machines, but the importance of human resources cannot

be under estimated. The study on job satisfaction is much relevant in this contest.

For the purpose of the study, out of 100 employees in the company 50 were randomly selected

(excluding supervisory and other managerial level). The data were collected with the help of a

structured interview schedule.


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Part I - Profile of the Respondents

In this part, various personal data like age, sex, family size, educational status, work experience,

monthly income and martial status have been analyzed.

Sex of Respondents

Sex wise details of the 50 respondents are given in table 4.1

Table 4.1

Sex of Respondents

Sex No. of respondents Percentage

Male 40 80

Female 10 20

Total 50 100

Source: Primary data

Eighty per cent of the respondents are male and rest 20 per cent is female employees.Age of respondents

On the basis of age, sample respondents are classified in to four age groups. The first age group

is between 20-30 years, the second age group is between 30-40 years, the next age group is

between 40-50 years and the highest age group is between 40-50 years. Age wise classification

of respondents are given in table 4.2

80%

20%

Male

Female


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Table 4.2

Age of Respondents

Age group Male Percentage Female Percentage

20-30 12 30 3 30

30-40 12 30 3 30

40-50 11 27.5 4 40

50-60 5 12.5 - -

Total 40 100 10 100


Thirty per cent of the male respondents are between the age of 20-30 years and between 30-40

years. While 27.5 per cent of the males are 40- 50 years, 12.5 per cent belongs to the age group

of 50-60 years. 30 per cent of the female respondents are between the age of 20-30 years and

between 30-40 years. While 40 per cent belongs to the age group of 40-50 years.

30 30 30 3027.5

40

12.5

00

5

10

15

20

25

30

35

40

20-30 30-40 40-50 50-60

Male

Female


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Marital Status of Respondents

The marital status of the respondents are given in table4.3

Table 4.3

Martial Status of Respondents

Martial Status Male Percentage Female Percentage

Single 10 25 - -

Married 30 75 100 100

Total 40 100 100 100


Twenty five per cent of the male respondents are not married and the rest 75 per cent of the

males are married. 100 per cent of the female employees are married.

Educational Status of Respondents

On the basis of education, the respondents were classified in to four different

groups as below S.S.L.C., Pre- Degree, and Graduates. Distribution of respondents based on

educational status are given in table 4.4

20

75

0

100

0

1020

30

40

50

60

70

80

90

100

Male Female

Single

Married


39/80

Table 4.4

Respondents Based on Educational Qualification

Educational Status Male Percentage Female Percentage

Below S.S.L.C. 12 30 4 40

S.S.L.C. 22 55 6 60

Pre- Degree 4 10 - -

Graduates 2 5 - -

Total 40 100 10 100


Thirty per cent of the male employees are below S.S.L.C. and 55 per cent male employees have

passed S.S.L.C., 10 Per cent have completed their Pre- Degree and 5 per cent of the employees

have done their Graduation. Female employees 40 per cent are below S.S.L.C. and the rest 60

per cent of the female employees are passed S.S.L.C. Figure 4.4 shows the diagrammatic

representation of table 4.4.

30

40

5560

10

0

5

00

10

20

30

40

50

60

Below

SSLC

SSLC Pre-

degree

Graduates

male

female


40/80

Family Size of the Respondents

Family size of the respondents were classified as, small family up to 3 persons,

medium family is 4 to 5 persons and large family consisting of more than 5 persons. Distribution

of respondents based on family size are given in table 4.5

Table 4.5 Respondents Based on Family Size

Family Size Male Percentage Female Percentage

Small family 14 35 4 40

Medium family 24 60 5 50

Large family 2 5 1 10

Total 40 100 10 100


Incase of male employees 35 per cent of employees belong to small size family i.e.

families having 1 to 3 persons and 60 per cent male employees belongs to medium family i.e.

families having 4 to 5 persons and only 5 per cent belongs to large family i.e. families having

above 5 persons. In case of female employees 40 per cent belongs to small size families and 50

per cent belongs to medium family, only 10 per cent of the female employees belong to large

family.

35

40

60

50

5

10

0

10

20

30

40

50

60

small family Medium

family

large family

malefemale


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Monthly Income of Respondents

Sample respondents are classified in to four categories, based on their monthly

salary i.e. between Rs. 3000 to 5000, between Rs. 5001 to 7000, between Rs. 7001 to 9000,

between Rs. 9001 to 11000. Distribution of respondents based on monthly income are given in

table 4.6

Table 4.6 Respondents Based on Monthly Income

Monthly Income Male Percentage Female Percentage

3000 to 5000 - - 2 20

50001 to 7000 12 30 4 40

7001 to 9000 19 47.5 4 40

9001 to 11000 9 22.5 - -

Total 40 100 10 100


Majority of the male employees i.e. 47.5 per cent are having as income between Rs.

7001 to 9000 per month. There is nobody who is drawing a monthly income less than Rs. 5000

and 30 per cent are earning a monthly salary between Rs. 5001 to 7000, 22.5 per cent are earning

between Rs. 9001 to 11000.

0

20

30

40

47.5

40

22.5

00

5

10

15

20

25

30

35

40

45

50

3000 to

5000

5001 to

7000

7001 to

9000

9001 to

11000

male

female


42/80

In case of female employees it is found that 20 per cent of the employees are earning a monthly

salary between Rs 3000 to 5000, 40 per cent are earning between Rs 5001 to 7000 and rest of the

40 per cent are earning between Rs. 7001 to 9000. There is nobody who is drawing a monthly

income between Rs 9001 to 11000.

Job Experience of Respondents

Sample respondents are classified in to four groups based on their job experience

i.e. below 1 year, between 1 to 4 years, between 5 to 8 years, between 9 to 12 years are shown in

table 4.7.

Table 4.7

Respondents Based on Years of Experience

Years of Experience Male Percentage Female Percentage

Below 1 year - - 2 20

1 to 4 years 11 27.5 2 20

5 to 8 years 22 55 5 50

9 to 12 years 7 17.5 1 10

Total 40 100 10 100


0

20

27.5

20

55

50

17.5

10

0

10

20

30

40

50

60

Below 1

year

1 to 4

years

5 to 8

years

9 to 12

years

male

female


43/80

In case of male employees 27.5 per cent male employees having experience between 1 to 4

years, 55 per cent of the employees have an experience between 5 to 8 years, 17.5 per cent have

an experience between 9 to 12 years.

In case of female employees 20 percent of the female employees having experience below 1

year, 20 per cent have an experience between 1 to 4 years, 50 per cent have an experience

between 5 to 8 years and 10 per cent have an experience between 9 to 12 years. Figure 4.7 shows

the diagrammatic representation of table 4.7.


44/80

Part IIAnalysis of Job Satisfaction

The analysis of job satisfaction of employees in Chaithanya Paints Pvt. Ltd.,

Kureekkad is done on the basis of various factors related to job satisfaction.

Opinion on Prompt Payment of Salary

Respondents opinion on prompt payment of salaries are given in table 4.8

Table 4.8 Respondents Opinion on Prompt Payment of Salary

Opinion Male Percentage Female Percentage

Always 40 100 10 100

Often - - - -

Never - - - -

Total 40 100 10 100


Hundred per cent of the male employees agree that the company makes prompt payment of

salary.

100100

0 0 0 00

10

20

30

40

50

60

70

80

90

100

Always Often Never

Male

Female


45/80

Amount of Salary

Respondents satisfaction level of salaries and wages are given in table 4.9

Table4.9

Satisfaction LevelAmount of Salaries and Wages

Level of Satisfaction Male Percentage Female Percentage

Highly satisfied 2 5 1 10

Satisfied 23 57.5 6 60

Not satisfied 15 37.5 3 30

Total 40 100 10 100


Majority of the male and female employees are satisfied with the amount of salaries and wages.

In case of male employees 5 per cent are highly satisfied, 57.5 per cent are satisfied, 37.5 per

cent are not satisfied with the amount of salaries and wages.

In case of female employees 10 per cent are highly satisfied, 60 per cent are satisfied and 30 per

cent are not satisfied with the amount of salaries and wages. Figure 4.9 shows the diagrammaticrepresentation of table 4.9.

5

10

57.560

37.5

30

0

10

20

30

40

50

60

Highly

satisfied

Satisfied Not

satisfied

Male

Female


46/80

Revision of Salaries and Wages

Respondents opinion about revision of salaries and wages are given in table 4.10

Table 4.10

Respondents Opinion about Revision of Salaries & Wages


Yes 40 100 10 100

No - - - -

Total 40 100 10 100


Hundred per cent of the male and female employees agree that the company make

periodical revision of salaries and wages.

100

0

100

0

0

10

20

30

40

50

60

70

80

90

100

male female

yes

no


47/80

Other Monetary Benefits

Respondents opinion about monetary benefits other than salaries and wages are given in

table 4.11

Table 4.10

Respondents Opinion about Other Monetary Benefits


Yes 40 100 10 100

No - - - -

Total 40 100 10 100


Hundred per cent of the male and female employees agree that the company provide

monetary benefits other than salaries and wages.

Amount of Other Monetary BenefitsRespondents satisfaction level of monetary benefits other than salaries and wages are

given in table 4.12

100

0

100

0

0

10

20

30

40

50

60

70

80

90

100

male female

yes

no


48/80

Table4.12

Satisfaction LevelOther Monetary Benefits





Total 40 100 10 100


In case of male employees 47.5 per cent are satisfied and not satisfied with the

monetary benefits other than salaries and wages, only 5 per cent of the male employees are

highly satisfied.

In case of female employees 10 per cent are highly satisfied, majority of the female employees

i.e. 60 per cent are satisfied, rest of the 30 per cent are not satisfied with the monetary benefits

other than salaries and wages. Figure 4.12 shows the diagrammatic representation of table 4.12.

Working Time

Respondents opinion about working time are shown in table 4.13

5

10

47.5

60

47.5

30

0

10

20

30

40

50

60

Highly

satisfied

Satisfied Not

satisfied

Male

Female


49/80

Table 4.13

Satisfaction LevelWorking Time



Satisfied 20 50 7 70

Not satisfied 14 35 2 20

Total 40 100 10 100


Fifteen per cent of the male employees are highly satisfied with the working time, 50 per cent are

satisfied and 35 per cent are not satisfied with working time. In case of female employees 70 per

cent are satisfied, 20 per cent are not satisfied with the working time. Figure 4.13 shows the

diagrammatic representation of table 4.13

Attitude of Supervisors

Employees opinion about the attitude of supervisors are given in table 4.14

510

50

70

35

20

0

10

20

30

40

50

60

70

Highly

satisfied

Satisfied Not

satisfied

Male

Female


50/80

Table 4.14

Satisfaction LevelAttitude of Supervisors


Highly satisfied 1 2.5 - -

Satisfied 35 87.5 10 100

Not satisfied 4 10 - -

Total 40 100 10 100


Majority of the male employees (87.5 per cent) are satisfied, 10 per cent are not satisfied with the

attitude of supervisors and 100 per cent of the female employees are satisfied with the attitude of

supervisors.

Work Environment

Respondents opinion about work environment are shown in table 4.15. Work

environment such as proper lightings, proper ventilation, proper security measures etc.

2.5 0

87.5

100

10

00

10

20

30

40

50

60

70

80

90

100

Highly

satisfied

Satisfied Not

satisfied

Male

Female


51/80

Table 4.15

Satisfaction LevelWork Environment


Highly satisfied 1 2.5 1 10



Total 40 100 10 100


In case of male employees 2.5 per cent are highly satisfied, 52.5 per cent are satisfied, 45 per

cent are not satisfied with the work environment and 60 per cent of the female employees are

satisfied, 30 per cent are not satisfied with the work environment. Figure 4.15 shows the

diagrammatic representation of table 4.15.

Working Conditions of Machines

Importance of good and healthy working conditions has been recognized as an

element of job satisfaction. The opinions of employees about the working conditions of machines

are shown in table 4.16.

2.5

10

52.5

60

45

30

0

10

20

30

40

50

60

Highly

satisfied

Satisfied Not

satisfied

Male

Female


52/80

Table4.16

Respondents Opinion about Working Conditions of Machines


Better 6 15 4 40

Moderate 33 82.5 6 60

Poor 1 2.5 - -

Total 40 100 10 100


Majority of the employees i.e. 82.5 per cent of the male employees and 60 per cent of the female

employees agree that working conditions of the machines are moderate. Only 2.5 per cent of the

male employees opinion that working conditions of machines are poor.

Break Time / Leisure Time

Respondents opinion about break time / leisure time are given in table 4.17

15

40

82.5

60

2.50

0

10

20

30

40

50

60

70

80

90

Better Moderate Poor

Male

Female


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Table 4.17 Respondents Opinion about Break Time


Yes 40 100 10 100

No - - - -

Total 40 100 10 100


Hundred per cent of the male and female employees agree that company gives leisure time/

break time for relaxation.

Satisfaction Level of Break Time / Leisure Time

Respondents satisfaction level of leisure time/ break time are given in table 4.18

100

0

100

0

0

10

20

30

40

50

6070

80

90

100

male female

yes

no


54/80

Table 4.18 Satisfaction Level - Break Time / Leisure Time





Total 40 100 10 100


Fifty per cent of the male and female employees are satisfied with the leisure time provided by

the company, 45 per cent of the male employees and 30 per cent of the female employees are not

satisfied with duration of leisure time provided by the company. Figure 4.18 shows the

diagrammatic representation of table 4.18.

Sanitary Facilities

Respondents opinion about sanitary facilities in the company are shown in table 4.19

5

20

50 50

45

30

0

5

10

15

20

25

30

35

40

45

50

Highly

satisfied

Satisfied Not

satisfied

Male

Female


55/80

Table 4.19

Satisfaction Level - Sanitary Facilities





Total 40 100 10 100


In case of male employees 50 per cent are satisfied, 30 per cent are highly satisfied with the

sanitary facilities in the company, 70 per cent of the female employees are satisfied, 10 per cent

are highly satisfied, only 20 per cent of the female and male employees are not satisfied with the

sanitary facilities in the company. Figure 4.19 shows the diagrammatic representation of table

4.19.

Availability of Purified Drinking Water

Respondents opinion about availability of purified drinking water are shown in

table 4.20

30

10

50

70

20 20

0

10

20

30

40

50

60

70

Highlysatisfied

Satisfied Notsatisfied

Male

Female


56/80

Table 4.20

Respondents Opinion about Availability of Purified Drinking Water


Yes 40 100 10 100

No - - - -

Total 40 100 10 100


Hundred per cent of the male and female employees are getting purified drinking water from the

company.

Educational Scholarship

Respondents opinion about education scholarship are given in table 4.21

100

0

100

0

0

10

20

30

40

50

60

70

80

90

100

male female

yes

no


57/80

Table 4.21

Respondents Opinion about Educational Scholarship


Yes - - - -

No 40 100 10 100

Total 40 100 10 100


Hundred per cent of the male and female employees are not getting educational scholarship for

their childrens education from the company.

Medical Facilities and Insurance Coverage

Respondents opinion about medical facilities and insurance coverage are given in table 4.22

0

100

0

100

0

10

20

30

40

50

6070

80

90

100

male female

yes

no


58/80

Table 4.22

Respondents Opinion about Medical Facilities & Insurance Coverage


Yes 40 100 10 100

No - - - -

Total 40 100 10 100


Hundred per cent of the male and female employees agree that company provide medical

facilities and insurance coverage.

Satisfaction Level of Medical Facilities & Insurance Coverage

Respondents satisfaction level of medical facilities and insurance coverage

are given in table 4.23

100

0

100

0

0

10

20

30

40

50

60

70

80

90

100

male female

yes

no


59/80

Table 4.23

Satisfaction Level Medical Facilities & Insurance Coverage





Total 40 100 10 100


Ten per cent of the male employees are highly satisfied, 67.5 per cent are satisfied, 22.5 per cent

are not satisfied. In case of female employees 10 per cent are highly satisfied 80 per cent are

satisfied, only 10 per cent are not satisfied with the medical facilities and insurance coverage

provide by the company. Figure 4.23 shows the diagrammatic representation of table 4.23

Pension Fund Contribution

Respondents opinion about pension fund contribution are given in table 4.24

10 10

67.5

80

22.5

10

0

10

20

30

40

50

60

70

80

Highly

satisfied

Satisfied Not

satisfied

Male

Female


60/80

Table 4.24

Respondents Opinion about Pension Fund Contribution


Yes 40 100 10 100

No - - - -

Total 40 100 10 100


Hundred per cent of the male and female employees are a member of pension fund contribution.

Amount ofPension Fund Contribution

Respondents satisfaction level of the amount of pension fund contribution are given in table 4.25.

100

0

100

0

0

10

20

30

40

50

60

70

80

90

100

male female

yes

no


61/80

Table 4.25

Satisfaction Level Amount of Pension Fund Contribution





Total 40 100 10 100


Five per cent of the male employees are highly satisfied, 67.5 per cent are satisfied and 27.5 per

cent are not satisfied with the amount of pension fund contribution provide by the company. In

case of female employees 20 per cent are highly satisfied, 70 per cent are satisfied and 10 per

cent are not satisfied with the amount of pension fund contribution provide by the company.

Opportunities for PromotionRespondents opinion about opportunities for promotion are given in table 4.26

5

20

67.570

27.5

10

0

10

20

30

40

50

60

70

Highlysatisfied

Satisfied Notsatisfied

Male

Female


62/80

Table 4.26

Respondents Opinion about Opportunities for Promotion


Periodical 15 37. 5 3 30

Rare 25 62.5 7 70

No opportunity - - - -

Total 40 100 10 100


Majority of the male employees 62.5 per cent and 70 per cent female employees

opinion about opportunities for promotion of employees are rare, rest of the 37.5 per cent male

employees and 30 per cent of the female employees opinion about opportunities for promotion of

employees are periodical.

Reward for Higher Performance

Respondents opinion about reward for higher performance given in table 4.27

37.5

30

62.5

70

0 0

0

10

20

30

40

50

60

70

Periodical Rare No

opportunity

Male

Female


63/80

Table 4.27

Respondents Opinion about Reward for Higher Performance


Yes - - - -

No 40 100 10 100

Total 40 100 10 100


Hundred per cent of the male and female employees are not getting reward for higher

performance from the company.

Training for Improvement of Performance

Respondents opinion about training for improvement of performance are given

in table 4.28

0

100

0

100

0

10

20

30

40

50

60

70

80

90

100

male female

yes

no


64/80

Table 4.28

Respondents Opinion about Training for Improvement of Performance


Yes 40 100 10 100

No - - - -

Total 40 100 10 100


Hundred per cent of the male and female employees are getting training for the improvement of

performance.

Satisfaction Level of Training

Respondents satisfaction level of training given by the company are shown in table

4.29.

100

0

100

0

0

10

20

30

40

50

60

70

80

90

100

male female

yes

no


65/80

Table 4.29

Satisfaction Level -Training





Total 40 100 10 100


Majority of the employees i.e. 65 per cent of the male and 70 per cent of the female employees

are satisfied with the training provide by the company for the improvement of performance, only

25 per cent of the male and 10 per cent of the female employees are not satisfied with the

training given by the company.

Bonus

Respondents opinion about bonus are given in table 4.30

5

20

6570

25

10

0

10

20

30

40

50

60

70

Highly

satisfied

Satisfied Not

satisfied

Male

Female


66/80

Table 4.30

Respondents Opinion about Bonus


Yes 40 100 10 100

No - - - -

Total 40 100 10 100


Hundred per cent of the male and female employees are getting bonus from the company.

Amount of Bonus

Respondents satisfaction level of bonus are given in table 4.31

100

0

100

0

0

10

20

30

40

50

60

70

80

90

100

male female

yes

no


67/80

Table 4.31

Satisfaction LevelAmount of Bonus


Highly satisfied 3 7.5 1 10



Total 40 100 10 100


In case of male employees 7.5 per cent are highly satisfied, 55 per cent are satisfied, 37.5 per

cent of the male employees are not satisfied with the bonus given by the company. In case of

female employees 10 per cent are highly satisfied, 80 per cent are satisfied and 10 per cent are

not satisfied with the bonus given by the company.

Participation in Decision Making ProcessRespondents opinion about Participation in DecisionMaking Process are given

in table 4.32

7.5 10

55

80

37.5

10

0

10

20

30

40

50

60

70

80

Highly

satisfied

Satisfied Not

satisfied

Male

Female


68/80

Table 4.32

Respondents opinion about Participation in Decision Making Process


Yes 40 100 10 100

No - - - -

Total 40 100 10 100


Hundred per cent of the male and female employees are contributing their own ideas and

opinions for decision making process.

Influence of Family Problems in the Job

Respondents opinion aboutInfluence of Family Problems in the Job are shown in table 4.33

100

0

100

0

0

10

20

30

40

50

60

70

80

90

100

male female

yes

no


69/80

Table 4.33

Respondents Opinion about the Influence of Family Problems in the Job

Level of Influencing Male Percentage Female Percentage

Highly Influencing 4 10 3 30

Influencing 25 62.5 6 60

Not Influencing 11 27.5 1 10

Total 40 100 10 100


Family problems are highly influencing in the male employees at 10 per cent and influencing at

62.5 per cent, not influencing at 27.5 per cent. In case of female employees family problems are

highly influencing at 30 per cent, influencing at 60 per cent, not influencing family problems in

the job only 10 per cent.

Influence of Health Problems in the JobRespondents opinion about theInfluence of Health Problems in the Job are shown in table 4.34

10

30

62.560

27.5

10

0

10

20

30

40

50

60

70

Highly

influencing

Influencing Not

influencing

Male

Female


70/80

Table 4.34

Respondents opinion about the Influence of Health Problems in the Job

Level of Influencing Male Percentage Female Percentage

Highly Influencing 3 7.5 1 10

Influencing 17 42.5 4 40

Not Influencing 20 50 5 50

Total 40 100 10 100


Fifty per cent of the male and female employees health problems are not influencing the job. In

case of male employees health problems are highly influencing at 7.5 per cent, influencing at

42.5 per cent. In case of female employees health problems highly influencing at 10 per cent,

influencing at 40 per cent.

Family Life and Work Life

Respondents opinion about balance between family life and work life are shown in

table 4.35

7.510

42.540

50 50

0

5

10

15

20

25

30

35

40

45

50

Highlyinfluencing

Influencing Notinfluencing

Male

Female


71/80

Table 4.35

Respondents Opinion about the Balance Between

Family Life and Work Life

Opinion Male Percentage emale Percentage

Always 10 25 1 10

Often 30 75 9 90

Rare - - - -

Total 40 100 10 100


Twenty five per cent of the male employees, 10 per cent of the female employees are always

balance between family life and work life and rest of the 75 per cent of the male and 90 per cent

of the female employees are often balance between family life and work life.

The foregoing analyses revealed many facts about the different variables assessing jobsatisfaction of employees of Chaithanya Paints Pvt. Ltd. Altogether the views of the respondents

were conclusive.

25

10

75

90

0 00

10

20

30

40

50

60

70

80

90

Always Often Rare

Male

Female


72/80

CHAPTER5

FINDINGS AND RECOMMENDATIONS OF THE STUDY

Employees are the most valuable asset in any organization. Unlike

other assets, the effective utilization of this asset is possible only if they are kept satisfied. The

study captioned Job satisfaction of Employees: A Study with Reference to Employees in

Chaithanya Paints Pvt. Ltd, Kureekkad. was conducted to find the level of job satisfaction

among employees of Chaithanya Paints Pvt. Ltd, Kureekkad.

The main objectives of the study were;

1. To assess the nature and satisfaction level of employees of Chaithanya paints Pvt. Ltd.regarding monetary benefits and non monetary benefits from employment.

2. To assess the level of employees of Chaithanya Paints Pvt. Ltd. regarding work environmentand other facilities.

3. To make possible recommendation and offer useful suggestions to improve the level ofsatisfaction among the employees in Chaithanya Paints Pvt. Ltd.

Major findings of the study

I Profile Part

1. Out of 50 respondents, 40 respondents (80%) are males and 10 respondents are females (20%).2. Majority of the male respondents (60%) are between the age group of 20-40 years and 40% of

the female respondents are between the age group of 40 to 50 years.

3. Seventy five per cent of the male respondents and 100 per cent of the female respondents aremarried. Twenty five per cent of the male respondents are not married.


73/80

1. Education qualification of majority of the male and female respondents(55% to 60%) is SSLC.While 30 per cent of males have qualification below S.S.L.C., the respective share in the case

of female employees is 40 per cent.

2.

Most of the male and female respondents (50% to 60%) belongs to m

a study on job satisfaction of employees in chaithanya paints pvt

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