job satisfaction of workers in pattaiya spinners private limited
Post on 08-Nov-2014
20 Views
Preview:
DESCRIPTION
TRANSCRIPT
A STUDY ON JOB SATISFACTION OF WORKERS IN PATTAIYA
SPINNERS PRIVATE LIMITED
KANDAMPALAYAM-NAMAKKAL DISTRICT
By
xxxxxx
REG.NO. xxxxxx
Of
xxxxxxx,
xxxxxx
A PROJECT REPORT
Submitted to the
FACULTY OF MANAGEMENT SCIENCES
In partial fulfillment of the requirements
for the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION
JUNE 2005
BONAFIDE CERTIFICATE
Certified that this project report titled “A STUDY ON JOB
SATISFACTION OF WORKERS IN PATTAIYA SPINNERS PRIVATE
LIMITED, KANDAMPALAYAM-NAMAKKAL DISTRICT” is the bonafide work
of Mr. xxxxxx who carried out the research under my supervision. Certified
further, that to the best of my knowledge the work reported herein does not form
part of any other project report or dissertation on the basis of which a degree or
award was conferred on an earlier occasion on this or any other candidate.
Supervisor Head of the Department
Viva –voce held on________________
Internal Examiner External Examiner
ABSTRACT
The topic of the project is “A STUDY ON JOB SATISFACTION OF
WORKERS IN PATTAIYA SPINNERS PRIVATE LIMITED ”.
The cost of labour in textile mills is increasing disproportionately along
with absenteeism, which leads to increased financial burden for the
management. The government provides less taxation and more concession
based on the location of the industry. In order to overcome the problems the
company has located its unit in a rural area and for labour they utilize the people
in and around Kandampalayam village with and without experience and providing
proper training to labour through experienced supervisors. The organisation
realizes the need to asses the workers satisfaction of their welfare schemes.
The objectives of the study were to asses employee’s job satisfaction
level and their satisfaction level in various welfare facilities provided by the mill.
The research design under taken for the study was descriptive research
type and the sampling method used was census method. The total population of
125 workers was covered.
The primary source of data was collected from the employees through
survey method using a structured questionnaire. The data was collected through
interview schedule on a 5-point scale questionnaire. The secondary data was
collected referring to the personnel manual of the organisation.
Chi-square and simple percentage analysis were used to analyze the data
collected. The results show that most of the employees were satisfied with the
factors of job satisfaction. Very few workers of different departments have some
specific problems relating to their work, environment and colleagues. Suitable
suggestions were given by the researcher to improve these facilities in the
organisation.
RUf;fk;
“ghl;ilah ];gpd;dh;]; gpiuNtl; ypl; epWtdj;jpy; gzpGhpAk;
njhopyhsh;fspd; gzp jpUg;jp epiy Fwpj;j xU Ma;T” vd;gJ ,j;jpl;lj;jpd;
jiyg;ghFk;.
E}w;ghiyfspy; njhopyhsh;fspd; $yp> kw;Wk; gzpf;F tuhik
mjpfhpj;Js;sJ. ,jdhy; eph;thfj;jpw;F epjpr;Rik Vw;gLfpd;wd.
njhopw;rhiyapd; ,Ug;gplj;ijf; fzf;fpy; nfhz;L mur thp kw;Wk; ,ju rYiffis
mspf;fpd;wd. rpukq;fis jtph;g;gjw;fhf jdJ Miyia ,e;epWtdk; fe;jk;ghisak;
fpuhkj;jpy; mikj;Js;sJ. mf;fpuhkj;jpypUe;J gapw;rp ngw;w kw;Wk;
gapw;rpaw;w njhopyhsh;fis gad;gLj;JfpwJ. mDgtKs;s Nkw;ghh;itahsh;fis
nfhz;L ,e;epWtdk; gapw;rp mspf;fpwJ. jhq;fs; nray;gLj;Jk; njhopyhsh;
eyj;jpl;lq;fspd; jpUg;jp epiy Fwpj;J mwpa Ntz;bajpd; Njitia ,e;epWtdk;
czh;e;Js;sJ.
njhopyhsh;fspd; gzp jpUg;jp epiy msT Fwpj;Jk;> epWtdk;
nray;gLj;Jk; gy;NtW njhopyhsh; eyj;jpl;lq;fs; Fwpj;Jk;> jpUg;jpapd; msT
Fwpj;Jk; fz;lwptJ ,e;j Ma;tpd; Nehf;fk; MFk;.
tphpT epiy Ma;T Nfhl;ghL ,jpy; gad;gLj;jg;gl;lLs;sJ. kw;Wk; nkhj;j
khjphp Ma;T Kiw Nkw;nfhs;sg;gl;Ls;sJ. nkhj;jKs;s 125 njhopyhsh;fsplk;
Ma;T Nkw;nfhs;sg;gl;lJ.
tbtikf;fg;gl;l Nfs;tp jhs; %ykhf Nrfhpf;fg;gl;lJ. 5 mk;r msitf;
Nfs;tpfSf;F Neub Ngl;b %yk; jfty;fs; ngwg;gl;lJ. epWtdj;jpd; eph;thf
ifNal;bypUe;J ,uz;lhk; epiy jfty; ngwg;gl;lJ.
Nrfhpf;fg;gl;l jfty;fs; vspa rjtPj Ma;T kw;Wk; “ir - ];nfhah;” Nrhjid
%yk; Ma;T nra;ag;gl;lJ. gzp jpUg;jp fhuzpfspd; kPJ ngUk;ghyhd
njhopyhsh;fs; jpUg;jp mile;Js;sdh;. vd ,e;j Ma;T fhl;LfpwJ. ntt;NtW
JiwfspUe;J kpf rpy njhopyhsh;fSf;F kl;LNk njhopy;> gzpr;#oy; kw;Wk;
cld; gzpahw;WNthUld; rpy rpukq;fs; cs;sJ njhpate;Js;sJ. epWtdk; nfhLj;J
tUk; trjpfis Nkk;gLj;j jFe;j MNyhridfs; toq;fg;gl;Ls;sJ.
ACKNOWLEDGEMENT
I am greatly indebted to many personalities for their kind help,
encouragement and guidance for me to prepare and finish this project
successfully. I take this opportunity to thank all of them.
I hereby acknowledge with sincere gratitude to the Kongu Vellalar
Institute of Technology Trust and to the principal of Kongu Engineering College
xxxxxxxx and the management for providing me an opportunity to undergo
M.B.A Degree course and to undertake this project work.
I wish to express my deep sense of gratitude to our Director
xxxxxx, I wish to express my hearty thanks to xxxxxxx, faculty of management
studies for his valuable advice and guidance to carryout the project work
successfully.
I express my sincere thanks to xxxxxx, General Manager, Pattaiya
spinners private limited, kandampalayam-namakkal district, for his kind guidance
in the project.
I also extend my thanks to all the other faculty members for
extending their helping hands to complete this project effectively. Finally, I would
like to profoundly thank all the respondents who helped me in collecting the
necessary information for completing this project.
TABLE OF CONTENTS
CHAPTER NO. PARTICULARS PAGE NO
I INTRODUCTION 1
1.1 INDUSTRY PROFILE 1
1.2 ABOUT THE COMPANY 2
1.3 PROJECT PROFILE 4
II2.1NEED FOR THE STUDY
7
2.2OBJECTIVES OF THE STUDY 7
2.3LIMITATION OF THE STUDY 7
III RESEARCH METHODOLOGY 8
3.1 RESEARCH DESIGN 8
3.2 DATA COLLECTION METHODS 8
IV ANALYSIS AND INTERPRETATION 9
4.1 SIMPLE PERCENTAGE ANALYSIS 10
4.2 CHI-SQUARE ANALYSIS 36
4.3 WEIGHTED AVERAGE METHOD 42
CHAPTER NO. PARTICULARS PAGE NO.
V 5.1 FINDINGS 44
5.2 SUGGESTIONS 46
5.3CONCLUSION 46
APPENDIX I 47
BIBILIOGRAPHY 50
LIST OF TABLES
TABLE
NO.
TITLE PAGE
NO.
4.1.1 DEPARTMENTWISE CLASSIFICATION OF
RESPONDENTS
10
4.1.2 AGEWISE CLASSIFICATION OF RESPONDENTS 12
4.1.3 GENDERWISE CLASSIFICATION OF
RESPONDENTS
14
4.1.4 EXPERIENCE OF RESPONDENTS 16
4.1.5 RESPONDENTS CORDIAL RELATIONSHIP WITH
SUPERIOR/SUPERVISOR
18
4.1.6 BENEFIT SCHEMES FOR RESPONDENTS 20
4.1.7 SAFETY MEASURES FOR RESPONDENTS 22
4.1.8 FAMILY WELFARE MEASURES – TAKEN CARE 24
4.1.9 WORKING HOURS ARE SUITABLE FIXED 26
4.1.10 WORKING CONDIONS ARE SATISFACTORY 28
4.1.11 JOB SECURITY ENSURED 30
4.1.12 LEAVE PROVISIONS ARE ADEQUATE 32
4.1.13 TOILET FACILITIES ARE ADEQUATE 34
4.2.1 RELATIONSHIP BETWEEN MARITAL STATUS
AND FAMILY WELFARE MEASURES
36
4.2.2 RELATIONSHIP BETWEEN EXPERIENCE OF
THE RESPONDENTS AND THEIR RELATION
WITH SUPERIOR/SUPERVISOR
38
4.2.3 RELATIONSHIP BETWEEN THE GENDER OF
THE RESPONDENT AND THEIR WORKING
HOURS
40
4.3.1 OVERALL JOB SATISFACTION LEVEL 42
LIST OF FIGURES
FIGURE
NO.
TITLE PAGE
NO.
4.1.1 DEPARTMENTWISE CLASSIFICATION OF
RESPONDENTS
11
4.1.2 AGEWISE CLASSIFICATION OF RESPONDENTS 13
4.1.3 GENDERWISE CLASSIFICATION OF
RESPONDENTS
15
4.1.4 EXPERIENCE OF RESPONDENTS 17
4.1.5 RESPONDENTS CORDIAL RELATIONSHIP WITH
SUPERIOR/SUPERVISOR
19
4.1.6 BENEFIT SCHEMES (BONUS) FOR
RESPONDENTS
21
4.1.7 SAFETY MEASURES FOR RESPONDENTS 23
4.1.8 FAMILY WELFARE MEASURES – TAKEN CARE 25
4.1.9 WORKING HOURS ARE SUITABLE FIXED 27
4.1.10 WORKING CONDIONS ARE SATISFACTORY 29
4.1.11 JOB SECURITY ENSURED 31
4.1.12 LEAVE PROVISIONS ARE ADEQUATE 33
4.1.13 TOILET FACILITIES ARE ADEQUATE 35
CHAPTER I
INTRODUCTION
1.1 INDUSTRY PROFILE
In India, the textile industry occupies a unique position in the economy
contributing nearly one third of the country’s export earnings. The textile industry
is a self-reliant industry starting from 6M’s namely Men, Money, Method,
Machine, Material and Market. The textile industry has a vast potential for
creation of employment provides opportunities in agricultural, industrial,
organized, and decentralized sectors both in rural and urban areas. The textile
industry occupies a vital role in Indian economy. It is the single largest industry in
India accounting for nearly 22% of the total industrial production.
In a developing country like India the key progress is done to increase
productivity. The textile industries cannot progress unless the man and work has
a good relationship. The major part of human life is spent in doing work. Work is
a social reality and social expectation to which men seems to conform. It not only
provides status to individual but also binds him to the society. On the surface, it
may seem with the growing complexities of the industrial society; in simple words
work means earning for living.
Materials can be purchased at most comparative rates; machines may be
worked at their maximum speed but the output maximized is only when the
employees work willingly. If we go further and motivate the employees the output
can be raised still higher with the same type of materials and machines.
Peter F.Drucker observes, ” The source capable of enlargement can only
be human resource. Other resources can be utilized or worse utilized, but they
can never have output greater than the sum of outputs. Man alone of all the
resources available can grow and develop “. Thus the importance of human
factor in any enterprise cannot be underrated.
1.2 ABOUT THE COMPANY
NAME OF THE COMPANY : PATTAIYA SPINNERS PRIVATE LIMITED
ADDRESS : SF.NO.58, Devanampalayam Village,
Kandampalayam, Paramathi – Velur TK,
NAMAKKAL _637 203 (TN).
PHONE : (04288) 221238.
E-MAIL : submill@sancharnet.in
MANAGING DIRECTOR : Mr. P.RAMASAMY.
GENERAL MANAGER : Mr. N.NELLAIYAPPAN, D.T.T.
COMMENCEMENT OF BUSINESS : 06.12.1995.
MAIN FEATURES OF THE ORGANISATION
1. Located in rural area.
2. Have advanced carding Machines and
3. Mordernised Drawing and blowing Machines.
MARKET AREA
1. Utilizing part of the product for further processing (Weaving, Colouring)
2. Marketing in and around Tiruchengode, Namakkal District.
PROFILE OF THE COMPANY
The company commenced its production in 1995 with 4800 spindles. The
hard work brings them in raising the no: of spindles to 11800 in 10 years period
of time. The production capacity of the company is 80 to 95 metric tones. The
yarn is utilized for further processing and also for sale in and around
Tiruchengode.
The raw materials like pure cotton, waste cotton from 100’s and 80’s,
viscose are used in production. The varieties are mixed manually in a ratio for
quality yarn. The contaminations are removed by hand picking which is better
than machine picking. The voluminous cotton is converted in to lap form in Blow
room. The removal of foreign particles is done in further processing known as
carding. Short fibers are removed in sliver. Here it is processed in comber
frames. It is spun in uniform thickness. In winding it is wound on cones. The
product is packed in bags.
The company is utilizing part of the product for further processing
(Weaving and Colouring) and also selling the product in and around
Tiruchengode, Namakkal District.
The accounts department records the financial transaction. The
transactions are first recorded in the journal as and when they take place.
Subsequently these transactions are recorded in the bankbook, creditors ledger,
etc.
The minimum age limits for recruitment is above 18 years. Depending on
different designation the age limit varies. The manager of the company directly
selects the person by face-to-face interview. The company provides training for
fresher by highly skilled supervisor. During the training period the person is
watched and after the period the person is made permanent.
1.3 PROJECT PROFILE
INTRODUCTION - JOB SATISFACTION
Job satisfaction refers to an employee’s general attitude towards his job.
Locke defines Job satisfaction as a “Pleasurable or positive emotional state
resulting from the appraisal of one’s job or job experiences”.
According to P.C. Smith,” Job satisfaction is the persistence of feeling
towards discriminable aspect of the job “.
According to Keith Davis,” Job satisfaction is the favorableness or
unfavorableness with which employees view their work if results when there is a
fit between job characteristics and the wants of employees “.
According to Vroom,” Job satisfaction as the positive orientation of an
individual towards the work role which he is presently occupying”.
According to Stephen P. Robbins,” Job satisfaction is an individual’s
general attitude towards his or her job”.
MOTIVATION, ATTITUDE AND JOB SATISFACTION
Motivation means willingness to work or produce. A person may be
talented and equipped with all kinds of abilities and skills but may have no will to
work. Satisfaction on the other hand, implies the positive emotional state, which
may be totally unrelated to productivity. Similarly in the literature, the terms job
attitude and Job satisfaction are inter changeable. Attitudes and pre-dispositions
that make the individual behave in a characteristic way across situations. They
are precursors to behavior and determine its intensity and directions. Job
satisfaction on the other hand, is an end-state of feelings that may influence
subsequent behavior. In this respect job attitude and Job satisfaction would result
from motivation and their morale level.
EVALUVATING JOB SATISFACTION
Before management can develop policies and practices to increase
employee’s satisfaction or maintain existing levels if they are found to be
acceptable, information must be obtained from the organization’s work force.
Management can informally acquire some insights into satisfaction level based
on impressions obtained from employees. Unfortunately, sometimes information
gathered in this way may be misleading. Employees are often reluctant to tell
supervisors negative things about their jobs. Moreover, such information will
almost certainly be obtained from a non-representative sample of all employees.
An accurate assessment of employee’s satisfaction ordinarily requires a
more formal procedure. Satisfaction surveys are often conducted to get
systematic information from employees. Satisfaction survey can provide
information regarding how employees feel about their jobs and the organization.
However surveys are not completely neutral information-gathering devices.
Employees expectation may be raised simply because employees are asked to
participate in the survey process. Failure to follow up on the survey with
appropriate managerial action may result in decreased employee satisfaction
than what existed before.
Job satisfaction survey helps to find out the level of employee satisfaction
and to take collective actions if needed to improve employee satisfaction and
performance.
RELATIVE FACTORS INVOLVED IN JOB SATISFACTION
1. Nature of work
2. Working Environment
3. Working hours
4. Job security
5. Responsibility given for the job
6. Relationship with colleagues
7. Relationship with supervisors
8. Safety measures
9. Grievance handling
10.Wage rate system
11. Incentives
12.Canteen facilities
13.Bonus schemes
14.Family welfare measures
15.Medical / First Aid facilities
16.Recognition
17.Rewards
CHAPTER II
2.1 NEED FOR THE STUDY
The resource capable of enlargement mainly is human resource. Other
resources can be utilized or less utilized, but they can never have output greater
than the sum of outputs. Human resources available can grow and develop.
Human resource can be utilized at its maximum only when they are satisfied with
their job.
When an employee joins the company, various factors in and around the
company affects the mind setting of the employee either in positive or negative
way. Due to change in mind setting the employee may either change
himself/herself to be active or inactive.
It is very much essential to study the impact/contribution of various factors
of job satisfaction to the employees of the organisation to retain its human
resource and also to increase their productivity.
2.2 OBJECTIVES
The objectives of the study are
1. To study the existing welfare facilities provided by “PATTAIYA
SPINNERS PRIVATE LIMITED”.
2. To analyze the employees job satisfaction level in “PATTAIYA
SPINNERS PRIVATE LIMITED”.
2.3 LIMITATIONS
1. The study is applicable to “PATTAIYA SPINNERS PRIVATE LIMITED”
only. There fore it cannot be generated for other existing industries of the
owner.
2. There may be personal bias of the respondents, which may affect the
result of the study.
CHAPTER III
RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN
DESCRIPTIVE RESEARCH
Descriptive research method has been followed to conduct the research
study. Descriptive study is concerned with describing the particular characteristic
of individual or a group. Our study describes the satisfactory level of employees
of PATTAIYA SPINNERS (P) LTD., NAMAKKAL.
SAMPLING DESIGN/TECHNIQUES
The study consisted of only 125 employees. The entire population has
been covered for the study. The sampling design we used here is census
method, which means a complete enumeration of all items in the population.
Since all the workers have been surveyed, it will help in knowing the real job
satisfaction level.
3.2 DATA COLLECTION METHOD
The primary source of data was collected from the employees through
survey method, considering the size of the company and time factor. The data
was collected through interview schedule on a 5-point scale questionnaire. The
secondary data was collected referring to the personnel manual of the
organisation.
CHAPTER IV
ANALYSIS AND INTERPRETATION
ANALYSIS
Analysis is the process of placing the data in the ordered form, combining
them with the existing information and extracting the meaning from them. Only
analysis brings out the information from the data.
INTERPRETATION
Interpretation is the process of relating various factors with other
information. It brings out the relation between the findings to the research
objectives and hypothesis framed for the study in the beginning.
STATISTICAL TOOLS
To analyze the data the following tools were applied:
Simple Percentage Analysis
Chi Square Test
Likerts Scale of rating
4.1 SIMPLE PERCENTAGE ANALYSIS
DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS
TABLE - 4.1.1
INFERENCE:
From the table it is found that spinning department is the biggest (main
department) with a work force of 53.6% of workers and drawing department the
second biggest department with 12% of workers.
DEPARTMENT NO:OF WORKERS PERCENTAGE
GENERAL 19 15.2
MIXING 9 7.2
BLOWING 6 4.8
CARDING 9 7.2
DRAWING 15 12
SPINNING 67 53.6
TOTAL 125 100
DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS
FIGURE - 4.1.1
AGEWISE CLASSIFICATION OF RESPONDENTS
TABLE – 4.1.2
S.NO: AGE NO:OF WORKERS PERCENTAGE
1. 18 - 25 49 39.2
2. 26 - 33 46 36.8
3. 34 - 41 18 14.4
4. 42 - 49 7 5.6
5. 50 & OVER 5 4
TOTAL 125 100
INFERENCE:
The above table indicates that a maximum number of workers are in the
age group between 18 years and 33 years.
AGEWISE CLASSIFICATION OF RESPONDENTS
FIGURE – 4.1.2
GENDERWISE CLASSIFICATION OF RESPONDENTS
TABLE – 4.1.3
S.NO: GENDER NO:OF WORKERS PERCENTAGE
1. FEMALE 65 52
2. MALE 60 48
TOTAL 125 100
INFERENCE:
From the above table, the total no: of Female workers are slightly higher
than the total no: of Male workers.
GENDERWISE CLASSIFICATION OF RESPONDENTS
FIGURE – 4.1.3
EXPERIENCE OF RESPONDENTS
TABLE - 4.1.4
S.NO: EXPERIENCE NO:OF WORKERS PERCENTAGE
1 LESS THAN 4 YEARS 44 35.2
2 4 - 6 YEARS 67 53.6
3 7 - 9 YEARS 14 11.2
TOTAL 125 100
INFERENCE:
From the table it is found that 67 workers (53.6%) have experience in
category 4 – 6 years and about 14 workers (11.2%) have experience in category
7 – 9 years.
EXPERIENCE OF RESPONDENTS
FIGURE - 4.1.4
RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR / SUPERVISOR
TABLE – 4.1.5
S.NO: RELATION NO:OF WORKERSPERCENTAGE
1 Strongly agree 26 20.8
2 Agree 79 63.2
3 Neutral 15 12
4 Disagree 5 4
5 Strongly disagree 0 0
Total 125 100
INFERENCE:
From the table it is inferred that most of the worker (83.8%) have cordial
relationship with the supervisors / superiors in the organization.
RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR / SUPERVISOR
FIGURE - 4.1.5
BENEFIT SCHEMES (BONUS) FOR RESPONDENTS
TABLE - 4.1.6
S.NO: RELATION NO:OF WORKERS PERCENTAGE
1 Strongly agree 23 18.4
2 Agree 81 64.8
3 Neutral 6 4.8
4 Disagree 9 7.2
5 Strongly disagree 6 4.8
Total 125 100
INFERENCE:
From the table it is found that most of the workers (83.2%) have agreed that the concern is providing high rate of bonus.
BENEFIT SCHEMES (BONUS) FOR RESPONDENTS
FIGURE - 4.1.6
SAFETY MEASURES FOR RESPONDENTS
TABLE - 4.1.7
S.NO: RELATION NO:OF WORKERS PERCENTAGE
1 Strongly agree 24 19.2
2 Agree 89 71.2
3 Neutral 9 7.2
4 Disagree 3 2.4
Total 125 100
INFERENCE:
From the table it is found that most of the workers (90.4%) agreed with the safety provisions provided by the concern while working.
SAFETY MEASURES FOR RESPONDENTS
FIGURE - 4.1.7
FAMILY WELFARE MEASURES – TAKEN CARE
TABLE – 4.1.8
S.NO: RELATION NO:OF WORKERS PERCENTAGE
1 Strongly agree 11 8.8
2 Agree 94 75.2
3 Neutral 8 6.4
4 Disagree 7 5.6
5 Strongly disagree 5 4
Total 125 100
INFERENCE:
From the table it is found that most (84%) of the workers feels that the concern is taking enough care on their family welfare facilities.
FAMILY WELFARE MEASURES – TAKEN CARE
FIGURE - 4.1.8
WORKING HOURS ARE SUITABLE FIXED
TABLE - 4.1.9
S.NO: RELATION NO:OF WORKERS PERCENTAGE
1 Strongly agree 24 19.2
2 Agree 89 71.2
3 Neutral 8 6.4
4 Disagree 4 3.2
5 Strongly disagree 0 0
Total 125 100
INFERENCE:
From the table it is inferred that the working hours are suitably fixed for most of the workers (90.4%).
WORKING HOURS ARE SUITABLE FIXED
FIGURE – 4.1.9
WORKING CONDITIONS ARE SATISFACTORY
TABLE – 4.1.10
S.NO: RELATION NO:OF WORKERS PERCENTAGE
1 Strongly agree 6 4.8
2 Agree 90 72
3 Neutral 6 4.8
4 Disagree 18 14.4
5 Strongly disagree 5 4
Total 125 100
INFERENCE:
From the table it is found that most of the workers (76.8%) feels that the
environment is suitably fixed for working.
WORKING CONDITIONS ARE SATISFACTORY
FIGURE - 4.1.10
JOB SECURITY ENSURED
TABLE - 4.1.11
S.NO: RELATION NO:OF WORKERS PERCENTAGE
1 Strongly agree 5 4
2 Agree 100 80
3 Neutral 8 6.4
4 Disagree 6 4.8
5 Strongly disagree 6 4.8
Total 125 100
INFERENCE:
From the table it is found that as long as the workers are doing their job effectively and efficiently they are secured with their jobs.
JOB SECURITY ENSURED
FIGURE - 4.1.11
LEAVE PROVISIONS ARE ADEQUATE
TABLE - 4.1.12
S.NO: RELATION NO:OF WORKERS PERCENTAGE
1 Strongly agree 3 2.4
2 Agree 36 28.8
3 Neutral 12 9.6
4 Disagree 70 56
5 Strongly disagree 4 3.2
Total 125 100
INFERENCE:
The above table brings a common problem of most of the workers that the leave provided to them is not sufficient.
LEAVE PROVISIONS ARE ADEQUATE
FIGURE - 4.1.12
TOILET FACILITIES ARE ADEQUATE
TABLE - 4.1.13
S.NO: RELATION NO:OF WORKERS PERCENTAGE
1 Strongly agree 3 2.4
2 Agree 44 35.2
3 Neutral 28 22.4
4 Disagree 32 25.6
5 Strongly disagree 18 14.4
Total 125 100
INFERENCE:
From the table it is inferred that there is not enough lavatories provided and it is located at a distant place for many departments.
TOILET FACILITIES ARE ADEQUATE
FIGURE - 4.1.13
4.2 CHI-SQUARE ANALYSIS
RELATIONSHIP BETWEEN MARITAL STATUS AND FAMILY WELFARE
MEASURES
TABLE – 4.2.1
LEVEL OF SATISFACTION
Marital status
Highly satisfied
Satisfied Dissatisfied Total
Married 6 58 5 69
Single 5 36 15 56
Total11 94 20 125
NULL HYPOTHESIS (Ho) – There is no significant relationship between marital
status and family welfare measures.
ALTERNATE HYPOTHESIS (H1) – There is close relationship between marital status
and family welfare measures.
Fo Fe (Fo-Fe) (Fo-Fe)^2 (Fo-Fe)^2/Fe
6 6.072 -0.0720 0.0052 0.0009
58 51.888 6.1120 37.3565 0.7199
5 11.04 -6.0400 36.4816 3.3045
5 4.928 0.0720 0.0052 0.0011
36 42.112 -6.1120 37.3565 0.8871
15 8.96 6.0400 36.4816 4.0716
125 125 8.9850
CHISQUARE RESULT:
Calculated chi-square value = 8.985
Degree of freedom = 2
Table value = 5.9915
Level of significant = Sig. At 5% level
CONCLUSION
From the above analysis we conclude that there is close relationship
between marital status and family welfare measures. The company provides
educational fund to the children of the workers. It brings a motivation attitude to a
married worker towards the job than an unmarried worker.
RELATIONSHIP BETWEEN EXPERIENCE OF THE RESPONDENTS AND
THEIR RELATION WITH SUPERIOR /SUPERVISOR
TABLE – 4.2.2
LEVEL OF SATISFACTION
ExperienceHighly
satisfiedSatisfied Dissatisfied Total
Less than 4 years 15 23 6 44
4 years to 9 years 11 56 14 81
Total 26 79 20 125
NULL HYPOTHESIS (Ho) – There is no significant relationship between the
experience of the respondents and their relation with superior/supervisor.
ALTERNATE HYPOTHESIS (H1) – There is close relationship between the
experience of the respondents and their relation with superior/supervisor.
Fo Fe (Fo-Fe) (Fo-Fe)^2 (Fo-Fe)^2/Fe
15 9.152 5.8480 34.1991 3.7368
23 27.808 -4.8080 23.1169 0.8313
6 7.04 -1.0400 1.0816 0.1536
11 16.848 -5.8480 34.1991 2.0299
56 51.192 4.8080 23.1169 0.4516
14 12.96 1.0400 1.0816 0.0835125 125 7.2866
CHISQUARE RESULT:
Calculated chi-square value = 7.2866
Degree of freedom = 2
Table value = 5.9915
Level of significant = Sig. At 5% level
CONCLUSION
From the above analysis we conclude that there is close relationship
between the experience of the respondents and their relation with
superior/supervisor. The experience of the respondent brings an understanding
with the superior/supervisor.
RELATIONSHIP BETWEEN THE GENDER OF RESPONDENT AND THEIR
WORKING HOURS
TABLE – 4.2.3
LEVEL OF SATISFACTION
GENDERHighly
satisfiedSatisfied Dissatisfied Total
Female 18 42 5 65
Male 6 47 7 60
Total24 89 12 125
NULL HYPOTHESIS (Ho) – There is no significant relationship between the
gender of the respondent and their working hours.
ALTERNATE HYPOTHESIS (H1) – There is close relationship between the gender of
the respondent and their working hours.
Fo Fe (Fo-Fe) (Fo-Fe)^2 (Fo-Fe)^2/Fe
18 12.48 5.5200 30.4704 2.4415
42 46.28 -4.2800 18.3184 0.3958
5 6.24 -1.2400 1.5376 0.2464
6 11.52 -5.5200 30.4704 2.6450
47 42.72 4.2800 18.3184 0.4288
7 5.76 1.2400 1.5376 0.2669
125 125 6.4245
CHISQUARE RESULT:
Calculated chi-square value = 6.4245
Degree of freedom = 2
Table value = 5.9915
Level of significant = Sig. At 5% level
CONCLUSION
From the above analysis we conclude that there is close relationship
between the gender of the respondent and their working hours. The female
workers have only day shift. Most male workers work in night shift. Female
workers were highly satisfied with their working hours. Male workers were not
highly satisfied with working hours during night shift.
4.3 WEIGHTED AVERAGE METHOD
OVERALL JOB SATISFACTION LEVELTABLE – 4.3.1
S.NO: NO:OF 5'S NO:OF 4'S NO:OF 3'S NO:OF 2'S NO:OF 1'STOTAL
AVERAGE
1 12 84 10 12 7 3.6562 6 90 6 18 5 3.5923 18 76 20 6 5 3.7684 6 50 31 21 17 3.0565 24 89 8 4 6 4.1126 6 90 8 9 12 3.5527 3 36 12 70 4 2.7128 26 83 5 5 6 3.9449 20 92 8 5 0 4.01610 3 44 28 32 18 2.85611 32 66 6 13 8 3.80812 29 70 12 8 6 3.86413 21 70 20 8 6 3.73614 24 89 5 2 0 3.9615 5 100 8 6 6 3.736
T.Q.16 & & & & & &17 19 90 6 6 4 3.91218 26 83 10 6 0 4.03219 4 48 30 36 7 3.04820 36 66 6 10 7 3.91221 30 71 9 11 4 3.89622 40 68 6 5 6 4.048
T.Q.23 & & & & & &24 6 39 34 28 18 2.89625 23 81 6 9 6 3.84826 10 20 80 10 5 3.1627 6 99 16 3 1 3.848
TOTAL 90.968AVERAGE 3.63872
AVERAGE JOB SATISFACTION INDEX = 90.968 / 25.
OVERALL JOB SATISFACTION LEVEL = 3.638 (IN 5 TO 1 SCALE).
INFERENCE
The overall job satisfaction level in Likert Scale Method by WEIGHTED
AVERAGE METHOD is 3.638 (in 5 to 1 scale). When converting to percentage, it
indicates that workers were satisfied at 72.76% with their job.
CHAPTER V
5.1 FINDINGS
1. 72% of the respondents were satisfied and 5% of the respondents were
highly satisfied about the working conditions.
2. 71% of the respondents were satisfied and 19% of the respondents were
highly satisfied about the working hours.
3. 84% of the respondents feel that the job is secured as long as they do
good work.
4. 66% of the respondents were satisfied and 21% of the respondents were
highly satisfied with the supervisor/superior cooperative.
5. With respect to bonus schemes 65% of the respondents were satisfied
and 18% of the respondents were highly satisfied.
6. 57% of the respondents were satisfied and 24% of the respondents were
highly satisfied by the grievance handling of the company.
7. With respect to family welfare measures 48% of the respondents were
satisfied and 10% of the respondents were highly satisfied.
8. Almost 64% of the respondents feel neutral about the training during their
work.
9. 54% of the respondents were satisfied and 32% of the respondents were
highly satisfied with the periodical review of the workers in the company.
10.Almost 36.8% of the respondents feel negative about the savings from
their earnings.
11.With respect to opportunities to present the problems to the management
53% of the respondents were satisfied and 29% of the respondents were
highly satisfied.
12.Almost 52.8% of the respondents were negative about the rest pauses
provided by the company.
13.72% of the respondents were satisfied and 15% of the respondents were
highly satisfied with the cooperation of coworkers in the company.
14.With respect to safety provisions 68% of the respondents were satisfied
and 5% of the respondents were highly satisfied.
15.Nearly 56% respondents were satisfied and 23% of the respondents were
highly satisfied about drinking water facilities available in the company.
16.On first aid facilities 53% of the respondents were satisfied and 26% of the
respondents were highly satisfied.
17.74% of the respondents were satisfied and 16% of the respondents were
highly satisfied about the washing facilities available in the company.
18.66% of the respondents were satisfied and 21% of the respondents were
highly satisfied with the lighting and ventilation facilities in the company.
19.56% of the respondents were not satisfied with the leave facilities provided
by the company.
20.40% of the respondents were not satisfied with the bathroom and toilet
facilities provided by the company.
21.72% of the respondents were satisfied and 5% of the respondents were
highly satisfied with the shift term facilities in the company.
5.2 SUGGESTIONS
1. Due to continuous work many feel mentally tired in short time. There fore
the company may provide short breaks.
2. It would be better to provide additional lavatory for the cone-winding
department.
3. It would be better to provide artificial roof forced fan to maintain fresh air
and to reduce cotton dust.
4. Organisation may take efforts to provide additional medical facilities for the
workers.
5.3 CONCLUSION
From this research it is concluded that most of the employees of
“PATTAIYA SPINNERS (P) LTD., NAMAKKAL” are satisfied with their job and
the welfare facilities provided by the organisation. Out of 17 welfare items
provided by the company improvements are required only in 3 items.
APPENDIX
A STUDY ON JOB SATISFACTION OF WORKERS IN
PATTAIYAH SPINNERS PRIVATE LIMITED
KANDAMPALAYAM-NAMAKKAL.
PERSONAL DATA
1. Name (optional) :
2. Department :
3. Age : (a) 18-25 (b) 26-33 (c) 34-41 (d) 42-49 (e) 50 and over 4. Sex : (a) Male (b) Female
5. Educational qualification :
6. Marital status : (a) Single (b) Married
7. Experience : (a) < 3Yrs (b) 4 – 6 Yrs (c) 7 – 9 Yrs
PLEASE INDICATE YOUR LEVEL OF SATISFACTION FOR THE FOLLOWING ASPECTS
01. I like the nature of my work.
02. Working conditions are satisfactory here.
03. There is a high team spirit in the work group.
04. As per work requirement my pay is fair.
05. Working hours are suitably fixed.
06. Shift work is properly organized & I like to work in shifts.
07. Enough leave facilities are given.
08. Lighting and Ventilation facilities are adequate.
09. Washing facilities are adequate.
10. Bath rooms, toilets are properly maintained.
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree
11. Medical / First Aid in needy times provided.
12. Drinking water arrangement is good.
13. Canteen and its services are good.
14. Adequate safety provisions are ensured.
15. My job is reasonably secure as long as I do good work.
16. I get promotions on my experience.
17. Co workers are cooperative in work.
18. My supervisors / superiors treat me well & properly.
19. Given rest pauses are sufficient.
20. I have opportunities to present my problems to the management.
21. Grievance handing is good.
22. Periodical review of workers in work.
23. I will not quit this job if I get a similar job elsewhere.
24. I agree that I can make some sort of savings.
Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree
25. I am satisfied with respect to Bonus schemes.
26. I get enough training by working in this concern.
27. The concern is taking care of my family welfare measures.
BIBLIOGRAPHY
1. Stephen. P. Robbins – Organizational Behaviour, ninth edition by
prentice hall.
2. Edwin. B. Flippo – Principles of Personnel Management, Mc Graw Hill
Kogusha Company Limited, Tokyo, sixth edition – 1998.
3. C.R.Kothari – Research Methodology Methods and Techniques,
Wishwa Prakashan, second edition – 1990.
4. C. B. Mamoria – Personnal Management, Himalaya Publishing House,
Bombay_4 – 1992.
5. Tripathi - Personnal Management and Industrial Relations, Sultan
Chand and Sons, New Delhi, Twelfth Edition – 1996.
Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
Strongly Agree Agree Neutral Disagree Strongly Disagree
top related