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CHAPTER-I
INTRODUCTION
1.1 General Introduction
One of the important duties of the modern manager is to get things done through people. He has to bring employees into contact with the organization in such a way that the objectives of both groups are achieved. He must be interested in the people, the work, and the achievement of assigned objectives. To be effective, he must balance his concerns for people and work. In other words, he must know how to utilize human as well as non-human resources while translating goals into action. It is in managing human assets that the manager’s capabilities are tested fully, because:
1. Human resources are heterogeneous. They consist of many different individuals, each of whom has a unique personality, a combination of different emotional responses to different stimuli, and different values, attitudes, motives and modes of thought.
2. Human beings behave in widely differing and complicated ways. Their reactions to promises, praise, or criticism, for example, can especially in an organization where they work in groups. Their behavior is neither consistent nor readily predictable.
3. Modern employees are better educated, posses greater skills, have more sophisticated technology available for their use, and enjoy higher standards of living than previous generations.
4. A human being himself determines what he contributes. If he is motivated, he will work for an organization more efficiently and more effectively. So, it must recognize by the manager that individuals, not organizations create excellence. Recognizing the importance of the human element in the production process, P.F. Drucker had remarked that ‘man, of all the resources available to man, can grow and develop’. The problem of establishing the right climate to maximize employee motivation and commitment is still with us.
The most significant resource of any organization is of ten said to be its people. Such claims appear in organisation’s annual reports and mission statements. Of course, an organization is nothing but a collection of people whose activities have been planned and coordinated to meet organizational objectives. An organization exists to produce goods and service has a good chance to survive and prosper if it consists of the Tight People. This is true for all organizations. In a similar fashion, people must work to support themselves. The Vast majority of people must work to support themselves and their families. But people work for many reasons other than economic security. For example, many of the people also work to keep busy and feel useful, to create and achieve something. They want to gain recognition and achieve status or to test and stretch their capabilities. To meet these multifarious needs people and organization join forces. Unfortunately this trade union seldom approaches perfection. Organisations encounter several obstacles in meeting their goals and in similar vein all employees report some problems in their attempts to the productive and efficient in their jobs and to feel satisfied in their work lives. The challenge of human resource management is to minimize these obstacles and problems.
Meaning
Job satisfaction is a positive attitudes toward one’s job. Job satisfaction means good or positive attitude or feeling toward one’s job. It is important to mention that an individual may hold different attitudes toward various aspects of the Job.
Definitions of Job Satisfaction:
According to Feldman and Arnold, “Job satisfaction will be defined as the amount of overall positive affect (or feelings) that individuals has towards their jobs”.
Locke defined job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”.
In the opinion of Davis and Newstrom, “Job satisfaction is a set of favorable or unfavorable feelings with which employees view their work.
Dimensions of Job Satisfaction
There are three important dimensions to job satisfaction. These are:
First, Job satisfaction being an emotional response to a job, cannot be seen. As such, it can only be inferred.
Second, job satisfaction is often determined by how satisfactorily outcomes meet or exceed one’s expectations.
Third, Job satisfaction represents an employee’s attitudes towards five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision and co-workers.
Determinants of Job Satisfaction
Now, we turn to the question: What determines job satisfaction. The evidences from research studies indicates that the more important elements that contribute to job satisfaction are the nature of work, equitable reward system, promotion, quality supervision, supportive colleagues and conducive working conditions. A brief description of these follows:
• Nature of Work:
Most employees crave intellectual challenges in their jobs. Therefore, they prefer to jobs that offer then challenges and an opportunity to use their skills and abilities. However, while too much challenge in job creates frustration and feelings of failure, too little challenge causes boredom. In fact, it is the conditions of moderate challenge in which employees experience pleasure and satisfaction.
• Pay and Promotion:
Employees want their pay systems and promotion policies as unambiguous and in line with their expectations. Accordingly, if they see pay as fair, based on job demands and employees skill and as per community pay standards, it results in job satisfaction.
• Quality Supervision:
Quality or supportive supervision establishes cordial and supportive personal relationship with subordinates and takes interest in subordinates well being. These characteristics of supervision create satisfaction for employees on their jobs.
• Supportive Colleagues:
Experience shows that employees get more out of work than only money or tangible achievements. It happens so primarily by having opportunities for interaction with colleagues. Thus work team fills the need for social interaction. Thus having supportive colleagues also leads to employees job satisfaction.
Working Environment
Working environment is one of the most important factors in the organization. The organization should maintain a highly satisfied working environment, which consists of infrastructure and physical setting under which a job must be done. The organization should maintain a good working environment in the organization to improve the productivity, and harmonial industrial relations among people, and reduce the absenteeism of the workers. If all the needed facilities are provided by the organization it automatically increases the standard life of the workers.
1. Working conditions:
Working condition includes
• Temperature
• Ventilation
• Lighting
• Dust, smoke, fumes, and gases
• Noise
• Humidity
• Hazard and safety complex devices
2. Factory sanitation and cleanliness:
• Provision of urinals in factories
• Provision of spittoons
• Provision for the disposal of waste and rubbish
• Provision for water disposal (Drainage)
• Provision of proper bathing and washing facilities
• Cleanliness, white-washing and repair of buildings and workshops
• Care and maintenance of open spaces, gardens, roads etc.
3. Welfare facilities
• Provision and care of drinking water
• Canteen services
• Lunch
• Rest room
• Creches
• Cloak rooms.
1.2 Industry Profile
India is the third largest producer, fourth largest consumer of natural rubber and fifth largest consumer of natural rubber and fifth largest consumer of natural rubber and synethetic rubber together in the world. With around 6000 unit comprising 30 large scale, 300 medium scale and around 5600 SSI/tiny sector nits, manufacturing 35000 rubber products, employing 400 hundred thousand people, including around 22000 technically qualified support personnel, with a turnover of Rs.200 billions and contributing Rs.40 billions to the National Exchequer through taxes, duties and other levies, the Indian Rubber industry plays a core sector role in the Indian national economy.
The wide range of rubber products manufactured buy the Indian rubber industry comprises all type of heavy duty earth moving tyres. Auto tyres, tubes, automobile parts, footwear, belting, hoses, cycle tyres and tubes, cables and wires, camelback , battery boxes, latex products, pharmaceutical goods, besides molded and extruded goods for mass consumption. The products manufactured also cover hi-tech industrial items. The important areas which the industry caters to include all the three wings of defense, civil, aviation, aeronautics, railways, agriculture, transport as also textile engineering industries, pharmaceuticals, mines, steel plants, ports, family planning programmes, hospitals, sports, practically to every conceivable field.
The rubber industry in India is basically divided in two sectors- tyre and non-tyre sector produces all types of auto tyres, conventional as well as radial tyres and exports to advance countries like USA.
The non-tyre sector comprises the medium scale, small scale and tiny units. It produces high technology and sophisticated industrial products. The small scale sector accounts for over 50% of production of rubber goods in the non-tyre category. Going by share of rubber consumption, automotive tyre sector is the single largest sector accounting for about 50% consumption of all kinds of rubbers, followed by bicycle tyres and tubes 15% footwear 12%, belts and hoses 6%. Camelback and latex products 7%. All other remaining rubber products put together account for 10%.
The plantation sector with an estimated production of over 631 hundred thousand tons of natural rubber and a projected production of more that one million tons in near future, contributes to the rapid growth of the Indian rubber industry.
Kerala, with a total area of 3.84 lakh hectares under rubber cultivation and an annual production of 3.70 lakh tones, produces over 90% of India’s natural rubber. Of the total area, 92 percent is represented by small holding \s with an average area of around 0.5 hectares. There are about 10 lakh growers and 3.5 lakh workers engaged in the rubber sector of which more than 90 percent belong to Kerala. A sound nerwork of intermediate rubber units engaged in rubber compounding, crumb rubber manufacture etc., exist in the state.
1.3 Company Profile
Kurian Abraham Private Limited is situated in the southern states of Kerala and Tamil Nadu in India. Kurian Abraham Private Limited is part of the Ooppoottil Group of Companies. The Ooppoottil Group Ventured in to the field of rubber plantations in 1945 with the setting up of the Velimalai Ruber Co.Ltd. Today the Ooppoottil Group is a well known and trusted name in the Rubber Industry in India.
The Late Mr. Kurian Abraham started Kurian Abraham Pvt. Ltd. As a proprietary concern in the year 1955. The firm was engaged in marketing latex. In 1966 a factory was set up for processing latex. Today we are the largest processors of centrifuged latex in India with an output capacity of 80 metric tones per day. Expansion did not stop with just processing latex. In 1986 the company ventured into the field of technically specified natural rubber to process ISNR 20 [Internationally known as SMR 20] and in 1989 a factory was set up to manufacture surgical gloves and other forms of latex gloves.
We takes pride of place as one of the leading manufacturers and exporters of latex based range of surgical, examination and gynecological, industrial and household gloves. Besides capturing a major market share in India, our gloves are exported to Europe, USA, South America, Middle East and Africa.
The new millennia have seen Kurian Abraham Pvt. Ltd. Embark in to the field of information technology. We are in a joint venture with an American Company for the development of software, in the high-tech and cutting edge areas of embedded systems and systems integration.
Spectrum of Activities:
• Plantations & Farms Division
Kurian Abrahm Pvt. Ltd. and it’s sister concern the Velimalai Rubber Co. Ltd. have extensive plantations in the states of Tamil Nadu and Kerala. Majority of the plantations yield Prime quality natural rubber. Other than rubber we have plantations of cardamom, coffee, coconuts and cashew. The group also has spice farms, which undertake the scientific and systematic cultivation of paper, cloves, nutmeg and vanilla.
• Latex Centrifuge
Kurian Abraham Pvt. Ltd. is the largest manufacturer and processor of premium quality centrifuged latex in India. Further more, we were the first Indian Latex processor to be awarded the ISO 9001:2000 certification for latex processor our talex marketed under the brand K.A. Latex enjoys premium equity in the Indian Rubber Industry. Added to the regular forms of creamed, centrifuged and double – centrifuged Latex, Kurian Abraham Pvt. excels in processing speciality Latex grades. These specialty Latex grades meet, the exact standards required by our customers, be it manufacturers of condoms, gloves, mattresses, toys or catheters.
We are in the process of further increasing our capacity for Latex processing from 80 metric tones per day to 100 metric tones per day.
• Technical Specified Rubber
Technically specified Rubber or T.S.R. [Internationally known as SMR] is the form of rubber whose properties are well known and confirm to set, pre-determined standards. Kurian Abraham Pvt. Ltd. is one of the pioneers in this field in India. Even though we specialize in the manufacturing ISNR 20, the company also makes technically specified natural rubber of higher grades, including ISNR 3 L and 3 CV. The recent years has seen us also manufacturing specific grades that meet customized requirements of our clients.
Gloves:
• Surgical Examination and Gynaecological
Kurian Abraham Pvt. Ltd. is one of the early entrants in to the latex glove industry in India. Right from the onset Kurian Abraham Pvt. Ltd. set a tradition of manufacturing gloves the highest quality. In keeping with the company policy of best manufacturing practices, we have achieved ISO 9001 certification for our gloves division. Added to this our gloves are CE certified, and ISI certified.
Having started exporting gloves in 1995. Our proven quality fast saw our gloves being exported all over the world. Our factories manufacturing environments are, clean, hygienic and adhere to International Quality standards. Our 100 % inspection policy ensures that the end-user always gets a defect free product of AQL Less than 1.5 Standing testimony to our Good manufacturing Practices is evident from the fact that our gloves, marketed under the brands.
Product Portfolio
Gynaecological gloves
Surgical Gloves – Sterile & Non – Sterile
Exam Gloves – Sterile & Non-Sterile
Sterile Power Free Surgical Gloves
Sterile Polymer Coated Surgical Gloves
Serjun, cortex and Xamcare are preferred choices with in the medical community.
• Household And Industrial Gloves
As a natural extension of Kurian Abraham Pvt. Ltd.’s surgical and examination gloves division, the company entered in to the field of household and industrial gloves. Marketed under the brand Handy Plus. We offer a wide variety of gloves ranging from flock lines Latex gloves to enjoy a myriad customer profile, ranging from house wives to major players in the automobile, agricultural and pharmaceutical industry.
Product Portfolio
Disposable Latex Gloves
Flock lined Hosuehold Gloves
Nitile Gloves
Industrial Gloves
Quality Assurance
Our stringent and full proof quality assurance levels are sustained by the latest calibrating and testing standards. Right from the ab-initio stages, to the find packing and dispatch we control and monitor quality. We also have the added advantage of access to the best raw materials for all our products, be it for latex gloves.
Our commitment to quality has seen us achieve I.S.O. certification for our latex and gloves units.
Process and Quality Control
Entensive Testing Facilities
Checks By Quality Department At Every stage of Manufacturing
Trained and Skilled work Force
Documented procedures
Periodical Internal and External Audits
Environment
Kurian Abraham Pvt. Ltd. is a socially aware company which is sensitive to the needs of the environment. We purpose an active policy of environmentally aware practices that involves employee training, resource conservation and materials control.
Water Management
Our Latex, T.S.R. and Gloves plants produce over 3 lakh litres of effluent every day. To treat these in accordance with the best environmentally friendly practices, we have installed 3 effluent treatment plants each with a capacity to process 1.5 lakh litres of water per day. This ensures that our effluents are thoroughly cleaned and converted back to the factory. The rest of the treated water is re-used for irrigation in our horticultural forms in the vicinity of the factory which is in an otherwise avoid area.
Power Generation
Kurian Abraham Pvt. Ltd. has been at the fore front of using of renewable and non-conventional sources of power generation for its own production. In co-operation with the state government, the company has set up a wind mill farm at our Muppandal factory site. The power generated by the windmills serves all our internal power generated by the windmills serves all our internal power requirements, and the excess power generated is sold to the Tamil Nadu Electricity Board.
Green Company
The company has taken a conscious decision to reduce the amount of pollutants of toxic materials it discharges in to the environment. We are installing a series of gasifiers to meet our energy requirements at our various factories. This has a two-fold advantage of reducing our dependency on non-renewable sources of energy and ensuring that our toxic emissions are minimized. The end result : Kurian Abraham Pvt. Ltd. has become a cleaner and greener company.
Venture With A Vision
The ever-growing Zeal and uncompromising thrust on quality has driven the company to capture major shares in the markets it operates. The magnitude of the growth has been painstakingly matched by persistent and innovative up gradation with respect to products and process at all levels. Added to this, our inherent advantage of having a solid back ground in the rubber sector has seen us emerge as one of the de facto companies in the Indian Rubber Industry.
Kurian Abraham Pvt. Ltd., a Company born in nature and enriched by technology.
1.4 Review of Literature
] Job satisfaction is a term used to describe how content an individual is with their job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by their parent’s occupation. Job Satisfaction also refers to the employees general attitude towards his job. It refers to the contentment experience by an employee when his wants are satisfied.
According to Stephen.P.Robbins Job Satisfaction is defined as “A general attitude towards one’s job; the difference between amount of rewards the workers receive and the amount they believe they should receive”.
Eventhough Job Satisfaction do not have the proper definition it is said as the feelings or ‘affective response’ someone experiences in a job role and a person's general attitude towards their job and has been considered as a state of condition where people are induced to do work efficiently and effectively, convinced to remain in the enterprise, prepared to act efficiently during contingencies, prepared to welcome the changes without resistance, interested in promoting the image of the organization, more happy and satisfied with their job. Job satisfaction can be influenced by a variety of factors, eg, the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work and so on.
According to Hoppock job satisfaction is a combination of psychological, physiological and environmental factors that makes a person to admit, “I am happy at my job”. Job Satisfaction is the result of various attitudes the employee holds towards his job, towards related factors and towards life in general. It is a result or employee’s perception of how well their job provides those things which are viewed as important.
CHAPTER II
RESEARCH METHODOLOGY
2.1 Title of the Project
“A STUDY ON THE WORKING ENVIRONMENT IN RELEVANCE WITH THE JOB SATISFACTION OF THE EMPLOYEES IN PRODUCTION DEPARTMENT OF KURIAN ABRAHAM PRIVATE LIMITED”.[KONAM-DIV]
2.2 Objectives of the Study
1) A study on the working environment of the employees in Kurian Abraham.
2) A study on the position of the employees relating to job security and welfare facilities.
3) The various promotion policies followed by the company and its effect on the growth of the employees.
4) To find out the area in which the workers are not satisfied.
2.3 Type of research
Research Design is a purposeful scheme of action proposed to be carried out in a sequence during the process of research focusing on management problem to be tackled. It must be a scheme for problem solving through proper analysis. Here descriptive type of research is used.
2.4 Source of Data Collection:
• Primary Data
Primary data are those, which are collected afresh for the first time, and thus happen to be original in character.
The questionnaires as at appendix, Consists various questions related to the study were distributed to the respondents and they were asked to mark at appropriate boxes for their answers.
• Secondary Data
These are the data which had already been collected by some one else and which have already been passed through statistical process.
The researcher has collected various data from the magazines and from the employee Hand Book.
2.5 Sampling Technique
The sampling technique used for the study was convenient sampling method.
2.6 Sample unit
The sample unit is the production unit of Kurian Abraham Private Limited. [KONAM-DIV]
2.7 Sample size
The sample size is 50.
2.8 Tools used for analysis
Percentage method and chi-square test have been used.
2.9 Period of Study:
The study was conducted for a period of 30 days.
2.10 Limitations of Study
The limitation of the study can be listed as follows.
The entire study is mainly based on the primary data collected from Kurian Abraham Private Limited. The validity of the study depends upon the reliability of the primary data.
Only samples from production unit have been taken for the study. Therefore the finding cannot be generalized universally.
The entire study is carried out only for a limited time period of 30 days.
CHAPTER – III
DATA ANALYSIS AND INTERPRETATION
TABLE 3.1
Distribution showing respondents age-wise classification
Age No. of Respondents % Basis
Below 25 years 24 48
25-35 years 10 20
35-45 years 10 20
Above 45 years 6 12
Total 50 100
Source: Survey data
Inference
Out of the survey conducted the investigator found out that out of 50 Respondents 24 of the Respondents belong to the age group of below 25 years and 10 of the Respondents belong to the group of 25-35 years and another 10 of the Respondents belong to the age group of 35-45 years and the Remaining 6 of them belong to the age group of above 45 years.
TABLE 3.1
Respondents age-wise classification
Indicators
Below 25 years
25-35 years
35-45 years
Above 45 years
FIGURE 3.2
Figure showing respondents gender-wise classification
Gender No. of Respondents % Basis
Male 15 30
Female 35 70
Total 50 100
Source: Survey data
Inference
The above table depicts that out of the 50 Respondents about 35 of the Respondents are female in Kurian Abraham company and only 15 of the Respondents are female.
FIGURE 3.2
Figure showing respondents gender-wise classification
Indicators
Male
Female
TABLE 3.3
Distribution Showing Respondents Educational Qualification
Educational Qualification No. of Respondents % Basis
Primary 5 10
SSLC 20 40
H.S.C. 10 20
Graduate 5 10
Technical 10 20
Total 50 100
Source: Survey data
Inference
The above table Represents that out of 50 Respondents 22 of the Respondents have completed SSLC and another 10 of the Respondents have finished Higher Secondary and 10 of the Respondents have finished their technical courses. 5 of the Respondents have educated at primary level and only 5 of the Respondents are graduated.
FIGURE 3.3
Figure Showing Respondents Educational Qualification
Respondents Educational Qualification
Indicators
Primary
S.S.L.C
H.S.C
Graduate
Technical
TABLE 3.4
Distribution Showing Respondents Marital Status
Marital Status No. of Respondents % Basis
Married 8 16
Unmarried 42 24
Total 50 100
Source: Survey data
Inference
The above table reveals that out of 50 Respondents 42 of the Respondents are un-Married and only 8 of the Respondents are married.
FIGURES 3.4
Figures Showing Respondents Marital Status
Indicators
Married
Un-married
TABLE 3.5
Distribution showing Respondents Experience in their job
No. of years No. of Respondents % Basis
Below 5 years 10 20
6-10 Years 27 54
10-15 years 5 16
Above 15 years 5 10
Total 50 100
Source: Survey data
Inference
Out of the Respondents the Result shows that 27 of the Respondents are experienced between 5-10 years and another 10 of the Respondents are Experienced below 5 years, and 8 of the Respondents are experienced between 10-15 years. The remaining 5 of the Respondents are experienced above 15 years.
FIGURE 3.5
Figure showing Respondents Experience in their job
Indicators
Below 5 yrs
6-10 yrs
10-15 yrs
Above 15 yrs
TABLE 3.6
Distribution Showing Respondents Income Status
Income Status No. of Respondents % Basis
Below 1500 22 44
1500-2500 18 36
2500-3500 5 10
Above 3500 5 10
Total 50 100
Source: Survey data
Inference
The above table Describes that out of 50 Respondents 22 of the respondents are earning below 1500 and 18 of the Respondents are earning between 1500-2500 and another 5 of the Respondents are earning between 2500-5500. The Remaining 5 of the Respondents are earning above 3500. Majority of the workers earn less than 1500 as their salary. But the workers feel that they are paid right and enough salary for their contribution.
FIGURE 3.6
Figure Showing Respondents Income Status
Indicators
Below 1500
1500-2500
2500-3500
Above 3500
TABLE 3.7
Distribution showing respondents satisfaction towards working environment
Environment No. of Respondents % Basis
Convenient 40 80
In convenient 10 20
Total 50 100
Source: Survey data
Inference
Out of the survey conducted the investigator found out that 40 of the respondents are convenient towards the working environment and only 10 of the respondents are inconvenient towards the working environment.
FIGURE 3.7
Figure showing respondents satisfaction towards working environment
RRrereerrerer
Indicators
Convenient
Inconvenient
TABLE 3.8
Distribution Showing Respondents Opinion about Service Condition
Opinion about service condition No. Of Respondents % Basis
Permanent 40 80
Temporary 10 20
Total 50 100
Source: Survey data
Inference
The above table shows that, out of the 50 respondents 40 of the respondents have permanent opinion about the service condition and only 10 of the respondents have temporary opinion about the service condition.
FIGURE 3.8
Figure showing Respondents Opinion about Service Condition
Indicators
Permanent
Temporary
TABLE 3.9
Distribution Showing Promotion Policy as a Motivator
Promotion policy Score No. of Respondents Total score
Highly satisfied 5
2 10
Satisfied 4 8
32
Moderate 3 24
72
Dis-Satisfied 2 8
16
Highly Dis- Satisfied 1 8
8
Total 50
138
Mean score = 2.78
Source: Survey data
Inference
According to the above table out of 50 Respondents 24 of the Respondents are moderate with their promotion policy in the organization.16 of them are Dis-satistied with the promotion policy and 10 of the Respondents are satisfied towards the promotion policy in their organization most of the workers are satisfied with the present promotion policy.
FIGURE 3.9
Figure Showing Promotion Policy as a Motivator
Indicators
Highly Satisfied
Satisfied
Moderate
Dis-Satistied
Highly Dis-satisfied
TABLE 3.10
Distribution Showing Respondents Satisfaction Towards communication And Feed Back System.
Communication and feed back
Score No. of Respondents
Total score
Highly satisfied 5 22 110
Satisfied 4 18 72
Moderate 3 5 15
Dis-Satisfied 2 5 10
Highly Dis-Satisfied 1 - -
Total 50 207
Mean Score : 4.14
Source: Survey data
Inference
The above table describes that out of the 50 Respondents, 22 of the Respondents are highly satisfied towards the communication and feed back system and 18 of the Respondents are satisfied towards this statement. Another 5 of the Respondents have to opinion about this statement and the Remaining 5 of the Respondents are Dis-satisfied towards the communication and feed back system.
TABLE 3.11
Distribution Showing satisfaction with the relationship between Co-workers
Co. worker Relation ship No. Of Respondents % Basis
Friendly 40 80
Normal 6 12
Worst 4 8
Total 50 100
Source: Survey data
Inference
The above table determines that out of 50 Respondents 40 of the Respondents agreed that the co-operation of co-workers are very friendly and 6 of the Respondents are agreed that the Co-operation of co-workers are normal and the left 4 of the Respondents.
FIGURE 3.11
Figure Showing satisfaction with the relationship between Co-workers
Indicators
Friendly
Normal
Worst
TABLE 3.12
Distribution showing respondents Satisfaction with the style of supervision used by superiors
Factors No. of Respondents
Male
Female
Percentage
Very much satisified 40 30 10 80
Same what satisfied 10 5 5 20
Very much dissatisfied - - - -
Total 50 25 25 100
Source: Survey data
Inference
From the available 80% of the employees are very much satisfied with the style of supervision used by the superior 20 % of the employees are some what satisfied and no persons are dissatisfied towards the style of supervision used by the supervisors.
FIGURE 3.12
Figure showing respondents Satisfaction with the style of supervision used by superiors
Indicators
Very Much Satisfied
Some what satisfied
TABLE 3.13
Distribution Showing Respondents satisfaction towards Welfare Facilities
S.No.
Benefits
Highly Satisfied
Satisfied
Moderate
Dis- Satisfied
Highly Dis-Satisfied Total score Mean Score
Rank
1 Ventilation / sanitation facilities 26
130 14
56 5
15 5
10 - 211 4.22 2
2 First – aid facilities 35
175 5
20 4
12 6
12 - 219 4.38 1
3 Shelters or Rest rooms 23
115 5
20 12
36 10
20 - 191 3.82 3
Source: Survey data
Inference
The above table shows that, among the welfare facilities provided by the organization, first –aid facilities prevails the first and ventilation / sanitation facilities ranks second and the final position is occupied by shelters / rest rooms facilities.
FIGURE 3.13
Figure Showing Respondents satisfaction towards Welfare Facilities
TABLE 3.14
Distribution Showing Respondents Satisfaction with Fringe Benefits
S.No
Benefits
Highly Satisfied
Satisfied
Moderate
Dis-Satisfied
Highly Dis-Satisfied Total score Mean Score
Rank
1 Bonus 40
200 5
20 5
15 - - 235 4.7 1
2 Increment 35
175 5
20 6
18 4
8 - 221 4.42 2
3 Insurance 20
100 15
60 7
21 8
16 - 197 3.94 3
4 Festival Advance 10
50 12
48 18
54 10
20 - 172 3.44 4
Source: Survey data
Inference
According to the above table, the researcher found out that the respondents are very much satisfied with their Bonus given to them by the organization, and it ranks first comparing with other fringe benefits. Increment comes under the first rank and insurance gets the third rank and the final rank goes to the festival advance.
FIGURE 3.14
Figure showing Respondents Satisfaction with Fringe Benefits
Indicators
Bonus
Increment
Insurance
Festival Advance
.TABLE 3.15
Distribution Showing Respondents Satisfaction towards Leadership style followed by superiors
Types No. of Respondents
Male
Female
Percentage
Autocratic 20 10 10 40
Democratic 30 5 25 60
Any other - - - -
Total 50 25 25 100
Source: Survey data
Inference
The above table depicts that 100 % of the employees feel that the leadership style is autocratic, and 60% of the employees feels it is democratic leadership. The superiors must change their leadership style fully to the democratic style to promote good superior – subordinate relationship in the organization.
FIGURE 3.15
Figure Showing Respondents Satisfaction towards Leadership style followed by superiors
Indicators
Autocratic
Democratic
TABLE 3.16
Distribution Showing Respondents Satisfaction with Career Growth Provided in the Organisation
Measures No. of Respondents % Basis
Very favourable 32 64
Favourable 8 16
Moderate 4 86
Un-favourable 6 12
Total 50 100
Source: Survey data
Inference
The above table shows that out the survey conducted 32 of the respondents have a very favourable opinion towards the career growth provided by the organization and 8 of the respondents have favourable opinion and 6 of the respondents have an un-favourable opinion and only the remaining 4 of them have moderate opinion towards the career growth.
FIGURE : 3.16
Figure Showing Respondents Satisfaction with Career Growth Provided in the Organisation
CHAPTER-IV
FINDINGS
1. 70% of the employees are female.
2. 40% of the employees are educated till S.S.L.C.
3. 84% 0f the workers remain unmarried.
4. 54% of the workers are experienced between 5-10 yrs and only 10% of the workers are well experienced persons exists in the organization.
5. 44% of the workers are earning below 1500
6. A friendly congenial working atmosphere environment prevails in the organization.
7. 80% of the workers are satisfied with the present Bonus provided by the organization but they are not highly satisfied in regard to their salary, insurance and festival advance.
8. 70% of the workers feel that they have adequate welfare facilities and are very much satisfied towards the first- aid facilities.
9. 20% of the employees are satisfied with the promotion policy handled by the organization.
10. 80% of the workers expressed that there is a smooth flow of communication in the organization.
11. 80% of the employees are very much satisfied with the style of supervision used by the superiors.
12. 60% of the employees suggest that the leadership is democratic and 40% of the employees suggest that the leadership is autocratic.
13. 80% of the respondents expressed that they are highly satisfied with the amount of participation they are given in pertaining to important decision making.
14. 80% of the employees agreed that there is a good, friendly relationship exist between the workers in the organization.
15. 80% of the employees are very much satisfied towards the present service condition in the organization.
16. 64% of the respondents have a very favourable opinion towards exhibition of skills.
CHAPTER-V
SUGGESTIONS
1) Since most of the employees are not satisfied with the promotional facilities, it needs to be improved.
2) Many of the employees are dis- satisfied with the rest room facilities provided by the organization and hence needs to be improved.
3) The insurance facilities and the salary provided must be increased, as it is not up to the employees level of satisfaction.
CHAPTER – VI
CONCLUSION
The present study was conducted at Kurian Abraham Industries Pvt.Ltd to analyse and find out the level of satisfaction of workers. Employees satisfaction of the job is the pivotal point in any organization and the Company’s growth depend on the satisfaction level of employees.
The study revealed that majority of the employees are satisfied with their job. It can be improved by paying more salary, fringe benefits, democratic leadership style and better working condition.
Chi-Square test
Relationship between income and job satisfaction
Ho = There is some relationship between the Income and job
satisfaction.
H1 = There is no relationship between the Income and job
satisfaction.
Income Satisfied Dis-satisfied Total
Below 1500 16 6 22
1500 - 2500 14 4 18
2500 – 3500 3 2 5
Above 3500 4 1 5
Total 37 13 50
Observed Frequency
O Expected Frequency
E ( O – E )2 ( O-E)2/E
16 22x37/50 = 16.28 0.0784 0.0048
14 18x37/50 = 12.32 0.4624 0.0347
3 5x37/50 = 3.7 0.132 0.0357
4 5x37/50 = 3.7 0.132 0.0357
6 22x13/50 = 5.72 0.28 0.0489
4 18x13/50 = 4.68 0.462 0.098
2 5x13/50=1.3 0.49 0.376
1 5x13/50=1.3 0.09 0.069
Total 50 0.7028
Degree of freedom = ( 4-1 ) ( 2- 1 )
= 3
Level of significance = 5%
= 0.05
Table Value = 7.815
Calculated Value = 0.7028
Table Value > Calculated Value
@ Ho is accepted.
The table value is greater than the calculated value. So, the null hypothesis Ho is accepted. Hence there is some relationship between Income and Job satisfaction.
Chi-Square test
Relationship between working environment and job satisfaction.
Ho = There is some relationship between the working environment and job
satisfaction.
H1 = There is no relationship between the working environment and job
satisfaction.
Working Environment Satisfied Dis-satisfied Total
Convenient 30 10 40
In Convenient 6 4 10
Total 36 14 50
Observed Frequency
O Expected Frequency
E ( O – E )2 ( O-E)2/E
30 40 x 36/50 = 28.8 1.44 0..05
6 10 x 36/50 = 7.2 1.44 0.2
10 40 x 14 /50 = 11.2 1.44 0.12
4 10 x 14 / 50 = 2.8 1.44 0.514
Total 50 0.884
Level of significance = 5%
= 0.05
Degree of freedom = ( 2 – 1 ) ( 2 – 1 )
= 1
Table value = 3.841
Calculated Value = 0.884
Table Value > Calculated Value
@ Ho is accepted
The table value is greater than the calculated value. So, the null hypothesis Ho is accepted. Hence there is some relationship between working environment and job satisfaction.
APPENDIX
A STUDY ON THE WORKING ENVIRONMENT IN RELEVANCE WITH THE JOB SATISFACTION OF EMPLOYEES IN PRODUCTION DEPARTMENT OF KURIAN ABRAHAM PRIVATE LIMITED [KONAM – DIV.]
1. Name
2. Age
a) Below 25 years b) 25-35 years
c) 35 – 45 years d) Above 45 years
3. Gender
Male Female
4. Educational Qualification
a) Primary b) Secondary
c) Higher secondary d) Graduate
e) Post Graduate f) Technical
5. Marital Status
a) Married b) Un Married
6. Income
a) Below 1500 b) 1500-2500
c) 2500-3500 d) Above 3500
7. What is your opinion about the nature of work?
Easy Normal Difficult
8. How do you feel about your working environment?
Convenient Inconvenient
9. Do you work on shift basis?
Yes No
10. Do you have job security?
Yes No
11. List of Welfare facilities
Facilities Highly
Satisfied Satisfied Moderate Dis-
satisfied
Canteen facilities
Ventilation/sanitation facilities
First aid facilities
Shelters or Rest rooms
12. List of Fringe benefits
Benefits Highly
satisfied Satisfied Moderate Dis-
satisfied
Bonus
Increment
Insurance
Festival Advance
13. Have you been promoted so far?
Yes No
14. Are you satisfied with the promotion policy followed in your factory?
a) Highly satisfied b) Satisfied c) Moderate
d) Dis satisfied e) Highly Dis-satisfied
15. you satisfied with your job?
a) Satisfied b) Dis satisfied
16. The Relationship with your co-worker is
a) Friendly b) Normal c) worst
17. The feedback system in the factory is
a) Highly satisfied b) Satisfied c) Moderate
d) Dis-satisfied
18. Whether Reward/Awards are given for your better performance?
a) Yes b) No
19. What kind of Rewards are given to you?
a) Financial b) Non financial
20 Do you think the workers are allowed to participate in decision
making process?
a) To full extent b) To some extent
c) No idea
REFERENCES
PERSONNEL MANAGEMENT - C.B. MAMORIA
- S.V. GANKAR
- GHOSH
INTRODUCTION
1.1 General Introduction
One of the important duties of the modern manager is to get things done through people. He has to bring employees into contact with the organization in such a way that the objectives of both groups are achieved. He must be interested in the people, the work, and the achievement of assigned objectives. To be effective, he must balance his concerns for people and work. In other words, he must know how to utilize human as well as non-human resources while translating goals into action. It is in managing human assets that the manager’s capabilities are tested fully, because:
1. Human resources are heterogeneous. They consist of many different individuals, each of whom has a unique personality, a combination of different emotional responses to different stimuli, and different values, attitudes, motives and modes of thought.
2. Human beings behave in widely differing and complicated ways. Their reactions to promises, praise, or criticism, for example, can especially in an organization where they work in groups. Their behavior is neither consistent nor readily predictable.
3. Modern employees are better educated, posses greater skills, have more sophisticated technology available for their use, and enjoy higher standards of living than previous generations.
4. A human being himself determines what he contributes. If he is motivated, he will work for an organization more efficiently and more effectively. So, it must recognize by the manager that individuals, not organizations create excellence. Recognizing the importance of the human element in the production process, P.F. Drucker had remarked that ‘man, of all the resources available to man, can grow and develop’. The problem of establishing the right climate to maximize employee motivation and commitment is still with us.
The most significant resource of any organization is of ten said to be its people. Such claims appear in organisation’s annual reports and mission statements. Of course, an organization is nothing but a collection of people whose activities have been planned and coordinated to meet organizational objectives. An organization exists to produce goods and service has a good chance to survive and prosper if it consists of the Tight People. This is true for all organizations. In a similar fashion, people must work to support themselves. The Vast majority of people must work to support themselves and their families. But people work for many reasons other than economic security. For example, many of the people also work to keep busy and feel useful, to create and achieve something. They want to gain recognition and achieve status or to test and stretch their capabilities. To meet these multifarious needs people and organization join forces. Unfortunately this trade union seldom approaches perfection. Organisations encounter several obstacles in meeting their goals and in similar vein all employees report some problems in their attempts to the productive and efficient in their jobs and to feel satisfied in their work lives. The challenge of human resource management is to minimize these obstacles and problems.
Meaning
Job satisfaction is a positive attitudes toward one’s job. Job satisfaction means good or positive attitude or feeling toward one’s job. It is important to mention that an individual may hold different attitudes toward various aspects of the Job.
Definitions of Job Satisfaction:
According to Feldman and Arnold, “Job satisfaction will be defined as the amount of overall positive affect (or feelings) that individuals has towards their jobs”.
Locke defined job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”.
In the opinion of Davis and Newstrom, “Job satisfaction is a set of favorable or unfavorable feelings with which employees view their work.
Dimensions of Job Satisfaction
There are three important dimensions to job satisfaction. These are:
First, Job satisfaction being an emotional response to a job, cannot be seen. As such, it can only be inferred.
Second, job satisfaction is often determined by how satisfactorily outcomes meet or exceed one’s expectations.
Third, Job satisfaction represents an employee’s attitudes towards five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision and co-workers.
Determinants of Job Satisfaction
Now, we turn to the question: What determines job satisfaction. The evidences from research studies indicates that the more important elements that contribute to job satisfaction are the nature of work, equitable reward system, promotion, quality supervision, supportive colleagues and conducive working conditions. A brief description of these follows:
• Nature of Work:
Most employees crave intellectual challenges in their jobs. Therefore, they prefer to jobs that offer then challenges and an opportunity to use their skills and abilities. However, while too much challenge in job creates frustration and feelings of failure, too little challenge causes boredom. In fact, it is the conditions of moderate challenge in which employees experience pleasure and satisfaction.
• Pay and Promotion:
Employees want their pay systems and promotion policies as unambiguous and in line with their expectations. Accordingly, if they see pay as fair, based on job demands and employees skill and as per community pay standards, it results in job satisfaction.
• Quality Supervision:
Quality or supportive supervision establishes cordial and supportive personal relationship with subordinates and takes interest in subordinates well being. These characteristics of supervision create satisfaction for employees on their jobs.
• Supportive Colleagues:
Experience shows that employees get more out of work than only money or tangible achievements. It happens so primarily by having opportunities for interaction with colleagues. Thus work team fills the need for social interaction. Thus having supportive colleagues also leads to employees job satisfaction.
Working Environment
Working environment is one of the most important factors in the organization. The organization should maintain a highly satisfied working environment, which consists of infrastructure and physical setting under which a job must be done. The organization should maintain a good working environment in the organization to improve the productivity, and harmonial industrial relations among people, and reduce the absenteeism of the workers. If all the needed facilities are provided by the organization it automatically increases the standard life of the workers.
1. Working conditions:
Working condition includes
• Temperature
• Ventilation
• Lighting
• Dust, smoke, fumes, and gases
• Noise
• Humidity
• Hazard and safety complex devices
2. Factory sanitation and cleanliness:
• Provision of urinals in factories
• Provision of spittoons
• Provision for the disposal of waste and rubbish
• Provision for water disposal (Drainage)
• Provision of proper bathing and washing facilities
• Cleanliness, white-washing and repair of buildings and workshops
• Care and maintenance of open spaces, gardens, roads etc.
3. Welfare facilities
• Provision and care of drinking water
• Canteen services
• Lunch
• Rest room
• Creches
• Cloak rooms.
1.2 Industry Profile
India is the third largest producer, fourth largest consumer of natural rubber and fifth largest consumer of natural rubber and fifth largest consumer of natural rubber and synethetic rubber together in the world. With around 6000 unit comprising 30 large scale, 300 medium scale and around 5600 SSI/tiny sector nits, manufacturing 35000 rubber products, employing 400 hundred thousand people, including around 22000 technically qualified support personnel, with a turnover of Rs.200 billions and contributing Rs.40 billions to the National Exchequer through taxes, duties and other levies, the Indian Rubber industry plays a core sector role in the Indian national economy.
The wide range of rubber products manufactured buy the Indian rubber industry comprises all type of heavy duty earth moving tyres. Auto tyres, tubes, automobile parts, footwear, belting, hoses, cycle tyres and tubes, cables and wires, camelback , battery boxes, latex products, pharmaceutical goods, besides molded and extruded goods for mass consumption. The products manufactured also cover hi-tech industrial items. The important areas which the industry caters to include all the three wings of defense, civil, aviation, aeronautics, railways, agriculture, transport as also textile engineering industries, pharmaceuticals, mines, steel plants, ports, family planning programmes, hospitals, sports, practically to every conceivable field.
The rubber industry in India is basically divided in two sectors- tyre and non-tyre sector produces all types of auto tyres, conventional as well as radial tyres and exports to advance countries like USA.
The non-tyre sector comprises the medium scale, small scale and tiny units. It produces high technology and sophisticated industrial products. The small scale sector accounts for over 50% of production of rubber goods in the non-tyre category. Going by share of rubber consumption, automotive tyre sector is the single largest sector accounting for about 50% consumption of all kinds of rubbers, followed by bicycle tyres and tubes 15% footwear 12%, belts and hoses 6%. Camelback and latex products 7%. All other remaining rubber products put together account for 10%.
The plantation sector with an estimated production of over 631 hundred thousand tons of natural rubber and a projected production of more that one million tons in near future, contributes to the rapid growth of the Indian rubber industry.
Kerala, with a total area of 3.84 lakh hectares under rubber cultivation and an annual production of 3.70 lakh tones, produces over 90% of India’s natural rubber. Of the total area, 92 percent is represented by small holding \s with an average area of around 0.5 hectares. There are about 10 lakh growers and 3.5 lakh workers engaged in the rubber sector of which more than 90 percent belong to Kerala. A sound nerwork of intermediate rubber units engaged in rubber compounding, crumb rubber manufacture etc., exist in the state.
1.3 Company Profile
Kurian Abraham Private Limited is situated in the southern states of Kerala and Tamil Nadu in India. Kurian Abraham Private Limited is part of the Ooppoottil Group of Companies. The Ooppoottil Group Ventured in to the field of rubber plantations in 1945 with the setting up of the Velimalai Ruber Co.Ltd. Today the Ooppoottil Group is a well known and trusted name in the Rubber Industry in India.
The Late Mr. Kurian Abraham started Kurian Abraham Pvt. Ltd. As a proprietary concern in the year 1955. The firm was engaged in marketing latex. In 1966 a factory was set up for processing latex. Today we are the largest processors of centrifuged latex in India with an output capacity of 80 metric tones per day. Expansion did not stop with just processing latex. In 1986 the company ventured into the field of technically specified natural rubber to process ISNR 20 [Internationally known as SMR 20] and in 1989 a factory was set up to manufacture surgical gloves and other forms of latex gloves.
We takes pride of place as one of the leading manufacturers and exporters of latex based range of surgical, examination and gynecological, industrial and household gloves. Besides capturing a major market share in India, our gloves are exported to Europe, USA, South America, Middle East and Africa.
The new millennia have seen Kurian Abraham Pvt. Ltd. Embark in to the field of information technology. We are in a joint venture with an American Company for the development of software, in the high-tech and cutting edge areas of embedded systems and systems integration.
Spectrum of Activities:
• Plantations & Farms Division
Kurian Abrahm Pvt. Ltd. and it’s sister concern the Velimalai Rubber Co. Ltd. have extensive plantations in the states of Tamil Nadu and Kerala. Majority of the plantations yield Prime quality natural rubber. Other than rubber we have plantations of cardamom, coffee, coconuts and cashew. The group also has spice farms, which undertake the scientific and systematic cultivation of paper, cloves, nutmeg and vanilla.
• Latex Centrifuge
Kurian Abraham Pvt. Ltd. is the largest manufacturer and processor of premium quality centrifuged latex in India. Further more, we were the first Indian Latex processor to be awarded the ISO 9001:2000 certification for latex processor our talex marketed under the brand K.A. Latex enjoys premium equity in the Indian Rubber Industry. Added to the regular forms of creamed, centrifuged and double – centrifuged Latex, Kurian Abraham Pvt. excels in processing speciality Latex grades. These specialty Latex grades meet, the exact standards required by our customers, be it manufacturers of condoms, gloves, mattresses, toys or catheters.
We are in the process of further increasing our capacity for Latex processing from 80 metric tones per day to 100 metric tones per day.
• Technical Specified Rubber
Technically specified Rubber or T.S.R. [Internationally known as SMR] is the form of rubber whose properties are well known and confirm to set, pre-determined standards. Kurian Abraham Pvt. Ltd. is one of the pioneers in this field in India. Even though we specialize in the manufacturing ISNR 20, the company also makes technically specified natural rubber of higher grades, including ISNR 3 L and 3 CV. The recent years has seen us also manufacturing specific grades that meet customized requirements of our clients.
Gloves:
• Surgical Examination and Gynaecological
Kurian Abraham Pvt. Ltd. is one of the early entrants in to the latex glove industry in India. Right from the onset Kurian Abraham Pvt. Ltd. set a tradition of manufacturing gloves the highest quality. In keeping with the company policy of best manufacturing practices, we have achieved ISO 9001 certification for our gloves division. Added to this our gloves are CE certified, and ISI certified.
Having started exporting gloves in 1995. Our proven quality fast saw our gloves being exported all over the world. Our factories manufacturing environments are, clean, hygienic and adhere to International Quality standards. Our 100 % inspection policy ensures that the end-user always gets a defect free product of AQL Less than 1.5 Standing testimony to our Good manufacturing Practices is evident from the fact that our gloves, marketed under the brands.
Product Portfolio
Gynaecological gloves
Surgical Gloves – Sterile & Non – Sterile
Exam Gloves – Sterile & Non-Sterile
Sterile Power Free Surgical Gloves
Sterile Polymer Coated Surgical Gloves
Serjun, cortex and Xamcare are preferred choices with in the medical community.
• Household And Industrial Gloves
As a natural extension of Kurian Abraham Pvt. Ltd.’s surgical and examination gloves division, the company entered in to the field of household and industrial gloves. Marketed under the brand Handy Plus. We offer a wide variety of gloves ranging from flock lines Latex gloves to enjoy a myriad customer profile, ranging from house wives to major players in the automobile, agricultural and pharmaceutical industry.
Product Portfolio
Disposable Latex Gloves
Flock lined Hosuehold Gloves
Nitile Gloves
Industrial Gloves
Quality Assurance
Our stringent and full proof quality assurance levels are sustained by the latest calibrating and testing standards. Right from the ab-initio stages, to the find packing and dispatch we control and monitor quality. We also have the added advantage of access to the best raw materials for all our products, be it for latex gloves.
Our commitment to quality has seen us achieve I.S.O. certification for our latex and gloves units.
Process and Quality Control
Entensive Testing Facilities
Checks By Quality Department At Every stage of Manufacturing
Trained and Skilled work Force
Documented procedures
Periodical Internal and External Audits
Environment
Kurian Abraham Pvt. Ltd. is a socially aware company which is sensitive to the needs of the environment. We purpose an active policy of environmentally aware practices that involves employee training, resource conservation and materials control.
Water Management
Our Latex, T.S.R. and Gloves plants produce over 3 lakh litres of effluent every day. To treat these in accordance with the best environmentally friendly practices, we have installed 3 effluent treatment plants each with a capacity to process 1.5 lakh litres of water per day. This ensures that our effluents are thoroughly cleaned and converted back to the factory. The rest of the treated water is re-used for irrigation in our horticultural forms in the vicinity of the factory which is in an otherwise avoid area.
Power Generation
Kurian Abraham Pvt. Ltd. has been at the fore front of using of renewable and non-conventional sources of power generation for its own production. In co-operation with the state government, the company has set up a wind mill farm at our Muppandal factory site. The power generated by the windmills serves all our internal power generated by the windmills serves all our internal power requirements, and the excess power generated is sold to the Tamil Nadu Electricity Board.
Green Company
The company has taken a conscious decision to reduce the amount of pollutants of toxic materials it discharges in to the environment. We are installing a series of gasifiers to meet our energy requirements at our various factories. This has a two-fold advantage of reducing our dependency on non-renewable sources of energy and ensuring that our toxic emissions are minimized. The end result : Kurian Abraham Pvt. Ltd. has become a cleaner and greener company.
Venture With A Vision
The ever-growing Zeal and uncompromising thrust on quality has driven the company to capture major shares in the markets it operates. The magnitude of the growth has been painstakingly matched by persistent and innovative up gradation with respect to products and process at all levels. Added to this, our inherent advantage of having a solid back ground in the rubber sector has seen us emerge as one of the de facto companies in the Indian Rubber Industry.
Kurian Abraham Pvt. Ltd., a Company born in nature and enriched by technology.
1.4 Review of Literature
] Job satisfaction is a term used to describe how content an individual is with their job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by their parent’s occupation. Job Satisfaction also refers to the employees general attitude towards his job. It refers to the contentment experience by an employee when his wants are satisfied.
According to Stephen.P.Robbins Job Satisfaction is defined as “A general attitude towards one’s job; the difference between amount of rewards the workers receive and the amount they believe they should receive”.
Eventhough Job Satisfaction do not have the proper definition it is said as the feelings or ‘affective response’ someone experiences in a job role and a person's general attitude towards their job and has been considered as a state of condition where people are induced to do work efficiently and effectively, convinced to remain in the enterprise, prepared to act efficiently during contingencies, prepared to welcome the changes without resistance, interested in promoting the image of the organization, more happy and satisfied with their job. Job satisfaction can be influenced by a variety of factors, eg, the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work and so on.
According to Hoppock job satisfaction is a combination of psychological, physiological and environmental factors that makes a person to admit, “I am happy at my job”. Job Satisfaction is the result of various attitudes the employee holds towards his job, towards related factors and towards life in general. It is a result or employee’s perception of how well their job provides those things which are viewed as important.
CHAPTER II
RESEARCH METHODOLOGY
2.1 Title of the Project
“A STUDY ON THE WORKING ENVIRONMENT IN RELEVANCE WITH THE JOB SATISFACTION OF THE EMPLOYEES IN PRODUCTION DEPARTMENT OF KURIAN ABRAHAM PRIVATE LIMITED”.[KONAM-DIV]
2.2 Objectives of the Study
1) A study on the working environment of the employees in Kurian Abraham.
2) A study on the position of the employees relating to job security and welfare facilities.
3) The various promotion policies followed by the company and its effect on the growth of the employees.
4) To find out the area in which the workers are not satisfied.
2.3 Type of research
Research Design is a purposeful scheme of action proposed to be carried out in a sequence during the process of research focusing on management problem to be tackled. It must be a scheme for problem solving through proper analysis. Here descriptive type of research is used.
2.4 Source of Data Collection:
• Primary Data
Primary data are those, which are collected afresh for the first time, and thus happen to be original in character.
The questionnaires as at appendix, Consists various questions related to the study were distributed to the respondents and they were asked to mark at appropriate boxes for their answers.
• Secondary Data
These are the data which had already been collected by some one else and which have already been passed through statistical process.
The researcher has collected various data from the magazines and from the employee Hand Book.
2.5 Sampling Technique
The sampling technique used for the study was convenient sampling method.
2.6 Sample unit
The sample unit is the production unit of Kurian Abraham Private Limited. [KONAM-DIV]
2.7 Sample size
The sample size is 50.
2.8 Tools used for analysis
Percentage method and chi-square test have been used.
2.9 Period of Study:
The study was conducted for a period of 30 days.
2.10 Limitations of Study
The limitation of the study can be listed as follows.
The entire study is mainly based on the primary data collected from Kurian Abraham Private Limited. The validity of the study depends upon the reliability of the primary data.
Only samples from production unit have been taken for the study. Therefore the finding cannot be generalized universally.
The entire study is carried out only for a limited time period of 30 days.
CHAPTER – III
DATA ANALYSIS AND INTERPRETATION
TABLE 3.1
Distribution showing respondents age-wise classification
Age No. of Respondents % Basis
Below 25 years 24 48
25-35 years 10 20
35-45 years 10 20
Above 45 years 6 12
Total 50 100
Source: Survey data
Inference
Out of the survey conducted the investigator found out that out of 50 Respondents 24 of the Respondents belong to the age group of below 25 years and 10 of the Respondents belong to the group of 25-35 years and another 10 of the Respondents belong to the age group of 35-45 years and the Remaining 6 of them belong to the age group of above 45 years.
TABLE 3.1
Respondents age-wise classification
Indicators
Below 25 years
25-35 years
35-45 years
Above 45 years
FIGURE 3.2
Figure showing respondents gender-wise classification
Gender No. of Respondents % Basis
Male 15 30
Female 35 70
Total 50 100
Source: Survey data
Inference
The above table depicts that out of the 50 Respondents about 35 of the Respondents are female in Kurian Abraham company and only 15 of the Respondents are female.
FIGURE 3.2
Figure showing respondents gender-wise classification
Indicators
Male
Female
TABLE 3.3
Distribution Showing Respondents Educational Qualification
Educational Qualification No. of Respondents % Basis
Primary 5 10
SSLC 20 40
H.S.C. 10 20
Graduate 5 10
Technical 10 20
Total 50 100
Source: Survey data
Inference
The above table Represents that out of 50 Respondents 22 of the Respondents have completed SSLC and another 10 of the Respondents have finished Higher Secondary and 10 of the Respondents have finished their technical courses. 5 of the Respondents have educated at primary level and only 5 of the Respondents are graduated.
FIGURE 3.3
Figure Showing Respondents Educational Qualification
Respondents Educational Qualification
Indicators
Primary
S.S.L.C
H.S.C
Graduate
Technical
TABLE 3.4
Distribution Showing Respondents Marital Status
Marital Status No. of Respondents % Basis
Married 8 16
Unmarried 42 24
Total 50 100
Source: Survey data
Inference
The above table reveals that out of 50 Respondents 42 of the Respondents are un-Married and only 8 of the Respondents are married.
FIGURES 3.4
Figures Showing Respondents Marital Status
Indicators
Married
Un-married
TABLE 3.5
Distribution showing Respondents Experience in their job
No. of years No. of Respondents % Basis
Below 5 years 10 20
6-10 Years 27 54
10-15 years 5 16
Above 15 years 5 10
Total 50 100
Source: Survey data
Inference
Out of the Respondents the Result shows that 27 of the Respondents are experienced between 5-10 years and another 10 of the Respondents are Experienced below 5 years, and 8 of the Respondents are experienced between 10-15 years. The remaining 5 of the Respondents are experienced above 15 years.
FIGURE 3.5
Figure showing Respondents Experience in their job
Indicators
Below 5 yrs
6-10 yrs
10-15 yrs
Above 15 yrs
TABLE 3.6
Distribution Showing Respondents Income Status
Income Status No. of Respondents % Basis
Below 1500 22 44
1500-2500 18 36
2500-3500 5 10
Above 3500 5 10
Total 50 100
Source: Survey data
Inference
The above table Describes that out of 50 Respondents 22 of the respondents are earning below 1500 and 18 of the Respondents are earning between 1500-2500 and another 5 of the Respondents are earning between 2500-5500. The Remaining 5 of the Respondents are earning above 3500. Majority of the workers earn less than 1500 as their salary. But the workers feel that they are paid right and enough salary for their contribution.
FIGURE 3.6
Figure Showing Respondents Income Status
Indicators
Below 1500
1500-2500
2500-3500
Above 3500
TABLE 3.7
Distribution showing respondents satisfaction towards working environment
Environment No. of Respondents % Basis
Convenient 40 80
In convenient 10 20
Total 50 100
Source: Survey data
Inference
Out of the survey conducted the investigator found out that 40 of the respondents are convenient towards the working environment and only 10 of the respondents are inconvenient towards the working environment.
FIGURE 3.7
Figure showing respondents satisfaction towards working environment
RRrereerrerer
Indicators
Convenient
Inconvenient
TABLE 3.8
Distribution Showing Respondents Opinion about Service Condition
Opinion about service condition No. Of Respondents % Basis
Permanent 40 80
Temporary 10 20
Total 50 100
Source: Survey data
Inference
The above table shows that, out of the 50 respondents 40 of the respondents have permanent opinion about the service condition and only 10 of the respondents have temporary opinion about the service condition.
FIGURE 3.8
Figure showing Respondents Opinion about Service Condition
Indicators
Permanent
Temporary
TABLE 3.9
Distribution Showing Promotion Policy as a Motivator
Promotion policy Score No. of Respondents Total score
Highly satisfied 5
2 10
Satisfied 4 8
32
Moderate 3 24
72
Dis-Satisfied 2 8
16
Highly Dis- Satisfied 1 8
8
Total 50
138
Mean score = 2.78
Source: Survey data
Inference
According to the above table out of 50 Respondents 24 of the Respondents are moderate with their promotion policy in the organization.16 of them are Dis-satistied with the promotion policy and 10 of the Respondents are satisfied towards the promotion policy in their organization most of the workers are satisfied with the present promotion policy.
FIGURE 3.9
Figure Showing Promotion Policy as a Motivator
Indicators
Highly Satisfied
Satisfied
Moderate
Dis-Satistied
Highly Dis-satisfied
TABLE 3.10
Distribution Showing Respondents Satisfaction Towards communication And Feed Back System.
Communication and feed back
Score No. of Respondents
Total score
Highly satisfied 5 22 110
Satisfied 4 18 72
Moderate 3 5 15
Dis-Satisfied 2 5 10
Highly Dis-Satisfied 1 - -
Total 50 207
Mean Score : 4.14
Source: Survey data
Inference
The above table describes that out of the 50 Respondents, 22 of the Respondents are highly satisfied towards the communication and feed back system and 18 of the Respondents are satisfied towards this statement. Another 5 of the Respondents have to opinion about this statement and the Remaining 5 of the Respondents are Dis-satisfied towards the communication and feed back system.
TABLE 3.11
Distribution Showing satisfaction with the relationship between Co-workers
Co. worker Relation ship No. Of Respondents % Basis
Friendly 40 80
Normal 6 12
Worst 4 8
Total 50 100
Source: Survey data
Inference
The above table determines that out of 50 Respondents 40 of the Respondents agreed that the co-operation of co-workers are very friendly and 6 of the Respondents are agreed that the Co-operation of co-workers are normal and the left 4 of the Respondents.
FIGURE 3.11
Figure Showing satisfaction with the relationship between Co-workers
Indicators
Friendly
Normal
Worst
TABLE 3.12
Distribution showing respondents Satisfaction with the style of supervision used by superiors
Factors No. of Respondents
Male
Female
Percentage
Very much satisified 40 30 10 80
Same what satisfied 10 5 5 20
Very much dissatisfied - - - -
Total 50 25 25 100
Source: Survey data
Inference
From the available 80% of the employees are very much satisfied with the style of supervision used by the superior 20 % of the employees are some what satisfied and no persons are dissatisfied towards the style of supervision used by the supervisors.
FIGURE 3.12
Figure showing respondents Satisfaction with the style of supervision used by superiors
Indicators
Very Much Satisfied
Some what satisfied
TABLE 3.13
Distribution Showing Respondents satisfaction towards Welfare Facilities
S.No.
Benefits
Highly Satisfied
Satisfied
Moderate
Dis- Satisfied
Highly Dis-Satisfied Total score Mean Score
Rank
1 Ventilation / sanitation facilities 26
130 14
56 5
15 5
10 - 211 4.22 2
2 First – aid facilities 35
175 5
20 4
12 6
12 - 219 4.38 1
3 Shelters or Rest rooms 23
115 5
20 12
36 10
20 - 191 3.82 3
Source: Survey data
Inference
The above table shows that, among the welfare facilities provided by the organization, first –aid facilities prevails the first and ventilation / sanitation facilities ranks second and the final position is occupied by shelters / rest rooms facilities.
FIGURE 3.13
Figure Showing Respondents satisfaction towards Welfare Facilities
TABLE 3.14
Distribution Showing Respondents Satisfaction with Fringe Benefits
S.No
Benefits
Highly Satisfied
Satisfied
Moderate
Dis-Satisfied
Highly Dis-Satisfied Total score Mean Score
Rank
1 Bonus 40
200 5
20 5
15 - - 235 4.7 1
2 Increment 35
175 5
20 6
18 4
8 - 221 4.42 2
3 Insurance 20
100 15
60 7
21 8
16 - 197 3.94 3
4 Festival Advance 10
50 12
48 18
54 10
20 - 172 3.44 4
Source: Survey data
Inference
According to the above table, the researcher found out that the respondents are very much satisfied with their Bonus given to them by the organization, and it ranks first comparing with other fringe benefits. Increment comes under the first rank and insurance gets the third rank and the final rank goes to the festival advance.
FIGURE 3.14
Figure showing Respondents Satisfaction with Fringe Benefits
Indicators
Bonus
Increment
Insurance
Festival Advance
.TABLE 3.15
Distribution Showing Respondents Satisfaction towards Leadership style followed by superiors
Types No. of Respondents
Male
Female
Percentage
Autocratic 20 10 10 40
Democratic 30 5 25 60
Any other - - - -
Total 50 25 25 100
Source: Survey data
Inference
The above table depicts that 100 % of the employees feel that the leadership style is autocratic, and 60% of the employees feels it is democratic leadership. The superiors must change their leadership style fully to the democratic style to promote good superior – subordinate relationship in the organization.
FIGURE 3.15
Figure Showing Respondents Satisfaction towards Leadership style followed by superiors
Indicators
Autocratic
Democratic
TABLE 3.16
Distribution Showing Respondents Satisfaction with Career Growth Provided in the Organisation
Measures No. of Respondents % Basis
Very favourable 32 64
Favourable 8 16
Moderate 4 86
Un-favourable 6 12
Total 50 100
Source: Survey data
Inference
The above table shows that out the survey conducted 32 of the respondents have a very favourable opinion towards the career growth provided by the organization and 8 of the respondents have favourable opinion and 6 of the respondents have an un-favourable opinion and only the remaining 4 of them have moderate opinion towards the career growth.
FIGURE : 3.16
Figure Showing Respondents Satisfaction with Career Growth Provided in the Organisation
CHAPTER-IV
FINDINGS
1. 70% of the employees are female.
2. 40% of the employees are educated till S.S.L.C.
3. 84% 0f the workers remain unmarried.
4. 54% of the workers are experienced between 5-10 yrs and only 10% of the workers are well experienced persons exists in the organization.
5. 44% of the workers are earning below 1500
6. A friendly congenial working atmosphere environment prevails in the organization.
7. 80% of the workers are satisfied with the present Bonus provided by the organization but they are not highly satisfied in regard to their salary, insurance and festival advance.
8. 70% of the workers feel that they have adequate welfare facilities and are very much satisfied towards the first- aid facilities.
9. 20% of the employees are satisfied with the promotion policy handled by the organization.
10. 80% of the workers expressed that there is a smooth flow of communication in the organization.
11. 80% of the employees are very much satisfied with the style of supervision used by the superiors.
12. 60% of the employees suggest that the leadership is democratic and 40% of the employees suggest that the leadership is autocratic.
13. 80% of the respondents expressed that they are highly satisfied with the amount of participation they are given in pertaining to important decision making.
14. 80% of the employees agreed that there is a good, friendly relationship exist between the workers in the organization.
15. 80% of the employees are very much satisfied towards the present service condition in the organization.
16. 64% of the respondents have a very favourable opinion towards exhibition of skills.
CHAPTER-V
SUGGESTIONS
1) Since most of the employees are not satisfied with the promotional facilities, it needs to be improved.
2) Many of the employees are dis- satisfied with the rest room facilities provided by the organization and hence needs to be improved.
3) The insurance facilities and the salary provided must be increased, as it is not up to the employees level of satisfaction.
CHAPTER – VI
CONCLUSION
The present study was conducted at Kurian Abraham Industries Pvt.Ltd to analyse and find out the level of satisfaction of workers. Employees satisfaction of the job is the pivotal point in any organization and the Company’s growth depend on the satisfaction level of employees.
The study revealed that majority of the employees are satisfied with their job. It can be improved by paying more salary, fringe benefits, democratic leadership style and better working condition.
Chi-Square test
Relationship between income and job satisfaction
Ho = There is some relationship between the Income and job
satisfaction.
H1 = There is no relationship between the Income and job
satisfaction.
Income Satisfied Dis-satisfied Total
Below 1500 16 6 22
1500 - 2500 14 4 18
2500 – 3500 3 2 5
Above 3500 4 1 5
Total 37 13 50
Observed Frequency
O Expected Frequency
E ( O – E )2 ( O-E)2/E
16 22x37/50 = 16.28 0.0784 0.0048
14 18x37/50 = 12.32 0.4624 0.0347
3 5x37/50 = 3.7 0.132 0.0357
4 5x37/50 = 3.7 0.132 0.0357
6 22x13/50 = 5.72 0.28 0.0489
4 18x13/50 = 4.68 0.462 0.098
2 5x13/50=1.3 0.49 0.376
1 5x13/50=1.3 0.09 0.069
Total 50 0.7028
Degree of freedom = ( 4-1 ) ( 2- 1 )
= 3
Level of significance = 5%
= 0.05
Table Value = 7.815
Calculated Value = 0.7028
Table Value > Calculated Value
@ Ho is accepted.
The table value is greater than the calculated value. So, the null hypothesis Ho is accepted. Hence there is some relationship between Income and Job satisfaction.
Chi-Square test
Relationship between working environment and job satisfaction.
Ho = There is some relationship between the working environment and job
satisfaction.
H1 = There is no relationship between the working environment and job
satisfaction.
Working Environment Satisfied Dis-satisfied Total
Convenient 30 10 40
In Convenient 6 4 10
Total 36 14 50
Observed Frequency
O Expected Frequency
E ( O – E )2 ( O-E)2/E
30 40 x 36/50 = 28.8 1.44 0..05
6 10 x 36/50 = 7.2 1.44 0.2
10 40 x 14 /50 = 11.2 1.44 0.12
4 10 x 14 / 50 = 2.8 1.44 0.514
Total 50 0.884
Level of significance = 5%
= 0.05
Degree of freedom = ( 2 – 1 ) ( 2 – 1 )
= 1
Table value = 3.841
Calculated Value = 0.884
Table Value > Calculated Value
@ Ho is accepted
The table value is greater than the calculated value. So, the null hypothesis Ho is accepted. Hence there is some relationship between working environment and job satisfaction.
APPENDIX
A STUDY ON THE WORKING ENVIRONMENT IN RELEVANCE WITH THE JOB SATISFACTION OF EMPLOYEES IN PRODUCTION DEPARTMENT OF KURIAN ABRAHAM PRIVATE LIMITED [KONAM – DIV.]
1. Name
2. Age
a) Below 25 years b) 25-35 years
c) 35 – 45 years d) Above 45 years
3. Gender
Male Female
4. Educational Qualification
a) Primary b) Secondary
c) Higher secondary d) Graduate
e) Post Graduate f) Technical
5. Marital Status
a) Married b) Un Married
6. Income
a) Below 1500 b) 1500-2500
c) 2500-3500 d) Above 3500
7. What is your opinion about the nature of work?
Easy Normal Difficult
8. How do you feel about your working environment?
Convenient Inconvenient
9. Do you work on shift basis?
Yes No
10. Do you have job security?
Yes No
11. List of Welfare facilities
Facilities Highly
Satisfied Satisfied Moderate Dis-
satisfied
Canteen facilities
Ventilation/sanitation facilities
First aid facilities
Shelters or Rest rooms
12. List of Fringe benefits
Benefits Highly
satisfied Satisfied Moderate Dis-
satisfied
Bonus
Increment
Insurance
Festival Advance
13. Have you been promoted so far?
Yes No
14. Are you satisfied with the promotion policy followed in your factory?
a) Highly satisfied b) Satisfied c) Moderate
d) Dis satisfied e) Highly Dis-satisfied
15. you satisfied with your job?
a) Satisfied b) Dis satisfied
16. The Relationship with your co-worker is
a) Friendly b) Normal c) worst
17. The feedback system in the factory is
a) Highly satisfied b) Satisfied c) Moderate
d) Dis-satisfied
18. Whether Reward/Awards are given for your better performance?
a) Yes b) No
19. What kind of Rewards are given to you?
a) Financial b) Non financial
20 Do you think the workers are allowed to participate in decision
making process?
a) To full extent b) To some extent
c) No idea
REFERENCES
PERSONNEL MANAGEMENT - C.B. MAMORIA
- S.V. GANKAR
- GHOSH