Upload
firdaus-fatima
View
142
Download
1
Embed Size (px)
Citation preview
INTRODUCTION
Job satisfaction describes how content an individual is with his or her job. Job
satisfaction may be defined as an attitude or feeling that helps in maintaining morale in any
industry or organization. It is a general perception that a person is satisfied if he gets something
additional and significant for the work he does. Job satisfaction shows the overall attitude of
employee towards the workers in the organization and to the social groups in large. Job
satisfaction is in regard to one’s feeling or state-of-mind regarding the nature of their work.
Satisfaction with various facets of the job directly and positively influences different
dimensions of organizational commitment. Job satisfaction is a very important attitude which is
frequently measured in organizations. It is an undeniable fact that the future of business
enterprise depends upon the satisfaction level of its workforce.
Attracting the most qualified employees and matching them to the jobs for which they are
best suited is important for the success of any organization. The all around acceptance of the
concept job satisfaction has been mainly due to the need to provide a better life for the workers,
which motivate them to increase the production and also achieve the objectives of the company.
Job satisfaction can be defined as a collection of feelings that an individual holds towards
his or her job. Jobs require interaction with co-workers and bosses, following organizational
rules and policies, meeting performance standards, living with working conditions that are often
less than ideal. This means that an employee’s assessment of how satisfied or dissatisfied he or
she is with his or her job is a complex summation of a number of discrete job elements.
Satisfied employees would seen more likely to talk positively about the organization, help
others, and go beyond the normal expectations in their job. Moreover, satisfied employees might
be more prone to go beyond the call of duty because they want to reciprocate their positive
experiences.
With so many organizations undergoing significant change in today’s competitive
environment, employee dissatisfaction is a frequent occurrence. When dissatisfaction occurs,
stability and organizational success are threatened. For any organization seeking to improve
processes, down size operations, improve customer service or grow in profitability,
1
understanding and enhancing employee satisfaction can benefit both employees and employer.
Some of the personal factors influencing job satisfaction are age, time on job, intelligence,
education, personality, skills, responsibility and employees attitudes.
IMPORTANCE OF JOB SATISFACTION
The problem of job satisfaction has attracted considerable attention and industrial psychologist. It is
regarded as very significant factors in workers morale, absenteeism, accidents, turnover, and to some extent
productivity, through its relationship with productivity is not very clear.
The importance of job satisfaction is not only for the possible association with productivity, absenteeism,
turnover, and accidents. There is little dispute regarding its relationship with mental health of human beings. It is
generally agreed that poor job satisfaction (i.e.) dissatisfaction in the work one does is more often accompanied by
poor mental health and may be manifested in a number of condition from anxiety and headache to depression,
from loss of appetite to psychosomatic straits, such as acute hyperacidity.
A discounted worker, what so ever may be the underlying there is for more interested in his own
misfortune than in his job and tends to have an undesirable and demoralising influence on all those who work near
him. Dissatisfaction is infectious and quickly spreads to other workers and shape the morale in the organization.
The amount of co-operation that the management may receive from the employees would depend greatly on the
extent of satisfaction amongst them.
A dissatisfaction worker may seriously cause damage to the reputation our property of the company and
harm its business interests. Since individual join to make small groups, together make large organisations and large
organization committee the society. Job satisfaction is of great importance for the individuals the organization
which employs them and the society as a whole.
2
INDUSTRY PROFILE
The tropical forests the world are exploited for the extraction of timber for various
purposes like human settlement, making of furniture etc. Such excessive harvest will decrease
the supply of tropical hard wood in the near future.
The ultimate solution in the scenario is the ‘Rubco wood’ an internationally recognized
“eco-friendly timber” which is light brown in colour, durable, easy to work on and attractive to
the eyes. Hence it is ideally suitable for furniture making.
The use of rubber wood as a key raw material for the production of furniture helps to
contribute the conservation of rain forest of the world at large. Rubber wood is a homogeneous
material suitable for the production of panel products such as particle board, MDF and wood
fibre, cement boards. Those products are expected to be one of the total world demands.
The economical and optimal utilization of their resources is a logical consequence of the
projected depletion of supply of logs from the natural technologies which allows for more
efficient processing, product utilization and in harvesting.
The rubber tree which is a native of Brazil is widely planted for the production of latex in
South East Asia, mainly in Indonesia, Malaysia and Thailand with positive development seen in
the production of rubber wood based products. Malaysia’s successes in utilization of their rubber
wood, more countries that process rubber plantation are expected to develop their industry by
globalizing the utilization of their wood.
In the Asian region where the timber supply from natural forest has been depleted, on
going progress of this sector depends on the availability of rubber wood plantation in order to
ensure continuous in meeting the growing demand the government of private sector to engage in
rubber forest plating activities.
Taking into consideration the depletion in the supply of the timber from the natural forest
especially like Malaysia, Thailand there is no doubt that rubber wood is an eco-friendly solution
for the industry and is will continue to play an important role in furniture, furniture parts and
wood based panel industries.
3
COMPANY PROFILE
Rubco Huat Wood industry in a joint venture with Long Huat Group Berhad of
Malaysia, it was set up in the year 2002 with a plant capacity 40000 metric tone per year. It
manufacturers a range of elegant furniture and quality edge glued panel using the eco-friendly
rubber wood.
The division manufactures range elegant furniture edge glued panel using the eco-
friendly rubber wood which are treated and processed to strengthen the wooden pieces. Rubber
wood furniture range comprise of dining table and chairs designer wardrobe, kitchen cabinet,
computers and office furniture, available in a wide range of design and finish. The edge glued
panel manufactured using sophisticated finger joining technology is easy to sow, drill, bore or
stain and have excellent nail holding capacity.
Rubber wood furniture and panels are made according to the rules and regulations of the British
Wood Preserving Association. The furniture plant has a processing capacity of 40000 metric per
year. The products are being exported to UK, USA, Japan and many other countries across the
world.
Today Rubco group manufactures rubber footwear, cycle tubes and tires, rubberized
mattresses, processed rubber wood furniture and finger joint edge glued panel boards and rubber
molded coir markets. Many more new initiatives are on the anvil, in line with Rubco’s vision of
growing into a multi global competitive organization excelling in its very sphere of activity.
Location:
Rubco Huat Woods Pvt Ltd located in Thalassery, near Kannur in Kerala. The division is
started with technical, financial collaboration with M/S Long Huat Berhad of Malaysia. Rubco
Huat Wood Pvt Ltd has started commercial production in January 2001 with the capacity of 2500
cubic metric of rubber per year with around 300 employees.
4
Infra Structure:
The company is located in17 acres land. It has sophisticated machineries imported from
Italy, Japan, Malaysia, Germany and UK. It has combined layout capable of producing standard
furniture continuously and customized production on the request of consumer. The upgrade
production capacity of their plant is 40000 metric rubber wood per year. The company has 456
worker and 45 employees working in office. Factory worker contain 412 unskilled, 30 skilled
workers and 14 specialist worker. The company’s machineries are pollution free. The pollution
free plant of the company was credited with pollution free award. The company has electrical
substation of 2500KVA and has stand by generator capable of producing 750KVA electrical
powers which serve the company during any frequent power failure.
The new multi storied office building was completed with in a short span of time. The
company has a good canteen for their employees. It also has computerized punching system for
keeping attendance. The factory building was built in single storey which has natural ventilation,
natural lighting and enough work space for the workers. The single storied building helps the
employees to easily move the materials with in the factory. The company provides drinking
water in the factory at the earliest access of workers.
The tool room and the store room are located at the centre of factory, so easy access from
different department is possible. The office of the chief executive of inside the factory the office
of the chief production manager and the quality control section is situated inside the factory.
Furniture range includes;
1. Dining table
2. Chairs
3. Designer wardrobe
4. Kitchen cabinet
5. Computer and office furniture
The products are widely exported to UK, USA, Japan and among other countries. The production
in Huat wood industry is based on orders. Management of industry is vested in the management
of Rubco group of undertaking.
5
PLANT LAYOUT:
Plant layout refers to the arrangement of machinery, equipments and other industrial
facilities for the purpose of achieving the quickest and smoothest production at least cost. There
are mainly 3 kinds of layouts; product, process and combined layout.
Combined layout is the type of layout adopted in Rubco Huat Wood Pvt Ltd. This is
more flexible to adjust modification and changes in the production strategy. Each machine can
perform a wide range of similar operatives. Supervision and inspection are independently and
efficiently carried out by each section. The worker in each section slowly become much
specified in maintenance, thus more is saving of time in inspection and control operation. In this
way machine breakdown can be minimized.
PROMOTERS:
The govt of kerala along with rubber and some district cooperative bank are the main
promoters of the rubco. The top 10 share holders are;
Govt. of Kerala
Rubber board
Calicut dist cooperative bank
Palakkad dist cooperative bank
Kannur dist cooperative bank
Trissur dist cooperative bank
6
RUBCO’S MILESTONE:
9th June 1997 Registered Rubco commenced operation in October in same year
5th October 1997 Commenced procurement of rubber
17th February 1998 Commenced procurement of rubber from farmer through depots
28th May 1998 Foundation stone laid for footwear manufacturing factory and
thread rubber manufacturing unit at Koothuparambu,
Valiyavelicham industrial centre
June–December1998 Exported rubber to Singapore and Nepal
July 1998 Rubco takes over the reins of Sreekandapuram Latex Pvt Ltd.
11th February 1999 Entered into an important agreement technological collaboration
for the manufacture of ultra light weight footwear with hi-tech
2nd March 1999 Foundation stone laid foe PLC factory in Sreekandapuram.
26th May 1999 Inauguration of footwear manufacturing unit and foundation
stone laid for cycle tire manufacturing unit.
15th June 1999 Floated Rubco Sales International Ltd to professionally market
the product of Rubco.
23rd June 1999 Signed a significant technical collaboration agreement with Long
Huat Berhad of Malaysia for the processing of rubber wood and
furniture.
13th August 1999 Rubco footwear hit the market.
19th October 1999 Foundation stone laid for the rubber wood processing and
manufacturing unit.
30th October 1999 Foundation stone laid for the rubberized factory at Pampady,
7
Kottayam.
9th December 1999 Entered into an agreement with M/S Tong Teak Pvt Ltd of
Singapore to export 15000metric tones of rubber for the first time
from India
8th May 2000 Entered into technical collaboration with Pancarwana
Management consulting service Malaysia for the manufacturing
of casual shoes.
6th May 2000 Foundation stone laid for casual shoe project.
1st January 2001 Rubco Huat Wood furniture factory commenced commercial
production.
16th June 2001 Incorporation of Rubco tire s India Ltd.
20th April 2002 Started activities of coconut complex for the production of virgin
coconut oil and ancillary products
6th December 2002 Started Rubco Rufas Schemes(collection of natural rubber latex
from farmer)
20th December 2002 Expression of interest submitted to the govt of Kerala for setting
up. A unit for production of rubber compounds for automobiles
and railway with a capital outlay of 20 million US dollar.
23rd January 2003 Signed MDU with Kokonut Pacific Pvt Ltd Australia for the
virgin coconut oil.
8
PRODUCT PROFILE:
Rubco wood plantation has exists for hundred years in tropical countries. These
plantations have been used mainly for the production of latex. After the economic life of the
rubber tree, which is generally 30 years the latex yield become extremely low and planter then
sell the rubber trees and plant new ones. This eco-friendly rubber wood when processed becomes
an excellent substitute for hard wood. Rubco in its modern plant, process the eco-friendly rubber
wood, makes furniture and finger jointed edge glued panel boards. These products are marketed
under the brand name of RUBWOOD.
Rub wood is manufactured with the help of technical and financial collaboration with
M/S Long Huat Berhad of Malaysia. The country’s largest rubber wood processing plants is
associated in Thalassery in Kerala. The Rubco wood range confirm to international standards in
finish and durability. Rub wood furniture is crafted from specially treated wood for extra
durability and finish.
Rubco wood is manufactured in the countries largest rubber wood processing plant
employee imported machinery and state of the art technology. The rub wood ranges truly
international in design finish and durability. The rub wood furniture and panel board are made
using rubber wood that is processed to the exacting standard of the British wood preserving
association. The fully automatic drier units keeping moist contents in the rubber wood below
10% level the result is furniture that offers lasting value with the added attraction of being eco
friendly.
The following are the various range of product offered by rubco wood pvt. Ltd.
Rubco Timber Panel:
Rubco Timber Panel are produced by sophisticated process of finger joining and edge
gluing using resins of polymer which are either white or transcelucent excellent finish and
durability is guaranteed. They also confirm to international standard. This solid timber panel of
rubco is easy to sow, drill, bore or stain. Sanded to 240 grit. They offer smooth finish, excellent
nail holding capacity making it the ideal user friendly choice of furniture manufactures and
carpenter. This proven concept which very popular among builder and architect in western
9
countries, offer perfect solution to the problem routinely encountered in handling various cross
sections of timber.
Rubco Timber Panel is eco-friendly ensure lower wastage of materials and helps to cut down
labour, time, and overall cost. Rubco timber comes in varied size from 1.5mm thickness upwards
with a maximum cross section size of 5200mm*1300mm. Rubco Timber Panel can be applied
following user:-
Door and window frames
Office furniture and partitions
Modular tables
Designer wardrobes
Kitchen cabinets
Dining tables and chairs
RUBCO HUAT WOODS FURNITURE:
The colonial furniture collection is an ideal way to add splendor and comfort to homes.
Rubco range of finished furniture range come in varied shades quoted with several layer of
lacquers.
Furniture range offered by rubco huat is,
Dining with chairs:
Rubco range of dining tables is available in oval round and square shapes with matching
chair forming eye catching combination to grace the dining room. It is available in a range of
colour like honey, northern rose wood, natural etc.
Computer tables:
Computer table offered by rubco huat is thought fully designed to provide room for all
peripherals and accessories and offers unmatched convenience it is also available in different
colour like honey northern rose wood, natural west antique pine and pigment red.
10
Television stand:
TV stands are well designed and they do not merely serve, their purpose but stand out
as elegant of home décor as well.
Sofa sets, diwan cots and rocker chairs:
Sofa sets, diwan cots and rocker chairs in exquisite design and in a range of finishes
help to create beautiful living places. It is also available in a range of colour such as honey
northern rose wood, natural west antique pine and pigment red.
FEATURES OF RUB WOOD:
Eco friendly
Strong and durable
Maximum dimensional stability
Resistance to borer attack
Ready to use panel
11
ORGANISATION GROWTH
12
OBJECTIVES OF THE STUDY
Primary objective
To study the job satisfaction level of the employees.
Secondary objective
To identity the ways and means to improve the employees job satisfaction.
To find whether they are satisfied with the pay structure.
To find out whether the employees are satisfied by the assistance and support given by
their superiors and co-workers.
To determine whether the employees are satisfied with the chances for advancement in
the organization.
To find out whether their job is interesting and challenging.
13
NEED FOR THE STUDY
The researcher has considered the study necessary, because employees
Job satisfaction is directly related with the performance of the employees in the
organization. It is mainly carried out for identifying and analyzing the satisfaction
level of employees in the company.
Good job satisfaction is evidenced by employee’s enthusiasm, voluntary conformance
with regulations and orders, and a willingness to co-operate with others in the
accomplishment of an organizations objectives.
If job satisfaction is not up to the level, it affects the output, the quality of the
products, cost, cooperation, initiative, and other ingredients of success.
14
SCOPE OF THE STUDY
Since job satisfaction plays a major role in enhancing productivity the study was
conducted to find out the degree to which they are satisfied with respect to various factors like
work, pay promotional opportunities, supervision and cooperation from co-workers which forms
the critical component of job satisfaction.
Job satisfaction refers to an employee’s general attitude towards his job. To the extent
that the person’s job fulfilment his dominant and is consistent with his expectation and values,
the job will be satisfying. By analyzing the employee’s job satisfaction in RUBCO HUAT
WOODS.
15
LIMITATIONS OF THE STUDY
Sample size of the study is only 100
Unwilling to respond – some of the respondents were not responding to some of the
questions
Short time period – due to time constraint the researcher was not able to complete the
project to desired level
The sample is restricted only up to the kannur branch of RUBCO HAUT WOODS.
The attitude of the employees may change from time to time. Hence the result of the
project may be applicable only at present.
16
RESEARCH METHODOLOG
RESEARCH DESIGN
The success of formal research project depends on the sound research design. As the main aim of the project is to identify the satisfaction level of the employees in an organization. Descriptive research studies are those studies, which are concerned with describing the characteristic of particular individuals, or of a group
SAMPLING DESIGN
A sample design is a definite plan for obtaining a sample from a given population. It refers to the technique or procedure the researcher would adopt in selecting items from the sample.
SAMPLING TECHNIQUE
Out of 486 populations the probability of the sample size is restricted to 100 samples; hence convenience sampling technique is adopted for the research study.
DATA COLLECTION METHODS
Data collection method is an important task in every research process. There are two types of data is being used
Primary data: The data are collected directly from the respondents as the information is not already been provided.
Secondary data: the data are collected from the company records, newspaper, journals, magazines, library, etc.
TOOL USED FOR COLLECTING DATA
Questionnaire is the tool used for collecting data. Multiple choices, open - ended and close – ended questions of pre-formulated questionnaire have been designed for the study.
17
ANALYSIS OF DATA
After collecting the data, they were entered in a single table called ‘master chart’. Different tables were prepared and analysis of data was done to find out the level of job satisfaction of staff member in the organization. To extract meaningful information from data collected, analysis of data and interpretation was carried out by using simple percentage analysis and chi-square test..Statistical tools used
1. Percentage analysis 2. Chi-square test
Charts used
1. Bar chart
18
REVIEW OF LITERATURE
1. According to VROOM it is the positive orientation of an individual towards the work role
which he is presently occupying. This can be easy paraphrased as an individual’s liking more
aspects of his work than he dislikes.
2. The attribute of great interest is the general attitude of employees towards work or toward a
job often called job satisfaction.
-HELLRIGEL, SLOCUM, WOODMAN
3. BABIN and BOLES (1996) found when studying retail employees that employee perceptions
of co-worker involvement and supervisory support reduces stress and increases job satisfaction.
4. KOVACH (1995) found that while supervisors believe that good wages are most important to
employees, the employees themselves report that interesting work is most important.
5. A literature review on job satisfaction of academic librarians is divided into two sections. The
first section deals with the conceptual framework which includes two theoretical approaches to
job satisfaction. These theories include Maslow's Needs Hierarchy Theory and Herzberg's Two-
Factor (Motivation/Hygiene) Theory. Criticisms of these theories are also discussed. These
content theories attempted to determine factors contributing to the satisfaction/dissatisfaction of
an individual. Literature on job satisfaction among university faculty and school teachers is also
reviewed, since this literature is assumed to be analogous because of the identical job
characteristics of faculty and teaching responsibilities. The second section reviews available
literature regarding job satisfaction in general, and specifically factors related to job satisfaction
of academic librarians. In addition, demographic variables and their relation to job satisfaction,
particularly academic librarians are reviewed. A five-page reference list is included
6. A model examining the effects of customer orientation and job resources (supervisory support,
training, empowerment, and rewards) on frontline employees' job satisfaction, affective
organizational commitment, and turnover intentions is developed and tested. Data collected via
self-administered questionnaires from a sample of 723 frontline hotel employees in Turkey serve
as the study setting. Results show that customer orientation and job resources enhance frontline
employees' job satisfaction and affective organizational commitment, and diminish their turnover
19
intentions. Also, job satisfaction has a significant positive impact on affective organizational
commitment and a negative effect on turnover intentions. Implications of the results are
discussed and future research avenues are offered.
7. The article offers information on the 2007 Job Satisfaction Survey Report conducted by the
Society for Human Resource Management (SHRM). The survey was aimed at understanding the
characteristics of job satisfaction better. It involved HR professionals, as well as non-HR
employees. It indicated the five important job satisfaction aspects for employees, which are
compensation, benefits, job security, work/life balance and communication.
8. The article states that high-school seniors' expectations for career success are rising, but their
economic achievements over time are not, and the resulting gap could fuel discontent that human
resources professionals will confront in the form of a continuing slide in employees' job
satisfaction. A recent study found that 20 percent of high-school seniors in 1976 said their goal
was to obtain an advanced degree after college and enter a profession such as medicine or
teaching.
9. This study explores how the Chinese values (Integrations, Confucian Work Dynamism,
Human-heartedness and Moral Discipline) impact employees' satisfaction (ES). Employees who
work in mainland China for companies whose parent companies are based in Taiwan were
surveyed. The results can be summarized as the following: 'Integration', 'Confucian Work
Dynamism' and 'Human-heartedness' are significantly different between Taiwanese and Chinese
employees, while 'Moral discipline' is not; Taiwanese employees have higher ES than Chinese
employees; Taiwanese employees view 'career planning' is the most important, while Chinese
employees think 'management system' is most important; For Taiwanese employees, 'Salary and
benefit', 'Working load' and 'Management system' have effects on ES; Age and Education have
effects on Chinese employees. suggest that the overall climate in a work unit has some influence
on individual attitudes, after accounting for individuals' idiosyncratic perceptions of the climate.
20
DATA ANALYSIS AND INTERPRETATIONS
TABLE NO-1
Distribution of respondents on the basis of age
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Below 20 years 04 4%
2 21 to 30 years 66 66%
3 31 to 40 years 21 21%
4 41 to 50 years 9 9%
5 Above 50 years
Total 100 100
INTERPRETATION
From the above table it can be seen that the majority 66% of the respondents belong to
the age group of 21 to 30 years, 21% of the respondents belongs to the age group of 31 to 40
years, 9% of the respondents belongs to the age group of 41 to 50 years, 4% of the respondents
belongs to the age group of below 20 years, and none of the respondents belongs to the age
group of above 50 years
21
CHART NO-1
22
TABLE NO-2
Distribution of respondents on the basis of gender
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Male 88 88%
2 Female 12 12%
Total 100 100
INTERPRETATION
From the above table it can be seen that the majority 88% of the respondents are male
and remaining 12% of the respondents are female.
23
CHART NO-2
24
TABLE NO-3
Distribution of respondents on the basis of education qualification
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Elementary school 14 14%
2 High school 35 35%
3 Diploma 17 17%
4 Undergraduate 29 29%
5 Postgraduate 5 5
6 Others
Total 100 100
INTERPRETATION
From the above table it can be seen that the majority 35% of the respondents are
qualified high school and 17% of respondents are qualified diploma, 14% of the respondents are
qualified elementary school and 29% of respondents are qualified undergraduate, none of the
respondents are qualified other craft courses and 5% of the respondents are qualified
postgraduate.
25
CHART NO-3
26
TABLE NO- 4
Distribution of respondents on the basis of marital status
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Married 64 64%
2 Unmarried 36 36%
Total 100 100
INTERPRETATION
From the above table it can be seen that the majority 64% of the respondents are married
and the remaining 36% of respondents are unmarried.
27
CHART NO-4
28
TABLE NO-5
WORK EXPERIENCE IN THE PRESENT ORGANISATION
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1. Less than 3 months 8 8
2. 3 months-1 year 26 26
3. 1 year-3 years 37 37
4. 4 years and above 29 29
Total 100 100
INTERPRETATION
From the above table it shows that 8% of the respondents have less than 3 months
experience, 26% of the respondents have experience of 3 months – 1 year, 37% of the
respondents have experience of 1 year – 3 years and 29% of the respondents have experience of
4 years and above.
29
CHART NO-5
30
TABLE NO-6
Distribution of respondents on the basis of monthly income
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Below 2000 8 8%
2 2001 to 5000 26 26%
3 5001 to 7000 37 37%
4 7001 to 10000 24 24%
5 Above 10001 5 5%
Total 100 100
INTERPRETATION
From the above table it can be seen that the majority 37% of the respondents are
earning an income between 5001 to 7000, 8% of the respondents are earning an income below
2000, 26%% of the respondents are earning an income between 2001 to 5000, 24% of the
respondents are earning an income between 7001 to 10000 and none of the employees are getting
an income above 10000
31
CHART NO -6
32
TABLE NO – 7
EMPLOYEE FREEDOM
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Always
2 Some times 20 20%
3 Not affected 80 80%
Total 100 100%
INTERPRETATION
It is clear from the above table that 80% of the employees say that the rules and
regulations do not affect their freedom. 20% of the employees say that it sometimes affect while
none of the employees think that always it affect their freedom.
33
CHART NO – 7
34
TABLE – 8
CHANGES IN SCHEDULES AND PROCEDURES
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Frequently
2 Not very frequently 38 38%
3 No change 62 62%
Total 100 100%
INTERPRETATION
The above table shows that 62% of the employees say that the schedules and procedures
of the organization do not change. 38% of the employees say that it not changing very frequently
while none of the employees says that the schedules and procedures keep changing frequently.
35
CHART NO - 8
36
TABLE – 9
SATISFACTION WITH THE CHANGES IN
SCHEDULES AND PROCEDURES
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Highly satisfied 21 21%
2 Highly dissatisfied
3 Dissatisfied 15 15%
4 Satisfied 64 64%
Total 100 100%
INTERPRETATION
According to the survey 21% of the employees are highly satisfied with the changes in
schedules and procedures 64% of the employees are satisfied and 15% of the employees are
dissatisfied.
37
CHART NO - 9
38
TABLE – 10
PHYSICAL CONDITION OF WORK PLACE
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Good 79 79%
2 Very good 8 8%
3 Bad 13 13%
4 Very bad
Total 100 100%
INTERPRETATION
According to the survey 79% of the people say that physical condition of work place is
good 8% of the people say that it is very good while 13% of the people say that it is bad.
39
CHART NO - 10
40
TABLE – 11
RELATIONSHIP WITH THE SUPERIORS
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Highly satisfied 19 19%
2 Highly dissatisfied
3 Dissatisfied 13 13%
4 Satisfied 68 68%
Total 100 100%
INTERPRETATION
It is clear from the above table that 68% of the employees are satisfied with the
relationship with the superiors and 19% of the employees are highly satisfied with superiors
while 13% of employees are dissatisfied with the relationship with superiors.
41
CHART NO -11
42
TABLE – 12
RELATIONSHIP WITH THE CO-WORKERS
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Highly satisfied 23 23%
2 Highly dissatisfied
3 Dissatisfied
4 Satisfied 77 77%
Total 100 100%
INTERPRETATION
According to the study 77% of the workers are satisfied with relationship with the co-
workers 23% of the workers are highly satisfied and none of the workers are dissatisfied or
highly dissatisfied.
43
CHART NO - 12
44
TABLE -13
WAGES AND PAYMENT PROCEDURE
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Highly satisfied
2 Highly dissatisfied
3 Dissatisfied 16 16%
4 Satisfied 84 84%
Total 100 100%
INTERPRETATION
According to the study 84% of the employees are satisfied and none of the employees are
highly satisfied or dissatisfied with the wages and payment procedure in the organization but
16% of the employees are dissatisfied with the wages and payment procedure.
45
CHART NO – 13
46
TABLE- 14
AVAILABILITY OF TOOLS, MACHINES
AND EQUIPMENT
SL NO VARIABLES RESPONDENTS PERCENTAGE
1 Yes 88 88%
2 No 12 12%
Total 100 100%
INTERPRETATION
The above table shows that 88% of the employees agree with the availability of tools,
machines and equipments 12% of the employees disagree with the availability of tools, machines
and equipments.
47
CHART NO – 14
48
TABLE – 15
PAY FOR OVERTIME
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Yes
2 No 100 100%
Total 100 100%
INTERPRETATION
It is clear from the above table shows that none of the employees are not paid for
overtime.
49
CHART NO – 15
50
TABLE – 16
OVERTIME TO COMPLETE THE WORK
SL.NO VARIABLES RESPONDENTS PERCENTAGE
1 Always
2 Sometimes 31 31%
3 Never 69 69%
Total 100 100%
INTERPRETATION
It is clear from the above table that 31% of the employees sometimes take overtime to
complete the work while 69% of the employees never take overtime. None of the employees
always take overtime to complete the work.
51
CHART NO – 16
52
Table –17
Satisfaction about the HRD program conducted by the company
SL NO VARIABLES RESPONDENTS PERCENTAGE
1Satisfied
64 64%
2 Not Satisfied36 36%
Total100 100
INTERPRETATION
It is clear from the above table that 64% of the respondents are satisfied with the HRD
program conducted by organization while 36% of the respondents are not satisfied with the HRD
program conducted.
53
CHART NO – 17
54
TABLE 18
Safety measures of the respondents
SL NOVARIABLES RESPONDENTS PERCENTAGE
1 Yes 100 100
2 No
Total 100 100
INTERPRETATION:
The above table shows that 100% of the respondents said that safety measures are
provided. While none of them said that safety measure are not provided by the organization.
55
CHART NO – 18
56
Table –19
Respondents opinion Regarding the Remunerations of the company with Similar Company in the area:
SL NO VARIABLES RESPONDENTS PERCENTAGE
1 Favorable47 47%
2 Not favorable53 53%
Total100 100%
INTERPRETATION
It is clear from the above table that 47% of the respondents have favourable opinion
about the remunerations of the company with Similar Company while 53% of the respondents
are not favorable about the remunerations of the company with Similar Company.
CHART NO – 19
57
Table –20
58
Satisfaction of employees regarding career growth in the company
SL NO VARIABLES RESPONDENTS PERCENTAGE
1 Satisfied78 78%
2 Not satisfied22 22%
Total100 100%
INTERPRETATION
It is clear from the above table that 78% of the respondents are satisfied about regarding
career growth in the organization while 22% of employees are not satisfied with the company
growth.
CHART NO – 20
59
DATA ANALIYSIS AND HYPOTHESIS TESTING
60
Hypothesis test-1
Employee Freedom Vs Gender
GenderNot affected Some times
Total
Male73 15 88
70.4 17.6
Female7 5 12
9.6 2.4
Total 80 20 100
Chi-square value : 4.001
Degree of freedom : 1
Table value : 3.841
Level of significant : 0.05
H0: Null Hypothesis
There is no significant relationship between the Freedom of the employees and the
Gender of the respondents.
H1: Alternative Hypothesis
There is a significant relationship between the Freedom of the employees and the Gender
of the respondents.
c2 = (0 – E)2 = 4.001
E
INTERPRETATION
61
The result of the chi-square test reveals that the calculated chi-square value is greater
than the table chi-square value at 5% level of significance and therefore, the relationship between
the Freedom of the employees and the Gender of the respondents is a significant. Thus the
hypothesis is that the relationship between the Freedom of the employees and the Gender of the
respondents are accepted. Thus the null hypothesis is rejected.
Hypothesis test-2
Relationship between Career Group and Month Income
62
Income Satisfied Not satisfied Total
Rs.1000-20001 7
86.8 1.2
Rs.2001-500019 7
2622.1 3.9
Rs.5001-700035 2
3731.45 5.55
Rs.7001-1000020 4
2420.4 3.6
Above 100003 2
54.25 0.75
Total 78 22 100
Chi-square value : 3.03
Degree of freedom : 4
Table value : 9.488
Level of significant : 0.05
H0: Null Hypothesis
There is no significant relationship between employees regarding career growth in the
company and monthly income of the respondents
H1: Alternative Hypothesis
There is a significant relationship between employees regarding career growth in the
company and monthly income of the respondents.
c2 = (0 – E) 2 = 3.03
E
INTERPRETATION
63
The result of the chi-square test reveals that the calculated chi-square value is less than
the table chi-square value at 5% level of significance and therefore, relationship between
employees regarding career growth in the company and monthly income of the respondents is
not significant. Thus the hypothesis is that relationship between employees regarding career
growth in the company and monthly income of the respondents does not hold good. Thus the
null hypothesis is accepted.
Hypothesis teat-3
64
Relationship With Co-Workers and Supervisors
Highly satisfied Satisfied Total
Highly Satisfied15 4 1914.63 4.37
Dissatisfied10 3 13
10.01 2.99
Satisfied52 14 68
52.36 15.64
Total 77 23 100
Chi-square value : 0.875
Degree of freedom : 2
Table value : 5.991
Level of significant : 0.05
H0: Null Hypothesis
There is no significant relationship between the co-workers and supervisors.
H1: Alternative Hypothesis
There is a significant relationship between the co-workers and supervisors.
c2 = (0 – E)2 = 3.03
E
INTERPRETATION
65
The result of the chi-square test reveals that the calculated chi-square value is less than
the table chi-square value at 5% level of significance and therefore, relationship between the co-
workers and supervisors is not significant. Thus the hypothesis is that relationship between the
co-workers and supervisors does not hold good. Thus the null hypothesis is accepted.
Hypothesis test-4
66
Availability of Tools with Physical Condition of Work Place
Yes No Total
Good70 9 79
69.52 9.48
Very Good6 2
87.04 0.96
Bad12 1
1311.44 1.56
Total 88 12 100
Chi-square value : 1.536
Degree of freedom : 2
Table value : 5.991
Level of significant 0.05
H0: Null Hypothesis
There is no significant relationship between the availability of tools and physical
condition of the company.
H1: Alternative Hypothesis
There is a significant relationship between the availability of tools and physical condition
of the company.
c2 = (0 – E)2 = 1.536
E
INTERPRETATION
67
The result of the chi-square test reveals that the calculated chi-square value is less than
the table chi-square value at 5% level of significance and therefore, relationship between the
availability of tools and physical condition of the company is not significant. Thus the hypothesis
is that relationship between the availability of tools and physical condition of the company does
not hold good. Thus the null hypothesis is accepted.
FINDINGS
68
1. The study reveals that the majority 66% of the respondents belong to the age group of 21
to 30 years and none of the respondents belongs to the age group of above 50 years
2. The study reveals that the majority 88% of the respondents are male and remaining 12%
of the respondents are female.
3. The study reveals that the majority 35% of the respondents are qualified high school and
5% of the respondents are qualified postgraduate.
4. The study reveals that the majority 64% of the respondents are married and the remaining
36% of respondents are unmarried
5. The study reveals that the majority 37% of the respondents are earning an income
between 5001 to 7000, 8% of the respondents are earning an income below 2000.
6. The study reveals that 80% of the employees say that the rules and regulations do not
affect their freedom. 20% of the employees say that it sometimes affect.
7. The study reveals that 62% of the employees say that the schedules and procedures of the
organization do not change.
8. The study reveals that 21% of the employees are highly satisfied with the changes in
schedules and procedures but 15% of the employees are dissatisfied.
9. The study reveals that 79% of the people say that physical condition of work place is
good
10. The study reveals that 13% of employees are dissatisfied with the relationship with
superiors.
11. The study reveals that most of the workers are satisfied with relationship with the co-
workers.
12. The study reveals that some of the employees are dissatisfied with the wages and
payment procedure.
13. The study reveals that 12% of the employees disagree with the availability of tools,
machines and equipments.
14. The study reveals that none of the employees not get pay for overtime.
15. The study reveals that 31% of the employees sometimes take overtime to complete the
work.
16. The study reveals that 36% of the respondents are not satisfied with the HRD program
conducted.
69
17. The study reveals that 100% of the respondents said that safety measures are provided by
the organization.
18. The study reveals that 53% of the respondents are not favorable about the remunerations
of the company with Similar Company.
19. The study reveals that 22% of employees are not satisfied with the company growth.
20. The study reveals that the relationship between the Freedom of the employees and the
Gender of the respondents are accepted.
21. The study reveals that relationship between employees regarding career growth in the
company and monthly income of the respondents does not hold good.
22. The study reveals that relationship between the co-workers and supervisors is not
significant.
SUGGESTIONS
70
Some of the employees take overtime to complete the work. The superiors should identify those employees and provide them effective training to improve their efficiency
The existing wage & salary structure is to be revised as per the going rate in the similar industries
Work atmosphere is good even though the improvement is needed on the cleanliness and the first aid at the work place in the organization.
Company should maintain their rules and regulation according to the satisfaction of employees
It helps to improve the satisfaction of employees by providing overtime salary.
71
CONCLUSION
The research made in an attempt to find out the job satisfaction level of the employees in
RUBCO HUAT WOOD, KANNUR. In the study certain parameters has been defined to
measure. The parameters are set regarding factors related to work satisfaction, pay, promotions,
personal attitude, working environment, etc.
The satisfaction level for each parameter is identified individually from the employees. This
study helps the organization to concentrate on those parameters, which lack the employees’
satisfaction.
An overall study of the research reveals good satisfaction level of the employees in their
job, but at the same time the organization lacks on certain factors such as over time, rewards, and
promotion policy. If these factors are given little more care, the company can maintain good
workers with high level of satisfaction among the employees with organizational commitment
and involvement.
72
QUESTIONNAIRE
1. your name: ______________________
2. Age: Below 20 yrs 21-30 yrs 31-40yrs
41-50 yrs 51 yrs and above
3. Gender: male female
4. Education qualification:
Elementary school high School
diploma undergraduate
postgraduate others (specify)
5. Marital status:
married unmarried
6. How long have you worked in the company
Less than 3 months’ 3 months – 1 year
1 year – 3 year 4 year and above
7. Monthly income (in RS)
less than 2000 2000-5000
5001-7000 7001-10000 above 10000
8. Are you satisfied with the career growth in the company?
Satisfied Not satisfied
9. How is the physical condition of work place?
Good Very good Bad Very bad
73
10. Are you satisfied with the wages and payment procedure in the organization?
Highly Satisfied Highly Dissatisfied Dissatisfied
Satisfied
11. Does the rules and regulations of the organization affect your freedom?
Always Some times Not Affected
12. Does the schedule and procedure of the organization change every now and then?
Frequently Not very frequently
No change
13. Are you satisfied with the changes in schedules and procedures?
Highly Satisfied Highly Dissatisfied Dissatisfied
Satisfied
14. Are you satisfied with your relationship with your superiors?
Highly Satisfied Highly Dissatisfied Dissatisfied
Satisfied
15. Are you satisfied with your relationship with the co-workers?
Highly Satisfied Highly Dissatisfied Dissatisfied
Satisfied
16. Are you satisfied with the H.R.D. Programme of the Company?
Satisfied Not satisfied
74
17. Are you provided with the safety measures to avoid accidents?
Yes No
18. Do you think that the pay structure existing in the company is attractive when?
Compared to similar industry?
Favorable Not favorable
19. Do you get proper tools, machines and equipment for doing job?
Yes No
20. Does the organization pay for overtime?
Yes No
21. Do you take overtime to complete the work?
Always Sometimes Never
22. Any suggestions please specify:
Signature
Thank you
75
REFERENCE
1. Kothari.C.R (1990), Research Methodology, Wishwa prakasan publication, Seventh
edition.
2. Mamoria.C.B (1993), Personnel Management. Himalayan Publication, Eleventh edition.
3. Dr.Varma & Agarwal 1996), Organizational Behavior, Educational Publication, Ninth
edition.
4. Tripathi P.C. (1999), Organizational Behavior, Sulthan Chand and Sons Publication,
Fourteenth edition.
5. Richard l. Levin (2002), Statistics for Management, Seventh edition.
6. Stephin P. Robbins (2003), Organizational Behavior, Pearson Education, Ninth edition
7. Jerald Greenberg – Robert A. Baron (2003), Behavior in Organizations, Seventh edition.
76