Employee Job Satisfaction
Employee Job Satisfaction
BACHELOR OF BUSINESS
MANAGEMENT
Submitted by
K.SRUJANA
Reg.No.1113030
CERTIFICATE
This is to certify that
Place:
Nandyal.
Date:
Project Guide
Mr. P.RATNA REDDY
MBA,
(Assistant professor)
DECLARATION
I do here by declare that the project titled EMPLOYEE JOB SATISFACTION IN RAIN
CEMENTS LIMITED, SREEPURAM submitted by me in partial fulfillment for the award of the
Degree BACHELOR OF BUSINESS MANAGEMENT of RAYALASEEMA UNIVERSITY,
KURNOOl. It has not been submitted previously in part or full to any University or Institute for any
degree or diploma.
(K.SRUJANA)
CERTIFICATE
This is to certify that K.SRUJANA Regd. No. 1113030 has successfully completed the project
titled EMPLOYEE JOB SATISFACTION IN RAIN CEMENTS LIMITED, SREEPURAM and
submitted in partial fulfillment for the award of the Degree of BACHELOR OF BUSINESS
MANAGEMENT of Rayalaseema University, Kurnool.
DIRECTOR
ACKNOWLEDGEMENT
I would like to render my heartfelt thanks to Sri Ramakrishna Degree & P.G (Autonomous) College,
Nandyal, Kurnool (Dist) and Rain Cement Limited who gave me the opportunity to work on this
project. This project draws inspiration and wisdom from the efforts and support of many individuals
I am grateful to Dr. G. RAMA KRISHNA REDDY, M.Com, PhD, Principal of Sri Rama
Krishna Degree & P.G (Autonomous) College, Nandyal. For granting me the permission to earn on
the Project Work
I am also grateful to Dr. G. CHANDRA SEKHAR RAO, MA, PhD, Director of Sri Rama
Krishna Degree & P.G (Autonomous) College, Nandyal. For granting me the permission to carry on
the Project Work.
I also express my thanks to P.RATNA REDDY, Asst. Professor, Department of Business
Management studies who is my internal guide in making this project more meaningful.
I express my heartful thanks to Mr. Y. Keshava Reddy, HR Manager of RAIN CEMENTS
LIMITED, SREEPURAM for giving me an opportunity to do my project and providing me with
necessary information and guidance.
K.SRUJANA
TABLE OF CONTENTS
CHAPTER NUMBERS
CONTENTS
PAGE NO.
CHAPTER-1
INTRODUCTION
1-
10
CHAPTER-2
RESEARCH DESIGN
11
- 12
NEED OF THE STUDY
13
14
15
16
CHAPTER-3
INDUSTRY PROFILE
17
- 19
COMPANY
PROFILE
20 - 29
CHAPTER-4
CHAPTER-5
FINDINGS
SUGGESTIONS
BIBLIOGRAPHY
47
48
ANNEXURE
49
QUESTIONNAIRE
50
- 53
Managerial functions
Following are the managerial functions of Human Resources Management.
1. Planning:
The planning function of human resource department pertains to the steps
taken in determining in advance personnel requirements, personnel
programmes, policies etc. After determining how many and what type of
people are required, a personnel manager has to devise ways and means to
motivate them.
2. Organization:
Under organization, the human resource manager has to organize the
operative functions by designing structure of relationship among jobs,
personnel and physical factors in such a way so as to have maximum
contribution towards organizational objectives. In this way a personnel
manager performs following functions: (a) force; (b) allocation of work to
individuals; (c) integration of the efforts of preparation of task the task force;
(d) coordination of work of individual with that of the department.
4. Directing:
10
5. Controlling:
It provides basic data for establishing standards, makes job analysis and
performance appraisal, etc. All these techniques assist in effective control of
the qualities, time and efforts of workers.
Operative functions
Management The following are the Operative Functions of Human Resource
1.
Procurement of Personnel
It is concerned with the obtaining of the proper kind and number of
personnel necessary to accomplish organization goals. It deals specifically
with such subjects as the determination of manpower requirements, their
recruitment, selecting, placement and orientation, etc.
2. Development of Personnel :
Development has to do with the increase through training, skill that is
necessary for proper job performance. In this process various techniques of
training are used to develop the employees. Framing a sound promotion
policy, determination of the basis of promotion and making performance
appraisal are the elements of personnel development function.
3. Compensation to Personnel :
Compensation means determination of adequate and equitable remuneration
of personnel for their contribution to organization objectives. To determine
the monetary compensation for various jobs is one of the most difficult and
important function of the personnel management. A number of decisions are
taken into the function, viz., job-evaluation, remuneration, policy, inventive
and premium plans, bonus policy and co-partnership, etc. It also assists the
organization for adopting the suitable wages and salaries, policy and payment
of wages and salaries in right time.
JOB SATISFACTION
INTRODUCTION:
For the first time, in 1935 the concept of Job Satisfaction gained currency
through the publication of a monograph by Hoppock on 'Job Satisfaction'. He
reviewed 32 studies on job satisfaction conducted prior to 1933 and observed that Job
Satisfaction is a combination of psychological, physiological and environmental
circumstances that cause a person to say I am satisfied with my job.
Perhaps we can define job satisfaction as the end for the state of feeling. It is a
person's attitude towards the job are equivalent to satisfaction where as negative
attitude towards the job are equivalent to dissatisfaction.
MEANING :
Job satisfaction refers to a person's feelings of satisfaction on the job, which
acts as motivation to work. It is not the self satisfaction, happiness of self-contentment
but satisfaction on the job.
The term relates to the relationship between an individual and the employer
for which he paid. Satisfaction does mean the simple feeling-state accompanying the
attainment of any goal, the end state is feeling accompanying the attainment by an
impulse of its objective. Job satisfaction does mean absence of motivation at work.
Research workers differently described the factors contributing to job satisfaction and
job dissatisfaction.
DEFINITION :
Job Satisfaction is defined as, any combination of psychological and
physiological and environmental circumstances that cause and person truthfully to say
I am satisfied with my job.
12
--- HOPPOCK
Job satisfaction is defined as the pleasurable emotional state resulting the
appraisal of ones job as achieving or facilitating the achievements of ones job
values.
Economic Aim
b)
Humanistic Aim
c)
Theoretical Aim
The economic aim of job attitude research is that a satisfied employee will be
more productive than dissatisfied employees
The humanistic aim of job attitude research is to make the work hours as
pleasurable and as meaningful as possible.
The theoretical aim of job attitude research is to increase our understanding of
man. Knowledge of the determinants of satisfaction and dissatisfaction at work can
contribute appreciably to motivation and personality theory in particular and to
psychological theory in general.
PROCESS:
Intrinsic
Rewards
Effort
Performance
Perceived
Equitable
Rewards
Satisfaction
Extrinsic
Rewards
Effort:
13
Performance:
Effort leads to performance but both of these may not be equal. Performance
means the ability and role perception of the individual. Thus, if an individual has little
ability and inaccurate role perception, his performance may be ineffective in spite of
his putting great efforts.
Rewards:
Rewards are of two types. They are intrinsic rewards and extrinsic rewards.
Performance is seen as leading to intrinsic rewards such as sense of accomplishment
and actualization and extrinsic rewards such as working conditions and status.
There are vital differences among experts about the concept of Job
Satisfaction. Basically there are four theories of Job Satisfaction. They are as follows:
1.
Fulfillment Theory
2.
Discrepancy Theory
3.
Equity Theory
4.
Fulfillment Theory:
This theory measure satisfaction in terms of rewards a person receives or the
extent to which his needs are satisfied. Further they thought that there is a direct
relationship between job satisfaction and actual the actual satisfaction of the expected
14
needs. The main difficult in this approach is that job satisfaction as observed by
willing, is not only a function of what a person receives but also what he feels he
should receive. There would be considerable difference in the accruals and
expectations of persons. Thus, job satisfaction cannot be regarded as merely a
function of how much a person receives from his job.
Discrepancy Theory :
The proponents of this theory argues that satisfaction is the function of what a
person actually receives from his job situation and what he thinks he should receive or
what he expects to receive. When the actual satisfaction derived is less than expected
satisfaction, its result is dissatisfaction. Job satisfaction and dissatisfaction are
functions of the perceived relationship between what one wants from ones job and
what one perceives it is offering".
Equity Theory :
The proponents of this theory are of the view that a person's satisfaction is
determined by his perceived equity, which in turn is determined by his input-output
balance compared to his comparison of outers input-output balance. Input-output
balance is the perceived ratio of what a person receives from his job relative to what
he contributes to the job. This theory is of the view that both under the over rewards
lead to dissatisfaction while the under-reward causes feelings of unfair treatment,
over-reward leads to feelings guilt and discomfort.
Two-Factor Theory :
This theory was developed by HERZBERG, MANUSNER, PETERSON and
CAPWELL who identified certain factors as satisfiers and dis satisfiers. Factors such
as achievement, recognition, responsibility etc., are satisfiers, the presence of which
causes satisfaction but their absence does not result in dissatisfaction. On the other
hand, factors such as supervision, salary, working conditions etc., are dis-satisfiers,
the absence of which causes dissatisfaction. Their presence however does not result in
job satisfaction.
15
Supervision:
Those aspects of job situation mentioned second most frequently pertain to the
relationship of the worker with his immediate superiors. Supervision, as a factor,
generally influences job satisfaction.
Working Conditions :
The next most frequently mentioned factor includes those physical aspects of
the working environment, which are not necessarily a part of the work.
They are more a function of the particular organization or company. Hours is
also included in this because it is primarily a function of the organization, affecting
the individual's comfort and convenience in the same way as involving hours have
been separated from those involving other working conditions.
Wages:
It includes all aspects of the job involving present monetary remuneration for
work done. This is one of the most homogeneous of major factors.
Security:
16
Security is defined to include those features of the job situation, which lead to
assurance for continued employment, either within the same company or within the
same type of work. In some instances, this means that the opportunity for mobility is
absent but continued employment is assured. In other cases, the immediate job
continuation may not be as secure but there are sufficient opportunities for immediate
re-employment elsewhere so that survival pressures and unstable labor demands
arouse little or no anxiety in the worker.
Communication :
This factor includes those aspects of the job situation, which involve the
spreading of information in any direction within the organization. Terms such as
information of employee status, information on new developments, suggestion
systems, instructions and orders, annual reports etc., are used in literature to represent
this factor.
Benefits:
It includes all those specific phases of company policy, which attempt to
prepare the worker for emergencies, illness, old age and hospitalization. Also, the
company allowances for holidays leave and vacations are included within this factor.
Personal Variables :
Personal Variables like age, educational level, sex etc., are responsible for the
satisfaction and dissatisfaction. If any of these are not satisfied then they will carry
negative attitude and if they are satisfied they will carry a positive attitude.
17
RESEARCH DESIGN
researcher must be able define clearly, what he wants to measure and must find a
equate methods for measuring it along with a clear cut definition of 'population' he
wants to study. The design in such studies must be rigid and not flexible and must
focus attention on the following.
I.
II.
III.
IV.
V.
VI.
Research Instrument :
The research instrument which is used in this study is questionnaire. A
questionnaire consists of asset of questions presented to the respondents for their
answer. The researcher has used questionnaire as the instrument of research, to
collect the information. A questionnaire consists of both open ended and close ended
questions and personally administered to the respondents.
SAMPLING DESINGS :
Sampling Unit :
Respondents have been selected from different wings of Rain Industries
Limited.
Sampling Size :
The size of the sample is 80.
Sampling method :
The convenience sampling method has been used.
Sources of Date :
Two types of data can be considered for any research. They are :
1)
Primary data
2)
Secondary Data
Primary Data :
19
Secondary Data :
This consists of the information that have already been collected by someone
else and which have already been passed through the statistical process. The data is
collected either by published data or unpublished data. Usually published data are
available in various publications such as books, magazines, journals, previous reports,
news paper etc
20
The company can improve the working conditions, environment and other
policies to satisfy the employees based on the results of my survey.
I can understand how actually an organization works and can get more insight
on the concept of job satisfaction.
21
22
23
INTRODUCTION:
The Indian cement industry is the second largest in the world after China, in
terms of quality, productivity and efficiency it compares with the best anywhere.
Cement is a key infrastructure industry. It has been decontrolled from price and
distribution on 1st march, 1989 and delicensed on 25th July, 1991.
DRY PROCESS. This plant had easy of lime stone quarries of Porbandar. This
initial attempt could cause the attempt of two or more factories.
One at Kathy (M.P) another at Lechery (Rajasthan) by Kathy Cement Limited
and Bundy Portland Cement Limited respectively in January 1915 and December
1916.
As selling prices remained low and the output could not be raised the desired
rate. There was unsatisfied demand for the materials. On February 28th 1982 when
Government of India announced the partial decontrol of cement, it marked the
beginning new era for the cement industry.
A new impetus to the cement industry was provided during the post
Independence period through setting up of targets for Cement production.
capacity. However, the minimum economic size has increased to two million tones a
year.
The Indian Cement Industry plays a key role in the national economy,
generating substantial revenue for state and central government. It is the third highest
contributor in terms of excise duty of over Rs. 3,500crores a year. Sales tax yield
around Rs. 3,200 Crores to State Government. Royalties octal and other eases add
another RS.1500crores. The industry employee's work force of over of 1.5 lakh
persons and support a further complement of 12 lakhs people engaged indirectly.
The share of roads in transport of cement is nearly 60 percent while 39 percent
is moved by Rail. In recent years, sea routes are used increasingly to markets on the
western coast.
To establish and maintain an adequate organizational structure of relationship among
all the members of an organization by dividing of organization tasks into
functions, positions and jobs, and by defining clearly the responsibility,
accountability, authority for each job and its relation with other jobs in the
organization.
26
COMPANY PROFILE
The company was incorporated on 15th March, 1974 under the name
TADIPATRI CEMENTS LIMITED and the certificate of commencement of
business was obtained on 10th April 1974. The name of the company was changed as
PRIYADARSHINI CEMENTS LTD on May 1984. The plan was commissioned at
15th August, 1986.
The PRIYADARSHINI CEMENTS LTD has setup a 2500 tpd of cement. It is
a major producer of ordinary Portland cement and other specialized cement. It is
situated at Kodada in Nalgonda District of A.P. with Annual capacity of 7.5 lakhs
metric tones.
In 1999 April, 9th NCC Plant at Racharla near Dhone in Kurnool district was
taken by PRIYA CEMENT with Annual capacity of 7.5 lakhs metric tones.
In 2000 the company name has been changed to M/s RAIN INDUSTRIES
LIMITED by taking funds from their sister concern M/s RAIN CALCINING LTD.
Location of the plant at the place is having the following advantages.
27
The company was established with German technology and marketing the
following grades of cement.
1.
2.
3.
PROMOTERS:
Promoters are Sri N. Radha Krishna Reddy, Chairman
Sri N. Jagan Mohan Reddy, Managing Director
Sri N. Sujith Kumar Reddy, Executive Director.
ORGANIZATIONAL STRUCTRE:
The organizational structure of PRIYA is simple and flat. The employees are
assigned grades based on their pay packages. These grades are not based on the job
responsibilities may have different grades for reasons like duration of association with
the company.
President
Vice President
Managing Director
Executive Director
Marketing
Finance
Production
Personal
Department
General Manager
General Manager
General Manager
General Manager
Senior Manager
Senior Manager
Senior Manager
Senior Manager
Managers
Managers
Managers
Managers
28
Asst. Managers
Asst. Managers
Asst. Managers
Asst. Managers
Officers
Officers
Officers
Officers
Executives
Executives
Executives
Executives
General Manger
M2
Senior Manager
M3
Manager
M4
Assistant Manager
M5
Officer
M6
Executives
1 to 7
Clerical People.
Promotions:
Promotions are given to recognize the individuals performance and reward
him for his work so that he may have an incentive to forge ahead. In Rain
Industries Ltd, Promotions are given on the basis of performance appraisal,
rarely on seniority.
Wage Fixation:
The management is following the rules and regulations of the Government for
wage fixation. For wage board employees it is fixed according to Wage Board
Act.
Retirement Benefits:
30
The company is providing retirement benefits for both executives and nonexecutives as per the Government rules and regulations. The provident fund
and gratuity payable on basic.
Industrial Relations:
Industrial Relations are very cordial. It is the duty of the personnel manager
to keep the organization in right manner by maintaining fair relations with
the workers. Three unions exist in Rain Industries among them one is
recognized.
CANTEEN:
Canteen facilities have been provided in Rain Industries. Good hygienic
food at subsidized rates is usually served in the canteen.
WORKING CONDITIONS:
The working shifts of the company are as follows:
Shift
General Shift
Shift A
Shift B
Shift C
Timings
Breaks
8am to 5pm
12am to 1pm
6am to 2pm
11.30 am to 12pm
2pm to 10pm
7.30 to 8.00
10pm to 6am
The wages of the workers has to be paid before 7th of the month.
LEAVE FACILITES:
Leaves
Casual Leaves
Sick leaves
Privilege Leaves
Workers
Executives
12
12
15
12
15
15
For every 20 days of work the workers gets one privilege leave.
HOUSING FACILITIES:
31
The management provides 145 quarters to their employees. The total place
occupied for township is 177 acres of land. To those who are not staying in
quarters are provided with HRA according to their cadres.
REST ROOMS:
The management has provided rest rooms for worker.
AMBULANCE FACILITY:
A discrepancy is functioning in the colony with a facility of ambulance,
round the clock.
DRINKING WATER:
All employees are provided with cool pure drinking water.
EDUCATIONAL FACILITIES:
A school has been provided in the colony to educate the children of the
employees. No scholarships and books are provided at subsidized rates.
READING ROOM:
A library with reading room is provided for the employees.
RECREATIONHAL FACILITIES:
The management to their employed and their families such as gents club,
ladies club, library, children recreational park and certain indoor has
provided many recreational facilities, outdoor games are also encourages.
CULTURAL ACTIVITIES:
Various cultural programs like music, orchestra, puppet shows and holiday
trips to outside places are usually provided to the employees and workers.
UNIFORM :
The management is maintaining a unique uniform for all the employees of
different cadres and is supplying two pairs of clothes, shoes with stitching
charges.
FREE ELECTRICITY :
200 units of electricity for M6 and M5 grades.
300 units of electricity for M4 grades.
400 units of electricity for M3 and M2 grades
Free of electricity for M1 Grade, Vice President.
CONVEYANCE ALLOWANCE :
33
WASHING ALLOWANCE :
This is provided to the factory workers only.
Furniture Loan:
Rs. 30,000 is provided to the employees from M6 and M4 grades, Rs. 40,000
for M3 to M2 Grades and Rs. 60,000 for M1 Grade with 6% of interest rate.
Vehicle Loan:
For Scooter / Motor Cycle / Car loan are given to those who have completed
2 years of service in regular scale and those who have completed a period of
1 year probation successfully. Maximum advance for Motor Cycle is Rs.
35,000/- recoverable in 12 installments with 4% interest for M5 to M6
Grades of employees. Maximum limit of advance for car is Rs. 130000
recoverable in 12 installments with 6% interest for M3 grades of employees
WELFARE MEASURES:
The company is providing statutory and non statutory measures for the
welfare of the workers.
34
STATUTORY:
The statutory measures are
NON STATUORTY:
The Non Statutory measures are:
MAN POWER:
Total
E
mp
loy
ee
Man Power
Unit I
Unit II
250
150
400
Wage Board
75
50
125
Contract Labour
200
150
350
Total
525
350
875
35
SOCIAL RESPONSIBILITY:
As part of social responsibility the company is maintaining one dispensary
where near by villagers are treated free of cost. It has one primary school
and also it had constructed bus shelters, traffic singles, water sheds, water
tanks, hospitals, houses and road dividers.
COMPETITORS:
Priya brand has the following competitors. They are as follows.
1)
ACC
2)
ULTRA
3)
ZUARI
4)
PENNA
5) PANYAM
6) MAHA
36
1)
No of
respondents
Percentage
Strongly agree
45
56.25
Agree
26
32.5
Undecided
05
6.25
Disagree
04
Strongly disagree
00
Total
80
100
37
INTERPRETATION
From the table it is inferred that 88.75% of employees are agree that organization is
satisfying their actual needs and 6.25% are undecided and 5% disagree with it.
2)
often, do
skills at
work?
Particulars
No of
respondents
Percentage
Yes
74
92.5
No
06
7.5
Total
80
100
Most
use
all
your
38
INTERPRETATION
From the above diagram we conclude that 92.75% of them are using their
Skills at their work. 12% are not using their skills at their work.
3)
Do you see yourself in higher position if you work consistently and perform?
Particulars
No of respondents
Percentage
Strongly agree
35
43.75
Agree
35
43.75
Undecided
7.5
Disagree
2.5
Strongly disagree
2.5
Total
80
100
39
INTERPRETATION
From the above table it is inferred that 87.5% employees are with the opinion
That they see themselves in higher position if they work consistently. 7.5% of
They are undecided. 5% of them are disagreeing with it.
4)
Particulars
No of respondents
Percentage
Strongly agree
32
40
Agree
32
40
Undecided
7.5
Disagree
10
Strongly disagree
2.5
Total
80
100
40
INTERPRETATION
From the above table it is inferred that 80% of employees are with the opinion
that there is equity and fairness and 7.5% undecided and 12.5% are disagreed
with it.
5)
Particulars
No of respondents
Percentage
Strongly agree
29
36.25
Agree
40
50
Undecided
2.5
Disagree
11.25
Strongly disagree
Total
80
100
41
INTERPRETATION
From the above table it is inferred that 86.25% Of employees are with the
Opinion that there is task significance and 4% are undecided. And remaining
11.25% disagreed with it.
6)
No of
respondents
Percentage
Yes
80
100
No
Total
80
100
42
INTERPRETATION
From the above table it is inferred that 100% of the employees are with
The opinion that the conditions need to be improved.
7)
Particulars
No of
respondents
Percentage
Strongly agree
30
37.5
Agree
46
57.5
Undecided
2.5
43
Disagree
Strongly disagree
2.5
Total
80
100
INTERPRETATION
From the above table it is inferred that 95% of employees are with the opinion
that their supervisor guide them through crisis. And 2.5% of them are
undecided. And remaining 2.5% employees disagreed with it.
8)
Particulars
No respondents
percentage
Strongly agree
20
25
Agree
35
43.75
Undecided
15
18.75
Disagree
7.5
44
Strongly disagree
Total
80
100
INTERPRETATION
From the above table it is inferred that 68.75% of employees are with the
opinion that rewards commensurate that appraisal system. And 18.75% of
them are undecided. The remaining 12% of them disagreed with it.
9)
Particulars
No of
respondents
Percentage
Strongly agree
28
35
Agree
34
42.5
Undecided
10
12.5
Disagree
10
Strongly disagree
Total
80
100
45
INTERPRETATION
From the above table it is inferred that 77.5% of the employees are with the
opinion that superiors give freedom to decide on issue to employees. And
12.5% of them are undecided. The remaining 10% employees disagree with it.
10)
Particulars
No of
respondents
Percentage
Higher than
expected
20
25
Normal
50
62.5
Less than
expected
10
12.5
Total
80
100
46
INTERPRETATION
From the above it is inferred that 87.5% of employees are satisfied with the
pay scale. But remaining 25.5% employees are not satisfied with the pay
scale.
11)
Particulars
No of respondents
Percentage
Yes
68
85
No
12
15
Total
80
100
47
INTERPRETATION
From the above table it is inferred that 85% of the employees are with the
Opinion that job in rain industry will be prosperous for the future growth
But remaining 15% disagree with it.
12)
Particulars
No of
respondents
Percentage
Strongly agree
30
37.5
Agree
35
43.75
Undecided
10
12.5
Disagree
Strongly disagree
6.25
48
Total
80
100
INTERPRETATION
From the above table it is inferred that 81.25% of the employees are with
the opinion that there is ample opportunities to grow up the ladder. And
12.5% of employees are undecided. Remaining 6.25% of them are
disagreed with it.
13)
Particulars
No of
respondents
Percentage
Strongly agree
20
25
Agree
36
45
Undecided
7.5
Disagree
12
15
Strongly disagree
7.5
49
Total
80
100
INTERPRETATION
From the above table it is inferred that 70% of the employees are with
opinion that they have been rewarded for the contributions they have made.
And remaining 7.5% are undecided. But the remaining 27.5% are disagreed
with it.
14)
Particulars
No of
respondents
Percentage
Strongly agree
30
37.5
Agree
40
50
Undecided
7.5
Disagree
Strongly disagree
0
50
Total
80
100
INTERPRETATION
From the above table it is inferred that 87.5% of the employees are of the
opinion that they are identified with the task they perform. And 7.5% are of
undecided. The remaining 5% of them disagree with it.
15)
Particulars
No of
respondents
Percentage
Yes
68
85
No
12
15
Total
80
100
51
INTERPRETATION
From the above table it is inferred that 85% of employees are with the opinion
that the work keeps them interested even at home. But remaining 15% of
them disagreed with it.
16)
No of
respondents
Percentage
Satisfied
65
81.25
Undefined
10
12.5
Dissatisfied
6.25
Total
80
100
52
INTERPRETATION
From the above it is inferred that 93.75% of employees are with the
opinion that the leave facilities are satisfactory. And 12.5% are undecided.
The remaining 6.5% are dissatisfied with it.
17)
Particulars
No of
respondents
Percentage
Strongly agree
24
30
Agree
38
47.5
Undecided
Disagree
10
12.5
Strongly disagree
Total
80
100
53
INTRPRETATION
From the above table it is inferred that 77.5% of the employees are with
The opinion that they get appreciation from their Superiors when they have
Done something on their own. The 8% of the employees are undecided. The
Remaining 17.5% of them disagree with it.
FINDINGS
1.
2.
3.
54
4.
5.
6.
The job activities keeps interesting for the employees as the majority of the
employees contributions are significant at the end of the day.
7.
8.
9.
100% of the employees in the organization are with the opinion that the over
all conditions in the organization need to be improved a lot.
10.
Most of the employees are not satisfied with the equitable pay for equitable
work.
11.
Most of the employees in the organization feel that they can see themselves in
the higher position if they work consistently and perform well.
SUGGESTIONS
The company should go for job design approaches like job rotation, job
enrichment to avoid monotony, boredom and to increase planning and controlling
of the work.
The company should guide the employees towards schemes that gives loyalty
towards organization and reduces the, insecurity feelings in the minds of
employees.
The company must conduct training programs and departmental meets to the
employees for enhancing their skills in doing job which causes job satisfaction.
The company should improve the working conditions and safety measures.
The most importance should be given to canteen and Should be developed for
employee satisfaction.
The company should maintain clean premises around canteen and also greenery
should be improved.
BIBLIOGRAPHY
RESOURCE MANAGEMENT
- Stephen P Robbins
PERSONNEL / HUMAN
-
David A Decenzo
56
PERSONNEL MANAGEMENT
- C.B. Mamoria
RESEARCH METHODOLOGY
- C.R. Kothari
www.priyacement.com
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QUESTIONNAIRE
A study on JOB SATSIFACTION of employees at RAIN COMMODITIES LIMITED
1.
2.
E)
strongly disagree
3.
B) Agree C) Undecided
B) Agree
E)
C) Undecided
strongly disagree
4.
B) Agree
C) Undecided
E) strongly disagree
B) Agree
E)
C) undecided
strongly disagree
B) Agree
C) undecided
E) strongly disagree
B) Agree
C) undecided
E) strongly disagree
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7.
8.
B) Agree
C) undecided
E) strongly disagree
B) Agree
C) undecided
E) strongly disagree
B) Agree
C) undecided
E) strongly disagree
12.
B) Normal
B) No
B) Agree
C) undecided
E) strongly disagree
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B) Agree
E)
strongly disagree
D) Disagree
Satisfied
D) Disagree
C) undecided
E) strongly disagree
B) Undefined
E)
C) Dissatisfied
strongly disagree
15.
14.
15.
C) undecided
C) undecided
E) strongly
Satisfied
Disagree
B) Undefined
C) Dissatisfied
E) Strongly disagree
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16.
17.
B) No
Disagree
B) Agree
E)
C)
undecided
strongly disagree
NAME:
DESIGNATION:
DEPARTMENT:
EXPERIENCE:
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