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CHAPTER - I
INTRODUCTION
Employee satisfaction has been defined as a function of perceived performance and
expectations. It is a persons feeling of pleasure or disappointment resulting from comparing a
products outcome to his/her expectations.
If the performance falls short of expectations, the employee is dissatisfied and if it
matches the expectations, the employee is satisfied. A high satisfaction implies improvement in
efficiency and performance doing work or service. The process is however, more complicated
then it appears. It is more important for any organization to offer high satisfaction, as it reflects
high loyalty and it will not lead to switching over once a better offer comes in.
RATIONALE BEHIND THE STUDYEmployees are the basis of every organization. Recruiting and retaining knowledgeable
people for the job is essential for an employer.
But it works only if employee satisfaction is considered more important because of it
employees attracted and not leave the company. It is require studying the various factors to
assess employee satisfaction level.
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1.1 INTRODUCTION ABOUT THE STUDY
Employees satisfaction is the terminology used to describe whether employees are happy
and contented and fulfilling their desires and needs at work. Many measures meaning that
employee satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace.
As per Vroom Employee Satisfaction is a positive orientation of an individual towards a
work role which he is presently occupying
Employee satisfaction is a measure of how happy workers are with their job and working
environment. Keeping morale high among workers can be of tremendous benefit to any
company, as happy workers will be more likely to produce more, take fewer days off, and stay
loyal to the company. There are many factors in improving or maintaining high employee
satisfaction, which wise employers would do well to implement.
Employee satisfaction, while generally a positive in organization, can also be a bad luck
if mediocre employees stay because they are satisfied with your work environment.
Many experts believe that one of the best ways to maintain employee satisfaction is to
make workers feel like part of a family or team. Holding office events, such as parties or group
outings, can help build close bonds among workers. Many companies also participate in team-
building retreats that are designed to strengthen the working relationship of the employees in a
non-work related setting. Camping trips, paintball wars and guided backpacking trips are
versions of this type of team-building strategy, with which many employers have found success.
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Of course, few workers will not experience a boost in morale after receiving more
money. Raises and bonuses can seriously affect employee satisfaction, and should be given when
possible. Yet money cannot solve all morale issues, and if a company with widespread problems
for workers cannot improve their overall environment, a bonus may be quickly forgotten as the
daily stress of an unpleasant job continues to mount.
If possible, provide amenities to your workers to improve morale. Make certain they have
a comfortable, clean break room with basic necessities such as running water. Keep facilities
such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary
for most businesses, allowing workers to keep family photos or small trinkets on their desk can
make them feel more comfortable and nested at their workstation. Basic considerations like these
can improve employee satisfaction, as workers will feel well cared for by their employers.
The backbone of employee satisfaction is respect for workers and the job they perform.
In every interaction with management, employees should be treated with courtesy and interest.
An easy avenue for employees to discuss problems with upper management should be
maintained and carefully monitored. Even if management cannot meet all the demands of
employees, showing workers that they are being heard and putting honest dedication into
compromising will often help to improve morale.
Satisfaction = f(what employee expects, what she gets, time, back ground of the
employee- social, economic, cultural)
Satisfaction being a continuous process starts from the day 1 and gets reinforced with
time depending on the importance of the various factors considered to be important for the
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individual employee. Loyalty towards the organization starts to develop when the employee
continues to get the positive reinforcements on various important aspects for the duration of the
employment.
Core Values as a Foundation of Employee Satisfaction:
These are the values that have enabled employees to build the leading company in industry; these
are the values that will fuel employees worldwide growth in the coming years; and these are the
values that will drive employees career:
y Professionalism Demonstrating professional methods, character and standards.Treating prospects, clients and co-workers generously and charitably at all times, but
especially in the face of adversity.
y Enthusiasm Showing excitement, optimism and passion for your work.y Resourcefulness Acting effectively and imaginatively to produce great results from
scarce resources.
y Self-directedness Working independently and autonomously to achieve the goals setby management.
y Ethics Acting in accordance with the accepted principles of right and wrong thatgovern the conduct of our profession.
y Unselfishness Putting others before yourself, giving your time and effort for prospects,clients and co-workers. Showing cooperative effort as the member of a group to achieve
a common goal.
y Strategic-mindedness Suggesting and implementing long-term improvementsspringing from a sequence of short-term tasks.
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1.2 INTRODUCTION ABOUT THE COMPANY
MILKA WONDER CAKE has become popular for manufacturing variety of cakes and
so it is recognized as one to the leading cake manufacturers in India. This famous company
produces cakes in terms of bar cakes, rich plum and roll cake. All variety of cake is being made
from the hygienic and nutritive raw materials like pure wheat flavors. The cakes produced by
Milka Wonder cake are healthy, tasty, hygienic and boosting. It (cake) yields much calorie too
and that assumes the significance of the best quality product. So it increases the number of
customers for the cake, day by day.
As part of bright expansion plans, our company Milka Wonder Cake has an export
house too. As it specifies in the quality product, it launches exporting to foreign countries. Many
sales are on in the foreign countries' soil. Foreign consumers' strength too increases day by day.
The New hope food Industries P (Ltd) was started on 13th
December 1996 for
manufacturing bread and cakes. The company consists of board of directors, namely Mr.A.Raja.
The Company is situated at Chinnasadayam Palayam, and Erode-2. Mr.A.Raja is the chairman of
the company.
In the modern materialistic era, a person finds no time to cook anything. This has become
a major problem for most of the peoples in the cosmopolitan cities. To verify this Milka group
launched a product named Milka Wonder Cake which is something different from the ordinary
cakes. Cakes are being manufactured in the hygienic and clean atmosphere. No one can find
cream or design in the wonder cake. This renders the best services to the people equal to a hotel
or a mess.
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Some parents prefer wonder cake to their children as their lunch. Such types of cakes are also
increased by the following reason.
More tastier Instant More nutritious Save time and energy Readily available at reasonable prices Available in different flavors.
This has contributed towards the development of the cake industry. A market in general
may describe as a place or geographical area where the buyers and sellers meet. God and
Services are offered for sale and transfer of title of ownership occurs, analysis of market include
product, promotional measures of obtaining sales to be analyzed.
A retailer or a retail stores is a business enterprise whose primary function is to sell to
ultimate customer. Jerome Cathys one which consist primary of buying a satisfying assortment
of goods available for reasonable price and after convincing the target consumers that the good
will satisfy them. Retailing therefore is the last activity of firm in selling goods and services to
the ultimate customer.
Retailers are understandably concerned with consumer and suppliers. They have been
portrayed as the buying agents for their customers. Majority of customers will be satisfied by the
price and quality of the cakes. Thus the first objective has been satisfied.
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ABOUT MANAGING DIRCTOR
Mr. A. Raja is not only a business icon but also an active Managing Director. His Fifteen Years
experience in the Bakery cake manufacturing field has resulted in the incorporation of a company named
M/S New Hope Food Industries Ltd. in the year 1996. His hi-tech knowledge in cake manufacturing is
vast. The rich experience helps him invent his own formula in manufacturing this cake in the technology
and catering. This cake has become known as MILKA WONDER CAKE in its unique brand name. It
stands No.1 product in its taste and best in quality.
Being an educated man, Mr. A. Raja takes much interest in developing and catering technology and
skills in producing cakes. The taste of Milka Wonder Cake is a favorite of everyone. Its name and fame
has spread far and wide in India.
It is proud to remember that Mr. Raja, a Business magnet is a recipient of ARCH OF
EXCELLENCE AWARD 97 " which was awarded in ALLINDIA ACHIEVER'S CONFERENCE in
recognition of his high level business services.
CAKE PACKAGING:
Our company specializes in consumers packing suitable to the customer's requirements because o
the staple commodity. There is a separate section which bestows care upon packaging material used as
per customer's requirement and guidelines.
Ours is a prompt packaging system that ensures safety of ourcake products.
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STORAGE & SHIPPING:
Apart from manufacturing unit, our warehouse at Erode is well-known with hygienic storage
facilities for storing and shipping of cake products. The company maintains proper ventilation and
cleanliness with care. With periodical maintenance, dust free surroundings are preserved. Hygienic work
environment with proper food handling practices are maintained. Strict hygienic regulation including no
bare contact for packing staff and sanitized loading are implemented very carefully. In case of export
packing, our company takes much care in stuffing items and a consolidated container take care the safety
of our cake products. Our Milka Wonder Cake scales new heights in future business as much the present
as in the past. Continues to solicit the patronage of our customers in marketing our products.
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TESTING LABORATORY
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RAW MATERIALS
The raw materials that are used for the products are:
Maida Sugar Vanaspathi Egg Vegetable shortening Milk powder Salt Raising agent(500, 341) Class 2 preservative(282,319) Permitted Synthetic food colors(110) Added flavors
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CAKE PRODUCTS
FRUIT CAKE PINEAPPLECAKE
CHOCOLATE CAKE ORANGE CHOCOLATE CAKE
ORANGE CAKE VANILLA CAKE
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ARCH OF EXCELLENCE AWARD
It is proud to remember that Mr. Raja, Our Managing Director is a recipient of ARCH OF
EXCELLENCE AWARD 97 which was awarded in All India Achiever's conference in recognition o
his high level business serve.
INFRASTURUCTURE
The company has constructed a huge warehouse with various sections to meet the market demand
within the stipulated time frame. As we are located in the heart of Coimbatore that is also known as the
Manchester of South India, we avail excellent transport facility to meet the timely delivery clients.
QUALITY POLICY
We provide value and satisfaction to the customers through our quality products and services.
With strong dedication, discipline, desire, and delight, we provide superior agriculture products such as
coconut Fruits, Grass Mats, Red Chilies, Decorative Bamboo Basket, Coir Pith Briquette, etc.
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VISION & MISSION
We have achieved excellence in all aspects of the business such as products, services, polices, etc.
We endeavor to attain leadership in the respective domain by providing maximum satisfaction to the
clients. Besides, we work hard to bring new range of products in the market meet the different
requirements of the clients.
Milka provides employment for 110 employees. Milka is taking welfare and caring steps for the
employees. Milka provides various accommodation and transport facilities. This encourages training and
personal growth of the employees. Milka had made its employees The strength of the company. It has
evolved into the force the growth of Milka. Milka also provides Provident funds and Life Insurance for
accidental coverage.
Milkas is wide network. It spreads all over the South India. Thousands of Agencies, Agent and
Distributors are used for marketing the Milka products. About hundreds of vehicles like Tempos, Lorries
and Vans are servicing for Milka all over the network. These vast distribution plans and facilities are
provided to service and dedicate to the Milkas ever growing consumer population.
Name of CEO : Mr. A. RAJA
Establishment year : 1996
Primary Business Type : Wholesaler & Exporter
Market covered : India, African Countries, Singapore,
European countries & Western Countries
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ORGANIZATION STRUCTURE
ManagingDirector
Director
ShareHolders
GeneralManager
MarketingManager
AssitMarketingManager
Marketingand Sales
others( Drivers, Salespersons )
HumanResourceManager
HR Assit
Assitants
ProductioinManager
Productionin-charge
Supervisor
ProductionAssitants
Cleanersetc.,
Laboratory
Financemanager and
Administration
Accountants
Clerk
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CHAPTER - II
2.1 REVIEW OF LITERATURESome of the important studies conducted on the job satisfaction are reviewed here.
Employee satisfaction is the individual employees general attitude towards the job. It is
also an employees cognitive and affective evaluation of his or her job.
Employee satisfaction is the terminology used to describe whether employees are happy
and contented and fulfilling their desires and needs at work. Many measures purport that
employee satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace. -Susan M. Heath field
Job satisfaction manifests itself in different ways in different people. Whether job
satisfaction is high or low depends on a number of factors including: how well a persons needs
and wishes are met through work, working conditions, the way in which an individual defines
himself or herself through work, and individual personality.
During defines job satisfaction as Satisfaction is the amount of pleasure or contentment
associated with a job. If you like your job intensely, you will experience high job satisfaction. If
you dislike your job intensely, you will experience job dissatisfaction.
Long, Anthea (2005) the present paper investigates issues of job satisfaction and gender. In
particular, the findings that women are significantly happier in work than their male counterparts
are examined. To shed light on this issue, smaller subgroups of the total sample are analyzed and
more subjective variables (in addition to more traditional objective variables) are incorporated if
is found that differences in reported job satisfaction are more pronounced when looking at
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individuals with lower levels of education in lower skilled jobs. The determinants of job
satisfaction for men and women in this group satisfaction for men and women in this group are
significantly different, this was not found to be the case when looking at higher skilled, higher
educated individuals. Women in this latter group exhibit similar (i.e., lower) levels of satisfaction
to their male counterparts. If is conjectured that this result is due to differences in expectations of
work among men and women and also among women themselves.
Beam, Randal A (2006) data from a survey of 1,149 U.S journalist suggest news workers job
satisfaction is associated with perceptions about employer business and for organizations that
they perceive to be strongly profit oriented and more satisfied with their jobs of they perceive
that their employees value good journalism. These relationships, however, vary by job role news
supervisors and rank-and file journalists not only have some those different effects on job
satisfaction in each group.
T.V.Rao ( 2001 ) the study titled, A study of human resource development concepts, structure
of HRD departments and HRD practices in India stated that the HRD departments need to have
professionally trained and competent staff members so that they could make an impact, and
enhance the maturity levels of all the systems and sub systems in the organizations. These
systems and sub systems have a lot of potential for giving competitive advantage through the
development of employees and their competencies.
A.
DEVARAJU (2000
) Job performance as The amount of overall positive effect or feelings
that individuals have towards their job, Job satisfaction its the amount of pleasure or
contentment associated with a job. If an employee likes his job intensely he will performance in
his job.
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2.2 THEORITICAL BACKGROUND
THEORIES OF EMPLOYEE SATISFACTION
The company's ability to fulfill the physical, emotional, and psychological needs of its
employees. Satisfying the employee's all needs, so that he can give 100% to the company.
Satisfaction refers to the level of fulfillment on one's needs, desires, and wants. It can be
experienced in various levels or degrees.
Vital ingredients for any employees satisfaction are physical, security, social and egoistic
needs which satisfy individuals psycho social.
1. Physical and Security need: This relates to satisfaction of bodily function like hunger,thirst, shelter as well as to be secure in the employment.
2. Social Need: Since human beings are dependent on each other. There are some needswhich can be satisfied only when individual is recognized by other people.
3. Egoistic Need: This relates to man desire to mans desire to be dependant to do things ofhis own end to sense of accomplishment
To a considerable extent however physical needs are satisfied off the job. Social needs are
satisfied through personal contacts around the job where egoistic needs are chiefly satisfied
through the job.
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EQUITY THEORY
Equity Theory attempts to explain relational satisfaction in terms of perceptions of
fair/unfair distributions of resources within interpersonal relationships. Equity theory is
considered as one of the justice theories. It was first developed in 1962 by John Stacey Adams, a
workplace and behavioral psychologist, who asserted that employees seek to maintain equity
between the inputs that they bring to a job and the outcomes that they receive from it against the
perceived inputs and outcomes of others (Adams, 1965). The belief is that people value fair
treatment which causes them to be motivated to keep the fairness maintained within the
relationships of their co-workers and the organization. The structure of equity in the workplace is
based on the ratio of inputs to outcomes. Inputs are the contributions made by the employee for
the organization; this includes the work done by the employees and the behavior brought by the
employee as well as their skills and other useful experiences the employee may contribute for the
good of the company.
The idea is to have the rewards (outcomes) be directly related with the quality and
quantity of the employees contributions (inputs). If both employees were perhaps rewarded the
same, it would help the workforce realize that the organization is fair, observant, and
appreciative. This can be illustrated by the following equation:
Inputs: Time, Effort, Loyalty, Hard Work, Commitment, Ability, Adaptability, Flexibility,
Tolerance, Determination, Enthusiasm, Personal sacrifice, Trust in superiors, Support from co-
workers and colleagues, and Skill
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Outcomes: Outputs are defined as the positive and negative consequences that an individual
perceives a participant has incurred as a consequence of his/her relationship with another. When
the ratio of inputs to outcomes is close, than the employee should have much satisfaction with
their job. Outputs can be both tangible and intangible (Walster, Traupmann & Walster, 1978).
Typical outcomes include any of the following: Job security, Esteem, Salary, Employee benefit,
Expenses, Recognition, Reputation, Responsibility, Sense of achievement, Praise, Thanks, and
Stimuli.
EXPECTANCY THEORY (VROOMS THEORY)
Expectancy theory is about the mental processes regarding choice, or choosing. It
explains the processes that an individual undergoes to make choices. In organizational behaviour
study, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale
School of Management.
Expectancy theory predicts that employees in an organization will be motivated when they
believe that:
y putting in more effort will yield better job performancey better job performance will lead to organizational rewards, such as an increase in salary
or benefits
y These predicted organizational rewards are valued by the employee in question.
"This theory emphasizes the needs for organizations to relate rewards directly to performance
and to ensure that the rewards provided are those rewards deserved and wanted by the
recipients."
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2. Instrumentality Means of the first level outcome in obtaining the desired second leveloutcome; the degree to which a first level outcome will lead to the second level outcome.
3. Expectancy - Probability or strength of belief that a particular action will lead to aparticular first level outcome.
Vroom says the product of these variables is the motivation.
In order to enhance the performance-outcome tie, managers should use systems that tie
rewards very closely to performance. Managers also need to ensure that the rewards provided are
deserved and wanted by the recipients. In order to improve the effort-performance tie, managers
should engage in training to improve their capabilities and improve their belief that added effort
will in fact lead to better performance.
MASLOW'S HIERARCHY OF NEEDS
Maslow's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in
his 1943 paper A Theory of Human Motivation. Maslow subsequently extended the idea to
include his observations of humans' innate curiosity.
Maslows hierarchy of needs is most often displayed as a pyramid. The lowest levels of
the pyramid are made up of the most basic needs, while the more complex needs are located at
the top of the pyramid. Needs at the bottom of the pyramid are basic physical requirements
including the need for food, water, sleep and warmth. Once these lower-level needs have been
met, people can move on to the next level of needs, which are for safety and security.
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As people progress up the pyramid, needs become increasingly psychological and social.
Soon, the need for love, friendship and intimacy become important. Further up the pyramid, the
need for personal esteem and feelings of accomplishment take priority. Like Carl Rogers,
Maslow emphasized the importance of self-actualization, which is a process of growing and
developing as a person to achieve individual potential.
Maslow believed that these needs are similar to instincts and play a major role in
motivating behavior. Physiological, security, social, and esteem needs are deficiency needs (also
known as D-needs), meaning that these needs arise due to deprivation. Satisfying these lower-
level needs is important in order to avoid unpleasant feelings or consequences.
Maslow termed the highest-level of the pyramid as growth need (also known as being
needs orB-needs). Growth needs do not stem from a lack of something, but rather from a desire
to grow as a person.
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There are five different levels in Maslows hierarchy of needs:
1. Physiological Needs: These include the most basic needs that are vital to survival, suchas the need for water, air, food and sleep. Maslow believed that these needs are the most
basic and instinctive needs in the hierarchy because all needs become secondary until
these physiological needs are met.
2. Security Needs: These include needs for safety and security. Security needs areimportant for survival, but they are not as demanding as the physiological needs.
Examples of security needs include a desire for steady employment, health insurance,
safe neighborhoods and shelter from the environment.
3. Social Needs: These include needs for belonging, love and affection. Maslow consideredthese needs to be less basic than physiological and security needs. Relationships such as
friendships, romantic attachments and families help fulfill this need for companionship
and acceptance, as does involvement in social, community or religious groups.
4. Esteem Needs: After the first three needs have been satisfied, esteem needs becomesincreasingly important. These include the need for things that reflect on self-esteem,
personal worth, social recognition and accomplishment.
5. Self-actualizing Needs: This is the highest level of Maslows hierarchy of needs. Self-actualizing people are self-aware, concerned with personal growth, less concerned with
the opinions of others and interested fulfilling their potential.
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TWO-FACTOR THEORY
The two-factor theory (also known as Herzberg's motivation-hygiene theory) was
developed by Frederick Herzberg, a psychologist who found that job satisfaction and job
dissatisfaction acted independently of each other. The theory states that there are certain factors
in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction.
The two-factor, or motivation-hygiene theory, developed from data collected by Herzberg
from interviews with a large number of engineers and accountants in the Pittsburgh area. From
analyzing these interviews, he found that job characteristics related to what an individual does
that is, to the nature of the work he performs apparently have the capacity to gratify such
needs as achievement, competency, status, personal worth, and self-realization, thus making him
happy and satisfied. However, the absence of such gratifying job characteristics does not appear
to lead to unhappiness and dissatisfaction. Instead, dissatisfaction results from unfavorable
assessments of such job-related factors as company policies, supervision, technical problems,
salary, interpersonal relations on the job, and working conditions. Thus, if management wishes to
increase satisfaction on the job, it should be concerned with the nature of the work itself the
opportunities it presents for gaining status, assuming responsibility, and for achieving self-
realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus
on the job environment policies, procedures, supervision, and working conditions. If
management is equally concerned with both then managers must give attention to both sets of
job factors.
Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the
other diminishes, but are independent phenomena. This theory suggests that to improve job
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attitudes and productivity, administrators must recognize and attend to both sets of
characteristics and not assume that an increase in satisfaction leads to decrease in un-pleasurable
dissatisfaction.
Two-factor theory distinguishes between:
y Motivators (e.g. challenging work, recognition, responsibility) which give positivesatisfaction, arising from intrinsic conditions of the job itself, such as recognition,
achievement, or personal growth, and
y Hygiene factors (e.g. status, job security, salary and fringe benefits) which do not givepositive satisfaction, although dissatisfaction results from their absence. These are
extrinsic to the work itself, and include aspects such as company policies, supervisory
practices, or wages/salary.
Essentially, hygiene factors are needed to ensure an employee is not dissatisfied. Motivation
factors are needed in order to motivate an employee to higher performance, Herzberg also further
classified our actions and how and why we do them, for example, if you perform a work related
action because you have to then that is classed as movement, but if you perform a work related
action because you want to then that is classed as motivation.
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The following table presents the top six factors causing dissatisfaction and the top six factors
causing satisfaction, listed in the order of higher to lower importance.
Herzberg reasoned that because the factors causing satisfaction are different from those causing
dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The
opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite
of dissatisfaction is no dissatisfaction.
Leading to satisfaction
y Achievementy Recognitiony Work itselfy Responsibilityy Advancementy Growth
Leading to dissatisfaction
y Company policyy Supervisiony Relationship with bossy Work conditionsy Salaryy Relationship with peersy Security
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DETERMINANTS OF EMPLOYEE SATISFACTION
Employee satisfaction is a multi-variable and indescribable concept. There are number of factors
that influence employee satisfaction. These factors can be classified into two categories.
A) Organizational Variables:
The organizational determinants of employee satisfaction play a very important role. The
employees spend major part of their time in organization so there are number of organizational
factors that determine employee satisfaction of the employees. The employee satisfaction in the
organizations can be increased by organizing and managing the organizational factors.
1) Overall Individual satisfaction: Employees be should satisfy with the organization as a great
place to work.
2) Compensation and Benefits: This is the most important variable for employee satisfaction.
Compensation can be described as the amount of reward that a worker expects from the job.
Employees should be provided with competitive salary packages and they should be satisfied
with it when comparing their pay packets with those of the outsiders who are working in the
same industry. A feeling of employee satisfaction is felt by attaining fair and equitable rewards.
3) Nature of Work: The nature of work has significant impact on the employee satisfaction.
Employee satisfaction is highly influenced by the nature of work. Employees are satisfied with
job that involves intelligence, skills, abilities, challenges and scope for greater freedom. Job
dissatisfaction arises with a feeling of boredom, poor variety of tasks, frustrations and failures.
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4) Work Environment and Conditions: Employees are highly motivated with good working
conditions as they provide a feeling of safety, comfort and motivation. On contrary, poor
working conditions brings out a fear of bad health in employees. Employees spend 6 to 8 hours
at their workplace every day which makes a workplace their second home. It is up to the
employers to see and make sure that the office is fully facilitated and is in good working order. It
must be well lit and well ventilated with the right amount of lights, fans, air-conditioning.
Cleanliness is of utmost importance as there are a huge number of workers working at a job
place. The offices, cubicles, rest area, washrooms, kitchen & serving area must be neat and
clean. The more comfortable the working environment is more productive will be the employees.
5) Job Content: Factors like recognition, responsibility, advancement, achievement etc can be
referred to as job content. A job that involves variety of tasks and less monotonous results
delivers greater employee satisfaction. A job that involves poor content produces job
dissatisfaction.
6) Job Satisfaction: Job satisfaction is the favorableness or un-favorableness with which
employees view their work. As with motivation, it is affected by the environment. Job
satisfaction is impacted by job design. Jobs that are rich in positive behavioral elements such as
autonomy, task identity, task significance and feedback contribute to employees satisfaction.
Likewise, orientation is important because the employees acceptance by the work group
contributes to satisfaction. Each element of the environmental system, can attract or detract from
job satisfaction.
7) Organizational Level: The jobs that are at higher levels are viewed as prestigious, esteemed
and opportunity for self-control. The employees that are working at higher level jobs express
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greater employee satisfaction than the ones working at lower level jobs.
8) Opportunities for Promotion: Promotion can be reciprocated as a significant achievement in
the life. It promises and delivers more pay, responsibility, authority, independence and status. So,
the opportunities for promotion determine the degree of satisfaction to the employees.
9) Work Group: There is a natural desire of human beings to interact with others and so
existence of groups in organizations is a common observable fact. This characteristic results in
formation of work groups at the work place. Isolated workers dislike their jobs. The work groups
make use of a remarkable influence on the satisfaction of employees. The satisfaction of an
individual is dependent on largely on the relationship with the group members, group dynamics,
group cohesiveness and his own need for affiliation.
10) Leadership Styles: The satisfaction level on the job can be determined by the leadership
styles. Employee satisfaction is greatly enhanced by democratic style of leadership. It is because
democratic leaders promote friendship, respect and warmth relationships among the employees.
On contrary, employees working under authoritarian and dictatorial leaders express low level of
employee satisfaction.
11) Communication Methods: When administrative policies and all important announcements
are communicated to the employees, it boosts their morale. The methods chosen for
communication also play an integral role. Some of the methods that could be used are intranet,
monthly newsletters, weekly meetings etc...
12) Safety measures: An employer must make sure that he provides a safe environment to
his/her employee. The security measures outside office include security guards and parking
facility. While inside the office, there must be introduced a safe environment for male and
female employees to work so that if an employee has to work late hours she/he should feel safe
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and comfortable working in his/her office. There must be no discrimination or harassment
practiced and the employee should be given equal opportunity to grow as an individual despite
being male or female.
B) PERSONAL VARIABLES:
The personal determinants also help a lot in maintaining the motivation and personal factors of
the employees to work effectively and efficiently. Employee satisfaction can be related to
psychological factors and so numbers of personal factors determine the employee satisfaction of
the employees.
1) Personality: The personality of an individual can be determined by observing his individualpsychological conditions. The factors that determine the satisfaction of individuals and his
psychological conditions is perception, attitudes and learning.
2) Age: Age can be described as a noteworthy determinant of employee satisfaction. It is
because younger age employees possessing higher energy levels are likely to be having more
employee satisfaction. In older age, the aspiration levels in employees increase. They feel
completely dissatisfied in a state where they are unable to find their aspiration fulfilled.
3) Education: Education plays a significant determinant of employee satisfaction as it provides
an opportunity for developing ones personality. Education develops and improvises individual
wisdom and evaluation process. The highly educated employees can understand the situation
and asses it positively as they possess persistence, rationality and thinking power.
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4) Gender Differences:
The gender and race of the employees plays important determinants of Employee satisfaction.
Women, the fairer sex, are more likely to be satisfied than their male counterpart even if they
are employed in small jobs. The employee satisfaction can also be determined by other factors
like learning, skill autonomy, job characteristics, unbiased attitude of management, social status
etc. It is important for managers to consider all these factors in assessing the satisfaction of the
employees and increasing their level of employee satisfaction.
WHY IS EMPLOYEE SATISFACTION IMPORTANT?
Purpose / benefits of employee satisfaction include as follows:
1. Importance of employee satisfaction for organization
Enhance employee retention.
Increase productivity.
Increase customer satisfaction
Reduce turnover, recruiting, and training costs.
Enhance customer satisfaction and loyalty.
More energetic employees.
Improve teamwork.
Higher quality products and/or services due to more competent, energized employees.
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2. Importance of employee satisfaction for employee
Employee will believe that the organization will be satisfying in the long run.
They will care about the quality of their work.
They will create and deliver superior value to the customer.
They are more committed to the organization.
Their works are more productive.
OUTCOME OF EMPLOYEE SATISFACTION
y Satisfaction and Productivity: Satisfied employees are not necessarily more productive.Employee productivity is higher in organization with more satisfied employees.
y Satisfaction and Absenteeism: Satisfied employees have few avoidable absenteeism.y Satisfaction and Turnover: Satisfied employees are less likely to quit. Organization
takes actions to retain high performers and to weed out lower performers.
y Satisfaction and Organization Behavior: Satisfied employees who feel fairly treated byand are trusting of the organization are more willing to engage in behaviors that go
beyond the normal expectation of their job.
y Satisfied employee increase Customer Satisfaction: Because they are more friendly,upbeat and responsive. They are less likely to turnover which helps build long-term
customer relationship. They are experienced.
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CHAPTER - III
3.1 SIGNIFICANCE AND NEED FOR STUDY
The employee satisfaction is the orientation of the industry towards his work role, which
he/she is presently playing. The organization will only thrive and survive when its employees are
satisfied.
This makes person says completely that he/she is fully satisfied with the job. This study
conducted so that the employees give their full, honest and frank opinion by remaining
anonymous about how they feel about their jobs.
The survey is also useful way to assess the training needs and also a tangible expression
of the managements interest in the employee welfare, which would give the employee a cause to
have and feel better towards the management.
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3.2 OBJECTIVES OF THE STUDYThis study contains the following objectives.
1. To access the satisfaction level of employees.2. To know the employee satisfaction towards the facilities available in the company.3. To identify the factor which influences the job satisfaction of employees.4. To identify the factor which improve the satisfaction level of employees.5. To identify the employees expectation from the company.6. To offer valuable suggestion to improve the satisfaction level of employees.
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3.3 SCOPE OF THE STUDY
This study emphasis in the following scope:
y The study helps the researcher to find out which factor influence the employeessatisfaction.
y The study is helpful in fulfilling the employees expectation.y This study helps to employees for further development regarding employee satisfaction.y The suggestions of the study help to overcome the dissatisfaction of employees.
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3.4 LIMITATIONS OF STUDY
Each and every task has certain limitations and hurdles in the course of its performance. But this
does not mean that the task should stick up whenever certain limitations come up. The need is to
try ones level best to solve incoming limitations
y Due to time restriction (two months) more survey cant be conducted.y Number of samples is only 110.y The employees satisfaction level will change time to time due to psychological, social
and environmental factors.
y The analysis made in the study depends fully on the information given by therespondents.
y It does not ensure proportionate representation to all constituent group of population.y Some respondents hesitated to give the actual situation; due to some organization
restrictions.
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CHAPTER IV
RESEARCH METHODOLOGY
MEANING OF RESEARCH
Research is a common parlance refers to search for Knowledge.
The advance learners dictionary of current English lays down the meaning of research as,
A careful investigation or inquiry especially through search for new facts in any branch
of knowledge.
RESEARCH METHODOLOGY
Research Methodology is a way of systematically solve the research problem .
The methodology followed for conducting the study includes the specification of research
design, sample method, population, sample design, data collection method, questionnaire design
and statistical tools used for analyzing the collected data.
RESEARCH DESIGN
The research design used for this study is of the Descriptive Research type.
SAMPLE METHOD
The two major methods are probability and non-probability sampling technique. The study
requires probability sampling method whereas Random Sampling Method is used.
POPULATION
The total element of the universe from which sample is selected for the purpose of study is
known as population. The population of my research is the employees of company (110
employees).
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SAMPLE DESIGN FOR THE STUDY
SAMPLING METHOD : SimpleRandom sampling.
SAMPLE SIZE : 110 employees.
SAMPLE UNIT : Employees of New Hope Food Industries Pvt. Ltd, Erode.
DATA COLLECTION
THE DATA SOURCE
Primary Data:Primary data are those, which are collected afresh and for the first time and thus
happen to be original in character, questions and interviews methods were accede to collect
primary data by visiting the factory premises and various departments in it. It was collected from
the employees working in the factory. Here the information is gathered from the employees by
the survey method, who was not willing or who did not have time for or who was shy about it.
Secondary Data: It is collected from the internal records of the company. It is somewhat
essential to a researcher to refer the available datas regarding to the employees activities such as
attendance record, time of incoming and outgoing to the company, salary statement and so on in
the company.
THE RESEARCH APPROACHSURVEY METHOD: The most widely used technique of gathering primary data is the survey
method. The sources interviewed personally at the place of work and also with questionnaires. It
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is a direct and more flexible form of investigation involving face- to- face communication and
through recorded questionnaires filled in personally. The information is qualitative, quantitative
and accurate.
THE RESEARCH INSTRUMENT
y Questionnaire Method,y Interview Method.
THE RESPONDENTS
All kinds of Employees in the company.
QUESTIONNAIRE DESIGN
General questions (name, age, gender, designation etc) YES/NO questions, Interval scale, Rank order method, Rating scale method(graphic and itemized), Likert scale method.
AREAS OF STUDY
The area of the study is New Hope Food Industries (P) Ltd, Erode.
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TOOLS USED FOR ANALYZING THE DATA
This constitutes an integral part of research analysis. Hence any analysis of data compiled
should be subjected to relevant analysis so that meaningful conclusions could be arrived. The
statistical tools applied in this research are,
o Simple percentage methodo Weighted average method
1. Simple percentage method:A simple percentage statistical tool was used to identify the percentage of
respondents responses.
Percentage = (No of respondents/ Total no of samples) * 100.
2. Weighted average mean:
The weights stand for the relative importance of the different items
WiXi
W=
W
Where Wi = weighted average mean
X = weighted value
W = respondents
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CHAPTER - V
DATA ANALYSIS AND INTERPRETATION
Table no: 5.1.1 AGE OF THE RESPONDENTS
The table shows the Age of the respondents, herewith the classification of the age is divided
into three categories. The first categories are below 25 years of age and the second categories
are from 25 40 years of age and finally the last category of the age is above 40 years of the
age.
S.No Particulars No. of Respondents Percentage
1 Below 25 years 51 46
2 25-40 years 46 42
3 Above 40 years 13 12
Total 110 100
TOOLS: PERCENTAGE ANALYSIS
DATA: PRIMARY DATA
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INTERPRETATION:
From the above table, 46% of the respondents are from below 25 years of
the age and then 42% of the respondents are from the 25 - 40 years of the age and finally, the last
categories of the 12% of the respondents are from the above 45 years of the age.
Chart No: 5.1.1 AGE OF THE RESPONDENTS
AGE
46%
42%
12%
0
5
1015
20
25
30
35
40
45
50
Below 25 years 25-40 years Above 40 years
PERCENTAGE
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Table no: 5.1.2 GENDER OF THE RESPONDENTS
The table shows the Gender of the respondents, herewith the classification of the gender is
divided into two categories. The first categories are male respondents and the second
categories are female respondents.
S.No Particulars No. of Respondents Percentage
1 Male 58 53
2 Female 52 47
Total 110 100
TOOLS: PERCENTAGE ANALYSIS
DATA: PRIMARY DATA
INTERPRETATION:
From the above table, 53% of the respondents are from male category and
47% of the respondents are from female category.
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Chart No: 5.1.2 GENDER OF THE RESPONDENTS
GENDER
4445
46
47
48
49
50
51
52
53
Male
Female
53%
47%
PERCENTAGE
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Table no: 5.1.3 MARITAL STATUS OF THE RESPONDENTS
The table shows the Marital Status of the respondents, herewith the classification of the
marital status is divided into two categories.. The first categories are married respondents and
the second categories are unmarried respondents.
S.No Particulars No. of Respondents Percentage
1 Married 60 55
2 Unmarried 50 45
Total 110 100
TOOLS: PERCENTAGE ANALYSIS
DATA: PRIMARY DATA
INTERPRETATION:
From the above table, 55% of the respondents are belongs to the married
category and 45% of the respondents are belongs to the unmarried category.
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Chart No: 5.1.3 MARITAL STATUS OF THE RESPONDENTS
MARITAL STATUS
0
10
20
30
40
50
60
MarriedUnmarried
55%
45%
PERCENTAGE
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Table no: 5.1.4 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS
The table shows the Educational Qualification of the respondents, herewith the
classification of the educational qualification is divided into five categories. The first
categories are the respondent who completes their post graduation will come under this
category and the second categories of the respondents who completes Under graduation or
diploma and the third category respondents are who completed HSC/SSLC and the fourth
category of the respondents are below than HSC/SSLC and finally, the fifth category of the
respondents are from uneducated list.
S.No Particulars No. of Respondents Percentage
1 Post Graduate 10 9
2 Under Graduate/Diploma 22 20
3 HSC/SSLC 31 28
4 Less than HSC/SSLC 45 41
5 Uneducated 2 2
Total 110 100
TOOLS: PERCENTAGE ANALYSIS
DATA: PRIMARY DATA
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INTERPRETATION:
From the above table, 9% of the respondents are from post graduation and
then 20% of the respondents are from Under graduation or diploma and 28% of the
respondents are from completion of their HSC/SSLC and 41% of the respondents are from
less than HSC/SSLC and finally, the 2% of the respondents are from uneducated list.
Chart No: 5.1.4 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS
EDUCATIONAL QUALIFICATION
0
5
10
15
20
25
30
35
40
45
9%
20%
28%
41%
2%
PERCENT
AGE
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Table no: 5.1.5 DEPARTMENT WISE CLASSIFICATION OF THE RESPONDENTS
The table shows the Department wise classification of the respondents, herewith the
classification of the respondents is from various departments. The major classification of the
departments is divided into seven categories.
S.No Particulars No. of Respondents Percentage
1 General and
Administration
12 11
2 Production 76 69
3 Sales and Marketing 7 6
4 Laboratory 3 3
5 Others(Driver, Electrician,
Sweeper, Security)
12 11
Total 110 100
TOOLS: PERCENTAGE ANALYSIS
DATA: PRIMARY DATA
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INTERPRETATION:
From the above table, 5% of the respondents are from General and
Administration and then 2% of the respondents are from Human Resource and 4% of the
respondents are from Finance and 69% of the respondents are from Production and 6% of the
respondents are from Sales and Marketing and 3% of the respondents are from Laboratory
finally, the 11% of the respondents are from Others category like (Driver, Electrician,
Sweeper, Security).
Chart No: 5.1.5 DEPARTMENT WISE CLASSIFICATION OF THE RESPONDENTS
DEPARTMENTS
0
10
20
30
40
5060
70
11%
69%
6% 3%11%
PERCENTAGE
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Table no: 5.1.6 MONTHLY SALARY CLASSIFICATION OF THE RESPONDENTS
The table shows the monthly salary classification to the respondents, herewith the
classification of the respondents is based on their monthly income. The first category of the
respondents will be in the category of less than Rs 3,000 and the second category of the
respondents will be in the category Rs 3,000 5,000 and the third category of the
respondents will be in the category Rs 5,001 10,000 and then finally, the fourth category of
the respondents will be in the category Above Rs 10,000.
S.No Particulars No. of Respondents Percentage
1 Less than Rs 3,000 72 65
2 Rs 3,000 5,000 26 24
3 Rs 5,001 10,000 12 11
4 Above Rs 10,000 - -
Total 110 100
TOOLS: PERCENTAGE ANALYSIS
DATA: PRIMARY DATA
INTERPRETATION:
From the above table, 65% of the respondents are in Less than Rs 3,000
and then 24% of the respondents are in Rs 3,000 5,000 and 11% of the respondents are in
Rs 5,001 10,000 and there was no respondents earning the salary above 10,000.
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Chart No: 5.1.6 MONTHLY SALARY CLASSIFICATION OF THE RESPONDENTS
MONTHLY SALARY
0
10
20
30
40
50
60
70
Less than Rs
3,000
Rs 3,000
5,000
Rs 5,001
10,000
Above Rs
10,000
65%
24%
11%
0%PERCEN
TAGE
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Table no: 5.1.7 EXPERIENCE WISE CLASSIFICATION OF THE RESPONDENTS
The table shows the experience classification of the respondents, herewith the experience is
classified into four divisions. The first category is the respondents who have the less than one
year of the experience and the second category is the respondents who have more than one
years of the experience and the third category is the respondents who have more than three
years of the experience and finally, the fourth category is the respondents who have above
five years of the experience in their job.
S.No Particulars No. of Respondents Percentage
1 Less than 1 year 19 17
2 Above 1 year 60 55
3 Above 3 year 19 17
4 Above 5 year 12 11
Total 110 100
TOOLS: PERCENTAGE ANALYSIS
DATA: PRIMARY DATA
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INTERPRETATION:
From the above table, 17% of the respondents are having Less than one
year experience and then 55% of the respondents are having more than one year of
experience and 17% of the respondents are having more than three year of experience and
11% of the respondents are having above five year of experience.
Chart No: 5.1.7 EXPERIENCE WISE CLASSIFICATION OF THE RESPONDENTS
EXPERIENCE
0
10
20
30
40
50
60
Less than 1
year
Above 1 year Above 3 year Above 5 year
17%
55%
17%
11%
PERCENTAGE
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Table no: 5.1.8
RESPONDENTS OPINION ABOUT PROMOTIONAL OPPORTUNITIES IN THE
COMPANY
PROMOTIONAL OPPORTUNITIES: The promotional opportunities will be the major
part in the satisfaction of the employees on their job. This table shows the respondents
answers to the about the promotional opportunities.
S.No Particulars No. of Respondents Percentage
1 YES 79 72
2 NO 31 28
Total 110 100
TOOLS: PERCENTAGE ANALYSIS
DATA: PRIMARY DATA
INTERPRETATION:
From the above table, 72% of the respondents say that the company
involves in the promotional opportunities and 28% of the respondents say that the company
doesnt involves in the promotional opportunities.
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Chart No: 5.1.8
RESPONDENTS OPINION ABOUT PROMOTIONAL OPPORTUNITIES IN THE
COMPANY
72%
28%
YES` NO
0
10
20
30
40
50
60
70
80
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Table no: 5.1.9
RESPONDENTS OPINION ABOUT WELFARE MEASURES IN THE COMPANY
The table shows the opinion of the respondents about the welfare measures provided in the
company
S.No Particulars No. of Respondents Percentage
1 YES 80 73
2 NO 30 27
Total 110 100
TOOLS: PERCENTAGE ANALYSIS
DATA: PRIMARY DATA
INTERPRETATION:
From the above table, 73% of the respondents say that the company
involves in the welfare measures and 27% of the respondents say that the company doesnt
involves in the welfare measures.
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Table no: 5.1.10 RESPONDENTS LIKING OF THE JOB
The table shows the respondents liking of the job, the satisfaction on the job of the
employees only gets fulfilled if they likes their job very much. Here, the satisfactory on their
job of the employees is categorized into three major levels. First category belongs to the
satisfactory level and second category belongs to the neutral position which means both the
satisfactory and also in dissatisfactory and the third category belongs to the dissatisfaction
level.
S.No Particulars No. of Respondents Percentage
1 Satisfy 73 66.5
2 Neutral 30 27
3 Dissatisfy 7 6.5
Total 110 100
TOOLS: PERCENTAGE ANALYSIS
DATA: PRIMARY DATA
INTERPRETATION:
From the above table, 66.5% of the respondents say that they likes their
job and 27% of the respondents say that they in the neutral and 6.5% of the respondents say
that they dislikes their job.
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Chart no: 5.1.10 RESPONDENTS LIKING OF THE JOB
LIKING OF THE JOB
0
10
20
30
40
50
60
70
Satisfy Neutral Dissatisfy
66.5%
27%
6.5%PERCENTAGE
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5.2 WEIGHTED AVERAGE METHOD
TOP FIVE RANKINGS OF THE RESPONDENTS FOR THEFACILITIES PROVIDED
The table shows top five rankings of the respondents for the facilities provided by the
company(A Free Bus/ Van , B Canteen , C Accommodation, D Free tour per year, E
Bonus, F Medical Facility, G Leave policy, H Training for Workers, I Grievance
Management System). The all kinds of the respondents as say that the above facilities are
available in the company. Based on that, the respondents were asked to give the top five facilities
which of they likes most from above. Here, the classification of the respondents answer will be
separately described for the top five rankings and to analyze which factor has more weight.
TABLE No: 5.2.1
FACILITIES RANKINGS
First Second Third Fourth Fifth
A-Free bus/van 2 4 13 23 46
B-Canteen 1 1 4 3 3
C-Accommodation 2 3 3 2 2
D-Free tour per year 9 24 13 17 17
E-Bonus 53 28 13 7 3
F-Medical facility 9 22 28 12 13
G-Leave policy 3 5 22 22 4
H-Training for workers 30 9 12 22 14
I-Grievance management system 1 14 2 1 8
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CALCULATION RESULTS:
Here, the weight was given to the rankings as (first1, second2, third3, fourth4, and fifth5)
TABLE No: 5.2.1.1
INTERPRETATION:
The first facility (A Free Bus / Van) with 3.33 shows the highest weight in the
list of facilities provided by the company and the lowest weight is 0.31 were the ( C -
Accommodation) facility provided by the company.
W X1W1 X2W2 X3W3 X4W4 X5W5 X6W6 X7W7 X8W8 X9W9
1 2 1 2 9 53 9 3 30 1
2 4 2 6 48 56 44 10 18 28
3 39 12 9 39 39 84 66 36 6
4 92 12 8 68 28 48 88 88 4
5 230 15 10 85 15 65 20 70 40
XiWi 367 42 35 249 191 250 182 242 79
XiWi/ n 3.33 0.38 0.31 2.26 1.73 2.27 1.65 2.2 0.71
WEIGHTAGE I VIII IX III V II VI IV VII
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RESPONDENTS RESULTS FOR THE STATEMETNS RELATED TO
SATISFACTION LEVEL
The Respondents were asked to state their level of satisfaction relating to ten factors. Based on
their responses the satisfaction score obtained by each respondent was found out. Points or
scores were allocated based on the response. The scores were allocated as follow and to analyze
which statement has more weight.
Strongly agree = 5, Agree= 4, Neutral = 3, Disagree =2, strongly disagree = 1
TABLE No: 5.2.2
S.NO STATEMENTS No. of Respondents5 4 3 2 1
1. The company shows genuine interest in the well being of all employeesand even support them during personal emergencies. 14 32 44 11 9
2. Workers are encouraged to suggest new ideas about their work andWeaknesses of workers are communicated to them in a non-threatening
way.
13 33 45 11 8
3. The company provides excellent benefits and welfare facilities for theemployees and their families. 21 34 32 14 9
4. I believe that the work atmosphere is friendly.
18 47 26 11 8
5. My working environment is satisfactory and I have adequate facilitiesto do my job. 21 44 28 10 7
6. I believe that the company communicates the entireof its goals &strategies effectively to workers and I have good understating about the
companys plans/schemes.
21 45 23 13 8
7. My performance for every year is reviewed and discussed with me andI am satisfied of the performance evaluating method. 20 43 24 13 10
8. I agree that the Companys compensation package matches similarorganizations in the industry and All the allowances and advances are
provided on time.
28 36 20 16 10
9. My Manager/Supervisor communicates my weaknesses and helps me inovercoming them and gives appreciation to good work done by me
promptly.
30 32 23 16 9
10. I feel that the Manager/Supervisor and subordinates relationship aregood and I trusted and interested to do my job. 35 36 24 9 6
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CALCULATION RESULTS:
Here, the weight was given to the ratings as (Strongly agree = 5, Agree= 4, Neutral = 3,
Disagree =2, strongly disagree = 1)
TABLE No: 5.2.2.1
INTERPRETATION:
The last statement which related to the satisfaction level shows the more weight with 3.77 values
and the first statement which related to the satisfaction level shows the lowest weight with 3.28
values.
W X1W1 X2W2 X3W3 X4W4 X5W5 X6W6 X7W7 X8W8 X9W9 X10W10
1 9 8 9 8 7 8 10 10 9 6
2 22 22 28 22 20 26 26 32 32 18
3 132 135 96 78 84 69 72 60 69 72
4 128 132 136 188 176 180 172 144 128 144
5 70 65 105 90 105 105 100 140 150 175
XiWi 361 362 374 386 392 388 380 386 388 415
XiWi/ n 3.28 3.29 3.4 3.5 3.56 3.52 3.45 3.5 3.52 3.77
WEIGHTAGE VIII VII VI IV II III V IV III I
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CHAPTER - VI
FINDINGS
1. Majority of the respondents are belongs to 25 years of age category. (46%)2. Majority of the respondents are belonging to the male category. (53%)3. Majority of the respondents are married. (55%)4. Majority of the respondents are belonging to the less then HSC/ SSLC.
(41%)
5. Majority of the respondents are from production department (69%).6. Majority of the respondents are earning less than Rs.3000 as monthly
salary (65%).
7. Majority of the respondents are having above one year experience. (55%)8. Majority of the respondents are accepts, the promotional opportunities
providing for employees. (72%)
9. Employees are permitted to take casual leave for 3 days.10.All the respondents are accepted, that the company provides salary
increments to the employees.
11.All the respondents say that the bonus providing for the employees peryear.
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12.All the respondents say that the company evaluating the employees worksperformance regularly.
13.Majority of the respondents are accepts, the welfare measures providingfor the employees. (73%)
14.Majority of the respondents like their job (66.5%).FINDINGS THROUGH WEIGHTED AVERAGE METHOD
1. Weighted Average Method Respondents Result For The FacilitiesProvided By The Company
The first facility (A Free Bus / Van) with 3.33 shows the highest
weight in the list of facilities provided by the company and the lowest weight
is 0.31 were the (C - Accommodation) facility provided by the company.
2. Weighted Average Method Respondents Result For The Statementsrelated to the satisfaction level
The last statement which related to the satisfaction level shows the
more weight with 3.77 values and the first statement which related to the
satisfaction level shows the lowest weight with 3.28 values.
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SUGGESTIONS
y The management has to concentrate to the employees well being and tosupport them during the personal emergencies.
y The management may encourage workers to suggest new ideas about theirwork in the weekly meeting.
y The training program can be conducted by the management to rectify theweakness of the employees and to take necessary actions to overcome it.
y The welfare facilities (medical facilities medical checkups for two weeksonce, changing room and rest room with additional fans, free lunch in
canteen) for the employees should be consider.
y The management can provide some extra allowances (entering in correcttime for work daily, without absenteeism) for the employees. It must be a
motivational aspect to the employees. So, far the employees can meet out
some of their personal allowances and work happily for the organization
growth.
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CHAPTER VII
CONCLUSION
Satisfaction level on the job describes how content an individual is with his or her job. It
is a relatively recent term since in previous centuries the jobs available to a particular person
were often predetermined by the occupation of that persons parent. There are a variety of factors
that can influence a persons satisfaction level on the job.
If the performance falls short of expectations, the employee is dissatisfied and if it
matches the expectations, the employee is satisfied. A high satisfaction implies improvement in
efficiency and performance doing work or service.
From this study in New hope food industries (P) ltd, Erode the employees satisfaction
level and expectations is well and good
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BIBLIOGRAPHY
REFERENCE BOOKS
1. Human Resources Management- K. Ashwathapa.
Publisher: Tata McGraw-Hill (2008)
2. Personal Management in India- R M Sen Gupta.
Publisher: Asia publishing house, Bombay (1973).
3. Research Methodology (Methods and Techniques)- C.R. Kothari.
Publisher: New Age International
4. Organizational Behaviour- Jit S Chand.
Publisher: Vikas Publishing House, New Delhi (2000).
WEBSITES
www.milkawondercake.in
www.wikipedia.com
www.answers.com
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A STUDY ON EMPLOYEES SATISFACTION LEVEL AND EXPECTATION ONTHEIR JOB IN NEW HOPE FOOD INDUSTRIES, ERODE.
QUESTIONNAIRE
(PLEASE TICK [] IN THE OPTION BOX WHEREVER ITS NECESSARY)1. NAME OF THE RESPONDENT :2. AGE :
BELOW 25 YEARS 25-40 YEARS ABOVE 40 YEARS
3. GENDER : MALE FEMALE4. MARITAL STATUS : MARRIED UNMARRIED5.
EDUCATIONAL QUALIFICATION :
POST GRADUATE UNDER GRADUATE/ DIPLOMA
HSC/SSLC LESS THAN HSC/SSLC UN EDUCATED
6. DEPARTMENT :7. DESIGNATION :8. MONTHLY SALARY :
LESS THAN Rs 3,000
Rs 3,000 5,000
Rs 5,001- 10,000
Above Rs 10,000
9. HOW LONG YOU ARE WORKING IN THE COMPANY?LESS THAN 1 YEAR
ABOVE 1 YEAR
ABOVE 3 YEARS
ABOVE 5 YEARS
DATE:
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10.WHICH OF THE FOLLOWING FACILITIES ARE PROVIDED BY THE COMPANY?FREE (BUS/VAN)
CANTEEN
ACCOMMODATION
FREE TOUR PER YEAR
BONUS
MEDICAL FACILITY
LEAVE POLICY
TRAINING FOR WORKERS
GRIEVANCE MANAGEMENT SYSTEM
11.PLEASE RANK THE TOP 5 FACILITIES YOU LIKE MOST FROM YOURCOMPANY? (ONLY TICK[] ANSWERS FOR THE 10th QUESTION SHOULD BE
RANKED HERE)
1. _____________________.2. _____________________.3. _____________________.4. _____________________.5. _____________________.
12. FREQUENCIES OF BONUS PROVIDEDONCE IN SIX MONTHS
ONCE IN A YEAR
MORE THAN ONE YEAR
NO BONUS.
13. HOW MANY DAYS THE COMPANY OFFERING YOU TO TAKE CASUALLEAVES IN A MONTH?
Specify: _______________.
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14.IS THE COMPANY PROVIDING THE SALARY INCREMENT?YES NO
15.IS THERE ANY PROMOTIONAL OPPORTUNITIES FOR THE WORKERS?YES NO
16.IS THE COMPANY EVALUATING THE EMPLOYEES WORK PERFORMANCE?YES NO
17. IS THE COMPANY INVOLVES IN THE WELFARE MEASURES OF THEEMPLOYEES?
YES NO
18.WHAT WILL BE YOUR EXPRESSION FROM THE FOLLOWING PICTURES,WHEN YOU THINK ABOUT YOUR JOB?
(Satisfy) (Neutral) (Dissatisfy)
19. SUGGESTS FEW LINES ABOUT YOUR EXPECTATION,________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
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20.Please give your ratings by tick[] in the ratings boxes for the statements given below. Sofar, the organization will make better understandings about you and your peer groups
satisfaction and expectations and then they can try to fulfill your expectations in future.
[Strongly agree -5 agree -4 neutral -3 disagree -2 strongly disagree -1]S.NO STATEMENTS RATINGS
5 4 3 2 11. The company shows genuine interest in the well being of all employees
and even support them during personal emergencies.
2. Workers are encouraged to suggest new ideas about their work andWeaknesses of workers are communicated to them in a non-threatening
way.
3. The company provides excellent benefits and welfare facilities for theemployees and their families.
4. I believe that the work atmosphere is friendly.
5. My working environment is satisfactory and I have adequate facilities todo my job.
6. I believe that the company communicates the entireof its goals &strategies effectively to workers and I have good understating about the
companys plans/schemes.
7. My performance for every year is reviewed and discussed with me and Iam satisfied of the performance evaluating method.
8. I agree that the Companys compensation package matches similarorganizations in the industry and All the allowances and advances are
provided on time.
9. My Manager/Supervisor communicates my weaknesses and helps me inovercoming them and gives appreciation to good work done by me
promptly.
10. I feel that the Manager/Supervisor and subordinates relationship aregood and I trusted and interested to do my job.
.[RESPONDENT SIGNATURE]
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CALCULATIONS
TOP FIVE RANKINGS OF THE RESPONDENTS FOR THE FACILITIES PROVIDED
WEIGHTED AVERAGE METHODFORMULA:
Weighted average = Xi Wi
---------------------
Total no of respondents
W A
X1
X1
W1
B
X2
X2
W2
C
X3
X3
W3
D
X4
X4
W4
E
X5
X5
W5
F
X6
X6
W6
G
X7
X7
W7
H
X8
X8
W8
I
X9
X9
W9
1 2 2 1 1 2 2 9 9 53 53 9 9 3 3 30 30 1 1
2 4 4 1 2 3 6 24 48 28 56 22 44 5 10 9 18 14 28
3 13 39 4 12 3 9 13 39 13 39 28 84 22 66 12 36 2 6
4 23 92 3 12 2 8 17 68 7 28 12 48 22 88 22 88 1 4
5 46 230 3 15 2 10 17 85 3 15 13 65 4 20 14 70 8 40
XiWi
367 42 35 249 191 250 182 242 79
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X1W1
X1 W1 = ---------------------
Total no of respondents
X1W1 = 367 / 110 = 3.33
X2W2
X2 W2 = ---------------------
Total no of respondents
X2W2 = 42 / 110 = 0.38
X3W3
X3 W3 = ---------------------
Total no of respondents
X3 W3 = 35 / 110 = 0.31
X4W4
X4 W4 = ---------------------
Total no of respondents
X4W4 = 249 / 110 = 2.26
X5W5
X5 W5 = ---------------------
Total no of respondents
X5W5 = 191 / 110 = 1.73
X6W6
X6 W6 = ---------------------
Total no of respondents
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X6W6 = 250 / 110 = 2.27
X7W7
X7 W7 = ---------------------
Total no of respondents
X7 W7 = 182 / 110 = 1.65
X8W8
X8 W8 = ---------------------
Total no of respondents
X8W8 = 242 / 110 = 2.2
X9W9
X9W9 = ---------------------
Total no of respondents
X9 W9 = 79 / 110 = 0.71
Here, the first facility (A Free Bus / Van) with 3.33 shows the highest weight in the list of
facilities provided by the company and the lowest weight is 0.31 were the (C - Accommodation)
facility provided by the company.
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RESPONDENTS RESULTS FOR THE STATEMETNS RELATED TOSATISFACTION LEVEL
WEIGHTED AVERAGE METHOD
FORMULA:
Weighted average = Xi Wi
---------------------
Total no of respondents
W A
X1
X1
W1
B
X2
X2
W2
C
X3
X3
W3
D
X4
X4
W4
E
X5
X5
W5
F
X6
X6
W6
G
X7
X7
W7
H
X8
X8
W8
I
X9
X9
W9
J
X10
X
W
1 9 9 8 8 9 9 8 8 7 7 8 8 10 10 10 10 9 9 6 6
2 11 22 11 22 14 28 11 22 10 20 13 26 13 26 16 32 16 32 9 1
3 44 132 45 135 32 96 26 78 28 84 23 69 24 72 20 60 23 69 24 7
4 32 128 33 132 34 136 47 188 44 176 45 180 43 172 36 144 32 128 36 1
5 14 70 13 65 21 105 18 90 21 105 21 105 20 100 28 140 30 150 35 1
XiW
i
361 362 374 386 392 388 380 386 388 4
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X1W1
X1 W1 = ---------------------
Total no of respondents
X1W1 = 361 / 110 = 3.28
X2W2
X2 W2 = ---------------------
Total no of respondents
X2W2 = 362 / 110 = 3.29
X3W3
X3 W3 = ---------------------
Total no of respondents
X3 W3 = 374 / 110 = 3.4
X4W4
X4 W4 = ---------------------
Total no of respondents
X4W4 = 386/ 110 = 3.5
X5W5
X5 W5 = ---------------------
Total no of respondents
X5W5 = 392 / 110 = 3.56
X6W6
X6 W6 = ---------------------
Total no of respondents
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X6W6 = 388 / 110 = 3.52
X7W7
X7 W7 = ---------------------
Total no of respondents
X7 W7 = 380 / 110 = 3.45
X8W8
X8 W8 = ---------------------
Total no of respondents
X8W8 = 386 / 110 = 3.5
X9W9
X9W9 = ---------------------
Total no of respondents
X9 W9 = 388 / 110 = 3.52
X10W10
X10 W10 = ---------------------
Total no of respondents
X10W10 = 415 / 110 = 3.77