Job Satisfication

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TABLE OF CONTENTS

CHAPTE

R NO.

TITLE PAGE NO.

1. INTRODUCTION

2. COMPANY PROFILE3. COMPANY PROCESS

4. PRODUCT PROFILE

5. CONCLUSION

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1. CHAPTER I

INTRODUCTION

1.1 PROJECT PROFILE

INTRODUCTION - JOB SATISFACTION

Job satisfaction refers to an employees general attitude towards his job. Locke

defines Job satisfaction as a Pleasurable or positive emotional state resulting from the

appraisal of ones job or job experiences.

According to P.C. Smith, Job satisfaction is the persistence of feeling towards

discriminable aspect of the job .

According to Keith Davis, Job satisfaction is the favorableness or unfavorable

ness with which employees view their work if results when there is a fit between job

characteristics and the wants of employees .

According to Vroom, Job satisfaction as the positive orientation of an individual

towards the work role which he is presently occupying.

According to Stephen P. Robbins, Job satisfaction is an individuals general

attitude towards his or her job.

MOTIVATION, ATTITUDE AND JOB SATISFACTION

Motivation means willingness to work or produce. A person may be talented and

equipped with all kinds of abilities and skills but may have no will to work. Satisfaction

on the other hand, implies the positive emotional state, which may be totally unrelated to

productivity. Similarly in the literature, the terms job attitude and Job satisfaction are

inter changeable. Attitudes and pre-dispositions that make the individual behave in a

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characteristic way across situations. They are precursors to behavior and determine its

intensity and directions. Job satisfaction on the other hand, is an end-state of feelings that

may influence subsequent behavior. In this respect job attitude and Job satisfaction would

result from motivation and their morale level.

EVALUVATING JOB SATISFACTION

Before management can develop policies and practices to increase employees

satisfaction or maintain existing levels if they are found to be acceptable, information

must be obtained from the organizations work force. Management can informally

acquire some insights into satisfaction level based on impressions obtained fromemployees. Unfortunately, sometimes information gathered in this way may be

misleading. Employees are often reluctant to tell supervisors negative things about their

jobs. Moreover, such information will almost certainly be obtained from a non-

representative sample of all employees.

An accurate assessment of employees satisfaction ordinarily requires a more

formal procedure. Satisfaction surveys are often conducted to get systematic information

from employees. Satisfaction survey can provide information regarding how employees

feel about their jobs and the organization. However surveys are not completely neutral

information-gathering devices. Employees expectation may be raised simply because

employees are asked to participate in the survey process. Failure to follow up on the

survey with appropriate managerial action may result in decreased employee satisfaction

than what existed before.

Job satisfaction survey helps to find out the level of employee satisfaction and to

take collective actions if needed to improve employee satisfaction and performance.

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RELATIVE FACTORS INVOLVED IN JOB SATISFACTION

1. Nature of work

2. Working Environment

3. Working hours

4. Job security

5. Responsibility given for the job

6. Relationship with colleagues

7. Relationship with supervisors

8. Safety measures

9. Grievance handling

10. Wage rate system

11. Incentives

12. Canteen facilities

13. Bonus schemes

14. Family welfare measures

15. Medical / First Aid facilities

16. Recognition

17. Rewards

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1.2. NEED FOR THE STUDY

The resource capable of enlargement mainly is human resource. Other resources

can be utilized or less utilized, but they can never have output greater than the sum of

outputs. Human resources available can grow and develop. Human resource can be

utilized at its maximum only when they are satisfied with their job.

When an employee joins the company, various factors in and around the company

affects the mind setting of the employee either in positive or negative way. Due to change

in mind setting the employee may either change himself/herself to be active or inactive.

It is very much essential to study the impact/contribution of various factors of job

satisfaction to the employees of the organization to retain its human resource and also to

increase their productivity.

1.3. OBJECTIVES

The objectives of the study are

1. To study the existing welfare facilities provided by POLY HOSE INDIA

PRIVATE LIMITED.

2. To analyze the employees job satisfaction level in POLY HOSE INDIA

PRIVATE LIMITED.

1.4. SCOPE OF THE STUDY

The study covers only few aspects that contribute to the employee satisfaction. It

includes, safety & health measures, employee welfare, working condition, motivation

and leave procedures

Through this research, the researcher also try to give suggestions regarding

employee satisfaction.

Increase the Job satisfaction

Reduce the employees turnover

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1.5. LIMITATIONS

1. The study is applicable to POLY HOSE INDIA PRIVATE LIMITED only.

There fore it cannot be generated for other existing industries of the owner.

2. There may be personal bias of the respondents, which may affect the result of the

study.

1.6. RESEARCH METHODOLOGY

RESEARCH DESIGN

DESCRIPTIVE RESEARCH

Descriptive research method has been followed to conduct the research study.

Descriptive study is concerned with describing the particular characteristic of individual

or a group. Our study describes the satisfactory level of employees of POLY HOSE

INDIA PRIVATE LIMITED.

SAMPLING DESIGN/TECHNIQUES

The study consisted of only 125 employees. The entire population has been

covered for the study. The sampling design we used here is census method, which means

a complete enumeration of all items in the population.Since all the workers have been

surveyed, it will help in knowing the real job satisfaction level.

DATA COLLECTION METHOD

The primary source of data was collected from the employees through survey

method, considering the size of the company and time factor. The data was collected

through interview schedule on a 5-point scale questionnaire. The secondary data was

collected referring to the personnel manual of the organization.

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CHAPTER - II

REVIEW OF LITERATURE AND COMPANY PROFILE

2.1. REVIEW OF LITERATURE

Miller & Stephen1 wrote an article as Mick Jagger of The Rolling

Stones famously (if ungrammatically) lamented that he cant get no

satisfaction. But, if employees feel the same way about their jobs, it spells

trouble. Low job satisfaction has been associated with increased levels of

turnover, absenteeism and decreased productivity. To help gauge and

improve the good vibes, the society for Human Resource Managements

(SHRM) 2007 Job Satisfaction Survey Report offers insights that can help

HR professionals better understand employee preferences when developing

programs and policies.

An article on Nations Restaurant News2, a daily newspaper says, A

recent survey by the Society of Human Resource Management found that

70 percent of employees reported compensation as the most important factor

in job satisfaction. Other factors include benefits, job security, work-life

balance and workplace safety.

Koppula & Ritu3 in their said that Measurement of employee job

satisfaction at work is a construct that has been researched extensively by

business analysts and organizational psychologists. However, new

1 Miller & Stephen, HR Magazine, HR, employees vary on job satisfaction: perceptions differ on whats

important to workers August 2007.2 Nations Restaurant News, Employees say money matters when it comes to job satisfaction July 20063 Koppula & Ritu, China Staff, Is job satisfaction the ultimate measure of employee well being? April 2006

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researched extensively by business analysts and organizational

psychologists. However, new research workplace related literature is moving

away from upholding job satisfaction as the ultimate barometer to measuring

employee well-being. Ritu Koppula attempts to go beyond the discussion of

job satisfaction, and explores other equally important considerations that

engage employees to their jobs.

Bragg & Terry4 The most important factor affecting employee

satisfaction with their job is their immediate supervisor. Thats right. The

boss is the most important factor determining whether, an employee likes his

job. Perhaps not surprising, about 65 percent of employees dislike their

bosses. Consequently, many employees dislike their jobs though they like

the work they do.

Meisinger & Susan5 It is generally believed that high levels of

employee satisfaction translate into increased employee commitment,

productivity and retention for organizations. However, if employees are

dissatisfied with their jobs, trouble lies ahead. Low job satisfaction is

associated with higher levels of absenteeism, decreased productivity and

increased turnover three conditions that organizations can ill afford in

todays highly competitive search for talent.

An Article in Economic Times (New Delhi, India)6, says that, A new

international workplace survey by Kelly Services Inc has found that India

4 Bragg &Terry, Fairfield Country Business Journal, How managers can increase employee job

satisfaction. August 20025 Meisinger & Susan, HR Magazine, Job satisfaction: a key to engagement and retention. October 20076 Economic Times ( New Delhi, India), Indians rank 7 th in employee satisfaction survey. December 2006

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has one of the highest rates of employee satisfaction in the world and that

Indian employees also believe that their bosses are doing a good job. The

Kelly Global Workforce Index, a survey that sought the views of

approximately 70,000 people in 28 countries including almost 2,000 people

in India, found that 66 percent of all Indian employees were either happy or

very happy with their current position

Margaret M. Clark7 in his article says that Employees and HR

professionals agree on a lot of whats important to employees on the job

but they differ notably on whats Very important, according to a new

survey report on job satisfaction released by the society for Human Resource

Management (SHRM). About 8 out of 10 employees surveyed reported

overall satisfaction with their jobs, roughly the same proportion that HR

professionals predicted. But HR underestimated the proportion of employees

who are very satisfied with their jobs. They predicted only 18 percent,

while 39 percent of employees said they were very satisfied.

7 Margaret M.Clark, HR Magazine, Employees, HR differ on satisfaction factors August 2005

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2.1. COMPANY PROFILE

Polyhose

India pvt.lmt.,an ISO 9001-2000 company,is a well known name inthe global arena as a world class manufacturer of Hydraulic, P.T.F.E &

Industrial hoses and Tubings.Polyhose was incorporated in 1997 with

technical know-how from U.K. It is perceived as the most modern plant of

its kind in Asia, being located in a 10 acres land with built up area of

150,000 sq. ft. at Kelambakkam near Chennai. It has a world class

manufacturing facility with computerized dimensional and quality control

systems backed up with 100% captive power generation to ensure

uninterrupted supplies to its ever demanding valued customers spread all

over the globe. Polyhose's existing thermoplastic hose capacity is in excess

of 13 million meter per annum. Cost of production is quite economic to

complete in global as well as domestic market.

Polyhose has a state-of-the-art RUBBER HYDRAULIC

&INDUSTRIAL HOSE PLANT,ISO 9001-2000 & ISO/TS 16949:2002

Certified Unit in the SIPCOT Industrial Park, near Sriperambadur,

Tamilnadu on a 12 acres land with an installed capacity of 6 millions meters

per annum. The plant is one of its kind equipped with world's most modern

and fastest braiders from Magnatech(USA) and extruders from Davis

Standard (Germany). The testing facilities include 100000 PSI Burst

pressure tester, Flex-impulse tester as well as static impulse tester in addition

to all other regular raw material and finished goods testing equipments. The

plant has commenced production since mid-september 2005 under the

supervision of a highly experienced,trained and qualified team of technical

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personnel.

Polyhose is a100% EOU and regularly exports it's products to

international customers in Europe,Asia,USA,North America,Australia. Now

in line with Govt.policy,Polyhose has started catering to the domestic market

with world class quality controlled Hydraulic,Thermoplastic, & Industrial

hoses and Tubing. Polyhose is serving domestic customers like Ashok

Leyland,TELCON, L&T Demag, Inductotherm,ESAB India-to name a few.

Polyhose,in addition to the attached products produces several

speciality products like grease hose, beverage dispensing hose, CO2

hose,etc.Please contact for specialty hoses for which fechnical details can be

provided upon request.

Polyhose,with the above mentioned infrastructure, now looks forward

to be associated with dynamic organizations who are in continuous search

for new development in the field of Industrial,Automobile,Hydraulic and

Pneumatic applications with the aim to establish cost effective and high

quality hoses for hydraulic power transmission.

In short Polyhose is committed to provide optimum quality at an

unbeatable price through its net work of dealers

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CHAPTER III

ANALYSIS AND INTERPRETATION

ANALYSIS

Analysis is the process of placing the data in the ordered form, combining them

with the existing information and extracting the meaning from them. Only analysis brings

out the information from the data.

INTERPRETATION

Interpretation is the process of relating various factors with other information. It

brings out the relation between the findings to the research objectives and hypothesis

framed for the study in the beginning.

STATISTICAL TOOLS

To analyze the data the following tools were applied:

Simple Percentage Analysis

Chi Square Test

Likerts Scale of rating

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3.1 SIMPLE PERCENTAGE ANALYSIS

DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS

TABLE -3.1.1

INFERENCE:

From the table it is found that production department is the biggest (main

department) with a work force of 53.6% of workers and accounts department the second

biggest department with 22.4 % of workers.

DEPARTMENT NO:OF WORKERS PERCENTAGE

PURCHASE 9 7.2

PERSONNEL 6 4.8

ACCOUNTS 28 22.4

ENGINEERING 15 12

PRODUCTION 67 53.6

TOTAL 125 100

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DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS

FIGURE - 3.1.1

7.24.8

22.4

12

53.6

0

10

20

30

40

50

60

PURCHASE PERSONNEL ACCOUNTS ENGINEERING PRODUCTION

DEPARTMENTS

PERCENTAG

PERCENTAGE

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AGEWISE CLASSIFICATION OF RESPONDENTS

TABLE 3.1.2

S.NO: AGE NO:OF WORKERS PERCENTAGE

1. 18 - 25 18 14.4

2. 26 - 33 46 36.8

3. 34 - 41 49 39.2

4. 42 - 49 7 5.6

5. 50 & OVER 5 4

TOTAL 125 100

INFERENCE:

The above table indicates that a maximum number of workers are in the age group

between 26 years and 41 years.

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AGEWISE CLASSIFICATION OF RESPONDENTS

FIGURE 3.1.2

0

5

10

15

20

25

30

35

40

45

50

WORKERS

18 - 25 26 - 33 34 - 41 42 - 49 50 & OVER

AGE

NO:OF WORKERS

NO:OF WORKERS

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GENDERWISE CLASSIFICATION OF RESPONDENTS

TABLE 3.1.3

S.NO: GENDER NO:OF WORKERS PERCENTAGE

1. FEMALE 65 52

2. MALE 60 48

TOTAL 125 100

INFERENCE:

From the above table, the total no: of Female workers are slightly higher than the

total no: of Male workers.

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GENDERWISE CLASSIFICATION OF RESPONDENTS

FIGURE 3.1.3

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EXPERIENCE OF RESPONDENTS

TABLE - 3.1.4

S.NO: EXPERIENCE NO:OF WORKERS PERCENTAGE

1 LESS THAN 4 YEARS 44 35.2

2 4 - 6 YEARS 67 53.6

3 7 - 9 YEARS 14 11.2

TOTAL 125 100

INFERENCE:

From the table it is found that 67 workers (53.6%) have experience in category 4

6 years and about 14 workers (11.2%) have experience in category 7 9 years.

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EXPERIENCE OF RESPONDENTS

FIGURE - 3.1.4

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RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR /

SUPERVISOR

TABLE 3.1.5

S.NO: RELATION NO:OF WORKERS PERCENTAGE

1 Strongly agree 26 20.8

2 Agree 79 63.2

3 Neutral 15 12

4 Disagree 5 4

5 Strongly disagree 0 0

Total 125 100

INFERENCE:

From the table it is inferred that most of the worker (83.8%) have cordial

relationship with the supervisors / superiors in the organization.

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RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR /

SUPERVISOR

FIGURE - 3.1.5

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BENEFIT SCHEMES (BONUS) FOR RESPONDENTS

TABLE - 3.1.6



2 Agree 81 64.8

3 Neutral 6 4.8

4 Disagree 9 7.2

5 Strongly disagree 6 4.8

Total 125 100

INFERENCE:

From the table it is found that most of the workers (83.2%) have agreed that the

concern is providing high rate of bonus.

BENEFIT SCHEMES (BONUS) FOR RESPONDENTS

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FIGURE - 3.1.6

SAFETY MEASURES FOR RESPONDENTS

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TABLE - 3.1.7



2 Agree 89 71.2

3 Neutral 9 7.2

4 Disagree 3 2.4

Total 125 100

INFERENCE:

From the table it is found that most of the workers (90.4%) agreed with the safety

provisions provided by the concern while working.

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SAFETY MEASURES FOR RESPONDENTS

FIGURE - 3.1.7

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FAMILY WELFARE MEASURES TAKEN CARE

TABLE 3.1.8



2 Agree 94 75.2

3 Neutral 8 6.4

4 Disagree 7 5.6


Total 125 100

INFERENCE:

From the table it is found that most (84%) of the workers feels that the concern is

taking enough care on their family welfare facilities.

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FAMILY WELFARE MEASURES TAKEN CARE

FIGURE - 3.1.8

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WORKING HOURS ARE SUITABLE FIXED

TABLE - 3.1.9



2 Agree 89 71.2

3 Neutral 8 6.4

4 Disagree 4 3.2


Total 125 100

INFERENCE:

From the table it is inferred that the working hours are suitably fixed for most of

the workers (90.4%).

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WORKING HOURS ARE SUITABLE FIXED

FIGURE 3.1.9

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WORKING CONDITIONS ARE SATISFACTORY

TABLE 3.1.10



2 Agree 90 72

3 Neutral 6 4.8

4 Disagree 18 14.4


Total 125 100

INFERENCE:

From the table it is found that most of the workers (76.8%) feels that the

environment is suitably fixed for working.

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WORKING CONDITIONS ARE SATISFACTORY

FIGURE - 3.1.10

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JOB SECURITY ENSURED

TABLE - 3.1.11


1 Strongly agree 5 4

2 Agree 100 80

3 Neutral 8 6.4

4 Disagree 6 4.8


Total 125 100

INFERENCE:

From the table it is found that as long as the workers are doing their job

effectively and efficiently they are secured with their jobs.

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JOB SECURITY ENSURED

FIGURE - 3.1.11

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LEAVE PROVISIONS ARE ADEQUATE

TABLE - 3.1.12



2 Agree 36 28.8

3 Neutral 12 9.6

4 Disagree 70 56


Total 125 100

INFERENCE:

The above table brings a common problem of most of the workers that the leaveprovided to them is not sufficient.

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LEAVE PROVISIONS ARE ADEQUATE

FIGURE - 3.1.12

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TOILET FACILITIES ARE ADEQUATE

TABLE - 3.1.13



2 Agree 44 35.2

3 Neutral 28 22.4

4 Disagree 32 25.6


Total 125 100

INFERENCE:

From the table it is inferred that there is not enough lavatories provided and it is

located at a distant place for many departments.

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TOILET FACILITIES ARE ADEQUATE

FIGURE - 3.1.13

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3.2 CHI-SQUARE ANALYSIS

RELATIONSHIP BETWEEN MARITAL STATUS AND FAMILY WELFARE

MEASURES

TABLE 3.2.1

LEVEL OF SATISFACTION

Marital

status

Highly

satisfied Satisfied Dissatisfied Total

Married 6 58 5 69

Single 5 36 15 56

Total 11 94 20 125

NULL HYPOTHESIS (Ho) There is no significant relationship between marital status

and family welfare measures.

ALTERNATE HYPOTHESIS (H1) There is close relationship between marital status

and family welfare measures.

Fo Fe (Fo-Fe) (Fo-Fe)^2 (Fo-Fe)^2/Fe

6 6.072 -0.0720 0.0052 0.0009

58 51.888 6.1120 37.3565 0.7199

5 11.04 -6.0400 36.4816 3.3045

5 4.928 0.0720 0.0052 0.0011

36 42.112 -6.1120 37.3565 0.8871

15 8.96 6.0400 36.4816 4.0716

125 125 8.9850

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CHI-SQUARE RESULT:

Calculated chi-square value = 8.985

Degree of freedom = 2

Table value = 5.9915

Level of significant = Sig. At 5% level

CONCLUSION

From the above analysis we conclude that there is close relationship between

marital status and family welfare measures. The company provides educational fund to

the children of the workers. It brings a motivation attitude to a married worker towards

the job than an unmarried worker.

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RELATIONSHIP BETWEEN EXPERIENCE OF THE RESPONDENTS AND

THEIR RELATION WITH SUPERIOR /SUPERVISOR

TABLE 3.2.2

NULL HYPOTHESIS (Ho) There is no significant relationship between the

experience of the respondents and their relation with superior/supervisor.

ALTERNATE HYPOTHESIS (H1) There is close relationship between the

experience of the respondents and their relation with superior/supervisor.


15 9.152 5.8480 34.1991 3.7368

23 27.808 -4.8080 23.1169 0.8313

6 7.04 -1.0400 1.0816 0.1536

11 16.848 -5.8480 34.1991 2.0299

56 51.192 4.8080 23.1169 0.4516

14 12.96 1.0400 1.0816 0.0835125 125 7.2866


Experience

Highly


Less than 4

years 15 23 6 44

4 years to 9

years 11 56 14 81

Total 26 79 20 125

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CHI-SQUARE RESULT:





CONCLUSION

From the above analysis we conclude that there is close relationship between the

experience of the respondents and their relation with superior/supervisor. The experience

of the respondent brings an understanding with the superior/supervisor.

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RELATIONSHIP BETWEEN THE GENDER OF RESPONDENT AND THEIR

WORKING HOURS

TABLE 3.2.3

NULL HYPOTHESIS (Ho) There is no significant relationship between the gender of

the respondent and their working hours.

ALTERNATE HYPOTHESIS (H1) There is close relationship between the gender of

the respondent and their working hours.


18 12.48 5.5200 30.4704 2.4415

42 46.28 -4.2800 18.3184 0.3958

5 6.24 -1.2400 1.5376 0.2464

6 11.52 -5.5200 30.4704 2.6450

47 42.72 4.2800 18.3184 0.4288

7 5.76 1.2400 1.5376 0.2669

125 125 6.4245


GENDER

Highly


Female 18 42 5 65

Male 6 47 7 60

Total 24 89 12 125

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CHI-SQUARE RESULT:





CONCLUSION

From the above analysis we conclude that there is close relationship between the

gender of the respondent and their working hours. The female workers have only day

shift. Most male workers work in night shift. Female workers were highly satisfied with

their working hours. Male workers were not highly satisfied with working hours during

night shift.

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3.3 WEIGHTED AVERAGE METHOD

OVERALL JOB SATISFACTION LEVEL

TABLE 3.3.1

S.NO: NO:OF 5'S NO:OF 4'S NO:OF 3'S NO:OF 2'S NO:OF 1'S

TOTAL

AVERAGE

1 12 84 10 12 7 3.656

2 6 90 6 18 5 3.592

3 18 76 20 6 5 3.768

4 6 50 31 21 17 3.056

5 24 89 8 4 6 4.112

6 6 90 8 9 12 3.552

7 3 36 12 70 4 2.712

8 26 83 5 5 6 3.944

9 20 92 8 5 0 4.016

10 3 44 28 32 18 2.856

11 32 66 6 13 8 3.808

12 29 70 12 8 6 3.864

13 21 70 20 8 6 3.736

14 24 89 5 2 0 3.96

15 5 100 8 6 6 3.736

16 19 90 6 6 4 3.91217 26 83 10 6 0 4.032

18 4 48 30 36 7 3.048

19 36 66 6 10 7 3.912

20 30 71 9 11 4 3.896

21 40 68 6 5 6 4.048

22 6 39 34 28 18 2.896

23 23 81 6 9 6 3.848

24 10 20 80 10 5 3.16

25 6 99 16 3 1 3.848

TOTAL 90.968

AVERAGE 3.63872

AVERAGE JOB SATISFACTION INDEX = 90.968 / 25.

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OVERALL JOB SATISFACTION LEVEL = 3.638 (IN 5 TO 1 SCALE).

INFERENCE

The overall job satisfaction level in Likert Scale Method by WEIGHTED

AVERAGE METHOD is 3.638 (in 5 to 1 scale). When converting to percentage, it

indicates that workers were satisfied at 72.76% with their job.

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CHAPTER IV

4.1 FINDINGS

1. 72% of the respondents were satisfied and 5% of the respondents were highly

satisfied about the working conditions.


satisfied about the working hours.

3. 84% of the respondents feel that the job is secured as long as they do good work.


satisfied with the supervisor/superior cooperative.

5. With respect to bonus schemes 65% of the respondents were satisfied and 18% of

the respondents were highly satisfied.


satisfied by the grievance handling of the company.

7. With respect to family welfare measures 48% of the respondents were satisfied

and 10% of the respondents were highly satisfied.

8. Almost 64% of the respondents feel neutral about the training during their work.


satisfied with the periodical review of the workers in the company.

10. Almost 36.8% of the respondents feel negative about the savings from their

earnings.

11. With respect to opportunities to present the problems to the management 53% of

the respondents were satisfied and 29% of the respondents were highly satisfied.

12. Almost 52.8% of the respondents were negative about the rest pauses provided by

the company.


satisfied with the cooperation of coworkers in the company.

14. With respect to safety provisions 68% of the respondents were satisfied and 5% of

the respondents were highly satisfied.

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15. Nearly 56% respondents were satisfied and 23% of the respondents were highly

satisfied about drinking water facilities available in the company.

16. On first aid facilities 53% of the respondents were satisfied and 26% of the

respondents were highly satisfied.


satisfied about the washing facilities available in the company.


satisfied with the lighting and ventilation facilities in the company.

19. 56% of the respondents were not satisfied with the leave facilities provided by the

company.

20. 40% of the respondents were not satisfied with the bathroom and toilet facilities

provided by the company.


satisfied with the shift term facilities in the company.

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4.2 SUGGESTIONS

1. Due to continuous work many feel mentally tired in short time. There fore the

company may provide short breaks.

2. Organization may take efforts to provide additional medical facilities for the

workers.

3. The company has to improve latrines and urinals facility with good hygiene

condition

4. The company has to provide enough leave facilities for their employees.

4.3 CONCLUSION

This research is aimed at knowing the employee satisfaction as it is very

important . It will lead to increased productivity and reduce employee turnover.

From this research it is concluded that most of the employees of POLY HOSE

INDIA(P) LTD., CHENNAI are satisfied with their job and the welfare facilities

provided by the organization. Out of 17 welfare items provided by the company

improvements are required only in 3 items. If they can able to improve those three

aspects, then they can satisfy the employee more.

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APPENDIX

A STUDY ON JOB SATISFACTION OF WORKERS IN

POLY HOSE INDIA PRIVATE LIMITED, CHENNAI DISTRICT.

PERSONAL DATA

1. Name (optional) :

2. Department :

3. Age : (a) 18-25 (b) 26-33 (c) 34-41 (d) 42-49 (e) 50 and over

4. Sex : (a) Male (b) Female

5. Educational qualification:

6. Marital status

: (a) Single (b) Married

7. Experience : (a) < 3Yrs (b) 4 6 Yrs (c) 7 9 Yrs

PLEASE INDICATE YOUR LEVEL OF SATISFACTION FOR THE FOLLOWING ASPECTS

01. I like the nature of my work.

02. Working conditions are satisfactory here.

03. There is a high team spirit in the work group.

04. As per work requirement my pay is fair.

05. Working hours are suitably fixed.

Strongly Agree Agree Neutral Disagree Strongly Disagree





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06. Shift work is properly organized & I like to work in shifts.

07. Enough leave facilities are given.

08. Lighting and Ventilation facilities are adequate.

09. Washing facilities are adequate.

10. Bath rooms, toilets are properly maintained.

11. Medical / First Aid in needy times provided.

12. Drinking water arrangement is good.

13. Canteen and its services are good.

14. Adequate safety provisions are ensured.

15. My job is reasonably secure as long as I do good work.

16. Co workers are cooperative in work.

17. My supervisors / superiors treat me well & properly.

18. Given rest pauses are sufficient.













Strongly Agree

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19. I have opportunities to present my problems to themanagement.

20. Grievance handing is good.

21. Periodical review of workers in work.

22. I agree that I can make some sort of savings.

23. I am satisfied with respect to Bonus schemes.

24. I get enough training by working in this concern.

25. The concern is taking care of my family welfare measures.

Agree Neutral Disagree Strongly Disagree








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BIBLIOGRAPHY

1. Stephen. P. Robbins Organizational Behavior, ninth edition by prentice hall.

2. Edwin. B. Flippo Principles of Personnel Management, Mc Graw Hill

Kogusha Company Limited, Tokyo, sixth edition 1998.

3. C.R.Kothari Research Methodology Methods and Techniques, Wishwa

Prakashan, second edition 1990.

4. C. B. Mamoria Personnel Management, Himalaya Publishing House,

Bombay_4 1992.

5. Tripathi - Personnel Management and Industrial Relations, Sultan Chand and

Sons, New Delhi, Twelfth Edition 1996.

Job Satisfication

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Transcript of Job Satisfication