Projectreport 150207002313-conversion-gate02

“A STUDY ON EMPLOYEE SATISFACTION IN AVATAR GOLD AND DIAMONDS, EDAPPAL”

A MINOR PROJECT REPORT ON

A STUDY ON EMPLOYEE SATISFACTION IN AVATAR GOLD AND DIAMONDS,

EDAPPAL

Submitted to the University of Calicut in partial fulfillment of the requirement of the award of

the degree of

MASTER OF BUSSINESS ADMINISTRATION

By

AJEESH MOOSAKUTTY

Reg. No. xxxxxxxx

Under the Guidance of

XXXXXXXXXXXXXXXXXX

DEPARTMENT OF MANAGEMENT SCIENCE

MES COLLEGE OF ENGINEERING, KUTTIPURAM

(Affiliated to Calicut University)

2013-15

MESCE KUTTIPURAM, DEPARTMENT OF MBA



MES COLLEGEOF ENGINEERING

KUTTIPPURAM, KERALA

PIN: 679573

CERTIFICATE

This project report entitled“A STUDY ON EMPLOYEE SATISFACTION IN AVATAR

GOLD AND DIAMONDS, EDAPPAL”is a bonafide record of the work done by Mr.

Ajeesh and submitted in partial fulfilment of the requirements for the award of the

degree MASTER OF BUSINESS ADMINISTRATIONby the University of Calicut

..................................................

XXXXXXXXXX

Assistant Professor

Department of Management Science

M. E. S. College of Engineering

Kuttipuram




MES COLLEGE OF ENGINEERING

KUTTIPPURAM, KERALA

PIN: 679573

(AFFILIATED TO UNIVERSITY OF CALICUT)

CERTIFICATE

This project report entitled “A STUDY ON EMPLOYEE SATISFACTION IN AVATAR GOLD AND DIAMONDS, EDAPPAL”is a bonafide record of the work done by Mr. Ajeesh and submitted in partial fulfilment of the requirements for the award of the MASTER OF BUSINESS ADMINISTRATION by the University of Calicut.

This project work was carried out under my supervision and guidance

.....................................................

XXXXXXXXX

Head of the Department



DECLARATION

I AJEESH, student of MES College of Engineering, Kuttipuram here by that the project report

entitled 'A STUDY OF EMPLOYEES SATISFACTION OF AVATAR GOLD AND

DIAMONDS, EDAPPAL, is a bonafide record submitted in partial fulfillment of Master Of

Business Administration of the University of Calicut and a record of original work done by me

under the guidance ofXXXXX, Department of Management Science, MES College of

Engineering,Kuttipuram

I also declare that this report has not been submitted previously by me, fully or partially for the

award of any degree or recognition.

Place: Kuttipuram AJEESH

Date: Reg No: XXXXXXXXX



ACKNOWLEDGEMENT

Firstly, I am graceful to Gold almighty, for the blessing showed upon me for the successful

completion of my project.

I express my deep sense of gratitude to XXXXXX, The Principal of MES College, Kuttipuram

for his encouragement throughout the course of this study.

I express my deep sense of gratitude and profound thank to my project training guide, XXXXXX

for his constant encouragement throughout my project training report.

I am grateful to XXXXXX, Head of the Department of Management Science for her

encouragement and assistance throughout the work.

I would like to express my sincere gratitude to the management ofAVATAR GOLD AND

DIAMONDS, EDAPAL for allowing me to do this project in their estimated organization and

for the help and cooperation at every step of my project work.

I would also like to thank my parents, staff members and my friends for their support and

motivation in successful completion of this project.

Place: Kuttipuram AJEESH MOOSAKUTTY

Date: Reg No: XXXXXXXXX



EXECUTIVE SUMMARY

A Study on “Job Satisfaction of Employees” was carried out in AVATAR GOLD AND

DIAMONDS, EDAPPAL. The main objective of the research was to find the satisfaction level

of employees in the organization.

Employee satisfaction is essential to the success of any business. The important factors that are

to be considered in the job satisfaction of employees are salary, promotion, working condition,

and so on...

The study was done as part of Descriptive Research. Convenience sampling technique was

employed for selecting the sample. The primary data was collected by means of questionnaire.

The secondary data was collected from the company records and websites. A structured

questionnaire was given to fifty employees and the data was collected based on the same. The

data was analyzed using percentage method and Likert scale method. Utmost care has been taken

from the beginning of the preparation of the questionnaire till the analysis, findings and

suggestions. The analysis leads over to the conclusion that majority of the employees are

satisfied. Dissatisfaction with reference to some of the factors was also reported.It was found that

dissatisfaction among employees will affect the work performance and productivity of the

organization. Valuable suggestions and recommendations are also given to the company for the

better prospects.



LIST OF CONTENTS

CHAPTER CONTENT PAGE NO

Chapter 1

INTRODUCTION

a. Introduction

b. Research Problem

c. Significance of the Study

d. Scope of the study

e. Objectives of the study

1.

2.

3.

3.

4.

4.

Chapter 2 INDUSTRY PROFILE 5-14

Chapter 3 COMPANY PROFILE 15-20

Chapter 4 LITERATURE REVIEW

4.1 Theoretical Framework

4.2 Literature Review

21-29

22.

27.

Chapter 5 RESEARCH METHODOLOGY

Research Design

Sample Design

Period Of Study

Sample Size

Data Collection

Primary Data

Secondary Data

Questionnaire

Tools Used For Analysis

Graphical Representation Of Data

Limitations Of The Study

30-33

31.

31.

31.

31.

31.

31.

32.

32.

32.

32.

33.

Chapter 6 DATA ANALYSIS AND INTERPRETATION 34-56

Chapter 7 FINDINGS,SUGGESTIONS AND CONCLUTION

7.1 Findings

7.2 Suggestions

7.3 Conclusion

57-60

58.

59.

60.

Chapter 8 BIBLIOGRAPHY 61-62

ANNEXURE 63-65



LIST OF TABLES

S.NO CONTENTS PAGE

NO.

6.1 Working Experience of Employees 35.

6.2 Satisfaction of Employees in Training and Programmes 36.

6.3 Opinion of Employees in Safety measures of institution 37.

6.4 Satisfactory Level of Employees Leave Provided 38.

6.5 Showing whether the job offer to realise Employees Application and Ambition 39.

6.6 Showing whether Employees to get any chance to be involved and identifiable with

Goal and Image

40.

6.7 Showing whether Employees to get a chance in part of decision making 41

6.8 Showing whether Employees feels good team spirit exist in your work environment 42.

6.9 Showing whether Employees to get proper Promotion and Growth Opportunities 43.

6.10 Showing whether Supervisor listen to the Opinion and Suggestions 44.

6.11 Satisfaction level of Employees in Overall Allowances Provided By The Company 45.

6.12 Opinion of Employees regarding behavior and support of management 46.

6.13 Showing whether the employees satisfaction with work facilities provided by the

company

47.

6.14 Satisfactory level of Employees In Working Relationship With Their Supervisor 48.

6.15 Satisfactory level of Employees Leave Provided 49.

6.16 Showing whether the employees satisfied with the time of the job 50.

6.17 Opinion of Employees Regarding Refreshment And Recreation Facilities 51.

6.18 Opinion regarding Management support in employees suggestions and grievances 52.

6.19 Level ofunderstanding by the Management in employee needs and wants 53.

6.20 Satisfaction of Employee in work environment 54.



LIST OF CHARTS

S.NO CONTENTS PAGE

NO.

6.1 Working Experience of Employees 35.

6.2 Satisfaction of Employees in Training and Programmes 36.

6.3 Opinion of Employees in Safety measures of institution 37.

6.4 Satisfactory Level of Employees Leave Provided 38.

6.5 Showing whether the job offer to realise Employees Application and Ambition 39.

6.6 Showing whether Employees to get any chance to be involved and identifiable with

Goal and Image

40.

6.7 Showing whether Employees to get a chance in part of decision making 41

6.8 Showing whether Employees feels good team spirit exist in your work environment 42.

6.9 Showing whether Employees to get proper Promotion and Growth Opportunities 43.

6.10 Showing whether Supervisor listen to the Opinion and Suggestions 44.

6.11 Satisfaction level of Employees in Overall Allowances Provided By The Company 45.

6.12 Opinion of Employees regarding behavior and support of management 46.

6.13 Showing whether the employees satisfaction with work facilities provided by the

company

47.

6.14 Satisfactory level of Employees In Working Relationship With Their Supervisor 48.

6.15 Satisfactory level of Employees Leave Provided 49.

6.16 Showing whether the employees satisfied with the time of the job 50.

6.17 Opinion of Employees Regarding Refreshment And Recreation Facilities 51.

6.18 Opinion regarding Management support in employees suggestions and grievances 52.

6.19 Level ofunderstanding by the Management in employee needs and wants 53.

6.20 Satisfaction of Employee in work environment 54.



Chapter 1

INTRODUCTION



1.1INTRODUCTION TO STUDY

Gold is a precious metal, perhaps no other market in the world has the universal appeal of the

gold. For centuries, gold has been coveted for its unique blend of purity, beauty and near

indestructibility. Nations have embraced gold as a store of wealth and a medium of international

exchange; individuals have sought to possess gold as insurance against the day to day

uncertainties of paper money.Jewellery has been made to adorn nearly every body part, from

Hairpins to Toe Rings and many more types of Jewellery. While High-Quality Jewellery is made

with gemstones and precious metals

I did a main project as a part of our completion of Master ofBusinessAdministration in

AVATAR GOLD AND DIAMONDS, EDAPAL on satisfaction of employees. I choose

employee satisfaction as our topic because welfare of employees in an organization contributes

greatly to any organization. HRM is the management of human resource in an organization.

HRM is relatively modern concept which involved a range of human ideas and practice in

management people. It is the organization function that deals with issues related to people such

as competition, hiring, performance, management, organization development, safety. Wellness,

benefits, employee motivation, communication, administration and training.

In an organization satisfaction of workers means a workforce that is motivated and committed to

high quality performance. There, are various components limit arc considered to be vital to

employee’s satisfaction. There are pay promotion, benefits, supervise to co-workers, work

condition, communication, safety, productivity and the work itself. Each of these factors, figures

into an individual's satisfaction differently. One might think pay is considered to be the most

important in employee satisfaction, although this has not been found to be true. Employees are

more concerned with working in an environment they enjoy. To the employees satisfaction

brings a pleasurable emotional state that often leads to a positive work attitude of satisfied

worker is more likely to be creative, flexible, innovative and loyal.


http://en.wikipedia.org/wiki/Gemstone

http://en.wikipedia.org/wiki/List_of_jewellery_types

http://en.wikipedia.org/wiki/Toe_ring

http://en.wikipedia.org/wiki/Hairpin


1.2 RESEARCH PROBLEM

Employee are the asset of any organization. It is through the employees. The organization

achieves its objectives. It is very important from the organization point of view to keep them

satisfied. The purpose of study is to understand the level of satisfaction among the employees to

AVATAR GOLD AND DIAMNONDS, EDAPPAL and suggest the area for improvement if

any.

A sample respondents of 50 on total population (employees) of AVATAR GOLD AND

DIAMONDS constitute the universe of study.

1.3SIGNIFICANCE OF THE STUDY

Employee satisfaction is an important aspect as far as an organization is considered. Employees

are back bone of every organization. So it is responsibility of the management to keep the

employees to contribute more.

It is said that satisfied employees are more productive. So every organization is giving high

priority to keep their employees satisfied by providing several facilities which improves

satisfaction and reduce dissatisfaction.

I want to know whether the employees in AVATAR GOLD AND DIAMONDS are satisfied or

not. So I had to address the problem in my study.



1.4 SCOPE OF THE STUDY

The study aims to understand the employee satisfaction in AVATAR GOLD AND

DIAMONDS,EDAPPAL which covers the various working schedule, remuneration, developing

overtime allowance, work freedom, job position etc.. The scope is to understand the employee

satisfaction. The study is conducted at AVATAR GOLD AND DIAMONDS, EDAPPAL

covering 50 employees and data collected based on the questionnaire prepared.

The backbone of the employee satisfaction is respect for workers and job they perform.

And easy revenue for employee to discuss problems with upper management should be

maintained and carefully monitored. The study was done to know the employee satisfaction in

AVATAR GOLD AND DIAMONDS, EDAPPAL. Employee are backbone of every

organization so the organization should consider a lot the employee should be motivated and

satisfied. So that they can work more and hence to reach the organization is to its great.

1.5 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

• The primary objective of the research is to find employees’ satisfaction level of the

organization.

SECONDARY OBJECTIVES

• To access the general attitude of the employees towards Avatar Gold and Diamonds.

• To understand the problem of the employees in the working condition.

• To know how employees opinion about work place, pay and benefits.

• To study and analyses the various factors affecting the job satisfaction level.



Chapter 2

INDUSTRY PROFILE



INDUSTRY PROFILE

GOLD IS FOREVER

People consider gold as true asset. Since time immemorial, it is one of the costliest metal.

Its glitter attracts people and they love to wear it as ornaments. Gold has no or minimum effect

of weather changes on it. It has a universal vahie that has never changed (with time).

Government and central banks keep it as rich or poor like it their saving in form of gold.

Jewellery is made out almost every material known as has been to adorn early everybody

past, from hairpins to toe rings and many more types of jewellery while high quality is made

with gem stones and precious metals, there is also a growing demand for art jewellery where

design and creativity is prized above material value. In addition there is less costly costume

jewellery is made from less valuable material and is mass produced.

INDIAN ARE IN LOVE WITH GOLD

When we think of Gold, India comes first in place as the biggest consumer of Gold.The pre-

dominant population of India is Hindus. They believe gold as metal of gods and monarchs.

Hindu religious books have mentioned gold as a commodity of immense valve. People in India

wear gold jewellery for ornamental value on the most of social functions, festivals and

celebrations. Hindu culture and their love for gold have influenced people of other religion

belief, social and cultural background. A large number of Indian men also wear gold jewellery in

form of chains, bracelets and rings.

India had been enjoying status of most advanced and rich country in the world for

millenniums. India was called golden birdat those times. India has been exporting silk, spices etc.

to Romans. Greek and Egyptians in ancient times. India was the biggest producer of gold at that

time. They were exporting a lot but had nothing to import. Therefore they imported gold and

gemstones against their export.



HISTORY OF JEWELLERY INDUSTRY

Gold is a vital industry commodity. Perhaps no other market in the world has the

universal appeal of the gold market. Nations have embraced gold as a stare of wealth and a

medium of international exchange; individuals have sought to possess gold as insurance against

the day to day uncertainties of paper money.

Commercial concentrations of gold are found in widely distributed areas; in associations

with ores of copper and lead, in quartz veins, in the gravel of streams beds, and with pyrites (iron

sulphide). Seawater contains astonishing quantities of gold, but its recovery is not economical.

The Indian gems and jewellery industry is one of the fastest growing segments in the

Indian economy with an annual growth of approximately 15% with export of over US$ 20 billion

in 2007-2008, the gems and jewellery sector accounts for nearly 13% of India's total export. The

word jewellery is derived from the word jewel, which was derivedfrom the old French "joule" in

around 13 century. Further tracing leads back of the Latin word "jocale" meaning plaything.

Jewellery is one of the oldest forms of body ornaments; recently found 100,000 years old

Nassarius shells that were made into beads are through to the oldest known jewellery.

Although in earlier times jewellery was created for more practical uses such as wealth

storage and pinning clothes together, in recent times it has been used almost exclusively for

decoration. The first piece of jewellery were made natural materials, such as bone, animal teeth,

shell, and wood and carved stone. Jewellery was often made for people of high important to

show their status and many cases, they were buried with it.

GOLD BUYING TRENDS OF KERALA

On comparison to other states, Kerala has a higher percentage of exchange of gold

ornaments rather than purchasing new ones. The wearer is looking for something different, since

keralites prefer to wear their ornaments frequently rather than only for some special occasion.

The keralities love for gold can be traced from very ancient days itself. Even from those days

each community or caste had its own traditional design of ornaments, which made especially by

the family gold smith. But in modem day the trend is entirely different. The boom in the fashion



industry has bought all these. The traditional designs and the modern patterns are under oen roof,

the jewellery shops. Irrespective of the religion or caste, most women in Kerala wear gold most

religious and social occassions like marriage.

JEWELLERY MARKET

According to recent K.PMG study, the largest jewellery market in the US with a market

share 30.8% Japan, India and China and the middle cast with 8-9% and finally Italy with 5%.

The author of the study predict a dramatic change in the market share. US wilt have dropped to

around 25% and the China and India will increase over 13%. The middle east will remain more

or less constant at 9% where as Europe's and Japan's market share will be havoc and become less

than 3% for the biggest individual European countries like Italy and 11.K. Gold market has a

completely different significance in every economy as the metal gold is treated both as

commodity and a monetary asset. The stock of gold in the world can be divide into two parts; the

stock of gold that is lying in the mines and the above ground stock of gold.

The above ground stock of gold can be mobilized and the exchanged between parties. But

the total stock of gold in the world remains same. For this indestructible nature of gold, price of

gold is less volatile compared to that of other major commodties.

IMPORTS AND EXPORTS

The estimated imports and exports were about 145 tones and total Demand was 800

tones. Total world demand for 2002 is estimated at about 3200 tones. Generally the figure

floating out there is that India holds 11000 tons of gold. Mr. Vijay Sarda, Mumbai based dealer,

said that India has been importing gold at east since 1993 and earlier also.

Export from the yield UA $ 17.1 billion in 2006-2007 against US and 16.64 billion in

2006-2007 against US and 16.64 billion in 2005.-2006, reflecting a growth of 26%.

While the diamonds accounted for 64% of the total exports, gold jewellery accounted for

30.47%, colored gemstones and other accounted for 1.44%, 71.04% respectively last year. The

export of cut and polished diamond segment US $ 10.90 billion, while the export of gold



jewellery yielded US 5.21 billion last year. Colored gemstones exports fetched US $ 246.48

million last fiscal, against US $ 232.35 million in the previous year.

Future growth in the gem and jewellery business is likely to be driven by increased

exports to the US; nn1 other markets, apart from surge 1n domestic consumption. Currently the

major destinations for India's gem and jewellery exports etc...

• US (28%)

• HONG KONG (21%)

• UAE (l5%)

• SINGAPORE (9%)

• BELGIUM (8%)

Another bullish factor for the gold market was the late October purchase of 200 tons of

gold by the RBI. This was bought from the international monetary funds as a part of currency

management strategy by India. Gold is being more widely accepted as a currency alternative, a

consideration that should be increased demand for gold that should support the price. However if

enough people are worried about inflation this will benefit gold. While there are fears about the

future of the American dollar.

Gold has long been considered The most desirable of precious metals , and its value has

been used as the standard for many currencies in history. Gold has been used as a symbol for

purity,value,raoyalty.one of the salient features about the gold is that a single gram of weight is

not at all wasted since it exploration. It has been rounding in different hands in one or the other

way.

The history of gold sarts from 2600BC.A huge description is available in Egyptian

Hieroglyphs. it may be the first metal used by humans and was valued for ornamentation and

rituals. Import locations famous in the name of gold are red sea in Saudi Arabia,

Lydia ,Romania, Las Medullas,in spain,rosia Montana in transylvania, central America, peru

and columbia.



Today, gold has emerged as an important mean for investment also. Volatile markets and

unsuitable economic conditions have also added to it. China is the largest producer followed by

South Africa. But India is the largest consumer of the gold, where it is largely used for jewelry

together investment. India’s diversified religious customs and rituals have helped to the high

demand for gold.

PROFILE

The symbol for the sun has been used since ancient times to represent gold. The Turin

mining papyrus gold has been known and highly-valued since prehistoric times.it may have been

the first metal used by humans and was valued for ornamentation and rituals. Egyptian

hieroglyphs from as early as 2600BC describe gold, which king gold, which king tushratta of the

Mitanni claimed was “more plentiful than dirt ”in Egypt.

The south-east corner of the black sea was famed for its gold. Exploration is said to date

from the time of Midas, and this gold was important in the establishment of what is probably the

world’s earliest coinage in Lydia between 643 and 630BC.

The romance developed new methods for extracting gold on a large scale using hydraulic

mining methods, especially in spain from 25 BC onwards and in Romania from 150 AD

onwards. The Mali empire in Africa was famed throughout the old world for its large amounts of

gold. mansa musa, ruler of the empire (1312-1337) became famous throughout the world for his

great hajj to mecca in 1324. When he passed through Cairo in July of 1324 , he reportedly

accompanied by a camel train that included thousands of people and nearly a hundred camels.he

gave away so much gold that it took over a decade for the economy cross north Africa to

recover,due to the rapid inflation that it initiated.

During the 19th century, gold rushes occurred whenever large gold deposits were

discovered. The first documented discovery of gold in United States was at the Reed gold mine

near George ville, North Carolina in 1803 .The first major gold strike in the United States

occurred in a small north Georgia town called Dahlonega. Further gold rushes occurred in

California, Colorado, otago, Australia, Witwatersrand, black hills, and Klondike.



APPLICATION

In various countries, gold is used as a standard for monetary exchange, in coinage and

jewelry. Pure gold is too soft for ordinary use and is typically hardened by alloying with copper

or other base metals. The gold content of gold alloys is measured in carats (k), pure gold being

designated as 24k.2.3.1 As a medium of monetary exchange gold coins intended for circulation

from 1526 in to the 1930s were typically 24k,although the American gold eagle and British Gold

sovereign continue to be made at 22k, on historical tradition. the worldwide used coins are

American gold eagle, British gold sovereign, Canadian gold maple leaf ,gold kangaroos,

Australian gold nugget, Australian lunar calendar series, Australian philharmonic and American

buffalo.

JEWELLERY

Because of the softness of pure (24k) gold, it is usually alloyed with base metals for use

in jewelry, altering its hardness ductility, melting point, color and other properties. Alloys with

lower cartage, typically 22k, 18k, 14k or 10k, contain higher percentage of copper, or other base

metals or silver or palladium in the alloy. Copper is the most commonly used based metal,

yielding a redder color. 18k gold containing 25% copper is found in antique and Russian jewelry

and has a distinct, though not dominant, copper cast, creating rose gold. Fourteen carat gold-

copper alloy is nearly identical in color to certain bronze alloys, and both may be used to produce

police and other badges. Blue gold can be made by alloying with iron. Purple gold made by

alloying with aluminum, although rarely done expect in specialize jewelry. Blue gold is more

brittle and therefore more brittle and therefore more difficult to work with when making jewelry.

Fourteen and eighteen carat gold alloys can be made with palladium or nickel. White 18 carat

gold containing 17.3%nickel, 5.5% zinc and 2.2% copper is silver in appearance.



OTHER USES

*Salts and radio scopes of gold are used in pharmacology

*Gold leaf, flakes or dust is used in some gourmet foodstuffs, sweets and drinks as decorative

ingredient.

*Gold is used in dentistry as crowns and permanent bridges.

*Gold threads are used in embroidery.

*Gold has been used for electrical wiring in some high energy applications, atomic experiment

and other electrical equipment’s.

OCCURRENCE

In nature, gold most often occurs in its native state (that is, as a metal), though usually

alloyed with silver. Native gold contains usually eight to ten percent silver, but often much more-

alloys with a silver content over 20% are called electrum. As the amount of silver increases, the

color becomes whiter and the specific gravity becomes lower. Ores bearing native gold consist of

grains or microscopic particles of metallic gold embedded in rock, often in association with veins

of quartz or sulfide minerals like pyrite. These are called “lode” deposits. Native gold is also

found in the form of free flakes grains or larger nuggets that have been eroded from rocks and up

in alluvial deposits (called placer deposits).such free gold is always richer at the surface of gold-

bearing veins owing to the oxidation of rivers, where it collects and can be welded by water

action to form nuggets.



GOLD MINERALS

Gold usually occurs in nature as the native element or as the gold Silver Alloy Electrum.Gold

does occur combined with tellurium as the minerals Cleveite, Krennerite, Nagyagite, Petzite and

Sylvanite.

Gold also occurs as the rare bismuthide maldonite (Au2Bi) and the antimonide aurostibite

(AuSb2).gold also occurs as rare alloy with copper, lead, and mercury: the minerals auricupride

(Cu3Au ), novonerprite.(Aupb3) and weishanite (AuAg)3Hg2).

PRODUCTION

Since the 1880s, South Africa has been the source for a large proportion of the world’s

gold supply,

With about 50% of all gold ever produced having come from South Africa. Production in

1970 accounted for 79% of the world supply,

Producing about 1000 tones. However by 2007 production was just 272 tones. This sharp

decline was due to the increasing difficulty of extraction, changing economic factors affecting

the industry, and tightened safety auditing. In 2007 china (with 276 tones) overtook South Africa

as the world’s largest gold producer, the first time since 1905 that Africa has not been the largest.

Other major producers are United States, Australia, china, Russia, Peru. Mines in South

Dakota and Nevada supply two-thirds of gold used in the United States. In South America, the

controversial project Pascua lama aims at exploration rich fields in the high mountains of

Atacama desert, at the border between Chile and Argentina. Today about one quarter of the

world gold output is estimated to originate from artisanal or small scale mining.



INDIA AND GOLD

Jewelry has been an integral part of India. They was in demand right from the ancient times as

from Harappa and Mohenjo-Daro. India is the world’s largest consumer of gold. The estimates

shows major portion of India's gold comes not only from foreign import but also from

smuggling. This shows India's insatiable hunger for gold.

AN OVERVIEW OF INDIA'S GOLD INDUSTRY

The India's shining factor is possibly best reflected in the surge in the India's gold and

jewelry exports, which has been making a considerable contribution to India's foreign exchange

earnings. Mumbai has got countries gold and gems. The bulk of domestic gems and jewelry

industry is concentrated in unorganized sectors that employees an estimate of two million

workers serving over O. 1 million gold jewelers 8000 diamond jewelers. The hub of India's

jewelry industry is Mumbai that receives majority of the countries gold and diamond imports.

KERALA AND GOLD

South India is the hub of the jewelry. Kerala is especially noteworthy for it fondness in

golden jewelry. The state is having 20% India's gold jewelry. Over SOO kg of gold is produced

by the state. There are more than SOO retailers of gold in Kerala. Thrissur is one of the largest

manufacturing hubs in the state. In south India there are around 3000 large and medium sized

jewelry manufacturers besides around 4000 artisans employed in Kerala. Apart from this it also

provides employment to around 21akh people.



Chapter 3

COMPANY PROFILE



COMPANY PROFILE

The Avatar Group of Companies has line head its gold ornaments outlet named AVATAR

GOLD with entire package of offers and with unique. Collection of design. So after 20 years of

business and service. It is important to know how the customers behavior is against its

competition and how effective has been the product positing after the purchase of specialty

goods or shopping goods, the customer exhibits post purchase of specialty goods. It bad launched

into gold retail business in the year 1990 with their first show room in Trissur Round. This

modest beginning they have grown into an organization to neckon with the gold jewellery

retailing. Drawing the last twenty years they have grown into an organization having multicity /

state presence across India and Middle East currently they have retail outlet. Their second

showroom in Trissur which is the largest over gold retail showroom in Kerala opened having

10,000 Sq. and with wide range of collections. They are aiming at opening branches of 2013 and

fifty branches by 2015.

FEATURES OF AVATAR GOLD

• Executive showroom for 100% BIS hallmarked 916 gold collections.

• A vast array of modem designer collections from India, Singapore, Europe, Middle East, etc.

• Pure value for many guaranteed while buying and selling.

• Lifelong guarantee and free maintenance for gold ornaments.

• German made gold check coral analyzer to check purity of gold white buying and selling gold.

• Exclusive collection of MG diamonds.

• IGI certificate of authenticity and buy back guarantee for diamond ornaments.

• Special counter for world class branded watches like omega, Rado, Mont Blanc, Seiko foce,

Tissut, Espiritm contimental, police, Tag, Hewer cater pillar, D4 swiss, Accurate and Citizen.

• 2 years international warranty and after sale services for swiss made watches.



• International genological institutes certificate for diamond amentd.

• Availability of well trained professional sales executives.

MISSION OF THE ORGANISATION

Mission of the organization as follows:-

• To provide employment opportunities to educated people.

• To training to unskilled persons.

• To provide employment to person from rural area.

• To provide good quality products at reasonable price.

• To give customes the best value for their money.

• To provide good working conditions.

• To earn reasonable profit.

SOCIAL RESPONSIBILITY OF AVATAR GOLD

Social responsibility means the obligation of a business to act in manner, which will

secure the best interest of society.

• Towards the employees.

Workers are needed the pillar of the organization. They are the important part of the

organization. It is therefore very necessary to keep them satisfied and given them in due.

According to modern philosophy, labour is a human being and worker next.

Avatar gold has to assure job reactivity for their workers and her to pay reasonable

salaries for their effort. It also creates good working conditions, like good lighting, ventilation,

air conditioning to it's employees. The company also provides ESI to their staff. They are

provided with accommodation, insurance coverage and uniforms to the staff. The firm also



ensure selection and recruitment is being done without any discrimination like caste, colour,

religion and state.

• Towards customers

The satisfaction of the customers should be the primary concern of every business concern.

Avatar Gold ensures the marketing of such goods which are demanded by the customers based

on their taste preferences. It also ensures adequte supply of good quality products at reasonable

price.

• Towards Society

Avatar Gold ensures maximum utilization of nations rich resources, they try to dispose less

wastage. Together with this they also create more employment opportunities. Provide jobs for

unemployed youths of rural area. It also maintains good relation with local area.

VISION OF THE ORGANISATION

• Future increase in market share of the company in jewellery in India.

• Continue to expand their retail operations.

• Continue to expand their product offering and maintain high quality customer service.

• Increase their retail capabilities and revenue and harness in herent synergies to their integrated

operations

About Avatar Gold and Diamonds

Avatar Gold and Diamonds the synonym of trust and eminence led through clergy

business in Gold and diamond since last 2 decades Avatar Group stepped in to gold retail

business in 1990 with its first showroom in the cultural capital of Kerala, Thrissur. It was a new

beginning of big dreams.



During the last twenty three years are have grown with multicity / state presence across India,

and middle cast. Today Avatar Gold and diamonds is a leading organization engaged in the

business of gold, diamonds, platinum, and silver ornaments at Thrissur, Edappal, Trichi, Dubai,

Abu Dhabi, Doha, Qatar, Avatar is taking a new turning point in its growth-with its new

showrooms in lulu mall - Cochin, Tirur and Riyadh and Saudi Arabia. Our vision covers the plan

to start new showrooms in all major cities of India and middle cost and ensure better reaches to

our customers globally.

Avatar gold and diamonds new mega showroom inaugurated by Avatar Gold and

diamond brand ambassador Mamootty on 9-12-12. Avatar Gold and diamonds which has over 25

years of tradition in the jewellery field launched its 5 showroom EMKE Silks. It also created

new era in jewellery with their exclusive and trendy wedding collections. When EMKE Silks and

Avatar gold operating in the same building, it will become the final destination for wedding

purchase. Customers will have. a new shopping experience for both ornaments and wedding

purchase.

Avatar never compromise when it come to the quality of gold. Avatar believes

introducing a pure gold product and this is the only reason of their success said Abdulla, the

Director of Avatar Gold and Diamonds.

Avatar gold has become more popular with the presence of Mammootty recognized as

one of the finest actors in Indian cinema as their brand ambassador. New Avatar Gold and

diamonds showroom presents bridal collections, shrine collections, traditional collections,

Turkish collections, kid’s collections, etc. and separate section for diamonds previous stone,

platinum, silver, ornaments and branded premium watches.

AVATAR GOLD AND DIAMONDS QUALITY POLICY

The moment you pick a jewellery piece is a beginning of a wonderful relationship with us

we are committed to our quality and services. For the last 2 decades we have been celebrating the

finest experiences in gold with our esteemed clientele to suit every occasion and special

moments of birth, marriage, and anniversaries and beyond. We attribute our success to our

dedication and uncompromised service to our customers. The legendary quality and genuine

value in addition to the highest level of service has been the foundation of Avatar success we



celebrate 23 years of tradition and trust with its growing strength in world gold market. Our

staffs are professionally trained and we seek every means to improve dissolves and our product

quality. Your valuable feedbacks are important to us. Many thanks for your past support and we

look forward to serve you better in the future.

ORGANISATIONAL STRUCTURE


BOARD OF DIRECTORS

FINANCE MARKETINGMEDIAPURCHASEHRM SALES

EMPLOYEES

EXECUTIVES

ASST. MGRS

MANAGER


Chapter 4

LITERATURE REVIEW



4.1THEORETICAL FRAMEWORK

MEANING

Employee satisfaction is a measure of how happy workers are with their job and working

environment. Keeping morale high among workers can be tremendous benefit to any

organization, as happy workers will be likely to benefit to any company. There are many factors

for maintaining high employee satisfaction, which wise employers would do will to implement.

EMPLOYEE SATISFACTION

To increase employee satisfaction, many companies will have mandatory survey or face to face

meeting either employees to gather information. Both of these tactics have pros and cons and

should be chose carefully. Surveys are often annoying allowing workers more freedom to be

honest without fear. Interview with company management can feel intimating but if done

carefully can let to workers know their voice has been heard and their concern addressed by

those in changes. Surveys and meetings can truly got the center of data surrounding employee

satisfaction and can be great tools to identify specific problems leading to lowering morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to make

workers feel they are part of the family or team. Holding Office Events such as parties and group

outings can help close bonds among workers. Many companies also participate in team building

retreats that are designed strengthen the working relationship of the employers in the non-

working related settings. Company trips, pain ball wars and guided back parking trips are

versions of this type of team building strategy, with which many employees have founded

success.

Of course, few will not experience a boost in morale after receiving more and many raises and

bonuses can seriously affect employee satisfaction and should be given when possible. Yet

money cannot solve all morale issues and of a company with wide spread problems for workers

cannot improve their overall improvement, a bonus may be quickly forgotten as daily stress of an

unpleasant job continuous to mount.



If possible, provide amenities to your workers to improve morale. Make sure they have a

comfortable, learn, break, rooms which basic necessities such as a running mates keep facilities

such as clean bathroom stocked with supplies. While professionalism is necessary for most

business allowing workers to keep family photos or small trinkets on their desk can make them

fed more comfortable and nested at their workstation. Basic consideration like these can improve

employee satisfaction, as workers will fed well asked for by their employers.

The backbone of employee satisfaction in respect for workers and the job they perform. In every

interaction with management, employees should be treated with courtesy and interest. In easy

avenue for employers 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 dedications into compromising will often

help to improve morale.

IMPORTANCE OF EMPLOYEE SATISFACTION

Purpose or benefits of employee satisfaction include as following,

• Enhance employee retention.

• Increase productivity.

• Increase customer satisfaction.

• Reduce turnover, recurring and training cost.

• Enhance customer satisfaction and loyalty.

• Energetic employers

• Improve team work

• Higher quality products and or services due to more competent, energized employees.

ORGANISATIONAL DEVELOPMENT FACTORS

• Brand of organization in business field and comparison with leading competitor.

• Mission and vision of organization.



• Potential development of organization.

POLICIES OF COMPENSATION AND BENEFITS FACTORS

Wages and Salary

Benefits

Rewards And Penalties

PROMOTION AND CAREER DEVELOPMENT FACTORS> Opportunities for promotion.

> Training program participated or will do.

> Capacity of career development.

WORK TASK FACTORS

• Quantity of task.

• Difficult level of task.

RELATIONSHIP WITH SUPERVISORS FACTORS Level of coaching

Level of assignment for employee.

Treatment of Employee etc.

WORKING CONDITION AND ENVIRONMENT FACTORS• Tools and equipment.

• Working methods

• Working environment

CORPORATE CULTURE FACTORS

Relationship with co-workers

Level of sharing etc...



COMPETITION PERSONALITIES AND EXPECTATION OF EMPLOYEE

FACTORS Competencies and personalities of employee are suitable for job.

Expectations of employee are suitable for policies of organization.

DEFINITION OF TERMS

SALARY

Salary is a fixed amount or compensation paid to an employee by an employer in return for work

performed. An employee who is paid a salary is expected to complete a whole job in return for

the salary.

OVERTIME ALLOWANCE

Overtime allowance in extra cash compensation for the hours that employees work in excess.

DECISION MAKING

Decision making involves the selection of a suitable action from among two or more possible

alternatives in order to arrive at a solution to a problem.

PROBLEM SOLVING

Grievance handling means help to solve a problem of the person who is in trouble and went

some kind of help. It is to help such a person is a way that can give him justice to his satisfaction.



WELFARE FACILITY

Employee welfare aims at providing such service facilities and amenities, which enables a

worker to perform their employee well. An employee welfare facility consists of canteen, rest

rooms, housing facility, medical facility, educational facility and transportation facility. This

study helps to find out the various accretions facilities they are provided by the company.

TEAM WORK

The process of working a group of people in order to achieve a goal.

TRAINING

Training is the format and systematic modification of behavior. Which occurs as a result of

education, introduction development and planned experience.

JOB SECURITY

It is the probability that an individual will keep his or her job. A job with a high level of job

security in such that a person with the job would have a small chance of become employees.

EFFECTIVE COMMUNICATION

Communication is a process in defined and shared between diving organisms. Communication

requires a sender, a message and need not be present as aware of the seniors intent to

communicate at the time of communication thus communication can occurs across vast distances

in time and space. Communication requires that the communicating panics share an area of

communication.

WORK SHCEDULE

Employees work schedules vary from full fill time lo part time to job shares. All work schedules

have one thing in common; the employee is doing work under an employer. Today's employers

understand that flexibility is what employee requires in their work schedules. If they don't

employers should beware



4.2LITERATURE REVIEW

The history of job satisfaction stems back to the early 1900’s with the situationist

perspective on job satisfaction. This perspective states that satisfaction is determined by certain

characteristics of the job and characteristics of the job environment itself. This view has been

present in the literature since the first studies by Hauser, Taylor and the various projects at the

Western Electric plants in Hawthorne (Cranny, Smith & Stone 1992). These studies follow the

assumption that when a certain set of job conditions are present a certain level of job satisfaction

will follow. The Hawthorne Studies are considered to be the most important investigation of the

human dimensions of industrial relations in the early 20thcentury. They were done at the Bell

Telephone Western Electric manufacturing plant in Chicago beginning in 1924 through the early

years of the Depression. The Hawthorne plant created an Industrial Research Division in the

early 1920’s. Personnel managers developed experiments to explore the effects of various

conditions of work on morale and productivity (Brannigan & Zwerman 2001). “Today, reference

to the “Hawthorne Effect” denotes a situation in which the introduction of experimental

conditions designed to identify salient aspects of behavior has the consequence of changing the

behavior it is designed to identify. The initial Hawthorne effect referred to the observation that the

productivity of the workers increased over time with every variation in the work conditions

introduced by the experiments” (Brannigan & Zwerman 2001). Simply stated when people

realize that their behavior is being watched they change how they act. The development of the

Hawthorne studies also denotes the beginning of applied psychology, as we know it today. These

early studies mark the birth of research on job satisfaction relating to ergonomics, design and

productivity.

One of the most popular and researched measures of job satisfaction is the Job

Descriptive Index (JDI). “The JDI is a 72-item adjective checklist type questionnaire developed

by Smith, Kendall, and Hulin in 1969” (Gregson, 1991). This measure basis itself on five facets

of job satisfaction. The first facet is the work itself, satisfaction with work itself is measured in

terms of the core job characteristics such as autonomy, skill variety, feedback, task identity, and

task significance (Hackman & Oldham, 1975). Supervision, the second facet, is measured in



such ways as how supervisors provide feedback, assess employee’s performance ratings, and

delegate work assignments.

Coworkers, the third facet, are measured in terms of social support, networking, and possible

benefits attached to those relationships (Cranny, Smith & Stone, 1992). Pay, the fourth facet, is

an important source of satisfaction because it provides a potential source of self-esteem as well

as the generic opportunity for anything money can buy (Brockner, 1988). Obviously satisfaction

with pay is measured primarily by current income but also by opportunities for salary increases.

Promotion is the final facet and the one that the JDI explicitly assesses how perceptions about the

future can affect job satisfaction. Today the facets of the JDI are generally assessed by modifying

the adjective checklist and using a Likert scale on statements such as, “opportunities for

advancement are plentiful” measured from one (strongly disagree) to five (strongly agree)

(Cranny, Smith & Stone, 1992).

Another popular and highly researched measure of job satisfaction is the Minnesota

Satisfaction Questionnaire (MSQ). The MSQ can be scored for twenty facets; scores from one

question for each facet provide a single overall composite score. The MSQ is commonly used in

conjunction with the Minnesota Importance Questionnaire (MIQ). “These instruments were

designed for use with adult career counseling clients with work experience. They are particularly

useful for clients that might be called “career changers,” that is, adults with considerable work

experience in one or more chosen occupations who are dissatisfied with their work and remain

undecided about their career future” (Thompson & Blain, 1992).

A study conducted in Europe, Asia, Africa, and the Americas reported similarities among

workers. “10,339 workers were surveyed across 10 European countries, Russia, Japan, and the

United States. Researchers consistently identified the same top five key attributes in a job: ability

to balance work and personal life, work that is truly enjoyable, security for the future, good pay

or salary and enjoyable co-workers. Across the four major geographic regions studied, workers

specifically emphasized the importance of potential advancement and the opportunity to build

skills as a way to maintain employability and job security” (Yankelovich Partners, 1998 p.42).

A survey polling members of the Association for Investment Management and Research found

that 81% of the managers said they were satisfied or very satisfied with their job. When asked to



identify the factors that create positive feelings about their job, most managers named

professional achievement, personal or professional growth, the work itself and their degree of

responsibility more important than compensation. Factors they viewed as creating negative

feelings about their jobs were company policies, administration, relationships with supervisors,

compensation and the negative impact of work on their personal lives (Cardona, 1996, p.9). In

order to decrease some of these negative feelings and increase productivity it has been proposed

to reduce the number of work days employees miss by increasing job satisfaction, redesigning

disability plans and involving supervisors in management (Maurice, 1998, p.13).

Other research indicates that customer satisfaction and loyalty are excellent predictors of

profitability…the strongest predictors of customer satisfaction: employees’ general satisfaction

with their jobs and employees’ satisfaction with their work/life balance” (McDonald &

Hutcheson, 1999, p.18). Again it’s important to note that job satisfaction is subject to change.

“Results of studies comparing differences between age groups and level of job satisfaction report

an increases in job satisfaction with age” (Osipow, 1968).

“From an employee’s standpoint, job satisfaction is a desirable outcome in itself. From a

managerial or organizational effectiveness standpoint, job satisfaction is important due to its

impact on absenteeism (1) turnover, (2) and pro-social “citizenship” behaviors such as helping

coworkers, helping customers, and being more cooperative. (3) Thus, to redesign jobs, reward

systems, and human resource management policies that will result in optimum job satisfaction

and productivity, managers need to know what employees value” (Karl & Sutton, 1998, p.515).

In order to know what employees value it is necessary for organizations to assess and pay

attention to current levels of job satisfaction.

Current studies on job satisfaction are plentiful with some interesting results. In one study

the relationship among career experience, life satisfaction, and organizational factors for

managers of healthcare organizations is explored. Within this study a two-stage Delphi analysis

of American College of Healthcare Executives (ACHE) members identified nine domains of

important job skills, knowledge, and abilities necessary for Success as healthcare managers. The

nine domains, ranked in order of importance, are cost/finance, leadership, professional staff



interactions, healthcare delivery concepts, accessibility, ethics, quality/risk management,

technology, and marketing.



Chapter 5

RESEARCH METHODOLOGY





The data needed for the study is collected from the employees, through questionnaire.

Analysis and interpretation has been done by using the statistical tools and data presented

through tables and charts.

RESEARCH DESIGN

The study was based on survey method. The aim of the study is to find satisfaction levels

of employees.

SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population.

Convenience sampling method used in selected samples.

PERIOD OF STUDY

This study on employee satisfaction was conducted during the period of Twenty One

Days.

SAMPLE SIZE

The sample size of this study isfifty respondents.

DATA COLLECTION

The data collected for the study consists of both primary and secondary data.

PRIMARY DATA

In this study primary data were collected through personnel interview using

questionnaire. The questionnaire was administered to fifty employees of AVATHAR GOLD,

EDAPPAL.



SECONDARY DATA

Secondary data for this study was collected from.

Previously published records, statistics, research reports and documents.

Books, Periodical and websites.

QUESTIONNAIRE

In this study the researcher have used a questionnaire consisting of twenty multiple choice based

questions

TOOLS USED FOR ANALYSIS

Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical tools for the

analysis.

GRAPHICAL REPRESENTATION OF DATA

Graphical Representation tool such as Bar Graphs and Pie Charts have been used for the data

analysis.



5.9LIMITATIONS OF THE STUDY

This is subjected to the basis and prejudices of the respondents, hence 100% of accuracy

cannot be assured.

The research was carried out in a short span of time, where in the research could not

widen the study.

The period of study was too short. So it was not possible to collect the relevant

information with in that period.

The findings are based on the answers given by the employees, so any error or bias may

be affect the validity of the finding



Chapter 6

DATA ANALYSIS AND INTERPRETATION



TABLE NO.6.1: WORKING EXPERIENCE OF EMPLOYEES

EMPLOYEES NO OF RESPONDENTS PERCENTAGE

Below 2 years 10 20%

2-5 years 14 28%

Above 10 years 26 82%

Total 50 100

CHART NO. 6.1: WORKING EXPERIENCE OF EMPLOYEES

INTERPRETATION

From the above table, 20% of employees have the working experience below 2 years and 28% in

between 2-5 years, at the time 82% employees’ work above 10 years in this institution



TABLE NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING AND

PROGRAMMES

OPINION NO OF RESPONDENTS PERCENATGE

Highly Satisfactory 18 36%

Satisfied 20 40%

Dissatisfied 12 24%

Total 50 100

CHART NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING AND

PROGRAMMES

INTERPRETATION



From the above table 36% of employees are highly satisfied in training programmes, 40% of

employees satisfied and 24% dissatisfied.



TABLE NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF

INSTITUTION

OPINION NO OF RESPONDENTS PERCENTAGE

Good 36 72%

Bad 8 16%

Average 6 12%

Total 50 100

CHART NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF

INSTITUTION

INTERPRETATION

Form the above table 72% of employees had good opinion about the safety measure and 16%

had bad opinion, same time 12% employees had average safety measure only provided.



TABLE NO.6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 20 40%

Satisfied 22 44%

Dissatisfied 8 16%

Total 50 100

CHART NO.6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

INTERPRETATION



From the above table 40% of employee highly satisfied in their leave provided, 44% are satisfied

and 16% dissatisfied.



TABLE NO. 6.5: SHOWING WHETHER THE JOB OFFER TO REALISE

EMPLOYEES APPLICATION AND AMBITION


Yes 12 24%

No 8 16%

Can’t say 30 60%

Total 50 100

CHART NO. 6.5: SHOWING WHETHER THE JOB OFFER TO REALISE

EMPLOYEES APPLICATION AND AMBITION

INTERPRETATION

From the above table 24% of employees are satisfied and 16 % are dissatisfied also 60% of

employees are not answered the question.



TABLE NO. 6.6:SHOWING WHETHER EMPLOYEES TO GET ANY

CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND

IMAGE


Yes 14 28%

No 6 12%

Can’t say 30 60%

Total 50 100

CHARTNO. 6.6:SHOWING WHETHER EMPLOYEES TO GET ANY

CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND

IMAGE

INTERPRETATION



From the above table 8% of employees to get chance to be involved and identified with goal and

image. 12% should not get chance and 60% of employees are not answered the question



TABLE NO.6.7:SHOWING WHETHER EMPLOYEES TO GET A

CHANCE IN PART OF DECISION MAKING


Yes 30 60%

No 6 12%

Can’t say 14 28%

Total 50 100

CHART NO. 6.7:SHOWING WHETHER EMPLOYEES TO GET A

CHANCE IN PART OF DECISION MAKING

INTERPRETATION



From the above table 60% of employees get chance to be involved in decision making 12%

should not get chance and 28% of employees are not answered the question.



TABLE NO.6.8:SHOWING WHETHER EMPLOYEES FEELS GOOD

TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT


Yes 20 40%

No 10 20%

Can’t say 20 40%

Total 50 100

CHART NO. 6.8: SHOWING WHETHER EMPLOYEES FEELS GOOD

TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

INTERPRETATION



From the above table 40% of employees feels the good team spirit, 20% should not feel and 40%

of employees are not answered the question.



TABLE NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET PROPER

PROMOTION AND GROWTH OPPORTUNITES


Yes 34 68%

No 6 12%

Can’t say 10 20%

Total 50 100

CHART NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET PROPER

PROMOTION AND GROWTH OPPORTUNITES

INTERPRETATION

From the above table 6% employees to get proper promotion and growth opportunities, 12% of

employees should not get, 20% employees are not answered the question.



TABLE NO.6.10:SHOWING WHETHER SUPERVISOR LISTEN TO THE

OPINION AND SUGGESTIONS


Yes 28 56%

No 8 16%

Can’t say 14 28%

Total 50 100

CHART NO.6.10: SHOWING WHETHER SUPERVISOR LISTEN TO THE

OPINION AND SUGGESTIONS

INTERPRETATION

From the above table 56% of employees are agreed that supervisor listen to their opinions and

suggestions, but 10% employees are disagree and 28% employees are not answered the question.



TABLE NO.6.11: SATISFACTION LEVEL OF EMPLOYYES IN

OVERALL ALLOWANCES


Yes 24 48%

No 16 32%

Can’t say 10 20%

Total 50 100

CHART NO.6.11: SATISFACTION LEVEL OF EMPLOYYES IN

OVERALL ALLOWANCES

INTERPRETATION



From above table 48% of employees satisfied the overall allowances, 32% should not satisfied

and 20% of employees are not answered the question.



TABLE NO. 6.12: OPINION OF EMPLOYEES REGARDING BEHAVIOUR

AND SUPPORT OF MANAGEMENT


Good 38 76%

Bad 4 8%

Average 8 36%

Total 50 100

CHART NO. 6.12: OPINION OF EMPLOYEES REGARDING

BEHAVIOUR AND SUPPORT OF MANAGEMENT

INTERPRETATION

From above table 76% of employees are shared a good experience and 8% in a Bad level, 16% in

average level.



TABLE NO. 6.13: SHOWING WHETHER THE EMPLOYEEES

SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE

COMPANY



Satisfied 20 40%

Dissatisfied 12 24%

Total 50 100

CHART NO. 6.13: SHOWING WHETHER THE EMPLOYEEES

SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE

COMPANY

INTERPRETATION



From the above table 36% of employees are highly satisfied and the work facilities provided by

the company. 20% are satisfied and 24% of employees are not satisfied



TABLE NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN

WORKING RELATIONSHIP WITH THEIR SUPERVISOR



Satisfied 38 74%

Dissatisfied 2 4%

Total 50 100

CHART NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN

WORKING RELATIONSHIP WITH THEIR SUPERVISOR

INTERPRETATION



From the above table 16% of employees are highly satisfied the working relationship with their

supervisor and 76% satisfied and 4% is dissatisfied.



TABLENO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE PROVIDED



Satisfied 2 4%

Dissatisfied 4 8%

Total 50 100

CHARTNO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

INTERPRETATION

From the above table 88% is highly satisfied on companies’ motivational programmes and 4%

satisfied and 8% dissatisfied.



TABLE NO.6.16:SHOWING WHETHER THE EMPLOYEES

SATISFIED WITH THE TIME OF THE JOB



Satisfied 4 8%

Dissatisfied 10 20%

Total 50 100

CHART NO.6.16: SHOWING WHETHER THE EMPLOYEES SATISFIED

WITH THE TIME OF THE JOB

INTERPRETATION

From the above 72% of employees highly satisfied with the working time 8% satisfied and 20%

dissatisfied.



TABLE NO.6.17: OPINION OF EMPLOYEES REGARDING

REFRESHMENT AND RECREATION FACILITIES


Good 40 80%

Bad 4 8%

Average 6 12%

Total 50 100

CHART NO.6.17: OPINION OF EMPLOYEES REGARDING

REFRESHMENT AND RECREATION FACILITIES

INTERPRETATION

From the above table 80% of employees have good opinion about refreshment and recreation

facilities and 8% have bad opinion and 12% have average opinion.



TABLE NO. 6.18: OPINION REGARDING MANAGEMENT SUPPORT IN

EMPLOYYES SUGGESTIONS AND GRIEVANESS


Good 6 12%

Bad 4 8%

Average 40 80%

Total 50 100

CHART NO. 6.18: OPINION REGARDING MANAGEMENT SUPPORT IN

EMPLOYYES SUGGESTIONS AND GRIEVANESS

INTERPRETATION



From the above table 12% of employees have good opinion about and regarding management

support in employees’ suggestion and grievances.

TABLE NO. 6.19: LEVEL OF UNDERSTANDING BY THE

MANAGEMENT IN EMPOLYEE NEEDS AND WANTS


Good 6 12%

Bad 4 12%

Average 38 76%

Total 50 100

CHART NO.6.19: LEVEL OF UNDERSTANDING BY THE

MANAGEMENT IN EMPOLYEE NEEDS AND WANTS

INTERPRETATION



From the above table 12% of employees have good opinion regarding management

understanding of employees need and wants. 12% have bad opinion and 70% having an average

opinion.



TABLE NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK

ENVIRONMENT


Good 36 72%

Bad 6 12%

Average 8 16%

Total 50 100

CHART NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK

ENVIRONMENT

INTERPRETATION

From the above table 72% of employees satisfied with the work environment and 12% of them

having bad and 16% having an average satisfaction regarding our statement.



HYPOTHESIS TESTING

CHI-SQUARE TEST

H0: There is no significant relationship between employees’ satisfaction in work

facilities and working relationship with supervisor.

H1: There is significant relationship between employees’ satisfaction in work

facilities and working relationship with supervisor.

OBSERVED FREQUENCIES

OBSERVED

FREQUENCY

HIGHLY

SATISFIED

SATISFIED DISATISFIED TOTAL

Employees work facilities 18 20 12 50

Employees work

relationship with

supervisor

10 38 2 50

Total 28 58 14 100

CHI-SQUARE= ∑ (0-E) 2/E

O= Observed Frequency

E= Expected Frequency

Expected Frequency= Row Total/Column Total * Grand Total



O E O-E (O-E)2 (O-E)2/E

18 50*28/100=14 4 16 1.142

20 50*58/100=29 -9 81 2.793

12 50*44/100=7 5 25 3.571

10 50*28/100=14 -4 16 1.142

40 50*58?Z9=29 11 121 4.172

∑ (O-E) 2/E= 12.82

Degree of Freedom= (c-1) (r-1)

5% level of significance= 2

Table value = 5.991

COMMENT

As the calculated value is more than table value. Therefore null hypothesis is

rejected and it concluded that there is significant relationship between employees’

satisfaction in work facilities and working relationship with supervisor.



Chapter 7

FINDINGS AND SUGGESTIONS AND CONCLUSION



7.1FINDINGS

Majority of the employees know the overall goals of the company.

Most of employees are highly satisfied (88%)with motivational programmes provided by

the company.

Only 16% of employees are dissatisfied with the leave and other conditions provided by

the company.

Majority of the employees are dissatisfied with the chance to be involved and identified

with the goal and image.

Majority of employees are satisfied with the allowances provided by the company.

Higher portion of employees are satisfied with the promotion and growth opportunities

provided by the company.

Most of the employees always get a chance a part of decision making (60%).

Majority of employees satisfied (40%)with the good team exist in the organization.

Majority of employee’s opinion are the superior listen to their opinion and suggestion.

Only 16% of employees are not to get enough time to spend with your family on leave

occasion.

Most of employees satisfied (72%)the time of the job.

24% employees dissatisfied the training programmes conducted by the company.

Majority of employees have a good opinion about safety measures provided by institution

(72%).

Most of employees get proper promotion and growth opportunities (68%).

Some of the employees had bad opinion about behavior and supper of management (8%).

Majority of employees satisfied (70%)the working relationship with their supervision.

Majority of employees satisfied the refreshment and recreation facilities.



7.2SUGGESTIONS

Management have to make effective communication channels in the firm.

Management should take remedial measures to improve general working condition of the

firm there by employees will be satisfied in their job.

Management should take proper care to maintain employee-employer relationship.

Proper guidance and counseling should be provided to the employees so that their mental

satisfaction can be improved.

Management should provide proper safety measures in the organization, so the

employees will be secured in the job.

Management should provide promotional facilities to the employees then only they will

be motivated in the job.

Management should provide proper leave to the employees.

Management should take effective welfare measure-s to meet industry standards.

Management should provide more opportunities to employees in order to participate in

decision making.



7.3CONCLUSION

As a part of our project work, I got an opportunity to spend a period of Twenty Onedays in

AVATAR GOLD AND DIAMONDS. It helped me to analyze the working of the organization

which helped as to convert our theoretical knowledge into practical.

The present study is an earnest attempt to determine employee’s satisfaction in AVATAR GOLD

AND DIAMONDS. It is indeed necessary for any organization to understand the need of their

employees and fulfill them before they leave the organization. If nothing is done by the

organization then there are chances to loose talented employees from any organisation to its

competitors. Hence it is necessary for any organization to ensure employees satisfaction.

From the study it was identified that the most of the employees are satisfied with the job.

Majority of the employees are satisfied with the salary structure, promotional programs, working

condition, allowances provided by the organization. They are also satisfied with the employer-

employee relationship and communication channel in the organization. But still only 40% of the

employees get opportunities to participate in decision making. Also majority of the employees

are not provided with the welfare measures. If the firm concentrates of the findings and

suggestions of their survey, we hopefully believe that the organization can further bring out their

labor with full satisfaction and obtain good result.



Chapter 8

BIBLIOGRAPHY



BIBLIOGRAPHY

BOOKS:-

Dr. Guptha C. Human Resource Management, Sultan Chand and Sons, New Delhi, 2004.

Rakesh Chopre, Human Resource Management U.K Publishing 2 edition New Delhi,

2004.

Kothari. C.R, Research Methodology, New Age International Private Ltd, New Delhi,

2004.

WEBSITES:-

www.wikipedia.com

www.myavathar .com

www.google.com


http://www.google.com/

http://www.myavathar/

http://www.wikipedia.com/


ANNEXURE

QUESTIONNAIRE

I,AJEESH,IIIrd Semester MBA Students of MES College of Engineering Kuttipuram. This is a

survey conducted as part of my minor project in partial fulfillment of the P.G. under the

University of Calicut. The Information given by you will be used purely for Academic purpose

and will be kept confident. I will be very much obliged if you spare some time for answering the

following questions.

Name:

Sex:

Position:

PERSONAL INFORMATION

Age:

20-30 30-40 41-50 51 &Above

Education Qualification:

SSLC Plus Two Degree Other

Monthly Income:

Below 8000 8000-10000 10000-25000

1. Whether Company Give more concern for production or people?

People Production

2. Whether the company give reward to the employee?

Yes No



Opinion Highly-

Satisfied

Satisfie

d

Neutral Dis-

Satisfied

Highly-

DisSatisfied

3. Salary provided

4. Incentives Provided

5. Drinking Facility

6. Rest Time

7. Break Duration

8. Food

9. Time Schedule of work

10. Reward Provided

11. Leave Policy of Company

Opinion Strongly

Agree

Agree Neutral Disagree Strongly

Agree

12. Promotion based on Performance

13. Cohesive relationship with team

members

14. Feelings of job security

15. Able to adjust with colleagues and

mannerism

16. Fair employee grievance policy

17. Compressed work week policy

18. Providing leave salary

19. Job Improving Social Status



20. Suggestions

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Projectreport 150207002313-conversion-gate02

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