A Study Job Satisfaction of Employees With

February 1, 2018 | Author: Pratheesha Pc | Category: Job Satisfaction, Chi Squared Distribution, Contentment, Happiness & Self-Help, Employment
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A STUDY JOB SATISFACTION OF EMPLOYEES WITH REFERENCE TO THE MALABAR CEMENTS LTD Project Report Submitted to Bharathiar University in Partial Fulfillment of the Requirement for the Award of the Degree of BACHELOR OF BUSINESS MANAGEMENT Submitted by NANDU MURALI (Reg. No. 0925F1196) Under the Supervision and Guidance of Mrs.R.SONA,MBA

DEPARTMENT OF BUSINESS MANAGEMENT NEHRU ARTS AND SCIENCE COLLEGE (Accredited by NAAC and an ISO 9001:2008 Certified Institution) (Recognized by UGC and Affiliated to Bharathiar University) „Nehru Gardens‟, Thirumalayampalayam, COIMBATORE 641 105 March 2012

CERTIFICATE CERTIFICATE

This is to certify that the project report entitled “A Study Job Satisfaction of Employees” submitted to the Bharathiar University in partial fulfillment of the requirements for the award of the degree of Bachelor of Business Management is a record of original project work carried out by Nandu Murali (0925f1196) under my supervision and guidance and has not formed the basis for the award of any degree/ diploma or other similar title of any candidate of any university.

Guide

Head of the

Department

Certified that the candidate was examined by us in the project work/viva voce held on ……………..

Internal Examiner

External Examiner

COMPANY CERTIFICATE

Declaration Declaration

I Nandu Murali, hereby declare that the project report entitled “A Study Job Satisfaction of Employees” submitted to the Bharathiar University in partial fulfillment of the requirements for the award of the degree of

Bachelor of Business Management is a record of original project work carried out by me during the period 2011 under my supervision and guidance of Ms.Sona M.B.A Department of Business Management, Nehru Arts and Science College, Coimbatore and has not formed the basis for the award of any degree/ diploma or other similar title of any candidate of any university.

Place: Date: Signature

Candidate‟s

Acknowledgement Acknowledgement

Every Step that we taken and every mile that we cover leave its mark over wake in this arduous journey. I take this opportunity to express my sincere gratitude to Secretary Dr.B.Krishnakumar, for his sincere support in all my endeavors.

I express my sincere thanks to our principal Dr.B.Anirudhan, M.A, B.Ed., M.Phil., Ph.D., Nehru Arts and Science Collage, Coimbatore, for providing necessary facilities to do our project successfully. I

extend

my

sincere

gratitude

to

Dr.M.Kanagarathinam.M.Com.,M.Phil, PhD. Head of the Department, Department of Business Management, Nehru Arts and Science Collage, Coimbatore, for her constant encouragement and support towards the successful completion of this project work. I wish to record my deep sense of gratitude to my project guide Mrs.R.SONA,MBA, Department of Business Management, Nehru Arts and

Science Collage, Coimbatore, and all other faculties for their guidance and excellent support, at most motivation, valuable advice and more encouragement. I am very happy to convey my sincere thanks to my friends. And I am very much grateful to my guidance that provided valuable instructions, advice and helps for this project, deserve my thanks

Contents CONTENTS List of tables List of figures Chapter

Particulars Introduction

I

1.1 Objectives of the study 1.2 Scope of study 1.3 Limitations

Page No.

II

Company profile Research methodology 3.1 Research 3.2 Research design

III

3.3 Collection of data 3.4 Techniques for data 3.5 Tools used 3.6 Sample size

IV

Analysis and interpretation

V

Findings,suggesstions and conclusion

Bibliography Annexure

List of tables LIST OF TABLES Sl.No.

Title

1

The table showing gender of the employers in the organization

2

The table showing Age of employers in the organization

3

The table showing marriage statuses of the employers in the organization

4

The table showing designation of the employers in the organization

5

The table showing years of experience of employees in the organization

6

The table showing Individual income/month of the employees in the organization

7

The table showing Satisfaction of Income in employees

8

The table showing employees feel about the recognition

Page No.

9

The table showing the employees feel about the welfare measure

10

The table showing the employees feel about the job security

11

The table showing the enthusiastic your work

12

The table showing the training program

13

The table showing the decision making process

14

The table showing The work load In workplace

15

The table showing the relationship between colleagues

16

The table showing the adequate support from superiors

17

The table showing the organization environment

18

The table showing the attachment to the company

19

The table showing the communication to the management

20

The table showing the social responsibility of the company

21

The table showing the social image regard to company‟s name

List of figures LIST OF FIGURES Sl.No.

Title

1

The chart showing gender of The employers in the organization

2

The chart showing age of employers in the organization

3

The chart showing Marriage statuses of the employers in the organization

4

The chart showing designation of the employers in the organization

5

The chart showing years of experience of employees in the organization

6

The chart showing Individual income/month of the employees in the organization

7

The chart showing Satisfaction of Income in employees

8

The chart showing employees feel about the recognition

9

The chart showing the employees feel about the welfare measure

Page No.

10

The chart showing the employees feel about the job security

11

The chart showing the enthusiastic your work

12

The chart showing the training program

13

The chart showing the decision making process

14

The chart showing the work load in workplace

15

The chart showing the relationship between colleagues

16

The chart showing the adequate support from superiors

17

The chart showing the organization environment

18

The chart showing the attachment to the company

19

The chart showing the communication to the management

20

The chart showing the social responsibility of the company

21

The chart showing the social image regard to company‟s name

Chapter I Introduction 1.1 INTRODUCTION Job Satisfaction is the favorableness or un-favorableness with which the employee views his work. It expresses the amount of agreement between one‟s expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of one‟s environment of job is an important part of life‟s Job Satisfaction influences one‟s general life satisfaction.

Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer.

However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employee‟s age, health temperature, desire and level of aspiration should be considered. Further his family relationship, Social status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction

Definitions of job satisfaction There are a plethora of definitions of job satisfaction, some of which are contradictory in nature. Specter (1997) refers to job satisfaction in terms of how people feel about their jobs and different aspects of their jobs. Ellickson and Logsdon (2002) support this view by defining job satisfaction as the extent to which employees like their work. Schermerhorn (1993) defines job satisfaction as an affective or emotional response towards various aspects of an employee‟s work. The author emphasizes that likely causes of job satisfaction include status, supervision, co-worker relationships, job content, remuneration and extrinsic rewards, promotion and physical conditions of the work environment, as well as organizational structure. Similarly, Mc Namarari (n.d.) points out that job satisfaction refers to an individual‟s feeling or state of mind giving heed to the nature of the individual‟s work. The author further explains that job satisfaction can be influenced by a diversity of job dimensions, inter alia, the quality of the employee‟s relationship with their Supervisor, the status of the physical environment in which the individual works, Degree of full filament in work.

In direct contrast, Rue and Byers (1992) refer to job satisfaction as an individual‟s mental state about the job. Robbins et al. (2003) add that an individual with high job satisfaction will display a positive attitude towards their job, and the individual who is dissatisfied will have a negative attitude about the job. This definition is expanded by Greenberg and Baron (1995) who define job satisfaction as an individual‟s cognitive, affective and evaluative reactions toward their jobs. According to Coster (1992 cited in Sempane, Rieger & Roodt, 2002), the work Sempane et al., 2002) conclude job satisfaction is an individual‟s personal assessment of conditions prevalent in the job, thus evaluation occurs on the basis of factors, which they regard as important to them.

Determinants of Job Satisfaction: There are various personal and organizational factors that influence job satisfaction. The age of a person does have its influence on his level of job satisfaction. People that are young usually have higher level of job satisfaction provided they rightly choose their career. Those in their twenties or thirties are energetic and have the stamina to work hard and derive pleasure out of their work. As a person gets older, he gets tired physically and mentally. Further, he reaches the saturation point at this stage and the work, usually, does not give him the pleasure it gave earlier.

OBJECTIVES OF THE STUDY 1.2 Objectives of the study

PRIMARY OBJECTIVES  To assess the job satisfaction level of employees in Malabar cements Ltd  To identify the factors which influence the job satisfaction of employees?

SECONDARY OBJECTIVES  To identify the factor this improves the satisfaction level of employees.  To know the employee satisfaction towards the facilities. 

To offer valuable suggestions to improve the satisfaction level of employees

SCOPE OF THE STUDY 1.3 Scope of the study  To identify the employees level of satisfaction upon that job.  This study is helpful to that organization for conducting further research.  It is helpful to identify the employer‟s level of satisfaction towards welfare measure. 

This study is helpful to the organization for identifying the area of dissatisfaction of job of the employees

LIMITATIONS OF STUDY

1.4 Limitations of study  The data was collected through questionnaire. The responds from the respondents may not be accurate.57  The sample taken for the study was only 125 and the results drawn may not be accurate  Since the organization has strict control, it acts as another barrier for getting data. 

Lack of experience of Researcher

Chapter ii Company profile 2.1 Company profile Malabar Cements Ltd., a fully owned Govt. of Kerala Undertaking, is synonymous with superior quality cements, vouched by customers spread

across the state of Kerala. The Company was incorporated in April 1978 and commenced production in April 1984 at its Walayar plant. At Malabar Cements, product improvement is not just a one-time strategy for boosting sales, rather a quest of excellence. Perfecting the product quality is everybody's concern here. Our distinction begins with scientifically selecting the best raw materials for clinker. Stringent quality control is exercised right from pre-blending raw materials, linearization, clinker grinding, and finally to cement packing. Malabar Cements contributes to the developmental activities of the State by supplying the basic construction material. Only Malabar Cements can supply its cement, 'factory fresh', without any deterioration in the original strength either due to moisture or humidity, within 12 hrs anywhere in Kerala. With a production capacity of 4.2 lakh tons of cement perineum, the unit at Walayar is the largest. As part of expansion programmed, it has commissioned a 2.0 lakh tons clinker-grinding unit at Chartable in Alappuzha district in August 2003. Thus the total installed capacity of MCL is 6.2 lakh tons. MCL is the first public sector company to receive ISO Certification & to win the National Award for best achievement in Energy Conservation. Till date, MCL has experienced no loss of production due to labor unrest. In just over 15 years of commissioning, Malabar Cements has been able to meet about 10% of total cement consumption in Kerala. With the expansion plans in progress, the figures are sure to rise further.

Vision & Mission Vision

To help in building a better habitable Kerala by providing best solution in the field of constructions

Mission TO provide quality products& services of the public through effective intervention in the market

Company Policy Manufacture and sell best quality cement at affordable price to general public of the state and to be an important part in the socio economic development of the state

Quality Policy  To identify various group of customers serviced by him  To understand their respective need and desire either stated or not stated  To ensure best possible quality in product and services  To meet and exceed their expectation

History Cement is a necessary constituent of infrastructure development and a key raw material for the construction industry. As late as the 70‟s, the State of Kerala was virtually starving for cement. The state lacked a Portland cement factory in either private or government Sector. In 1961-

62, the Geological Survey of India located a limestone deposit in the Pandered valley of the Walayar region on the northern side of the Palakkad gap. Located in dense forest area, the hilly terrain was required heavy investment to mine. The State Govt. ventured to put up a cement factory in the region The feasibility study conducted revealed that the construction of a 1200 tad dry process cement plant using the Pandered limestone is feasible. KSIDC obtained an Industrial License for the manufacture of cement in November 1976 and decided to go ahead with the project and formed “Malabar Cements Limited” to set up, own and operate the proposed cement plant. The plant was successfully commissioned in 1984 and the commercial cementationstartedon1984 Now, The Company is all equipped to set precedence among public sector units in the state. The launch of two Superior quality products under the brand name „Malabar Super‟ and „Malabar Classic‟, in the year 1994-95 gave a boost to the market presence. Various modifications carried out since 1995 have improved production and productivity of Malabar Cements. A 2.5 MW multi-fuel power plant was commissioned in June 1998 to complement 25% of the total power requirement for the Walayar plant operations. As part of expansion, the company has commissioned a 600 tpd Grinding Unit at Cherthala in August 2003. The modernization of Cement Mill, completed in December 2004, helped to increase the cement production

Growth Story 

Feasibility Study for a cement plant at Walayar. - 1975



Industrial License for the manufacture of Cement - 1976



Date of Incorporation of Malabar Cements - 1978



Commencement of mining activities - 1981



Commissioning of Walayar Plant - 1984



Commencement of clinker production - 1984



Commercial Cement Production started - 1984



43-grade OPC cement – „Malabar Super‟ launched - 1994



New product: „Malabar Classic‟ launched – 1994



Obtained ISO:9002 Certification, first PSU in Kerala to secure this certification-1996



Installation of 2.5 MW multi-fuel power gen. set - 1998



Introduction of „Malabar Aiswarya‟ brand - 2003



Commissioned of 600 tpd cement grinding unit at cherthsls-2003



Modernization of Cement Mill to close circuiting - 2005



Introduced ERP system for integrated operation of all functional areas. – 2007



Switched very to Quality Certification ISO : 9001 :2008 – 2010

Board of Directors of Malabar Cements

Chairman

Sri T.Balakrishnan I AS (Retd.)

Managing Director

Sri K. Padmakumar

OTHER BOARD DIRECTORS Sri M. Gireesh Kumar, IAS

Finance Dept ., Govt of Kerala

Sri. T.K Mohanachandran

General Manager, DIC Palakkad

Sri Elias George

Special Commissioner, Newdelhi.

Certifications and Achievements ISO Certification 

“IS/ISO 9002: 1994” certification obtained in November 1996. First PSU to secure this certification.



Switched over to the revised standard ISO 9001: 2000 in Aug‟2003.



Switched over to Quality Certification ISO : 9001 :2008 in 2010

MCL Product Range

Malabar Cements uses the state of the art, dry process technology for the manufacturing of super quality cement and the quality is much above the national standards. For Various applications, the company has three brands via "Malabar Super" "Malabar Aiswarya" "Malabar Classic"

1. Malabar Super A fabulous product in every sense: Super in strength, Wonderful in workability, Incredible in aging, Implausible in durability and Fantastic in strength gain an amazing performer Tests carried out by Bureau of Indian Standards have established unshakeable credentials of Malabar Super. Super strength accelerates setting time and fine finish. Malabar super is superior in strength to ordinary '43' grade cement. It attains the 28 days' strength required as per IS in just 7 days‟ time. Not only that, the strength attained in 28 days‟ time is about 50 percent more than the IS specification. The amazing strength of Malabar Super arises from its unequalled particle fineness, 33 percent more than the IS specification and consistency in composition, made so by computerized process control system. 2. Malabar Classic Superior in its class of cements, it offers better setting properties delayed initial set and early final set offering more working time and reduced observation time. Structures achieve excellent dimensional stability with the heat resistant properties of MALABAR CLASSIC. It also reduces heat generation during hydration, making it a better workable finished product absolutely reliable. The extra fineness welded into it allows MALABAR CLASSIC

better coverage and finish in wall and roof plastering this in turn, reduces paint consumption. 3. Malabar Aiswarya Brings prosperity in many ways. It increases the life of your structures by safeguarding against soleplate Attack. Aiswarya offers high quality at reduced price. Aiswarya generates less heat of hydration, reduces the formation of getting cracks. This product is best studied for constructions in soil and water with excess alkali metals, sulphates, alumina, iron and acidic waters. To obtain the best quality cement, only glassy granulated slag is used for product manufacturing. With very low magnesium oxide content this provides shape stability for concrete structures.

Plant & Factory Details The Geological Survey of India had identified a cement grade limestone deposit in the Walayar reserve forest way back in 1961-62. The Mineral Exploration Corporation Limited confirmed its efficacy. Malabar Cements Ltd., fully by the Government of Kerala, is the only Portland cement manufacturer in Kerala. The company was incorporated in April 1978 and commenced commercial production in 1984 with capital outlay of Rs. 680 million and paid up equity capital of Rs. 260 million. The 1200 TPD plant at Walayar has continuously registered profit year after year. The company has upgraded the plant with state-of-the-art technologies through the years. After the inception and in line with technological

developments, company has carried out lot of modifications in the system for minimizing energy consumption, Pollution control measures, process modifications etc. Some of the salient features of the plants are listed below: 

Limestone reserve of about 10 million tons.



Modern 110 TPH Closed Circuit Cement Mill.



Strict Quality Control system to ensure quality of the product.



Most modern Instrumentation & Control system for efficient process engineering.



Modern dry process manufacturing technology with four-stage suspension pre heater system.



Elaborate pollution control system to meet pollution control standards.

Human Resources MCL moves with a workforce of around 900+ dedicated and highly skilled personnel. As part of the commitment towards the society, MCL plays a very important role in generating employment for the general public. And, as a result, more than three thousand families depended on MCL indirectly, for their livelihood.

Manpower in MCL as on Jan’2011

Category

Plant

Mines

CGU

Total

Managerial

89

17

4

110

Non Managerial

495

301

5

801

Total

584

318

9

911

Social Welfare Every industrial establishment especially profit making Public Sector Undertakings have major role in the social enlistment of surrounding population and Malabar Cements Limited is fulfilling it in a unique way.  NADUPATHY TRIBAL COLONY The company has adopted the tribal school in the Nadupathy Colony for the total up liftmen of the tribal community  CORPORATE SOCIAL RESPONSIBILITY Street light with electrical connection from the company line is provided through NH from Chandrapuram Check post to Township covering around 3 km  SPECIAL BLOCK AT MEDICAL COLLAGE A block was at Calicut Medical College was renovated by MCL in the year 2010

 A FORESTATION IN MINES As part of our commitment to the mother earth we have implemented an A forestation Programmed in our Mines

Labor Welfare It can be undoubtedly stated that our company is providing numerous measures both statutory and non-statutory when compared to neighboring industries as well as other Public Sector Undertakings in the State. Here in the gist of welfare measures provided by the company

 CANTEEN Full-fledged round the clock canteen facilities are provided in plant and mines for employees on duty. These provide food at subsidized rates  MEDICAL CENTRE AND AMBULANCE A full-fledged Medical Centre with two bed facility is situated in Township for the benefit of employees and their dependent family members and the treatment & medicine are provided free of cost. The services are rendered by two Medical Officers. Apart from Medical Centre one Ambulance each is provided at the Plant and Mines for meeting emergency medical assistance of the employees.  COMPLIMENTS & GIFTS Annual gifts are distributed among all employees in appreciation of their efforts in writing home good profit. During the last two years, 4 gms Gold Coin was issued to each employee as annual gift while a gold coin of 8 gms was gifted to each of the employees retiring on superannuation. Employees completing 25 years of regular services in the company were given 10 gms Gold Coin. Gifts are also given away to employees annually in connection with Safety Day Celebrations.

 SCHOOL/ FESTIVAL ADVANCE Interest free recoverable advances are paid to all employees in connection with Onam festival and School re-opening. In addition to this festival advance is also paid  WELFARE FUND A welfare fund constituted by the company lends a helping hand to needy employees at times of financial crises. The Governing committee consists of Management as well as elected representatives of the workmen. Apart from financial assistance for treatment of specified diseases, retirement benefit, death benefit etc., the fund is also linked with Group Medical Insurance through which members and their dependents can avail cashless facility/ reimbursement for inpatient treatment. In the case of death, dependent benefit is also paid  CEMENT AT SUBSIDY RATE Cement at subsidy rate is provided to employees who have completed 10 years of regular service, on request. On superannuation, employees are offered a cement agency subject to the rules and regulations applicable.  CONVEYANCE Conveyance facility on the Walayar – Palakkad route is provided for the employees for there to and fro journey to attend duty. Free conveyance is also provided to school/ college going children of employees from township to Palakkad.  COMPASSIONATE EMPLOYMENT SCHEME This scheme provides employment in the company to the dependent of the employees die while in service.

 ACCOMMODATION Family and bachelor accommodation is provided for the company employees.

Health & Safety Malabar Cements is always committed to sustain development of health and safety working environment complying with all statutory requirements. We undertake various programs, methods and initiatives towards this by adopting proactive safety approach rather than reactive ones. The plant uses sophisticated pollution control devices in various parts such as raw mill, cement kiln, coolers and cement mill. In addition, the mining technologies that have been implemented are also based on environment safeguard norms. Periodical inspection and assessment of working conditions is considered as the key tool for identifying hazards and risk involved in each activity. We give utmost importance to enhance competency of human resources by providing adequate awareness, training with the help of an established fully fledged Training & Development

department.

We believe that safety is an integral part of all jobs and that can be achieved only through active participation and involvement of employees from all levels, from top to bottom. We promise workers participation in safety management by establishing Safety Apex Committee and departmental safety sub committees. These committees oversee the implementation of our OH & S policy. We practice Japanese 5S concept of housekeeping to achieve excellence in maintaining clean and hygienic working conditions.

News & Announcements The Saga of Success Continues... Posted on 27-Jul-2011

Malabar Cements Ltd has made historical achievements in all areas for the year 2010-11. The company has made a record profit of Rs.51.23 Cr during the fin year 2010-11 as against Rs.30.31Cr.

last

year

The Capacity Utilization of the company also reached an all-time high of 138.5% during 2010-11, which is much above the international standards. The turnover of the company also touched new heights of Rs.278.93

Cr.

Chapteriii Research methodology

3.1 RESEARCH METHODOLOGY Depending on the nature of the study, the researcher has followed survey method based on random sampling method. Research methodology is the science of studying how is done scientifically and in

systematic manner. Research can be defined as systematic and purposing the Cause and effect relationship between two or more phenomenon.

3.2 RESEARCH Research in common parlance refers to a search for knowledge. In fact, research is an art of scientific investigation. The Advanced Learner‟s dictionary of current English lays down the meaning of research as” a careful investigation or inquiry especially through search for new facts in any branch of knowledge.” Redman and Mary define research as a” systemized effort to Gain new knowledge.” Research is an academic activity and as such the term should be used in a technical sense. According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis or suggested

solutions

;collecting,organizing,evaluatin

data;

making

deductions and reaching conclusions to determine whether they fit the formulating

hypothesis.D.Slesinger

and

M

Stephenson

in

the

encyclopedia of social sciences define research as” the manipulation of things, concepts or symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art.”

3.3 DATA COLLECTION The task of data collection begins after the research problem has been defined and research design chalked out. While deciding the method of data collection to be used for the study, the researcher should keep in mind two types of data viz. Primary and secondary data. Primary Data:

The primary data are those, which are collected afresh and for the first time and thus happen to be original in character. The primary data were collected through well-designed and structured questionnaires based on the objectives. Secondary Data: The secondary data are those, which have already been collected by someone else and passed through statistical process. The secondary data required of the research was collected through various newspapers, and Internet etc. Pilot survey: Pilot survey was conducted with the employees of the organization is helped the researcher to have incite to the strength and weakness of questionnaires. The resold pilot survey suggestion obtained from experience employees uncertain changes were made the questionnaires pilot survey also enable the researcher would take time and administrator the questionnaires.

3.4 RESEARCH DESIGN The study is descriptive and conducted through survey method using will framed Questionnaire. The Questionnaire is a structure one. Administrated up on the selected respondent.

3.5 TECHNIQUES FOR DATA COLLECTION

The

necessary

data

were

collected

through

structured

Questionnaire And Interviews with employees.

3.6 GRAPHICAL TOOL USED In the research graphical tool used for presentation of data is bar Charts.

3.7

TOOLS USED

SIMPLE PERCENTAGE Simple percentage method is used for analysis interpretation according to simple percentage method. The total number of respondent before divides the number of persons favoring. Number of persons favouring *100 Total number of respondent

CHI- SQUARE TEST The chi -square test is used to test whether there is a significant difference between the observed number of responses in each category and the expected number of responses for such category under the assumptions of null hypothesis.In other words the objective is to find out how well the distribution of observed frequencies „O‟fit the distribution of expected frequencies „E‟.Hence this test is also called goodness of fit test.

The random variable whose sampling distribution is approximated by chi –square distribution is given by

Chi-square = SUM(O-E)2/E The calculated value of chi-square is then compared with the critical value of chi-square from the table with a pre-established value at the level of significance and the given degree of freedom.

3.7 SAMPLE SIZE Number of persons favoring *150 Total number of respondent *125

Chapter IV Analysis and interpretation 4.1 DATA ANALYSES AND INTERPRETTATION Personal Factors Contributing To Job Satisfaction Table no 1 The table showing Gender of the Employers in the organization. SI NO

SEX

NO

PERCENTAGE

1

Male

105

84%

2

Female

20

16%

Total

125

100%

INFERENCE From the above table its clear 84% of employees are male and only 16% of employees are female. In the organization male employees are more.

Chart no 1 The Chart showing Gender of the Employers in the organization. 100% 80% 60% 40% 20% 0% Male

Female

Table no 2 The table showing age of employers in the organization. SI NO

AGE

NO

PERCENTAGE

1

Above 30

45

66%

2

Below30

80

34%

Total

125

100%

INFERENCE From the above table its clear 66% of employees are above 30 years old rest34% of employees is below 30 years old. Most of the employers are working in the organization are above 30 years old.

Chart no 2 The chart showing age of employers in the organization. 70% 60% 50% 40% 30% 20% 10% 0% Above 30

Below 30

Table no 3 The table showing marriage statuses of the employers in the organization. SI NO

MARRIAGE STATUS

NO

PERCENTAGE

1

Marriage

88

70%

2

Not marriage

37

30%

Total

125

100%

INFERENCE

From the above table its clear 70% of employees are marriage rest 30% of employees are not marriage. Most of the employers are marriage.

Chart no 3 The chart showing marriage statuses of the employers in the organization 80% 70% 60% 50% 40% 30% 20% 10% 0% Marriage

Not marriage

Table no 4 The table showing designation of the employers in the organization SI NO

DESIGNATION

NO

PERCENTAGE

1

Officers

52

42%

2

Workers

73

58%

Total

125

100%

INFERENCE From the above table its clear only 42% of employees are officer‟s rest 58% of employees are workers

Most of the employers are workers in the organization

Chart no 4 The chart showing designation of the employers in the organization 70 60 50 40 30 20 10 0 Officers

Workers

Table no 5 The table showing years of experience of employees in the organization SI NO

YEARS OF EXPERIENCE

NO

PERCENTAGE

1

Above 10

80

64%

2

Below 10

45

46%

Total

125

100%

INFERENCE From the above table its clear 64% of employees are above10 years of experience rest 46% of employees are below 10 years of experience Most of the employers are well experienced

Chart no 5 The chart showing years of experience of employees in the organization

70% 60% 50% 40% 30% 20% 10% 0% Above 10

Below 10

Table no 6 The table showing Individual income/month of the employees in the organization SI NO

INDIVIDUAL INCOME

NO

PERCENTAGE

1

Above 10000

80

66%

2

Below 10000

45

44%

Total

125

100%

INFERENCE From the above table its clear 64% of employees are get individual income above 10000 rest 46% of employees are get individual income above 10000

Most of the employers are get individual income above 10000

Chart no 6 The table showing Individual income/month of the employees in the organization

70% 60% 50% 40% 30%

Per

20%

son

10%

al Fac

0% Above 10000

Below 10000

tor

s Contributing To Job Satisfaction Table no 7 The table showing Satisfaction of Income in employees

SI NO STISFACTION OF INCOME

NO

PERCENTAGE

1

Highly Satisfy

5

4%

2

Satisfy

65

52%

3

Neutral

30

24%

4

Dissatisfy

20

16%

5

Highly Dissatisfy

5

4%

Total

125

100%

INFERENCE From the above table its clear 4% of the employees are highly satisfy their income 52% of the employees are satisfy their income,24% of the employees are neutral their opinion,16% of the employees are dissatisfy their income,4% of the employees are highly dissatisfy their income. 56% of the employers are satisfy their income only 20% of the employers are dissatisfy there income rest 24% of the employers neutral their opinion Average no of the employers are satisfy their own income.

Chart no 7 The table showing Satisfaction of Income in employees

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Table no 8 The table showing employees feel about the recognition

SI NO

FEEL ABOUT THE RECOGNITION

NO

PERCENTAGE

1

Highly Satisfy

0

0%

2

Satisfy

85

68%

3

Neutral

10

8%

4

Dissatisfy

25

20%

5

Highly Dissatisfy

5

4%

Total

125

100%

INFERENCE From the above table its clear 0% of the employees are highly satisfy their Recognition, 68%

of the employees are satisfy their

Recognition,8% of the employees are neutral their opinion,16% of the employees are dissatisfy their Recognition,4% of the employees are highly dissatisfy their Recognition. 68% of the employers are satisfy their Recognition only 20% of the employers are dissatisfy there Recognition rest 8% of the employers neutral their opinion Average no of the employers are satisfy their Recognitio

Chart no 8 The chart showing employees feel about the recognition

80%

70%

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Table no 9 The table showing the employees Feel about the Welfare Measure SI NO

FEEL ABOUT THE

NO

PERCENTAGE

5

4%

WELFARE MEASURES 1

Highly Satisfy

2

Satisfy

100

80%

3

Neutral

5

4%

4

Dissatisfy

15

12%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear 4% of the employees are highly satisfy their Welfare measures, 80% of the employees are satisfy their Welfare measures,4% of the employees are neutral their opinion,12% of the employees are dissatisfy their Welfare measures,0% of the employees are highly dissatisfy their Welfare measures. 84% of the employers are satisfy their Welfare measures only12% of the employers are dissatisfy there Welfare measures rest 4% of the employers neutral their opinion More no of employees are satisfy their Welfare measures

Chart no 9 The chart showing the employees Feel about the Welfare Measures

90%

80%

70%

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Table no 10 The table showing the employees Feel about the Job Security SI NO

FEEL ABOUT THE JOB

NO

PERCENTAGE

5

4%

SECURITY 1

Highly Satisfy

2

Satisfy

115

92%

3

Neutral

5

4%

4

Dissatisfy

0

0%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear4% of the employees are highly satisfy their Job security , 92% of the employees are satisfy their Job security,4% of the employees are

neutral their opinion,0% of the employees are

dissatisfy their Job security,0% of the employees are highly dissatisfy their Job security. 96% of the employers are satisfy their Job security .0% of the employers are dissatisfy their Job security rest 4% of the employers neutral their opinion Most of the employees are satisfy their Job security

Chart no 10 The table showing the employees Feel about the Job Security

100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Workplace Factors Contributing To Job Satisfaction Table no 11 The table showing the enthusiastic your work

SI

ENTHUSIASTIC

NO

YOUR WORK

NO

PERCENTAGE

1

Highly Satisfy

0

0%

2

Satisfy

105

84%

3

Neutral

10

8%

4

Dissatisfy

10

8%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear0% of the employees are highly satisfy their Job Enthusiastic , 84%

of the employees are satisfy their Job

Enthusiastic,8% of the employees are neutral their opinion,8% of the employees are dissatisfy their Job Enthusiastic,0% of the employees are highly dissatisfy their Job Enthusiastic. 84% of the employers are satisfy their Job Enthusiastic .8% of the employers are dissatisfy their Job Enthusiastic rest 8% of the employers neutral their opinion Most of the employees are satisfy their Job Enthusiastic Chart no 11 The chart showing the enthusiastic your work

90%

80%

70%

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Table no 12 The table showing the training program SI

TRAINING PROGRAM NO

PERCENTAGE

1

Highly Satisfy

0

0%

2

Satisfy

75

60%

NO

3

Neutral

45

36%

4

Dissatisfy

5

4%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear0% of the employees are highly satisfy their Training Program , 60% of the employees are satisfy their Training Program,36% of the employees are

neutral their opinion,4% of the

employees are dissatisfy their Training Program,0% of the employees are highly dissatisfy their Training Program. 60% of the employers are satisfy their Training Program .4% of the employers are dissatisfy their Training Program rest 36% of the employers neutral their opinion Average no of the employees are satisfy their Training Program Chart no 12 The chart showing the training program

70%

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Table no 13 Table showing the decision making process SI NO DECISION MAKING

NO

PERCENTAGE

1

0

0%

Highly Satisfy

Highly Dissatisfy

2

Satisfy

65

52%

3

Neutral

60

48%

4

Dissatisfy

0

0%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear0% of the employees are highly satisfy their Decision Making , 52% of the employees are satisfy their Decision Making,48% of the employees are

neutral their opinion,0% of the

employees are dissatisfy their Decision Making,0% of the employees are highly dissatisfy their Decision Making. 52% of the employers are satisfy their Decision Making .0% of the employers are dissatisfy their Decision Making rest 48% of the employers neutral their opinion Average no of the employees are satisfy their Decision Making

Chart no 13 The chart showing the decision making process

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Table no 14 The table showing The work load In workplace

Dissatisfy

Highly Dissatisfy

SI NO WORK LOAD

NO

PERCENTAGE

1

Highly Satisfy

5

4%

2

Satisfy

100

80%

3

Neutral

5

4%

4

Dissatisfy

15

12%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear4% of the employees are highly satisfy their Work load , 80% of the employees are satisfy their Work load,4% of the employees are neutral their opinion,12% of the employees are dissatisfy their Work load,0% of the employees are highly dissatisfy their Work load. 84% of the employers are satisfy their Work load.12% of the employers are dissatisfy their Work load rest 4% of the employers neutral their opinion Most of the employees are satisfy their Work load

Chart no 14 14.The chart showing the work load in workplace

90%

80%

70%

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Table no 15 The table showing the relationship between colleagues SI NO RELATIONSHIP OF

COLLEAGUES

NO

PERCENTAGE

1

Highly Satisfy

15

12%

2

Satisfy

105

84%

3

Neutral

5

4%

4

Dissatisfy

0

0%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear12% of the employees are highly satisfy their Relationship between Colleagues,84% of the employees are satisfy their Relationship between Colleagues,4% of the employees are neutral their opinion,0% of the employees are dissatisfy their Relationship between Colleagues,0% of the employees are highly dissatisfy their Relationship between Colleagues. 96% of the employers are satisfy their Relationship between Colleagues.0% of the employers are dissatisfy their Relationship between Colleagues rest 4% of the employers neutral their opinion Most of the employees are satisfy their Relationship between Colleagues

Chart no 15The chart showing the relationship between colleagues

90%

80%

70%

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Table no 16 The table showing the adequate support from superiors SI NO SUPPORT OF

NO

PERCENTAGE

SUPERIORS 1

Highly Satisfy

0

0%

2

Satisfy

120

96%

3

Neutral

5

4%

4

Dissatisfy

0

0%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear0% of the employees are highly satisfy their Support of superiors,96% of the employees are satisfy their Support of

superiors,4% of the employees are

neutral their opinion,0% of the

employees are dissatisfy their Support of superiors,0% of the employees are highly dissatisfy their Support of superiors. 96% of the employers are satisfy their Support of superiors.0% of the employers are dissatisfy their Support of superiors rest 4% of the employers neutral their opinion Most of the employees are satisfy their Support of superiors

Chart no 16 The chart showing the adequate support from superiors

120%

100%

80%

60%

40%

20%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Organizational Factors Contributing To Job Satisfaction Table no 17 The table showing the organization environment SI NO ORGANIZATION

ENVIRONMENT

NO

PERCENTAGE

1

Highly Satisfy

5

4%

2

Satisfy

95

76%

3

Neutral

10

8%

4

Dissatisfy

15

12%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear4% of the employees are highly satisfy their Organization Environment,76% of the employees are satisfy their Organization Environment,8% of the employees are

neutral their

opinion,12% of the employees are dissatisfy their Organization Environment,0%

of

the

employees

are

highly

dissatisfy

their

Organization Environment. 80% of the employers are satisfy their Organization Environment.12% of the employers are dissatisfy their Organization Environment rest 8% of the employers neutral their opinion Average no of the employees are satisfy their Organization Environment

Chart no 17 The chart showing the organization environment

80%

70%

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Table No 18 The table showing the attachment to the company SI NO ATTACHMENT TO

NO

PERCENTAGE

THE COMPANY 1

Highly Satisfy

0

0%

2

Satisfy

95

76%

3

Neutral

10

8%

4

Dissatisfy

20

16%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear0% of the employees are highly satisfy their Organization attachment,76% of the employees are satisfy their Organization attachment,8% of the employees are

neutral their

opinion,16% of the employees are dissatisfy their Organization attachment,0% of the employees are highly dissatisfy their Organization attachment. 76% of the employers are satisfy their Organization attachment.16% of the employers are dissatisfy their Organization attachment rest 0% of the employers neutral their opinion Average no of the employees are satisfy their Organization attachment

Chart no 18 The chart showing the attachment to the company

80%

70%

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Table No 19 The table showing the communication to the management SI NO

COMMUNICATION TO THE NO MANAGEMENT

PERCENTAGE

1

Highly Satisfy

0

0%

2

Satisfy

95

76%

3

Neutral

30

24%

4

Dissatisfy

0

0%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear0% of the employees are highly satisfy their Communication of Management,76% of the employees are satisfy their Communication of Management,24% of the employees are neutral their opinion,0% of the employees are dissatisfy their Communication of Management,0% of the employees are highly dissatisfy their Communication of Management. 76% of the employers are satisfy their Communication of Management.0% of the employers are dissatisfy their Communication of Management rest 24% of the employers neutral their opinion Average no of the employees are satisfy their Communication of Management

Chart No 19 The chart showing the communication to the management

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Society Factors Contributing To Job Satisfaction Table No 20 The table showing the social responsibility of the company SI NO

SOCIAL RESPONSIBILITY

NO

PERCENTAGE

1

Highly Satisfy

0

0%

2

Satisfy

95

76%

3

Neutral

20

16%

4

Dissatisfy

10

8%

5

Highly Dissatisfy

0

0%

Total

125

100%

INFERENCE From the above table its clear0% of the employees are highly satisfy their Social Responsibility,76% of the employees are satisfy their Social Responsibility,16% of the employees are neutral their opinion,8% of the employees are dissatisfy their Social Responsibility,0% of the employees are highly dissatisfy their Social Responsibility. 76% of the employers are satisfy their Social Responsibility.8% of the employers are dissatisfy their Social Responsibility rest 16% of the employers neutral their opinion Average no of the employers are satisfy their Social Responsibility

Chart No 20 The chart showing the social responsibility of the company

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Table No 21 The table showing the social image regard to company’s name SI NO

SOCIAL IMAGE

NO

PERCENTAGE

1

Highly Satisfy

10

8%

2

Satisfy

95

76%

3

Neutral

15

12%

4

Dissatisfy

5

4%

5

Highly Dissatisfy

0

0%

INFERENCE From the above table its clear 0% of the employees are highly satisfy their Social Image Regard To Company‟s Name, 76% of the employees are satisfy their Social Image Regard To Company‟s Name, 16% of the employees are neutral their opinion, 8% of the employees are dissatisfy their Social Image Regard To Company‟s Name, 0% of the employees are highly dissatisfy their Social Image Regard To Company‟s Name 76% of the employers are satisfy their Social Image Regard To Company‟s Name.8% of the employers are dissatisfy their Social Image Regard To Company‟s Name rest 16% of the employers neutral their opinion Average no of the employers are satisfy their Social Image Regard To Company‟s Name Chart No 21 The chart showing the social image regard to company’s name

80%

70%

60%

50%

40%

30%

20%

10%

0% Highly Satisfy

Satisfy

Neutral

Dissatisfy

Highly Dissatisfy

Table No 22 CHI-SQUARE TEST

Chi square with Training program and Attachment to the company. NULL HYPOTHESIS There is no significance relationship between Training program and Attachment to the company 0

75

45

5

0

125

0

95

10

20

0

125

0

170

55

25

0

250

Chi-square calculation

=SUM(O-E)2/E

O

E

=(O-E)2/E

0

0

0

75

85

1.2

45

27

12

5

12

0

0

0

0

0

0

0

95

85

1.2

10

27

10.7

20

12

5.3

0

0

0

TOTAL

30

Calculated of chi-square

= 30

Degree of freedom

= (5-1)(2-1) 4*1=4

Table value at 5% of significance is 5.991 INTERPRETATION At the 5% of level of significance, the calculated value (30) is greater than the table value (5.991).so the hypothesis is rejected. Hence it may be conducted that no significance association between Training program and Attachment to the company.

Chapter v Findings, suggestions and Conclusion

FINDINGS

 Average no of the employers are satisfy their own income 56% of the employers are satisfy their income only 20% of the employers are dissatisfy there income rest 24% of the employers neutral their opinion  Average no of the employers are satisfy their Recognition 68% of the employers are satisfy their Recognition only 20% of the employers are dissatisfy there Recognition rest 8% of the employers neutral their opinion  Most no employees are satisfy their welfare measures 84% of the employers are satisfy their Welfare measures only12% of the employers are dissatisfy there Welfare measures rest 4% of the employers neutral their opinion  Most of the employees are satisfy their job security 96% of the employers are satisfy their neutral their opinion Job security .0% of the employers are dissatisfy their Job security rest 4% of the employers neutral their opinion  Most of the employees are satisfy their job enthusiastic 84% of the employers are satisfy their Job Enthusiastic .8% of the employers are dissatisfy their Job Enthusiastic rest 8% of the employers neutral their opinion

 Average no of the employees are satisfy their Training Program 60% of the employers are satisfy their Training Program .4% of the employers are dissatisfy their Training Program rest 36% of the employers neutral their opinion  Average no of employees are satisfy their decision making 52% of the employers are satisfy their Decision Making .0% of the employers are dissatisfy their Decision Making rest 48% of the employers neutral their opinion  Most of the employees are satisfy their work load 84% of the employers are satisfy their Work load.12% of the employers are dissatisfy their Work load rest 4% of the employers neutral their opinion  Most of the employees are satisfy their Relationship between Colleagues 96% of the employers are satisfy their Relationship between Colleagues.0% of the employers are dissatisfy their Relationship between Colleagues rest 4% of the employers neutral their opinion  Most of the employees are satisfy their Support of superiors 96% of the employers are satisfy their Support of superiors.0% of the employers are dissatisfy their Support of superiors rest 4% of the employers neutral their opinion  Average no of the employees are satisfy their Organization Environment 80% of the employers are satisfy their Organization Environment.12% of the employers are dissatisfy their Organization Environment rest 8% of the employers neutral their opinion

 Average no of the employees are satisfy their Organization attachment 76% of the employers are satisfy their Organization attachment.16% of the employers are dissatisfy their Organization attachment rest 0% of the employers neutral their opinion  Average no of the employees are satisfy their Communication of Management 76%

of

the

employers

are

satisfy

their

Communication

of

Management.0% of the employers are dissatisfy their Communication of Management rest 24% of the employers neutral their opinion  Average no of the employers are satisfy their Social Responsibility 76% of the employers are satisfy their Social Responsibility.8% of the employers are dissatisfy their Social Responsibility rest 16% of the employers neutral their opinion  Average no of the employers are satisfy their Social Image Regard To Company‟s Name 76% of the employers are satisfy their Social Image Regard To Company’s Name.8% of the employers are dissatisfy their Social Image Regard To Company’s Name rest 16% of the employers neutral their opinion

Suggestions

SUGGESIONS The suggestions for the findings from the study are follows

 Organization should give importance to communication between employees and gain co-ordination through it.  Skills of the employees should be appreciated.  Better carrier development opportunities should be given to the employees for their improvement.

 .The management should take care of monitory as well as philological fulfilment of employees

 Some of the employees are not satisfy the training program appeal to improve training program employees woke became easy

 Some of the employees are not satisfy the recognition you receive. Employees can be appointed at right person at right place

Conclusion

CONCLUSION

The central objective of this study was to establish the impact of variables, such as the work itself, pay, supervision, promotion and relationships with coworkers on employees in terms of job satisfaction at in the Malabar Cements Ltd. A literature survey was conducted to form the theoretical premise for the study The study was conducted among 125 employees and collected information through structured150 questionnaire. The study helped to findings the job satisfaction of employees in the organization. Analysis of data will facilitate derivation of conclusion in this section of the report, conclusion of study are numbered and listed. The particular project “a study of job satisfaction in Malabar cement Ltd “conducted for the purpose of attaining certain objective such as work environment, labor welfare, satisfaction regard to the job etc. for this comprehensive schedule containing some questions were prepared. Most of the workers are fully cooperated with the data collection. Analysis and interpretation of data revealed some interesting facts about the job satisfaction. So the study does not end here

Bibliography

BIBLOGRAPHY

Book referred

1. Aswathappa K Human Resource and Personal Management, Tata McGraw Hill Publications, New Delhi, Third Edition 2. Stephen p Robbins, Organization Behavior, Prentice-Hall, New Delhi,1988,Ninth Edition 3. Kothari CR Research Methodology ,nee age International pvt.Ltd publishers, Second edition 4.

Abdullah, W. (2002). Human resources management: A comprehensive guide. Cape Town: Heinemann Publishers, (Pty) Limited

5. Allen, C. (2003). Psychology today: Rank determines job satisfaction. Retrieved November 11, 2004

Websites Referred

1. WWW.Wikepedia.com

2. WWW.hrpower.com

3. www.malabarcements.com

4. managementhelp.org

5. www.mindtools.com

Annexure

ANNEXURE

Questionnaire

I, Nandu Murali student of BBM, Nehru Arts and Science College Coimbatore, am working on project JOB SATISFACTION IN MALABAR CEMENTS; the following questions are the main instrument of my survey. So please give your opinion up the best of your knowledge.

1. Gender:

2. Age:

3. Marriage Status :

4. Designation :

5. Years of Experience :

6. Individual income/month

SI

Personal Factors Contributing

NO To Job Satisfaction 1

Highly

Satisfy

Neutral

Satisfy

Dissatisfy Highly Dissatisfy

You‟re Opinion About The Income You Gain.

2

You feel About The Recognition You Receive

3

How Do You Feel About The Welfare Measures Given By The Company

4

What Do You Feel About The Job Security Workplace Factors Contributing To Job Satisfaction

5

How Enthusiastic You Feel At Your Work

6

How Do The Training Program Appeal To You

7

Your Participation In The Decision Making Process

8

What Is Your Opinion About The Work load In Your Workplace

Highly Satisfy

Satisfy

Neutral

Dissatisfy Highly Dissatisfy

9

Your Relationship Between Colleague

10

You Getting Adequate Support From Superiors Organizational Factors Contributing To Job Satisfaction

11

How Do You Feel About The Organization Environment

12

The Organization Culture Induce My Attachment To The Company

13

How Do You Feel About The Communication With The Management

Highly Satisfy

Satisfy

Neutral

Dissatisfy Highly Dissatisfy

Society Factors Contributing To Job Satisfaction 14

What Is Your Opinion On The Social Responsibility Of The Company

15

The Social Image You Obtain With Regard To The Company‟s Name

Highly Satisfy

Satisfy

Neutral

Dissatisfy Highly Dissatisfy

View more...

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