A Study on Job Satisfaction-Final Year

“A STUDY ON JOB SATISFACTION OF EMPLOYEES IN IGP ENGINEERS PVT LTD”

Submitted to UNIVERSITY OF MADRAS In partial fulfilment of the requirements for the award Of DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION Submitted by UMMEAYMAN K (Reg. No: 09BBA71) UNDER THE GUIDANCE OF Mrs. Carolin Golda P, M.H.R.M., M.Phil.

Established in 1915 Reaccredited with NAAC with grade A DEPARTMENT OF MANAGEMENT STUDIES WOMEN’S CHRISTIAN COLLEGE CHENNAI-600006 2011-2012

BONAFIDE CERTIFICATE

This is to certify that the project work entitled “A study on Job Satisfaction of employees at IGP Engineers Pvt Ltd.” is the bonafide record of work done by Ummeayman K (09BBA71), final year student of Bachelor of Business Administration, Women‟s Christian College, Chennai in partial fulfilment for the award of the degree of Bachelors of Business Administration for the academic year 2011-2012.

Faculty guide

Head of the Department

Mrs. Carolin Golda P

Dr. (Mrs.) Anita Rajendran

M.H.R.M., M.Phil.

MBA, M.A., M.Com., Ph.D

Submitted for the viva-voce examination to be held on

Internal examiner

External examiner

ACKNOWLEDGEMENT Firstly I am grateful to God for giving me an opportunity to do BBA course in this prestigious institution and for his infinite grace that has enabled me to complete my final year project successfully.

I express my gratitude to my faculty guide, Mrs. Carolin Golda P, for the guidance and valuable comments I received during my project work. I am greatly enriched by her support and encouragement.

I am extremely grateful to Dr.(Mrs.)Anita Rajendran Head, Department of Management Studies for her sustained interest and advice which have contributed to a great extent to the completion of my project. My heartfelt thanks to Dr.(Mrs.)Ridling Margaret Waller, Principal, Women‟s Christian College, Chennai, for allowing me to do this project.

I am greatly indebted to Mr. Hari Haran (Manager), for having consented to be my guide and for his valuable guidance during the project period.

DECLARATION

I hereby declare that the project entitled “A study on Job Satisfaction of employees” has been prepared during the year 2011-2012 under the guidance of Mrs. Carolin Golda P M.H.R.M., M.Phil., WOMEN‟S CHRISTIAN COLLEGE, CHENNAI

This is an original work and has not been submitted to any other university or institution for valuation.

Place:

Date:

Signature of the student (UMMEAYMAN K)

SYNOPSIS

The project entitled “A study on Job Satisfaction of employees was undertaken at IGP Engineers Pvt. Ltd.” during the period of December 01, 2011 to March 21, 2012.

The aim of the study is to know about the opinion of the employees with respect to work environment. The study has been conducted by adopting survey method among the employees in IGP Engineers Pvt Ltd, with the help of questionnaire. Descriptive research technique was adopted in this project and the sampling technique adopted for the study was simple random sampling. Percentage analysis is used for the data collected through questionnaire. The study provides some findings that were interpreted from the analysis of the collected data. Results indicate that the employees are highly satisfied with their job and compensation provided by the organization.

TABLE OF CONTENTS

S. No

CONTENTS SYNOPSIS LIST OF TABLES LIST OF CHARTS CHAPTER-1

1.1

COMPANY PROFILE CHAPTER-2

2.1

NEED FOR THE STUDY

2.2

OBJECTIVES OF THE STUDY

2.3

RESEARCH METHODOLOGY

2.4

LIMITATIONS OF THE STUDY CHAPTER-3

3.1

CONCEPTUAL REVIEW CHAPTER-4

4.

ANALYSIS AND INTERPRETATION CHAPTER-5

5.1

FINDINGS CHAPTER-6

6.1

SUGGESTIONS & RECOMMENDATIONS

6.2

CONCLUSIONS

6.3

ANNEXURE

6.4

BIBLIOGRAPHY

PAGE NO.

LIST OF TABLES S.NO

LIST OF TABLES

4.1

TABLE SHOWING THE AGE OF THE RESPONDENTS

4.2

TABLE SHOWING THE GENDER WISE CLASSIFICATION

4.3 4.4

TABLE SHOWINGTHE QUALIFICATION LEVEL OF THE RESPONDENTS TABLE SHOWING THE EXPERIENCE OF THE RESPONDENTS

4.5

TABLE SHOWING THE MONTHLY INCOME

4.6

TABLE SHOWING THE SATISFACTION WITH WORKING CONDITIONS

4.7

TABLE SHOWING THE RELATIONSHIP WITH SUPERVISOR

4.8

TABLE SHOWING THE SATISFACTION ON TARGET RELATED INCENTIVES

4.9

TABLE SHOWING THE PROMOTIONAL OPPORTUNITIES

4.10 4.11 4.12 4.13 4.14

TABLE SHOWING THE OPINION ON GRIEVANCE HANDLING SYSTEM TABLE SHOWING THE SATISFACTION WITH WORK ASSIGNMENT TABLE SHOWING THE RELATIONSHIP WITH CO-WORKERS TABLE SHOWING THE SATISFACTION WITH WORKING HOURS TABLE SHOWING THE SATISFACTION TOWARDS THE EMPLOYEE WELFARE MEASURES

4.15

TABLE SHOWING THE PAY PACKAGE

4.16

TABLE SHOWING THE SATISFACTION WITH QUALITY OF CANTEEN FOOD

4.17

TABLE SHOWING PARTICIPATION IN DECISION MAKING PROCESS

4.18

TABLE SHOWING THE EMPLOYEE SUGGESTION SCHEME

4.19

TABLE SHOWING THE SATISFACTION WITH REST ROOM FACILITIES AVIALABLE

4.20

TABLE SHOWING THE LEVEL OF SATISFACTION ON PROMOTIONAL POLICY

4.21

TABLE SHOWING THE LEVEL OF SATISFACTION ON JOB SECURITY

P.NO

LIST OF CHARTS

S.NO

LIST OF CHARTS

4.1.1

CHART SHOWING THE AGE OF THE RESPONDENTS

4.2.1

CHART SHOWING THE GENDER WISE CLASSIFICATION

4.3.1

CHART SHOWING THE QUALIFICATION LEVEL OF THE RESPONDENTS

4.4.1

CHART SHOWING THE EXPERIENCE OF THE RESPONDENTS

4.5.1

CHART SHOWING THE MONTHLY INCOME

4.6.1

CHART SHOWING THE SATISFACTION WITH WORKING CONDITIONS

4.7.1

CHART SHOWING THE RELATIONSHIP WITH SUPERVISOR

4.8.1

CHART SHOWING THE SATISFACTION ON TARGET RELATED INCENTIVES

4.9.1

CHART SHOWING THE PROMOTIONAL OPPORTUNITIES

4.10.1 CHART SHOWING THE OPINION ON GRIEVANCE HANDLING SYSTEM 4.11.1 CHART SHOWING THE SATISFACTION WITH WORK ASSIGNMENT 4.12.1 CHART SHOWING THE RELATIONSHIP WITH CO-WORKERS 4.13.1 CHART SHOWING THE SATISFACTION WITH WORKING HOURS 4.14.1 CHART SHOWING THE SATISFACTION TOWARDS THE EMPLOYEE WELFARE MEASURES 4.15.1 CHART SHOWING THE PAY PACKAGE 4.16.1 CHART SHOWING THE SATISFACTION WITH QUALITY OF CANTEEN FOOD 4.17.1 CHART SHOWING PARTICIPATION IN DECISION MAKING PROCESS 4.18.1 CHART SHOWING THE EMPLOYEE SUGGESTION SCHEME 4.19.1 CHART SHOWING THE SATISFACTION WITH REST ROOM FACILITIES AVIALABLE 4.20.1 CHART SHOWING THE LEVEL OF SATISFACTION ON PROMOTIONAL POLICY 4.21.1 CHART SHOWING THE LEVEL OF SATISFACTION ON JOB SECURITY

P.NO

CHAPTER-1

COMPANY PROFILE

1.1: COMPANY PROFILE IGP GROUP

The IGP Group of companies was established in 1955, and today it provides over 50 products and services. The group's products are well accepted both in the domestic as well as in the international markets. The group's manufacturing facilities are spread over 13 factories. These factories use state of the art manufacturing techniques and are equipped with up to date testing facilities to provide good quality products to their customers. IGP Engineers Pvt. Ltd, INSAP Engineers Pvt. Ltd, ARUDRA Engineers Pvt. Ltd, CORI Engineers Pvt. Ltd, LONESTAR Industries & V.P. Engineers are all ISO Accredited Companies. IGP group cultivates long term relationships with their customers through custom designed world class products and services.

IGP ENGINEERS PVT LTD

IGP Engineers is the flagship company of the IGP group. A pioneer in sealing technology, IGP is a leading manufacturer and exporter of all types of industrial gaskets including Spiral Wounds, Ring Joints, Cam profiles, Insulation gasket kits and Monolithic Insulation Joints. Established in the year 1955, they have more than 55 years of experience in the industry and are continuously growing and evolving with the most sophisticated technology. Leading by example and not compromising on quality, IGP Engineers is the first Indian gasket company to get the ISO/API accreditation. The Corporate Headquarters, Engineering, Manufacturing and Marketing facilities are at Chennai, India. They also have their marketing offices at Mumbai, New Delhi and Kolkata in India. IGP has a global customer base and their products are exported to 43 countries worldwide. This includes countries like UK, US, Norway and Germany to name a few. The main focus is on Oil & Gas, Power industry, Refineries and Petro chemical industries. In-house Machine Building, Tooling and Computer Aided Design add strength to their

company. The products are designed and engineered to customer specifications by a team of highly motivated people. Gaskets are supplied for both project installations and maintenance replacements. Customers rely on them for the best quality products and services provided in a competitive, timely and efficient manner. The gaskets are popularly known under the brand name

ARUDRA ENGINEERS

Arudra Engineers an ISO 9001:2008 certified Company and Aruchem are members of US$80 million IGP group of Companies based in Chennai, India. It is the manufacturer speciality chemicals and pure potassium bromated acid, corrosion inhibitors for various acids and potassium bromated is manufactured under strict quality control systems.

CORI ENGINEERS PVT LTD

CORI belongs to the IGP group of companies based in Chennai (Madras), India. It is known for Rubber Expansion joints, Rubber Moulded Components and Rubber Lining service for anti-corrosive and abrasion resistance applications. Established 50 Years ago, the IGP group has carved a niche in the industrial scene in the country. CORI specialises in the field of Rubber Products and Services activities for over 25 years. They have 3 manufacturing units for rubber products with complete infrastructure and essential testing facilities. The products of CORI are marketed in the brand name CORIRUBBER

LONESTAR INDUSTRIES LONESTAR INDUSTRIES, a part of IGP Group, are professionally managed Engineering Organization based at Chennai, India. LONESTAR INDUSTRIES with more than two decades of existence, experience and expertise have complete facilities to Design, Engineer, Manufacture and Test and Supply all types of Metal Expansion Joints / Bellows. They are specialized in Metal Expansion Joints / Bellows. They are the largest manufacturer in this field in India by value and volume. They enjoy the Status of Dependability from several Customers / Users spread across the nation and also overseas.

INSAP ENGINEERS INSAP Engineers PVT Ltd is a leading manufacturer of Hose Assemblies in India, for over three decades. Their hose assemblies have been used as original fitment by M/s Bharat Earth movers Ltd. (Komatsu, Wabco), Ashok Leyland Ltd., Caterpillar (India).Pvt.Ltd., L&T Case Ltd., Revathy Equipments Ltd.,

Ingersoll Rand, L&T-Demag and many other OEMs.

INSAP is a leading international supplier of Hydraulic fittings and Adaptors, and caters to many assemblers. With connection across the country and around the world, the company has expertise and experience to fulfil orders promptly and precisely, regardless of the location. INSAP currently maintains huge stock of end fittings and offers faster deliveries. Specialisation in Hydraulic fittings and adaptors enables INSAP to offer more in terms of know-how and inventory. Be it Steel, Stainless steel or brass, standards or specials, the company stocks over 5000 different sizes and configurations. All of INSAP's Hydraulic fittings are of superior quality that meet or exceed (SAE/ JIC) and international specifications. Their drawings are finalised only after the fittings undergo the

impulse-testing procedure as per SAE. The design and durability of their products assure long-lasting service, even in highly corrosive environment. INSAP's broad versatile product line includes Ferrules, straight thread fittings, JIC or SAE BSP, METRIC, and also 45 deg / 90 deg fittings, O-Ring face seal fittings, Flanged fittings, adaptors and reducers. Most of the products are offered in Steel, stainless steel and Brass, with custom material also available. The entire line of product is backed with unparalleled customer service, technical assistance, prompt shipment of product and commitment to sell through assemblers / distributors. No one knows fittings better than the people at "INSAP". Their years of experience and dedication give the company an edge that very few suppliers can offer.

VP ENGINEERS VP Engineers started its journey in the name of VALQUA PRODUCTS, in 1984, as a Injection Moulding arm of IGP Group of Companies, under the dynamic leadership of Founder of IGP Group of Companies, Late Shri. V. Narayanaswamy. With the Vision of their Chairman of IGP Group of Companies Mr. V. Krishnaswamy, VP Engineers evolved as a Engineering Enterprise picking every nuances in the art of Manufacturing Products using Different Manufacturing processes with different materials in Metal, Plastic & Rubber. VP Engineers, an ISO-9001:2008 Certified Organization has two manufacturing Units at Kandanchavadi, Chennai-96, and part of Greater Chennai City, located at southern part of Chennai, which is the Southern Most Metropolitan City of India. VP Engineer‟s Products are widely accepted & respected all across India & are exported to 25 countries as on today, continuously widening the customer base & adding regular clients who have lot of faith in placing their repeated orders. VP Engineers continuously aims to provide products & services of customers‟ needs. A consistently innovative organization always brings out new products & services keeping with the pulse of the end users. VP Engineers‟ products match the quality standards of Japanese with the German precision at Indian Price.

INFRASTRUCTURE OF VP: VP Engineers has facilities to process materials in the following process methods: 

Injection Moulding



Blow Moulding



Roto Moulding



PU Casting



PU Foam Moulding



Metal Fabrication



Compression Moulding



FRP Fabrication



Tube Lining

PRODUCTS OF IGP GROUP: 

SPIRAGET industrial gaskets manufactured by IGP Engineers Private Limited are market leaders in their category in India.



CORIRUBBER Rubber Expansion joints, Anti Vibration Mounts and Rubber Linings are increasingly popular.



LONESTAR metal expansion joints are leading players in the Expansion joint industry.



INSAPFLEX hose assemblies are very popular with heavy vehicle and Earth Moving Equipment manufacturers.



ARUDRA is well known for its conveyor equipment and bullet cleaning of condensers.



ARUCHEM has made great strides in high pressure boiler cleaning.



Plastic injection moulding facilities at VP Engineers are on par with the best in the country.

CHAPTER-2

2.1: NEED FOR THE STUDY



The study is aimed at identifying the factors that are responsible for enhancement of the employee‟s satisfaction in the company



It also aims at identifying the satisfaction level with regard to promotion of welfare measures and incentive schemes



Study on these aspects would be of immense help to the management in adapting suitable measures to enhance the company effectiveness.

2.2: OBJECTIVES OF STUDY

Primary Objective 

To study the satisfaction level of the employees on their job with reference to IGP Engineers Pvt. Ltd.

Secondary Objective 

To identify the factors that influence job satisfaction.



To know about the opinion of the employees with respect to work environment.



To understand the expectation of the employees regarding the monetary and welfare measures of the company

2.3: RESEARCH METHODOLOGY

RESEARCH Research in common parlance refers to a search for knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation

RESEARCH METHODOLOGY Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. It is necessary for the researcher to know not only the research methods/techniques but also the methodology

RESEARCH DESIGN

The research design stands for advance planning of the method to be adopted for collection of the relevant data and the techniques to be used in analysis, keeping in view the objectives of the research and availability of time. In general, research design is the conceptual structure within which research is conducted. It constitutes the blue print for the collection, measurement and analysis of data. Descriptive Research Descriptive research study includes surveys and fact-finding enquires of different kinds, which help the researchers to describe the present situation that makes the analysis about the effectiveness of job satisfaction among the employees and helps to reach the objective.

SAMLING TECHNIQUES Sampling design is to clearly define set of objective, technically called the universe to be studied. This research has finite set of universe and the sampling design used in the study is probability sampling. Sampling technique used is simple random sampling method. Sample Size Sample size means the number of sampling units selected from the total population of the organization for investigation. The total sample size that is taken for this study is 50.

DATA COLLECTION METHOD Source of Data Both primary and secondary data are used for the data collection.

Primary data The primary data is collected from the respondents through questionnaire. The questionnaire consists of various questions focusing on the internal communication process between employer and employee relationship in the company. The responses are collected from them and used for analysis. The questionnaire is constructed as the heart of survey operation.

Secondary data The researcher collected the secondary data from books, Web sites etc. The data relating to the history of the company is collected from the personal manual and the company website.

Research Instrument In this study the primary data was collected by survey technique. The questionnaires were distributed to the respondents. The researcher structured the questionnaire in the form of: 1. Close Ended Questions 2. Multiple Choice Questions

Questionnaire: A questionnaire is a sheet of paper containing questions relating to contain specific aspect, regarding which the researcher collects the data. Because of their flexibility the questionnaire method is by far the most common instrument to collect primary data. The questionnaire is given to the respondent to be filled up.

DATA ANALYSIS TOOLS The collected data was analyzed by employing the statistical technique percentage analysis.

Percentage Analysis Percentage analysis refers to a special kind of ratio; percentage is used in making comparison between two or more series of data, percentage are used to describe relationship between attributes.

Percentage (%) =

number of respondents x 100 Total number of respondents

DATA INTERPRETATION Primary data was collected through the administration of the questionnaire and the data was tabulated. The tabulated data was diagrammatically represented using various charts and diagrams. It was analyzed using percentage analysis.

2.4: LIMITATION OF THE STUDY

 The study was confined to the job satisfaction of the employees of IGP Engineers Pvt Ltd, Chennai.  The study cannot be generalized to the entire organization since only 50 employees participated in the survey.  Time factor is another limitation.

CHAPTER-3

CONCEPTUAL REVIEW

3.1: CONCEPTUAL REVIEW

Job satisfaction is the feeling as employee gets when the job fulfils all his expectations. Job satisfaction is not the same as motivation, although it is clearly linked. Job satisfaction of industrial workers is very important for the industry to function successfully. Apart from managerial and technical aspects, employees can be considered as the backbone of any industrial development. To utilize their contribution they should be provided with good working conditions to boost their job satisfaction. It is often said that “A happy employee is a productive employee”. A happy employee is generally that employee who is satisfied with his job. Job satisfaction is very important because most of the people spend a major portion of their life at work place. Moreover, job satisfaction has its impact on the general life of the employees also, because a satisfied employee is a contented and happy human being. A highly satisfied worker has better physical and mental well being. Job satisfaction is the extent of positive feelings or attitudes that individuals have towards their job. According to E.A. Locke, “Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one‟s job or job experience”. According to Field Man and Arnold, “Job satisfaction will be defined as the amount of overall positive affect or (feelings) that individuals have towards their job”.

Importance to Worker and Organization Frequently, work underlies self-esteem and identity while unemployment lowers selfworth and produces anxiety. At the same time, monotonous jobs can erode a worker's initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal.

For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity the quantity and quality of output per hour worked seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is lifted performance will decline. Tangible ways in which job satisfaction benefits the organization include reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked to a healthier work force and has been found to be a good indicator of longevity. And although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the "bottom line." No wonder Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory"

Creating Job Satisfaction So, how is job satisfaction created? What are the elements of a job that create job satisfaction? Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful. Organizations that aspire to create a work environment that enhances job satisfaction need to incorporate the following: 

Flexible work arrangements, possibly including telecommuting



Training and other professional growth opportunities



Interesting work that offers variety and challenge and allows the worker opportunities to "put his or her signature" on the finished product



Opportunities to use one's talents and to be creative



Opportunities to take responsibility and direct one's own work



A stable, secure work environment that includes job security/continuity



An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members



Flexible benefits, such as child-care and exercise facilities



Up-to-date technology



Competitive salary and opportunities for promotion.

Job Satisfaction is in regard to one's feeling or state-of-mind regarding the nature of their work. Job Satisfaction can be influenced by a variety of factors, e.g., the quality of one's relationship with their supervisions, the quality of the physical environment in which they work, degree of their fulfilment in their work etc. Aswathappa (2003) observes that the Job Satisfaction of employees can be judged through the system of wage payment. Different organization adapts different type of wage payment system. Along with wages and salaries, they are paying incentives, requisites and non-monetary benefits. Gupta & Joshi (2008) concluded in their study that Job satisfaction is an important technique used to motivate the employees to work harder. It had often said that, "A happy employee is a productive employee". Job satisfaction is very important because most of the people spend a major of their life at their work place. Rao (2005) reveals in his study that Job satisfaction refers to personal feelings of satisfaction on the job, which acts as a motivation to work. It is not the self satisfaction, happiness or self-contentment but the satisfaction of the job. Organizations in Jaffna District, Sri Lanka" concluded that job satisfaction does have impact on future performance through the job involvement, but higher performance also makes people feel more satisfied and committed. It is a cycle of event that is clearly in keeping with the development perspective. Attitudes such as satisfaction and involvement are

important to the employees to have high levels of performance. The results of the study revealed that attitudes namely satisfaction and involvement, and performance are significantly correlated. Jain, Jabeen, et. al. (2007) in their study "Job Satisfaction as Related to Organizational Climate and Occupational Stress: A Case Study of Indian Oil" concluded that that there is no significant difference between managers and engineers in terms of their job satisfaction and both the groups appeared almost equally satisfied with their jobs. When the managers and engineers were compared on organizational climate, it was found that both the groups differed significantly. Managers scored significantly high on organizational climate scale than the engineers indicating that the managers are more satisfied due to the empowerment given to them. Shah& Shah (2008), in their study "Job Satisfaction and Fatigue Variables" concluded that relationship between fatigue and Job Satisfaction variables which were found to be significantly negative. The study also found that fatigue is negative predictor of Job Satisfaction. The study is clearly indicative of different issues for Call Centre employees in Indian context. There are different on the job and off the job factors leading to dissatisfaction and fatigue for them which were explored in this study. Fatigue can be reduced and job satisfaction can be increased by various innovative and encouraging strategies. Shah & Gole (2008), in their study "Effect of Job satisfaction on Performance: An Empirical Study" concluded that the companies that are lagging behind in certain areas of job satisfaction & job stress need to be developed so that their employees show good performance level, as it is provided that performance level lowers with high satisfaction scores. The awareness program pertaining to stress & satisfaction is to be taken up in the industries to make them aware of the benefits of knowledge of stress and its relationship with satisfaction and achievement of goal of industries.

CHAPTER-4

DATA ANALYSIS AND INTERPRETATION

TABLE 4.1: AGE OF THE RESPONDENTS

S. No

Scale

No. Of Respondents

Percentage (%)

1

21-30

27

54

2

31-40

11

22

3

41-50

10

20

4

50 & Above

2

4

TOTAL

50

100

INFERENCE The table shows the age of the respondents working in the organization. 54% of the respondents are between 21 to 30 years of age, 22% of them are between 31to 40 years, 20% are between 41to 50 years and 4% of them are above the age of 50.

CHART 4.1.1: AGE OF THE RESPONDENTS

4% 20%

54% 22%

21-30 31-40 41-50 50 & Above

TABLE 4.2: GENDER WISE CLASSIFICATION

S. No

Gender

No. Of Respondents

Percentage (%)

1

Male

29

58

2

Female

21

42

TOTAL

50

100

INFERENCE The above table shows the gender wise classification of the respondents working in the organization. 58% of the respondents are male and 42% of them are female.

CHART 4.2.1: GENDER WISE CLASSIFICATION

58%

60 42%

50 40 30 20 10 0 Male

Female

TABLE 4.3: QUALIFICATION LEVEL OF THE RESPONDENTS

S. No

Scale

No. Of Respondents

Percentage (%)

1

Degree

34

68

2

PG

14

28

3

Others

2

4

TOTAL

50

100

INFERENCE The above table shows the qualification level of the respondents working in the organization. 68% of the respondents have done a degree, 28% of the respondents have completed their PG and remaining 4% of the respondents have other educational qualifications.

CHART 4.3.1: QUALIFICATION LEVEL OF THE RESPONDENTS.

4%

28%

Degree PG 68%

Others

TABLE 4.4: EXPERIENCE

S. No

Scale

No. Of Respondents

Percentage (%)

1

Less than 1yr

7

14

2

1-5

18

36

3

5-10

16

32

4

10 & Above

9

18

TOTAL

50

100

INFERENCE The above table shows that 36% of the respondents have experience between 1-5 years, 32% have experience between 5-10 years, 18% have work experience above 10 years and 14% of them have less than 1 year of work experience.

CHART 4.4.1: EXPERIENCE

40

36% 32%

35 30 25

18%

20 14% 15 10 5 0 Less than 1yr

1-5yrs

5-10yrs

10 & Above

TABLE 4.5: MONTHLY INCOME

S. No

Scale

No. Of Respondents

Percentage (%)

1

Below Rs.10000

17

34

2

10000-15000

21

42

3

15000-25000

12

24

4

25000 & Above

0

0

TOTAL

50

100

INFERENCE The table shows that 42% of the respondents‟ monthly income ranges from 10000 to 15000, 34% of the respondents‟ monthly income is below 10000 and remaining 24% of respondents‟ income ranges from 15000 to 25000.

CHART 4.5.1: MONTHLY INCOME

42%

45 40

34%

35 30

24%

25 20 15 10 0%

5 0 Below Rs.10000

10000-15000

15000-25000

25000 & Above

TABLE 4.6: WORKING CONDITIONS

S. No

Scale

No. Of Respondents

Percentage (%)

1

Very Good

7

14

2

Good

34

68

3

Average

8

16

4

Need Improvement

1

2

5

Poor

0

0

TOTAL

50

100

INFERENCE The above table indicates the opinion of the respondents regarding the working condition. 68% of the respondents have said „good‟, 16% of the respondents have said average, 14% of the respondents have said very good and 2% of the respondents have said need improvement.

CHART 4.6.1: WORKING CONDITIONS.

2%

0%

14% 16%

Very Good Good Average Need Improvement Poor

68%

TABLE 4.7: RELATIONSHIP WITH SUPERVISOR

S. No

Scale

No. Of Respondents

Percentage (%)

1

Friendly

23

46

2

Cordial

20

40

3

Moderate

7

14

4

Not Cordial

0

0

TOTAL

50

100

INFERENCE The above table shows that 46% of the respondents have a friendly relationship with the supervisors, 40% of the respondents have cordial relationship and remaining 14% of the respondents have a moderate relationship with supervisors.

CHART 4.7.1: RELATIONSHIP WITH SUPERVISOR.

0% 14% 46% Friendly Cordial 40%

Moderate Not Cordial

TABLE 4.8: SATISFACTION ON TARGET RELATED INCENTIVES

S. No

Scale

No. Of Respondents

Percentage (%)

1

Satisfactory

24

48

2

Average

22

44

3

Not Satisfactory

4

8

TOTAL

50

100

INFERENCE The above table shows the satisfaction of the respondents on target related incentives. The above table shows that 48% of the respondents are satisfied with the incentives, 44% of the respondents are neutral and remaining 8% of the respondents are not satisfied with the incentives.

CHART 4.8.1: SATISFACTION ON TARGET RELATED INCENTIVES.

8% 48% 44%

Satisfactory Average Not Satisfactory

TABLE 4.9: PROMOTIONAL OPPORTUNITIES

S. No

Scale

No. Of Respondents

Percentage (%)

1

Very Good

6

12

2

Good

31

62

3

Average

13

26

4

Poor

0

0

TOTAL

50

100

INFERENCE The above table shows the opinion of the respondents with regard to the promotional opportunities available in the organization. 62% of the respondents have said good, 26% have said average and 12% of them have said very good.

CHART 4.9.1: PROMOTIONAL OPPORTUNITIES

0%

26%

12% Very Good 62%

Good Average Poor

TABLE 4.10: GRIEVANCE HANDLING SYSTEM

S. No

Scale

No. Of Respondents

Percentage (%)

1

Yes

26

52

2

No

24

48

TOTAL

50

100

INFERENCE The above table shows the response of the respondents regarding the availability of grievance handling system in the organization. From the table, 52% of the respondents have said that there is a grievance handling system and 48% of the respondents have said „No‟.

CHART 4.10.1: GRIEVANCE HANDLING SYSTEM

52%

48%

50 45 40 35 30 25 20 15 10 5 0 Yes

No

TABLE 4.11: SATISFACTION WITH WORK ASSIGNMENT

S. No

Scale

No. Of Respondents

Percentage (%)

1

Yes

46

92

2

No

4

8

TOTAL

50

100

INFERENCE The above table shows the satisfaction of the respondents with regard to work assigned to them. 92% of the respondents have said that they are satisfied with the work assigned and 8% have said „No‟.

CHART 4.11.1: SATISFACTION WITH WORK ASSIGNMENT

100

92%

90 80 70 60 50 40 30 20 8%

10 0 Yes

No

TABLE 4.12: RELATIONSHIP WITH CO-WORKERS

S. No

Scale

No. Of Respondents

Percentage (%)

1

Friendly

22

44

2

Cordial

11

22

3

Co-operative

17

34

4

Not Co-operative

0

0

TOTAL

50

100

INFERENCE The above table shows the opinion of the respondents regarding their co-workers.44% of the respondents have said that they have a friendly relationship with their co-workers, 34% of the respondents have said „co-operative‟ and 22% of the respondents have said „cordial‟.

CHART 4.12.1: RELATIONSHIP WITH CO-WORKERS

0%

34% 44%

Friendly Cordial Co-operative

22%

Not Co-operative

TABLE 4.13: SATISFACTION WITH WORKING HOURS

S. No

Scale

No. Of Respondents

Percentage (%)

1

Yes

48

96

2

No

2

4

TOTAL

50

100

INFERENCE The above table shows the satisfaction of the respondents with regard to the working hours. The above table shows that 96% of the respondents have said „Yes‟ and 4% of the respondents have said „No‟.

CHART 4.13.1: SATISFACTION WITH WORKING HOURS

96% 100 90 80 70 60 50 40 30 4%

20 10 0 Yes

No

TABLE 4.14: RESPONDENTS SATISFACTION TOWARDS THE EMPLOYEE WELFARE MEASURES

S. No

Scale

No. Of Respondents

Percentage (%)

1

Satisfied

37

74

2

Not Satisfied

13

26

TOTAL

50

100

INFERENCE The above table shows the satisfaction of the respondents towards the welfare measures provided by the organization. 74% of the respondents are satisfied with the welfare measures provided and 26% of the respondents are not satisfied.

CHART 4.14.1: RESPONDENTS SATISFACTION TOWARDS THE EMPLOYEE WELFARE MEASURES

74% 80 70 60 50 40

26%

30 20 10 0 Satisfied

Not Satisfied

TABLE 4.15: PAY PACKAGE

S. No

Scale

No. Of Respondents

Percentage (%)

1

Good

19

38

2

Satisfactory

19

38

3

Adequate

11

22

4

Not Adequate

1

2

TOTAL

50

100

INFERENCE The above table shows the opinion of the respondents regarding the pay package. 38% of the respondents have said „good‟, 38% of the respondents have said „satisfactory‟, 22% of the respondents have said „adequate‟ and2% of the respondents have said „not adequate‟.

CHART 4.15.1: PAY PACKAGE

2% 22% 38% Good Satisfactory 38%

Adequate Not Adequate

TABLE 4.16: SATISFACTION WITH QUALITY OF CANTEEN FOOD

S. No

Scale

No. Of Respondents

Percentage (%)

1

Yes

35

70

2

No

15

30

TOTAL

50

100

INFERENCE The above table shows the satisfaction level of the respondents with regard to the quality of canteen food available. 70% of the respondents are satisfied with the canteen food and 30% of the respondents are not satisfied.

CHART 4.16.1: SATISFACTION WITH QUALITY OF CANTEEN FOOD

70% 70 60 50 30%

40 30 20 10 0 Yes

No

TABLE 4.17: PARTICIPATION IN DECISION MAKING PROCESS

S. No

Scale

No. Of Respondents

Percentage (%)

1

Always

4

8

2

Often

5

10

3

Sometimes

22

44

4

Not at all

19

38

TOTAL

50

100

INFERENCE The above table shows the level of participation of the respondents in the decision making process of the organization. 8% of the respondents „always‟ participate in decision making, 10% have said „often‟, 44% have said „sometimes‟ and 38% have said that they never participate in decision making process.

CHART 4.17.1: PARTICIPATION IN DECISION MAKING PROCESS

8% 10% 38% Always Often 44%

Sometimes Not at all

TABLE 4.18: EMPLOYEE SUGGESTION SCHEME

S. No

Scale

No. Of Respondents

Percentage (%)

1

Yes

30

60

2

No

20

40

TOTAL

50

100

INFERENCE The above table shows the response of the respondents regarding the availability of employee‟s suggestion scheme in the organization. The table shows that 60% of the respondents have said that there is an employee suggestion scheme in the organization and 40% of the respondents have said „No‟.

CHART 4.18.1: EMPLOYEE SUGGESTION SCHEME

60% 60 50

40%

40 30 20 10 0 Yes

No

TABLE 4.19: SATISFACTION WITH REST ROOM FACILITIES AVIALABLE

S. No

Scale

No. Of Respondents

Percentage (%)

1

Satisfied

30

60

2

Not Satisfied

20

40

TOTAL

50

100

INFERENCE The above table shows the satisfaction level of the respondents with regard to the rest room facilities in the organization. 60% of the respondents are satisfied with the rest room facilities in the organization and 40% of them are not satisfied.

CHART 4.19.1: SATISFACTION WITH REST ROOM FACILITIES AVIALABLE

60% 60 40%

50 40 30 20 10 0 Satisfied

Not Satisfied

TABLE 4.20: LEVEL OF SATISFACTION ON PROMOTIONAL POLICY

S. No

Scale

No. Of Respondents

Percentage (%)

1

Highly Satisfied

4

8

2

Satisfied

35

70

3

Moderate

10

20

4

Dissatisfied

1

2

5

Highly Dissatisfied

0

0

TOTAL

50

100

INFERENCE The above table shows the level of satisfaction of the respondents regarding the promotional policies of the organization. 70% of the respondents are satisfied with the policy, 20% are neutral, 8% of them are highly satisfied and 2% are dissatisfied with the promotional policy.

CHART 4.20.1: LEVEL OF SATISFACTION ON PROMOTIONAL POLICY

0% 2% 8% 20% Highly Satisfied Satisfied Moderate Dissatisfied 70%

Highly Dissatisfied

TABLE 4.21: LEVEL OF SATISFACTION ON JOB SECURITY

S. No

Scale

No. Of Respondents

Percentage (%)

1

Highly Satisfied

6

12

2

Satisfied

36

72

3

Moderate

7

14

4

Dissatisfied

1

2

5

Highly Dissatisfied

0

0

TOTAL

50

100

INFERENCE The above table shows the satisfaction level of the respondents regarding job security. 72% of the respondents are satisfied, 14% are neutral, 12% of them are highly satisfied and 2% are dissatisfied with the level of job security.

CHART 4.21.1: LEVEL OF SATISFACTION ON JOB SECURITY

2% 14%

0% 12% Highly Satisfied Satisfied Moderate Dissatisfied 72%

Highly Dissatisfied

CHAPTER-5

5.1: FINDINGS



68% of the respondents are satisfied with the work environment of the organization.



46% of the respondents have a friendly relationship with their supervisors.



48% of the respondents are satisfied with the incentives given to them on achieving the target.



62% of the respondents agreed that the promotional opportunities provided by the organization are satisfactory.



52% of the respondents have said that there is a grievance handling system in the organization.



92% of the respondents are satisfied with their current work assignment.



44% of the respondents have a friendly relationship with their co-workers.



96% of the respondents are satisfied with the working hours of the organization.



74% of the respondents are satisfied with the employee welfare measures provided by the organization.



38% of the respondents are satisfied with the pay package.



70% of the respondents are satisfied with the quality of canteen food available in the organization.



44% of the respondents have participated in the decision making process occasionally.



60% of the respondents have agreed that there is an employee‟s suggestion scheme available in the organization.



70% of the respondents are satisfied with the promotional policy of the organization.



72% of the respondents are satisfied with the level of job security.

CHAPTER-6

6.1: SUGGESTIONS

 The management should improve the canteen facilities to increase the satisfaction among the employees in the organization.

 The organization can provide various facilities to attract the employees even though they are not in need of those facilities, the management may provide it for the future growth of the organization.

 Monetary as well as non-monetary benefits should be given to the employees of all the departments based on the performance.

 A friendly environment in the company should be maintained, so that the employees can discuss their personal problems freely

 The organization should increase the promotional opportunities for the purpose of motivating the employees as well as to improve their efficiency for more productivity.

6.2: CONCLUSION

The study was done at IGP Engineers Pvt ltd. The study was carried out to analyze and find out the satisfaction level of the employees and how job satisfaction plays a vital role in an organization. An analysis was made on the information collected and the recommendations and suggestions will no doubt be taken into careful consideration in order to ensure job satisfaction and retention of the employees in the organization.

ANNEXURE

6.3: QUESTIONNAIRE

Name: Age: Gender: Qualification: Designation: Experience:

1)

2)

3)

4)

Monthly income a)

Below Rs.10000

[ ]

b)

10000 – 15000

[ ]

c)

15000 – 25000

[ ]

d)

25000 & Above

[ ]

Your opinion about working conditions (a)

Very Good

[ ]

(b)

Good

[ ]

(c)

Average

[ ]

(d)

Need Improvement

[ ]

(e)

Poor

[ ]

How is your relationship with your supervisor? (a)

Friendly

[ ]

(b)

Cordial

[ ]

(c)

Moderate

[ ]

(d)

Not Cordial

[ ]

Your level of satisfaction on target related incentives (a)

Satisfactory

[ ]

(c)

Not Satisfactory

[ ]

(b)

Average

[ ]

5)

6)

Your opinion about promotional opportunities available (a)

Very Good

[ ]

(b)

Good

[ ]

(c)

Average

[ ]

(d)

Poor

[ ]

(b)

No

[ ]

(b)

Not immediately

[ ]

Are there any grievance handling system? (a)

Yes

[ ]

If yes, grievances are resolved. (a) 7)

9)

Yes

[ ]

(b)

No

[ ]

How are your co-workers? (a)

Friendly

[ ]

(b)

Cordial

[ ]

(c)

Co-operative

[ ]

(b)

Not Co-operative

[ ]

(b)

No

[ ]

(b)

No

[ ]

(b)

Not Satisfied

[ ]

Are you satisfied with working hours? (a)

10)

[ ]

Are you satisfied with your current work assignment? (a)

8)

Immediately

Yes

[ ]

Are there welfare measures available? (a)

Yes

[ ]

If yes are you satisfied with it? (a) 11)

12)

Satisfied

[ ]

What do you feel about pay package? (a)

Good

[ ]

(b)

Satisfactory

[ ]

(c)

Adequate

[ ]

(d)

Not Adequate

[ ]

Are you satisfied with quality of food served in canteens? (a)

Yes

[ ]

(b)

No

[ ]

13)

Are your views considered in the decision making process? (a)

Yes

[ ]

(b)

No

[ ]

If yes to what extent your opinion is considered.

14)

(a)

Always

[ ]

(b)

Often

[ ]

(c)

Sometimes

[ ]

(d)

Not at all

[ ]

Is there any employee‟s suggestion scheme available on Company policies? (a)

15)

17)

18)

[ ]

(b)

No

[ ]

Are you satisfied with facilities available at rest rooms? (a)

16)

Yes

Satisfied

[ ]

(b)

Not Satisfied

[ ]

Your level of satisfaction on promotion policy of your company (a)

Highly Satisfied

[ ]

(b)

Satisfied

[ ]

(c)

Moderate

[ ]

(d)

Dissatisfied

[ ]

(e)

Highly dissatisfied

[ ]

Mention your level of satisfaction on job security. (a)

Highly Satisfied

[ ]

(b)

Satisfied

[ ]

(c)

Moderate

[ ]

(d)

Dissatisfied

[ ]

(e)

Highly dissatisfied

[ ]

General Suggestion if any, -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

BIBLIOGRAPHY

6.4: BIBLIOGRAPHY

Books: 

Kothari C.R, Research Methodology Methods and Techniques, 2nd Edition, New Age International Publication (P) ltd, New Delhi.



Aswathappa K, Human Resources Management, Mc Graw Hill Publication.

Websites 

www.google.com



www.igp-group.com



www.wikipedia.com



www.scribd.com