Employee Job Satisfaction

CHAPTER-I INTRODUCTION

INTRODUCTION o Job satisfaction is an attitude that reflects the extent to which an individual is gratified by or fulfilled in his or her work. Extensive research conducted on job satisfaction has indicated that personal factors such as individual’s needs and aspiration determine this attitude along with group and organization factors such as relationships with co-workers. Supervisors and working conditions work policies and compensation.

o A satisfied employee also tends to be absent less often, to make positive contributions and to stay with the organization. In contract, dissatisfied employee may be absent more often, may experience stress that disrupts coworkers, and may b e continually looking for another job contrary to the earlier job. However, high level of job satisfaction does not necessarily lead to higher levels of performance.

o Job satisfaction is ―the combination of psychological. Physiological environmental circumstances that cause a person to truthfully say ―I am satisfied with my job‖.

o Job satisfaction is like any attitude. Is generally acquired over a period of time as an employee gains more and more information about the work place. Nevertheless, job satisfaction is dynamic for it can decline even more quickly then it developed managers cannot established the conditions leads to higher satisfaction.

Job satisfaction in one part of life satisfaction. The nature of environment influences the job. Similarly, job is an important part of life; it influences the general life satisfaction. Manager may need to monitor not only the job and the work environment but also their attitude towards other parts of life.

1.1 OBJECTIVES OF STUDY

Primary objectives: o To identify the level of job satisfaction of employees. o To identify whether the gender determines the job satisfaction among employees o To identify the amount of employees participation in decision-making

Secondary objectives: o To identify the career opportunity offered by company to the employees o To identify the supervision of supervisors towards employees o To identify the training and development program given by the company to the employees

1.2 SCOPE OF STUDY  

The scope of study has been extended to all the departments in the organization to measure the level of satisfaction of employees towards their job Since the number of workers in the company is more than two hundred, the scope of the study has been limited to 50 samples.

A considerable number of workers, staff were surveyed to achieve the objectives of the study. A random sampling technique systematic random sampling has been applied to make the study convenient at the same time to correlate with the objective of study.

1.3 NEED FOR THE STUDY o Management need information on employee job satisfaction in order to make sound decision both inn preventing and solving employee problems. This survey discusses the types of benefits that management can gain and the condition under which a study of job satisfaction will be most likely to succeed

o A typical method used in a job satisfaction survey. Is opinion, attitude, climate, or quality-of-work-life survey. A job satisfaction survey in a procedure by which employees report their feeling towards their job and workenvironment. Individual responses are the combined and analyzed

o Job satisfaction survey can produce positive, neutral negative results. If properly planned and administered, they will produce a number of important benefits. One benefit of survey is that they give management and indication of general level of satisfaction in a company. Survey also indicates specific areas of satisfaction or dissatisfaction of a particular group of employees. Survey tells how employees feel about their job, and in what part of the jobs their feelings will be focused on which departments are particularly affected

o Another benefit is at that the valuable communication brought out by a job satisfaction survey. Communication flows in all directions as people plan the survey. Take it and discuss its results. Upward communication in especially fruitful when employees are encouraged to comment about what is on their minds instead of merely answering question about topics important to management.



To conclude job satisfaction is a powerful diagnostic instrument for assessing employee’s problem.

1.4 LIMITATION OF THE STUDY  

Due to time constraint the study has to be completed within a short period Due to prejudice, some respondents were reluctant to give clear cut answers.



The reliability of data depends upon the information provided by the employees.



Most of the employees are unwilling to express their opinion. Therefore only 50 employees of the organization were interviewed.

1.5 COMPANY PROFILE: o SAKTHI PIPE LINE PRODUCT was started in the year 1993. And it is registered as private limited company.

o The authorized capital of the company is Rs.65 crores. They have a vast market for high volume, low valve products and spurred intense competition among domestic entrepreneurs. The company is managed by Mr. Suresh, Managing Director under the control and direction of the Board of Director the Personal Manager is Mr. P. Nithyanandam and the Purchase Manager is Miss Lakshmi.

o The company is primarily engaged in the business with both manufacturing and marketing activities.



THE FACILITIES:

o The company has two manufacturing units, one at Ayanavaram,Chennai and the other at Karur technically qualifies people and committed work force

DISTRIBUTION NETWORK:

o

The company has a wide and well-established network or marketing and catering to the needs of its customer promptly and effectively. It has an all India distributors and consumer products stockiest. It uses communication channels like Television, press land outdoor Media through well-trained team.

1.6 INDUSTRY PROFILE: o SAKTHI LTD., has been launched recently the products pipe line valve and tap. The Products can be used in force and fast movement to ;the water and free flow. There were different types of models ;involved in the pipe line valve. This models are based on the consumer needs in order to attract them o The product is combined with various levels of valve. In each 11 common valves are including in one ball valve

The Eleven common valves are following below VALVES BODY

- 1

HANDLE

- 1

NET

- 1

STEM

- 1

BALL

- 1

DEFLANE

- 2

PLAIN WASHER

- 2

BUBBER WASHER

- 1

CAP

- 1

These are the 11 common valves inn one ball valve products. They were different types of model using the pipe line valves.

DIFFERENT TYPES OF MODELS:

a) FOUNTAIN HIGH LIGHTER: Used for creating the fountain in Auditorium, Cinema Hall, Park, Garden, Roadway, Roundana

b)FOUNTAIN SHOWER: To creating shower in Auditorium available balow up models

c) FOUNTAIN JET: To creating spring, water jet in Garden, Park, Roadway, rountana etc.

d) HOSE CAR WASHER This washer can be used in Car & Bike washing, Buildings for curing purpose, watering the Garden etc., and creating to false Rain in Cinema, Park Gazrden

e) HOUSE GARDEN SHOWER To apply Garden watering, sprinkling creating false Rain in Cinema, Park Garden f) HOSE CURING VALVE: This is also used for curing the building, Garden Watering, Car & Bike washing and also creating false Rain in cinema , Park etc

g) PORTABLE TAP VALVE: The portable hose valve, speedy fillings & controlling of water at work spot Handy tap

h) FIXDED TAP VALVE: The pipe and tap, speedy filling of water handy tap

i) HOSE END VALVE: The connecting pipe end and hose and to garden or work spot

j) REDUCER VALVE: The connecting different size of pipes economically and speed

THE OTHER MODELS:

2 Way Bsp threaded valve – full bore 2 Way socket valve (plain) 2 way Bsp threaded valve – Half bore 3.Way Bsp threaded valve 4.Way Bsp threaded valve 5.Foot valve

CHAPTER – II REVIEW OF LITERATURE

2.1 LITERATURE REVIEW Aziri B, JOB SATISFACTION: A LITERATURE REVIEW, MANAGEMENT RESEARCH AND PRACTICE VOL. 3 ISSUE 4 (2011) PP: 77-86 reveals that says that, Job satisfaction represents one of the most complex

areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations.Unfortunately, in our region, job satisfaction has not still received the proper attention from neither scholars nor managers of various business organizations.

Judge, Timothy A.; Heller, Daniel; Mount, Michael K.Journal of Applied Psychology, Vol 87(3), Jun 2002, 530-541, declares that 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were -.29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Lise M. Saari and Timothy A. Judge, EMPLOYEE ATTITUDES AND JOB SATISFACTION This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes. Suggestions for

practitioners are provided on how to close the gaps in knowledge and for evaluating implemented practices. Future research will likely focus on greater understanding of personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance.

Rafael Mu˜noz de Bustillo Llorente, Enrique Fern´andez Mac´ıas, Job satisfaction as an indicator of the quality of work, The Journal of Socio-Economics 34 (2005) 656–673 says that This paper studies the relation between the characteristics of the job performed and the level of subjective satisfaction of workers. In other words: whether job satisfaction reflects the characteristics of jobs, and therefore, can be used as an indicator of job quality. Two different approaches are followed. First, using the International Social Survey Program of 1997 we explored whether differences between countries in job satisfaction can be explained by variables usually considered to be related to job quality, such as working hours, wages, etc. Second, we studied the relationship between certain objective measures of job quality and job satisfaction in a given country, using Spain as a case study. In both cases the results do not support the use of job satisfaction as a measure of job quality. Finally, we discuss the different processes that could explain the coexistence of wide variations in job quality with high overall levels of job satisfaction.

CHAPTER – III RESEARCH METHODOLOGY

RESEARCH METHODOLOGY Meaning Research methodology is a way to systematically solve the research problem. It is necessary for the researcher to know not only need the research methods/techniques but also the methodology. Research also needs to understand the assumptions underlying various techniques and they need to know criteria by which they can decide that certain techniques and procedure will be applicable to certain problems and other will not all this means that it is necessary for the researcher to design his methodology for his problem as the same differ from problem to problem.

Aim The main aim of the research is to evaluate and analyze the responses critically.

Research hypothesis 

There is a significant association between educational qualification of the respondents and employees job satisfaction.



There is a significant association between gender of the respondent and job satisfaction.



There is a significant association between experience of the respondent and employees job satisfaction.



There is a significant association between age of respondent and employees working environment.



There is a significant association between experience of the respondent and employees working environment.



There is a significant association between age of the respondent and employees job satisfaction.

RESEARCH DESIGN The main aim of doing the project work title ―a study on employee’s job satisfaction ―at Sakthi pipeline products by surveying the employees of the company with a standard and specially designed questionnaire. So the researcher could carry out the research work using the descriptive and diagnostic study.

Meaning of the descriptive research

Descriptive research is a study which is concerned with the describing the characteristics of a particular individual, or a group. Since the aim is to obtain complete and accurate information in the said studies, the procedure to be used must be carefully planned.

Pilot study The researcher before conducting the study had discussions with employees with regard to the feasibility of conducting the study among the employees, supervisors in Sakthi pipeline products.

Sampling Design Out of around 800 employees 50 respondents were selected on the basis of convenient sampling. The respondents are the employees at sakthi pipeline products, Chennai

Data source

: Survey

Research instrument

: Structured Questionnaire

Sampling procedure

: Convenient sampling

Universe

: The universe of the study is the employees of

Sakthi pipeline products.

Data source

: Survey

Sampling size

: 50 respondents

Primary Data Primary data is concerned as the first hand information collected from the respondents. The primary data is collected by the questionnaire, which is considered as heart of this survey operation

Secondary data When the researcher uses the data, which has already been collected by others, such data are called secondary sources this information is collected from the records organizational by the researcher for the study.

Statistical tool The researcher has used the following statistical tests. 1. Percentage analysis. 2. Chi-square test

STATISTICAL TOOLS

Statistical tools constitute an integral part of research analysis. Hence, any analysis of data complied should be subjected to relevant analysis so that meaningful conclusions could be arrived at. The following are the statistical tools which were applied for this project

1. Percentage analysis In this method frequency of various critical/ factors are tabulated and the percentage for each value with respect to the total is found out. They are presented pictorially by way of graphs in order to have better understanding.

Percentage of Respondents = No. Of Respondents * 100 Total Respondents

2. Chi square The chi – square test is an important test among the several test of significance developed by statisticians. Chi-square test is a useful measure of comparing experimentally obtained results with those expected theoretically and based on the hypothesis. Chi square = (0-E)2 -------E O=observed frequency E=expected frequency

CHAPTER – IV DATA ANALYSIS AND INTERPRETATION

4.1 DATA ANALYSIS AND INTERPRETATION

In this analytical chapter, the information gathered from the 100 employees belonging to different departments is classified in accordance with their age, income level, gender group and educational background. The determinants and the level of satisfaction there to were also measured and analyzed systematically. During the course of analysis simple mathematical tools like percentages and averages were adopted. Besides, the use of chi-square test had also been made to verify the level of significance. The data are also presented in pictorial forms in this project report wherever necessary. The details of the analysis of the above line are presented in the following pages.

4.2 STATISTICAL ANALYSIS TABLE.1: Are you interested in present job S.no

Factors

Percentage (%)

Yes

No. of Respondents 41

1. 2.

No

9

18

Total

50

100

82

INTERPRETATION: The above table shows that  82% of the employees are interested in present job.  18% of the employees are not interested in present job

CHART1: Are you interested in present job

90 80

82

70 60 50 40 30 20 18

10 0 Yes

No

TABLE 2: Are you satisfied with your salary structure S.no

Factors Very much

No. of Respondents 12

Percentage (%) 24

1. 2.

Satisfied

15

30

3.

Neutral

7

14

4.

Somewhat satisfied

10

20

5.

Dissatisfied

6

12

Total

50

100

INTERPRETATION: The above table shows that  24% of the employees are very much satisfied with their salary structure  30% of the employees are satisfied with their salary structure  14% of the employees are Neutral with their salary structure  20% of the employees are somewhat satisfied with their salary structure  12% of the employees are dissatisfied with their salary structure

CHART2: Are you satisfied with your salary structure

30

30 24

25

20

20 15

14

10 5

6

0 Very much

Satisfied

Neutral

Somewhat satisfied

Dissatisfied

TABLE 3: Are you getting annual increment S.no

1. 2.

Factors

No. of Respondents

Percentage (%)

Yes

37

74

No

13

26

Total

120

100

INTERPRETATION: The above table shows that  74% of the employees are getting annual increment  26% of the employees are not getting annual increment

CHART 3: Are you getting annual increment

74

80 70 60 50 40

26

30 20 10 0 Yes

No

TABLE 4: The amount of work given to you S.no 1.

Factors Mass job

No. of Respondents 10

Percentage (%) 20

Normal job

33

66

Less job

7

14

Total

50

100

2. 3.

INTERPRETATION: The above table shows that  20% of the employees feel that they are given a mass job  66% of the employees feel that they are given a normal job  14% of the employees feel that they are given a less job

CHART4: The amount of work given to you

66

70 60 50 40 30 20 20

7

10 0 Mass job

Normal job

Less job

TABLE 5: The amount of participation by you in decision making

S.no

Factors Very much satisfied

No. of Respondents 15

Percentage (%) 30

1. 2.

Satisfied

10

20

3.

Neutral

15

30

4.

Dissatisfied

6

12

5.

Very much dissatisfied

4

8

Total

50

100

INTERPRETATION: The above table shows that  30% of the employees feel very much satisfied about their participation in decision making  20% of the employees feel satisfied about their participation in decision making  30% of the employees feel neutral about their participation in decision making  12% of the employees feel dissatisfied about their participation in decision making  8% of the employees feel very much dissatisfied about their participation in decision making

CHART 5: The amount of participation by you in decision making

30

30

30 25 20 20 15

12

10 4

5 0 Very much satisfied

Satisfied

Neutral

Dissatisfied

Very much dissatisfied

TABLE 6: Does the Company offer any promotion based on your performance in the job S.no

Factors Yes

No. of Respondents 30

Percentage (%) 60

1. 2.

No

20

40

Total

50

100

INTERPRETATION: The above table shows that  60 % of the employees feels that promotion is based on their job performance  40 % of the employees feels that promotion is not based on their job performance

CHART 6: Does the Company offer any promotion based on your performance in the job

70 60 50 40 30

60

20 10

20

0 Yes

No

TABLE 7: Are you satisfied with the working hours offerd by the company S.no

Factors Yes

No. of Respondents 34

Percentage (%) 68

1. 2.

No

16

32

Total

120

100

INTERPRETATION: The above table shows that  68% of the employees are satisfied with the working hours  32% of the employees are not satisfied with the working hours

CHART 7: Are you satisfied with the working hours offerd by the company.

32

68

TABLE 8: How do you feel about supervision by your supervisor

S.no

Factors Good

No. of Respondents 18

Percentage (%) 36

1. 2.

Neutral

17

34

3.

Poor

15

30

Total

50

100

INTERPRETATION: The above table shows that  36% of the employees feel good about supervision by their supervisor  34% of the employees feel neutral about supervision by their supervisor  30% of the employees feel poor about supervision by their supervisor

CHART: 8: How do you feel about supervision by your supervisor

40

36 34

35 30 25 20

15 15 10 5 0 Good

Ok

Poor

TABLE 9: On what basis incentives are provided

S.no

Factors Based on achievement

No. of Respondents 14

Percentage (%) 28

1. 2.

Based on target

24

48

3.

None

12

24

Total

50

100

INTERPRETATION: The above table shows that  28% of the employees feel that incentives are provided based on their achievement  48% of the employees feel that incentives are provided based on their target  24% of the employees feel that incentives are provided based on none of these

CHART 9: On what basis incentives are provided

50 45 40 35 30 25

48

20 15

28

10

24

5 0 Based on achievement

Based on target

None

TABLE 10: How do you feel about your relationship between you and other people

S.no

Factors Cardinal

No. of Respondents 4

Percentage (%) 8

1. 2.

Friendly

7

14

3.

Neutral

8

16

4.

In convenient

12

24

5.

Healthy

19

38

Total

50

100

INTERPRETATION: The above table shows that  8% of the employees feel that they have a cardinal relationship with other people at work  14% of the employees feel that they have a friendly relationship with other people at work  16% of the employees feel that they have a neutral relationship with other people at work  24% of the employees feel that they have a inconvenient relationship with other people at work  38% of the employees feel that they have a healthy relationship with other people at work

CHART 10: How do you feel about your relationship between you and other people at work

30 24

25

19

20 16

Series 1

14

15

Series 2 Series 3

10

8

5

0 Cardinal

Friendly

Neutral

In convenient

Healthy

TABLE 11: How do you feel about the level of job security in your job

S.no

Factors Highly secured

No. of Respondents 11

Percentage (%) 22

1. 2.

secured

23

46

3.

In secured

9

18

4.

Neutral

7

14

Total

50

100

INTERPRETATION: The above table shows that  22% of the employees feel that they have a high job security in their job  46% of the employees feel that they have a secured job security in their job  18% of the employees feel that they have a in secured job security in their job  14% of the employees feel neutral job security in their job

CHART 11: How do you feel about the level of job security in your job

50 45

46

40 35 30 25 20

22 18

15

14

10 5 0 Highly secured

secured

In secured

none

TABLE 12: The amount of freedom you feel in your job

S.no

Factors High

No. of Respondents 22

Percentage (%) 44

1. 2.

Moderate

16

32

3.

Less

9

18

4.

No Freedom

3

6

Total

50

100

INTERPRETATION: The above table shows that  44% of employees feel that they have been given high freedom in their job  32% of employees feel that they have been given moderate freedom in their job  18% of employees feel that they have been given less freedom in their job  6% of employees feel that they have no freedom in their job

CHART 12: The amount of freedom you feel in your job

44 45 40 32

35 30 25

18

20 15

9

10 5 0 High

Moderate

Less

None

TABLE 13: How do you feel about your career opportunity provided by your job S.no

Factors Very much valuable

No. of Respondents 33

Percentage (%) 66

1. 2.

Valuable

17

34

Total

50

100

INTERPRETATION: The above table shows that  66% of the employees feel that their job is very much valuable to their career opportunity  34% of the employees feel that their job is opportunity

valuable to their career

CHART 13: How do you feel about your career opportunity provided by your job?

70 60

66

50 40 30

34

20 10 0 Very much valuable

Valuable

TABLE 14: Is the job given to you make monotony and boredom

S.no

Factors Yes

No. of Respondents 12

Percentage (%) 24

1. 2.

No

38

76

Total

50

100

INTERPRETATION: The above table shows that  24% of the employees feel that job given to them make monotony and boredom  76% of the employees feel that job given to them make monotony and boredom

CHART 14: Is the job given to you make monotony and boredom

76

80 70 60 50 40 30

24

20 10 0 Yes

No

TABLE 15: How is the motivation level in the organization

S.no

Factors Highly satisfied

No. of Respondents 19

Percentage (%) 38

1. 2.

Satisfied

14

28

3.

Neutral

6

12

4.

Dissatisfied

7

14

5.

Highly dissatisfied

4

8

Total

50

100

INTERPRETATION: The above table shows that  38% of the employees feel highly satisfied about motivational level in organization  28% of the employees feel satisfied about motivational level in organization  12% of the employees feel neutral about motivational level in organization  14% of the employees feel dissatisfied about motivational level in organization  8% of the employees feel highly dissatisfied about motivational level in organization

CHART 15: How is the motivation level in the organization?

38

40 35 30

28

25 20 15 12

14

10 8

5 0 Highly satisfied

Satisfied

Neutral Dissatisfied

Highly dissatisfied

TABLE 16: How is the training and development given by the organization to the employees S.no

Factors Highly satisfied

No. of Respondents 20

Percentage (%) 40

1. 2.

Satisfied

14

28

3.

Neutral

7

14

4.

Dissatisfied

8

16

5.

Highly dissatisfied

1

2

Total

50

100

INTERPRETATION: The above table shows that  40% of the employees feel that they are highly satisfied with training and development given by the organization  28% of the employees feel that they are satisfied with training and development given by the organization  14% of the employees feel neutral with training and development given by the organization  16% of the employees feel that they are dissatisfied with training and development given by the organization  2% of the employees feel that they are highly dissatisfied with training and development given by the organization

CHART 16: How is the training and development given by the organization to the employees? 40 40

35

30

28

25

20 16 14

15

10

5

2

0 Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

TABLE 17: If you get any other good job, you will switch over to the other company as S.no

Factors Highly satisfied

No. of Respondents 23

Percentage (%) 46

1. 2.

Satisfied

13

26

3.

Neutral

4

8

4.

Dissatisfied

8

16

5.

Highly dissatisfied

2

4

Total

50

100

INTERPRETATION: The above table shows that  46% of the employees feel that if they get any other good job they will switch over to the new company as highly satisfied  26% of the employees feel that if they get any other good job they will switch over to the new company as satisfied  8% of the employees feel that if they get any other good job they will switch over to the new company as neutral  16% of the employees feel that if they get any other good job they will switch over to the new company as dissatisfied  4% of the employees feel that if they get any other good job they will switch over to the new company as highly dissatisfied

CHART 17: If you get any other good job, you will switch over to the other company as

50 45 40 35 30 25 46 20 15 26 10 16 5

8 4

0 Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

S.no

Factors

1.

Highly satisfied

No. of Respondents 2

Percentage (%) 4

TABLE 18: Are you satisfied with the safety measures provided in your company

2.

Satisfied

8

16

3.

Neutral

10

20

4.

Dissatisfied

13

26

5.

Highly dissatisfied

17

34

Total

50

100

INTERPRETATION: The above table shows that  4% percentages of the employees feel highly satisfied about the safety measure provided by the company.  16% percentages of the employees feel satisfied about the safety measure provided by the company.  20% percentages of the employees feel neutral about the safety measure provided by the company.  26% percentages of the employees feel dissatisfied about the safety measure provided by the company.  34% percentages of the employees feel highly dissatisfied about the safety measure provided by the company.

CHART 18: Are you satisfied with the safety measures provided in your company

40

35

30

25

20 34 15 26 10

20 16

5 4 0 Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

TABLE 19: Are you satisfied with the welfare measures provided by the company

S.no

Factors Highly satisfied

No. of Respondents 5

Percentage (%) 10

1. 2.

Satisfied

10

20

3.

Neutral

4

8

4.

Dissatisfied

21

42

5.

Highly dissatisfied

10

20

Total

50

100

INTERPRETATION: The above table shows that 10% percentages of the employees feel highly satisfied about the welfare measure provided by the company. 20% percentages of the employees feel satisfied about the welfare measure provided by the company. 8% percentages of the employees feel neutral about the welfare measure provided by the company. 42% percentages of the employees feel dissatisfied about the welfare measure provided by the company. 20% percentages of the employees feel highly dissatisfied about the welfare measure provided by the company.

CHART 19: Are you satisfied with the welfare measures provided by the company 45 40 35 30 25 42

20 15 10 5

20 10

20

8

0 Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

STATISTICAL ANALYSIS

IS THE JOB GIVEN TO YOU MAKES YOU MONOTONY AND BOREDOM

Null hypothesis (H0): There is no significant difference between gender and feeling of the job assigned to them

Alternative hypothesis (H1): There is a significant difference between gender and feeling of the job assigned to them

Yes

No

Total

Male

8

26

34

Female

4

12

16

Total

12

38

50

Table of expected frequencies: 12*34/50 = 8.16

38*34/50 = 25.84

12*16/50 = 3.84

38*16/50 = 12.16

Calculation of tabulated Ψ2 (O-E)2

(O-E)2/E

-0.16

0.0256

0.00313

25.84

0.16

0.0256

0.00099

4

3.84

0.16

0.0256

0.00666

12

12.16

-0.16

0.0256

0.00210

Observed

Expected

frequency (O)

frequency(E)

8

8.16

26

(O-E)

Total = 0.01288

At 5% Level of significance Degrees of freedom

= (r-1) (c-1) = (2-1) (2-1) =1

Tabulated Value at 5% with 1 D.O.F = Ψ2 0.05 = 2.71 Calculated value

= Ψ2

= 0.01288  Ψ2 < Ψ 0.05

RESULT: Since the tabulated value of Ψ2 0.05 = 2.71 is greater than calculated value of Ψ2 = 0.01288, the null hypothesis (H0) is accepted. There is no significant difference between gender and feeling of the job assigned to them

CHAPTER –V FINDINGS AND SUGGESTIONS

FINDINGS FINDINGS RELATED TO SOCIAL DEMOGRAPHIC FACTORS:

1. Most of the respondents are in the age group of 31-40 2. Most of the respondents (78%) have studied up to 12th std. 3. Majority of the respondents (68%) are Men

FINDINGS RELEATED TO EMPLOYEES’ JOB SATISFACTIONS: 1. Employees have a good level of job satisfaction in sakthi pipeline products 2. Gender does not determine feel of job satisfaction at sakthi pipeline products 3. 50% of the employees feel good about their participation in decision making 4. 66% of the employees feel very good about the career opportunity offered by sakthi pipeline products,34% of the employees feel good about the career opportunity offered by sakthi pipeline products

5. 36% feel good about the supervision by the supervisor, 34%feel neutral about the supervision by the supervisor, 30% feel bad about the supervision by the supervisor 6. 68% of employees feel satisfied about training and development given by the organization,18% feel dissatisfied about training and development given by the organization

SUGGESTIONS My some of the suggestions towards the employees’ job satisfaction are,

1. I recommended to the personnel management to provide sufficient employees facilities like drinking water, rest room, material and equipments. 2. Most of the employees are not satisfied with quality of the food served in the company. So I suggest to the company to provide quality food in the organization and try to satisfy the employees at a maximum level. Therefore the company has to concentrate more with regard to food facilities. 3. Some of the employees are not satisfied towards the safety measure in the company. 4. I found that some of the employees are not satisfied with the welfare facilities. So the company should provide the welfare facilities like games, sports, health club, children’s educational loan, medical benefits, festivals celebrations and so on. 5.

It may be understand that the few employees were not satisfied in work place relationship. So that the company should develop the co-ordinate relationship among the workers and with their superiors.

6. It is suggested to the company to have clear communication facilities and to provide regular feedback regarding the work performance to its employees and to enable then for clear understanding. The company should provide proper training to the workers and develop communication skill among the employees. 7. I appeal to the management the company should provide opportunity to the employees to share their valuable views and suggestions.

CONCLUSION

Employees’ job satisfaction is the final part of feeling of employees after performing a task. The feeling would be a positive or negative depending upon whether needs is satisfied or not So the employees’ job satisfaction is very important for every organization. This project has helped to know about the employees’ job satisfaction from the study we can conclude that the employees of Rising Solution are satisfied with their jobs and overall environment of the organization. During the process of the study the expectations of the employees of Rising Solution was observed. To fulfill those obligations, some ideas are suggested to the management should give due consideration on those suggestion in order to increase the level of satisfaction of the employees. Research clearly shows that organization provides better jobs satisfaction.

REFERENCES  Mammoria.C.B, and Gankar, SN., Personal Management, Himalaya Publishing House, Mumbai.  Prasad.L.M, and Aswathappa, Organisational Development Himalaya Publishing House, Mumbai.  Gupta C.B , Human Resource Management, Sultan Chand & Sons, New Delhi.  Kothari.CR, Research Methodology, New Age International Publishers, New Delhi. (1985)  Vital.P.R and Malini.V, Statistics, Margham publication, Chennai.

WEB REFERENCES www.workforce.com www.hrm.online.com www.icfaipress.org/hrmview www.nwlink.com/dondark/hrd/hrdlink