CHAPTER-I
I
NTRODUCTIONo 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 co-workers, 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
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:
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 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
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
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 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.
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
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 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 * 100Total 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
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
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
S.no Factors No. of
Respondents
Percentage (%)
1. Yes 41 82
2. No 9 18
CHART1: Are you interested in present job
82 18 0 10 20 30 40 50 60 70 80 90 Yes No
TABLE 2: Are you satisfied with your salary structure
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
S.no Factors No. of Respondents Percentage (%) 1. Very much 12 24 2. Satisfied 15 30 3. Neutral 7 14 4. Somewhat satisfied 10 20 5. Dissatisfied 6 12 Total 50 100
CHART2: Are you satisfied with your salary structure
0 5 10 15 20 25 30 Very much Satisfied Neutral Somewhat satisfied Dissatisfied 24 30 14 20 6
TABLE 3: Are you getting annual increment
INTERPRETATION:
The above table shows that
74% of the employees are getting annual increment
26% of the employees are not getting annual increment
S.no Factors No. of
Respondents Percentage (%) 1. Yes 37 74 2. No 13 26 Total 120 100
CHART 3: Are you getting annual increment
0 10 20 30 40 50 60 70 80 Yes No 74 26
TABLE 4: The amount of work given to you
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
S.no Factors No. of Respondents Percentage (%) 1. Mass job 10 20 2. Normal job 33 66 3. Less job 7 14 Total 50 100
CHART4: The amount of work given to you
0 10 20 30 40 50 60 70Mass job Normal job Less job 20
66
TABLE 5: The amount of participation by you in decision making
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
S.no Factors No. of Respondents
Percentage (%)
1. Very much satisfied 15 30
2. Satisfied 10 20
3. Neutral 15 30
4. Dissatisfied 6 12
5. Very much dissatisfied 4 8
CHART 5: The amount of participation by you in decision making
0 5 10 15 20 25 30 Very much satisfiedSatisfied Neutral Dissatisfied Very much dissatisfied 30 20 30 12 4
TABLE 6: Does the Company offer any promotion based on your
performance in the job
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
S.no Factors No. of Respondents Percentage (%) 1. Yes 30 60 2. No 20 40 Total 50 100
CHART 6: Does the Company offer any promotion based on your
performance in the job
60 20 0 10 20 30 40 50 60 70 Yes No
TABLE 7: Are you satisfied with the working hours offerd by the company
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
S.no Factors No. of Respondents Percentage (%) 1. Yes 34 68 2. No 16 32 Total 120 100
CHART 7: Are you satisfied with the working hours offerd by the company.
68 32
TABLE 8: How do you feel about supervision by your supervisor
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
S.no Factors No. of Respondents Percentage (%) 1. Good 18 36 2. Neutral 17 34 3. Poor 15 30 Total 50 100
CHART: 8: How do you feel about supervision by your supervisor
0 5 10 15 20 25 30 35 40 Good Ok Poor 36 34 15
TABLE 9: On what basis incentives are provided
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
S.no Factors No. of Respondents Percentage (%) 1. Based on achievement 14 28 2. Based on target 24 48 3. None 12 24 Total 50 100
CHART 9: On what basis incentives are provided
0 5 10 15 20 25 30 35 40 45 50 Based on achievement Based on target None 28 48 24TABLE 10: How do you feel about your relationship between you and other
people
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
S.no Factors No. of Respondents Percentage (%) 1. Cardinal 4 8 2. Friendly 7 14 3. Neutral 8 16 4. In convenient 12 24 5. Healthy 19 38 Total 50 100
CHART 10: How do you feel about your relationship between you and other
people at work
8 14 16 24 19 0 5 10 15 20 25 30Cardinal Friendly Neutral In convenient Healthy
Series 1 Series 2 Series 3
TABLE 11: How do you feel about the level of job security in your job
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
S.no Factors No. of Respondents Percentage (%) 1. Highly secured 11 22 2. secured 23 46 3. In secured 9 18 4. Neutral 7 14 Total 50 100
CHART 11: How do you feel about the level of job security in your job
22 46 18 14 0 5 10 15 20 25 30 35 40 45 50
TABLE 12: The amount of freedom you feel in your job
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
S.no Factors No. of Respondents Percentage (%) 1. High 22 44 2. Moderate 16 32 3. Less 9 18 4. No Freedom 3 6 Total 50 100
CHART 12: The amount of freedom you feel in your job
0 5 10 15 20 25 30 35 40 45High Moderate Less None
44
32
18
TABLE 13: How do you feel about your career opportunity provided by your
job
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 valuable to their career
opportunity
S.no Factors No. of Respondents
Percentage (%)
1. Very much valuable 33 66
2. Valuable 17 34
CHART 13: How do you feel about your career opportunity provided by your
job?
66 34 0 10 20 30 40 50 60 70 Very much valuable ValuableTABLE 14: Is the job given to you make monotony and boredom
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
S.no Factors No. of
Respondents Percentage (%) 1. Yes 12 24 2. No 38 76 Total 50 100
CHART 14: Is the job given to you make monotony and boredom
0 10 20 30 40 50 60 70 80 Yes No 24 76TABLE 15: How is the motivation level in the organization
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
S.no Factors No. of Respondents Percentage (%) 1. Highly satisfied 19 38 2. Satisfied 14 28 3. Neutral 6 12 4. Dissatisfied 7 14 5. Highly dissatisfied 4 8 Total 50 100
CHART 15: How is the motivation level in the organization?
0 5 10 15 20 25 30 35 40 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 38 28 12 14 8
TABLE 16: How is the training and development given by the organization to
the employees
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
S.no Factors No. of Respondents Percentage (%) 1. Highly satisfied 20 40 2. Satisfied 14 28 3. Neutral 7 14 4. Dissatisfied 8 16 5. Highly dissatisfied 1 2 Total 50 100
CHART 16: How is the training and development given by the organization to
the employees?
0 5 10 15 20 25 30 35 40Highly satisfied Satisfied Neutral Dissatisfied Highly
dissatisfied 40 28 14 16 2
TABLE 17: If you get any other good job, you will switch over to the other
company as
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
S.no Factors No. of Respondents Percentage (%) 1. Highly satisfied 23 46 2. Satisfied 13 26 3. Neutral 4 8 4. Dissatisfied 8 16 5. Highly dissatisfied 2 4 Total 50 100
CHART 17: If you get any other good job, you will switch over to the other
company as
46 26 8 16 4 0 5 10 15 20 25 30 35 40 45 50TABLE 18: Are you satisfied with the safety measures provided in your
company
S.no Factors No. of Respondents
Percentage (%)
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
2. Satisfied 8 16
3. Neutral 10 20
4. Dissatisfied 13 26
5. Highly dissatisfied 17 34
TABLE 19: Are you satisfied with the welfare measures provided by the company
4 16 20 26 34 0 5 10 15 20 25 30 35 40INTERPRETATION:
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.
S.no Factors No. of Respondents Percentage (%) 1. Highly satisfied 5 10 2. Satisfied 10 20 3. Neutral 4 8 4. Dissatisfied 21 42 5. Highly dissatisfied 10 20 Total 50 100
CHART 19: Are you satisfied with the welfare measures provided by the
company
10 20 8 42 20 0 5 10 15 20 25 30 35 40 45STATISTICAL 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
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 Observed frequency (O) Expected frequency(E)
(O-E) (O-E)2 (O-E)2/E
8 8.16 -0.16 0.0256 0.00313
26 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
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
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
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
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
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WEB REFERENCES
www.workforce.com
www.hrm.online.com
www.icfaipress.org/hrmview