Professional Documents
Culture Documents
BY
KAKINADA)
1
2008-2010
CERTIFICATE
University, Kakinada as per the requirements for the award of the degree of
Associate Professor
Mylavaram-521 230
2
DECLARATION
This report has not been submitted earlier to any other University or
ACKNOWLEDGEMENTS
3
I take this opportunity to express my sincere gratitude to my
his valuable guidance through out the period of this research work.
CONTENTS
Page no.
4
CHAPTER-II INDUSTRY AND COMPANY PROFILE 14-37
BIBLIOGRAPHY 82-82
CHAPTER-I
INTRODUCTION
The human resources represent the qualitative and quantitative measurements of work
its human resources. Human resources are the most precious of all resources. In a
general way, human resources are the people and their characteristics at work
either at the national level of organizational level from the national point of view
human resources are knowledge, skills, creative abilities, talents and aptitude
5
Human resources are a paramount important for the success of any organization. It is a
source of strength and aid. Human resources are the wealth as an organization
which can help it in achieving its goal. HRM is concerned with the human beings in
and organization.
It reflects a new outlook which views organization man power as its resources and
The values, ethics, beliefs of the individuals working in an organization also from a part
without appropriate human resources. So human resources have become the focus
The term job satisfaction was brought to limelight by Hop Pock. He reviewed 32 studies
to truthfully say “I am satisfied with my job” This description indicates the variety
of variables that affect the job satisfaction but does not indicate us the nature of the
task .It meets his needs and is consistent with his expectations and values the job
Jobs require interaction with co workers and bosses, following organizational rules and
policies meeting performance standards living with working conditions that are
DEFINITION:
6
Job satisfaction is different from the morale and motivation. Morale refers a general
job satisfaction is an individual feeling. Job satisfaction on the other hand refers to
positive emotional state. Motivation implies to Locke defines job satisfaction as:
“A pleasurable or positive emotional state resulting from the appraisal of one’s job or
job experiences”
co interrogatory statement the items leading to yes-no type responses. There are
four areas including both on-the job and factors. Each area comprises 20 items
JOB: Nature f work, working hours, fellow workers overtime regulations, physical
environment, machines and tools, interest I work opportunities for promotions and
advancement etc.
MANAGEMENT; Reward and punishment praise and blames leaves policy, favorable
element in industrial relation. The level of job satisfaction seems to have some
7
Research on the relationships between both satisfaction and accidents generally shows
hat satisfied employees cause fewer accidents. Studies on the relationships between
job satisfactions that low absentee employees were more satisfied with their jobs.
Research also
The various factors influencing job satisfaction may be classified into categories;
Environmental factors
Personal factors
ENVIRONMENT FACTORS
JOB CONTENT:
responsibility and the work itself tend to provide satisfaction but their absence not
cause dissatisfaction. Where the job is less repetitive and there is variation in job
OCCUPATIONAL LEVEL;
The higher the level of the job in organizational hierarchy the greater the satisfaction of
the employee. This is because positions at higher levels involucel better pay more
challenge and provides greater freedom of operation. Such positions carry greater
All other things being equal higher pay and better opportunities for promotion leads to
WORK GROUP:
Man is social animal and likes to be associated with others ion interaction in the work
group help to satisfy social and psychological needs and therefore isolated workers
SUPERVISION;
8
Considerate supervision helps to improve job satisfaction of employees. A considerate
more satisfy under the supervision of high status and strongly directive leaders.
PERSONAL CHARACTERISTICS
Personal life exercises a significant on job satisfaction. The main elements of personal
AGE; Some research studies reveal a positive correlation between age and job
satisfaction. Workers in the advanced age group tend to be more satisfied probably
SEX: one study revealed that women are less satisfied than men due to fewer job
opportunities for females. But female workers may be more satisfied due to their
MARITAK STATUS: Generally the married employees having more dependent are
more dissatisfied due to on their greater responsibilities. But such employees may
be more satisfied because they value their jobs more than unmarried.
with their jobs due to their higher job aspiration. However research does not yield
may decrease after twenty years of experience particularly among people who have
9
Two factors theory
Equity theory
Discrepancy theory
According to this theory a person is satisfied when he gets from his job what he wants.
The more he wants something or the more important it is to him the more satisfied
he is when he received it. In other words “Job satisfied is actually satisfied”. The
Fredrick Herzberg and his colleagues developed the two factors theory. According to
this theory satisfaction and dissatisfaction are interdependent of each other and
(company policy and admin, supervisory pay working conditions and interpersonal
According to this theory a person’s job satisfaction depends upon his perceived as
determined by his input output balance in comparison with the input output
balance of theory. Every employee compares his reward with those of a reference.
This is a combination of equity and discrepancy theories. Lawler has adopted the
theory From equity theory the concept of comparison has been selected to serve as
between the outcomes that one perceives he actually received and outcomes that one
feels.
10
Reference group divines the way an individual looks at the world. According to this
theory job satisfaction occurs when the job meets the interest desires and
1. Type of work
2. Skills required
1. Security.
2. Participation.
3. Motivation.
GENERAL SETEMENTS
More important factors conductive to job satisfaction are mentally challenge work
Employee tent to perfect jobs that given them opportunities to use their skills and
abilities and offer a variety of tasks freedom and feedback o how well they are
doing. These characteristics make but too much challenges creates frustration and
Individual who perceive that promotion decisions are made in a fail and just manner
Employees are concerned with their work environment for both personal comfort and
11
OX tangible we people get more out of work than merely and a for social
achievements. For most employees, work also fills the increase job interaction.
Having friendly and supportive co- workers lead to increase of job satisfaction. The
behavior one’s also a major increased satisfaction. Studies generally find that
employee satisfaction praise for when the immediate supervisor understands and
them.
DETERMINENTS :
Type of work
Working conditions
Pay
Co-workers
Advancement opportunities
Security
Supervision
Job satisfaction has degree of positive correction with physical health of individual;
12
Survey reveals how employees feel about job, what parts of their jobs these feelings are
focused and which department5 are particularly affected a d whose feelings are
survey is a power.
For some employees the survey is a safety values on emotional realize, a chance to get
things off their chest, For other the survey is tangible expression of management’s
interest in employee welfare which gives employees reasons to fed better towards
management.
the survey talk and discuss its result particularly beneficial to the company is the
TRAINING NEEDS;
Employees are given an opportunity to report how they feel the supervisor perform
certain parts of jobs such as deleting work and giving adequate job instructions.
FACTORS:
Various factors while managers can satisfy employee. A review of the evidence has
Equitable Reward
Supportive Colleagues
13
People prefer jobs that given then opportunities to use their skills. abilities and offers a
variety of tasks freedom and feedback on how well they are doing. these
Employee want [pay system and promotions policies that they perceive as being just,
unambiguous and in line with their expectations. When pay is scan as fair based on
job demands individual skill level, community pay standards and satisfaction is
likely to result, Similarly employees seek fair promotion policies and practices,
fair and just manner, therefore are likely to experience satisfaction from their jobs.
Employees are concerned with their work environment for both personal comfort and
facilitating doing a good job. Studies demonstrate that employees prefer working
close to home in cleans and relatively modern facilities and with adequate tools and
equipment.
People get more out of work than merely money or tangible achievement. For most
employees work also fills the need for social interaction not surprisingly therefore
having friendly and supportive co-workers leads to increased job satisfaction. the
understands and friendly offer praise for good performance listen to employee’s
1).Job Rotation: Many organizations are seeking a solution on the job satisfaction
boredom through systematically moving workers from one job to another. This
practice gives more variety and provides an employee a chance to learn additional
14
2). Job Enlargement:
To check the harmful effects of specialization, the engineering factors involved lines in
each individual’s job must be carefully analyzed. Perhaps the assembly lines can be
shortened so that there will be more lines and fewer employers on each line.
Moreover instead of assigned one employee to each job, a group of employees can
be assigned to a group of jobs and then allowed to decide for themselves how to
Researchers on the impact of rest periods reveal that they may enhance both
Anything that will give an employee a chance to change his pace when he wishes will
lend a variety to his work. Further if employees are permitted to changes their pace
5). Automation;
The effect of automation on job satisfaction depends on the degree of automation that is
The most effective way of promoting job satisfaction is to give employees more freedom
to perform their job in their own way. People will work harder and derive
satisfaction if they are provided more freedom and independence to make their own
15
An opportunity to do worthwhile and praiseworthy.
Recognition as an individual.
Competent leadership bosses whom he can admire and respect as persons and as bosses
factors, individual adjustment and group relationship outside the job also form
a) THE WORK ITSELF: The content of the work itself major source of satisfaction.
For, example research related to the job characteristics approach to job design,
shows that feedbacks form the job itself and autonomy are two of the major job-
16
b) PROMOTIONS: Promotional opportunities seem to have a varying effect on the job
satisfaction. This is because promotions take a number of different forms and have
the basis of seniority often experience job satisfaction but not as much as those who
salary raise is typically not as satisfying as one with a 20 percent salary raise. This
helps explain why executive promotions may be more satisfying than promotions
styles that affect job satisfaction. One is employee centeredness. This is measured
welfare. It commonly is manifested in ways such as checking to see how well the
modest effect on job satisfaction. If the working conditions are good (clean,
attractive the surroundings, for instance), the personnel will find it easier to carry
out their roles. If the working conditions are poor (hot, noisy surroundings for
example), personnel will find it more difficult to get things done. In other words, the
effect of working conditions on job satisfaction is similar to that of the work group.
If things are good, there will not be a job satisfaction problem; if things are poor,
17
Since job satisfaction is an attitude, it cannot be directly observed and therefore must
rely on the employees' self reports. These surveys are receiving renewed interest in
application. For ex. There are a number of ways of measuring job satisfaction.
Some of the most common are rating scales, critical incidents, interviews, and
action tendencies.
a) RATING SCALES:
The most common approach for measuring job satisfaction is the use of rating scales.
One of the most popular is the Minnesota Satisfaction Questionnaire (MSQ). This
dissatisfactions of employees.
b) CRITICAL INCIDENTS:
job satisfaction. He and his colleagues used this technique in their research on the
One of the major benefits of the critical incidents approach is that it allows the
respondents to say whatever they want. The individuals are not restricted by pre-
hand, the approach is time-consuming and there is the interviewer what they think
the interviewer wants to hear or something that makes them look good such as, "I
like it best when my supervisor gets out of my hair and lets me do the job my way.
c) INTERVIEWS:
18
Another method of assessing job satisfaction is through the use of personal interviews.
This approach allows for an in-depth exploration of job attitudes. If the respondent
says something that the interviewer does not understand or would like to learn
more about, the interviewer can follow up with additional questions. On the
which the individual asks the questions or the types of information the person
chooses to record can affect the outcome. Finally, there is the cost factor. Interviews
are a relatively time consuming and thus expensive way of gathering information.
19
CHAPTER-2
Industry profile:
The engineering industry plays a crucial role in the economic development of the
country. It meets the increased needs of the capital goods, construction, power and
mining sectors of the economy besides catering to achieve a high rate of industrial
growth of late, it has emerged as an export sector too through engineering goods
were not regarded as traditional export items of our country. The achievement of
the engineering industry are impressive particularly in the case of export of services
several Indian firms have won in the face of still competition from giant concerns
History:
The genesis of Indian engineering industry can be traced back roughly to mid
nineteenth century starting with wagon building and structural activities. However,
it developed in the sense only after independence; it gained momentum after the
strategy in the second five year plan and subsequent plans. Since then Indian has
not only become self reliant in a variety of engineering equipment, but is also
and fertilizers, cement plant and machinery, electrical and construction machinery;
machine tools railway rolling stock, earth moving equipment and a large number of
20
The Indian engineering industry is engaged in setting consultancy services and technical
equal partner with developed nations several countries. In the post independence
era the industry not only achieved significant enlargement of production capacity,
but also has attained a high degree of technical competence and product
diversification.
Government measures:
A welcome policy change towards giving a boost in the machine tools production was
the inclusion of machine tools in. appendix I of the industrial policy announced in
February 1983 and as refined in April 1983. This has thrown open machine tools
manufacture to MRTP and FERA companies, providing item is not reserved for
In addition the important policy of 1983-84 was designed to help machine tools
production. The provisions included (1) those small-scale units, which exported at
least 25% of their output, would be allowed to improve prototype up to Rs. One
lakh. (2) all schedule industries will be allowed the facility of important of drawings
and designs once in a year for value not exceeding Rs. Ten lakhs, (3) a technology
development fund was created to cover foreign exchange requirements for import
All these steps are designed to encourage fresh investment expansion and modernization
Engineering exports: -
Our engineering industry has been making considerable progress on the export front.
From around Rs. 21 crores in 1965-66, the value of exports of engineering goods
rose to over Rs. 105 crores by the end of 60’s and continued to show an encouraging
21
A various export promotion drive launched in the face of the oil crisis when import
needed to be stepped up. During this period engineering exports witnessed a great
spurt, thanks to various promotional measures. In the period 1971-75 the value of
exports more than treble and nearly doubled in the next three years. By the
year1982-83 Rs. 1250 crores was reached. The engineering industry has now
Project exports: -
Project exports are the main plank of the strategy drawn up by the effects for achieving
the export, target set the industry. Against our engineering exports of Rs. 1060
Project exports are double benefit. Besides the foreign exchange earnings by way of
They generate further exports because orders for equipment are generally give to the
(1) Turnkey project viz., supply of service such as design, erection commissioning and
supervision of the facility for the client besides the supply of the goods.
(2) Engineering contracts involving the supply of services as for instance, including the
capital equipment.
Through India’s Projects have been successful, it is felt that the level of exports don’t
match our capabilities. India has a vast pool of trained manpower. According
estimated India has well over 250 consultancy firms, which can offer over 5 million
man-days year. For project right from conception and design to execution,
supervision and management thereafter. Thus in relation to the potential and in the
background of the total number of contracts backed by world bidders. The contract
22
Also over the past one year international development have been providing unfavorable
to exports. The falling oil prices have affected the revenue and therefore the
were cutbacks in the expenditure of south-east Asia and African nations too. Which
were surfing from adverse terms of trade? The problem will be compounded by the
the major market for project export seems to be weakening in potential. Our
project exports during 1982-83 were therefore hit hard both in terms of fresh order
and payments for orders fulfilled. In the recent move to set up an institute for
COMPANY PROFILE
Profile of APHMEL:
The chapter gives a brief profile of the company. APHMEL stands for Andhra Pradesh
village famous for toys and which is located on the bank of River Krishna
23
It is well known that a country’s advancement mostly depends on industrial growth and
citizens of Krishna District witch in the year 1976 have decided to establish a heavy
industry in the District which was Agriculturally rich and lagging behind
industrially with this initiation by some of the prominent citizens of the District
about 47,000 citizens have contributed Rs. 208 lakhs towards share capital and
interest shown by the citizens and sanctioned required funds for starting APHMEL
the reputed consultants were asked to prepare the APHMEL project report.
Product and consumer mix were signed in record time. Machines were purchased
form world famous manufacture like Homma, Skoda, HMT (Hindustan Machines
and Tools) and Hec (Heavy Engineering Corporation). The companies become A
Government Company and on 9th November 1983 the factory was dedicated to the
APHMEL is in 206 acres with all infrastructure facilities like railway lines, Road,
With Great Foresight of APHMEL, at the early state It Self set Up Man power
OBJECTIVES OF APHMEL:
APHMEL have to design, Engineer and Develop, Manufacture and market heavy
industry machinery, plants and equipment including Components and spares and
services for power, Coal mining, Steel Chemical petrochemical, shipping Space and
24
To develop exports markets from the point of view earning foreign exchange needed to
maintain imports.
objectives of company.
Hito continuously strive for the economic success of the enterprise so that the obligation
discharged.
To strive for greater self reliance through import substitution and research and
Development.
To develop personnel policies that give quality of opportunity and fair pay to all.
To Develop Employees attitude and skills for constitute achievement for economic
PHILOSOPHY OF APHMEL:
APHMEL has show very good track record. The primary focus has an engineering and
technology. The function of marketing was somewhat depressed having come into
This company’s philosophy is eagerly to provide the market technological and economic
utility. APHMEL believe that the only indication for marketing technology is to
provide.
Project Range: -
The Company is producing multi products and the types of the range are:
Sinking Minches
25
Gear Boxes.
Mining Equipment
Mining Haulages
Chemical Equipment
Pressure Vessels.
Textile machinery
Leather Machines
general fabrication
Foreign Collaboration:-
M/S Environment has the following element like electrostatic precipitators, fabric filters
26
Customers: - The important customers of the company are
Product Customer
Ltd (Bhel)
Competitors:-
Mc Knally Bharat
Elecon
Hindustan
Voest-Alpine
27
Production Plan:-
Fabrication
Assembly
Painting
entered into between the management and the unions of the company. The wage
Salaries, Wages and Bonus 6, 44, 65, 737 5, 55, 24, 991
Group Gratuity assurance scheme 60, 33, 144 51, 42, 886
--------------- ---------------
28
Welfare Measures:-
For the Welfare of the Workmen canteen is running on a subsidiary rate mutually
agreed and for the transportation buses and run by the company.
Safety Measures:-
Personal protection equipment such as goggles, safety shoes, gloves, masks, helmets,
asbestos, apron, Pve/Rubber protective clothing, car duffs etc., safe Environment
are provided.
Administrations:
The personnel and overall administrations of the company is under the control of
Introduction:-
This was a subsidiary of the singareni collieries Co. Ltd.This was situated in kondapalli
company was started in the year 1976. It was incorporated in September 1976 with
casting of all types & heavy industrial machinery, machines tools Etc.,
Objectives:-
29
To understand the organization structure of APHMEL & observe the herm practices
adopted. Examine the grievance read procedure adapted by APHMEL. The study
APHMEL has Negotiated & Got orders for manufacture & supply of conveyor idlers &
possibility of getting further orders & APHMEL would like to bag as orders as
The management of APHMEL has realized that is very difficult to get trained personnel
at a time when the need arises setting up the factory. Hence a decision to result
recruit people at various levels & train them at once. Top improve establish
production.
In pursuance of this decision recruitment is being made & major department like:-
Designs, planning manufacture etc., have been established in addition to the personnel
The company has recruited engineering with vast experience from reputed public &
private sectors.
Human resource department act includes hiring, training, recruitment, solution &
performance appraisal.
Recruitment:-
The department head shall inform the recruitment of personnel based on availability of
vacancies on his department with vice chairman & manager director’s approval the
industry.
Placements:-
30
The placement such of person has been made in the factory as their sentence has been
1) M/S Environment element corporation, U.S.A. For the manufacture of air pollution
2) M/S Voest - Alphine, Austria for the manufacture of road headers (tunneling
equipment)
II) Long wall roof supporting systems with M/S Licensed in Torg, U.S.S.R
Production target:-
The company has fixed production target of 1595 lakhs for year 1986-87. Out of this
first phase product are 810 lakhs & 2nd, products are 785 lakhs. Director General
Pemb during review meeting of the company has suggested that the company has to
31
Development of small scale industry:-
The company has been off loading low technology item on local small scale units an sub
Results:-
The company during this year has achieved a production 892.62 lakhs up to December.
Project cost:-
2. Buildings 211.60
operation expense
---------------
1422.00
Safety Measure:-
Personal protection equipment such as goggles, safety shoes, gloves, masks, helmets,
asbestos, apron, Pvc/Rubber protective clothing, car duffs etc., safe Environment
are provided.
This committee is chaired by the general manager, the members of all services depot.
Are the members of the committee & safety manager is convener. He is a member
employees in the committee meeting are of the takes play safety provisions &
32
The agenda prepare by the union is based on the observations made by the union
regarding any deficiencies in the safety procedure that are being followed by the
management. The item in the agenda are discussed in the meeting & the a decision
are limited to the services section for necessary clearness is needed from the finance
department most of it’s recommendations till data have been implemented there
Customers:-
All the machinery manufacture is well received in the market. Some of the important
Western Coal Fields CCF Ltd., Madras, Port Trust Nmdc, Vsp Etc., USSR, Thus
Mamca
Focus
In this industry the candidates selected for the job by so many ways.
In the respective of executive selector has been done by written test & viva.
33
Performance appraisal: - in this company the performance appraisal of the employee is
Resource Information system) for gathering & maintaining the data describes
Human Resource transforming the data into conformation & they reporting
employee compensation.
The translation process executed by the clerks concerned involves in preparing the
documents describes training specification, personnel data pay rate hours worked
pay checks & termination notice the persons involved in operation control are Dy.
showing the vacancies resulting from difference between planned & actual
distribution of wage rates. The above activities are performed by strategic planning.
It includes with evaluation attains for rewriting salary, training & benefits.
Analysis of shifting pattern of employment education & wage by are the country
Awards:-
1) Received an award for best machine produced with Indigenous Know – How far
2.) For the year 1982 the company bagged “productivity Award” from ministry of
3). for the year 1983 the company once again received productivity Award from
Government of A.P.
34
4) APHMEL has received the maiden award for best technological development in
search and development from the year 1984 the federation of A.P chamber of
Men, machines & material the three basic input of any industry are the assets of
APHMEL too – but with a difference. As a policy & philosophy the growth here is
achieved from within. Setup a training center that impacts all necessary skills to
their men. it has already trained 600 artisans in different trades & also 50
graduates & 100 diploma holders to meet their requirements under special
employee scheme the company training 220 artisans per year in addition to training
programmers.
End User’s:-
All the machinery manufactured by APHMEL has gained a good reputation & are well
Leather machinery agents all training & leather industry & these machinery.
Corporate rate:-
35
The company has prepared & corporate plan up to 1997-98 aiming a turnover if about
Standing Orders:-
Workman:-
It has been classified into permanent, temporary, probationer, causal, and training.
Permanent:-
Workman Is A workman who has engaged on a permanent bases and includes any
aggregate period of probation shall include brakes due to sickness accident, leave
Temporary:-
Probationary:-
Casual workman:-
intermittent nature.
Training:- Is a learner who may or may not be paid salary or stipend during the
No employee shall take part in or associate him with or subscribe way or in aid of or
36
General conduct:-
Every employee shall at all times maintain absolute integrity & devotion to duty &
When ever arm employee or disposes of any immovable property by lease mort age,
purchase sale gift or otherwise member of his family, he should from the
Count Side The Policy Laid Down By The Management (Line To Line) Expect
Restriction on publications –
No employee shall expect with the previous sanction of the competent authority
No employee shall without the previous consents in writing of the vice chairman &
any invention made by his concerning the company’s business during his service in
the company shall not apply for a patent respect of products similar to that of the
company ford period a by from the data of his coasting to be in service of the
company.
Gifts: -
37
All Employee receiving gifts from individual or business houses valued over 100/-mist
declare them to the component authority retained by the employee. If the value of
such gifts less than 450/- such gifts may be retained by employee. In the event the
value of gifts is more than 450/- such gifts shall be deposited with company &
Influence: -
No employee shall bring or attempt to bring nay outside influence to bear upon any
Any one or more of the felonies punishment may be imposed by the competent
from pay or such other amount as may be due to him of whole part off any
Nature of Activity:-
machinery plants & equipments including component’s & services for power, coal
Etc.,
Strengths:-
Company has got good reputation for its quality & workmanship of its products.
Quality approved by international agencies like bureau vertias, IIlods, pavy power gas
Etc.,
Weakness:-
38
Company net worth has totally eroded.
Total working capital is net through high interest bearing cash credits facilities from
Second third line management is inadequate in the areas of marketing design, finance of
project department.
CHAPTER-3
METHODOLOGY
EMPLOYEE JOB SATISFACTION PROVIDES A TYPE OF WORK ENVIRONMENT IN WHICH INDIVIDUAL FEELS
THE ORGANIZATION. THE RESULTS WOULD ENABLE WORK GROUPS AND MANAGEMENT TO IDENTIFY
STRONG AND WEAK DIMENSIONS IN ORDER TO PLAN AND IMPLEMENT ACTIONS TO IMPROVE THE
to present a theoretical framework of job satisfaction and to discuss its implications for
organizations;
To offer some useful suggestions for the improvement of employment conditions in the
State Government rules and regulations, it was expected that ‘job satisfaction’ has
been a critical factor for the success of this organization. Hence, this organization
39
b) Selection of Sample Respondents:
The present study uses simple random sampling technique to choose sample
respondents from the employees working in Vijaya Dairy. The total number of
Collection of Data
Data have been collected from both primary as well as secondary sources. For collecting
among the sample respondents in order to elicit their views on the level of
The collected data from the primary source were consolidated, tabulated, analyzed and
interpretations were drawn. For the purpose of analyzing data, tools like graphs,
tables, percentages and weighted average method have been adequately utilized. On
the basis of information generated from the analysis, conclusions were drawn and
suitable suggestions were also made. In fact, the study made a comparative analysis
Similarly, weighted average method is used for arriving at averages or mean values of
the responses towards all the statements. In this method, certain weights are
place of the researcher. Hence, the study suffers from both geographical as well as
40
Sample size is restricted only to limited number of employees.
Due to lack of time, the study could not cover all the employees
CHAPTER-4
DATA ANALYSIS
41
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 3 7
Satisfied 33 73
So-so 9 20
Dis-satisfied 0 0
Extremely 0 0
dis satisfied
42
Total 45 100
5-point scale:
1x3+2x33+3x9+4x0+5x0 = 2.26
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
43
The above table represents that 7% of employees are very satisfied with working
employees are so-so with working environment, and none of the employees are dis-
44
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 6 13
Satisfied 24 53
So-so 15 34
Dis-satisfied 0 0
Extremely 0 0
dis satisfied
45
Total 45 100
5-point scale:
1x6+2x24+3x15+4x0+5x0 = 2.2
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
46
The above table represents that 13% of employees are very satisfied with safety
employees are so-so with safety conditions, and none of the employees are dis-
3. How satisfied are you with the nature of relationships with your superior?
47
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 3 7
Satisfied 39 86
So-so 0 0
Dis-satisfied 0 0
Extremely 3 7
dis satisfied
48
Total 45 100
5-point scale:
1x3+2x39+3x0+4x0+5x3 = 2.13
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
49
The above table represents that 7% of employees are very satisfied with nature of
the employees are so-so and dis-satisfied with nature of relationships and 7% of
How satisfied are you with the wages and allowances paid to you?
50
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 3 7
Satisfied 21 47
So-so 12 26
Dis-satisfied 6 13
Extremely 3 7
dis satisfied
51
Total 45 100
5-point scale:
1x3+2x21+3x12+4x6+5x3 = 2.66
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
52
The above table represents that 7% of employees are very satisfied with wages and
allowances, 47% of employees are satisfied with wages and allowances, 26% of
employees are so-so with wages and allowances, 13% of the employees are dis-
satisfied and 7% of the employees are extremely dis-satisfied with wages and
allowances in APHMEL.
How satisfied are with the medical facilities provided by your organization?
53
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 0 0
Satisfied 9 20
So-so 21 47
Dis-satisfied 12 26
Extremely 3 7
dis satisfied
54
Total 45 100
5-point scale:
1x0+2x9+3x21+4x12+5x3 = 3.2
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
55
The above table represents that none of the employees are very satisfied with medical
facilities, 20% of employees are satisfied with medical facilities, 47% of employees
are so-so with medical facilities, 26% of the employees are dis-satisfied and 7% of
56
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 3 7
Satisfied 33 73
So-so 9 20
Dis-satisfied 0 0
Extremely 0 0
dis satisfied
57
Total 45 100
5-point scale:
1x3+2x33+3x9+4x0+5x0 = 2.13
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
58
The above table represents that 7% of employees are very satisfied with number of
hours of work, 73% of employees are satisfied with number of hours of work, 20%
of employees are so-so with number of hours of work, and none of the employees
APHMEL.
59
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 0 0
Satisfied 9 20
So-so 12 26
Dis-satisfied 21 47
Extremely 3 7
dis satisfied
60
Total 45 100
5-point scale:
1x0+2x9+3x12+4x21+5x3 = 2.06
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
61
The above table represents that none of the employees are very satisfied with internal
programmes, 26% of employees are so-so with internal training programmes, and
47% of the employees are dis-satisfied and 7% extremely dis-satisfied with internal
62
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 3 7
Satisfied 12 26
So-so 6 14
Dis-satisfied 18 40
Extremely 6 14
dis satisfied
63
Total 45 100
5-point scale:
1x3+2x12+3x6+4x18+5x6 = 3.26
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
64
The above table represents that 7% of the employees are very satisfied with employee
welfare facilities, 26% of employees are satisfied with employee welfare facilities,
14% of employees are so-so with employee welfare facilities, and 40% of the
employees are dis-satisfied and 14% extremely dis-satisfied with employee welfare
facilities in APHMEL.
65
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 9 20
Satisfied 30 67
So-so 6 13
Dis-satisfied 0 0
Extremely 0 0
dis satisfied
66
Total 45 100
5-point scale:
1x9+2x30+3x6+4x0+5x0 = 2.13
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
67
The above table represents that 20% of employees are very satisfied with present shift
system, 67% of employees are satisfied with present shift system, 13% of
employees are so-so with present shift system, and none of the employees are dis-
10. How satisfied are you with the security of your employment?
68
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 3 7
Satisfied 24 53
So-so 12 27
Dis-satisfied 6 13
Extremely 0 0
dis satisfied
69
Total 45 100
70
Source: compiled from the collected data of study
5-point scale:
1x3+2x24+3x12+4x6+5x0 = 2.46
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
71
The above table represents that 7% of employees are very satisfied with security of
employees are so-so with security of employment, and 13% of the employees are
APHMEL.
11. How satisfied are you with the nature of communication in your organization?
72
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 0 0
Satisfied 18 40
So-so 18 40
Dis-satisfied 9 20
Extremely 0 0
dis satisfied
73
Total 45 100
5-point scale:
1x0+2x18+3x18+4x9+5x0 = 2.8
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
74
The above table represents that none of the employees are very satisfied with nature of
40% of employees are so-so with nature of communication, and 20% of the
employees are dis-satisfied and none of the extremely dis-satisfied with nature of
communication in APHMEL.
12. How satisfied are you with the existing promotion system?
75
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 0 0
Satisfied 6 13
So-so 9 20
Dis-satisfied 18 40
Extremely 12 27
dis satisfied
76
Total 45 100
5-point scale:
1x0+2x6+3x9+4x18+5x12 = 3.8
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
77
The above table represents that none of the employees are very satisfied with existing
promotion system, 13% of employees are satisfied with existing promotion system,
20% of employees are so-so with existing promotion system, 40% of the employees
are dis-satisfied and 27% of the employees are extremely dis-satisfied with existing
13. How satisfied are you with recognition of your services by the management?
78
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 3 7
Satisfied 12 27
So-so 15 33
Dis-satisfied 9 20
Extremely 6 13
dis satisfied
79
Total 45 100
5-point scale:
1x3+2x12+3x15+4x9+5x6 = 3.06
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
80
The above table represents that 7% of the employees are very satisfied with services by
the management, 27% of employees are satisfied with services by the management,
33% of employees are so-so with services by the management, and 20% of the
employees are dis-satisfied and 13% of the employees are extremely dis-satisfied
14. How satisfied are you with your career growth in this organization?
81
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 3 7
Satisfied 12 27
So-so 15 33
Dis-satisfied 6 13
Extremely 9 20
dis satisfied
82
Total 45 100
5-point scale:
1x3+2x12+3x15+4x6+5x9 = 3.13
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
83
The above table represents that 7% of the employees are very satisfied with services by
the management, 27% of employees are satisfied with services by the management,
33% of employees are so-so with services by the management, and 13% of the
employees are dis-satisfied and 20% of the employees are extremely dis-satisfied
15. How satisfied are you with the interpersonal relations at the workplace?
84
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 3 7
Satisfied 21 47
So-so 15 33
Dis-satisfied 6 13
Extremely 0 0
dis satisfied
85
Total 45 100
5-point scale:
1x3+2x21+3x15+4x6+5x0 = 2.53
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
86
The above table represents that 7% of the employees are very satisfied with
interpersonal relations at the workplace, and 13% of the employees are dis-satisfied
and none of the employees are extremely dis-satisfied with interpersonal relations at
16. How satisfied are you with the attitude of your superiors?
87
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 0 0
Satisfied 36 80
So-so 6 13
Dis-satisfied 3 7
Extremely 0 0
dis satisfied
88
Total 45 100
5-point scale:
1x0+2x36+3x6+4x3+5x0 = 2.26
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
89
The above table represents that none of the employees are very satisfied with attitude of
employees are so-so with attitude of superiors, and 7% of the employees are dis-
satisfied and none of the employees are extremely dis-satisfied with attitude of
superiors in APHMEL.
90
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 0 0
Satisfied 12 27
So-so 15 33
Dis-satisfied 15 33
Extremely 3 7
dis satisfied
91
Total 45 100
5-point scale:
1x0+2x12+3x15+4x15+5x3 = 3.20
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
92
The above table represents that none of the employees are very satisfied with
33% of employees are so-so with management policies, and 33% of the employees
are dis -satisfied and 7% of the employees are extremely dis-satisfied with
18. How satisfied are you with the recreation facilities provided?
93
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 3 7
Satisfied 12 26
So-so 3 7
Dis-satisfied 18 40
Extremely 9 20
dis satisfied
94
Total 45 100
5-point scale:
1x3+2x12+3x3+4x18+5x9 = 3.40
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
95
The above table represents that 7% of employees are very satisfied with recreation
provided, 7% of employees are so-so with recreation facilities provided, 40% of the
employees are dis-satisfied and 20% of the employees are extremely dis-satisfied
19. How satisfied are you with the leaves sanctioned to you when needed?
96
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 6 13
Satisfied 33 74
So-so 6 13
Dis-satisfied 0 0
Extremely 0 0
dis satisfied
97
Total 45 100
5-point scale:
1x6+2x33+3x6+4x0+5x0 = 2.0
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
98
The above table represents that 13% of employees are very satisfied with leaves
employees are so-so with leaves sanctioned, and none of the employees are dis-
20. Considering the above all aspects, how best are u satisfied with the job?
99
OPINION NO. OF % OF
RESPONDENT RESPONDENT
S S
Very satisfied 0 0
Satisfied 18 40
So-so 24 53
Dis-satisfied 3 7
Extremely 0 0
dis satisfied
100
Total 45 100
5-point scale:
1x0+2x18+3x24+4x3+5x0 = 2.67
45
VS S S-S D ED
1 2 3 4 5
INTERPRETATION:
101
The above table represents that 13% of employees are very satisfied with above all
aspects considering, 74% of employees are satisfied with above all aspects
considering, 13% of employees are so-so with above all aspects considering, and
none of the employees are dis-satisfied and extremely dis-satisfied with above all
CHAPTER-5
SUGGESTIONS AND CONCLUSIONS
SUGGESTIONS:
Though the job satisfaction is helping the employees in APHMEL, kondapalli, it could
To get better response from employees the management should mostly concentrate on
The management should also take proper care in handling dissatisfied employees,
The management should help employees to overcome the stress and strain at their work
place.
The management should also encourage the efforts and suggestion from employee.
102
The employees should inculcate in themselves a feeling of family in the organization.
CONCLUSIONS:
conclusions are down, these are done after observing the job satisfaction at the
organization.
One could say that the organization has been motivation their employees to work more
by job satisfaction.
As the feedback from the employee reveal that job satisfaction is helpful in archiving
Most of the respondent thinks that the job satisfaction helps them in acquiring
It is been found that the respondents are satisfied with the existing job.
The job satisfaction gives important in the identification and definition of training and
development requirements.
BIBLIOGRAPHY
Bibliography:
103
Aamodt, M. G. (1996). Applied industrial/organization Psychology, (2nd ed.). Pacific
Divine Word.
Google search.
APHMEL Employees
Dear Sir/Madam,
employees. I request you to give your apt replies. I assure you that the responses
104
Qualification: Designation :
3. How satisfied are you with the nature of relationships with your superior?
4. How satisfied are you with the wages and allowances paid to you?
5. How satisfied are with the medical facilities provided by your organisation?
10. How satisfied are you with the security of your employment?
105
11. How satisfied are you with the nature of communication in your organization?
12. How satisfied are you with the existing promotion system?
13. How satisfied are you with recognition of your services by the management?
14. How satisfied are you with your career growth in this organization?
15. How satisfied are you with the interpersonal relations at the workplace?
16. How satisfied are you with the attitude of your superiors?
18. How satisfied are you with the recreation facilities provided?
19. How satisfied are you with the leaves sanctioned to you when needed?
20. Considering the above all aspects, how best are u satisfied with the job?
106
Thank you for your time and cooperation.
107