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INDEX

CHAPTER -1 INTRODUCTION
CHAPTER 2REVIEW OF LITERATURE
CHAPTER -3 RESEARCH METHODOLOGY
CHAPTER -4 OBECTIVES OF THE STUDY
CHAPTER 5DATA ANALYSIS AND
INTERPRETATION
CHAPTER 6SUMMARY FINDINGS AND
RECOMMENDATIONS
CHAPTER !FINDINGS
CHAPTER -"RECOMMENDATIONS
#UESTINNAIRE
BIBLIOGRAPHY
1
CHAPTER -1
INTRODUCTION
2
INTRODUCTION
I$%&'()*%+'$ %' %,- .%)(/
Job satisfaction is an important technique used to motivate the employees to work harder - it has
often been said A happy employee is a productive employee in these study involve both
Primary and Secondary data. he Primary data were collected by interview schedule and the
Secondary data were collected the records of the company.
his work is earnest attempt to study about Job satisfaction of the employees with
reference of . he employees are satisfied with their !ob and happy in "eneral.
0OB SATISFACTION
o be successful# or"ani$ations must continuously ensure the satisfaction of their
employees. Job satisfaction is an attitude of employees about their work and is based on
numerous factors# both intransient and e%trinsic to the individual. Job satisfaction is important
from the perspective of maintainin" and retainin" the appropriate employees within the
or"ani$ation.
DETERMINENTS OF 0OB SATISFACTION
he followin" are the determinants of !ob satisfaction.
&. 'ndividual factors
A"e
(ducational level
)ther factors
*. +ature of !ob
)ccupational level
Job content
,. Situational factors
-orkin" conditions
Supervision
(quitable rewards.
3
EFFECT OF 0OB SATISFACTION
Job has a variety of effects such as productivity# absenteeism and turn over so on.
o P&'()*%+1+%/
here are two views about the relationship between !ob satisfaction and
productivity.
A happy worker is a productive worker
A happy worker is not necessary a productive works.
he first view establishes a direct cause and effect relationship between !ob
satisfaction and productivity. -hen !ob satisfaction increases then the productivity decreases.
he basic lo"ic behind this is that a happy worker put more efforts for !ob performance.
o E234'/-- %)&$'1-&
't is related to !ob satisfaction. -hen an individual feels dissatisfaction in the
or"ani$ation with in a "iven period of time.
PERSONNEL MANAGEMNT OF AFPL
A!antha .urniture /ompany follows a "ood 012 policy system. 2ost of the employees
in this company were appointed under a contract-based system. 3ut the permanent employees are
appointed throu"h advertisements in newspapers. hen there is a comprehensive interview of the
candidates with the interview board. 4eneral 2ana"er is the chairman of the board.
SELECTION
Selection of employees is conducted in a standard way. he steps are as follows5
4ives advertisement in leadin" newspapers.
Accepts applications
Analy$in" the received applications.
'nterview.
PROCESS OF MANPOWER
he main work involved in production process of steel furniture is cuttin" the sheets and
its fabrication# for which skilled and trained persons are required.
4
WOR5 AND LABOUR
't is proposed to work an 6 hours sin"le shift per day on avera"e of *7 workin" days in a
month. he pro!ect shall provide direct employment to &8 persons and indirect to more people.
he skilled and unskilled labourers for the industry are locally available.
STRUCTURE OF EMPLOYEES
FACTORY WORKERS SECURITY STAFF CLERICAL STAFF
CONTRACT WORKERS PERMANENT WORKERS
CLERICAL STAFF
SKI LLED
WORKERS
UNSKILLED
WORKERS
REMUNARATION SYSTEM
he company is workin" *9 to *: days in a month. Presently the company has only one
shift of workin" i.e. 6.,; am to 7.,; pm. he mana"ers# officers and security staffs are "ettin"
reasonable monthly salary. he company is followin" piece rate system for factory workers. 't is
the duty of the production mana"er to distribute the wa"es amon" his subordinate accordin" to
the units produced by them. )n the receipt of wa"es each workers has to put their si"nature on
the payroll.
EMPLOYMENT PATTERN
he company has 79 employees. )ut of these# four are clerical staff. )ut of these factory
workers &6 are permanent and ,* are contract workers and it is further subdivided into skilled
and unskilled workers. he contract workers are appointed by the permanent workers after
consultin" with the mana"ement.
EMPLOYMENT PATTERN
5
S<.+) /A(4)1= +>23(1S
& A?2'+'S1A'@( 9
*
SA'<<(?
P(12A+(+ &*
9;
/)+1A/ *6
, >+SA'<<(? &;
TOTAL 54
SALARY 6 PROMOTION
A!antha Steel 'ndustry follows a "ood# loyal# reasonable salary system. A probation period is
, to : months are "ive after which the company provides P. and other privile"es to the
employees.
17 D-8&$-.. 844'98$*-
A.P< provides a uniform amount as ?A to all employees of the company. 3ut
this amount chan"es every few months.
27 P&'1+(-$% :)$(
/ompany contributes to P... the same amount us contributed by the employee.
37 O1-&%+2- A44'98$*-
(mployees worked more than the normal are eli"ible for overtime allowanceB 't is
double the normal wa"e rate.
47 H').- &-$% 844'98$*-
his allowance is "iven to the technically qualified person.
6
CHAPTER 2
REVIEW OF LITERATURE
REVIEW OF LITERATURE
IMPORTANT THEORIES OF JOB SATISFACTION
7
1. Equity Theory
Interaction between people are !i"!l# eential in t!e wor$%orce& A co''on
proble' to all e(c!an"e it)ation i t!at t!ere are people in*ol*e+& Accor+in" to e,)it#
t!eor#- a +icrepanc# between w!at i e(pecte+ an+ w!at act)all# !appen i t#picall#
t!e reaon a peron wo)l+ %eel an in.)tice !a occ)rre+&
2. Need Fulfillment Theory
Abra!a' /& Malow0 !ierc!ical 'o+el o% !)'an nee+ can be )e+ to i+enti%#
t!e %actor a%%ectin" .ob ati%action& T!e 'o+el tate t!at in+i*i+)al e(perience a
!ierarc!# o% nee+ %ro' lower le*el to !i"!er le*el p#c!olo"ical nee+& Malow0 'o+el
can be )e+ b# in+i*i+)al to +e*elop a ene o% ati%action in t!eir .ob i% t!e# )tili1e a
botto'2)p perpecti*e on .ob ati%action&
3. Discrepancy Theory
Dicrepanc# t!eor#- a +ecribe+ b# Lawler 345678- wa t!e re)lt o% t!e
+i%%erence between an act)al o)tco'e a peron recei*e+ an+ o'e ot!er e(pecte+
o)tco'e le*el& A co'parion- in w!ic! an act)al o)tco'e le*el wa lower t!an an
e(pecte+ o)t co'e le*el- wo)l+ re)lt in +iati%action&
4. Two factor theory
/er1ber# +e*elope+ one o% t!e earliet t!eorie relatin" to .ob ati%action in t!e
459:0& /i ;two2%actor< t!eor# e'p!ai1e t!at t!ere are %actor in t!e wor$ place t!at
create ati%action an+ t!oe w!ic! lea+ to +iati%action i% t!e# are not preent&
8
CHAPTER -3
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
1esearch methodolo"y is a way to systematically solve the problem#. 'n my research work
various steps where adopted to study the problem. he 1esearch methodolo"y includes
9
description about why the research study has been undertaken. So by framin" a ri"ht
methodolo"y it is possible to "ain a deeper insi"ht in to the research problem also to "ive a full
proof for action plan for carryin" out the pro!ect successfully.
17 S%8%-2-$% ': 3&';4-2
he particular topic is chosen because !ob satisfaction e%ercises a potential influence on
employee productivity and human relation climate in an or"ani$ation. he pro!ect is aimed at
understandin" the satisfaction of employees relatin" to their !ob. heir workin" condition their
supervisors# their fellow workers their payment and overall or"ani$ation.
27 P)&3'.- ': .%)(/
a. he purpose of doin" this pro!ect is to find whether the employees are satisfied in
"eneral.
b. he type of trainin" pro"rams "iven to the workers and to find out whether there
where a healthy relation between the workers.
37 S*'3- ': .%)(/
he study is conducted for A!antha .urniture to find out the !ob satisfaction of
employees. he study also covers the tools which increase the productivity and find
out the benefits otherthan salary which receives by the employees.
47 #)-.%+'$$8+&- (-.+<$
he questionnaire was prepared after "atherin" primary information about the current
motivation system and techniques in the or"ani$ation.
57 N8%)&- ': D8%8
he data where collected both primary and secondary sources. he primary
source consists of information arrived from employees throu"h interview
schedule. he secondary source includes company records books# manual etc.
67 M-%,'( ': (8%8 *'44-*%+'$
he data where collected from employees throu"h a structured questionnaire and
interview schedule.
10
!7 S8234+$< 348$
1. Sampling unit.
he universe of the study consists of factory workers belon"in" to the
different section of manufacturin" process.
*. Sample size:-
he sample si$e is 7;
3. Sampling method
he samplin" method is used from the study is random samplin".
?ifferent data where identified and samples has been taken.
4. Tools of analysis
he data was analy$ed by applyin" the percenta"e analysis as the
statistical tool.
"7 C,83%-&+.8%+'$ 348$
he research report is presented in the followin" chapters.
&. 'ntroduction
*. 1eview of literature
,. ?ata analysis
9. ?ata analysis
7. Summary# findin"s and recommendations.
R-.-8&*, P&';4-2.
*. he workers were en"a"ed in their work. So we cannot use more time to "et a correct
feedback.
11
,. he workin" place was noisy so there will not conduct effective communication with
workers.
9. Some of workers are newly !oined in the company. 0ence they did not "ive correct
feedback about overtime work.
7. 2ost of workers are not educated so they were not able to "ive a ri"ht feed back to
some questions.
:. he fi"ures used for analysis have been taken from annual report of A.P<. he data
contained in the records are historical and does not take into account the fluctuation in
the value of money caused by inflation.
12
CHAPTER -4
OBECTIVES OF THE STUDY
OBECTIVES OF THE STUDY
P&+28&/ O;=-*%+1-..
he main ob!ectives of the study is to find whether the employees are satisfied in
"eneral.
13
o find the workin" condition and the facilities provided by the company.
o study the function of 0uman 1esource 2ana"er in the company.
I7 S-*'$(8&/ O;=-*%+1-.
o study about the trainin" pro"ramme conducted by the company.
o find whether there were a healthy relationship between the subordinates
and supervisors.
o find out benefits "iven to the employees other than salary or wa"es.
o study the workers problem in the company.
o analyse the personal 2ana"ement.
DATA COLLECTION METHOD
P&+28&/ (8%8>
Primary data is the new or fresh data collected from the respondents throu"h
structured scheduled questionnaire.
S-*'$(8&/ (8%8>
he secondary data are collected throu"h the structured questionnaire# literature
review and also from the past records maintained by the company.
STATISTICAL TOOLS AND TECHNI#UES
PERCENTAGE ANALYSIS5
Percenta"e C D+o. )f respondents E total no. )f respondentsFG&;;
WEIGHTED AVERAGE METHOD5
.ormula52ean score C total scoreEno of respondents.
-here total score C no of respondentsGwei"hted avera"e
CHI S#UARE TEST5
17 N)44 H/3'%,-.+. ?H'@> here is no difference in attributes
27 A4%-&$8%- H/3'%,-.+.?H1@> here is a difference in attributes
,7 L-1-4 ': .+<$+:+*8$*- H C ;.;7
14
97 D-<&--. ': :&--('2 C Dr-&FDc-&F
7. EA3-*%-( :&-B)-$*/5
( C 1. I /.
:. C84*)48%+'$ ': >
J C J D)-(F*
K. he tabulated value of at "iven level of si"nificance with Dr-&FDc-&F
ONE RUN TEST5
N)44 ,/3'%,-.+. ?HC@>
here is a no si"nificant relationship between the variables
A4%-&$8%- ,/3'%,-.+. ?H1@>
here is si"nificant relationship between the variables
Lr C * n& n* M &
n& M n*
* n& n*- n&- n&
Nr C * n&n*
Dn&M n*F* Dn&M n*-& F
<ower limit C Lr M D*.76F N
>pper limit C Lr M D*.76F N
5ENDALLDS COEFFICIENT OF CONCORDANCE5
N)44 ,/3'%,-.+. ?HC@> here is a difference in attributes
A4%-&$8%- ,/3'%,-.+. ?H1@> here is no difference in attributes
J 1! C D1!-1!F*
SC 1! C J 1!
LIMITATIONS OF THE STUDY
15
&. he findin"s of the study are sub!ected to bias and pre!udice of the respondents.
*. Area of the study is confined to the employees in /hennai only.
,. ime factor can be considered as a main limitation.
9. he findin"s of the study are solely based on the information provided by the
respondents.
7. he accuracy of findin"s is limited by the accuracy of statistical tools used for
analysis.
:. .indin"s of the research may chan"e due to area# demo"raphy# a"e condition of
economy etc.
A$84/.+. 8$( I$%-&3&-%8%+'$ ': (8%8
&. P(1/(+A4( A+A=<S'S
*. A-A1(+(SS ). 01 P)<'/'(S
C,+-SB)8&- T-.%
o find whether there e%ists a si"nificant relationship between -ork /ulture of the
/ompany and interpersonal relationship between employees.
16
HC5 here is a no si"nificant relationship between -ork /ulture of the /ompany
and interpersonal relationship between employees.
H15 here is a si"nificant relationship between -ork /ulture of the /ompany
and interpersonal relationship between employees.
/alculated value is more than table value therefore accept 0;
R-.)4%>
here is a si"nificant relationship between overall satisfaction and aspects of !ob.
5ENDALLDS COEFFICIENT OF CONCORDANCE
N)44 ,/3'%,-.+. ?HC@> here is a no si"nificant difference in the rank assi"ned by
respondents towards the attributes that "ives them satisfaction in the company.
A4%-&$8%- ,/3'%,-.+. ?H1@> here is a si"nificant difference in the rank assi"ned
by respondents towards the attributes that "ives them satisfaction in the company.
R8$E+$< B8.-( '$ S8%+.:8*%+'$
5F2C>
Salary# Superior 1ole# eam /oordination# -ork responsibilities# 1ules and
Policies# Physical work environment rainin"
C84*)48%-( 184)- > SC 76&7.K&9
T8;4- 184)- > &&76
/alculated value is more than table value therefore re!ect 0;
17
R-.)4%>
here is a si"nificant difference in the rank assi"ned by respondents towards the
attributes that "ives them satisfaction in the company.
ONE RUN TEST>
+ull hypothesis D0;F5 he samples are not taken randomly.
Alternate hypothesis D0&F5 he samples are taken randomly.
18
CHAPTER 5
DATA ANALYSIS AND INTERPRETATION
DATA ANALYSIS AND INTERPRETATION
DATA-1
T,- &-.3'$.- ': -234'/--. 8;')% %,-+& 38/2-$% .%&)*%)&-
O3%+'$. N'7 ': R-.3'$(-$%. P-&*-$%8<-
2onthly salary &6 ,:O
0ourly Salary ; ; O
Piece rate ; ; O
19
ime rate ; ; O
)thers ,* :9 O
T'%84 5C 1CC G
36%
64%
The Response Of EmployeesAbout Their Payment
Structure
Monthly salary
Contract Salary
'nterpretation
he above table shows that ,: O of employees "et monthly salary. he rest are contract
basis workers. 0ence less than half of the employees have a fi%ed income and are secured about
their future.
DATA-2
T,- &-.3'$.- ': -234'/--. 8;')% %,- 8%%+%)(- ': .)3-&+'&.
O3%+'$. N'7 ': R-.3'$(-$%. P-&*-$%8<-
(%cellent 9* 69O
4ood 6 &: O
Poor ; ; O
T'%84 5C 1CC G
20
84%
16%
The Response Of Employees About The Attitude
Of Superiors
Exce
Good
'nterpretation
he above table shows that 69 O of employees have an e%cellent attitude of supervisors
and &: O of employees have "ood attitude of supervisors. hus it can be concluded that overall
the employees are happy about their superiorPs attitude towards them.
DATA-3
T,- &-.3'$.- ': -234'/--. 8;')% %,- 8%%+%)(- ': %,-+& *'-9'&E-&.
O3%+'$. N'7 ': R-.3'$(-$%. P-&*-$%8<-
/o-operative 7; &;;O
+on co-operative ; ; O
T'%84 5C 1CC G
21
100%
0%
The Response Of Employees About The Attitude
Of Their Co-workers
Co!"erat#$e
'nterpretation
't can be informed that all the workers are happy about the co-operation received from their co-
workers. here are proper co-ordination and co-operation amon" them which helps in buildin"
up a friendly and efficient work environment.
DATA-4
T,- &-.3'$.- ': -234'/--. 8;')% %,- 2-(+*84 .-&1+*-
O3%+'$. N'7 ': R-.3'$(-$%. P-&*-$%8<-
Satisfied ,* :9 O
+ot satisfied ; ; O
+eed to 'mprove &6 ,: O
T'%84 5C 1CC G
22
36%
64%
The response of Employees about medical
services
Sat#s%#ed
'nterpretation
he above table shows that :9 O of employees are satisfied their medical service and rest
,: O said to improve this facility.
2ore than 7;O of the workers are satisfied with the medical facility provided to them.
3ut there is scope for improvement in this area like "ivin" them medical insurance conver"e#
medical allowance etc.
DATA-5
T,- &-.3'$.- ': -234'/--. 8;')% %,- :-.%+184 '::-&.
O3%+'$. N'7 ': R-.3'$(-$%. P-&*-$%8<-
=es ,: K* O
+o &9 *6 O
T'%84 5C 1CC G
23
72%
28%
The response of employees about estival offers
&es 'o
'nterpretation
he above table shows that K* O of the employees "et festival offer and *6 O of
employees will not allow the festival offers.
DATA-6
T,- &-.3'$.- ': -234'/--. 8;')% %,- :8*+4+%/ 3&'1+(-( ;/ %,- *'238$/
O3%+'$. N'7 ': R-.3'$(-$%. P-&*-$%8<-
/anteen ; ; O
2edical 7; &;; O
Accommodation ; ; O
Any other facility ; ; O
T'%84 5C 1CC G
24
0%
100%
0% 0%
The response of Employees about the facility
provided by the company
'nterpretation
he above table shows that &;; O of the employees "et the medical benefit of the
company.
DATA-!
T,- &-.3'$.- ': -234'/--. 8;')% %&8+$+$< 3&'<&822-
O3%+'$. N'7 ': R-.3'$(-$%. P-&*-$%8<-
=es 96 8: O
+o * 9 O
T'%84 5C 1CC G
25
96%
4%
The Response of Employees about Trainin!
(ra#ned E)"loyees
'nterpretation
he above table shows that 8: O of the employees "et trainin" in the or"ani$ation and 9
O of employees are non-trained.
Almost all the employees are "iven trainin" when they first start their carrier with the
or"ani$ation. 'f it is felt that an incumbent is e%perienced# then trainin" is not "iven Q directly
inducted into the or"ani$ation.


DATA-"
T,- &-.3'$.- ': -234'/--. 8;')% %,- .8%+.:8*%+'$ ': %,-+& =';
O3%+'$. N'7 ': R-.3'$(-$%. P-&*-$%8<-
@ery satisfied &* *9 O
Satisfied ,6 K: O
+ot satisfied ; ; O
T'%84 5C 1CC G
26
24%
76%
The response of employees about the satisfaction
of their "ob
*ery sat#s%#ed
'nterpretation
he above table shows that *9 O of employees are very satisfied in their !ob and rest K:
O are satisfied.
27
CHAPTER 6
SUMMARY FINDINGS AND RECOMMENDATIONS
SUMMARY
his pro!ect is a study on !ob satisfaction of employees at . After conductin" this study '
have arrived at a conclusion that the employees are satisfied with their !ob and their workin"
condition and also fond that the or"ani$ation takes special interest on its employees and livin"
condition. And the company "iven all the accessories to do the work easier and all these
accessories are easy to use and powerful so an employee can do his work without strain. 3y
concludin" this types of study# we can find that the company provides the perquisites to the
employees as bonus. 'n the company# there is a healthy relationship between the supervisors and
subordinates and amon" the employees so it reveals that there is a healthy relationship and
communication takes place smoothly and "enerally all the employees are happy.
28
CHAPTER !
29
FINDINGS
FINDINGS
&. his study has identified that out of the total respondents *9 O of employees are very
satisfied with their !ob and K:O are satisfied with their !ob and nobody is dissatisfied.
*. he fact that the &;;O of employees "et medical facility provided by the concern# it
reveals that the company care about the employeePs health.
,. he study also indicate that the K;O of employees have "ot overtime work and ,;O
are e%clude from overtime work. 2a!ority of the employees are ready to do overtime
work.
9. he study reveals that the &;;O of the employees have co-operation amon" them# it
implies that there is better level of co-operation in the or"ani$ation.
7. he study indicate that the ma!ority of employees have an e%cellent opinion about the
attitude of their superiors# it reveals that the superiors maintain a "ood relation with
the subordinates.
30
:. 't is clear that the ma!ority of employees have "ot trainin"# 't reveals that the concern
is interested to develop the skill of employees.
K. Some of the employees of the company have "ot festival offers# it indicates that the
company has a social and curin" attitude.
31
CHAPTER -"
RECOMMENDATIONS
RECOMMENDATIONS
&. 'n this concern it is observed that some of employees have not "et the festival offers.
So "ive them some festival offers.
*. Some of the employees said that their work nature is risky so make them skillful by
"ivin" proper trainin" on their work or use more better machines to make their !ob
become easy.
,. 2ost of employees said that they have "et overtime work so make them skill in their
work.
9. 't is clear from the study that some of the employees do not "et trainin" so "ive all the
employees proper trainin".
7. 4ive opportunity to every employee for overtime work if they are interested and "ive
them standardi$ed payment dependin" on the nature of work.
32
:. he study observed that the company does not provide canteen facility# so "ive them
canteen facility.
K. he study revealed that ma!ority of employees are not educated# so to develop
personality# introduce proper personality development pro"rammes.
#UESTINNAIRE
33
NAME OCCUPATION SE=
>)ali%ication? Diplo'a P&@ @ra+)ate Aelow "ra+)ate
4& In w!ic! +epart'ent #o) are wor$in"B
Pro+)ction Acco)nt
/R Mar$etin"
C& W!ic! i #o)r e'plo#'ent baiB
Per'anent Contract
7& /ow lon" #o) !a*e been wor$in" in t!i concernB
429 #ear 9249 #ear Moret!an 49 #ear
D& Are #o) "ettin" trainin"B
Ye No
9& Accor+in" to #o)r opinion- w!at i t!e nat)re o% #o)r wor$B
Ri$# Le Ri$# No ri$ at all
E& Opinion abo)t #o)r wor$ en*iron'entB
E(cellent @oo+ Poor
6& /ow +o #o) rate t!e %acilitie pro*i+e+ b# t!e concernB
E(cellent @oo+ Poor
F& W!ic! i #o)r pa#'ent tr)ct)reB
Mont!l# alar# /o)rl# alar# Piece rate
Ti'e rate Ot!er
5& Attit)+e o% #o)r co2wor$er towar+ #o)B
Co2operati*e Non co2operati*e
4:& Do #o) "et t!e per,)iitieB
Ye No
I% #e in w!ic! t#pe
Incenti*e Aon) Tool
Uni%or' ot!er
44& Are #o) recei*in" an# %eti*al o%%erB
Ye No
4C& Do #o) "et an# o*erti'e wor$ %acilitieB
Ye No
47& Facilitie pro*i+e+ b# t!e co'pan#B
Canteen Me+ical
Acco''o+ation Ot!er
4D& Are #o) ati%ie+ wit! #o)r .obB
Ger# ati%ie+ Sati%ie+ Not ati%ie+
BIBLIOGRAPHY
34
M-2'&8$()2
M8&E-%+$< M8$8<-2-$%-
3y Philip Aotter# &&
th
(dition.
P&'()*%+'$ M8$8<-2-$%-
3y S.+. /herry
R-.-8&*, M-%,'('4'</ 2-%,'(. 8$( %-*,$+B)-.
3y /.1. Aothari
9997<''<4-7*'2- I$(+8$ F)&$+%)&-
35