EMPLOYEES JOB SATISFACTION

INTRODUCTION
Job Satisfaction of the employees is important in an organization. Increasing Job
Satisfaction increases the financial benefit for the organization. Job dissatisfaction may lead
to absenteeism. Absenteeism reduces production.
To maximize gains, the workers should be satisfied with their job, otherwise it
will affect the production and also profit of the organization. Overall success of the
organization or company is entirely dependent on the satisfaction of the workers.
The Job satisfaction of the worker should be maximized to possible extent,
because it causes industrial problem within the company. So job satisfaction will affect both
the parties, management and the employees. Job satisfaction helps to achieve the goals of the
organization easily.
In the current business environment across the globe, companies spend hundreds
even thousands, of dollars each year on employee attitude and job satisfaction surveys, at the
same time using consulting times to provide tailor-made strategies to help them build their
teams, morale and boost performance.
Good remuneration is as important as a good work environment and the
opportunity to advance in their careers. Perhaps most important of all in a sense that they
matter, among the things employees need appreciation for a job well done out-of-turn, goes a
long way in building employees morale.
The job satisfaction reduces the lack of interest and the attitude of the workers
towards the organization.
All these are the inspiring factors, which lead to the researchers to select the
topic. In this project work the researches attempt to evaluate the topic of job satisfaction with
special reference to Integral Coach Factory.
MEANING:
The term Satisfaction refers to an employees general attitude toward his job.
job satisfaction is defined as a Pleasurable or Positive emotional state resulting from the
appraisal of ones job or job experiences. To the extent that a persons job fulfills his
dominant need and is consistent with his expectations and values, the job will be satisfying.

DETERMINATION OF JOB SATISFACTION

According to Abraham A. Korman, there are two types of variables
which determines the job satisfaction of an individual. They are
1. Organizational Variables and
2. Personal Variables
1. ORGANIZATIONAL VARIABLES:
a) Occupational Level:
The higher the level of the job. The greater the satisfaction of
the individual. This is because higher level jobs carry greater prestige and selfcontrol. This relationship between occupational level and job satisfaction stems
from social reference group theory in that our society values some jobs more
than others. Hence people in valued jobs will like them more than those who
are in non-valued jobs.

b) Job profile:
Greater the variation in job and the less the repetitiveness with
which the tasks must be performed, the greater the job satisfaction of the individuals
involved. Since job content in terms of variety and nature of tasks called for is a
function of occupational level, the theoretical arguments also apply.
c) Considerate Leadership:
People like to be treated with consideration. Hence considerate Leadership
results in higher job satisfaction.
d) Pay and Promotional Opportunities:
All other things being equal, these two variables are positively related
to job satisfaction.
2. PERSONAL VARIABLES:
For some people, it appears most jobs will be dissatisfying irrespective of the
Organizational conditions involved, whereas for others, most jobs will be satisfying. Personal
Variables like age, educational level, sex. etc., are responsible for this difference.
a) Age :Most of the evidence on the relation between age and job satisfaction, holding
such factors as occupational level constant, seems to indicate that there is generally a positive
relationship between the two variables up to the pre retirement years and then there is a sharp
decrease in satisfaction.
b) Educational Level : With occupational level held constant there is negative relationship
between the educational level and job satisfaction. The higher the education,
the higher the reference group, which the individual looks to for guidance to
evaluate his job, rewards.
c) Role Perception : Different individuals hold different perceptions about their role (i.e.)
the Kind of activities and behaviors they should engage in to perform their job
successfully. Job satisfaction is determined by this factor also. The more accurate
the role perception of an individual the greater is his satisfaction.

IMPORTANCE OF THE STUDY

Job satisfaction is the persons feeling of satisfaction derived by an employee
which acts as motivation to work. It is not self-satisfaction, happiness or self-contentment but
satisfaction on doing the job, it relates the relationship between the individual and the
employees for which he is being paid. Job satisfaction is essential for seeking the efficiency
and effectiveness of the employees in the attainment of organizational objectives.
Integral coach factory provides Job security, wage increment, promotional
opportunities, transfer-policy, duration of work and sense of responsibility which greatly
influence the workers. Integral coach factory provides motivation in turn provide a large
extent of Job satisfaction among its employees. It analyses not only workers job satisfaction
but also identifies his personal wants and satisfies them. This helps the organization to retain
the employees permanently in the organization. So, this project has been confined to find out
the level of job satisfaction attained in integral coach factory by its employees.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES:

To find out the factors determining the satisfaction of the employees.

To assess realistically the existing level of job satisfaction of employees and ways to
increase the commitment of employees in the organization.

SECONDARY OBJECTIVES:

To suggest a package of measures for improving the level of job satisfaction of employee.

To recommend possible steps (or) strategies for improving the level of job satisfaction of
employees.

To ascertain how far the welfare provisions benefit the employees.

NEED AND SCOPE OF THE STUDY

The study will be based on primary data collected from the employees working in the
company (Integral coach factory).

To improve retention by satisfying their needs.

Developing a growth strategy to improve the job satisfaction level of employees.

Job satisfaction of employees is the most important thing in each and every company.
Therefore, the management is required to give special attention on this.

To anticipate employees needs in their Working Environment.

LIMITATIONS OF THE STUDY

Time factor has been the greatest limitation and was difficult to analyze the various
aspects of data within the prescribed time.

This study has been done on a limited period and over a limited sample. This cannot
be generalized and applied in every organization.

Meeting the employees has also been difficult and collecting data was also very
difficult during their busy schedule.

Genuine response from the employees.

COMPANY PROFILE
RAILWAYS IN INDIA
The idea of building railways in India had taken concrete shape with the court of
directors of the EAST INDIA COMPANY in London. It had, obtained a foot hold in India as
a trading company, but gradually lost most of its privileges, it has enjoyed us an instrument of
commerce. It had however been made responsible for the government of India, under the
supervision of a court of directors in London. The final authority to lay, of the advice of its
special board of control for Indian affairs headed by a cabinet minister. There was a Governor
General Called ford William in Bengal who had superintending authority over the
administration of India.
The first proposal for the construction of the Railway in India were presented in 1844
to the east India Company headed by R.M.STEPHEN, who later became agent and managing
director of east Indian Railways which was one of the first two Railways companies that one
founded floor tool in India and Indian peninsular Railways company.
ORIGIN OF INTEGRAL COACH FACTORY: (ICF)
On 16th of April, 2000, Indian railways entered into yet another era and crossed 150
glorious years of dedicated service to the nation and can rightly feel a sense of pride and
satisfaction. The railways served us the infrastructure frame work around which the countrys
economy was built, providing transport linkage at a time when other virtually in the nascent
stage but in the last decade while there was stagnation in the growth of railways the rest of
the transport sectors surged in step with the growth of economy. The Railway lost the preeminence in the field of transport. The Railway are really at the threshold looking inward and
trying to understand what went wrong in between and what has to be done to help INDIAN
RAILWAYS, re-emerge as a strong vibrant organization. This ICF came in to planning of
construction.
The factory commenced its operations on 2nd October 1955. Since then it has turned
out many type of coaches, which are run all over the world. It has area of 1922.500 square
meters, with a capital at charge amounting to 125 areas. In 1985, a similar coach factory
assembling line was started at KAPURTALA near Punjab.

It all happened been successful because of only team work. To cadre the needs of butonly goods and service but also prima-facie it mainly concentrated on customer care and
passenger facilities and amenities.
ICF is located at Perambur, Chennai. It is one of the Major production unit owned by
INDIAN GOVERNMENT and governed by ministry of Railways. This is also biggest.
RAIL COACH UNIT IN ASIA:
ICF setup under the five year plan. The ICF coached were in built in collaboration
with M/S Swiss are Elerators and manufacturing co-operation of Switzerland the Railway
minister Sri. Gopalswamy Iyengar dedicated in to national and production was inaugurated
by Pandit Sri JAWAHARLAL NEHRU and called it as a MODERN TEMPLE OF
INDIA.
Motto of ICF is FOR BETTER TRAVEL.
GROWTH OF ICF
The impressive growth of ICF operations over the year is evidenced by the fact that is
has only one design for the BG third class coach at the start of its operation and the annual
manufacturing capacity was only 350 coaches in 1963-64. Today the unit standstill with full
fledged capability for design development and manufacture of any railcars.
DEFINITIONS:
Railway means a railway or any portion of a railway, for the Public carriage of
Passengers, animals or goods and included all lands within the census or other boundary
marks indicating the limits to the railways. All lines are like branches, stations, workshop
connected to railways.
COMMENCEMENT OF RAILWAYS
The first Railway line in India covering 34 Kms between Bombay to Thana opened to
traffic on 15th April 1853.

SHELL DIVISION
Complete manufacture and painting of outer skeleton of shell and Bogies are carried
out here. It is further divided in to many sheds, which they are different shop, which take care
of various machining and fabricating process.
Classified shops
Sheet metal shop
Sidewall and end wall assembly shop
Main assembly shop
Tool room shop
Machine shop
Forge and smithy shop
Spring shop
Electrical and mechanical maintenance shop
Bogie Frame shop
Store wards shell
Light metal machine shop

10

FURNISHING SHOP
Furnishing division taken care of the interior decoration and the furnishing works of
the incomplete shell manufacture by the shell division.
Classified shops:

Coaches wiring shop

Proto type shop

Electrical multiple units

Main assembly shop

Carpentry and wood working shop

Machine shop trimming shop

Paint shop

Air brake shop

Electrical hardware shop

Tool room

Electrical distributive and maintenance shop

Electrical repair shop

Road & Transport shop

11

INDUSTRY PROFILE
India is a land of diverse cultures and Indian Railways plays a key role in not only
meeting the transport needs of the country, but also in binding together dispersed areas and
promoting national integration. Truly, Indian Railways have emerged as the sinews of the
Indian economy and have reached out to bring together the great Indian family.
Railways traverse trough the length and the breath of the country covering 63,140
route kms on 31.03.2002 comprising broad gauge (45,099 kms) meter gauge (14,776 kms)
and narrow gauge (3,265 kms). As the principle constituent of the nation transport system,
Indian Railways own a fleet of 2,16,717 wagons, 39,236 coaches and 7,739 numbers of
locomotives and manage to run 14,444 trains dai8ly, including about 8,702 passenger trains.
They carry more than a million tons of freight traffic and about 14 million passengers
covering 6,856 number of station daily.
Indian Railways have been the prime movers to the nation and have the distinction of
being one of the largest railway systems in the world under a single management. Railways
being the more energy efficient mode of transport are ideally suited for movement of bulk
commodities and for long distance travel. As compared to road transport, the railways have a
number of intrinsic advantages. Railways are five to six times more efficient, four times more
efficient in land use and significantly superior from the standpoints or the environment
impact and safety. Indian Railways, therefore right occupy pride of place in the growth and
development of the nation.
Railways being the prime infrastructure sector of the country need to expand and
develop to keep pace with the growth of Indian Economy. The massive investment needed for
the development of the railway system has not been fully available. The budgetary support to
the railways has been increasing, but is far from adequate and has not keeping pace with the
throw-forward.
Railways have to perform the dual role off commercial organization and vehicle for
fulfillment of social obligations. In national emergency, railways have been in the forefront in
12

rushing relief material to disaster stricken regions. For meeting social obligations, railways
are required to make investments that are undeniable and also have to provide subsidized
services. Unlike many foreign railways, which receive Government subsidies for public
service obligations, Indian Railways are not specifically compensated for these operations.
The Indian Railways system is managed through zones and operating divisions. There
are also six production units engaged in manufacturing, rolling stock, wheels and axes and
other ancillary components to meet Railways requirements.

13

PRODUCT PROFILE
ICF production can be classified is to following category they are
o Self propelled coaches
o Air conditioned coaches
o Conventional coaches
o Special coaches
o Export coaches
SELF PROPELLED COACHES :
It consists of motor coaches non-driving trailer or drining trailer coaches. In this
category the following types of coaches have been developed.
BG AC EMV 25 KV for Calcutta, Delhi and Chennai
BG DC EMV for Mumbai on 1500 VDC system
Metro railway coaches 750 x for Calcutta under ground system.
Machine EMU for Committer travels
Diesel hydraulic multiple unit Non Electrified territories
MG EMV 25 KV for Madras MG system
MG YRD for how density branch line operation.
AIR CONDITIONED COACHES :
These have been produced as different combination of chair cars two tier sleepers and
first class sleepers coaches in addition special coaches such as A/C power cars, place on
wheel coaches and Export coaches have produced. A total number of above 16/A/C coaches
have been produced so far. ICF was the first production unit to be associated with the
introduction of Rejdhani expresses in 1968 1969 and shortened express in 1987 88.

14

CONVENTIONAL COACHES:
In this category pantry, carry, tourist cars, dinning cars, BG/MG Non A/C power
cars, inspection cars, double ducker coaches BG/MG military ambulance, dinning, kitchen,
and salon cars, special racks for pink city and vaigai have been produced so far.
EXPORT COACHES :
At total 425 coaches have been exported to a Afro Asian Countries in two different
Ganges of 1000mm and 1067mm on 16 th April 2003, Indian Railway enter in to yet another
area having entered in to 150 years dedicated service to the nation and car rightly feel a sense
of pride, achievement and satisfaction.

15

DATA COLLECTION TECHNIQUE

RESEARCH - DEFINITION:
Research may be defined as the systematic and objective analysis and of controlled
observations that may lead to the development of generalizations, principles of theories,
resulting in prediction and possibility ultimate control of events.
Some research is defined as a movement, a movement from the known to the
unknown. It is an effort to discover something. Some people say that research is a on effort
to know more and more about less and less .
According to CLIFFORD WOODY, research comprises, defining and redefining
problems formulating hypothesis or suggested solutions; collecting organizing and evaluating
data; making deductions and reaching conclusions ; and at last carefully testing the
conclusions to determine whether they fit the formulating hypothesis.
Research may also defined as any organized enquiry discussed and carried out to
provide information for solving a problem .

RESEARCH METHODOLOGY
Research methodology is defined as the systematic, objective and
exhaustive search for the facts relevant to any problem.
It is the main idea to know about the company, employees and their products. It
involves data collection, analysis and interpretation. Research cannot draw decisions, but it
helps in the task of decision-making.
A scientific undertaking which by means of logical and systematic techniques aims
to
1. Discover new fact (or) verify and test old facts.
2. Analysis there sequence, interrelationship and casual explanation.

16

3. Developed new scientific tools concept and theory which would facilitate reliable and
valid study of human behaviour.
The Data has been collected through observations, questionnaire and personal
interview.

Analysis Technique :
Collected data has been analyzed and interpreted through statistical tools like chi-

Square.
RESEARCH DESIGN:
It is method, which is being selected to perform a survey on a particular center. A
research design is purely and simply the framework or plan for the guides the collection
analysis of data.
There are three types of research design namely
1. Exploratory research design.
2. Descriptive research design.
3. Experimental research design.
1. EXPLORATORY RESEARCH DESIGN : This is also called formulative research design. This aims at formulating a
problem for more precise idea or hypothesis based on this, the stages of research could be
planned. As this design is only a formulative type, it should be highly feasible.
Survey of related literature by studying intensively the past studies and
contributions relating to the field of study, the research problem could be easily formulated.
Conducting experience survey this refers to undertaking collection of details
and discussion with the experienced people in the chosen field of research. This would help
the researcher to determine the extent to which he is original and can avoid duplication.
Analysis of insight stimulating examples is yet another method, in which
depending upon the study on hand. In this method, the experience of people would be used
as guide to develop or formulate a hypothesis.

17

2. DESCRIPTIVE AND DIAGNOSTIC RESEARCH DESIGN: Descriptive research is one, which we will use for finding facts and describing
research. Descriptive research is a fact-finding investigation with adequate interpretation. It
is the simplest type of research and is more specific, as it focuses on particular aspects or
dimensions of the problem studied. Mainly designed to gather descriptive information and
provides information for formulating more sophisticated studies. Data are collected by using
appropriate methods like:

Observing

Interviewing

Mail questionnaire

It is characteristics of a Group or Individual or a Situation.

On the other hand the diagnostic studies aim at identifying the relationship of any
existing problem. Based on the diagnostic, it would also help to suggest methods to solve the
problem. In this process it may also evaluate the effectiveness of the suggestions already
implemented.
3. EXPERIMENTAL RESEARCH DESIGN : The experimental research studies are mainly focused on finding our the cause and
effect relationship of the problem under study. The experimental design is broadly classified
as

Informal Experimental Design

Formal Experimental Design

The former includes, after only with control design, before and after without

control design, before and after control and export factor design. The formal experimental
design would include Completely randomized design, randomized block design.
DATA COLLECTION
Data are facts and other relevant materials are information, past and present,
serving as basis for study and analysis.
18

There are two types of data collection methods which are as follows:

Primary Data :
Primary data has been collected using a questionnaire; The questionnaire has

been circulated to all the employees. The questionnaire consisted of around twenty questions
containing both objective and descriptive type of questions.

Secondary Data :
The secondary data are collected by organization to satisfies its own need, but it

is being used by various departments for different reason.

SAMPLING TECHNIQUE
SAMPLE: Research conclusions and generalizations are only as good as the sample they are
based on. Samples are always subsets or small parts of the total number that could be
studied. It is a process of drawing a sample from a large population.
It has three techniques:

Questionnaire

Direct Interview

Observation

SAMPLE SIZE:
A Sample size of 100 which has been chosen for the study from the employee
working with Integral coach factory for employee job satisfaction.
AREA OF COVERAGE:
Employees working with Integral coach factory in Chennai to measure the employee
job Satisfaction concept.
SAMPLING METHOD:

19

Convenience sampling was used for the purpose of the study so the sample has been
collected, based on the convenience of the researcher.
WHY CONVENIENCE SAMPLING METHOD:
Convenience Sampling It is also called haphazard or accidental, this method is
based on using people who are captive audience, just happen to be walking by, or show a
special interest in your research. The use of volunteers is an example for convenience
sampling.

20

REVIEW OF LITERATURE
This chapter consists of previous empirical studies on Job satisfaction. Issues related
to Job satisfaction plays vital role in human resources development. Job satisfaction is the
major area where academicians are trying to define, identify and measure the industrialists
who are seeking it. The Government is enthusiastically supporting it and is reported that in
1970 it has been estimated that there are over five thousand articles published on the job
satisfactions. The researcher reviewed earlier studies made by different authors and had been
discussed below:IMPORTANCE OF JOB SATSFACTION
Job satisfaction has been the centre of concentration for researchers over three
decades. The reasons for such concentration are manifold.
Job satisfaction has some relation with the mental health of the people.
Job satisfaction has some degree of positive correlation with physical health of
individuals.
Spreads goodwill about the organization.
Reduces absenteeism and turnover.
CONSEQUENCES OF JOB DIS-SATISFACTION

Absenteeism

Turnover

Negative Publicity

21

Factors to Improve Job Satisfaction

To mitigate dissatisfaction or to improve job satisfaction a number of interventions
can be undertaken. Researcher has found that some of the most important of them :I. Improving the working conditions.
II. Transferring discontented workers.
III. Changing the perception of dis-satisfied employers.
IV. Initiating morale building programmers.
FACTORS RELATED TO JOB SATISFACTION
These are various factors which are related to Job satisfaction. These factors may be
classified under two groups:I. Characteristics of the individual, and
II. Characteristics of the job.
. Characteristics of the Individual:
The following characteristics of an Individual affect the job satisfaction of a worker:a) AGE:Herzberg has established an important correlation between age and job satisfaction.
According to him in the early years of his employment, the morale of the youth is high and it
decrease after sometime. Some other researchers show that taking into account the
occupational level constant, that there generally a positive correlation between age and jobsatisfaction up to the age of early sixties and then there is a sharp decrease. On the other
hand, there are studies that show no relationship between age and job satisfaction.

22

b) EDUCATIONAL LEVEL AND INTELLIGENCE:There is a relatively constant trend of evidence which indicates that, with
occupational level held constant, there is negative relationship between educational level and
job-satisfaction particularly his pay satisfaction [Cantril 1943, centers and cantril 1946, suehr
1962, Klein and Maher 1966, Vollmer and Kinney 1955, Schwals and Wallace 1973, Lawler
1971]. Ash (1954) has established no relationship between the two variables. It is very
difficult to find out the reasons for the differences in outcome of the various studies because
these researches are based on theoretical framework.
c) GENDER:Hulin and Smith (1964) established no relationship between gender and job
satisfaction. But it is group of variables relating to gender such as pay, promotional avenues
and occupational level etc. which concerns the job satisfaction. One of the studies in this
subject revealed that women workers are more satisfied with their job than men in spite of the
fact that men and women were getting the same pay and status.
.CHARACTERISTICS OF THE JOB:
There are different job characteristics that are related to job satisfaction. These
characteristics are:a) Occupational level:The general conclusion of various studies shows that the higher the level of job, the
greater is the job satisfaction. Various needs are being satisfied at different levels of job.
Gurin, veroff and feld (1960) found that men of high status have more ego Satisfaction than
men at low status in the organization. Porter (1962) established that higher level jobs satisfy
the ego of the person because they get high status, more pay. It happens due to over social
system. We, in society, values some job higher than others hence people like such highly
valued jobs in comparison to lower level job and they feel themselves more satisfied as soon
as they get it.

23

b)Job contents:Various researches (Wyatt, Fraser, and stock 1929, Baldamus 1951, walker and
Guest 1952, Mann and Hoffman 1960, and Hackman 1954) indicate that the greater the
satisfaction of the individuals involved. The study made by walker and Guest 1952 in an
automobile assembly plant found that jobs that involved fine of more distinct operations,
69% of the workers, working on the operations had favourable job feelings and only 33% of
workers engaged on single operation job liked their job.
c) Pay and Promotional opportunities:A person will feel dissatisfied if there is no promotion or if the job lacks
promotional avenues. Through promotional opportunities is closely related with the
merit but seniority is also considered.
d) Social Interaction and working in a group:The interaction is more satisfying if others behaviour in the group is similar to his
own and others recognize him or when interaction facilitates him in the achievement of goals.
e) Security of job:Job-security is an important consideration on lower level or unskilled jobs while it is
secondary on higher level or technical or skilled jobs.
f) Intrinsic aspects of the job:The intrinsic value of job is also related for job satisfaction. The intrinsic value of
job differs from man to man, so job satisfaction also differs. A more skilled worker may feel
dissatisfied if there are low job requirements.
g) Working conditions:If working conditions on the job in the organization are better in comparison to
similar jobs in their organization, the workers will be more satisfied. If these are worse, they
will feel dissatisfied.

24

Theories of job satisfaction

The job characteristics model suggests the causes of job satisfaction are objective
characteristics:Hackman and Oldham (1975) suggested that jobs differ in the extent to which they
involve five core dimensions:
1. Skill variety
2. Task indentify
3. Task significance
4. Autonomy
5. Task Feedback.
They suggest that if jobs are designed in way that increase the presence of these core
characteristics three critical psychological states can occur in employees:1. Experienced meaning fullness of work.
2. Experienced responsibility for work outcomes.
3. Knowledge of result of work activities.
According to Hackman and Oldham, when these critical psychological states are
experienced work motivation and job satisfaction will be high.

25

DATA ANALYSIS & INTERPRETATION

Table -1
Age group of Employees
Age

No. of Respondents

% of

21- 30 yrs

20

Respondents
40%

31- 40 yrs
41- 50 yrs
Above 50

10
15
05

20%
30%
10%

Total

50

100%

Inference:
From the above table, it is studied, that 40% of the respondents belongs to
the age group of 21- 30yrs , 30% of respondents belongs to 41 - 50yrs and 20% of
respondents belongs to 31-40yrs age.

26

CHART -1
Age group of employees

27

TABLE-2
Gender of Respondents
Gender

No. of Respondents

% of Respondents

Male

42

84%

Female

08

16%

Total

100

100%

Inference:
From the above table, it is studied that, 84% of the respondents belongs to male
category and 16% are belongs to female category.

28

CHART 2
Gender of Respondents

29

TABLE 3
Marital status of Respondents
Marital status

No. of Respondents

% of Respondents

Single
Married

15
12

30%
24%

Married with
kids
Total

23

46%

50

100%

Inference:
From the above table, it is studied that, 46% of the respondents are married
with kids, 30% of the respondents are single and 24% of the respondents married.

30

CHART 3
Marital status of Respondents

31

TABLE 4
Educational Qualification of Respondents

Educational

No. of

% of Respondent

Qualification
Below 12th std

Respondents
12

24%

12 std

10

20%

UG

16%

PG

10%

Others

15

30%

Total

50

100%

th

Inference :
From the above table, it is studied that, 30% of the respondents belongs to the
educational level of others, 24% of the respondents belong to the below 12 th std and
20% have completed 12th,16% their under graduation and their 10% post graduation.

32

CHART 4
Educational Qualification of Respondents

33

TABLE 5
Nature of Employment
Nature of Employment

No. of

% of Respondents

Respondents
Permanent
Temporary

50
-

100%
-

Total

100

100%

Inference:
From the above table, it is studied that, 100% of the respondents accepts that
jobs are permanent in nature.

34

CHART 5
Nature of Employment

35

TABLE 6
Years of experience
Experience
Less than 5 yrs

No. of Respondents
4

% of Respondents
8%

5 10yrs

6%

10 15yrs

13

26%

15 20yrs

10%

Above 20 yrs

25

50%

Total

50

100%

Inference:
From the above table, it is studied that, 50% of the respondents have
experience above 20 years and 26% of the respondents are having experience between
10 15 years and 10% of the respondents are having experience between 15-20 years.

36

CHART -6
Years of experience

37

TABLE 7
Complete satisfaction under various parameters
Attributes
Promotion
Job Security

No. of

% of

Respondents
2
13

Respondents
4%
26%

15

30%

5
7
6
2
50

10%
14%
12%
4%
100%

Working
Environment
Recognition
Working Hours
Safety Features
Welfare Measures
Total
Inference:

From the above table, it is studied that 30% of the respondents are fully satisfied
with working environment, 26% of the respondents are fully satisfied with job security, 14%
of the respondents are fully satisfied with working hours, 10% of the respondents are fully
satisfied with recognition, 12% of the respondents are fully satisfied with safety measures,
4% of the respondents are fully satisfied with welfare measures.

38

CHART 7
Complete satisfaction index

39

TABLE 8
Satisfaction levels at various facilities
S. No

Facilities

No. of
Respondents

Percentage

1.

Canteen facility

10%

2.

Transportation

10

20%

3.

Medical Facilities

18

36%

4.

Rest room

10%

5.

Education

12

24%

50

100%

TOTAL

INFERENCE:
Among 100 respondents 36% of respondents are satisfied with the available medical
facility, 24% of respondents are satisfied with the available education, 20% of respondents
are satisfied with the available transportation facility, 10% of respondents are satisfied with
the available canteen facility and 10% of respondents are satisfied with the available rest
room facility .

40

CHART 8
Satisfaction levels of the various facilities

41

TABLE 9
Wage discrimination exists among employees in the organization
Wage
Discrimination
Yes

No. of
Respondents
-

% of Respondents

No

50

100%

Total

50

100%

Inference:
From the above table, it is studied that, 100% of the respondents felt that there is no
wage discrimination in their organization.

42

CHART 9
Wage Discrimination exists among employees in their organization

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TABLE 10
Inter-Personal Relationship between sub-ordinates & Superiors
Inter-Personal
Relationship

No. of
Respondents

% of Respondents

Excellent

8%

Good

22

44%

Satisfactory

23

46%

Bad

2%

Total

50

100%

Inference:
From the above table, it is studied that, 44% of the respondents felt good about the
inter-relationship, 46% of the respondents felt satisfactory about the inter-relationship and
8% of the respondents felt satisfactory about the inter-relationship between subordinates and the superiors.

44

CHART 10
Inter-Personal Relationship between Employees and Superiors

TABLE 11
Ability to achieve the target with the Stipulated Time
Ability to achieve target

No. of Respondents

% of Respondents

Yes
No

30
20

60%
40%

Total

50

100%

45

Inference:
From the table, it is studied that, 60% of the respondents feel they are able to achieve
their target within a stipulated time and 40% of the respondents feel they are not able to
achieve their target within a stipulated time.

46

CHART 11
Ability to achieve the target with in the stipulated time

47

TABLE 12
Delay in getting compensation
Delay in getting
compensation

No. of Respondents

% of Respondents

Yes

6%

No

47

94%

Total

50

100%

Inference:
From the above table, it is studied that, 5% of the respondents agree that
compensation is being delayed and 94% of the respondents disagreed that there is delay in
compensation.

48

CHART 12
Delay in getting compensation

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TABLE 13
Complete utilization of skills
Utilization of
knowledge and skill

No. of
Respondents

% of Respondents

Yes

20

40%

No

30

60%

Total

100

100%

Inference:
From the above table, it is studied that, 40% of the respondents felt that their
knowledge and skills are fully utilized and the remaining 60% feel that skills are being under
utilized.

50

CHART -13
Utilization of employees skills

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TABLE 14
Management cares about employee grievances
Description

No. of
Respondents

% of Respondents

Yes
No

40
10

80%
20%

Total

100

100%

Inference:
From the above table, it is studied that, 80% of the respondents felt that the
management takes care of the grievances of employees and 10% of the respondents felt that
management did not care of employee grievances.

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CHART 14

Management can taking care of employees grievances

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TABLE 15
Satisfaction levels with various benefits
S. No

Benefits

No. of Respondents

Percentage

1.

Fringe Benefits

Good
45

Bad
5

Good
90%

Bad
10%

2.

Loans

42

84%

16%

3.

Maternity

100

100%

4.

Salary

100

100%

INFERENCE:
Among 100 respondents90% of respondents are satisfied with the fringe benefits,
84% of respondents are satisfied with the loans, 100% of respondents are satisfied with the
maternity benefits, 100% of respondents are satisfied with the salary benefits.

54

CHART 15
RESPONDENTS BASED ON THEIR SATISFACTION WITH THE AVAILABLE
ESTABLISHMENT:

55

TABLE 16
Opinion about workload
Work overload

No. of
Respondents

%of
Respondents

Yes
No

50
-

100%
-

Total

50

100%

Inference:
From the above table, it is clear that, 100% of the respondents feel that they are not
being overburdened with work.

56

CHART 16
RESPONDENTS BASED ON THEIR OPINION ABOUT WORK LOAD:

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TABLE 17
Employees satisfaction towards work
Dimension
Highly satisfied
Satisfied
Moderately satisfied

No. of
Respondents
8
27
15

% of
Respondents
16%
54%
30%

Dissatisfied

Total

100

100%

Inference:
Form the above table, it is studied that 54% of the respondents felt
satisfaction to work in their organization, 30% of the respondents felt that they
are moderately satisfaction to work in their organization and 16% of the respondents
feel that they are highly satisfaction to work in their organization.

58

CHART 17
How they are feel to work in their organization

59

FINDINGS

One of the encouraging fact that is evident from the study made is that in the level
of satisfaction with the co-workers working in Integral Coach Factory is
satisfactory though the education qualification of the employees were only below
12th std to the extent of 25% of the employee population.

The study reveals that the nature of employment provided by the federation is
permanent to the extent of 100% and nearly 50% of the employees have gained
experience of above 20 years.

It is evident from the study that the employees are very much secured about their
job in Integral Coach Factory. The interpersonal relationship between employees
and their superiors are found to the good to the extent of 45%. Almost all the
workers employed in federation are able to achieve the target within the stipulated
time.

The study rightly concluded that the workers have been fully utilizing their
knowledge and skills and the management is also very keen in attending and
taking care of employees grievances.

It is found that nearly 54% of thee employees were satisfied to work in the
Integral Coach Factory.

SUGGESTIONS

60

It is important to motivate workers through appropriate salary and periodical

promotions. Job satisfaction can also be created by not only giving attractive
remuneration but also by providing them good designation.

Percentage of employees suggested that the hours of work should be made

convenient and arranged in such a manner that makes least possible in
convenience to the largest number employees.

It is believed that very often the workers are faced by problems in his work that he
cannot solve alone. He seeks help and guidance from other workers is even from
the managers. More training can be given to the employees.

It is essential that the quantity in work does not exist the individuals ability to
complete it. Adequate time must be provided to the employee to comfortably carry
over the work which avoids tiredness.

The organization should increase other facilities that will help the employees to do
the job better.

The organization should make working environment good.

The organization can get suggestions from the employees.

CONCLUSIONS
Job satisfaction is a function of or is positively related to the degree which ones
personal needs are fulfilled in the situation and Job satisfaction is a function of or is
positively related to the degree to approval and the desires of the group to which the
individual looks for guidance in evaluating the world.
Its evident that the description of factors influencing job satisfaction that it
necessitates the creation of certain conditions of work different factors may be important in
different situations increase in waged in a common factor which is important very where
61

promotion is another factor which places an important role in maintaining or destroying job
satisfaction. Apart from this the other factor may be more or less important depending upon
the situation. For example in an organization in which the workers educational degree have
great importance should also see to it the workers is promoted when he adds to his
qualifications on the other hand in an organization in which training or paper qualifications
no value this question will not arise at all finally, it can be said that job satisfaction depends
on all those factors which influence morale.

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A STUDY ON EMPLOYEES JOB SATISFACTION WITH REFERENCE TO INTEGRAL

COACH FACTORY
CHENNAI
QUESTIONNAIRE
1. Name :2. Age

:(a) Less than 20

(b) 21 30
(c) 31 40
(d) 41 50
(e) Above 50

3. Gender:(a) Male
(b) Female
4. Marital Status:(a) Single
(b) Married
(c) Married with Kids
5. Educational Qualification:(a) 12th std
(b) UG
(c) PG
(d) Other (specify)
6. What is your nature of employment?
(a) Permanent
(b) Temporary
7. How many years of experience do you have in this field?
(a) Less than 2yrs
(b) 2 - 5yrs
(c) 5 10yrs
(d) 10 15yrs
(e) Above 15yrs
8. According to your preference, rank the following attributes for
63

Job satisfaction:(a) Promotion

(b) Recognition
(c) Welfare Measures
(d) Job Security
(e) Working Hours
(f) Working Environment
(g) Safety Features
9. Rank your level of satisfaction regarding following attributes?
(a) Canteen Facilities
(b) Transportation
(c) Medical Facilities
(d) Rest Room
(e) Water and Toilet Facilities
10. Do you think that wage discrimination is existing in your organization?
(a) Yes
(b) No
11. What do you think about the Inter-Personal relationship exist among
employees and superiors in the organization?
(a) Yes
(b) No
12. Do you think you are able to achieve the target within the stipulated
time?
(a) Yes
(b) No
13. Do you find delay in getting compensation as per the statutory
requirement?
(a) Yes
(b) No
14. Do you think that your knowledge and skill are fully utilized in your
organization?
(a) Yes
(b) No
64

15. Do you think that your management is taking care of employees

grievances?
(a) Yes
(b) No
16. Please rate your level of job satisfaction based on following attributes of
your organization?

Benefits

Excellent

Good

Average

Fringe
Benefits
Loans
Maternity
Salary

17. Do you think there is work overhead in your organization?

(a) Yes
(b) No
21. How do you feel to work in your organization?
(a) Highly Satisfaction
(b) Satisfaction
(c) Moderately Satisfaction
(d) Dis-Satisfaction
65

22. Suggestions and Remarks if any _______________________

___________________________________________________
____________________________________________________

66

BIBLIOGRAPHY

1. Personal Management

- Dr. Mittal and Dr. Agarwal

2. Human Resource Management

- K.Ashwathappa,

Website: www.icf.com
www.Google.co.in

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