A STUDY ON EMPLOYEE JOB SATISFACTION IN DSM TEXTILES AT KARUR.

CHAPTER-I

INDRODUCTION

The present study is made an attempt to identify Job Satisfaction facilities and
employee’s level about Job Satisfaction facilities adopted. To achieve the aforesaid objective
data is gathered from 110 employees of the organization with random sampling technique. It is
found that most of the respondents are aware about the legislative and non - legislative employee
Job Satisfaction facilities provided at the Company, Job Satisfaction facilities like medical,
canteen, working environment, safety measures etc., are provided by the company. And most of
the employees are satisfied with the Job Satisfaction facilities adopted by the company towards
the employee’s Job Satisfaction.

INTRODUCTION

Every individual has certain needs and motives which want to fulfill. Any job which
fulfills their needs and motives. There are some situational factors responsible for job
satisfaction. The important causes of job satisfaction are wage incentive systems, the work
environment, length of working hours, behavior of the supervisor, security, scope for promotion
and recognition of merit. Besides proper evaluation of work, impartial behavior and social
relationship with co-workers etc. are also contributory factors.

The term Job Satisfaction proposes many ideas, meanings and connotations, such as the state of
well-being, health, happiness, prosperity and the development of human resources. As a total
concept of Job Satisfaction, it is a desirable state of existence involving physical, mental, moral
and emotional well-being.

The social concept of Job Satisfaction implies the Job Satisfaction of man, his family, and his
community. Job Satisfaction is called a relative concept, for it is related to time and space.
Changes in it have an impact on the system of Job Satisfaction as well. Job Satisfaction is also a
positive concept. In order to establish a minimum level of Job Satisfaction, it demands certain
minimum acceptable conditions of existence, biologically and socially.

The employee Job Satisfaction schemes can be classified into two categories viz. statutory and
non-statutory Job Satisfaction schemes. The statutory schemes are those schemes that are
compulsory to provide by an organization as compliance to the laws governing employee health
and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock
Workers Act (safety, health and Job Satisfaction) 1986, Mines Act 1962. The non–statutory
schemes differ from organization to organization and from industry to industry.

It is a comprehensive term including various services, benefits and facilities offered to

employees by the employer. Through such generous fringe benefits, the employer makes life
worth living for employees. The Job Satisfaction amenities are extended by in addition to normal
wages and other economic rewards available to the employees as per legal provisions. The
significance of Job Satisfaction were accepted as early as 1931 when the Royal Commission on
Labor stated, the benefits are of great importance to the worker which he is unable to secure by
himself. The schemes of labor Job Satisfaction may be regarded as a wise investment because
these would bring a profitable return in form of greater efficiency.

Employee Job Satisfaction facilities in the organization affects on the behavior of the employees
as well as on the productivity of the organization. While getting work done through employees
the management must provide required good facilities to all employees. The management should
provide required good facilities to all employees in such way that employees become satisfied
and they work harder and more efficiently and more effectively.

Job Satisfaction is a broad concept referring to a state of living of an individual or a group, in a

desirable relationship with the total environment – ecological economic and social. It aims at
social development by such means as social legislation, social reform social service, social work,
social action. The object of economics Job Satisfaction is to promote economic production and
productivity and through development by increasing equitable distribution.

Lab our Job Satisfaction is an area of social Job Satisfaction conceptually and operationally. It
covers a broad field and connotes a state of well being, happiness, satisfaction, conservation and
development of human resources.
Employee Job Satisfaction is an area of social Job Satisfaction conceptually and operationally. It
covers a broad field and connotes a state of well-being, happiness, satisfaction, conservation and
development of human resources and also helps to motivation of employee. The basic propose of
employee Job Satisfaction is to enrich the life of employees and to keep them happy and
conducted. Job Satisfaction may be both Statutory and Non statutory laws require the employer
to extend certain benefits to employees in addition to wages or salaries.

OBJECTIVE OF THE STUDY

 The study has been designed with the following objects

 To know awareness about the concept of “Employee job satisfaction”
 To know employees Job Satisfaction strategies in this company of employees.
 To give suggestions to improve the labor job satisfaction in the company. Ensure
continuous development of human Resources.
 To maintain good relationship between the management and workers.
 To find out various job satisfaction
 Facilities provided at the Company.

SCOPE OF THE STUDY

 The study "Employee job satisfaction” provided by DSM TEXTILES AT KARUR.

 has thrown light to the Job Satisfaction of employee who marks in the organization.
 This study wills help the top management to improve their labor Job Satisfaction in
favorable for employees of DSM TEXTILES AT KARUR.
 The Study covers the whole organization is taken into consideration and the survey is
conducted among the workers through the Questionnaire and also present study is
restricted to Gray Grain Polymer Rubber Industry at Madurai and data is analyzed based
on the information provided by employees of the DSM TEXTILES AT KARUR.
CONSTRAINTS AND LIMITATION OF THE STUDY:

 As the study revolves around the reward system of the organization and in spite of
keeping serious and sincere efforts there are several limitations. There are as follows.
 The information is collected by 110 employees only.
 The investigation access to the staff was limited due to the shift system.
 Information received from the respondents neither may not be accurate. So the received
information will not give a true and fair view of the actual position.
 Due to time constraint, the research work has been undertaken within the stipulated time
of 3 weeks
 Due to time limitation, sample size for the project study is limited to only 110 laborers.

RESEARCH METHODOLOGY

A Research design is simply the framework or plan for a study. The design may be a specific
presentation of the various steps in the process of Research. For this descriptive design was used.
Descriptive research includes survey and fact finding enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs, as it exists at present. In this
method the researcher has no control over the variables. He / She can only report what has
happened and what is happening.

The methodology adapted to collecting information from a sample size of 100 respondents by
using simple random sampling technique, in order to analyze and interpret the respondent’s
opinions and views with respect to the Job Satisfaction provided by DSM TEXTILES AT
KARUR. The entire study is based on both the primary data and Secondary data.

PRIMARY DATA:

For collecting the primary data, the questionnaire method was employed. Each respondent was
given a questionnaire and they answered it and returned back in two weeks’ time.
Questionnaire: A Questionnaire has been prepared and distributed among the respondents
(employees) for both executives and non-executives.

Interview: Personal Interview and interaction with the respondents (employees).

Observation: by observing the working environment.

SECONDARY DATA

For secondary data the researcher depends on various company records, websites and journals
etc. The secondary data is that which have been already collected by someone or else which have
been passed through statistical data can be categorized into two broad categories named
published and unpublished statistics.

Data sources

Primary data was collected by the questionnaire based marked survey. Secondary data was
obtained from journals, magazines newspapers, books and the internet.

Research Instrument

For doing the survey research, structured questionnaire with both open ended and close end
equations were used.

Data Analysis:

The mode of survey was personal interview with the respondents during the filling up of the
questionnaire.

Sampling Techniques:

The sampling used for this study was probability sampling. Since the study is only meant
for certain specific categories within the total population, a stratified random sample
was used. Three groups of categories have been taken into account viz. students
professionals and general public.
Sample Size

A sample size of 110 respondents is used for the study.

TOOLS OF THE STUDY

Percentage analysis and chi-square are used for analyzing the data collected.

Percentages are obtained when ratios are multiplied by 150

No. of respondents

Percentage of respondents = ---------------------------- X 100

Total No. of respondents

CHI-SQUARE ANALYSIS:

Chi-square test = (O-E)2/E

Degrees of freedom = V = (r-1) (C-1)

Where O = Observed Frequency

E = Expected Frequency

R = Number of rows

C = Number of columns

Level of significance = 5%.

 CHAPTER –II

REVIEW OF LITERATURE

Report of National Commission on Employee (2002), Government of India, made

recommendations in the area of Employee Job Satisfaction which include social security,
extending the application of the Provident Fund, gratuity and unemployment insurance etc.
Shobha, Mishra & Manju Bhagat, in their “Principles for Successful Implementation of
Employee Job Satisfaction”, stated that Employee absenteeism in Indian industries can be
reduced to a great extent by provision of good housing, health and family care, canteen,
educational and training facilities and provision of Job Satisfaction activities.

A. Sabarirajan, T. Meharajan, B.Arun (2001) analyzed the study on employee Job

Satisfaction in RUBBER industry. The study shows that 15% of the employees are employees
are satisfied with their Job Satisfaction.39 % of the employees is average with their Job
Satisfaction. 16% of them are in highly dissatisfied level. This study throws light on the impact
of Job Satisfaction on QWL among the employees of RUBBER Industry in MADURAI district.”
While describing the Job Satisfaction in DSM TEXTILES AT KARUR. A.J.Todd (1933) was
analyzed that the Employee Job Satisfaction is the voluntary efforts of the employers to
establish, within the existing industrial system, working and sometimes living and cultural
conditions of the employees beyond what is required by law, the custom of the industry and the
conditions of the market.

V. V. Giri National Employee Institute(1999-2000), a fully funded autonomous body of the

Ministry of Employee, it was conducted action-oriented research and provides training to grass
root level workers in the trade union movement, both in the urban and rural areas, and also to
officers dealing with industrial relations, personal management, Employee Job Satisfaction, etc.

In the view of K.K. Chaudhuri, in his “Human Resources: A Relook to the Workplace”, states
that HR policies are being made flexible. From leaves to compensations, perks to office
facilities, many companies are willing to customize policies to suit different employee segments.
Conventions and Recommendations of ILO (1949) sets forth a fundamental principle at its
26th conference held in Philadelphia recommended some of the measures in the area of Job
Satisfaction which includes adequate protection for life and health of workers in all occupations,
provision for child Job Satisfaction and maternity protection, provision of adequate nutrition,
housing and facilities for recreation and culture, the assurance of equality of educational and
vocational opportunity etc.

A Study done by P.R. China in 2003, Great expectations are being placed on firms to act with
increasing social responsibility, which is adding a new dimension to the role of management and
the vision of companies. They argue that social Job Satisfaction activities are strategic
investments for firm. They can create intangible assets that help companies overcome entry
barriers, facilitate globalization, and outcompete local rivals. They are simple contribution, topic
contribution, collaboration with non-profit organizations or government organizations, and
establishment of corporation charity fund. Future research on corporate citizenship would be
strengthened in philanthropic strategy and management.
 CHAPTER III

COMPANY PROFILE

DSM Textiles is located at Karur, Tamil Nadu in the Southern part of India. Established in 2001,
we are an Eminent Manufacturer, Exporter and Supplier of the Cotton Home furnishing Textile
Products that are a reflection of the dexterity of the artisans of India. We incorporate the latest
trends, Designs and Colors in Our Home Furnishing Textile Products that caters to the diverse
taste and preferences of our discerning clients.

We are backed by a Talented Team of Master Craftsmen with Rich Experience in infusing life
into the Home Furnishing textiles through their dexterous hands. Our dedicated Quality Control
supervisors carefully monitor the entire production process to ensure quality standards and client
specifications are met.

Each of our creations speaks volume of the efforts and craftsmanship that goes into making
them. This is the reason our Home Furnishing Textile Products have found immense appreciation
and accolades in the international market.

DSM Textiles, the Name you can trust for Quality Textiles Products. VKS fabrics offer a wide
range of Textiles Products, Created & Designed to Satisfy Our Buyers Worldwide.

Most of our products are manufactured as per our buyer's design under their Orders and in their
own labels, but We also create designs as per our clients request with our own designers.

DSM Textiles is recognized for its Innovation, Constant Research, Development and Upgrades
to the trends prevailing around World. We constantly evaluate our Clients needs and observe the
evaluation of Consumer Habits. A Specialized Product Development team and dedicated Sales
force are contributing their level best to satisfy our respected clients

- V.K.Sabapathi, Founder.
Being, the family business as Weaving and came from a Weaving Family, DSM Textiles has a
very good knowledge about production, technical aspects and each & every corners of
manufacturing the quality textile products.

Based in Karur, India, We, DSM Textiles manufactures & supplies finest Textiles to Our
Valuable Customers across the World. It has been 14 years, since; we are satisfying our clients
and building a strong relationship both in business and in personal.

From 2006, it's the turn of Mr. Vadivel Kanaga Sabapathi, the son of Mr.V. Kanaga Sabapathi
taken the position and continuing the service to their respected clients. After completing his
International Business studies in the United Kingdom, he himself involves in this wonderful
business with great interest & spirit and always loves very much to serve his respected clients.

INDUSTRY PROFILE

INTRODUCTION TO TEXTIXE

Textiles can be made from many materials. These materials come from four main sources:
animal (wool, silk), plant (cotton, flax, jute), mineral (asbestos, glass fibre), and synthetic (nylon,
polyester, acrylic). In the past, all textiles were made from natural fibres, including plant, animal,
and mineral sources. In the 20th century, these were supplemented by artificial fibres made from
petroleum.

Textiles are made in various strengths and degrees of durability, from the finest gossamer to the
sturdiest canvas. The relative thickness of fibres in cloth is measured in deniers. Microfibre
refers to fibres made of strands thinner than one denier.
Animal textiles

Animal textiles are commonly made from hair, fur, skin or silk (in the silkworms case).

 Wool refers to the hair of the domestic goat or sheep, which is distinguished from other
types of animal hair in that the individual strands are coated with scales and tightly
crimped, and the wool as a whole is coated with a wax mixture known as lanolin
(sometimes called wool grease), which is waterproof and dirt proof citation. Woollen
refers to a bulkier yarn produced from carded, non-parallel fibre, while worsted refers to
a finer yarn spun from longer fibres which have been combed to be parallel. Wool is
commonly used for warm clothing. Cashmere, the hair of the Indian cashmere goat, and
mohair, the hair of the North African angora goat, are types of wool known for their
softness.
 Other animal textiles which are made from hair or fur are alpaca wool, vicuña wool,
llama wool, and camel hair, generally used in the production of coats, jackets, ponchos,
blankets, and other warm coverings. Angora refers to the long, thick, soft hair of the
angora rabbit. Qiviut is the fine inner wool of the muskox.
 Wadmal is a coarse cloth made of wool, produced in Scandinavia, mostly 1000~1500 CE.
 Silk is an animal textile made from the fibres of the cocoon of the Chinese silkworm
which is spun into a smooth fabric prized for its softness. There are two main types of the
silk: 'mulberry silk' produced by the Bombyx Mori, and 'wild silk' such as Tussah silk.
Silkworm larvae produce the first type if cultivated in habitats with fresh mulberry leaves
for consumption, while Tussah silk is produced by silkworms feeding purely on oak
leaves. Around four-fifths of the world's silk production consists of cultivated silk.

Plant textiles

 Grass, rush, hemp, and sisal are all used in making rope. In the first two, the entire plant
is used for this purpose, while in the last two; only fibres from the plant are utilized. Coir
(coconut fibre) is used in making twine, and also in floormats, doormats, brushes,
mattresses, floor tiles, and sacking.
 Straw and bamboo are both used to make hats. Straw, a dried form of grass, is also used
for stuffing, as is kapok.
  Fibres from pulpwood trees, cotton, rice, hemp, and nettle are used in making paper.
 Cotton, flax, jute, hemp, modal and even bamboo fibre are all used in clothing. Piña
(pineapple fibre) and ramie are also fibres used in clothing, generally with a blend of
other fibres such as cotton. Nettles have also been used to make a fibre and fabric very
similar to hemp or flax. The use of milkweed stalk fibre has also been reported, but it
tends to be somewhat weaker than other fibres like hemp or flax.
 Acetate is used to increase the shininess of certain fabrics such as silks, velvets, and
taffetas.
 Seaweed is used in the production of textiles: a water-soluble fibre known as alginate is
produced and is used as a holding fibre; when the cloth is finished, the alginate is
dissolved, leaving an open area.
 Lyocell is a man-made fabric derived from wood pulp. It is often described as a man-
made silk equivalent; it is a tough fabric that is often blended with other fabrics – cotton,
for example.
 Fibres from the stalks of plants, such as hemp, flax, and nettles, are also known as 'bast'
fibres.

Mineral textiles

 Asbestos and basalt fibre are used for vinyl tiles, sheeting, and adhesives, "transite"
panels and siding, acoustical ceilings, stage curtains, and fire blankets.
 Glass fibre is used in the production of spacesuits, ironing board and mattress covers,
ropes and cables, reinforcement fibre for composite materials, insect netting, flame-
retardant and protective fabric, soundproof, fireproof, and insulating fibres.
 Metal fibre, metal foil, and metal wire have a variety of uses, including the production of
cloth-of-gold and jewelers. Hardware cloth (US term only) is a coarse woven mesh of
steel wire, used in construction. It is much like standard window screening, but heavier
and with a more open weave. It is sometimes used together with screening on the lower
part of screen doors, to resist scratching by dogs. It serves similar purposes as chicken
wire, such as fences for poultry and traps for animal control.

Synthetic textiles
All synthetic textiles are used primarily in the production of clothing.

 Polyester fibre is used in all types of clothing, either alone or blended with fibres such as
cotton.
 Aramid fibre (e.g. Twaron) is used for flame-retardant clothing, cut-protection, and
armor.
 Acrylic is a fibre used to imitate wools, including cashmere, and is often used in
replacement of them.
 Nylon is a fibre used to imitate silk; it is used in the production of pantyhose. Thicker
nylon fibres are used in rope and outdoor clothing.
 Spandex (trade name Lycra) is a polyurethane product that can be made tight-fitting
without impeding movement. It is used to make active wear, bras, and swimsuits.
 Olefin fibre is a fibre used in active wear, linings, and warm clothing. Olefins are
hydrophobic, allowing them to dry quickly. A sintered felt of olefin fibres is sold under
the trade name Tyvek.
 Ingeo is a polylactidefibre blended with other fibres such as cotton and used in clothing.
It is more hydrophilic than most other synthetics, allowing it to wick away perspiration.
 Lurex is a metallic fibre used in clothing embellishment.
 Milk proteins have also been used to create synthetic fabric. Milk or caseinfibre cloth was
developed during World War I in Germany, and further developed in Italy and America
during the 1930s. Milk fibre fabric is not very durable and wrinkles easily, but has a pH
similar to human skin and possesses anti-bacterial properties. It is marketed as a
biodegradable, renewable synthetic fibre.
 Carbon fibre is mostly used in composite materials, together with resin, such as carbon
fibre reinforced plastic. The fibres are made from polymer fibres through carbonization.

Production methods

 Weaving is a textile production method which involves interlacing a set of longer threads
(called the warp) with a set of crossing threads (called the weft). This is done on a frame
or machine known as a loom, of which there are a number of types. Some weaving is still
done by hand, but the vast majority is mechanised.
  Knitting and crocheting involve interlacing loops of yarn, which are formed either on a
knitting needle or on a crochet hook, together in a line. The two processes are different in
that knitting has several active loops at one time, on the knitting needle waiting to
interlock with another loop, while crocheting never has more than one active loop on the
needle.
 Spread Tow is a production method where the yarn are spread into thin tapes, and then
the tapes are woven as warp and weft. This method is mostly used for composite
materials; Spread Tow Fabrics can be made in carbon, aramide, etc.
 Braiding or plaiting involves twisting threads together into cloth. Knotting involves tying
threads together and is used in making macrame.
 Lace is made by interlocking threads together independently, using a backing and any of
the methods described above, to create a fine fabric with open holes in the work. Lace
can be made by either hand or machine.
 Carpets, rugs, velvet, velour, and velveteen are made by interlacing a secondary yarn
through woven cloth, creating a tufted layer known as a nap or pile.
 Felting involves pressing a mat of fibres together, and working them together until they
become tangled. A liquid, such as soapy water, is usually added to lubricate the fibres,
and to open up the microscopic scales on strands of wool.
 Nonwoven textiles are manufactured by the bonding of fibres to make fabric. Bonding
may be thermal or mechanical, or adhesives can be used.
 Bark cloth is made by pounding bark until it is soft and flat.

Treatments

Textiles are often dyed, with fabrics available in almost every colour. The dying process often
requires several dozen gallons of water for each pound of clothing.17Coloured designs in textiles
can be created by weaving together fibres of different colours (tartan or Uzbek Ikat), adding
coloured stitches to finished fabric (embroidery), creating patterns by resist dyeing methods,
tying off areas of cloth and dyeing the rest (tie-dyeing), or drawing wax designs on cloth and
dyeing in between them (batik), or using various printing processes on finished fabric.
Woodblock printing, still used in India and elsewhere today, is the oldest of these dating back to
at least 220 CE in China. Textiles are also sometimes bleached, making the textile pale or white.

Textiles are sometimes finished by chemical processes to change their characteristics. In the 19th
century and early 20th century starching was commonly used to make clothing more resistant to
stains and wrinkles. Since the 1990s, with advances in technologies such as permanent press
process, finishing agents have been used to strengthen fabrics and make them wrinkle free.18
More recently, nanomaterials research has led to additional advancements, with companies such
as Nano-Tex and NanoHorizons developing permanent treatments based on metallic
nanoparticles for making textiles more resistant to things such as water, stains, wrinkles, and
pathogens such as bacteria and fungi.19

More so today than ever before, textiles receive a range of treatments before they reach the end-
user. From formaldehyde finishes (to improve crease-resistance) to biocidic finishes and from
flame retardants to dyeing of many types of fabric, the possibilities are almost endless. However,
many of these finishes may also have detrimental effects on the end user. A number of disperse,
acid and reactive dyes (for example) have been shown to be allergenic to sensitive individuals.
Further to this, specific dyes within this group have also been shown to induce purpuric contact
dermatitis.

Although formaldehyde levels in clothing are unlikely to be at levels high enough to cause an
allergic reaction, due to the presence of such a chemical, quality control and testing are of utmost
importance. Flame retardants (mainly in the brominated form) are also of concern where the
environment, and their potential toxicity, is concerned. Testing for these additives is possible at a
number of commercial laboratories; it is also possible to have textiles tested for according to the
Oeko-tex certification standard which contains limits levels for the use of certain chemicals in
textiles products

VISION

To transform the company into a modern and dynamic yarn, cloth and processed cloth hand
finished product manufacturing company with highly professionals and fully equipped to play a
meaningful role on sustain able basis in the economy of Tamilnadu. To transform the company
into a modern and dynamic power generating company with highly professionals and fully
equipped to play a meaningful role on sustainable basis in the economy of Tamilnadu.

MISSION

To provide quality products to customers and explore new markets to promote/expand sales of
the company through good governance and foster a sound and dynamic team, so as to achieve
optimum prices of products of the company for sustainable and equitable growth and prosperity
of the company.
ORGANIZATIOANL STRUCTURE

Founder (V.K.Sabapathi, Founder)

CEO (Mr. VadivelKanagaSabapathi)

HR Manager

Technical Marketing Finance Administration

Department Department Department Department

(Mr.Rangarajan) (Mr.Raja) (Mr. (Mr.Prabakar)

Arulmolidevan)
(20) (155) (30)
(15)

Production
Department

(Mr.Mariyappan)

(530)
 A STUDY ON EMPLOYEE JOB SATISFACTION IN DSM TEXTILES AT KARUR.

QUESTIONARIES

1. Name
2. Designation
3. Various age groups of the employees:

a)Below-25years b) 25-35 years c) 35-45 years d) 45-55 year e) above 55 years

4. Gender of the employee

a) Male b) Female c)Transgender

5. The distribution of the respondents by income level:

a) Below 5000 b) 5000-10000 c) 10000-15000 d) 15000-20000

6. Marital Status

a) Married b) Unmarried c) Widow d) others

7. Qualification level:

a) SSLC b) HSC c) Diploma d) Graduate

8. Experience:

a) Below 5 years b) 5-10 years c) 10-15years d) Above 20 year

9. Rank of the following factor is you satisfied with the following the training time.

(1. Strongly agree, 2. Agree 3. Neutral 4. Disagree 5. Strongly disagree)

Particulars 1 2 3 4 5
Satisfaction of training
1 Training is necessary for any employee for developing skill
2 Are you satisfied working in the company
3 Opinion about training process as a learning experience
4 The performance of trainer/ guest faculty/ instructor
5 Achievement of learning objective from training program
6 Relevancy of training program with the job
Satisfaction of company provided by the training and
development programme
7 There is well designed and widely shared training policy in the
company
8 The content and methodology used in the training program
9 Usefulness of training materials
10 The use of audio-visual aids
11 The practical session in the training program
Opinion about training time
12 The working environment
13 The time duration given for the training period
14 The preferences given to the participants suggestions
15 The motivation given to the participants
16 Overall quality of the training program
17 Satisfaction of the training program conducted as per the
schedule