EMPLOYEE JOB SATISFACTION

INTRODUCTION
TO COMPANY

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 EMPLOYEE JOB SATISFACTION

Introduction to the Organization:-

Name: SHREE RUBER PRODUCTS PVT. LTD

Plant Location: SILVASSA RD. DADARA

SHREE RUBER PRODUCTS is the rubber and plastics industry its main area of
operation is production of plastics taps and filters. It was established in the year 1996 it is
located in A/8, ZERO TAX INDUSTRIAL ESTATE , SILVASSA RD. DADARA.

SHREE RUBBER PRODUCTS was started with authorized capital of

Rs.50,00,000\-. SHREE RUBBER PRODUCTSs is been provided financial assistance by
the “Bank Of Baroda”, which helps them for smooth functioning of their business
activities. Due to expansion of business, the company took loan from bank.

SHREE RUBBER PRODUCTS deals in rubber and plastics products and it

supply its product to markets of Daman, Mumbai and Haridwar.

The mode of transportation of company is by road.

SHREE RUBER PRODUCTSs has its registered office in Goregoan.

Staff

Company has following numbers of staff members-

1) Management- 4
2) Clerical – 8
3) General Workmen – 21
4) Security – 7

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 EMPLOYEE JOB SATISFACTION

Computerization in Work
Concept of computerization is fast changing. With companies objective to remain a
global player and survive in this age of neck to neck competition, company is keen to
adopt latest innovations in its operation of business. As a step towards this company has
installed new kind of network which provides company with useful assistance right from
financial accounting to setting the products MRP.

Future Plans

1. Computerization of Enterprise Resource Requirement(ERP)

2. Total computerization of Processing, Planning, machine shop scheduling and
assembly scheduling through computerization.
3. Computerization- particularly in the area like TQC.
4. Adoption of latest information technology techniques.

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 EMPLOYEE JOB SATISFACTION

Objectives
 Objective towards the company
• To earn more profit
• To improve the quality of the product continuously
• To development of marketing strategy
• Improve image of the product in the market

Objectives towards the workers welfare

To provide proper welfare facilities to the workers
To provide proper incentives
To provide proper training
To arrange motivational activities for the workers
To provide promotional activities

 Objective towards the society

• To avoid environmental pollution
• To develop surrounding area of the
company
• To create employment opportunities

 Objectives towards the distributors

and customers
To provide proper commission to the distributors
To help the distributors in the advertisement activities
• To provide proper and
satisfactory service to the distributors and customers.

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 EMPLOYEE JOB SATISFACTION

Name Of The Company SHREE RUBER PRODUCTS Pvt Ltd

Name Of The Location SILVASSA RD. DADARA
Address A/8, ZERO TAX INDUSTRIAL
ESTATE , SILVASSA RD. DADARA
State Gujarat
Country INDIA
Phone No 09764192737
Company Establishment 1996
Registered Office Goregaon, Mumbai
Area Of Company 1 Acres
Staff Management-4
Clerical-8
General workmen-21
Security division-7
Nature Of Business Rubber & Plastics
Company Products Plastics taps & filter
Product Supply Source Road Transportation
Bankers Bank Of Baroda
Area Of Selling & Distribution Selling and Distributing Products to
Daman, Haridwar & Mumbai.
Depot. Manager MR. Suraj Ware

THEORETICAL BACKGROUND

 DEFINITIONS

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 EMPLOYEE JOB SATISFACTION

According to ‘D.C.Smith’ at all job satisfactions is the persistent feeling towards

discriminable.

‘E.A.Hocke’ admits that job satisfaction perceived relationship between what one
wants from one job and what one perceives it as offering or entailing.

‘Lower (1970)’ described job satisfaction is an indication of an employee’s

motivation to come to work.

‘Sinha (1974)’ defined job satisfaction as a remteg’ ration of effect produced by

individual’s perception of fulfillment of his needs in relation to this works and the
situation surrounding it.

‘Andrew Dubrims(1981)’ explained job satisfaction is a positive emotional state

that occurs when a persons job seems to fulfill important job provided these values are
copyedited with ones needs.

 WHAT IS JOB SATISFACTION ?

Job satisfaction is the favorableness or unfavorable ness with which employees view
their work. It expresses the amount of agreement between one’s expectations, it relates to
equity theory the psychological contract and motivation.
Job satisfaction is part of life satisfaction. The nature of one’s job environment of the
job does effect one’s feeling on the job. Similarly, since a job is an important part of a life.
Job satisfaction influences one’s general life satisfaction the result is that satisfaction
arises from a complex set of circumstances in the same way the motivation or to better
motivation.
Job satisfaction is dynamic. Manager can not establish high job satisfaction once and
then forget about it for several years. It can go as quickly as it came usually more quickly
so it has to be maintained week after week, month after month, year after year

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 JOB SATISFACTION AND PERFORMANCE

For many years it was assumed that high satisfaction leads to high employees
performances, but this assumption not correct satisfied workers may be high or low, or
only average produces. The satisfaction performance relationship is more complex
then the simple part of path of “satisfaction leads to performance”. As suggested by
hertz berg’s motivation maintenance model satisfaction typically is not as strong
motivator.

JOB SATISFACTION AND EMPLOYEE VARIABLE

Job satisfaction is related to a number of major employee variables such as
turnover, absence, age, occupation & the size of the organization in which an
employee works.

a) Turnover
As might be expected higher job satisfaction is associated with lower employee
turnover more employee are likely to study with their employee longer.

b) Absence
A similar relationship applies to absences. Those employees who have less
satisfaction tend to be absent more often. They do not necessarily plan to be absent, but
when some reason for absences arises, dissatisfied employee finds it easier to respond to
that research.

c) Age
As workers grow older, they tend to be slightly more satisfaction with their jobs.
There are a number of reasons, such as to weed expectation and better adjustment to their
work situation because of expectation once with it. Younger workers on the other
hand,tend to be less satisfied because higher expectation, less adjustment and other cause,

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there are expectations, but the general trend is for higher job satisfaction with advancing
age.

 OCCUPATIONAL LEVEL
People with higher level occupational tend to be more satisfied with their jobs. They
usually are better paid and have better working conditions, and their jobs make fullest use
of their abilities , therefore they have good reasons to be more satisfied. The result is that
managers & professionals usually are more satisfied than skilled workers, who tend to be
more satisfied than semiskilled and unskilled workers. Those who works at higher
occupational levels are considerably more satisfied than unskilled workers.

 ORGANIZATIONAL SIZE
Organization size often is inversely related to job satisfaction, the term
“organization size” refers to the size of the size of an operating unit such as a branch plant,
rather then that of an entire corporation or government unit.
As organization grows larger, job satisfaction tends to decline moderately unless
corrective actions is taken to offset the tend. Without corrective action larger organizations
tend to over whelm people and disrupt supportive processes. Such as communication, co-
ordination and participation. Because decision-making power is so far removed,
employees begin to feel that they are losing control over the events that affect them, the
work environment also loses elements of personal closeness, friendship and small group
teamwork that are important to the satisfaction of many people.

Importance to Worker and Organization

Frequently, work underlies self-esteem and identity while unemployment lowers self-
worth and produces anxiety. At the same time, monotonous jobs can erode a worker's

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initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job
satisfaction and occupational success are major factors in personal satisfaction, self-
respect, self-esteem, and self-development. To the worker, job satisfaction brings a
pleasurable emotional state that often leads to a positive work attitude. A satisfied worker
is more likely to be creative, flexible, innovative, and loyal.

For the organization, job satisfaction of its workers means a work force that is motivated
and committed to high quality performance. Increased productivity—the quantity and
quality of output per hour worked—seems to be a byproduct of improved quality of
working life. It is important to note that the literature on the relationship between job
satisfaction and productivity is neither conclusive nor consistent. However, studies dating
back to Herzberg's (1957) have shown at least low correlation between high morale and
high productivity, and it does seem logical that more satisfied workers will tend to add
more value to an organization. Unhappy employees, who are motivated by fear of job loss,
will not give 100 percent of their effort for very long. Though fear is a powerful motivator,
it is also a temporary one, and as soon as the threat is lifted performance will decline.

Tangible ways in which job satisfaction benefits the organization include reduction in
complaints and grievances, absenteeism, turnover, and termination; as well as improved
punctuality and worker morale. Job satisfaction is also linked to a more healthy work force
and has been found to be a good indicator of longevity. And although only little
correlation has been found between job satisfaction and productivity, Brown (1996) notes
that some employers have found that satisfying or delighting employees is a prerequisite
to satisfying or delighting customers, thus protecting the "bottom line." No wonder
Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories, and
soon grass will grow on the factory floors. Take away my factories, but leave my people,
and soon we will have a new and better factory"

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Creating Job Satisfaction

So, how is job satisfaction created? What are the elements of a job that create job
satisfaction? Organizations can help to create job satisfaction by putting systems in place
that will ensure that workers are challenged and then rewarded for being successful.
Organizations that aspire to creating a work environment that enhances job satisfaction
need to incorporate the following:

• Flexible work arrangements, possibly including telecommuting

• Training and other professional growth opportunities
• Interesting work that offers variety and challenge and allows the worker
opportunities to "put his or her signature" on the finished product
• Opportunities to use one's talents and to be creative
• Opportunities to take responsibility and direct one's own work
• A stable, secure work environment that includes job security/continuity
• An environment in which workers are supported by an accessible supervisor who
provides timely feedback as well as congenial team members
• Flexible benefits, such as child-care and exercise facilities
• Up-to-date technology
• Competitive salary and opportunities for promotion

Probably the most important point to bear in mind when considering job satisfaction is that
there are many factors that affect job satisfaction and that what makes workers happy with
their jobs varies from one worker to another and from day to day. Apart from the factors
mentioned above, job satisfaction is also influenced by the employee's personal
characteristics, the manager's personal characteristics and management style, and the
nature of the work itself. Managers who want to maintain a high level of job satisfaction in
the work force must try to understand the needs of each member of the work force. For
example, when creating work teams, managers can enhance worker satisfaction by placing
people with similar backgrounds, experiences, or needs in the same workgroup. Also,

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managers can enhance job satisfaction by carefully matching workers with the type of
work. For example, a person who does not pay attention to detail would hardly make a
good inspector, and a shy worker is unlikely to be a good salesperson. As much as
possible, managers should match job tasks to employees' personalities.

Managers who are serious about the job satisfaction of workers can also take other
deliberate steps to create a stimulating work environment. One such step is job
enrichment. Job enrichment is a deliberate upgrading of responsibility, scope, and
challenge in the work itself. Job enrichment usually includes increased responsibility,
recognition, and opportunities for growth, learning, and achievement. Large companies
that have used job-enrichment programs to increase employee motivation and job
satisfaction include AT&T, IBM, and General Motors (Daft, 1997).

Good management has the potential for creating high morale, high productivity, and a
sense of purpose and meaning for the organization and its employees. Empirical findings
show that job characteristics such as pay, promotional opportunity, task clarity and
significance, and skills utilization, as well as organizational characteristics such as
commitment and relationship with supervisors and co-workers, have significant effects on
job satisfaction. These job characteristics can be carefully managed to enhance job
satisfaction.

Of course, a worker who takes some responsibility for his or her job satisfaction will
probably find many more satisfying elements in the work environment. Everett (1995)
suggests that employees ask themselves the following questions:

• When have I come closest to expressing my full potential in a work situation?

• What did it look like?
• What aspects of the workplace were most supportive?
• What aspects of the work itself were most satisfying?
• What did I learn from that experience that could be applied to the present
situation?

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Workers' Roles in Job Satisfaction

If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or
her own satisfaction and well-being on the job. The following suggestions can help a
worker find personal job satisfaction:

• Seek opportunities to demonstrate skills and talents. This often leads to more
challenging work and greater responsibilities, with attendant increases in pay and
other recognition.
• Develop excellent communication skills. Employers value and reward excellent
reading, listening, writing, and speaking skills.
• Know more. Acquire new job-related knowledge that helps you to perform tasks
more efficiently and effectively. This will relieve boredom and often gets one
noticed.
• Demonstrate creativity and initiative. Qualities like these are valued by most
organizations and often result in recognition as well as in increased responsibilities
and rewards.
• Develop teamwork and people skills. A large part of job success is the ability to
work well with others to get the job done.
• Accept the diversity in people. Accept people with their differences and their
imperfections and learn how to give and receive criticism constructively.
• See the value in your work. Appreciating the significance of what one does can
lead to satisfaction with the work itself. This helps to give meaning to one's
existence, thus playing a vital role in job satisfaction.
• Learn to de-stress. Plan to avoid burnout by developing healthy stress-management
techniques.

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 FACTORS AFFECTING JOB SATISFACTION

Job satisfaction is a complex phenomenon. The nature and the extent of the factors
contributing to job satisfaction are not yet fully known, but a good deal of research
studies in various countries with different culture which have accumulated by now
have certainly advanced by our understanding of these factors.
The factors which interact in a complex contribute job satisfaction are divided into
three categories.
a) Personal factor
b) Factors inherent in the job
c) Factors controllable by the management

A) PERSONAL FACTORS
1) SEX
The studies in other countries have shown that women workers are more satisfied
with their work or job than men. According to ghosh(1976), operators have greater
satisfaction than boys. Praharaj and Prasad sinha (1973) compared five hundred boys and
five hundred girls on occupational values and found the largest number of girls to prefer
occupation involving social services.

2) NUMBER OF DEPENDENTS
Results of a study of workers indicates that the more dependent one has the
less satisfaction he has with his job perhaps, the stress of grater financial needs
brings about greater dissatisfaction with ones job. The different in satisfaction
among employees with different number of dependents is however small.

3) AGE
Studies have found different results in different groups on the relationship of age to
job satisfaction. Indian studies have produced conflicting results in this area. It is side that

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in some groups, job satisfaction is higher with increasing age, in other it is lower and in
still other there is no difference.

4) TIME ON JOB
In the study conducted by Sinha and Nair(1965), it was showed that workers with
services of three years and less and those with service over six year were more satisfied
than the workers with service of four to six year.

5) INTELLIGENCE
The relation of intelligence to job satisfaction, no doubt depends on the
level and range of intelligence and the challenge of the job.

6) EDUCATION
Generally in various Indian studies, it found that there is a tendency for the
more educated workers to be less satisfied and conversely the less educated
workers to be more satisfied.

7) PERSONALITY
Studies have suggested that the personality is a major cause of job satisfaction
and dissatisfaction. All these studies imply that there is possibly a personality pattern,
which facilitates adjustments with environment and another, which does not

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B) FACTORS INHERENT IN THE JOB

1) Geography
The section of the country in which a person lives has a light bearing on whether
he wants to change the job. It has been found to have some bearing on satisfaction and
dissatisfaction of workers.

2) Skill Required
Skill is related to job satisfaction and has a bearing on several other factors like
kind of work or occupation, status, responsibility and possibly others.

3) Size of the Plant or Organization

It is well recognized that the size of the plant has a very important influence on
employee’s attitude. One of the studies conducted aboard has shown that moralize six
percent higher than in the large companies.

4) Type of Work
The most important factor inherited in the job is the type of work; several studies
have shown that varied work brings about more satisfaction than the routine work.

5) Occupational Status
Occupations are found to arrange themselves in hierarchy, according to their
relative status, prestige or value, in the particular society. Occupational status and job
satisfaction are related but not identified with each other occupational status depends not
only on the job, but also on the economic social and political system in which a particular
society operates.

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C) FACTORS CONTROLLABLE BY MANAGEMENT

1) Job security
Job security is the second most important preference or of various job
factors among the Indian workers.

2) Co-workers
In the study of sarveshwar rao and ganguli(1972) shows that the
relationship with co-workers, usually considered as hygiene, extrinsic or a
dissatisfaction factor, is considered as the important satisfied among the group of
highly skilled personnel. It is said that co-worker is an important factor of job
satisfaction, but it is not very important

3) Opportunity of Advancement
The fact that opportunity for advancement is so highly ranked may lead to
the interpretation that every worker will want to get promotion and will feel satisfied
in getting it.

4) Responsibility
Responsibility usually goes with security and experience on the job, salary
type of work, participation and involvement.

5) Supervision
This includes the type of supervision and also supervisory relations. Supervisors,
who establish supportive personal relationship with subordinates and take a personal
interest in them, contribute to their employee’s satisfaction,.

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6) Salary
The important of pay as factor in job satisfaction has been greatly over
emphasize by the management. Adequate salary emerges as the most important
preference of all the job factors.

7) Working Conditions
A comfortable working condition is ranked from above average to low in
importance. There seems to be consistently positive correlation between working
conditions & job satisfaction.

8) Fringe Benefits
Fringe benefits such as housing, medical aid, provident fund, canteen etc,
have been considered to affect attitude & job satisfaction of employees. In the recent
ALL India Survey of JBI (1974) fringe benefits include housing, canteen, etc & are
rated second in importance to wage & salary.

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 WHAT SATISFIES INDIAN EMPLOYEES

In his study an American Employees, Hoppock (1935) identified six factors that
contributed to job satisfaction among them.
They are as follows;
• The way individual reacts to unpleasant situations.
• The facility with which adjust him to other persons.
• His relative status in the social and economic group with which he identifies
himself.
• The nature of the work in relation to the abilities, interest and preparation of the
worker.
• Security.
• Loyalty.

Note that these factors reflect not the specific job related contents but more general
class of factors relating to job satisfaction. Most Indian studies on job satisfaction on
the other hand, have concerned themselves with the specific aspect of work. These
studies on managers/supervisors or workers have essentially used one of the following
three methodologies of data collection.

I. A variety of factors are provided to the respondents and they are asked to rank
order them in terms of their contribution to their job satisfaction. These factors
have been identified either on the basis of published research or individual
experiences.
II. Some others have used critical incidents methodologies in the fashion in which
it was used by Herzberg (1959) and have tried to identify the factor
contributing to job satisfaction. Alternatively using the ranking order system as

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in above, the respondents have been provided, the list of six motivators
(achievement, recognition, responsibility, work itself, advancement and
growth) and ten hygiene, factor(supervision, organization policy and
administration, working condition, interpersonal relationship with superior,
peer and subordinate, status, salary, job security, and factors in personal life)
III. Yet another set of studies, particularly dealing with managers and supervisors
have used Porter (1961) need satisfaction questionnaire. Here the respondents
have been asked to indicate the existing satisfaction of need as well as the ideal
satisfaction that they needs with minimal discrepancies between actual and
ideal have been identified as contributing most to the job satisfaction.

Although quite a number of studies on what satisfied Indian employees have

been conducted in the following studies separately for managers/supervisors and
the workers are presented.

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 MEASUREMENT OF JOB SATISFACTION

Measurement of job satisfaction has come to acquire the same fate as the
measurement of intelligence. Since there is no agreement on a specific definition.
Generally questionnaires are developed to measure satisfaction with various aspects of
work and the resultant behavior or score is called job satisfaction. Today as intelligence
test, job satisfaction can also be defined as what is measured by job satisfaction
questionnaire.
Most studies of job satisfaction have been concerned with operational sign it rather
than defining it. According to Locke (1969) such an approach describes that a certain
relationship works but tells nothing as to why it works. This seems to be the case with job
satisfaction.
In Indian context one of the first few satisfaction measures developed by
researcher in the S.D inventory by Pestonjee (1973) the S.D. inventory consists of 80
interrogatory types of statements in Hindi, English and Gujarathi. The items lead to yes no
type of responses. There are 20 items in each of the following four areas. There are 20
items in each of the following four areas. Their areas and representative item under each
one of the areas are given below:-

1) Job
Nature of work, hours of work, fellow workers, opportunities on the job for
promotion and advancement, overtime regulations, interest in work, physical environment,
machines and tools etc.

a) Don’t you think the work you are doing interesting?

b) Do you think your work is hard and difficult?

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2) Management
Supervisory treatment, participation, reward and punishment,praise and blame,
leave policy favoritism etc.

a) Do you think that promotions to employees are given impartially?

b) Are the employees dismissed from the job on simple and trivial
matters?

3) Social Relations
Neighbors, friends and associates, attitude towards people in community
participation in social activities caste barriers etc.

a) Do you get upset for a long time when criticized by somebody?

b) Are you frequently worried due to illness of your family members?

4) Personal Adjustment
Emotionalism, health, home and living conditions, financers, relations, with family
members etc.

a) Do you often feel that you are alone in this wide world?
b) Are you troubled by feelings of caste and creed in society?
These areas include both on the job off the job factors. The satisfaction treatment
of the individual items and the test as a whole showed significant discriminatory
potential.

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Assuring Job Satisfaction

Assuring job satisfaction, over the longterm, requires careful planning and effort both by
management and by workers. Managers are encouraged to consider such theories as
Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to
a stimulating, challenging, supportive, and rewarding work environment is vital. Because
of the relative prominence of pay in the reward system, it is very important that salaries be
tied to job responsibilities and that pay increases be tied to performance rather than
seniority.

So, in essence, job satisfaction is a product of the events and conditions that people
experience on their jobs. Brief (1998) wrote: "If a person's work is interesting, her pay is
fair, her promotional opportunities are good, her supervisor is supportive, and her
coworkers are friendly, then a situational approach leads one to predict she is satisfied
with her job" (p. 91). Very simply put, if the pleasures associated with one's job outweigh
the pains, there is some level of job satisfaction

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 JOB SATISFACTION & PERSONAL CHARACTERISTICS

Who a person comes to work be brings with him his total personality his attitude, like
and dislikes his personal characteristics and these in term influence the satisfaction he
derives from his work. As work is one of the necessary aspects of the total life experience
of an individual, it becomes important to examine how his personal characteristics
influence his job satisfaction. Personal characteristics here refer to such bio social
variables as age, martial status, education, length of service and income etc.

In the west a number of studies have been carried out on relationship between job
satisfaction and personal characteristics. In India such studies have mostly convened
themselves with the workers population most Indian studies have used a correlative design
where the degree at association between such variables such as age, education, experience,
etc and job satisfaction have been calculated.

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DATA ANALYSIS
AND
INTERPRETATION

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TABLE NO:1

Data Related to Present Job Satisfaction

Responses Number of %
Respondents

Highly Satisfied 5 25%

Satisfied 13 65%
Not Satisfied 2 10%
Total 20 100%

The above table is related to the present job satisfaction of the employees. Out of
20 samples, 5 samples were highly satisfied, 13 samples were satisfied and 2 samples were
dissatisfied.

Graph Showing Present Job Satisfaction

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 EMPLOYEE JOB SATISFACTION

TABLE NO.2

Data Related to Working Environment.

Responses Number of Respondents %
Satisfied 18 90%
Not Satisfied 2 10%
Total 20 100%

The above table is related to working environment in the organization. Out of 20

samples, 18 samples were satisfied whereas 2 samples were not satisfied with the present
working environment.

Graph Showing Working Environment

TABLE NO.3

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Data Related to Satisfaction of Salary.

Responses Number of Respondents %
Satisfied 17 85%
Not Satisfied 3 15%
Total 20 100%
The above table is related to the satisfaction to the satisfaction of employees with
their salary. Out of 20 samples, 17 samples are satisfied and 3 samples are not satisfied
with the salary provided by the company.

Graph Showing Satisfaction of Salary

TABLE NO.4

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Data Related to Need of Training.

Responses Number of %
Respondents
Often 10 50%
Regular 2 10%
No 8 40%
Total 20 100%
The above table is related to the need of training for improvement and here I found
that out of 20 samples, 10 samples require training frequently,2 samples requires regular
training, 8 samples do not require training.

Graph Showing Need of Training

TABLE NO.5

Data Related to Working Hours.

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Responses Number of Respondents %

Highly Satisfied 3 15%
Satisfied 15 75%
Not Satisfied 2 10%
Total 20 100%
The above table is related to the working hours. Out of 20 samples, 3 samples are
highly satisfied, 15 samples are satisfied, 2 samples are not satisfied with the working
hours.

Graph showing Working Hours

TABLE NO.6

Data Related to Safety Equipments.

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 EMPLOYEE JOB SATISFACTION

Responses Number of Respondents %

Yes 18 90%
No 2 10%
Total 20 100%
The above table is related to the need of safety equipments in the organization. Out
of 20 samples, 18 samples are in favor of available safety equipments and 2 samples are
opposing the availability.

Graph Showing Safety Equipment

TABLE NO.7

Data Related to Bonus.

Responses Number of Respondents %

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 EMPLOYEE JOB SATISFACTION

Yes 19 95%
No 2 5%
Total 20 100%

The above table is related to the requirement of bonus for employees according to
the rules & regulations set by law. Out of 20 samples, 19 samples are eligible for bonus
where as 2 samples are not.

Graph Showing to Bonus

TABLE NO.8

Data Related to Communication System.

Responses Number of Respondents %

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 EMPLOYEE JOB SATISFACTION

Highly Satisfied 8 40%

Satisfied 10 50%
Not Satisfied 2 10%
Total 20 100%
The above table is related to the communication system in the organization. Out of
20 samples, 8 are highly satisfied, 10 are satisfied and 2samples are not satisfied.

Graph Showing Communication System

TABLE NO.9

Data Related to Leave.

Responses Number of Respondents %
Yes 18 90%

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 EMPLOYEE JOB SATISFACTION

No 2 10%
Total 20 100%
The above table is related to the emergency leave to the employees from the organization.
Out of 20 samples, 18 samples gets the emergency leave whereas 2 samples not.

Graph Related to the Leave

TABLE NO.10

Data Related to Canteen Facility.

Responses Number of Respondents %
Yes 15 75%

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 EMPLOYEE JOB SATISFACTION

No 5 25%
Total 20 100%
The above table is related to the need of canteen facility in the organization. Out of
20 samples, 15 samples visit regularly canteen whereas 5 samples visit rarely.

Graph Related To Canteen Facility

TABLE NO.11

Data Related to Guidance From Superior.

Responses Number of Respondents %
Yes 15 75%

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 EMPLOYEE JOB SATISFACTION

No 3 15%
Rarely 2 10%
Total 20 100%
The above table is related to the need of guidance from superior. Out of 0 samples,
15 are getting guidance from superior, 3 are not getting guidance and 2 are rarely getting
guidance from superior

Graph showing Guidance from Superior.

TABLE NO.12

Data Related to Medical Facilities.

Responses Number of Respondents %
Yes 16 80%
No 4 20%
Total 20 100%

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Above table is related to the medical facilities available to employees. Out of 20

samples, 16 samples are satisfied with the facility where as 4 are not satisfied with the
medical facility provided by the organization.

Graph Related to Medical Facility

TABLE NO.13

Data Related to Social Activities.

Responses Number of Respondents %
Yes 2 10%
No 12 60%
Some Extent 6 30%
Total 20 100%

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The above table is related to social activity for the employee. Out of 20 samples, 2
samples think that they are having social activities, 12 employees are unsatisfied with the
activity and 6 are having some extent of social activity from the organization.

Graph Showing Superior & Worker Relationship

TABLE NO.14

Data Related to Superior Subordinate Relationship.

Responses Number of Respondents %
Yes 18 90%
No 2 10%
Total 20 100%

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The above table is related to the superior subordinate relationship in the

organization. Out of 20 sample space, 18 samples think that there is good relationship
where are 2 samples think that there is not good relation in superior and subordinate.

Graph Showing Superior- Subordinate Relationship

TABLE NO.15

Data Related to Convenience to Reach the Company.

Responses Number of Respondents %
Bus 4 20%
Vehical 2 10%
Other 14 70%

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Total 20 100%
The above table is related to the convenience to reach to the company. Out of 20
samples, 4 samples are coming by bus, 2 are coming by vehical, and 14 samples are using
other mode to reach the company.

Graph Showing Convenience to Reach the Company.

TABLE NO.16

Data Related to Annual Function Arranged by the Organization.

Responses Number of Respondents %
Yes 19 95%
No 1 5%
Total 20 100%
The above table is related with annual function arranged by the organization. Out
of 20 samples, 19 samples are happy with the annual function arranged by the
organization whereas 1 sample are not happy.

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 EMPLOYEE JOB SATISFACTION

Graph Showing Annual Function Arranged by the Organization.

FINDINGS
&
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SUGGESTIONS

FINDINGS.

Following are the findings of my research study.

 It is found that majority of the workers i.e. 90% in the organization are satisfied.

 It reveals that the importance of salary for which they work and it is found that
many employees are satisfied because there are employees who are well settled
and hence feel that they are satisfied.

 It reveals the need and use of safety equipment, it is found that many employees in
the organization need it extensively, as these employees working in dangerous area
which is harmful and hence safety equipment is must.

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 It reveals the importance of communication system in the organization, it found

that many employees are satisfied with the communication system in the
organization.

 It reveals that the importance of co-operation among workers & superior, it is

found that employee maintain healthy relation with each other, which shows the
sign of prosperity, growth & no industrial disputes.

 It reveals that importance of annual function. It is found that employees are

satisfied with annual function arranged by the organization.

SUGGESTIONS.

• The organization should provide proper lightening, ventilation and good working
environment to the workers, which creates more interest in work & full utilization
of the workers capacity.

• The organization should provide social activities to their workers such as house
facility on reasonable loan basis.

• Canteen facility should be undertaken by the organization for all the workers.

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• As some of the workers are unsatisfied with the salary system available in
organization. The company should provide good salary for the employees.

• In case of employee unsatisfied with the salary, we can say that if the individual
employee achieves set targets then organization should give some monetary
benefits as a part of motivation to other employees to work had to achieve
individually set targets.

• The organization should arrange their company’s bus to pick up their employees
from nearby their homes, which will help company, as well as employees to attend
at prompt time.

• The organization can also introduce ESI (Employee Stock Insurance) for
employees. While working if the employee met with any incidental accident he
may get help from ESI.

• The organization should provide equal facilities to both their permanent employees
and contract basis employees, which are why contract basis employees would take
put more efforts in their work.

• The organization should arrange cultural programmes on some special festival

occasion or at the end of year which will creates good relationship between both
organization and employees and consumers.

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CONCLUSION

The overall survey of employees job satisfaction in SHREE RUBER PRODUCTS

Ltd. SILVASSA RD. DADARA was good. It shows that employees are satisfied but
some employees are only highly satisfied. So company can try to give more satisfaction to
employees towards their work and also company should try to solve employees problems
towards their work which create more confidence in employees about their work.
Also company should provide all the facilities to their workers, when they needed
so employees motivating about their work and it is beneficial not only to employees but
also to company.

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BIBLIOGRAPHY

 Personal Management Edwin B. Flippo.

 Human Resource Management P. Subba Rao.

 Human Resource Management Stephen Robbins.

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 EMPLOYEE JOB SATISFACTION

 Human Resource Management A .M. Sarma.

 Personal Management C.B.Mamoria.

 Website - www.google.com

- www.wikipidia.com

APPENDIX

QUESTIONNAIRE

PERSONAL DETAILES

NAME:
……………………………………………………………………
AGE:
……………………………………………………………………

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EXPERIENCE:
………………………………………………………………….
SEX:
……………………………………………………………………
DESIGNATION:
……………………………………………………………………
EMPLOYMENT DETAIL:

1) Are you satisfied with your present job?

Highly Satisfied

Satisfied

Not Satisfied

2) Are you satisfied with working environment?

Satisfied

Not Satisfied

3) Are you satisfied with your salary?

Satisfied

Not Satisfied

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4) Do you think that you need occasional training?

Often

Regular

No

5) Are you satisfied with your working hours?

Highly Satisfied

Satisfied

Not Satisfied

6) Does the company provide you safety and personal protective equipments?

Yes
No

7) Do you get bonus?

Yes

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No

8) Are you satisfied with the communication system in the organization?

Highly Satisfied

Satisfied

Not Satisfied

9) Does you get leave in emergency?

Yes

No

10) Do you have canteen facility?

Yes

No

10) Does your superior, subordinate motivate you to do the best job?

Yes

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No

Rarely

12) Do you get medical facilities?

Yes

No

13 )Are there any other social activities provided by the organization to you?

Yes

No

Some Extent

14) Are you happy with the superior subordinate relationship?

Yes

No

15) What is the convenience to reach the company

Bus

Vehicle

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Other

16) Is there any annual function arranged by the organization?

Yes

No

17) Would you like to give some suggestions to your company for improved job
satisfaction?

………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
……………………………..
Thank You.

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