CHAPTER – 1

INTRODUCTION

1
Introduction to the study

Job satisfaction is an important technique used to motivate the

employees to work harder - it has often been said “A happy employee is a
productive employee” in these study involve both Primary and Secondary
data. The Primary data were collected by interview schedule and the
Secondary data were collected the records of the company.
This work is earnest attempt to study about Job satisfaction of the
employees with reference of AJANTHA FURNITURE (P) LTD. The
employees are satisfied with their job and happy in general.

2
INDUSTRY PROFILE

3
INDUSTRY PROFILE
The word ‘furniture’ is derived from the French word ‘furniture’ which
means equipment. Furniture is a collective team for the movable objects
which may supports the human body (Seating furniture and beds), provide
storage or hold objects on horizontal surfaces above the ground. Storage
furniture (which often make use of doors, drawers, and shelves) is used to
hold or contain smaller objects such as cloths tools books and house bold
goods.
Furniture can be a product of artistic design and is considered as form
of decorative art. In addition to furniture’s functional role, it can serve a
symbolic or religious purpose. Domestic furniture works to create in
conjunction with furnishings such as clocks and lighting, comfortable and
convient interior spaces. Furniture can be made from many materials,
including metal, plastic and wood.
Scarcity of woods, non-availability of skilled carpenters, high cost of
woods and labour needs etc have led to the change in people’s taste and
preference due these reason several furniture items conventionally made of
woods is now being made by steel, plastic etc.
With the needs of growing population, furniture has become an
industrial product. Its form varied from the simple to highly decorative, setting
a standard that forever changed the furniture industry. But the objectives of
modernist designers where to give ornamental and aesthetic appeal to the
product applying these parameters the red and blue chair (designed by Gerrit
Rietveld in 1917) can be considered as the first truely modern chair.
After the Second World War, new technology allowed the use of
material like molded plywood, cast aluminum and a little later plastic stepped
on the scene. The furniture industry group is comprised of companies
primarily engaged in manufacturing furniture designed for office use such as
Almirahs, chairs, desk, work station, office partitions and panels included in

4
this sector. A range of intermediaries such as retailers, wholesale agent,
interior designers, Architects and space planners often specified and
recommenced particular brands, product lines, finishes and configurations to
meet the customer’s needs.

Environmental
1. Volatile organic
2. Non-compliance and Regulations
3. Recyclables of materials
Economical
Function of exchange rate with use collar
1. Foreign (off shore) low cost.
2. Tan harmonization.
3. Numerous intermediaries.
4. Access to foreign Marker.
Social
1. Attraction and retention of employees.
2. Education and sustainability.

5
INDIAN FURNITURE IDUSTRY
Furniture and furnishing industry is a manufacturing sector in
India with a long history. It includes the production of household, office and
kitchen furniture as well as mattresses, bedding and part of furniture. A vast
variety of raw materials are used in production including woods, plastic, and
metal. Among others, wooden furniture is the major production and exports of
industry.
Indian furniture manufactures strive to reduce costs, initiate quality
control, improve design concept and capability, and up grade management
skill and increase marketing and sales effectiveness.
Indian companies have a strong design capability. A wide variety of
raw materials are used in production, including wood, plastic and metal.
Among this, wood furniture are the major production and export of the
industry. It includes made at rose wood and black wood especially wooden
tables, chairs etc.

TRENDS OF FURNITURE INDUSTRY

Competition is keen in the furniture industry furniture manufactures and
exporters are suffering from decreasing profit margin. Many companies strive
to reduce their cost of production and increase efficiency. Indian
manufactures have started to develop their own brands in furniture models.
Notable’s examples include mattress manufactures, marketing their on brands
in the local and overseas markets. Furniture manufactures become more
careful about the choice of raw materials to meet international standards,
such as complaints with legal or environmental requirements in their target
markets.

6
MAJOR ISSUES IN FURNITURE INDUSTRY
Rising steel price continue to have an industry-wide effect on furniture
companies. Including steel case have implemented a metal surcharge.
The steel case metal surcharge put into effect in April 2005 will
continue to be 11 of published list price and is not subject to discounting. The
surcharge applies to products in the steel case North American printed
specification guide and electronic price list.
Steel case will continue to monitor market condition and will eliminate
this surcharge when the steel price return to normal levels has reported by
CRU monitor, an independent global source of steel pricing.

COMPANY MISSION
To do business of manufacturing, assembling, trading, distributing,
export-import, and deal in all types of interior decoration items made of wood,
steel, plastic and such other related materials. To have branch all over India,
to appoint branch managers and branch staff and to send agents, officers and
employees allover such branch. To appoint agents, co-agents factors,
brokers, auctioneers for carrying on the business of the company.

7
ORGANIZATION PROFILE

8
 COMPANY PROFILE
It is an industry with diverse activities and well organized. Well
managed experience, and professional qualified people. The group has been
in existence for the past two decades.
UDAYA GROUP OF COMPANIES has started its furniture production
in 1980 under the proprietorship of Mr. T.R. Velayudhan – Ajantha Furniture
(P) Ltd. Ajantha Furniture is a private limited company, which is also a small-
scale industrial unit. The company is located at NH 17 Randathani in
Malappuram District. The company has started its operation on 2-December
1998 with and authorized capital of 50Lakhs divided into 50000 shares of
Rs.100 leach later in the year 2002, paid up capital has been increased to 1
crores (1,00,00000).
This company manufactured high quality steel furniture namely, steel
table, steel almirahs, steel safe lockers, Library book shelves and different
type of stairwells suitable for all application, like office domestic and
commercial establishment and marketed in the name UDAYA.
The articles are fabricated with almost care by highly skilled
technicians. Painting is done by high grade furniture showing enamel through
different process and dries in hot air even for better holding of enamel film
over the metallic surface. This facility is not available in all furniture industry
safe efficient transportation of finished goods is done by the organization own
vehicles.

9
ORANISATIONAL STRUCTURE

ManagingDirector

GeneralManager

AccountsManager ProductionManager MarketingManager

AccountDept ProductionDept MarketingDept

Staf

Workers
MD of the company has supreme authority of the AFPL. He will
precede the board meeting. GM of the company supervises overall
performance of the company. And he given the directors for the development
of the company. Production manager deals with the production process and
purchasing the raw materials from different agencies. Finance manager
supervises the various activities of the finance Department. Marketing
Manager deals with the marketing dept and distributes the good to retailers at
right time.
LOCATION OF THE COMPANY
The company is situated at NH 17 Mullamada Road Randathani in
Marakkara Grama Panchayath in Malappuram District only 5 km away from
Kottakal, which is an ideal location as it provides easy and speedy
transportation of raw materials and finished products. It is also very near to
the Tirur Railway Station.

INFRASTRUCTURE OF THE COMPANY

Availability of infrastructure facilities like raw materials, powers, labour,
transportation etc is the important factors that determine the success or failure
of any business.

10
 1. Raw materials
Raw material is a very important factor of production. It is the staring
point from which the first operation starts. With raw material production cannot
be started and no product can be produced. The company uses the raw
materials like iron sheets, iron pipes, paints, key and locks and also some
other items like sand paper, nuts, bolts, hand levers, screw, rivets etc. the
company now faces the problem of unstable iron sheet price.
2. Transportation

Since, AFPL is located near NH 17, good pubic transportation means

are available to bring the raw material and to distribute the final product
moreover, the company has it sow private vehicle for transport of finished
goods.
3. Labour
Efficient and skilled labour is essential for the smooth functioning of
any organization. Sufficient number of skilled laborers are available to the
company from its nearest places at reasonable cost.
4. Power
Powers is also an important factor of production as far as Ajantha
Furniture Pvt Ltd is concerned. The company requires 20 HP electronic
powers approximately which is supplied by KSEB. The company is also
having a kirlosker make DM 20 model 20 HP air cooled diesel oil engine
generator to support the production on power failure.
Objectives of the company
The main objectives of the company stated in its memorandum of
association are as follows.
1. To do the business of manufacturing, assembling, trading, distribution,
export, import and deal in all types of furniture items made of wood steel,
plastic and such other related materials.
2. To do the business of manufacturing, assembling, trading, distribution,
export, import and deal in all types of interior decoration items such as
false ceiling, partition, flooring panel board for all purposes.

11
Some other objectives are
1. To have branches all over India.
2. To amalgamate or a merged, absorbed into, or with any other company or
companies with any object or objects or business similar to that of the
company.

PRODUCT PROFILE
The company product served different type of steel furniture like
almirahs, tables, bed coats, glucose stand for hospital and doors and security
rooms (for banks for storing money, gold etc) are of different types and
models. But the company mainly concentrates on the production of almirahs
and tables. The other items are produced only on the basic of specific order.
The important products of the company are as follows.
1. Almirahs
The company is now producing varieties of Almirahs in size, quality etc.
The following are the important size of almirahs.
a) 4.5 feet
b) 5.5 feet
c) 6.5 feet
Wide variety of almirahs according to their quality and facility and also
included in the above three sizes like sadha, special model etc.
2. Tables
Tables are other important products of Ajatha furniture Pvt Ltd. The
company products the following different types of tables.
a) 18 X 36 Inches
b) 24 X 36 inches
c) 24 X 44 inches
d) 24 X 48 inches
e) 30 X 54 inches

12
 The above sizes also include varieties according to their quality and
facility like SADHA, SUPER, DELUXE, SUPER DELUXE, EXICUTIVE Tables.

Product Mix

Product Range Model

6.5 RAJARANI
4.5 GLASSDOOR
5.5 SUPER DELUX
STEEL ALMIRAH DELUX
SUPER
SPECIAL
24-36 SADHA
24-28 SUPER
STEEL TABLES
24-44 DELUX
30-54 SUPER DELUX
EXECUTIVE TABLES
18 X 36 SADHA
24 X 48 SUPER DELUX
MICA TOP
24 X 44 DELUX
24 X 86 SUPER
30 X 54 SPECIAL EXECUTIVE
18 X 36 SADHA
24 X 48 SUPER DELUX
STEEL TOP
24 X 44 DELUX
24 X 86 SUPER
30 X 54 SPECIAL EXECUTIVE

Product is starting point of all marketing activities in a very narrow

sense, product is simply a set of tangible and physical and chemical attributes
assembled in an identified form.
A product is defined by the most modern markets as “the sum of the
physical, psychological satisfaction the buyer receive when he make a
purchase”.
The Ajantha furniture products produced no basis of order. Product of
Ajantha furniture is very quality one product by the company factory.

13
Production Process
The following are the stage in the production process of AFPL.
1. Marketing
2. Cutting
3. Bending or Folding
4. Cleaning and Premier coating
5. Welding and Fitting
6. Door and Head level fitting
7. Painting
8. Locks and Handle fitting
9. Miscellaneous fittings
10. Packing and covering.

TECHNOLOHY
The company used machine-based technology; Ajantha furniture
industry used various types of machinery for production or steel furniture.
The plant and Machinery are following.
1. Spot welding machine
2. Sheeting bending machine
3. Air compressor 10 hp and standard accessories.
4. Horizontal grinder
5. Electronic over for storing enamel 12 kw
6. Kirloskar make DM 20 model 20 hp air cooled diesel oil engine directly
assembled on common base.
7. Sparely gun and pipes
8. Strong rack for sheet
9. Tools and Accessories

14
PRICE
Price is an amount of money which is needed to acquire in exchange
some combined assortment of a product and its accompanying services.
Market price is prices at which goods exchange hands, they are the
price of which one person to another for the purchase of the same offers
goods for sale. Price, which tends to cost of production for a long period of
time is regarded.

PRICE OF AJANTHA FURNITURE

Price of Ajantha furniture is competitive the company adopts the cost
plus pricing policy, the amount of profit that goes to the producer is limited.
But it ensure a certain amount of profit. Generally they sell their product with
40% of profit.

Discount
The company also provided discount to their customer like Trade
discount, Quality discount, cash discount and seasonal discount etc. And also
provide the allowances and some other kind of benefit.
The company provides credit to their customers. But they fix the
payment time. He maximum credit period is one month.

Fixation of prices of different places.

Company fixes a price of the product that is constant for everywhere.
But in different places company distributes the product through their vehicles
and the faire should pay the customers.

15
 Promotion
The term ‘promotion’ is used in a specific in marketing. According to
American marketing Association, sales promotion include all “those marketing
Activities other than personal selling, advertising and publicity that stimulate
consumer purchasing and various non recurrent selling co efforts, and in the
ordinary routine.”
Sales promotion activities are essentially aimed at increasing sales.
They are undertaken in addition to the basic methods of demand creation
through advertising and personal selling. Sale promotional adivilies aim at
supplementing and coordinating personal selling and advertising.
Sales promotion methods may be studied under three heads.
1. Consumer Promotion
2. Deals Promotion.
3. Sales force Promotion
Under the consumer promotion
Sales promotion directed at consumers may be under taken either:-
1. Free samples.
2. Bonded offers.
3. Coupons.
4. Premium Offers.
5. Free Gifts
6. Contents.

Under the dealer or Trade Promotion

Dealer Promotion are introduced to induce the deals to keep a large
stock of the manufacturer’s product these includes:-
1. Bayer allowance
2. Buy back allowance
3. Display and advertising allowance
4. Premiums.

16
 Under Sales force Promotion
These are intended to improve the efficiency of the sales force of the
manufactures. These may be taking the following forms-
1. Incentive bonus may be paid to the sales force if the sales exceed the
specified limit.
2. Contest may be arranged among the members of the sales force.
3. Frequently sales meeting, salesmen’s conventions and conferences
may be arranged.

PROMOTION ACTIVITIES OF AJANTHA FURNITURE

Promotion consists of all activities aimed at including and motivating

customers to buy the products. The company till adopted no sales
promotional methods except discount on total sales. One of the reason for
non using advertisement is that the company believed that they can market
their product smoothly even without advertisement. But the company has
given some complaints to intermediaries like key chains, clocks, bags, diary
etc that carry the name of the company and product. The lack of sales
promotional activities is considerably effecting the turnover of company.

17
 Management and Administration

“Management is a distinct process consisting cutivities of planning,

organizing, cutuating and controlling performed to determine and accomplish
state of objectives with the use of human beings and other resources”.
Management is essential for all types of organizations whether they are
business or non-business organizations. This is so because every
organization requires making of decisions, coordinating of activities, handling
of people and evaluating the performance directed towards its objectives.
That responsible person called ‘Manager’ performs this task for the
organizations.
The management of Ajantha Furniture Pvt. Ltd is vested with the Board
of Directors. The Board of Directors of the company comprised with six
members. At the time of the incorporation of the company they were only two
directors. Later the number has been increased to six directors.
The Managing director comes under the board of directors. He has the
power to direct and control the affairs of the company, decide upon important
matters and to manage overall working of the company.

The organization is totally divided into several dept. They are

Accounts Department
Production Department
Marketing Department
HR Department
System.

18
 HUMAN RESOURCE MANAGEMENT (HRM)

Human resource management is relatively a modern concept which

involve a range of ideas, practices and managing people. HRM is
comparatively a new discipline to the most countries but USA the term has
been used for over fifty years as an alternative name for personal
management. It was known with a new strategic approach connecting the
management of the people to achievement of the business objectives. At
present, the term is used for industry circles as HRM.

1. Nature of HRM
The concept of HRM including “Human Capital Theory” and “Human
asset accounting” can be found in the literature from 1970’s. However the
modern view of HRM first gained importance in 1981 with the introduction of
the prestigious MBA at Harward University business school.
HRM is a philosophy of people management based on the belief that
the human resources are extremely important for sustained business success.
An organization acquires competitive advantages by using its people effecting
and utilizing the expertise to meet clearly defined objectives. HRM is aimed at
recruiting capable flexible competent they are to by appointed at the right
place at the right time. A healthy atmosphere is to by created to maintain
sound industrial and human relation.

2. Scope of HRM

 Human resourse planning

It is concerned with the determination of the number of personal
required in an organization. Right person should be appointed at the
right job at right time.

19
 Job analysis and design
Job analysis are a detailed and systematic study of jobs. This is
undertaken to know the nature and characteristics of people to be
employed in different kinds of jobs. Job design is related with deciding
the contents of job in terms of its duties and responsibilities.

 Recruitment and selection.

Recruitment is a systematic process searching the required
qualified personnel and stimulates them to apply for jobs in the
establishment. Selection is the process of choosing the most suitable
persons out of all applicants.

 Orientation and Placement

Orientation is given to newly selected employees in order to
provide variety of information relating to organization such as its rules
and regulations, his subordinates and superiors.

 Training and Development

Proper training should be given to employees to acquire new
knowledge and skills. Many training and development programmes are
designed by the company in order to make the employees more
capable and fit in performing their work.

 Performance appraisal and job evaluation.

Performance appraisal is the process of assessing the
performance and progress of an employee or of a group of employees
on a given job. Job evaluation is a process of determining job
worthiness.

20
 Employee and Executive Remuneration

It is the responsibility at every human resource manager to

design and implement a suitable wage and salary structure for the
benefit of the employees.

 Motivation
The human resource manager should adopt appropriate
measure to motivate employees to achieve organizational objectives.

 Communication
Communication involve transmission of idea information, fact,
opinions, or emotions by two or more persons. Communication helps
much in managing and coordinating the employees of an organization
more effectively.

 Human Welfare
Labour welfare aims at providing such service facilities and
amenities, which enable a worker to perform their work in building
atmosphere

 Health and Safety

Due attention should be given to industrial and safety of
employees. Sufficient measure should be taken to protect workers
against industrial accidents.

 Industrial Relations

21
 The management should give due consideration for maintaining
a harmonious relationship between management and employees.

PERSONNEL MANAGEMNT OF AFPL

Ajantha Furniture Company follows a good HRM policy system. Most of
the employees in this company were appointed under a contract-based
system. But the permanent employees are appointed through advertisements
in newspapers. Then there is a comprehensive interview of the candidates
with the interview board. General Manager is the chairman of the board.
SELECTION
Selection of employees is conducted in a standard way. The steps are
as follows:
 Gives advertisement in leading newspapers.
 Accepts applications
 Analyzing the received applications.
 Interview.
PROCESS OF MANPOWER
The main work involved in production process of steel furniture is
cutting the sheets and its fabrication, for which skilled and trained persons are
required.
WORK AND LABOUR
It is proposed to work an 8 hours single shift per day on average of 25
working days in a month. The project shall provide direct employment to 19
persons and indirect to more people. The skilled and unskilled labourers for
the industry are locally available.

22
 STRUCTURE OF EMPLOYEES

CLERICAL STAFF FACTORY WORKERS SECURITY STAFF

PERMANENT WORKERS CONTRACT WORKERS

S KI LL E D UNSKILLED
CLERICAL STAFF
WORKERS WORKERS

REMUNARATION SYSTEM
The company is working 24 to 26 days in a month. Presently the
company has only one shift of working i.e. 8.30 am to 5.30 pm. The
managers, officers and security staffs are getting reasonable monthly salary.
The company is following piece rate system for factory workers. It is the duty
of the production manager to distribute the wages among his subordinate
according to the units produced by them. On the receipt of wages each
workers has to put their signature on the payroll.

EMPLOYMENT PATTERN
The company has 54 employees. Out of these, four are clerical staff.
Out of these factory workers 18 are permanent and 32 are contract workers
and it is further subdivided into skilled and unskilled workers. The contract
workers are appointed by the permanent workers after consulting with the
management.

EMPLOYMENT PATTERN

SL.NO CATEGORY NUMBERS

1 ADMINISTRATIVE 4
SKILLED

23
 2 PERMANENT 12
CONTRACT 28
40
3 UNSKILLED 10
TOTAL 54

SALARY & PROMOTION

Ajantha Steel Industry follows a good, loyal, reasonable salary system. A
probation period is 3 to 6 months are give after which the company provides
PF and other privileges to the employees.
1. Dearness allowance
AFPL provides a uniform amount as DA to all employees of the
company. But this amount changes every few months.
2. Provident fund
Company contributes to P.F. the same amount us contributed by
the employee.
3. Overtime Allowance
Employees worked more than the normal are eligible for
overtime allowance; It is double the normal wage rate.
4. House rent allowance
This allowance is given to the technically qualified person.

24
 Research Problems

1. The workers were engaged in their work. So we cannot use

more time to get a correct feedback.

2. The working place was noisy so there will not conduct effective
communication with workers.

3. Some of workers are newly joined in the company. Hence they

did not give correct feedback about overtime work.

4. Most of workers are not educated so they were not able to give
a right feed back to some questions.

5. The figures used for analysis have been taken from annual
report of AFPL. The data contained in the records are historical and
does not take into account the fluctuation in the value of money
caused by inflation.

25
 OBECTIVES OF THE STUDY

I. Primary Objectives.

• The main objectives of the study is to find whether the

employees are satisfied in general.
• To find the working condition and the facilities provided by the
company.
• To study the function of Human Resource Manager in the
company.

II. Secondary Objectives

• To study about the training programme conducted by the

company.
• To find whether there were a healthy relationship between
the subordinates and supervisors.
• To find out benefits given to the employees other than salary
or wages.
• To study the workers problem in the company.
• To analyse the personal Management.

26
 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem,.

In my research work various steps where adopted to study the problem. The
Research methodology includes description about why the research study has
been undertaken. So by framing a right methodology it is possible to gain a
deeper insight in to the research problem also to give a full proof for action
plan for carrying out the project successfully.

1. Statement of problem
The particular topic is chosen because job satisfaction exercises a
potential influence on employee productivity and human relation climate in an
organization. The project is aimed at understanding the satisfaction of
employees relating to their job. Their working condition their supervisors, their
fellow workers their payment and overall organization.
2. Purpose of study
a. The purpose of doing this project is to find whether the
employees are satisfied in general.
b. The type of training programs given to the workers and to find
out whether there where a healthy relation between the workers.
3. Scope of study

27
 The study is conducted for Ajantha Furniture to find out the job
satisfaction of employees. The study also covers the tools which
increase the productivity and find out the benefits otherthan salary
which receives by the employees.
4. Questionnaire design
The questionnaire was prepared after gathering primary information
about the current motivation system and techniques in the
organization.

5. Nature of Data
The data where collected both primary and secondary sources.
The primary source consists of information arrived from
employees through interview schedule. The secondary source
includes company records books, manual etc.
6. Method of data collection
The data where collected from employees through a structured
questionnaire and interview schedule.
7. Sampling plan
1. Sampling unit.
The universe of the study consists of factory workers
belonging to the different section of manufacturing
process.
2. Sample size:-
The sample size is 50
3. Sampling method
The sampling method is used from the study is random
sampling. Different data where identified and samples
has been taken.
4. Tools of analysis

28
 The data was analyzed by applying the percentage
analysis as the statistical tool.

8. Chapterisation plan
The research report is presented in the following chapters.
1. Introduction
2. Review of literature
3. Data analysis
4. Data analysis
5. Summary, findings and recommendations.

CHAPTER – 2
REVIEW OF LITERATURE

29
 JOB SATISFACTION
To be successful, organizations must continuously ensure the
satisfaction of their employees. Job satisfaction is an attitude of employees
about their work and is based on numerous factors, both intransient and
extrinsic to the individual. Job satisfaction is important from the perspective of
maintaining and retaining the appropriate employees within the organization.
DETERMINENTS OF JOB SATISFACTION
The following are the determinants of job satisfaction.
1. Individual factors
• Age
• Educational level
• Other factors
2. Nature of job
• Occupational level
• Job content
3. Situational factors
• Working conditions
• Supervision
• Equitable rewards.
EFFECT OF JOB SATISFACTION
Job has a variety of effects such as productivity, absenteeism
and turn over so on.

30
 o Productivity
There are two views about the relationship between job
satisfaction and productivity.
• A happy worker is a productive worker
• A happy worker is not necessary a productive works.
The first view establishes a direct cause and effect relationship
between job satisfaction and productivity. When job satisfaction increases
then the productivity decreases. The basic logic behind this is that a happy
worker put more efforts for job performance.
o Employee turnover
It is related to job satisfaction. When an individual feels
dissatisfaction in the organization with in a given period of time.
o Absenteeism

All organizations can expect some degree of absence and

labour turnover. Continuing high levels of absence or labour turnover,
however, are costly both to individual organizations and the economy as a
whole and adversely affect efficiency, productivity and morale.
IMPORTANT THEORIES OF JOB SATISFACTION
1. Equity Theory
Interaction between peoples are highly essential in the workforce. A
common problem to all exchange situations is that there are people involved.
According to equity theory, a discrepancy between what is expected and what
actually happens is typically the reason a person would feel an injustice has
occurred.
2. Need Fulfillment Theory
Abraham H. Maslow’s hierchical model of human needs can be used to
identify the factors affecting job satisfaction. The model states that individuals
experience a hierarchy of needs from lower level to higher level psychological
needs. Maslow’s model can be used by individuals to develop a sense of
satisfaction in their jobs if they utilize a bottom-up perspective on job
satisfaction.

31
 3. Discrepancy Theory
Discrepancy theory, as described by Lawler (1973), was the result of
the difference between an actual outcome a person received and some other
expected outcome level. A comparison, in which an actual outcome level was
lower than an expected out come level, would result in dissatisfaction.
4. Two factor theory
Herzbery developed one of the earliest theories relating to job
satisfaction in the 1950’s. His “two-factor” theory emphasizes that there are
factors in the work place that create satisfaction and those which lead to
dissatisfaction if they are not present.

CHAPTER – 3
DATA ANALYIS

32
DATA-1

The response of employees about their employment basis

Options No. of Respondents Percentage

Permanent 18 36 %
Contract 32 64 %
Total 50 100 %

33
 The response of employees about their employment basis

70%

60%

50%
No. of respondents

40%

64%
30%

20%
36%

10%

0%
Permanent Employees Contract basis Employees
Basis

Permanent Employees Contract basis Employees

Interpretation

The above table shows that 36% of employees is permanent and the
rest 64% are contract base workers.

DATA-2
The response of employees about their work experience in the concern

Options No. of Respondents Percentage

1-5 years 22 44 %
5-15 years 20 40 %
Morethan 15 years 8 16 %
Total no. of employees 50 100 %
interviewed

34
 The response of employees about their work experience

50%

45% 44%

40%
40%

35%

30%
No. of employees

25%

20%

16%
15%

10%

5%

0%
1-5 years 10-15 years morethan 15 years
Basis

1-5 years 10-15 years morethan 15 years

Interpretation
The above table shows that 44% of employees work with 1-5 years and
40% is 5-15 years and rest 16% of employees given their services to the more
than 15 years.

DATA-3

The response of employees about the nature of their work

Options No. of Respondents Percentage

Risky 23 46 %
Less Risky 27 54 %
No Risk at all 0 0%
Total 50 100 %

35
 The Response of Employees About The Nature Of Their Work

60%

54%

50%
46%

40%
No. of Employees

30%

20%

10%

0%
0%
Risky work Less Risky work No Risk At All

Interpretation
The above table shows that 46% of employees works are risky and 54 % of
employee’s works are less risky.

DATA-4

The response of employees about their working environment

Options No. of Respondents Percentage

Excellent 12 24 %
Good 38 76 %
Poor 0 0%
Total 50 100 %

36
 The Response of Employees About Their Working Environment

80%
76%

70%

60%

50%
No. Of Employees

40%

30%

24%

20%

10%

0%
0%
Excellent Good Poor

Interpretation
The above table shows that 24 % of employees working environment are
excellent and 76 % of employee’s working environment are good.

DATA-5

The response of employees about the facility provided by the concern

Options No. of Respondents Percentage

Excellent 10 20 %
Good 40 80 %
Poor 0 0%
Total 50 100 %

37
 The Response Of Employees about The Facility Providing By The Concern

90%

80%
80%

70%

60%
No. Of Respondents

50%

40%

30%

20%
20%

10%

0%
0%
Excellent Good Poor

Interpretation
The above table shows that 20 % of employees get full facility in the company
and the rest 80 % employees the facility is average.

DATA-6

The response of employees about overtime work facility

Options No. of Respondents Percentage

Yes 35 70 %
No 15 30 %
Total 50 100 %

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 The Response Of Employees About Overtime Work Facility

80%

70%
70%

60%

50%
No. Of Employees

40%

30%
30%

20%

10%

0%
Yes No
Overtime Work

Interpretation
The above table shows that 70 % of the employees get the facility of overtime
working.

39
 CHAPTER – 4
DATA ANALYSIS AND
INTERPRETATION

DATA-1

The response of employees about their payment structure

Options No. of Respondents Percentage

Monthly salary 18 36%
Hourly Salary 0 0%

40
Piece rate 0 0%
Time rate 0 0%
Others 32 64 %
Total 50 100 %

The Response Of Employees About Their Payment Structure

36%

Monthly salary employees

Contract Salary Employees

64%

Interpretation
The above table shows that 36 % of employees get monthly salary.
The rest are contract basis workers. Hence less than half of the employees
have a fixed income and are secured about their future.

DATA-2

The response of employees about the attitude of superiors

Options No. of Respondents Percentage

Excellent 42 84%
Good 8 16 %
Poor 0 0%
Total 50 100 %

41
 The Response Of Employees About The Attitude Of Superiors

16%

Excellent
Good

84%

Interpretation
The above table shows that 84 % of employees have an excellent
attitude of supervisors and 16 % of employees have good attitude of
supervisors. Thus it can be concluded that overall the employees are happy
about their superior’s attitude towards them.

DATA-3

The response of employees about the attitude of their co-workers

Options No. of Respondents Percentage

Co-operative 50 100%
Non co-operative 0 0%
Total 50 100 %

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 The Response Of Employees About The Attitude Of Their Co-workers

0%

100%

Co-Operative Non Co-Operative

Interpretation
It can be informed that all the workers are happy about the co-operation
received from their co-workers. There are proper co-ordination and co-
operation among them which helps in building up a friendly and efficient work
environment.

DATA-4

The response of employees about the medical service

Options No. of Respondents Percentage

Satisfied 32 64 %
Not satisfied 0 0%
Need to Improve 18 36 %
Total 50 100 %

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 The response of Employees about medical services

36%

64%

Satisfied Need improvement

Interpretation
The above table shows that 64 % of employees are satisfied their
medical service and rest 36 % said to improve this facility.
More than 50% of the workers are satisfied with the medical facility
provided to them. But there is scope for improvement in this area like giving
them medical insurance converge, medical allowance etc.
DATA-5

The response of employees about the festival offers

Options No. of Respondents Percentage

Yes 36 72 %
No 14 28 %
Total 50 100 %

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 The response of employees about Festival offers

28%

72%

Yes No

Interpretation
The above table shows that 72 % of the employees get festival offer
and 28 % of employees will not allow the festival offers.

DATA-6

The response of employees about the facility provided by the company

Options No. of Respondents Percentage

Canteen 0 0%
Medical 50 100 %
Accommodation 0 0%
Any other facility 0 0%
Total 50 100 %

45
 The response of Employees about the facility provided by the company

0%
0%
0%

100%

Interpretation
The above table shows that 100 % of the employees get the medical
benefit of the company.

DATA-7

The response of employees about training programme

Options No. of Respondents Percentage

Yes 48 96 %
No 2 4%
Total 50 100 %

46
 The Response of Employees about Training

4%

96%

Trained Employees No Training

Interpretation
The above table shows that 96 % of the employees get training in the
organization and 4 % of employees are non-trained.
Almost all the employees are given training when they first start their
carrier with the organization. If it is felt that an incumbent is experienced, then
training is not given & directly inducted into the organization.

DATA-8

The response of employees about the satisfaction of their job

Options No. of Respondents Percentage

Very satisfied 12 24 %
Satisfied 38 76 %
Not satisfied 0 0%
Total 50 100 %

47
 The response of employees about the satisfaction of their job

24%

76%

Very satisfied Satisfied

Interpretation
The above table shows that 24 % of employees are very satisfied in
their job and rest 76 % are satisfied.

48
 CHAPTER – 5
SUMMARY, FINDINGS AND
RECOMMENDATIONS

SUMMARY

49
 This project is a study on job satisfaction of employees at Ajantha
Furniture (P) Ltd. After conducting this study I have arrived at a conclusion
that the employees are satisfied with their job and their working condition and
also fond that the organization takes special interest on its employees and
living condition. And the company given all the accessories to do the work
easier and all these accessories are easy to use and powerful so an
employee can do his work without strain. By concluding this types of study,
we can find that the company provides the perquisites to the employees as
bonus. In the company, there is a healthy relationship between the
supervisors and subordinates and among the employees so it reveals that
there is a healthy relationship and communication takes place smoothly and
generally all the employees are happy.

FINDINGS

1. This study has identified that out of the total respondents 24 % of

employees are very satisfied with their job and 76% are satisfied
with their job and nobody is dissatisfied.

50
2. The fact that the 100% of employees get medical facility provided
by the concern, it reveals that the company care about the
employee’s health.
3. The study also indicate that the 70% of employees have got
overtime work and 30% are exclude from overtime work. Majority of
the employees are ready to do overtime work.
4. The study reveals that the 100% of the employees have co-
operation among them, it implies that there is better level of co-
operation in the organization.
5. The study indicate that the majority of employees have an excellent
opinion about the attitude of their superiors, it reveals that the
superiors maintain a good relation with the subordinates.
6. It is clear that the majority of employees have got training, It reveals
that the concern is interested to develop the skill of employees.
7. Some of the employees of the company have got festival offers, it
indicates that the company has a social and curing attitude.

RECOMMENDATIONS

1. In this concern it is observed that some of employees have not get

the festival offers. So give them some festival offers.

51
2. Some of the employees said that their work nature is risky so make
them skillful by giving proper training on their work or use more
better machines to make their job become easy.
3. Most of employees said that they have get overtime work so make
them skill in their work.
4. It is clear from the study that some of the employees do not get
training so give all the employees proper training.
5. Give opportunity to every employee for overtime work if they are
interested and give them standardized payment depending on the
nature of work.
6. The study observed that the company does not provide canteen
facility, so give them canteen facility.
7. The study revealed that majority of employees are not educated, so
to develop personality, introduce proper personality development
programmes.

52
APPENDIX

QUESTINNAIRE

53
NAME OCCUPATION SEX

Qualification: Diploma P.G Graduate Below graduate

1. In which department you are working?

Production Accounts
HR Marketing

2. Which is your employment basis?

Permanent Contract

3. How long you have been working in this concern?

1-5 years 5-15 years Morethan 15 years

4. Are you getting training?

Yes No

5. According to your opinion, what is the nature of your work?

Risky Less Risky No risk at all

6. Opinion about your work environment?

Excellent Good Poor

7. How do you rate the facilities provided by the conce rn?

Excellent Good Poor

8. Which is your payment structure?

Monthly salary Hourly salary Piece rate
Time rate Others

9. Attitude of your co-workers towards you?

Co-operative Non co-operative

10. Do you get the perquisitie?

Yes No
If yes in which type
Incentives Bonus Tools
Uniforms others

11. Are you receiving any festival offers?

Yes No

12. Do you get any overtime work facilities?

Yes No

13. Facilities provided by the company?

Canteen Medical
Accommodation Others

14. Are you satisfied with your job?

Very satisfied Satisfied Not satisfie d

54
 BIBLIOGRAPHY

Memorandum
Ajantha Furniture (P) Ltd

Marketing Management-
By Philip Kotter, 11th Edition.

Production Management-
By S.N. Cherry

Research Methodology methods and techniques

By C.R. Kothari

www.google.com- Indian Furniture

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