A STUDY ON JOB SATISFACTION OF EMPLOYEES IN DESHABHIMANI

PROJECT REPORT
Submitted by
GOPIKA.G 108001141010

In partial fulfilment of the requirements for the award of the degree Of

Master of Business Administration

In

Department of Management Studies

SSK COLLEGE OF ENGINEERING & TECHNOLOGY COIMBATORE- 641105

JUNE 2012

SSK COLLEGE OF ENGINEERING & TECHNOLOGY

NH47, Palakkad Main Road (Near Nandhi Temple) Navakkarai Post, Coimbatore 641105.

Department of Management Studies

PROJECT WORK JUNE 2012 This is to certify that the project entitled

A STUDY ON JOB SATISFACTION OF EMPLOYEES IN DESHABHIMANI

Is the bonafide record of the project work done by GOPIKA.G REGISTER. No: 108001141010 of MBA during the year 2011-2012. ---------------------Project Guide --------------------------------Head of the Department

Submitted for the Project Viva-Voce examination held on ___________. --------------------------Internal Examiner ----------------------------External Examiner

Certificate

16th April 2012

CERTIFICATE
This is to certify that Mrs.Gopika.G (108001141010), MBA student of SSK college of Engineering & Technology Coimbatore has successfully completed the Project entitled A study on job satisfaction of Employees in Deshabhimani for the period of 6 months as a part of her academic curriculum. During the tenure she had shown keen interest in learning various related aspects. During the above period her conduct and character were found good.

DECLARATION
3

DECLARATION
I affirm that the project work titled A Study on Job Satisfaction of Employees in Deshabhimani. Being submitted in partial fulfillment for the award degree of Master of Business Administration is the original work carried out by me. It has not formed the part of any other Project work submitted for award of any degree or diploma, either in this or any other University.

Place: Date: (Signature of the Candidate) GOPIKA.G 108001141010

I certify that the declaration made above by the candidate is true.

Signature of the Guide, L .GOWRI LINGESWARI (Assistant professor, MBA)

Acknowledgement
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ACKNOWLEDGEMENT
With profound sentiment of gratitude. I acknowledge the encouragement, I have received from all those contributed to the successful completion of this element. First of all I would like to express my gratitude to God Almighty for helping me to come up till now and for having gracefully blessed me with the knowledge. Skill and enthusiasm for completing the Project work. I extend my special gratitude to the management of SSK College of En gineering & Technology and to our Principal Dr.C.S.RAVICHANDRAN for permitting me t o undertake this project. I wish to acknowledge my sincere gratitude and indebtedness to our beloved director of MBA department Dr. M.R.VANITHAMANI, MBA, M.Phill, PhD, Department of Management studies SSK College of Engineering & Technology, Coimbatore and to my project guide Mrs.L.GOWRI LINGESWARI,Assistant professor, MBA(phd) for their valuable guidance and constructive suggestions in the preparation of project report. I extend my gratitude to Deshabhimani. And my external coordinator Mr. MOHANAN, Manager and employees of Deshabhimani and my dear friends for their encouragement, support, guidance and assistance for undergoing this project and for preparing the project report. Last but not least, I would like to express my thanks to my beloved parents who have given me confidence and financial support without which training would not have taken place.

GOPIKA.G

CO NTENT

CONTENTS
PAGE CHAPTER NO: List of tables List of charts CHAPTER 1 I.1 I.2 I.3 I.4 CHAPTER II II.1 II.2 II.3 II.4 CHAPTER III CHAPTER IV CHAPTER V CHAPTER VI VI.1 INTRODUCTION Introduction to study Industry profile Company profile Introduction to the variables MAIN THEME OF THE PROJECT Need for the study Scope of the study Objectives of the study Limitations of the study REVIEW OF LITERATURE RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION FINDINGS,SUGGESTIONS AND CONCLUSION Findings 65 1 2 3 6 11 15 16 17 18 19 22 24 TITLE NO

VI.2 VI.3 CHAPTERVII

Suggestions Conclusion Bibliography Appendix

67 68 69 70

LISTS OF TABLES
LISTS OF TABLES

TABLE NO: 1

TITLE OF TABLE Age group of respondents Experience of respondents

PAGE NO: 24 25 26 27 28 29

2 3 4 5

Gender of the respondent Marital status of respondent Satisfaction of employees towards induction training Satisfaction of employees towards effectiveness of trade

union Satisfaction of employees toward addressing of 30

grievance Satisfaction of employees towards medical and first aid 31

facilities provided Satisfaction of employees towards the medium of 10 32

suggestion box Satisfaction of employees towards the chance of 33

10 11

advancement of job Satisfaction of employees towards education facilities provided to their children 34

12

Satisfaction of employees towards the welfare schemes provided

35

13

Satisfaction of employees towards family get together and pleasure trips.

36

14

Satisfaction of employees towards the annual leaves and holidays Satisfaction of employees towards the facilities

37

38 39

15 16 17 18

provided in the company Satisfaction of employees towards standard of living after joining the company Satisfaction of the employees towards the incentive provided for creative ideas Satisfaction of employees towards the reward provided for the maintenance of attendance Satisfaction of employees towards the club and

40 41 42 43 44 45

19 20 21

recreational facility Satisfaction of employees towards the rest room during leisure hours Satisfaction of employees towards the dependents a getting a job when the employee expires on job Satisfaction of employee towards the remuneration

22

given Satisfaction of employees towards the insurance scheme 46

23

provided

11

24

Satisfaction of employees towards the overall welfare measures provided

47

Cross tabulation between Gender of the respondent and induction 48 25 25.1 Cross tabulation between gender of the employees and addressing of 50 26 26.1 grievances Chi square calculation 2 50 training program Chi square calculation 1 48

Cross tabulation between martial status of the employees and 52 standard of living of employees 27 27.1 28 28.1 29 29.1 30 30.1 31 31.1 32 32.1 Chi square calculation 3 52

Cross tabulation between martial status of the employees and the 54 welfare measures Chi square calculation 4 54

Cross tabulation between age of employees and the insurance 56 schemes given to them. Chi square calculation 5 57

Cross tabulation between experience of the employees and incentives 59 for creative ideas. Two way ANOVA calculation 1 60

Cross tabulation between experience of the employees and medical 61 facilities given to the employees Two way ANOVA calculation 2 62

Cross tabulation between experience of the employees and 63 remuneration given to the employees Two way ANOVA calculation 3 64

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LIST OF CHARTS
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LIST OF CHARTS
PAGE NO: CHART NO: 1 TITLE OF CHARTS Age group of respondents Experience of respondents 2 3 4 5 Gender of the respondent Marital status of respondent Satisfaction of employees towards induction trai ning Satisfaction of employees towards effectiveness 6 of trade union Satisfaction of employees towards addressing 7 of grievance Satisfaction of employees towards medical and 8 first aid facilities provided Satisfaction of employees towards the medium o 9 10 11 12 13 f suggestion box Satisfaction of employees towards the chance of advancement of job Satisfaction of employees towards education facilities provided to their children Satisfaction of employees towards the welfare schemes provided Satisfaction of employees towards family get 35 36 32 33 34 31 30 29 24 25 26 27 28

14

14

together and pleasure trips. Satisfaction of employees towards the annual leaves and holidays Satisfaction of employees towards the facilities

37 38 39 40 41 42 43 44

15 16 17 18

provided in the company Satisfaction of employees towards standard

of

living after joining the company Satisfaction of the employees towards the incentive provided for creative ideas Satisfaction of employees towards the reward provided for the maintenance of attendance Satisfaction of employees towards the club and

19 20 21

recreational facility Satisfaction of employees towards the rest room during leisure hours Satisfaction of employees towards the

dependents a getting a job when the employee expires on job Satisfaction of employee towards the 22 remuneration given Satisfaction of employees towards the insurance 23 24 scheme provided Satisfaction of employees towards the over all welfare measures 47 46 45

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CHAPTER 1
INTRODUCTION

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1. INTRODUCTION
Job satisfaction describes how content an individual is with his or her job. Its a relatively recent term since in previous centuries the jobs available to particular person were often predetermined by the occupation of that persons parent. There are a variety of factors that can influence a persons level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements).The happier people are within their job, the more satisfied they are said tube. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, involvement and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; an affective reaction to ones job; and an attitude towards ones job. Weiss (2007) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours. This definition suggests that we from attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviours. Job satisfaction is a general or global affective reaction that individuals hold about their job. While researchers and practitioners most often measure global job satisfaction, there is also interest in measuring different "facets" or "dimensions" of satisfaction. Examination of these facet conditions is often useful for amore careful examination of employee satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits." A worker's sense of achievement and success is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for

17

ones efforts. Job satisfaction further implies enthusiasm and happiness with one's work. The Harvard Professional Group (1998) sees job satisfaction the keying redient that leads to recognition, income, promotion, and the achievement of other goals that lead to general feeling of fulfilment.

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1..1 AN INTRODUCTION TO STUDY

This project is entitled as STUDY ON JOB SATISFACTION OF EMPLOYEES with reference to Deshabhimani, Kaloor, Kochi.This project gives a special emphasis on the level of satisfaction of employment regarding their jobs. This project was done with the intension to determine the level of satisfaction of the employees as well as to study the factors causing dissatisfaction. The study was also made to find out the attitudes of employees towards their jobs and to give certain suggestions inorder to reduce the dissatisfaction level of the workers in the organization.

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1.2INDUSTRY PROFILE
Newspaper is the first draft of history. The beginning of the nineteenth century witnessed great developments in the techniques of news paper production. There has been newspaper of a kind since the time of Christ. Probably the first newspapers were the Acta diurna. Public occurrence published by Benjamin harries in 1690 is the first news paper in America. The first news paper published from England was weekly news ( 1622 ). The news paper, which started in France, was gazette the frangs in (1631) and in India it was Bengal gazette started its operation from 29 th January 1780. In the eighteenth century the news papers, by now quite numerous, fought a long and determined battle against the government for what is now called, The freedom of the press. The newspaper The times' continued supremacy among newspapers until the end of the nineteenth century in U.K.. Then age of popular newspaper began. The Daily Mirror (1896), the daily express (1900) and the Daily Mirror (1903) etc, where launched. So great and rapid was the expansion of the newspaper industry between 1850s and the outbreak of First World War, in 1914, that this period is known as The Golden Age of British Journalism. The First World War brought the newspaper industry a serious set back. But in since, followed by the growth of the industry field necessitated the development of communication. Electronics has revolutionized the entire method of printing and the newspaper industry witnessed an immediate growth in modern times. It is very difficult to trace the history of newspaper with exact figures. We have to go years back to trace the origin of newspapers. Here the researcher maid and attempt to trace the history of newspaper especially the daily newspaper but cant completely ignore other publications because almost all the dailies changed its form from other publications. It is believed that a conscious effort to communicate the news for the first time in the World Wars maid by the king of maurya in India in BC 273 to 232. There were also facilities for storing the news at the time. The speaking Gazette which was considered as the first newspaper in the world started its publications from 618 and continued till the beginning 20th century. In 1950, Wall news paper appeared in Europe. It was named as Gaskate and 30 volumes of it are kept in library in Florence.

Indian Newspaper Industry

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India is one of the few countries in the world to have many business newspapers, which not only reflects the vitality and vibrancy of the media, but also the new vitality of our economy. The large readership for these business newspapers transcends from the rapidly growing corporate sector, it also illustrates the growing interest that the general public now evinces in economic matters which reflect the growing importance of business and economy in our national discourse. There was a huge growth in the sales of the newspapers for the past few years. According to the recent study by Federation of Indian Chambers of Commerce and Industry (FICCI), this growth would outperform the general economy each year till 2011. The Indian print media industry netted $90.80 million in foreign investment in the last three years; few papers like Business standard have tied up with Financial Times of London. Newspaper the ability to carry the message in greater detail and clarity, more in-depth information and analysis, which helps companies and their business. Newspapers are re-inventing themselves to protect their turf in a fiercely competitive multi-media environment. They are using different strategies to attract the customers of different sectors They have managed to hold the attention and fidelity of more than 9,00, 00,000 readers (both individual and corporate across the nation). All the newspapers in India (Economic Times, Hindu, Indian express, mathrubhumi, Business Standard, Financial Times, Business Line, Mint and Financial Chronicle) are working strategically to increase their sales. The Indian Newspaper industry can be primarily segmented across two categories; English Newspapers and Regional .The English medium dominates the industry in terms of advertisement revenues, though vernacular newspapers outperform the English newspapers in circulation. English newspaper industry in India has been fragmented with the players having a regional focus such as the Deccan Chronicle in Hyderabad, Hindustan Times in Delhi, Times of India in Mumbai, Hindu in Chennai, Telegraph and Statesman in Kolkata, Deccan Herald in Bangalore, Gujarat Samachar in Ahmedabad. However, the industry is witnessing a trend whereby players are looking beyond their home territories viz. Times of Indias and Business Standards entry into certain newer territories and Deccan Chronicle and Hindustan Times also doing the same.

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The competitive landscape has now drastically changed with major publishers trying to expand to other geographic regions, initiating price wars and marketing campaigns to win readers. The competitive intensity, which was quite mild until few years ago, also reached a higher level with the launch of DNA and Hindustan Times in the Mumbai market. Newspapers reach only 35 per cent of our adult population even though the adult literacy is about 65 per cent. To build this gap between readership and literacy and also to remain competitive the publications have kept their prices low and depended entirely on advertisers to subsidize the reader and to increase the sales

TOP TEN NEWSPAPERS IN INDIA

Rank Newspaper 1. Dainik Jagran 2. Dainik Bhaskar 3. Hindusthan Dainik 4. Malayala Manorama 5. Amar Ujala 6. Lokmat 7. The Times OF India 8. Dina Thanthi 9. Rajasthan Patrika 10. Eenadu Language Hindi Hindi Hindi Malayalam Hindi Hindi English Tamil Hindi Telegu Circulation 1,59,50,000 1,34,88,000 108,39,000 99,27,000 85,83,000 78,09,000 72,54,000 72,45,000 72,17,000 71,05,000

1.3 COMPANY PROFILE

Deshabhimani is a reputed daily newspaper based in kerala, it is the mouthpiece of the kerala state committee of the communist party of India (Marxist),it is one of the most prominent newspapers of the state. It is run by and published by the CPM of kerala, the paper acts as a media through which the roots of the party can be firmly strengthened. As of 2012 it is published in nine different editions,mainly

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 Kannur Calicut Malappuram Thrissur Kochi Kottayam Thiruvananthapuram Bangalore AbuDhabi The news paper has enjoyed tremendous success in kerala due to the high literacy rate of the state and the mind set of people of the state which has been generally inclined towards revolutionary thoughts of those of communism and Marxist theories. It is also considered as the peoples paper since the Marxist party always stood for the upliftment of the deprived, communism is a theory which promotes the establishment of a completely classless society where there would not be people deprived of means of survival since the means of production would be owned by the public. According to the Indian readership survey, Deshabhimani is the number 1daily in kerala based on per copy readership. Deshabhimani has now completed 68 years of operation; it fulfilled the need of those turbulent days of the freedom movement. Its beginning was a culmination point of hopes and aspirations of the oppressed, repressed and suppressed toiling masses; the path the company went through was filled with hurdles in the form of authorities who wanted to shut it down and other bureaucracies. The company now features state of the art equipment like a fully computerized and networked infrastructure to a highly efficient and fast printing system. The company has worked on the principle of producing a newspaper with a different perspective, they frequently take up the initiative to organise meaningful discussions on a variety of topics, this has helped in giving the people a deep insight into the current trends in the evolution of a Parallel democratic media. The company features a tagline With the truth and with the people

HISTORY OF DESHABHIMANI
Deshabhimani was started as Prabhatam (The Dawn) on the 9 th of January at shornur near trichur under the editorship of EMS Namboothiripad.He is 23

considered to be the harbinger of the newspaper. It started as a weekly on the 6th of the September 1942,on the 8th of January 1946,Deshabhimani transformed in to a four page daily.When the party started functioning in 1942,it took the initiative to have its own mouthpiece and that is how deshabhimani was born in Kozhikode.The fund collected by late comrade,A. k. Gopalan sustained it initially, later EMS Namboothiripad disposed of his ancestral property and donated the entire amount Rs 50000 to the paper. The deshabhimani editorial, the call of the gallows in connection with the Kayyur martyrs infuriated the British imperialists. The madras government took revenge and ordered the paper to deposit a fine of Rs 1000.But the people raised this amount within days, four years later, despite all the onslaughts, deshabhimani changed to a four page daily on the 18 th of January 1946 The proletarian perspective and progressive views of these papers were against the views of the erstwhile princely rules that the papers were banned once by the cochin government and twice by the Diwan of Travancore during 1942-46.The newspaper has raised its voice on several issues in the past which were considered too trivial for attention by other newspapers such as the agitation of toddytappers of anthikkad(Thrissur) and the strikes of Cochin harbour,Sitaram mill (Trichur) and Aaron mill (Kannur)These were some of the outstanding struggles which had been featured on Deshabhimanis pages. It played its revolutionary role against landlordism and colonialism and diligently and highlighted the sacrifices of those who laid down their lives at Karivallor,Kavumbai,Munayankunnu(Ka nnur) and Onchiam (Kozhikode) while fighting.

COMPANY LIFE CYCLE

In Life cycle of the organisation the important component is growth from the lifecycle. We can analyse that as a growing stage.Deshabhimani was established in 1942.In that year the paper introduced, more activity for the development of this organisation, It will face more competition in the starting position. Now Deshabhimani is a growing stage. The

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list of the top 7 publications that have recorded the highest growth in their average issue readership (AIR) sees Deshabhimani (daily) right the top. Though the base numbers of the publication is modest, the growth number seen is a significant 3,65,000 which takes the AIR number of the publication to 2,027,000 in this round from the earlier 1,662,000.

OTHER PUBLICATION
1. Deshabhimani Weekly 2. Stree Shabdham (Womens magazine) 3. Thathamma (Childrens magazine) 4. Deshabhimani Diary (Annual diary from Deshabhimani) 5. Deshabhimani Calendar

Competitors of Deshabimani
Rank 1. 2. 3. 4. 5. 6. 7. 8. 9. Newspaper Malayala Manorama Mathrubhoomi Deshabhimani Deepika Chandrika Grihasree Janabhumi Kerala kaumudi Mangalam Marketshare 40% 25% 20% 15% 15% 15% 15% 15% 15%

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OPERATIONAL DEFINITIONS IN DESHABHIMANI

Employee welfare provided in Deshabhimani is as follows: 1. Medical check up Once in every two years a medical check up is given for the employees and their spouse. They can also under go laboratory investigation which will be arranged by the company 2. Scholarship scheme for the employees children Scholarship will be awarded to the children of Deshabhimani employees on the basis of merit. 3. Attending sick person The company has a system to get the list of persons who are absenting for more than 4 days continuously, company will enquire about these persons & if their absence is due to ailment, company will make necessary arrangement to get the best medical attention. 4. Medical reimbursement facility Those who are not covered by the ESI are eligible for the medical reimbursement. 5. Excurtions Annual excursions are conducted by the company for all employees and their spouse to various tourist locations. The welfare committee is given the task of deciding the locations to be visited. 6. Marriage gift Deshabhimani gifts Rs 5001 to the employees for their marriage and the same to the children of the employees. 7. Night shift allowance All employees who perform duties during night shifts are entitled for a night bata. 8. Pension schemes All employees who retire from Deshabhimani are entitled for monthly pension at 30% of their last drawn salary for 10 years from the date of retirement.

9. Labour welfare fund 27

Employees are eligible to get various benefits under the labour welfare funds scheme which the ministry of labour offers. 10. Insurance In Deshabhimani group insurance of 1 lakh covering all the employees in the event of death is made by the company for their employees and in certain risky jobs the covering is Rs 5 lakhs. 11. Employees co-operative society Regular employees can become a member of the employees co-operative society in the respective units and can avail loans as per the rules of the society.

1.4 INTRODUCTION TO VARIABLE

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Job satisfaction is one of the most crucial but controversial issues in industrial psychology and behaviour management in organization. It ultimately decides the extent of employee motivation through the development of organization climate or environment job satisfactions has been a subject of hot chase by researchers. There have been more than three thousand published studies on job satisfaction during the last 30-40 years. Job satisfaction is the attitude one has towards his or her job. Sated another way it is one is affective response to the job. Job satisfaction is concerned with the ' feeling one has towards the job. The importance of job satisfaction is fairly evident from a description of the importance of maintaining moral in any industry. It a worker is not satisfied with work, and then both the quantity and quality of his output will suffer. It his job satisfaction increase then there is on improvement in both the quality and quantity of production. Factories in which the workers are satisfied with their work are also characterized by a high morale. Factors associated with Job satisfaction: A) PERSONAL FACTORS: Number of department Time on Job Level and Range of Intelligence Level of Education Age Attitude Personality, Exclusive of Intelligence

SEX: Other things remaining the same, women are more satisfied with their work than men because relatively women have limited needs and are less ambition. NUMBER OF DEPENDANTS: An earlier study by Morse of white collar workers in America Indicated that the more number of dependants one has, the less satisfaction he has with his Job. It is possible that the stress of greater financial need due to increase in family size widens the gap between the need and the satisfaction of it thereby bringing about greater dissatisfaction with one job. TIME ON JOB: The study of Sinha and Nair showed that workers with service of three years and less and those with service of over six years were more satisfied than workers with service of four to six years. The trend, in other words showed relatively high job satisfaction at start, which dropped between the fourth and sixth years, then rose again with

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greater length of service on the job. RANGE OF INTELLIGENCE: Some studies in U.S.A. have shown the intelligent workers to have same what poorer work attitudes. In an English investigation the most intelligent girls employed in a chocolate factory were found to be most easily bored. LEVEL OF EDUCATION: Indian studies have generally shown that there is a tendency for the more educated workers to be less satisfied and conversely the less educated workers to be more satisfied. AGE: Usually young workers have higher level of job satisfaction but by and by it shows a declining trend. However, certain studies on the subject have revealed positive results between advancing age and job satisfaction. PERSONALITY, EXCLUSIVE OF INTELLIGENCE: Studies have suggested that personality is a major cause of job satisfaction and dissatisfaction such studies. However, not been conclusive as true measures of personality characteristics have not yet been fully possible. B) FACTOR INHERENT IN JOB: Type of work Skill required Occupational status Size of the plant Geography Industrial psychologists have long considered "type of work" as the most important factor inherent in a job. Studies abroad have shown that "variety in the job" cause greater job satisfaction than routine work". Other studies have shown a majority of factory workers to be dissatisfied whereas a minority of professionals was dissatisfied. Thus, although the type of work must be considered as an important determinant of job satisfaction in Indian organization the widely prevailing inadequate personnel policies and ineffective personnel practices may have prevented the congenial relationship to be established.

1. Type of work:

2. Skill required: In one of the earlier studies it has been recognized that where skill exists to a considerable degree it tends to become the first source of satisfaction to the workman.

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The study also noted that satisfaction in conditions of work or in wages become prominent only where satisfaction in skill has materially decreased. 3. Occupational Status: Occupational are usually 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 identical with each other.The occupations which they would like to enter most often were those of higher status is determined not only on the way the individual employee regards the status of his job but also on the wav it is regarded by others in the society whose opinion be values. 4. Size of the plant: Usually in small plants, people get more job satisfaction because of attention they receive from the management and also due to respect they get for their ability. 5. Geography: Geography has been found to have some bearing an satisfaction and dissatisfaction of workers. In study in the United States it was found that people on the pacific coast were the most satisfied and those in the mountain states were the least satisfied. Other studies were the least satisfied. Other studies have shown that workers in large cities are less satisfied than those in smaller cities and towns. It is however difficult to separate the cause of workers satisfaction and dissatisfaction can not however be attributed to geography alone as it is inseparable from the working condition levels of industrial development the political, social and economic, environment, the workers' characteristics and possible other factors as well in the regions. Still, taking all these factors into account, the possibility of regional variations attributable to geography cannot be fully ruled out. C) FACTORS CONTROLLABLE BY MANAGEMENT Adequate Salary Fringe Benefits Co-workers Downward Communication Working Conditions Responsibility Supervision Wages

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Opportunities for Advancement

1. Adequate salary: Adequate salary emerges as the most predominant preference of all the job factors among Indian workmen as is evident in the summary of the comparable Indian studies covering a period of 21st years from 1951 to 1971. These studies, which report the expressed preferences of worker, have led to certain controversies about interpretation of their implications in Indian condition. The security of job, security of for retirement benefits, security for life and security of finance provided by the management, the greater will be the job satisfaction to the employees. 2. Fringe benefits: Though the provision for fringe benefits affects the job satisfaction but these benefits Occupy low position of importance. 3. Co-workers: The job satisfactions are likely to be more it the workers are good. Hence management and worker all should try to create and maintain good human relations in the industry in order to create friendly environment. 4. Downward communication: In case downward communication flows adequately and smoothly, workers are likely to have more job satisfaction. 5. Working conditions: Where working conditions are better workers get more job satisfaction because good working conditions leave an impact on the mind of the worker. 6. Responsibility: Those jobs in which a log of responsibility is involved give more job satisfaction especially to the educated and highly educated people. 7. Supervision: Job supervised by good tempered and human relations oriented - supervisors are source of more job satisfaction whereas ill-tempered supervisors become the source of dissatisfaction to the workers. 8. Wages: Jobs carrying attraction wages and pay scales give more job satisfaction. Wages are more significant as long as physiological needs are not fulfilled. 9. Opportunities for advancement: 32

Employees especially the ambitions and potential ones get more, job satisfaction in job offering opportunities for advancement.

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CHAPTER 2
MAIN THEME OF THE STUDY

2.1 NEED FOR THE STUDY

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The basic need of the study is to find out the employee satisfaction towards the welfare measures in Deshabhimani kochi.This study is necessitated on various aspects. It help the management to review the welfare measures they now offer to their employees and to improve it as per requirements and the need and among all the most important need being to analyse the attitude of the workers towards the welfare schemes provided.

2.2 Scope of the study

35

The scope of the study is to make an indepth analysis of employees satisfaction level in the organization. The scope of the study is to provide valuable information to the management. This helps the management to take necessary steps to review the facilities provided and can take measures in case of necessity and there by improve the satisfaction level of employees.

2.3 OBJECTIVE OF THE STUDY

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 To know the employees satisfaction level of Deshabhimani. To identify the current problems of employees in the working environment. To study the employees expectations and their motivational management. To suggest certain measures to improve the satisfaction level of employees. To analyze the opinion of the workers about working condition. To study the employees attitude towards Deshabhimani. To analyze the satisfaction towards the monetary benefits and Communication facilities in the company. practices of the

2.4 Limitations of the study

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 The sample size chosen for the study were only 100 and so the result would not be applicable to the whole of Deshabhimani. The study has been conducted purely for academic purpose and it is not an exhaustive one. Managers and the staff members from different departments are constantly engaged in their work to meet deadlines; this caused a limitation in collection of data from multiple sources. This study requires large time because, huge number of the employees in the organisation. Due to the personal bias of the respondent there may be a slight variation in the accuracy of the result. For the delicate question such as salary, age, respondent manipulate favourable which may be inaccurate.

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CHAPTER 3
REVIEW OF LITERATURE

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3.1 REVIEW OF LITERATURE

Job satisfaction helps to get enjoyment feeling while doing a work. This study deals with the review of previous studies on the Employees job satisfaction. Many such studies were conducted by the government and the committees to overview the satisfactional level of the employees in various organisations. Satisfactions in the workplace have become common topics in mainstream media. An individuals experience at work, whether they are physical, emotional, mental, or social in nature obviously affects the person while he or she is in the workplace. Researchers and managers have generally recognised that health and well being can potentially affect both workers and organisations in negative ways. According to Fredman and Arnold b job satisfaction will be defined as the amount of overall positive affect(feelings) must individual has towards their jobs. Employees satisfaction includes job satisfaction of employees. A satisfied employee is generally satisfied in this job. If the employees feels that they are being paid continuously and treated and will Sandya (2008) She has conducted a research on the title: To study on jobs satisfaction among employees at G-Plast (p) ltd. The objective of the study is to analyze the employees to understand their attitude towards job and expectations. The data is collected by primary methods. The simple size was 85 workers. Questionnaire is prepared and distributed among the employees as a part of collecting datas. Probability sampling is used. Under, this simple random sampling is used to collect the relevant information. She found out; 60% of the employees were satisfied with their job, working condition. All of them satisfied with medical facilities and the some employees were not satisfied with educational facilities. MS. Gowri.G (2010) She was conducted a research on the title: To study on job satisfaction among employees at HNL. The objective of the study of employees expectations and their motivational practices of management. The total no: of employees 1058, out of this 10% is selected as random sample. The data is collected in primary and secondary. The data are collected and tabulated for analyses. The datas are analyzed by chi-square and percentage 40 will by the organization, they will be satisfied with their jobs have positive attitudes.

method. Pie-charts were used to represent the results on the basis of this study; she found the employees are satisfied with the physical environments in the company. Nearly 48% of the employees are satisfied with the job. Srikumar (1998) He has conducted a research on title: A study on employees satisfaction at Lakshmi Mills Company. The objective of the study is to analyze the employees attitude and opinion of workers about working condition. The data as are collected by primary and secondary. The datas collected through primary on discussions with higher officials, observations and questionnaire. Secondary method by various records, Manuals, Magazines. Sample size is taken as 100. He found out that 38 % of the employees were satisfied with working conditions, other remaining were satisfied and not satisfied. Mohammed (2000) He was conducted a research on title: To study on job satisfaction at Rado tyres, Nellikuzhi. The objective of the study to suggest certain measures to improve the level of employees. The datas are collected through primary and secondary. There are 328 employees; out of this 100 is taken as sample. The questionnaire is circulated among the 100 employees. He found that, the employees are satisfied in working conditions, medical facilities and others. But they are not satisfied motivational practices of management. He suggested to make a good relation ship or welfare activates to solve this dissatisfaction of employees. Karthik (2003) He has conducted the research study on the title: job satisfaction of employees at employees provident fund office, Tirunelveli, the objective of the study about the systems, procedures, in sub regional office to achieve the employees job satisfaction. Datas are collected through primary datas. Questionnaire and informal chat with employees done for collecting data. The datas were analyzed with statistical tools. As a result of this study; he found that the employees are satisfied with working condition and also satisfied in fringe benefits. Mahesh Mohan (2005) He has collected a research on the title: A study on job satisfaction and welfare activities in spic methods. The sample size was 100. The primary method is used for collecting data. Interview is conducted with the employees. The analyses are done bye chi-square and percentage method. Pie- cheats is used for representing the analytical

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datas graphically. He found out that 70% of employees were satisfied with working condition of the company. Raman (1991) He has conducted a study on workers expectations, and company facilities at Kothari textile mills. The sample is taken as 80. The primary datas are collected by using the interview schedule and the secondary data were collected through discussion officials with personal department and referring the files. From the data he found out that almost every one were satisfied with the working conditions. All the respondents have suggested that washing facilities are adequate. Majority of the workers are satisfied with welfare facilities. Saravano Rae civil and Gangly In the study of job satisfaction among highly skilled personal, they name shown the relationship with the co-workers usually considered as Hygiene, extrinsic or rarely factor, is considered as most important satisfaction in a private sector electric company in Bangalore; they found responsibility as one of the most important motivational factors contributing to satisfaction. Study of productivity and job satisfaction conducted by group investigators in SITRA revealed the level of jobs. Satisfaction to significantly higher in high productivity units viewed more. Favourably the various aspects of there job as, salary management, working conditions and so as. In 1946,a committee named The Labour in investigation committee surveyed the available welfare measures to the washer men employed in large number of industrial undertakings. The committee covered different areas in labour welfare such as housing policy, recreation, education facility, canteen relief in case of age olds and deaths, medical aid etc.For the first time in India labour investigation committee highlighted the importance of welfare measures for workers in improving their social & economic need. During 1966-69,A committee on labour welfare reviewed at length the functioning of various statutory and non-statutory welfare schemes implemented in industrial establishments, both in public and private sectors including mines, plantations, etc.It had made comprehensive recommendations for their improvement. In 1971, C.P.Thakhur and V.P.Pathak had done a study on corporate objective and workers response on fringe benefits and labour welfare. They found that none of the textile unit had the benefits and welfare measures it required. They found that nonwage benefit and welfare programmes have a labour market role in allocating and re-

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allocating labour and skills. This will have repercussions on labour mobility, buying in due pressure on industrial enterprise lagging behind in this respect. In 1984,Mr.D.Vijayaraghavan conducted a study on the opinion of the workers towards the welfare facilities in Ruckmani mills, silaimani.This study revealed the fact that implementation of welfare measure is one of the important factors for the increase in productivity, reduced absenteeism and better industrial relations.

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CHAPTER 4
RESEARCH METHODOLOGY

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4.1 RESEARCH METHODOLOGY

Research is purposive analysis that tries to establish a basis for prediction and control in the behaviour it studies. Methodology is a systematic way to solve the problem. Methodology gives the specific methods used for studying the detail of the sample size, sample selection, population, sample technique and tool of analysis. Research design It is a conceptual structure with which the research would be analysed. In this study descriptive research design was adopted. Descriptive research studies are those studies, which are concerned with describing the characteristics of particular individual or a group. It includes the fact-finding enquires of different kinds. Nature of data The nature of data used in this project is both primary and secondary date. The primary data those, which are collected, afresh and for the first, time, and thus happens to be original in character. The secondary data are those which are collected from company profiles, registers, websites and magazines. Population All the items under consideration in any field of enquiry constitute or a universe or population. Population size is considered to be 220 employees. It consists of people work in different departments of Deshabhimani. Samples Sample is the selection of only few items from the universe on the assumption the sample data will be able to estimate population parameters. Sampling Method In this project probability sampling is used and simple random sampling is chosen from probability sampling. Simple random sampling from a finite population refers to that method of sample selection, which gives each sample combination in equal probability of being picked up and each item in the entire population to have an equal chance of being included in the sample.

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Sample size Size of the sample means the number of sampling units selected from the population for investigation. It serves to achieve the objective. The study is limited to few employees. The sample size of my project is 100 employees. Tools used for the data collection 1. Simple percentage This tool is used in making comparison between 2 or more criteria. This method is used to describe relationship % analysis =no: of respondent /total sample size *100 2. Chi square method The chi square test is one of the simplest and most widely used nonparametric tests in statistical work. As a non-parametric test it can be used to determine if categorical data shows dependency or the two classifications are independent. It can also be used to make comparisons between theoretical population and actual data when categories are used in Chi square. = (O-E) / Ei O= observed frequency E= expected frequency 3. Two way ANOVA Two-Way ANOVA is useful when we desire to compare the effect of multiple levels of two factors and we have multiple observations at each level.

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CHAPTER 5
DATA ANALYSIS AND INTERPRETATION

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CHI SQUARE TEST

1. The following table shows the cross tabulation between the gender of the employees and the induction training program given to them. TABLE 25 Gender Male Female Total Highly satisfied 18 22 40 Satisfied 44 14 58 Dissatisfied 0 0 0 Highly dissatisfied 0 0 0 No opinion 2 0 2

Null hypothesis (Ho): There is no significance relationship between the gender of employees and induction training program given to them. Alternative hypothesis (Hi): There is significant relationship between the gender of the Employees and induction training program given to them. TABLE 26 O 18 44 0 0 2 22 14 0 0 0 E 25.6 37.12 0 0 1.28 14.40 20.8 0 0 .72 CALCULATED VALUE = 4.0 Table value: =(r-1)*(c-1) = (2-1) (5-1) = 4 D.o.f at 4 of 5% significant of tabulated value = 9.488 Calculated value < Tabulated value Accept Null hypothesis. Interference: O-E -7.6 6.88 0 0 .72 76 -6.8 0 0 -.72 (O-E)2 .57 .47 0 0 0.005 57.7 0.46 0 0 0.005 (O-E)2/E 0.02 0.02 0 0 0.003 4.00 0.022 0 0 0.006 4.063

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The calculated value of above table is 4.063 is lesser than the table value. So, the null hypothesis is accepted. Hence, there is no significance relationship between the gender of employees and induction training program given to them. 2. The following table shows the cross tabulation between the gender of the employees and addressing grievances of employees in the company TABLE 27 Gender Male Famale Total Highly satisfied 12 10 22 Satisfied 47 17 64 dissatisfied 0 6 6 Highly dissatisfied 0 0 0 No opinion 5 3 8 total 64 36 100

Null hypothesis (Ho): There is no significance relationship between the gender of employees and addressing grievances of employees in the company Alternative hypothesis (Hi): There is significant relationship between the gender of the Employees and addressing grievances of employees in the company. TABLE 28 O 12 47 0 0 5 10 17 6 0 3 E 14 40.9 3.84 0 5.12 7.92 23.04 2.16 0 2.88 O-E -2 6.1 -3.84 0 -.12 2.08 -6.04 3.84 0 0.12 (O-E)2 4 37.21 14.74 0 0.014 4.32 36.48 14.74 0 0.014 (O-E)2/E 0.28 0.909 3.83 0 0.002 0.54 1.58 6.82 0 0.004 13.965

CALCULATED VALUE = 13.965 Table value: =(r-1)*(c-1) = (2-1) (5-1) = 4 DF at 4 of 5% significant of tabulated value = 9.488 Calculated value > Tabulated value

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Accept Alternative hypothesis Interference: The calculated value of above table is 13.965 is greater than the table value. So, the alternative hypothesis is accepted. Hence, there is significant relationship between the gender of employees and addressing grievances of employees in the company. 3. The following table shows the cross tabulation between the martial status of the employees and standard of living of the employees. TABLE 29 Martial status Single Married Total Highly satisfied 6 26 32 Satisfied 43 17 60 dissatisfied 1 1 2 Highly dissatisfied 0 0 0 No opinion 5 1 6 total 55 45 100

Null hypothesis (Ho): There is no significance relationship between the martial status of the employees and standard of living of the employees. Alternative hypothesis (Hi): There is significant relationship between the martial status of the employees and standard of living of the employees. TABLE 30 O 6 43 1 0 5 26 17 1 0 1 E 17.6 33 1.10 0 3.30 14.40 27.00 .90 0 2.70 O-E -11.6 10 -0.1 0 1.7 11.6 -10 0.1 0 -1.7 (O-E)2 134.5 100 .01 0 2.89 134.5 100 .01 0 2.89 (O-E)2/E 7.6 3 0.009 0 .875 9.3 3.7 0.01 0 1.07 25.56

CALCULATED VALUE = 25.56 Table value: =(r-1)*(c-1) = (2-1) (5-1) = 4

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DF at 4 of 5% significant of tabulated value = 9.488 Calculated value > Tabulated value Accept Alternative hypothesis Interference: The calculated value of above table is 25.56ss is greater than the table value. So, the alternative hypothesis is accepted. Hence, there is significant relationship between the martial status of the employees and standard of living of the employees. 4. The following table shows the cross tabulation between the martial status of the employees and welfare measures of the company . Martial status Single Married Total Highly satisfied 8 16 32 TABLE 31 Satisfied 39 25 64 dissatisfied 0 0 0 Highly dissatisfied 0 0 0 No opinion 8 4 12 total 55 45 100

Null hypothesis (Ho): There is no significance relationship between the martial status of the employees and welfare measures of the company Alternative hypothesis (Hi): There is significant relationship between the martial status of the employees and welfare measures of the company. TABLE 32 O 8 39 0 0 8 16 25 0 0 4 E 13.2 35.2 0 0 6.60 10.80 28.80 0 0 5.40 O-E -5.2 3.8 0 0 1.6 5.2 -3.8 0 0 -1.4 (O-E)2 27.04 14.44 .0 0 2.56 27.04 14.44 0 0 1.96 (O-E)2/E 2 .41 0 0 .38 2.5 .50 0 0 0.36 8.85

CALCULATED VALUE = 8.85 Table value: = (2-1)*(5-1) = (5-1) (2-1) = 4

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D.o.f at 4 of 5% significant of tabulated value = 9.488 Calculated value < Tabulated value Accept Null hypothesis. Interference: The calculated value of above table is 4.063 is lesser than the table value. So, the null hypothesis is accepted. Hence, there is no significance relationship between the martial status of the employees and welfare measures of the company.

5. The following table shows the cross tabulation between the age of the employees and insurance schemes in the company. TABLE 33 Age 20-30 31-40 41-50 Highly satisfied 10 5 3 Satisfied 43 12 9 2 66 dissatisfied Highly 2 0 0 0 2 No total 56 28 12 4 100 dissatisfied opinion 0 1 0 0 0 0 11 0 0 12

50 & above 2 Total 20

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Null hypothesis (Ho): There is no significance relationship between the age of the employees and insurance schemes in the company. Alternative hypothesis (Hi): There is significant relationship between the age of the employees and insurance schemes in the company. TABLE 34 O 10 43 2 0 1 5 12 0 0 11 3 9 0 0 0 2 2 0 0 0 E 11.2 36.96 1.12 0 6.72 5.60 18.48 .56 0 3.36 2.40 7.92 .24 0 1.44 .80 2.64 .08 0 .48 O-E -1.2 6.1 0.88 0 -5.72 -0.6 -6.48 -5.60 0 7.64 0.6 1.08 -.24 0 -1.44 1.2 -0.64 -.08 0 -.48 (O-E)2 1.44 37.2 0.77 0 32.7 .36 41.9 .31 0 58.3 .36 1.16 0.05 0 2.07 1.44 0.40 0.006 0 0.23 (O-E) 2/E 0.12 1 .68 0 4.86 0.06 2.26 .55 0 17.35 0.15 0.14 0.20 0 1.43 1.8 .15 0.075 0 0.479 31.30

CALCULATED VALUE = 31.30 Table value: =(r-1)*(c-1) = (20-1) (5-1) =76 D.o.f at 76 of 5% significant of tabulated value =97.35 Calculated value < Tabulated value Accept null hypothesis Interference: The calculated value of above table is 25.56ss is lesseer than the table value. So, the null hypothesis is accepted. Hence,. There is no significant relationship between the age of the employees and insurance schemes in the company.

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TWO WAY ANOVA

1. The following table shows the cross tabulation between the Experience of employees and the incentives offered for creative ideas. TABLE 35 Experience Below 5years 6-10 yrs 11-15 yrs 16-20 yrs 21 and above Highly satisfied 20 0 2 2 0 satisfied 20 20 0 6 0 dissatisfied 5 5 0 0 0 Highly dissatisfied 0 5 0 1 0 No opinion 3 0 10 1 0

Null hypothesis 1: There is no significant relationship with the experience of employees. Null hypothesis 2: There is significant relationship with incentives offered. Alternative hypothesis 1: There is significant relationship with the experience of employees Alternative hypothesis 2: There is significant relationship with incentives offered. CF=T2/N =1002/25 =400 SSR =482/5+302/5+122/5+102/5+02/5 =460.8+180+28.8+20 =689.6-400 =289.6 SSC=242/5+462/5+102/5+62/5+142/5

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=115.2+423.2+20+7.2+39.2 =604.8-400 =204.8 SSE=SST =202+202+52+32+202+52+52+22+102+22+62+12+12 =400+400+25+9+400+25+25+4+100+4+36+1+1 =1430-400 =1030 SST=SSR+SSC+SSE SSE=SST-(SSR+SSC) =1030-(289.6+204.8) =535.6 TABLE 36 Source variance Between experience Between incentives SSE 535.6 16 33.475 of Sum source 289.6 204.8 Degree freedom 4 4 of Mean square 72.4 51.2 Variance ratio f F1=2.16 F2=1.52

F1 at 5% significant level of (4, 16) =4.0069 F2 at 5% significant level of (4, 16) =4.0069 F1 calculated value < tabulated value Accept alternative hypothesis and reject the null hypothesis F2 calculated value < tabulated value Accept alternative hypothesis and reject the null hypothesis INTERFERENCE

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The calculated value of F1 (2.16) is lesser than the table value(4.0069).so, Accept alternative hypothesis and reject the null hypothesis The calculated value of F2 (1.52) is lesser than the table value (4.0069).so, Accept alternative hypothesis and reject the null hypothesis Hence, it is concluding that, there is significant relationship between experience and incentives offered for creative ideas. 2. The following table shows the cross tabulation between the Experience of employees and medical facilities given to the employees. TABLE 37 Experience Below 5years 6-10 yrs 11-15 yrs 16-20 yrs 21 and above Highly satisfied 26 5 2 5 0 Satisfied 22 25 8 3 0 dissatisfied 0 0 2 0 0 Highly dissatisfied 0 0 0 0 0 No opinion 0 0 0 2 0

Null hypothesis 1: There is no significant relationship with the experience of employees. Null hypothesis 2: There is significant relationship with medical facilities given to the employees. Alternative hypothesis 1: There is significant relationship with the experience of employees Alternative hypothesis 2: There is significant relationship with medical facilities given to the employees. CF=T2/N =1002/25 =400 SSR =482/5+302/5+122/5+102/5+02/5 =460.8+180+28.8+20 =689.6-400 =289.6 SSC=382/5+582/5+2/25+0/25+22/5 =288.8+672.8+0.8+0.8 =963.2-400 =563.2 SSE = SST

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=26+2222+52+252+22+82+22+52+32+22 =676+484+25+625+4+64+4+25+9+4 =1920-400 =1520 SST=SSR+SSC+SSE SSE=SST-(SSR+SSC) =1520-(289.6+563.2) =667.2 TABLE 38 Source variance Between experience Between medical facility SSE 667.2 16 41.7 of Sum source 289.6 563.2 Degree freedom 4 4 of Mean square 72.4 140.8 Variance ratio f F1=1.73 F2=3.37

F1 at 5% significant level of (4, 16) =4.0069 F2 at 5% significant level of (4, 16) =4.0069 F1 calculated value < tabulated value Accept alternative hypothesis and reject the null hypothesis F2 calculated value < tabulated value Accept alternative hypothesis and reject the null hypothesis INTERFERENCE The calculated value of F1 (1.73) is lesser than the table value (4.0069).so, Accept hypothesis. The calculated value of F2 (3.37)) is lesser than the table value (4.0069).so, Accept alternative hypothesis and reject the null hypothesis. Hence, it is concluding that, there is significant alternative hypothesis and reject the null

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relationship between experience and medical facilities given to the employees. 3. The following table shows the cross tabulation between the Experience of employees and remuneration given to them. TABLE 39 Experience Below 5years 6-10 yrs 11-15 yrs 16-20 yrs 21 and above Highly satisfied 16 12 2 6 0 Satisfied 32 18 10 0 0 dissatisfied 0 0 0 2 0 Highly disstisfied 0 0 0 0 0 No opinion 0 0 0 2 0

Null hypothesis 1: There is no significant relationship with the experience of employees. Null hypothesis 2: There is significant relationship with remuneration given to the employees Alternative hypothesis 1: There is significant relationship with the experience of employees Alternative hypothesis 2: There is significant relationship with remuneration given to the employees CF=T2/N =1002/25 =400 SSR =482/5+302/5+122/5+102/5+02/5 =460.8+180+28.8+20 =689.6-400 =289.6 SSC =362/5+602/5+22/5+22/5+02/5 =259.2+720+.8+.8 =980.8-40 =580.8

SSE=SST =162+322+122+182+22+102+22+22+62 =256+1024+144+324+4+100+4+4+36

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=1896-400 =1496 SST=SSR+SSC+SSE SSE = 1496-(289.6+580.8) =625.6 TABLE 40 Source variance Between experience Between remuneration SSE 625.6 16 39.1 of Sum source 289.6 580.8 Degree freedom 4 4 of Mean square 72.4 145.2 Variance ratio f F1=1.85 F2=3.71

F1 at 5% significant level of (4, 16) =4.0069 F2 at 5% significant level of (4, 16) =4.0069 F1 calculated value < tabulated value Accept alternative hypothesis and reject the null hypothesis F2 calculated value < tabulated value Accept alternative hypothesis and reject the null hypothesis INTERFERENCE The calculated value of F1 (1.85) is lesser than the table value (4.0069).so, Accept alternative hypothesis and reject the null hypothesis The calculated value of F2 (3.71)) is lesser than the table value (4.0069).so, Accept alternative hypothesis and reject the null hypothesis Hence, it is concluding that, there is significant relationship between experience and remuneration given to the employees

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CHAPTER 6

FINDINGS

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It is found that most of the employees are satisfied on their jobs. Majority of the employees are satisfied with the working conditions prevailing in organisation. Employees have a good chemistry between work groups. The success of every organisation depends on the employee satisfied the most; the performance will be up to the satisfactory level. here, the most of the employees having satisfaction on their work.

Job can be always performed to a satisfactory level, if all the adequate information is available to the employees. Here, most of them are satisfied with the communication and team work.

Benefits are one of the factors, which leads to the productivity of the employees in this organisation the employees are much satisfied with benefit package. Recreational facilities helps to improve the employees working capacity &

productivity .In the organisation is good but not up to very much satisfied level. About 40 percent of the employees are highly satisfied with the indication training program providing by the organization. .About 64 percent of the employees are satisfied with the trade union activities. About 22 percent of the employees are highly satisfied with the addressing of grievances in the organization. About 58 percent of the employees are highly satisfied with the medical facilities provided by the organization. About 16 percent of employees are not satisfied with the suggestion box provided by the organization. About 66 percent of employees are satisfied with the chances of advancement of job. About 96 percent of employees satisfied with educational scheme to employee children provided by the organization.

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About 94 percent of employees are satisfied with the welfare schemes providing by the organization. About 46 percent of employees are satisfied with the moral & motivation of team members in the organization. About 34 percent of employees are highly satisfied with the annual leaves & holidays provided by the organization. About 66 percent of employees are satisfied with facilities provided by the organization. About 60 percent of employees are satisfied with living facility provided by the organization. About 24 percent of employees are satisfied with incentives provided by the organization. About 10 percent of employees are satisfied with retirement plans provided by the organization. About 36 percent of employees are satisfied with cultural recognition provided by the organization. About 66 percent of employees are satisfied with insurance scheme provided by the organization. About 64 percent of employees are satisfied with overall welfare scheme provided by the organization.

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SUGGESTIONS
1 Suggestion box could be placed in all the departments so that the employees can come out with better ideas. 2. Employees could be rewarded well for suggesting creative ideas and thus they can be motivated 3. The employees could be made aware about the medical facilities facilities and first aid facilities by providing a training session on it 4. Facilities like drinking water, toilet etc can be provided at all adequate places 5. Employees should be given opportunities to use club and recreational facilities effectively 6. Insurance schemes should be provided to all employees and it should not be restricted to the journalists. 7. Better communication may yield some more results. 8. Make senior management more friendly with subordinates.

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CONCLUSION
Deshabhimani is used as a vehicle to propagate the party philosophy of the communist party of India (Marxist).Its main objective has always been acting as the eloquent mouthpiece of the progressive forces with clear political vision on national and international issues. Its vision is to make Deshabhimani the largest circulation daily. The study helped me to know more about the employee satisfaction in the organisation & the welfare measures taken by the organisation.

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BIBLIOGRAPHY

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BIBLIOGRAPHY
Books: 1. Fundamentals of business organisation and management, Y.K. Bushan, 2000 Edition 2. Marketing Management, Philip Kotler 3. Deshabhimani company manual, 2010 4. Cooper, Donald .r, schildler, Pamela .s, business research methods, by MC Graw hill company, New Delhi 5. Memoria, CB Dynamics of industrial relation by Himalaya publishing house 6. Ashwatappa k, Human Resource & Personnel Management. 7. S.S.Khanka- s. Chand, Organizational behaviour,3rd revised edition 2005. WEBSITES: www.deshabhimani.com www.wan-press.org

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APPENDIX

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Questionnaire
A study on identifying the satisfaction level of employees towards their jobs in Deshabhimani kochi. (Tick near the option) 1. NAME (OPTIONAL) : 2. SEX: MALE 3. AGE: 20-30 5 OR LESS THAN 5 SINGLE FEMALE 30-40 6-10 MARRIED 40-50 50-60 11-15 16-20

4. EXPERIENCE OF THE EMPLOYEES 5. MARITAL STATUS OF THE EMPLOYEE 6. ARE YOU SATISFIED WITH THE INDUCTION TRAINING PROGRAM PROVIDED BY THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 7. ARE YOU SATISFIED WITH THE EFFECTIVENESS OF TRADE UNION IN THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 8. ARE YOU SATISFIED WITH THE SYSTEM OF ADDRESSING GRIEVENCES IN THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 9. ARE YOU SATISFIED WITH THE MEDICAL FACILITIES AND FIRST AID PROVIDED BY THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY

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10. ARE YOU SATISFIED WITH THE SUGGESTION BOX GIVEN BY THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 11. ARE YOU SATISFIED WITH THE CHANCES OF ADVANCEMENT ON THE JOB? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 12. ARE YOU SATISFIED WITH THE EDUCATIONAL SCHEMES TO EMPLOYEES CHILDREN PROVIDED BY THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 13. ARE YOU SATISFIED WITH THE WELFARE SCHEMES PROVIDED BY THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 14. ARE YOU SATISFIED WITH FAMILY GET TOGETHER AND PLEASURE TRIPS PROVIDED BY THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 15. ARE YOU SATISFIED WITH ANNUAL LEAVES AND HOLIDAYS GIVEN BY THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 16.ARE YOU SATISFIED WITH THE FACILITIES PROVIDED BY THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY

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17. ARE YOU SATISFIED WITH THE STANDARD OF LIVING AFTER JOIN IN THE COMPANY? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 18. ARE YOU SATISFIED WITH THE INCENTIVES OFFERED FOR CREATIVE IDEAS? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 19. ARE YOU SATISFIED WITH THE REWARD PROVIDED FOR MAINTENANCE OF ATTENDENCE? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 20. ARE YOU SATISFIED WITH THE CLUB AND RECREATIONAL FACILITIES IN THE ORGANISATION? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 21. ARE YOU SATISFIED WITH THE REST ROOM FACILITY DURING LEISURE HOURS? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 22. ARE YOU SATISFIED WITH THE DEPENDENTS GETTING JOB WHILE, EMPLOYEES EXPIRES ON JOB? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 23. ARE YOU SATISFIED WITH THE REMUNERATION FOR YOUR JOB? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 94 SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY

24. ARE YOU SATISFIED WITH THE INSURANCE SCHEMES PROVIDED BY THE ORGANISATION? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION 25. ARE YOU SATISFIED WITH THE OVER ALL WELFARE MEASURES PROVIDED BY THE ORANISATION? HIGHLY SATIFACTORY DISATISFACTORY NO OPINION Suggestions if any: SATISFACTORY HIGHLY DISATISFACTORY SATISFACTORY HIGHLY DISATISFACTORY

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