A Study On Employee Satisfaction Survey at Roots Cast Private Limited Coimbatore

A STUDY ON EMPLOYEE SATISFACTION AT
ROOTS CAST PRIVATE LIMITED
Submitted by
ARUN VP
1516301012
BATCH OF 2016-2018
In the partial fulfillment of the award of the degree

Of
MASTER OF BUSINESS ADMINISTRATION
SONA COLLEGE OF TECHNOLOGY

[An Autonomous Institution]
Affiliated to Anna University, Chennai
Salem – 636 005.
APRIL- 2018
SONA COLLEGE OF TECHNOLOGY, AUTONOMOUS
SALEM
DEPARTMENT OF MANAGEMENT STUDIES
PROJECT WORK
This is to certify that the project entitled

A STUDY ON EMPLOYEE SATISFACTION AT
ROOTS CAST PRIVATE LIMITED
Is the bonafide record of project work done by
ARUN VP
1516301012
Of
MASTER OF BUSINESS ADMINISTRATION
During the year 2016 - 2018
------------------------ ---------------------------
Project Guide Director
Submitted for the Project Viva-Voce examination held on
---------------------------- ----------------------------
Internal Examiner External Examiner

DECLARATION
I ARUN VP, Register No- 1516301012 of 2016-2018 batch, a full time bonafide
student of second year, Master of Business Administration (MBA) Programme of Sona
College of Technology (An Autonomous Institution), hereby certify that this project work is
carried out by me at “Roots Cast Private Limited” and the report submitted in partial
fulfillment of the requirements of the Programme is an original work of mine under the
guidance of Mrs.M.S.Kamalaveni, Assistant Professor, Department of Management Studies,
Sona College Of Technology and is not based or reproduced from any existing work of any
other person or on any earlier work undertaken at any other time or for any other purpose, and
has not been submitted anywhere else at any time.
Signature of the Student
ARUN VP (1516301012)
I certify that the declarations made by the above candidate is true.
Signature of the Guide

MRS.MS KAMALAVENI
(ASSISTANT PROFESSOR)
ACKNOWLEDGEMENT
I acknowledge with sincere gratitude, to respected Principal, Dr.S.R.R.Senthil
kumar, Sona College of Technology, Salem
I express my sincere thanks to my respected Director Dr.Swarup K Mohanty
Department of Management Studies.
I acknowledge my deepest sense of gratitude to Mrs.M.S.Kamalaveni, Assistant
Professor, Department of Management Studies, for his untiring efforts and the entire Faculty
team of Department of Management Studies for providing all hope and confidence to
complete my record work in a successful manner.
My special thanks to Mr N.Sampath kumar DGM Training and Development,
Coimbatore for his co-operation to me during the period of study. He was constantly
steering me when I needed help in his busy schedule.
I also express my sincere Gratitude to Mr.Thirumaran Human resource manager
of Roots cast Private ltd, who guided me throughout the Project to visit the various
departments successfully.
I would also thank all the staff-members of the Roots Industries India Ltd whom I
met in this time period for all the feedback and help which they provided to me.
CONTENTS
CHAPTER NO. PARTICULARS PAGE NO.
LIST OF TABLES
LIST OF CHARTS
LIST OF FIGURES
INTRODUCTION OF THE STUDY
1.1 About the project 1
1.2 Objectives of the study 5
1.3 Scope of the study 6

I
1.4 Limitation of the study
6
1.5 Industryprofile
7
1.6 Prduct profile

10
1.7 Company profile

11
II
REVIEW OF LITERATURE 12
III RESEARCH METHODOLOGY 13
IV DATA ANALYSIS AND INTERPRETATION 16
V FINDINGS 63
VI SUGGESTION 64
VII CONCLUSION 65
ANNEXURE 66
BIBILOGRAPHY 83
LIST OF TABLES
S.NO CONTENTS PAGE NO.

TABLE SHOWING EMPLOYEE
SATISFACTION- EXECUTIVES
4.1 Working Condition 24
4.2 Relationship with superiors and Colleagues 25
4.3 Motivation and Recognition 26
4.4 Salary 27
4.5 Welfare facilities 28
4.6 Job Security 29
4.7 Grievance Handling 30
4.8 Performance Appraisal 31

4.9 Training 32
4.10 Management Style 33
4.11 Quality Policy 34
4.12 Career Counseling 35
4.13 Individual’s Growth Opportunities 36
4.14 Goals And Responsibilities 37
4.15 Image of the Organization 38

SATISFACTION- STAFFS
4.19 Salary 42
4.21 Job Security 44

4.24 Training 47

S. NO CONTENTS PAGE NO.
SATISFACTION- OPERATORS
4.34 Salary 57

4.39 Training 62
4.45 Table showing overall employee satisfaction 68

LIST OF CHARTS

CHARTS SHOWING EMPLOYEE
SATISFACTION- EXECUTIVES
4.4 Salary 27
4.6 Job Security 29

4.9 Training 32

S.No CONTENTS PAGE NO
SATISFACTION- STAFFS
4.19 Salary 42

4.24 Training 47

S. No CONTENTS PAGE NO.
SATISFACTION- OPERATORS
4.34 Salary 57

4.39 Training 62

ABSTRACT
Roots industries India limited belongs to the Roots group, Coimbatore. The
Present Project entitled “EMPLOYEE SATISFACTION” was carried out in Roots
Cast Private Limited. The main objective of this project is to study the level of
satisfaction among the employees and to give suggestions to overcome the draw back
faced by the organization to satisfy the employees.
The data used for the study is the primary data. Primary data was collected
from the employees of various category i.e., executive level, staff level and operator
level in Roots Cast Private limited. The tools and techniques used for the analysis are
Percentage Analysis, charts and chi-square are drawn and based on the analysis,
findings and conclusion was drawn.
12
1. INTRODUCTION
1.1. ABOUT THE PROJECT
Employee job Satisfaction was a much popularized subject during the 1980’s
and 1990’s, where much of the literature (Stoner & Wankel, 1986; Brewster, Dowling,
Grobler, Holland & Warnich, 2000), focused on the link between Employee Satisfaction
and Employee Performance. Subsequent research has, however, proven that this link is not
particularly strong, (Kreitner & Kinicki, 2005; Ivancevich & Matteson, 2002). What recent
research has confirmed is that there is a clear reciprocal relationship between Employee
Satisfaction and Customer Satisfaction (Kraut, 1996). For example, one of the most
detailed studies undertaken was that carried out by Heskett, Sasser and Schlesinger (1995).
The authors point out that, “When companies put employees and customers first, their
employees are satisfied, their customers are loyal, their profits increase, and their continued
success is sustained” (as cited in Bailey & Dandrade, 1997).
The concept of Employee Satisfaction can be traced back to Edward Thorndike,
who in the early 1900’s published an article in the Journal of Applied Psychology where
he explored the relationship between work and satisfaction. The concept of Employee
Satisfaction has certainly been researched very thoroughly over the years and has been
linked to many other issues like employee loyalty, employee commitment, employee
engagement and job satisfaction.
One of the most quoted theorists is Hertzberg who during the 1950’s developed his
theory which identified two dimensions of satisfaction, namely motivation and hygiene.
Hertzberg maintained that the hygiene factors could not motivate employees but rather
helped minimize dissatisfaction levels if addressed. These hygiene factors include topics
such as; company policies, supervision, salary, interpersonal relationships and working
conditions. The motivating factors addressed topics such as: the work itself,
achievement, recognition, responsibility, and advancement. If continuously good levels
are maintained in respect of these topics, a motivated work force is created.
1
Modern management considers human being as resource and it is an importance
for the success of any organization. It is the strength and aid. Therefore, employee’s
attitudes, interest, quality, job satisfaction, etc., have a bearing productivity of a firm unless
the management is able to recognize employees needs and wants they will lose motivation
and morale and it will affect the best interest of the firm.
Work is one of the most important activities in a person’s life. who do have
satisfying job rarely have fully satisfying lives. Dissatisfaction in work can lead in many
circumstances to lower production and friction on the job. So that it must be considered by
the management and steps should be taken to find out the factors which cause job
dissatisfaction and to reduce suchdissatisfaction.
In general employee satisfaction is the attitude towards the work environment,
salary, relationship with their colleagues, job security, grievance handling, performance
appraisal, training and development, management style, quality policy, career counseling
and so on.
In this project factors that are taken into consideration for the employee satisfaction
are:
1. Work Environment:
Work environment is the atmosphere to which the employee is actually

exposed. This constitutes a major portion of the influence on the employees.
This typically included the quantum of work allotted, nature and complexities,
system being followed, support from colleagues etc.
2. Relationship with the Superiors and Subordinates:
Healthy and cordial relationship in the department will not only provide
healthy environment but also paves way for smooth flow of work, increases
productivity and qualitative performance.
3. Relationship with Colleagues:
Better understanding and friendly relations with colleagues is necessity for a

good environment. Joining hands together and helping
2
each other enhance stability and confidence among themselves that contributes
to the security and improve performance as a whole.
4. Motivation and Recognition:
The level of performance of an employee is a function of his abilities. If there

is a strong positive motivation, the output increases and decreases if it is
negative. Motivation is a core element of management which shows that every
human being earnestly seeks a secure, friendly and supportive relationship that
gives him a sense of warmth and recognition in groups that are most important
tohim.
5. Salary:
Salaries are influenced by the size of the company, by a specific industry and
in part by the contribution of the incumbent to the process of decision making.
The bigger the firm, the greater is the compensation to the employees. The
more attractive the salary, the more attractive will be the performance of the
employees.
6. Job security:
A person who is satisfied with the current job would continue to remain in the
same job. So job security plays a crucial role in the maintenance of job
satisfaction among employees.
7. Grievance handling:
This is a corrective measure however important when grievances or difficulties

or constraints enter in on employee’s job. The approaches of management,
time taken to provide counter measures etc are the constraints of this factor.
8. Performance appraisal:
Most firms do not have a choice whether or not it should appraise its personnel
and their performance of the hired personnel will be evaluated by someone at
some time.
3
9. Management practices:
The approach of the management towards employees in the interfaces like

appraisal and reward schemes, permitting employees in the interfaces like
appraisal and reward schemes, permitting employees to participate in the
organizational issues etc, is also determining the employee satisfaction. This
company has set employee of the year award etc, ensures positive management
approach. These approaches have made the employees to have a good view
over their job.
10. Opportunities for development:
This is a factor strongly related to the higher order needs of the employees on
their personal development. Many people like a challenging job, since that
assures them to think and undergo series development measures. This factor is
an essential one for satisfaction of permanent employees.
11. Quality policy:
Quality is a core concept that rules today’s business. It is a non- comprising

factor of any industry in today’s business world. Companies would adopt
themselves to the recognize quality standards to sustain in the market and to
provide a better working condition to the employees and job security.
4
2. OBJECTIVES OF THE STUDY
Primary Objective:
To find out the ‘employees satisfaction’ in Roots cast Private Limited at three
levels namely executives, staffs and operators.
Secondary Objective:
▪ To Measure the satisfaction level of employees.
▪ To analyze work conditions.
▪ To study the job security level among the employees.
▪ To study how far the employees are satisfied with the training activities
of the company.
▪ To study the welfare activities of the company.
▪ To study relationship between employees and supervisors.
5
3. SCOPE OF THE STUDY:
The success of an organization depends upon ability of his employees. It is
said that “A happy employee is producing employee “. This study was conducted
to know the satisfaction level of workers. It helps in identify the problems of the
workers and reason for those problems. It is used to rectify some problems by
giving suggestions and recommendations. It also refers to general attitude of
employees towards his job.
4. LIMITATION OF THE STUDY:

Any research study will be restricted in scope by certain inherent limitations
that are caused by research design sampling procedure and respondent reflection.
▪ Due to lack of time the sample size is restricted and hence accuracy will
be less.
▪ Lack of cooperation of respondents.
▪ Chances of respondent’s bias are true in this study
▪ Since study is limited to particular unit only the conclusion may not have
universal validity in it.
6
1.5 INDUSTRY PROFILE
ROOTS INDUSTRIES LTD:
Roots Industries India Ltd. is a leading manufacturer of HORNS in India and the 11th
largest Horn Manufacturing Company in the world. Headquartered in Coimbatore - India,
ROOTS has been a dominant player in the manufacture of Horns and other products like
Castings and Industrial Cleaning Machines. Since its establishment in 1970, ROOTS has had
a vision and commitment to produce and deliver quality products adhering to International
Standards.
With a strong innovative base and commitment to Quality, Roots Industries India
Limited has occupied a key position in both international and domestic market as suppliers
to leading OEMs and after-market. Similar to products, Roots has leading edge over
competitors on strong quality system base. Now, RIL is the first Indian Company and first
horn manufacturing company in the world to get ISO/TS 16949 certification based on
effective implementation of QS 9000 and VDA 6.1 system requirement earlier. RIL has
entered into technical collaboration with Robert Bosch, SA to further enhance the technical
competence. Roots' vision is to become a world-class company manufacturing world-class
product, excelling in human relation.
Roots Industries India Ltd as ISO9001:2000 firm and the parent company
manufacture electric horns currently holding 60% of the Indian Market Share. They are
suppliers to leading automobile manufacturers such as Hindustan Motors, Premier
Automobiles, Telco, Bajaj, Mahindra and Mahindra, Maruti Suzuki, Uno fiat, Hyundai, Hero
Honda, LML Vespa etc., are also the exclusive suppliers of the special type horns to defense.
Their export market covers above 40 countries, which include United States, Japan,
Germany, Holland, far and Middle East, Latin American countries and South Africa, now
the Roots has expended and concentrated on industrial cleaning machines.
Roots Family
Roots Groups promoted by Mr.K .Ramasamy, A Master Degree holder in
Automobile Engineering from Lincoln Technical Institute, USA, has its corporate office at
Coimbatore in South India extending the philosophy of quality to all spheres of its activity
in the market leader in India for flagship product automobile horns.
7
Roots single minded pursuit of enhancing the quality of life has led to many other
diversifications. Roots today is a multi faced corporate entity with interests in automobile
accessories cleaning equipment, castings, precision tools, hi-tech engineering services,
healthcare & education.
1) Roots Industries Limited

2) Roots Auto Products Private Limited
3) Roots Multiclean Limited
4) Roots Cast Private Limited
5) Roots Precision Products
6) Roots Digital Engineering Services Private Limited
7) Roots Brake System Private Limited
8) Roots Polycraft
9) RK Nature Care Hospital
10) Satchidananda Jothi Nikethan Matric Higher Secondary School
11) Roots Metrology Laboratory
12) Roots industries Malaysia Sdn. Bhd
Roots Multiclean Limited

Roots Multiclean Ltd based in Coimbatore, a Southern city in India known for its
textile and light engineering products, is joint venture Roots Industries Limited with Hako
Werke GMBH & Co. Germany is one of the largest manufacturers of cleaning equipment
under license from Hako since 1994, within the short span of 10 year it has become India’s
largest manufacturers of floor cleaning equipment, manufacturing manually operated and
powered suction, Sweepers, Scrubber Driers and the state of the art Mopping System.
The group comprises of server important manufacturing units with the state
of the art CAD/CAM/EDP/quality assurance centers with advanced equipment’s.
Roots Precision Products

Roots Precision Products was established in 1987 to address the in-house tooling
needs of the diverse industries in Roots group. Owing to continuous improvement and
investment into better resources, the company has become self-sufficient. It is catering to the
needs of various industries. RPP acts as a one-stop solution for tooling and precision
machining.
8
Specialized in design and manufacture of:
 Press tools
 Injection moulds
 Die-casting dies
 Jigs and fixtures
Roots Polycraft Limited
Roots Polycraft (PC) was established in 1988 to manufacture precision plastic

components. It is equipped with latest microprocessor injection moulding machines to
maintain consistent process parameters. Over the years, Polycraft has gained skills and
unique techniques to manufacture small and medium size components for Automotive,
Pump, Textile, and Medical Industries besides meeting the captive requirements of Roots
Group. Being fully equipped to provide the best service, Polycraft has satisfied customers
who have helped augment its technological advances. The Company's commitment towards
the customer is demonstrated with quality products and service. This has resulted in
continuous growth and product diversification. The process is closely monitored with proven
techniques to obtain consistently good quality parts.
ROOTS CAST PRIVATE LIMITED.
Roots Cast Pvt. Ltd., (RCPL) (formerly known as Aruna Auto Castings Private Limited)
was established in 1984 to meet the captive requirements of the Roots group. With its ever
probing eye on the needs of the market, the company in the late 80s expanded its operations
to manufacture High Pressure Die Cast Aluminium and Zinc components to the exacting
needs of various customers in Automobile and Textile Industries with a high degree of
Quality and Perfection. RCPL now has established itself as a major player in the die cast
component manufacturing thanks to the expertise built in the core activities like tool design,
tool making and pressure die cast component manufacturing. RCPL supplies machined
castings and sub-assemblies as per customer requisitions in the following countries
1) RSV Governor hsg Injection Pump

2) Heat- Sink for Alternator
3) Pump Body and Pump Body Cover
4) Ring Holder for Ring Frame
9
1.6 PRODUCT PROFILE
The major products manufactured by Roots Cast Private Limited are:
Die Casting Dies:
Specification: 60 Ton to 400 Ton Cold Chamber & Hot
Chamber Component Material: Zinc & Aluminium alloys
Die Material: HDS H13 & Orvar Supreme.
Pressure Die Casting:
Specification: 60 Ton to 800 Ton capacity and can produce casting ranging in
weight from 0.25Kg to 15Kg in PDC.
Component Material: ABS, Nylon, PPS, HDPE, LDPE, Delrin, PP
Die Material: HPM 38, HDS H11, Stavax ESR, Impax Supreme, Calmax
Gravity Die casting:
Specification: 50 gms to 25Kg.
Component Material: aluminum, stainless steel, rubber, engineering polymers
Die Material: HSS, HCHCr.
10
6. COMPANY PROFILE
Roots groups of companies are well known all over the world. They specialize in
manufacturing horns and major establishment stand as their customers. The roots industries
have mainly two branches one of which is situated in the Ganapathy area and other one in
Thopampatty. Apart from this the Root family is a large concern, with divisions as follows:
 Roots Industries Limited
 Roots Auto Products (p) Ltd
 Roots Cast (p) Ltd
 Roots precision product
 Roots Digital Engineering Services (p) Ltd
 Roots Multi-Clean Ltd
 Roots poly crafts
Roots was the first company in India to get the European Homologation certificate
from Germany. The company has had a tremendous growth in export sectors and an
enviable track record of over Rs.35 million foreign exchange on just under 4years. Roots
horns are exported to over 25 countries worldwide and hold of about 60% of the Indian
market share. The exports go to Canada, USA, Brazil, Japan, Middle East, South Africa,
China, Australia and South America etc. It becomes the first company in the world to
introduce musical air horn.
11
2.REVIEW OF LITERACTURE
Singh & Jain (2013) highlights on employees job satisfaction and its impact on their
performance. Employees’ attitude reflects the moral of the company. Happy
employees play an important role in the areas of customers’ service and sales as they
are the one to interact with the customer on a daily basis. Work environment is the key
factor in job satisfaction. Good work environment and good working conditions leads
to job satisfaction at the same time helps in increasing employee work performance,
profitability, customer satisfaction as well as retention.
Tietjen & Myers (1998) discusses the theories of job satisfaction mentioned by
Herzberg and Lockers. Job Satisfaction is always maximum when an employee is
satisfied with the work which is assigned to him. A well-furnished office and the
temperature of the work environment doesn’t help much whereas the base duty allotted
in the job and the intrinsic related feelings of an individual creates a positive attitude
in him about the job. Salary, perks always doesn’t lead to job satisfaction it is the
intrinsic feelings of an individual which leads to job satisfaction.
Witte (2012) highlighted on the group differences aspect in job satisfaction. The study
was done on the banking sector in Belgium. A model was created for testing the
hypothesis. The model was “Job Demand Control support” and the analysis found says
that job demand (It is a psychology which says the job requires certain capabilities)
have the highest effect in explaining satisfaction in relation to the working conditions
and less in relation to explaining satisfaction with job content.
Omey (2007) discusses the relationship between educational level and job satisfaction.
He says though there is a relationship it also says that there is no relationship as well.
Higher educated workers are always satisfied in comparison with the lower educated
workers, the fact being higher educated people obtain a job of better quality. He adds
lower educated workers can also have higher level of job satisfaction from the
psychological benefits of a “good job”. Quality of jobs offered to the employees differs
with the educational level leading to different degree of job satisfaction. Job
characteristics have a big role as here one gets a scope to use his or her own skills.
Therefore, the author suggests that organizations should focus more on job quality than
educational level.
12
3. RESEARCH METHODOLOGIES
Research Methodology is a way to systematically solve the research problem as it

guides how research is done scientifically. It consists of different steps that are generally
adopted by the researcher to study his research problem with the logic behind them.
RESEARCH DESIGN
Research design constitutes the blue print for the collection, measurement and
analysis of data. Thus research design is a conceptual framework within the research is
conducted.
Descriptive research:
It includes surveys and fact finding enquiries of different kind. The major purpose
of descriptive research is the description of the state of affairs as it exists at present. This
study aims at evaluating the satisfaction level of employees at 3 levels namely Executives,
Staffs and operators at Roots cast private limited.
Therefore, this research can be called as descriptive research. Descriptive research

includes surveys and fact finding enquires of different kinds. The major purpose of
descriptive research is description of the state of affairs as it exists at present.
13
METHOD OF DATA COLLECTION
This study pertains to collection of data from the primary source called the primary
data.
Primary data:
Primary data are those which are collected for the first time by the researcher. It is
the fresh data. In this project, the primary data was collected through questionnaire from
the employees of three levels namely the executives, staffs and operators.
Secondary data:
Secondary data are those which have already been collected. In this project,
secondary source such as the magazines, certain published journals of the company have
been used to collect the information.
14
RESEARCH INSTRUMENT
The instrument which has been utilized for the collection of data is the
questionnaire. Questionnaire is a Performa containing sequence of questions to collect
information from the respondent. Thus, questionnaire consists of number of questions
printed or typed in a definite order on a form or set of forms.
SAMPLING DESIGN:
A sample design is a definite plan for obtaining in sample from a given population.
It refers to the technique or the procedure the researcher would adopt in selecting the items
for the sample.
In this project, the samples have been selected from the population using simple
random sampling technique.
In this research the sampling unit being the employees of Roots Cast Private
Limited.
The size of the sample is 81 out of a population of 110 which includes
9 executives
32 staffs
40 operators.
15
4. DATA ANALYSIS ANDINTERPRETATION
The success of the study rules on the clear interpretation of the data that is
presentation of qualitative information in an understandable way for the purpose of this
study statistical tools namely percentage analysis, chi-square test, charts, graphics and
diagram were used.
Classification, tabulation and charting of data are done with greater clarity.
Classification gives prominence to important information gathered dropping out
unnecessary details. The tabulation helps to simplify the presentation of data and facilitate
a comparison which enables the researcher to quickly locate the desire information.
Statistical Tool used in this project is Percentage analysis, chi-square test and charts.
16
TABLES SHOWING EMPLOYEE SATISFACTION
Category: Executive
Sample Size: 9
4.1 WORKING CONDITIONS:
CATEGORY NO OF %
RESPONDENTS
Agree 9 100
Disagree 0 0
Neutral 0 0
Strongly agree 0 0
Strongly disagree 0 0
Total 9 100
10
9
8
7
6
5
Total
4
3
2
1
0
Agree
INFERENCE:
From the above table it was observed that all the respondents are satisfied with the
existing environment.
17
4.2 RELATIONSHIP WITH SUPERIORS AND COLLEAGUES
CATEGORY NO OF %
RESPONDENTS
Agree 6 66
Disagree 0 0
Neutral 0 0
Strongly agree 3 34
Total 9 100
Total
7
4
Total
3
0
Agree Strongly agree
INFERENCE:
From the above table it was observed that 66% of the respondents said strongly agree
and remaining 34% of the respondents said agree.
18
4.3 MOTIVATION AND RECOGNITION:
CATEGORY NO OF %
RESPONDENTS
Agree 4 45
Disagree 0 0
Neutral 0 0
Strongly agree 5 55
Total 9 100
3
Total
2
0
INFERENCE:
From the above table it was observed that all the executives are satisfied with the
motivation and recognition.
19
4.4 SALARY:
CATEGORY NO OF %
RESPONDENTS
Agree 4 44
Disagree 0 0
Neutral 5 56
Strongly agree 0 0
Total 9 100
3
Total
2
0
Agree Neutral
INFERENCE:
From the above table it was observed that 44% of the executives are satisfied with the
salary that offered and 56% of the executives are not willing to say.
20
4.5 WELFARE FACILITIES:
CATEGORY NO OF %
RESPONDENTS
Agree 6 67
Disagree 0 0
Neutral 3 33
Strongly agree 0 0
Total 9 100
4
Total
3
0
Agree Neutral
INFERENCE:
From the. Above table it was observed that 67% of the respondents said agree and
remaining 33% of the respondents said neutral.
21
4.6 JOB SECURITY:
CATEGORY NO OF %
RESPONDENTS
Agree 8 89
Disagree 0 0
Neutral 1 11
Strongly agree 0 0
Total 9 100
9
8
7
6
5
4 Total
3
2
1
0
Agree Neutral
INFERENCE:
salary that offered.11% of the executives said as neutral.
22
4.7 GRIEVANCE HANDLING:
CATEGORY NO OF %
RESPONDENT
S
Agree 8 89
Disagree 0 0
Neutral 1 11
Strongly agree 0 0
Total 9 100
9
8
7
6
5
4 Total
3
2
1
0
Agree Neutral
INFERENCE:
salary that offered.11% of the executives said neutral
23
4.8 PERFORMANCE APPRAISAL:
CATEGORY NO OF %
RESPONDENT
S
Agree 6 66
Disagree 0 0
Neutral 2 23
Strongly agree 1 11
Total 9 100
7
4
Total
3
0
Agree Neutral Strongly agree
INFERENCE
From the above table it was observed that 77% of the respondents are satisfied with
the performance appraisal.23% of the respondents are not willing to say.
24
4.9 TRAINING:
CATEGORY NO OF %
RESPONDENTS
Agree 3 34
Disagree 0 0
Neutral 5 55
Strongly agree 1 11
Total 9 100
3
Total
2
0
INFERENCE:
From the above table it was observed that 11 % of the respondents said strongly agree
34% of the respondents said agree and remaining 55% of the respondents said neutral.
25
4.10 MANAGEMENT STYLE:
CATEGORY NO OF %
RESPONDENTS
Agree 7 78
Disagree 0 0
Neutral 1 11
Strongly agree 1 11
Total 9 100
4
Total
3
0
INFERENCE:
From the above table it was observed that 78% of the respondents said agree 11% of
the respondents said strongly agree and remaining 11% of the respondents said neutral.
26
4.11 QUALITYPOLICY:
CATEGORY NO OF %
RESPONDENTS
Agree 6 66
Disagree 0 0
Neutral 0 0
Strongly agree 3 34
Total 9 100
4
Total
3
0
INFERENCE:
From the above table it was observed that 66% of the respondents said agree and
34% of the respondents said strongly agree.
27
4.12 CAREER COUNSELING:
5
CATEGORY NO OF %
RESPONDENTS
Agree 5 56
Disagree 0 0
Neutral 3 33
Strongly agree 1 11
Total 9 100
3
Total
0
INFERENCE:
the respondents said strongly agree and remaining 33% of the respondents said neutral.
28
4.13 INDIVIDUAL’S GROWTH OPPORTUNITIES:
CATEGORY NO OF %
RESPONDENTS
Agree 5 55
Disagree 0 0
Neutral 1 11
Strongly agree 3 34
Total 9 100
3
Total
0
INFERENCE:
From the above table it was observed that 89% the employees are satisfied with the
growth opportunities the organization offers for the individual.11% of the respondents are not
willing to say.
29
4.14 GOALS AND RESPONSIBILITIES:
CATEGORY NO OF %
RESPONDENTS
Agree 7 78
Disagree 0 0
Neutral 1 11
Strongly agree 1 11
Total 9 100
4
Total
3
0
INFERENCE:
From the above table it was observed that 78% of the respondents said agree 11% of the
respondents said strongly agree.11% of the respondents said neutral.
30
4.15 IMAGE OF THE ORGANIZATION
4
CATEGORY NO OF %
RESPONDENTS
Agree 4 45
Disagree 0 0
Neutral 0 0
Strongly agree 5 55
Total 9 100
3
Total
0
INFERENCE:
From the above table it was observed that 55% said strongly agree and remaining
45% said agree.
31
Category: Staff
Sample Size: 32
4.16 WORKING CONDITIONS:
CATEGORY NO OF %
RESPONDENTS
Agree 16 50
Disagree 0 0
Neutral 2 6
Strongly agree 14 44
Total 32 100
18
16
14
12
10
8 Total
0
INFERENCE:
the respondents said strongly agree and remaining 6% said neutral.
32
4.17 RELATIONSHIP WITH SUPERIORS AND COLLEAGUES:
CATEGORY NO OF %
RESPONDENTS
Agree 21 67
Disagree 1 3
Neutral 3 9
Strongly agree 7 21
Total 32 100
25
20
15
Total
10
0
Agree Disagree Neutral Strongly agree
INFERENCE:
From the above table it was observed that 67% of the respondents said agree 21% said
strongly agree and remaining 3% of the respondents said neutral.
33
CATEGORY NO OF %
RESPONDENTS
Agree 22 69
Disagree 2 6
Neutral 2 6
Strongly agree 6 19
Total 32 100
25
20
15
Total
10
0
INFERENCE:
the respondents said strongly agree 6% of the respondents said disagree and remaining 6% of
the respondents said disagree.
34
4.19 SALARY:
CATEGORY NO OF %
RESPONDENTS
Agree 13 42
Disagree 5 15
Neutral 11 34
Strongly agree 3 9
Total 32 100
14
12
10
8
Total
6
0
INFERENCE:
respondents said strongly agree 34% of the respondents said neutral and remaining 15% said
disagree.
35
CATEGORY NO OF %
RESPONDENTS
Agree 14 43
Disagree 4 14
Neutral 10 31
Strongly agree 3 9
Total 32 100
16
14
12
10
8
Total
6
0
Agree Disagree Neutral Strongly agree Strongly
disagree
INFERENCE:
the respondents said strongly agree 31% of the respondents said neutral 14 % of the
respondents said disagree and remaining 3% of the respondents said strongly disagree.
36
4.21 JOB SECURITY:
CATEGORY NO OF %
RESPONDENTS
Agree 18 56
Disagree 0 0
Neutral 3 10
Total 32 100
20
18
16
14
12
10
Total
8
6
4
2
0
INFERENCE:
the respondents said strongly agree 10% of the respondents said neutral.
37
CATEGORY NO OF %
RESPONDENTS
Agree 21 65
Disagree 1 3
Neutral 5 16
Strongly agree 4 13
Total 32 100
25
20
15
Total
10
0
disagree
INFERENCE:
From the above table it was observed that 65% of the respondents said agree 13%
of the respondents said strongly agree 16 % of the respondents said neutral 3% of the
38
4.23 PERFORMANCEAPPRAISAL:
CATEGORY NO OF %
RESPONDENT
S
Agree 22 68
Disagree 1 3
Neutral 5 17
Strongly agree 4 12
Total 32 100
25
20
15
Total
10
0
INFERENCE
the respondents said strongly agree 17% of the respondent said neutral and 3% of the
respondents said disagree.
39
4.24 TRAINING:
CATEGORY NO OF %
RESPONDENTS
Agree 19 59
Disagree 0 0
Neutral 8 25
Strongly agree 4 13
Total 32 100
20
18
16
14
12
10
Total
8
6
4
2
0
Agree Neutral Strongly agree Strongly disagree
INFERENCE:
the respondents said strongly agree 25% of the respondents said neutral and remaining 3% of
40
CATEGORY NO OF %
RESPONDENTS
Agree 24 75
Disagree 1 3
Neutral 4 13
Strongly agree 3 9
Total 32 100
30
25
20
15
Total
10
0
INFERENCE:
41
4.26 QUALITYPOLICY:
CATEGORY NO OF %
RESPONDENTS
Agree 28 88
Disagree 0 0
Neutral 1 3
Strongly agree 3 9
Total 32 100
30
25
20
15
Total
10
0
INFERENCE:
respondents said strongly agree and remaining 3% of the respondents said neutral.
.
42
4.27 CAREER COUNSELLING:
CATEGORY NO OF %
RESPONDENTS
Agree 19 59
Disagree 2 7
Neutral 8 25
Strongly agree 3 9
Total 32 100
20
18
16
14
12
10
Total
8
6
4
2
0
INFERENCE:
43
CATEGORY NO OF %
RESPONDENTS
Agree 18 56
Disagree 1 3
Neutral 5 16
Strongly agree 8 25
Total 32 100
20
18
16
14
12
10
Total
8
6
4
2
0
INFERENCE:
44
CATEGORY NO OF %
RESPONDENTS
Agree 22 69
Disagree 0 0
Neutral 0 0
Strongly agree 9 28
Total 32 100
25
20
15
Total
10
0
Agree Strongly agree Strongly disagree
INFERENCE:
the respondents said strongly and remaining 3% of the respondents said strongly disagree.
45
4.30 IMAGE OF THE ORGANIZATION:
CATEGORY NO OF %
RESPONDENTS
Agree 18 56
Disagree 0 0
Neutral 2 6
Total 32 100
20
18
16
14
12
10
Total
8
6
4
2
0
INFERENCE:
the respondents said strongly disagree.
46
Category: OPERATORS
Sample Size: 40
4.31WORKING CONDITIONS:
CATEGORY NO OF %
RESPONDENT
S
Agree 16 40
Disagree 6 15
Neutral 11 28
Strongly agree 2 5
Total 40 100
18
16
14
12
10
8 Total
0
disagree
INFERENCE:
From the above table it was observed that 40% of the respondents said agree 28%
of the respondents said strongly agree 28% of the respondents said neutral 5% of the
respondents said disagree and remaining 12% of the respondents said stronglydisagree.
47
4.32 RELATIONSHIP WITH SUPERIORS AND COLLEAGUES
CATEGORY NO OF %
RESPONDENTS
Agree 21 52
Disagree 2 5
Neutral 2 5
Total 40 100%
25
20
15
Total
10
0
Agree Disagree Neutral Strongly agree Strongly disagree
INFERENCE:
the respondents said strongly agree 5% of the respondents said neutral 5% of the respondents
said disagree and remaining 3% of the respondents said strongly disagree.
48
CATEGORY NO OF %
RESPONDENTS
Agree 18 56
Disagree 1 3
Neutral 5 16
Strongly agree 8 25
Total 32 100
20
18
16
14
12
10
Total
8
6
4
2
0
INFERENCE:
49
4.34 SALARY:
CATEGORY NO OF %
RESPONDENT
S
Agree 17 43
Disagree 4 10
Neutral 10 25
Strongly agree 5 12
Total 40 100
18
16
14
12
10
8 Total
6
0
disagree
INFERENCE:
the respondents said strongly agree 25% of the respondents said neutral 10% of the
50
CATEGORY NO OF %
RESPONDENTS
Agree 20 50
Disagree 1 3
Neutral 1 2
Total 40 100
25
20
15
Total
10
0
Agree Disagree Neutral Strongly agree Strongly disagree
INFERENCE:
51
4.36 JOB SECURITY:
CATEGORY NO OF %
RESPONDENTS
Agree 20 50
Disagree 1 3
Neutral 2 5
Total 40 100
25
20
15
Total
10
0
INFERENCE:
52
CATEGORY NO OF %
RESPONDENT
S
Agree
1
9
25 62
Disagree 1 3
Neutral 3 8
Strongly disagree %
1 2
Total 40 100
30
25
20
15
Total
10
0
disagree
INFERENCE:
53
4.38 PERFORMANCEAPPRAISAL:
CATEGORY NO OF %
RESPONENTS
Agree 22 55
Disagree 0 0
Neutral 1 2
Total 40 100
25
20
15
Total
10
0
INFERENCE
54
4.39 TRAINING:
CATEGORY NO OF %
RESPONDENTS
Agree 17 43
Disagree 0 0
Neutral 5 12
Total 40 100
18
16
14
12
10
Total
8
0
INFERENCE:
55
CATEGORY NO OF %
RESPONDENTS
Agree 19 47
Disagree 0 0
Neutral 3 8
Total 40 100
20
18
16
14
12
10
Total
8
6
4
2
0
INFERENCE:
56
4.41 QUALITYPOLICY:
CATEGORY NO OF %
RESPONDENTS
Agree 6 15
Disagree 0 0
Neutral 0 0
Total 40 100
30
25
20
15
Total
10
0
INFERENCE:
remaining 85% of the respondents said strongly agree.
57
CATEGORY NO OF %
RESPONDENTS
Agree 6 15
Disagree 0 0
Neutral 0 0
Total 40 100
30
25
20
15
Total
10
0
INFERENCE:
remaining 85% of the respondents said strongly agree.
58
CATEGORY NO OF %
RESPONDENTS
Agree 17 36
Disagree 1 2
Neutral 1 2
Total 40 100
25
20
15
Total
10
0
INFERENCE:
From the above table it was observed that 36% of the respondents said agree
52% of the respondents said strongly agree 2% of the respondents said neutral and
remaining 2% of the respondents said disagree.
59
4.44 IMAGE OF THE ORGANIZATION
CATEGORY NO OF %
RESPONDENTS
Agree 14 35
Disagree 1 2
Neutral 3 8
Total 40 100
25
20
15
Total
10
0
INFERENCE:
From the above table it was observed that 35% of the respondents said agree
55% of the respondents said strongly agree 8% of the respondents said neutral and
remaining 2% of the respondents said disagree.
60
4.45 ROOTS CAST PRIVATE LIMITED
STAFF OPERATOR
PARTICULARS EXECUTIVES TOTAL
S S
WORKING CONDITIONS 100 94 45 80
RELATIONSHIP WITH 100 88 87 91
SUPERIORS
AND COLLEAGUES
MOTIVATION AND
100 88 63 84
RECOGNITION
SALARY 44 51 55 49
WELFARE FACILITY
67 51 90 70
JOB SECURITY 89 90 87 89
GRIEVANCE HANDLING: 89 75 87 84
PERFORMANCE APPRAISAL 77 80 93 83
TRAINING:
45 72 89 68
MANAGEMENT STYLE 89 84 90 88
QUALITY POLICY 100 97 100 99
CAREER COUNSELING 100 68 90 86
INDIVIDUAL’SGROWTH
89 81 96 89
OPPORTUNITIES
IMAGE OF THE
89 97 90 89
ORGANIZATION
GOALS AND
100 91 90 94
RESPONSIBILITIES
AVERAGE 85 80 83 83
61
RELATIONSHIP BETWEEN AGE GROUP OF THE RESPONDENT AND
LEVEL OF SATISFACTION WITH BENEFITS PROVIDED
Null Hypothesis (Ho):

There is no significant relationship between age group of the respondent and level of
satisfaction with Benefits provided
.
Alternate Hypothesis (H1):
There is no significant relationship between age group of the respondent and level of
satisfaction with Benefits provided
Chi-Square Tests
Value df Asymp. Sig. (2-sided)

Pearson Chi-
31.000a 2 .000
Square
Likelihood Ratio
37.351 2 .000
N of Valid Cases
31
a. 4 cells (66.7%) have expected count less than 5. The minimum

expected count is 1.16.
Interpretation :
The above table tells that p value is less than 0.05 hence we reject null hypothesis H0
and accept alternate hypothesis therefore there is a relation between age group and level of
satisfaction with benefits provided.
62
5. FINDINGS
 From the questionnaires it’s found that the executives are satisfied with all the
facilities except that 66% are dissatisfied with the salary provided and 33% are
dissatisfied with the welfare activity provided by the organization. 55% are
dissatisfied with the Training activity provided by the organization.
 As of the staffs it is found that total of 80% of the sample size are satisfied with
the company. The least satisfied area among the staffs is the salary and welfare
activities provided by the company.
 From the research conducted among the operators it is known that 51% of the
operators from the sample size are not satisfied with the salary provided by the
organization and 32% of operators are dissatisfied by the salary provided by the
company. And a total of 83% percent of operators are satisfied.
 The employees of the company completely are satisfied with quality policy
adopted and the image of the organization. Almost all of them are satisfied with
management style and grievances handling method of the organization.
 The goals and responsibilities, job security, training and individual’s growth
opportunity is given importance according to the research conducted among
employees of the organization.
 It is also found that staffs are less satisfied comparing to that of the upper level
executives.
63
6. SUGGESTIONS
a. Proper working condition can be provided to the staffs by providing
proper and comfortable furniture and space within the work space.
b. A fully fledged canteen facility may be provided which may also reduce
the time of the staffs in moving in and out of the organization. This
would motivate the employees
c. Non-monetary rewards may be given to the employees for their good

performance by the organization.
d. Job rotation may be introduced to give the employees a diverse

background.
e. Welfare facilities may be increased for the employees.
f. A mentor may also be appointed for further enhancing the career

counseling program conducted by the organization.
64
7. CONCLUSIONS
From the study it was identified that the most of the employees are satisfied with
the job. Majority of the employees are satisfied with the salary structure, promotional
programs, working condition, allowances provided by the organization. They are also
satisfied with the employer-employee relationship and communication channel in the
organization. But still only 49% of the employees are satisfied with the salary provided.
The executives of the firm are more satisfied comparing to the staffs and operators.
Hence more focus should be given in the satisfaction level of the employees in the
operators and staffs level respectively. If the firm concentrates of the findings and
suggestions of this survey, organization can further bring out their employee with full
satisfaction and obtain good result.
65
.
APPENDIX
EMPLOYEE SATISFACTION
SURVEY QUESTIONNAIRE FOR
EXECUTIVES
1. Name:
2. Age:
3. Sex:
4. Marital Status:
5. Dependents:
6. Designation:
7. Department:
8. No. of years of service:
9. Education qualification:
10. Technical qualification:
66
You are requested to tick in any one of the alternatives a, b, c, d, & e which
you feel correct in your opinion, against each statement.
5 point scale: (a) Strongly agree (b) Agree (c) Neither agree nor disagree (d)
disagree (e) strongly disagree.
I Work environment (a) (b) (c) (d) (e)
1 I am comfortable with working
hours
2 I am comfortable with the machinery
and materials handling equipment
3 I am comfortable with the space allotted

between the Furniture and Equipment
4 My department is adequately
illuminated
ventilated
6 I am satisfied with the infrastructure
provided by the organization
7 I find my working hours
comfortable
II Relationship with the superiors
8 I share a good rapport with my
superiors
9 I am able to maintain cordial
relationship with my subordinates and
colleagues
10 I am able to maintain control over my
subordinates
67
11 I am consulted and respected in major
decision making (by subordinates and
superiors)
12 I am comfortable with the delegation of
responsibility among my subordinates
13 I do not find overlapping of

authority among departments
III Motivation
14 I am duly recognized for my efforts and
hard work
15 I am rewarded for innovative
ideas/suggestions by the organization
16 I am satisfied with the promotion

policies of my organization
17 I am happy with my present job/it holds
good future prospects
IV Remuneration
18 I find the present pay scale
commensurate with my efforts
19 I am satisfied with the fringe
benefits the organization provides
V Perks
20 I am satisfied with the perks the
organization provides
VI Job Security
21 My organization provides me job
security
68
22 My job security is based on my
performance
VII Grievance Handling
23 The grievance handling procedure in
my organization is effective
24 I am able to freely communicate my
grievance
VIII Performance Appraisal
25 I am satisfied wit the organization’s
techniques for evaluating my
performance
26 I find the policies to favour individuals
& organizational development
IX Training & Development

27 I am highly satisfied with the training
and development programme the
organized provides
X Management Style
28 I am satisfied with the line of
management in my concern
29 I am satisfied with the decision making
standards and plan of the organization
30 Opinion given is given due importance

in decision making and for any change
in respective department
XI Quality Policy
69
31 I am aware of the quality standards of
the organization
32 I am satisfied with the ISO/QS certified
of the company
33 I am adaptable to the changes due to
ISO/QS certification
34 I have wide prospects due to
35 The quality policy of the company is
challenging yet
XII Career Counseling
36 I am aware of the career counseling
programme the organization offers
37 Career counseling helps in career

planning
XIII Individual’s Growth
Opportunities
38 I feel that there is adequate
opportunity for me to grow further
39 I am provided with ample opportunities
by the management for my
development
40 I find my job interesting and
prospective
41 If I enhance my skills, I will be
given additional responsibility
42 Internal promotions are
encouraged based on the
70
individual performance
XIV Goals and Responsibilities
43 The job descriptions are clearly given
to me by the management
44 My individual goals are clear
45 Organizational goals are clearly
defined
46 My contribution for the achievement of
the organizational goal is clear to me
47 I have been given adequate

authority to fulfill my responsibility
XV Image of the Organization
48 The job in this organization gives me a
better status in the society
49 I feel proud to work in my
organization
50 My organization’s products have good
name among the public
51 I am happy about the growth of my
organization
52 Goodwill of the organization is
increasing
71
STAFFS
1. Name:
2. Age:
3. Sex:
4. Marital Status:
5. Dependents:
6. Designation:
7. Department:
8. No. of years of service:
9. Education qualification:
10. Technical qualification:
72
hours
2 I am comfortable with the machinery
and materials handling equipment
3 I am comfortable with the space allotted

between the Furniture and Equipment
illuminated
ventilated
6 I am satisfied with the infrastructure
7 I find my working hours
comfortable
8 I share a good rapport with my
superiors
9 I am able to maintain cordial
relationship with my subordinates and
colleagues
10 I am able to maintain control over my
subordinates
73
11 I am consulted and respected in major
decision making (by subordinates and
superiors)
12 I am comfortable with the delegation of
responsibility among my subordinates
13 I do not find overlapping of

authority among departments
III Motivation
hard work
15 I am rewarded for innovative
ideas/suggestions by the organization

17 I am happy with my present job/it holds
good future prospects
IV Remuneration
18 I find the present pay scale
commensurate with my efforts
19 I am satisfied with the fringe
benefits the organization provides
V Perks
20 I am satisfied with the perks the
organization provides
VI Job Security
security
74
performance
VII Grievance Handling
grievance
VIII Performance Appraisal
25 I am satisfied wit the organization’s
performance
26 I find the policies to favour individuals
& organizational development
IX Training & Development

27 I am highly satisfied with the training
and development programme the
organized provides
X Management Style
30 Opinion given is given due importance

in decision making and for any change
in respective department
XI Quality Policy
75
the organization
32 I am satisfied with the ISO/QS certified
of the company
34 I have wide prospects due to
35 The quality policy of the company is
challenging yet
XII Career Counseling
36 I am aware of the career counseling
programme the organization offers
37 Career counseling helps in career

planning
XIII Individual’s Growth
Opportunities
38 I feel that there is adequate
opportunity for me to grow further
39 I am provided with ample opportunities
by the management for my
development
40 I find my job interesting and
prospective
41 If I enhance my skills, I will be
given additional responsibility
42 Internal promotions are
encouraged based on the
76
individual performance
XIV Goals and Responsibilities
43 The job descriptions are clearly given
to me by the management
44 My individual goals are clear
45 Organizational goals are clearly
defined
46 My contribution for the achievement of
the organizational goal is clear to me
47 I have been given adequate

authority to fulfill my responsibility
XV Image of the Organization
48 The job in this organization gives me a
better status in the society
49 I feel proud to work in my
organization
50 My organization’s products have good
name among the public
51 I am happy about the growth of my
organization
52 Goodwill of the organization is
increasing
77
OPERATOR
1. Name
2. Age
3. Sex
4. Marital Status
5. Dependents
6. Designation
7. Department
8. No. of years of service
9. Education qualification
10. Technical qualification
78
hours
2 There is excessive work load given
3 Adequate rest intervals are given
4 Provided with adequate safety
provisions
5 I have a proper work place
6 I am satisfied with work
environment of the organization
7 I have proper superiors assistance
8 I am consulted in decision making
9 I am duly recognized for the right job
done
10 I am appreciated for my
performances
11 My Participation is welcomed
12 I can easily approach my superiors
13 Superiors are competent enough to
guide
14 Our ability is utilized in full
III Relationship with the
Colleagues:
15 The colleagues of the organization
79
are friendly
16 I have a cordial work environment
17 The colleagues are helpful in
nature
IV Motivation and Recognition
hard work
20 I feel proud to work in this
organization
21 I am rewarded for the innovative ideas
22 I am rewarded for my performance

V Salary
23 I am satisfied with the salary
24 I am provided with commensurate
salary
25 I need a rise in the pay scale
VI Welfare Facilities
26 The organization has adequate
transport facility
transport facilities
medical facilities
29 The organization provides loan
30 I am provided by benefits for the
80
Family
31 I have various plans and ideas
VII Job security
security
performance
34 The job security is based on
workers welfare principle
VIII Grievance Handling
grievance
IX Performance Appraisal
37 I am satisfied with the organization’s
performance
38 The appraisal policies of the
organization improves the performance
X Training
39 I am satisfied with the training
programs provided by the organization
40 Training is given whenever needed

41 Training provided is useful
42 The training increases the
performance
81
XI Management Style
45 Opinion given is due importance in

decision making and for any change in
respective department
XII Quality Policy
the organization
47 I am satisfied with the ISO/QS
certificate of the company
49 I am happy and acceptable to the
change
50 The change is on the basis of future
reference
51 I am familiar with the authority
responsible for the growth
82
BIBLIOGRAPHY
The following Resources were explored during the making of this project, to access information
regarding the topic.
Books Referred:
 C. R. KOTHARI, Research Methodology, New Age International Publications

Pvt. Ltd., 1982, Second Edition.
 V. S. P. Rao, Human Resource Management, Text and Cases, Excel Books
Publications Pvt. Ltd., 2005, Second Edition.
References:
 Clutterbuck, David. (2007). “Coaching the team at work”. London: Nicholas
Brealey International.
 Branham, L. (2005). “The 7 hidden reasons employees leave: How to recognize the
subtle signs and act before its too late”. New York, NY: Amacom.
 Rudman, R. (2003). “Performance planning & review: 2nd edition. Sydney,
Australia”: Allen and Unwin Academic.
 “Linking Employee Satisfaction with Productivity, Performance, and Customer
Satisfaction.” Corporate Executive Board, 2003.
 “Working Today: Understanding What Drives Employee Engagement and
satisfaction.” Towers Perrin, 2003.
 Koslowsky, M. & Krausz, M. (2002). “Voluntary employee withdrawal and
inattendance”. New York: Plenum Publishers.
 Beverly Kaye and Sharon Jordan-Adams, “Building Loyalty and Commitment in
the Workplace”. Career Systems International, 2002.
 “Creating a Highly Engaged and Productive Workplace Culture.” The Gallup
Organization, 2001.
Links Referred:
www.wisegeek.com/what-is-employee-satisfaction
www.hinduonnet.com/thehindu/jobs/hr
www.hr.com
http://howhr.blogspot.com/2009/04/employees-satisfaction-survey-in07.html
www.explorehr.org
83
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A Study On Employee Satisfaction Survey at Roots Cast Private Limited Coimbatore

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A STUDY ON EMPLOYEE SATISFACTION AT

ROOTS CAST PRIVATE LIMITED

In the partial fulfillment of the award of the degree

SONA COLLEGE OF TECHNOLOGY

DEPARTMENT OF MANAGEMENT STUDIES

This is to certify that the project entitled

Is the bonafide record of project work done by

Project Guide Director

Submitted for the Project Viva-Voce examination held on

Internal Examiner External Examiner

Signature of the Student

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

Signature of the Guide

CHAPTER NO. PARTICULARS PAGE NO.

INTRODUCTION OF THE STUDY

1.1 About the project 1

1.2 Objectives of the study 5

1.3 Scope of the study 6

1.6 Prduct profile

1.7 Company profile

III RESEARCH METHODOLOGY 13

IV DATA ANALYSIS AND INTERPRETATION 16

S.NO CONTENTS PAGE NO.

4.2 Relationship with superiors and Colleagues 25

4.3 Motivation and Recognition 26

4.5 Welfare facilities 28

4.6 Job Security 29

4.7 Grievance Handling 30

4.8 Performance Appraisal 31

4.10 Management Style 33

4.11 Quality Policy 34

4.12 Career Counseling 35

4.13 Individual’s Growth Opportunities 36

4.14 Goals And Responsibilities 37

4.15 Image of the Organization 38

4.17 Relationship with superiors and Colleagues 40

4.18 Motivation and Recognition 41

4.20 Welfare facilities 43

4.21 Job Security 44

4.22 Grievance Handling 45

4.23 Performance Appraisal 46

4.25 Management Style 48

4.26 Quality Policy 49

4.27 Career Counseling 50

4.28 Individual’s Growth Opportunities 51

4.29 Goals And Responsibilities 52

4.30 Image of the Organization 53

4.32 Relationship with superiors and Colleagues 55

4.33 Motivation and Recognition 56

4.35 Welfare facilities 58

4.36 Job Security 59

4.37 Grievance Handling 60

4.38 Performance Appraisal 61

4.40 Management Style 63

4.41 Quality Policy 64

4.42 Individual’s Growth Opportunities 65

4.43 Goals And Responsibilities 66

4.44 Image of the Organization 67

4.45 Table showing overall employee satisfaction 68

S.NO CONTENTS PAGE NO.

4.2 Relationship with superiors and Colleagues 25

4.3 Motivation and Recognition 26

4.5 Welfare facilities 28

4.6 Job Security 29

4.7 Grievance Handling 30

4.8 Performance Appraisal 31