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“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
NH–47, 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.
2
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)
4
Acknowledgement
5
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 Engineering & Techno
logy and to our Principal Dr.C.S.RAVICHANDRAN for permitting me to 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
6
7
C
ONTENT
CONTENTS
CHAPTER
NO:
TITLE
PAGE
NO
List of tables
List of charts
CHAPTER 1 INTRODUCTION 1
I.1 Introduction to study 2
I.2 Industry profile 3
I.3 Company profile 6
I.4 Introduction to the variables 11
CHAPTER II MAIN THEME OF THE PROJECT
II.1 Need for the study 15
II.2 Scope of the study 16
II.3 Objectives of the study 17
II.4 Limitations of the study 18
CHAPTER III REVIEW OF LITERATURE 19
CHAPTER IV RESEARCH METHODOLOGY 22
CHAPTER V DATA ANALYSIS AND INTERPRETATION 24
CHAPTER VI FINDINGS,SUGGESTIONS AND
CONCLUSION
8
VI.1 Findings 65
VI.2 Suggestions 67
VI.3 Conclusion 68
CHAPTERVII Bibliography
Appendix
69
70
9
LISTS OF
TABLES
LISTS OF TABLES
TABLE
NO:
TITLE OF TABLE PAGE
NO:
1 Age group of respondents 24
2
Experience of respondents 25
3 Gender of the respondent 26
4 Marital status of respondent 27
5 Satisfaction of employees towards induction training 28
6
Satisfaction of employees towards effectiveness of
trade union
29
7
Satisfaction of employees toward addressing of
grievance
30
Satisfaction of employees towards medical and first 31
10
8 aid facilities provided
9
Satisfaction of employees towards the medium of
suggestion box
32
10
Satisfaction of employees towards the chance of
advancement of job
33
11 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
37
15
Satisfaction of employees towards the facilities
provided in the company
38
16
Satisfaction of employees towards standard of living
after joining the company
39
17 Satisfaction of the employees towards the incentive
provided for creative ideas
40
18 Satisfaction of employees towards the reward provided
for the maintenance of attendance
41
19
Satisfaction of employees towards the club and
recreational facility
42
20 Satisfaction of employees towards the rest room
during leisure hours
43
11
21 Satisfaction of employees towards the dependents a
getting a job when the employee expires on job
44
22
Satisfaction of employee towards the remuneration
given
45
23
Satisfaction of employees towards the insurance
scheme provided
46
24 Satisfaction of employees towards the overall welfare
measures provided
47
25
Cross tabulation between Gender of the respondent and induction
training program
48
25.1
Chi square calculation 1 48
26
Cross tabulation between gender of the employees and addressing
of grievances
50
26.1 Chi square calculation 2 50
27
Cross tabulation between martial status of the employees and
standard of living of employees
52
27.1 Chi square calculation 3 52
28 Cross tabulation between martial status of the employees and the
welfare measures
54
28.1 Chi square calculation 4 54
29 Cross tabulation between age of employees and the insurance
schemes given to them.
56
29.1 Chi square calculation 5 57
30 Cross tabulation between experience of the employees and
incentives for creative ideas.
59
12
30.1 Two way ANOVA calculation 1 60
31 Cross tabulation between experience of the employees and medical
facilities given to the employees
61
31.1 Two way ANOVA calculation 2 62
32 Cross tabulation between experience of the employees and
remuneration given to the employees
63
32.1 Two way ANOVA calculation 3 64
13
LIST OF
CHARTS
LIST OF CHARTS
CHART
NO: TITLE OF CHARTS
PAGE NO:
1 Age group of respondents 24
2
Experience of respondents 25
3 Gender of the respondent 26
4 Marital status of respondent 27
5 Satisfaction of employees towards induction tra
ining
28
Satisfaction of employees towards effectiveness 29
14
6 of trade union
7
Satisfaction of employees towards addressing
of grievance
30
8
Satisfaction of employees towards medical and
first aid facilities provided
31
9
Satisfaction of employees towards the medium
of suggestion box
32
10
Satisfaction of employees towards the chance
of advancement of job
33
11
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
37
15
Satisfaction of employees towards the facilities
provided in the company
38
16
Satisfaction of employees towards standard of
living after joining the company
39
17 Satisfaction of the employees towards the
incentive provided for creative ideas
40
18 Satisfaction of employees towards the reward
provided for the maintenance of attendance
41
19
Satisfaction of employees towards the club and
recreational facility
42
20 Satisfaction of employees towards the rest room
during leisure hours
43
15
21 Satisfaction of employees towards the
dependents a getting a job when the employee
expires on job
44
22
Satisfaction of employee towards the
remuneration given
45
23
Satisfaction of employees towards the
insurance scheme provided
46
24 Satisfaction of employees towards the over all
welfare measures
47
CHAPTER 1
INTRODUCTION
16
1. INTRODUCTION
Job satisfaction describes how content an individual is with
his or her job. It’s a relatively recent term since in previous centuries the jobs available to
particular person were often predetermined by the occupation of that person’s parent.
There are a variety of factors that can influence a person’s 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 one’s job; an affective reaction to one’s job; and an
attitude towards one’s 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
one’s 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.
18
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.
19
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 1850’s 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 can’t 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.
20
Indian Newspaper Industry
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
21
industry is witnessing a trend whereby players are looking beyond their home territories
viz. Times of India’s and Business Standard’s entry into certain newer territories and
Deccan Chronicle and Hindustan Times also doing the same.
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 Language Circulation
1. Dainik Jagran Hindi 1,59,50,000
2. Dainik Bhaskar Hindi 1,34,88,000
3. Hindusthan Dainik Hindi 108,39,000
4. Malayala Manorama Malayalam 99,27,000
5. Amar Ujala Hindi 85,83,000
6. Lokmat Hindi 78,09,000
7. The Times OF India English 72,54,000
8. Dina Thanthi Tamil 72,45,000
9. Rajasthan Patrika Hindi 72,17,000
10. Eenadu Telegu 71,05,000
22
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
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.
23
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
considered to be the harbinger of the newspaper. It started as a weekly on the 6 th 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 18th 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 Deshabhimani’s 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(K
annur) and Onchiam (Kozhikode) while fighting.
24
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 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 (Women’s magazine)
3. Thathamma (Children’s magazine)
4. Deshabhimani Diary (Annual diary from Deshabhimani)
5. Deshabhimani Calendar
Competitors of Deshabimani
Rank Newspaper Marketshare
1. Malayala Manorama 40%
2. Mathrubhoomi 25%
3. Deshabhimani 20%
4. Deepika 15%
5. Chandrika 15%
6. Grihasree 15%
7. Janabhumi 15%
8. Kerala kaumudi 15%
9. Mangalam 15%
25
26
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.
27
9. Labour welfare fund
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
28
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
29
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
1. Type of work:
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.
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.
30
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
Opportunities for Advancement
31
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.
33
CHAPTER 2
MAIN THEME OF THE STUDY
2.1 NEED FOR THE STUDY
34
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
36
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 practices of the
management.
To suggest certain measures to improve the satisfaction level of employees.
To analyze the opinion of the worker’s about working condition.
To study the employees attitude towards Deshabhimani.
To analyze the satisfaction towards the monetary benefits and
Communication facilities in the company.
2.4 Limitations of the study
37
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.
38
CHAPTER 3
REVIEW OF LITERATURE
39
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’’. Employee’s 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 will by the organization, they will be satisfied with
their jobs and will have positive attitudes.
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 data’s. 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 employee’s 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 data’s are analyzed by chi-square and percentage
method. Pie-charts were used to represent the results on the basis of this study; she found
40
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 employee’s satisfaction
at Lakshmi Mills Company. The objective of the study is to analyze the employee’s
attitude and opinion of workers about working condition. The data as are collected by
primary and secondary. The data’s 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 data’s 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 employee’s job satisfaction.
Data’s are collected through primary data’s. Questionnaire and informal chat with
employees done for collecting data. The data’s 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
data’s graphically. He found out that 70% of employees were satisfied with working
condition of the company.
41
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 data’s 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
non-wage benefit and welfare programmes have a labour market role in allocating and re-
42
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.
43
CHAPTER 4
RESEARCH METHODOLOGY
44
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.
45
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 non-
parametric 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.
χ²= ∑ (O-E) ² / 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.
46
CHAPTER 5
DATA ANALYSIS AND INTERPRETATION
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
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 Highly
satisfied
Satisfied Dissatisfied Highly
dissatisfied
No opinion
Male 18 44 0 0 2
Female 22 14 0 0 0
Total 40 58 0 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 E O-E (O-E)2 (O-E)2/E
18 25.6 -7.6 .57 0.02
44 37.12 6.88 .47 0.02
0 0 0 0 0
0 0 0 0 0
2 1.28 .72 0.005 0.003
22 14.40 76 57.7 4.00
14 20.8 -6.8 0.46 0.022
0 0 0 0 0
0 0 0 0 0
0 .72 -.72 0.005 0.006
4.063
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
73
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 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 Highly
satisfied
Satisfied dissatisfied Highly
dissatisfied
No
opinion
total
Male 12 47 0 0 5 64
Famale 10 17 6 0 3 36
Total 22 64 6 0 8 100
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 E O-E (O-E)2 (O-E)2/E
12 14 -2 4 0.28
47 40.9 6.1 37.21 0.909
0 3.84 -3.84 14.74 3.83
0 0 0 0 0
5 5.12 -.12 0.014 0.002
10 7.92 2.08 4.32 0.54
17 23.04 -6.04 36.48 1.58
6 2.16 3.84 14.74 6.82
0 0 0 0 0
3 2.88 0.12 0.014 0.004
13.965
74
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
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
Highly
satisfied
Satisfied dissatisfied Highly
dissatisfied
No
opinion
total
Single 6 43 1 0 5 55
Married 26 17 1 0 1 45
Total 32 60 2 0 6 100
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 E O-E (O-E)2 (O-E)2/E
6 17.6 -11.6 134.5 7.6
43 33 10 100 3
1 1.10 -0.1 .01 0.009
0 0 0 0 0
5 3.30 1.7 2.89 .875
75
26 14.40 11.6 134.5 9.3
17 27.00 -10 100 3.7
1 .90 0.1 .01 0.01
0 0 0 0 0
1 2.70 -1.7 2.89 1.07
25.56
CALCULATED VALUE = 25.56
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
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
. TABLE 31
Martial
status
Highly
satisfied
Satisfied dissatisfied Highly
dissatisfied
No
opinion
total
Single 8 39 0 0 8 55
Married 16 25 0 0 4 45
Total 32 64 0 0 12 100
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.
76
TABLE 32
O E O-E (O-E)2 (O-E)2/E
8 13.2 -5.2 27.04 2
39 35.2 3.8 14.44 .41
0 0 0 .0 0
0 0 0 0 0
8 6.60 1.6 2.56 .38
16 10.80 5.2 27.04 2.5
25 28.80 -3.8 14.44 .50
0 0 0 0 0
0 0 0 0 0
4 5.40 -1.4 1.96 0.36
8.85
CALCULATED VALUE = 8.85
Table value:
= (2-1)*(5-1)
= (5-1) (2-1) = 4
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.
77
5. The following table shows the cross tabulation between the age of the employees and
insurance schemes in the company.
TABLE 33
Age Highly
satisfied
Satisfied dissatisfied Highly
dissatisfied
No
opinion
total
20-30 10 43 2 0 1 56
31-40 5 12 0 0 11 28
41-50 3 9 0 0 0 12
50 & above
2 2 0 0 0 4
Total 20 66 2 0 12 100
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 E O-E (O-E)2 (O-E) 2/E
10 11.2 -1.2 1.44 0.12
43 36.96 6.1 37.2 1
2 1.12 0.88 0.77 .68
0 0 0 0 0
1 6.72 -5.72 32.7 4.86
5 5.60 -0.6 .36 0.06
12 18.48 -6.48 41.9 2.26
0 .56 -5.60 .31 .55
0 0 0 0 0
78
11 3.36 7.64 58.3 17.35
3 2.40 0.6 .36 0.15
9 7.92 1.08 1.16 0.14
0 .24 -.24 0.05 0.20
0 0 0 0 0
0 1.44 -1.44 2.07 1.43
2 .80 1.2 1.44 1.8
2 2.64 -0.64 0.40 .15
0 .08 -.08 0.006 0.075
0 0 0 0 0
0 .48 -.48 0.23 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.
79
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 Highly
satisfied
satisfied dissatisfied Highly
dissatisfied
No opinion
Below 5years 20 20 5 0 3
6-10 yrs 0 20 5 5 0
11-15 yrs 2 0 0 0 10
16-20 yrs 2 6 0 1 1
21 and above 0 0 0 0 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
=115.2+423.2+20+7.2+39.2
=604.8-400
=204.8
SSE=SST
80
=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 of
variance
Sum source Degree of
freedom
Mean square Variance ratio
“f”
Between
experience
289.6 4 72.4 F1=2.16
Between
incentives
204.8 4 51.2 F2=1.52
SSE 535.6 16 33.475
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 (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
81
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 Highly
satisfied
Satisfied dissatisfied Highly
dissatisfied
No opinion
Below 5years 26 22 0 0 0
6-10 yrs 5 25 0 0 0
11-15 yrs 2 8 2 0 0
16-20 yrs 5 3 0 0 2
21 and above 0 0 0 0 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
=26+2222+52+252+22+82+22+52+32+22
=676+484+25+625+4+64+4+25+9+4
82
=1920-400
=1520
SST=SSR+SSC+SSE
SSE=SST-(SSR+SSC)
=1520-(289.6+563.2)
=667.2
TABLE 38
Source of
variance
Sum source Degree of
freedom
Mean square Variance ratio
“f”
Between
experience
289.6 4 72.4 F1=1.73
Between
medical facility
563.2 4 140.8 F2=3.37
SSE 667.2 16 41.7
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 alternative hypothesis and reject the null
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
relationship between experience and medical facilities given to the employees.
83
3. The following table shows the cross tabulation between the Experience of employees
and remuneration given to them.
TABLE 39
Experience Highly
satisfied
Satisfied dissatisfied Highly
disstisfied
No opinion
Below 5years 16 32 0 0 0
6-10 yrs 12 18 0 0 0
11-15 yrs 2 10 0 0 0
16-20 yrs 6 0 2 0 2
21 and above 0 0 0 0 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
=1896-400
84
=1496
SST=SSR+SSC+SSE
SSE = 1496-(289.6+580.8)
=625.6
TABLE 40
Source of
variance
Sum source Degree of
freedom
Mean square Variance
ratio “f”
Between
experience
289.6 4 72.4 F1=1.85
Between
remuneration
580.8 4 145.2 F2=3.71
SSE 625.6 16 39.1
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
85
CHAPTER 6
FINDINGS
It is found that most of the employees are satisfied on their jobs.
86
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.
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.
87
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.
SUGGESTIONS
1 Suggestion box could be placed in all the departments so that the employees can
come out with better ideas.
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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.
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
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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.
BIBLIOGRAPHY
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BIBLIOGRAPHY
91
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 FEMALE
3. AGE: 20-30 30-40 40-50 50-60
4. EXPERIENCE OF THE EMPLOYEES
5 OR LESS THAN 5 6-10 11-15 16-20
5. MARITAL STATUS OF THE EMPLOYEE
SINGLE MARRIED
6. ARE YOU SATISFIED WITH THE INDUCTION TRAINING PROGRAM
PROVIDED BY THE COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
7. ARE YOU SATISFIED WITH THE EFFECTIVENESS OF TRADE UNION IN THE
COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
8. ARE YOU SATISFIED WITH THE SYSTEM OF ADDRESSING GRIEVENCES IN
THE COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
9. ARE YOU SATISFIED WITH THE MEDICAL FACILITIES AND FIRST AID
PROVIDED BY THE COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
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10. ARE YOU SATISFIED WITH THE SUGGESTION BOX GIVEN BY THE
COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
11. ARE YOU SATISFIED WITH THE CHANCES OF ADVANCEMENT ON THE
JOB? HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
12. ARE YOU SATISFIED WITH THE EDUCATIONAL SCHEMES TO EMPLOYEES
CHILDREN PROVIDED BY THE COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
13. ARE YOU SATISFIED WITH THE WELFARE SCHEMES PROVIDED BY THE
COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
14. ARE YOU SATISFIED WITH FAMILY GET TOGETHER AND PLEASURE TRIPS
PROVIDED BY THE COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
15. ARE YOU SATISFIED WITH ANNUAL LEAVES AND HOLIDAYS GIVEN BY
THE COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
16.ARE YOU SATISFIED WITH THE FACILITIES PROVIDED BY THE COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
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17. ARE YOU SATISFIED WITH THE STANDARD OF LIVING AFTER JOIN IN THE
COMPANY?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
18. ARE YOU SATISFIED WITH THE INCENTIVES OFFERED FOR CREATIVE
IDEAS?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
19. ARE YOU SATISFIED WITH THE REWARD PROVIDED FOR MAINTENANCE
OF ATTENDENCE?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
20. ARE YOU SATISFIED WITH THE CLUB AND RECREATIONAL FACILITIES IN
THE ORGANISATION?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
21. ARE YOU SATISFIED WITH THE REST ROOM FACILITY DURING LEISURE
HOURS?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
22. ARE YOU SATISFIED WITH THE DEPENDENTS GETTING JOB WHILE,
EMPLOYEES EXPIRES ON JOB?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
23. ARE YOU SATISFIED WITH THE REMUNERATION FOR YOUR JOB?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
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24. ARE YOU SATISFIED WITH THE INSURANCE SCHEMES PROVIDED BY THE
ORGANISATION?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
25. ARE YOU SATISFIED WITH THE OVER ALL WELFARE MEASURES
PROVIDED BY THE ORANISATION?
HIGHLY SATIFACTORY SATISFACTORY
DISATISFACTORY HIGHLY DISATISFACTORY
NO OPINION
Suggestions if any:
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