Jay a Jot Hi

8/3/2019 Jay a Jot Hi

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CHAPTER I

1.1 TEXTILE INDUSTRY

New innovations in clothing production, manufacture and design came during the

Industrial Revolution - these new wheels, looms, and spinning processes changed clothing

manufacture forever. There were various stages - from a historical perspective - where the

textile industry evolved from being a domestic small-scale industry, to the status of

supremacy it currently holds. The cottage stage was the first stage in its history where

textiles were produced on a domestic basis. A variety of processes and innovations were

implemented for the purpose of making clothing during this time. These processes were

dependent on the material being used, but there were three basic steps commonly employed

in making clothing. These steps included preparing material fibers for the purpose of

spinning, knitting and weaving.

During the Industrial Revolution, new machines such as spinning wheels and

handlooms came into the picture. Making clothing material quickly became an organized

industry - as compared to the domesticated activity it had been associated with before. Today,

modern techniques, electronics and innovation have led to a competitive, low-priced textile

industry offering almost any type of cloth or design a person could desire.

India Textile Industry is one of the leading textile industries in the world. The opening

up of economy gave the much-needed thrust to the Indian textile industry, which has now

successfully become one of the largest in the world. India textile industry largely depends

upon the textile manufacturing and export. It also plays a major role in the economy of the

country. India earns about 27% of its total foreign exchange through textile exports. Further,

the textile industry of India also contributes nearly 14% of the total industrial production of

the country. It also contributes around 3% to the GDP of the country.

India textile industry is also the largest in the country in terms of employment

generation. It not only generates jobs in its own industry, but also opens up scopes for the

other ancillary sectors. India textile industry currently generates employment to more than 35

million people. It is also estimated that, the industry will generate 12 million new jobs by the

year 2010. India textile industry is one of the leading in the world. Currently it is estimated to

be around US$ 52 billion and is also projected to be around US$ 115 billion by the year

2012. The current domestic market of textile in India is expected to be increased to US$ 60


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billion by 2012 from the current US$ 34.6 billion. The share of exports is also expected to

increase from 4% to 7% within 2012.

Various Categories

Textile Industry is unique in the terms that it is an independent industry, from the basic

requirement of raw materials to the final products, with huge value-addition at every stage of

processing. Textile industry in India has vast potential for creation of employment

opportunities in the agricultural, industrial, organized and decentralized sectors & rural and

urban areas, particularly for women and the disadvantaged. Indian textile industry is

constituted of the following segments:

Readymade Garments, Cotton Textiles including Handlooms,

Man-made Textiles,

Silk Textiles,

Woolen Textiles,

Handicrafts,

Jute and Coir

Strengths of Indian textile Industry

India has rich resources of raw materials of textile industry. It is one of the largest

producers of cotton in the world and is also rich in resources of fibres like polyester,

silk, viscose etc.

India is rich in highly trained manpower. The country has a huge advantage due to

lower wage rates. Because of low labor rates the manufacturing cost in textile

automatically comes down to very reasonable rates.

India is highly competitive in spinning sector and has presence in almost all processes

of the value chain.

Indian garment industry is very diverse in size, manufacturing facility, type of apparel

produced, quantity and quality of output, cost, requirement for fabric etc. It comprises

suppliers of ready-made garments for both, domestic or export markets.


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Vast textile production capacity, large pool of skilled and cheap work force,

Entrepreneurial skills, efficient multi-fiber raw material manufacturing capacity

Large domestic market, enormous export potential, very low import content, flexible

textile manufacturing systems.

Weaknesses of Indian textile Industry

Indian textile industry is highly fragmented in industry structure, and is led by small

scale companies. The reservation of production for very small companies that was

imposed with the intention to help out small scale companies across the country, led

substantial fragmentation that distorted the competitiveness of industry. Smaller

companies do not have the fiscal resources to enhance technology or invest in the

high-end engineering of processes. Hence they lose in productivity.

Indian labour laws are relatively unfavorable to the trades and there is an urgent need

for labour reforms in India.

India seriously lacks in trade pact memberships, which leads to restricted access to

the other major markets.

Increased global competition in the post 2005 trade regime under WTO.

Use of outdated manufacturing technology, poor supply chain management.

1.2 ABOUT THE COMPANY

Sri Jayajothi & Co. Limited is located at No.70, Alagai Nagar, Rajapalayam, a fast

developing textile centre of South India which is about 90 km from Madurai of Tamil Nadu,

India. The Mill was started in 1946, with a modest capacity of 6000 Spindles. The present


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Management, Sri Jayajothi & Co. took over the Mills in 1969 since then; the Mill has

undergone a steady growth. It is part of the Sri Jayavilas - Ramalinga Group, based in

Aruppukottai, Tamil Nadu. A multi-faceted industrial conglomerate, Sri Jayavilas Group is

active in Textiles, and Transport sectors. Now the company is successfully lead by

Mr.T.R.Kannan as a Director of the Company.

Sri Jayajothi & Co. Limited, a prominent Spinning Unit from Southern India, is a

Company having a capacity around 80,000 Nos. Ring Spindles, 26 Combers, around 2500

TFO Spindles, 15,000 Ring Doubling Spindles and 1880 Rotors. Well Equipped with

TRUTZSCHLER Blow Room with TRUTZSCHLER DK 740 and DK 780 Cards and

Lakshmi - Rieter (LR) Blow Room with LC 100 Cards, Lakshmi RSB 851, Draw Frames,

Rieter RSB D30 Draw Frames, LR E7/4 Combers, 8 Nos. SCHLAFHORST AUTO

CONERS, Two-For-One Twisters and modern testing equipments such as Uster Tester-3,

Premier HFT 9000 and Uster AFIS.

The plant and machinery is top notch and the latest technology is employed to

produce very high quality of yarn. To maintain quality that meets international standards they

have made major investments in technology that is the very latest in the field. In fact the Mill

showcases the latest advancements made in the world of spinning.

The group has set up various organizations over the last five decades such as Spinning

Mills with capacity of 8,00,000 Spindles, Weaving units, a Roller Flour Mill, a wide public

Transport net work with 75 passenger buses, a cargo movement solution with a fleet of 200

Trucks and Wind energy farms with a capacity of 40 MW. All these organizations have seen

tremendous growth in the last few years and in the current year the groups turn over will

cross Rs.1500 Crores. The name "JAYAVILAS' always spells "Punctuality and Quality" of

services to the Customers and user Public.

Sri Jayajothi & Co. Ltd is a flagship organization of this prestigious group with itscore activity involving spinning of yarn. Sri Jayajothi & Co. Ltd., along with its exclusive

Open End Division and Sister concern namely Jayalakshmi Textiles has a capacity of

150,000 Spindles and 3200 Rotors. Its Weaving Division has 230 power looms and 15 Air jet

Looms. The Company's production capacity is 40 tons of yarns per day with an annual

turnover of Rs.185 Crores.

Our Mission


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Our mission is to contribute to building the future to social and capital infrastructure

development by providing all kinds of Cement that are environmentally efficient, enhance

our competitive position and bring value to our customers, shareholders and employees

through creation of an environment of empowerment with respect for company's values.

Our Objectives

Value - We are committed to creating sustainable value for our Customers, Employees,

Share holders and the Community.

Quality - becoming the supplier of choice by means of our high quality and in time

delivery.

Safety - by providing a safe and healthy working place

Corporate Governance - emphasizing complete transparency in order to protect the

interests of our business partners

Environment - by respecting the environment and caring for our communities

Innovation - through leading edge technology in processes & products and understanding

the evolution of the future needs

Change - We will strive to anticipate the changing business environment to assess new

opportunities for growth.

Quality Policy

Sree Jayajothi & Co Ltd., are committed to manufacture and market all varieties of

Yarn, maintaining BIS & International standards in processing so as to satisfy the customers

continuously through consistent quality products, in time delivery and effective after sales

services.

Manufacturers and Exporters of World Class Quality

Cotton Fibre

Grey / Processed yarn

Synthetic & Melange yarn

Open End yarn

Grey / Processed Fabrics & made ups

Multi Count / Multi twist yarn

Man and Machine


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The Company is supported by 3000 devoted employees who are directly rendering

their quality services by rigorous updated training methods like Japanese 5S and Quality

Circle to achieve Total Productive Maintenance and Total Quality Management. The

company is lead under the guidance of Mr.T.R.Kannan. The company is equipped with world

class machines supplied from Truitzchler, LMW, Rieter, Schlaforst and Savio. The company

is also equipped with a fully fledged Computerised Laboratory from Useter and Premier for

analyzing the quality of Cotton and Yarn to give premium quality products to its valued

customers.

Clean Energy

Keeping apart conventional electrical energy, the company has succeeded in

producing over 60 million units of clean pollution free energy from its own Wind Electric

Generators which almost fulfils about 85% of the Mills electricity requirement.

Product Range

100% Cotton yarn, Polyester cotton blended & 100% polyester spun yarn.

Combed and Karded yarns, Open End Yarns, warp and hosiery yarns, count range Ne

2s to 120s.

Grey fabric width 36" to 120".

Gauze cloth, Hospital dressing, Healthcare products.

Terry Towel, shop Towel and specified industrial fabrics.

Exports are being made to USA, Canada, Belgium, Spain, Far East, Italy, Turkey,

Israel, Bangladesh, Switcher land, Korea and Sri Lanka.


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Social activities

The company directors have always believed that the society they live is to provide

the very best for man and in turn should work for the welfare and betterment of the society.

The company has adopted a village named "Enam Reddiapatti" and has provided some basic

amenities like Roads, a water tank; a fence for School etc., The Company conducts regular

training to the local people on 5S methods to maintain the environment. It has introduced a

system to segregate and recycle its waste. It also conducts regular health awareness programs

and eye camps to the village. The companys directors have formed a trust in the name

"Sathu T.Ramasamy Naicker Avadayammal Trust" and have established a school in the name

"Sri Ramana Vidyalaya" to offer high quality education to all needy public. The Company

has also developed a community hall for the social welfare of the public. The group has set

up various organizations over the last five decades such as Spinning Mills with capacity of

8,00,000 (Eight Lakh) Spindles, Weaving units, a Roller Flour Mill, a wide public Transport

net work with 75 passenger buses, a cargo movement solution with a fleet of 200 Trucks and

Wind energy farms with a capacity of 40 MW. All these organizations have seen tremendous

growth in the last few years and in the current year the groups turn over will cross Rs.1500

Crores. The name "JAYAVILAS' always spells "Punctuality and Quality" of services to the

Customers and user Public

HR AUTOMATION

In todays demanding environment, an organizations HR department needs to recruit,

manage, appraise, train and motivate its people. Understanding the complexity of such

processes, SRI JAYAJOTHI CO & LTD has developed solutions aimed at automating HR

processes and practices.

1. Recruitment Management System (RMS)

RMS is a customized workflow automation system for handling high volumes of resumes. It

allows end-to-end processing of a requirement starting from Client Information, Client

Requirements, Short-listing, Validating, Presenting, Interview Co-ordination and UpdatingOffer/Joining Status.


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2. Human Resource Management System (HRMS)

The company has a comprehensive Human Resources Management System (HRMS) that

aims to automate all HR processes and practices. HRMS is a web based Human Resource

Management System that enables the HR Department to capture, track, modify and report allinformation relating to an employee during his/her life spanning the organization.

3. Attendance and Leave Management

The Attendance and Leave Management System has been developed as a comprehensive tool

to effectively manage and maintain the leave records of employees in an organization. This

web-enabled system allows employees (only for top and middle level management) from

different locations to log in to the system to apply for leave and obtain leave

approvals/sanctions.

4. Employee Self Service (Upcoming Process)

The company will upload the salary reports of the employees on their website. Each

employee in the organization will be provided with a unique username and password to

secure the website. Each employee can view their salary details and take printed copies of

individual reports. The HR/Finance Manager will be given the administrator rights to view

the master salary reports pertaining to all employees.

HR STRATEGY AT SRI JAYAJOTHUI CO & LTD

In the present environment, companies are increasingly looking at professional consulting

advice to understand the most effective way to design an organization. The HR Strategy and

Systems practice looks at Organization Structures, Manpower Assessment, and HR Systems.

Based on the belief that the organization structure, systems, shared values, strategy, staff and

skills must be internally consistent; Teleflo looks at designing an organization that is best

able to meet its objectives.

A key element of Organizational Design for the comapny is the Organizational Unit

Analysis. This looks at the key roles that must be performed for the organizational unit to be

successful. From these are drawn the roles, skills, systems, structure that are best suited .The

stronger the internal consistency between these elements the more successful that

organizational unit will be.

The key areas of consulting within this practice have been:

HR Audit

Organization structuring/restructuring


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Manpower planning and Rightsizing

Roles and responsibilities mapping

Competency mapping

Design and conduct assessment /Development Center

Performance management systems design with implementation assistance

Compensation structuring/re-structuring

Design of variable pay plan/performance linked pay

Compensation and benefits bench marking survey

Employee exit diagnostics

CONTACT INFORMATION

Contact: Mr. PALANISAMY MUTHUKRISHNAN

Company: SRI JAYAJOTHI & CO. LTD.,

Address:70, ALAGAI NAGAR, RAJAPALAYAM - 626 117,

INDIA

Zip Code: 626 117

Phone: 00 91 4563 235321

Fax: 00 91 4563 235 270

Website Address: http://www.jayajothi.com
http://www.jayajothi.com/http://www.jayajothi.com/


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1.3 ABOUT THE STUDY

Job satisfaction describes how content an individual is with his or her job. The

happier people are within their job, the more satisfied they are said to be. Job satisfaction is

not the same as motivation or aptitude, although it is clearly linked. Job design aims to

enhance job satisfaction and performance, methods includejob rotation,job enlargement,job

enrichment and job re-engineering. Other influences on satisfaction include the management

style and culture, employee involvement, empowerment and autonomous work position. Job

satisfaction is a very important attribute which is frequently measured by organizations. The

most common way of measurement is the use of rating scales where employees report their

reactions to their jobs.

Employee Satisfaction is a prerequisite for the customer satisfaction. Enhancedemployee satisfaction leads to higher level of employee retention. A stable and committed

workforce ensures successful knowledge transfer, sharing, and creation a key to continuous

improvement, innovation, and knowledge-based total customer satisfaction. Job satisfaction

is a very important attribute which is frequently measured by organizations. The most

common way of measurement is the use of rating scales where employees report their

reactions to their jobs. Questions are related to rate of pay, work responsibilities, variety of

tasks, promotional opportunities the work itself and co-workers.
http://en.wikipedia.org/wiki/Individualhttp://en.wikipedia.org/wiki/Motivationhttp://en.wikipedia.org/wiki/Aptitudehttp://en.wikipedia.org/wiki/Job_designhttp://en.wikipedia.org/wiki/Job_rotationhttp://en.wikipedia.org/wiki/Job_enlargementhttp://en.wikipedia.org/wiki/Job_enrichmenthttp://en.wikipedia.org/wiki/Job_enrichmenthttp://en.wikipedia.org/w/index.php?title=Job_re-engineering&action=edit&redlink=1http://en.wikipedia.org/wiki/Individualhttp://en.wikipedia.org/wiki/Motivationhttp://en.wikipedia.org/wiki/Aptitudehttp://en.wikipedia.org/wiki/Job_designhttp://en.wikipedia.org/wiki/Job_rotationhttp://en.wikipedia.org/wiki/Job_enlargementhttp://en.wikipedia.org/wiki/Job_enrichmenthttp://en.wikipedia.org/wiki/Job_enrichmenthttp://en.wikipedia.org/w/index.php?title=Job_re-engineering&action=edit&redlink=1


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Definition:

Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of

their work. Job satisfaction can be influenced by a variety of factors, like the quality of one'srelationship with their supervisor, the quality of the physical environment in which they work

and degree of fulfillment in their work.

Job satisfaction refers to an individuals general attitude toward his or her job. A

person with high level of job satisfaction holds positive attitude toward his job while a person

who dissatisfaction with his job holds negative attitude towards his job. The extent to which a

person's hopes, desires, and expectations about the employment he is engaged in are fulfilled.

Job satisfaction has been defined as a pleasurable emotional state resulting from the

appraisal of ones job; an affective reaction to ones job; and an attitude towards ones

job. Job satisfaction is an attitude that researchers should clearly distinguish the objects of

cognitive evaluation which are affect (emotion), beliefs and behaviors. This shows the

attitudes towards the jobs by taking into account of feelings, beliefs, and behaviors.

Job satisfaction not only covers the satisfaction derived from the job by labourers but

their surroundings. A sound human ensures management based on norms of social welfare

contribute sub statically to better employee relations, high productivities and consequently

better predictabilities it an organization.

FACTORS INFLUENCING JOB SATISFACTION

SUPERVISION

To a worker, Supervision is equally a strong contributor to the job satisfaction as well

as to the job dissatisfaction. The feelings of workers towards his supervisors are usually

similar to his feeling towards the company. The role of supervisor is a focal point for attitude

formation. Bad supervision results in absenteeism and labor turnover. Good supervision

results in higher production and good industrial relations.

CO-WORKERS


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Various studies had traced this factor as a factor of intermediate importance. Ones

associates with others had frequently been motivated as a factor in job satisfaction. Certainly,

this seems reasonable because people like to be near their friends. The workers derive

satisfaction when the co-workers are helpful, friendly and co-operative.

PAY

Studies also show that most of the workers felt satisfied when they are paid more

adequately to the work performed by them. The relative important of pay would probably

changing factor in job satisfaction or dissatisfaction.

WORKING CONDITION

The result of various studies shows that working condition is an important factor.

Good working atmosphere and pleasant surroundings help increasing the production of

industry. Working conditions are more important to women workers than men workers.

CREATING JOB SATISFACTION

Organizations can help to create job satisfaction by putting systems in place that will ensure

that workers are challenged and then rewarded for being successful. Organizations that aspire

to creating a work environment that enhances job satisfaction need to incorporate the

following:

Flexible work arrangements, possibly including telecommuting

Training and other professional growth opportunities

Interesting work that offers variety and challenge and allows the worker opportunities

to "put his or her signature" on the finished product

Opportunities to use one's talents and to be creative

Opportunities to take responsibility and direct one's own work

A stable, secure work environment that includes job security/continuity

An environment in which workers are supported by an accessible supervisor who

provides timely feedback as well as congenial team members

Flexible benefits, such as child-care and exercise facilities

Up-to-date technology

Competitive salary and opportunities for promotion


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Apart from the factors mentioned above, job satisfaction is also influenced by the employee's

personal characteristics, the manager's personal characteristics and management style, and the

nature of the work itself. Managers who want to maintain a high level of job satisfaction in

the work force must try to understand the needs of each member of the work force.

1.4 SCOPE

Job satisfaction describes how content an individual is with his or her job. The

happier people are within their job, the more satisfied they are said to be. Job satisfaction is a

product of the events and conditions that people experience on their jobs.

Scope for the researcher

The study would help the researcher to identify the factors that influence importance

of job satisfaction.

It also gives the researcher an idea about the development of employees regarding

their improvement in performance due to high satisfaction.

Scope for the respondents

The respondents know whether they are satisfied with the job provided by theorganization and take measure to better engage themselves to the company.

Scope for the organization

This study will help the organization to identify the perception of employees

regarding their job.

It also enables the company to develop strategies to overcome the grey areas based on

the result of the study.


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The company will be able to identify whether the employees are satisfied or not.

1.5 OBJECTIVES

1. To Study and Measure the satisfaction levels of employees on various factors and give

suggestions for improving the same in Sri Jayajothi Company, Rajapalayam.

2. To find out whether pay and promotion of employees have an effect on Job Factors.

3. To study about the incentives and various welfare schemes announced for the employees

by the company and to analyze how it affects the performance and satisfaction of employees.


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1.6 LIMITATION

1. Some of the respondents were not correctly responding to some of the questions because of

fear of their high level manager.

2. Also the study did not take into account the factors which hinder an employee satisfaction

to the organization.

3. The sample size chosen was restricted to 100 employees. So the findings of the study

cannot be generalized.

4. The employees may not been able to give undivided attention in answering the

questionnaire as they were met during working hours.


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CHAPTER - II

REVIEW OF LITERATURE

This study attempts to evaluate job satisfaction in Sri Jayajothi Company,

Rajapalayam. It focuses on the relative importance of job satisfaction factors and theirimpacts on the overall job satisfaction of officers. It also investigates the impacts of

education, work experience, age and sex differences etc. on the attitudes toward job

Satisfaction.

Every person will have his or her own definition of what it means to be satisfied with a job.

Studies show that employees who are satisfied with their jobs are more productive, creative

and be more likely to be retained by the company (Eskildsen & Dahlgaard 2000; Kim

2000; Kirby 2000; Lee 2000; Money 2000; Wagner 20001).

Hammer,; Marini, Denton 20003 in their research say that, Employees that are satisfied and

happy in with their jobs are more dedicated to doing a good job and taking care of customers

that sustain the operation. Job satisfaction is something that working peopleseek.

Research has shown that there may be many environmental features that can be created andmaintained to give employees job satisfaction. Pay and benefits, communication (Brewer

2000; Employee 2000; Money 2000; Wagner 2000), motivation, justice (Kirby 2000;

Tristram 2000) and leisure time (Rabbit 2000; Wilson 2000) all seem to play a part as to

whether employees are satisfied with their jobs, according to studies.

According to Marc Drizin, an employee loyalty specialist, Employees are assets with feet.

Theyre the only resource companies have that make a conscious decision to return the next

day (Modic, 2005).


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A 2003 J.D. Power and Associates survey concluded that there is another customer builders

need to focus on satisfying besides the obvious customers. Builders need to focus on the

rank-and-file managers and employees who work for them (Kash, 2003).

The effects employee satisfaction has on an organizations business are numerous.

Some of the most relevant and profitable effects are described below:

Studies show that businesses that excel in employee satisfaction issues reduce turnover by

50% from the norm, increase customer satisfaction to an average of 95%, lower labour cost

by 12% and lift pre-tax margins by an average of 4% (Carpitella, 2003).

References:

1. Locke, 1976 cited in Brief, A. P., & Weiss, H. M. (2001). Organizational behavior:

affect in the workplace. Annual Review of Psychology, 53, 279-307, p. 282

2. Cranny, Smith & Stone, 1992 cited in Weiss, H. M. (2002). Deconstructing job

satisfaction: separating evaluations, beliefs and affective experiences. Human

Resource Management Review, 12, 173-194, p.174

3. Brief, 1998 cited in Weiss, H. M. (2002). Deconstructing job satisfaction: separating

evaluations, beliefs and affective experiences. Human Resource Management

Review, 12, 173-194, p. 174

4. Weiss, H. M. (2002). Deconstructing job satisfaction: separating evaluations, beliefsand affective experiences. Human Resource Management Review, 12, 173-194

5. Cited in Thesis: An Investigation of Employee Satisfaction and Employee

Empowerment specific to on-site supervisors in Residential Construction Industry by

David Lars Halvorsen(Brigham Young University) in 2005


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6. J. R. Hackman, G. R. Oldham (1976). "Motivation through design of

work". Organizational behaviour and human performance16: 250279. doi :

10.1016/0030-5073(76)90016-7.

7. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work:

Test of a theory. Organizational Behavior and Human Performance, 16, 250-279.

8. Fried, Y., & Ferris, G. R. (1987). The validity of the Job Characteristics Model: A

review and meta-analysis. Personnel Psychology, 40(2), 287-322.

CHAPTER - III

RESEARCH METHODOLOGY


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The methodology followed for conducting the study includes the specification of

research design, sample design, questionnaire design, data collection and statistical tools used

for analyzing the collected data.

RESEARCH DESIGN

The study conducted was descriptive research design, where it is concerned with

describing individuals characteristics with existing samples.

NATURE OF DATA

The study was based both on the primary and secondary data.

SOURCES OF DATA

PRIMARY DATA: The employees were the prime source of information at whom

the actual study was targeted.

SECONDRY DATA: The study also made use of certain details that have already

been collected and analyzed by others.

SAMPLING DESIGN

POPULATION OF THE STUDY

The study has been conducted among the employees at Sri Jayajothi Co & Ltd,

Rajapalayam.

SAMPLE SIZE

The size refers to the number of items or the units to be selected from the population

or the universe to constitute a sample. For the present study, sample size includes 60

executives at Teleflo Strainers and Pressure Vessels.

PERIOD OF THE STUDY


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The study is being done for a period of 45 days. That is, from 15-05-2010 to 31-06-2010.

SAMPLING TECHNIQUE

The sampling technique used for the study is non-probability i.e.) convenience

sampling. Convenience sampling involves the sample being drawn from that part of the

population that is close to hand. That is, a sample population selected because it is readily

available and convenient. This type of sampling is most useful for pilot testing.

RESEARCH INSTRUMENT AND CONTACT METHOD

The employees were met during working hours in Sri Jayajothi Co & Ltd. The

research instrument used is the questionnaire, which is well structured. All the dimensions of

Job Satisfaction, which are relevant to the study, are included in the questionnaire.

QUESTIONNAIRE DESIGN

Questionnaire was designed in consultation with the experts of SRI JAYAJOTHI

Company in such a manner that it would facilitate the respondents to reveal maximum

information.

TOOLS FOR ANALYSIS

The data collected through questionnaire has been analyzed through Percentage

analysis and Mean Score Value test. The analyzed data are then interpreted using Microsoft

Excel. Findings, Suggestions and Conclusions are there by drawn out of it. The collected data

were analyzed by using following techniques:

Percentage analysis

Mean Score Value

PERCENTAGE ANALYSIS


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Percentage analysis helps to develop frequency distribution for different factors.

The formula is:

No. Of Respondents

Percentage analysis = ______________________ * 100

Total No. Of Respondents

MEAN SCORE VALUE

1- Strongly Agree

2- Agree

3- Neither Agree nor Disagree

4- Disagree

5- Strongly Disagree

CHAPTER - IV

ANALYSIS AND INTERPRETATION

DEMOGRAPHIC FACTOR

Gender

Gender helps to know the majority of people working in that organization and implicates the

dominance power.


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TABLE NO. 1

Gender status

Gender Frequency Percent

Male 60 60

Female 40 40

Total 100 100

The respondents have 60% of employees were men in majority and remaining 40% of

employees were women. Hence there is no dominance power the employee can feel from

men or women.

Chart no: 1Gender status

Marital Status

Marital status implicates the number of employees who are married and who are

unmarried in the organization.

Table No: 2

Marital Status

Marital Status Frequency Percent

Married 41 41

Unmarried 59 59

Total 100 100

From the table it is clear that nearly 60% of employees were unmarried and 40% of

employees were married. The number of women in married factor is comparatively less

compared to men. Among 40% of employee was married and in which women where more in

number when compared to men.

Chart no: 2

Marital status


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Experience

Experience comprises knowledge of or skill gained through involvement in or exposure and

improves his level of confidence in his work life. They become a valuable asset to the

organization in their accomplishment.

Table No: 3

Experience

Experience Frequency Percent

Less than 1yr 18 18

1-2 yrs 36 36

2-3yrs 26 26

3-4yrs 10 10

Above 4yrs 20 10

Total 100 100

More than 62% of employees have more than 1-3years of experience. There are 205 of

employee who have more than 4 years of experience as many employee jumps from

organization to organization.

CHART NO.3

Experience

Working hours are convenient for me

The employees need a convenient working hours as to engage and work effective in their

workplace.

Table No: 4


Frequency Percent

strongly agree 24 24

Agree 32 32


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neither agree nor disagree 18 18

Disagree 16 16

strongly disagree 10 10

Total 100 100

From the table it is clearly evident that 34% of the respondents strongly agree that working

hours are convenient from them and 32% agree with that and 18% neither agree nor disagree

and 13% disagree with the working hours and 3% are strongly against working hours

Chart no. 4


Table No: 5

I'm happy with my work place

Frequency Percent

Strongly agree 30 30

Agree 39 39


Disagree 8 8


Total 100 100

From the table it is clear that 30% respondents strongly agree and 39% respondents agree that

they are happy with their work place only 13% disagreed and 18% have no idea towards their

work place.

Chart No: 5

Im happy with my work place


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Table No: 6

The lighting and other arrangements in the office are satisfactory

Frequency Percent

strongly agree 7 7

Agree 9 9


Disagree 37 37


Total 100 100

From the table it is quite clear that the lighting and other arrangements are not satisfied, 37%

of the respondents disagreed with the question and another 22% strongly disagreed, 9%

agreed with the question and 25% have no idea towards this question.

Chart No: 6

The lighting and other arrangements in the office are satisfactory

Table no: 7

I feel I have too much work to do


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Frequency Percent


Agree 19 19


Disagree 17 17


Total 100 100

From the table it is quite clear that the work load is not high, 27% of the respondents strongly

agreed with the question I feel I have too much work and another 19% agreed, 17% admitsthey have too much work and 25% have no idea towards this question.

Chart No: 7

I feel I have too much work to do

Table No: 8

Im satisfied with the safety measures provided by my company

Frequency Percent


Agree 39 39


Disagree 13 13


Total 100 100


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From the table it is evident that the respondents are satisfied with their safety measures as

39% agree and 15% strongly agree. Only 13% disagree and 8% strongly disagree, 25%

neither agree nor disagree.

Chart No: 8

Im satisfied with the safety measures provided by my company

Table No: 9

My relationship with my supervisor is Cordial

Frequency Percent


Agree 31 31neither agree nor disagree 24 24

Disagree 11 11


Total 100 100

From the table it is evident that the relationship with my supervisor is Cordial by the

organizations are good as 28 and 31% of the respondents agree with that and only 11& 6%disagreed and 24% neither agreed nor disagreed.

Chart No: 9

My relationship with my supervisor is Cordial


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Table No: 10

My supervisor is not partial

Frequency Percent


Agree 41 41


Disagree 6 6


Total 100 100

From the table it is clear that supervisor is not partial because 30% of respondents strongly

agreed to it and 41% agreed to it and only 13% disagreed and 16% of respondents have

neither agreed nor disagreed.

Chart No: 10

My supervisor is not partial

Table No: 11

My supervisor considers my ideas too while making decision

Frequency Percent


Agree 30 30



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Disagree 19 19


Total 100 100

From the table it is evident that the supervisors considers employees ideas as 18% were

strongly agreed and 30% agreed to the question but 19% disagreed and 18% strongly

disagreed this level is quite high compared to other questions.

Chart No: 11

My supervisor considers my ideas too while making decision

Table No: 12

Im satisfied with the support from my co-workers

Frequency Percent


Agree 43 43


Disagree 2 2


Total 100 100

From the table it is clear that 26% and 32% of the respondents agrees and only 5% disagreed

and 26% neither agreed nor disagreed.

Chart No: 12


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Im satisfied with the support from my co-workers

Table No: 13

People here have concern for one another and tend to help one another

Frequency Percent


Agree 47 47


Disagree 9 9


Total 100 100

From the table it is clear that relation is People have concern for one another and tend to help

one another is quite good as nearly 68% of the respondents agree that they are satisfied with

support from co-workers and only 15% disagreed and 16% have no answer to this.

Chart No: 13

People here have concern for one another and tend to help one another

Table No: 14Im satisfied with the refreshment facilities


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Frequency Percent


Agree 21 21


Disagree 19 19


Total 100 100

From the table it is clear that employees are with the refreshment facilities as 16% strongly

agreed and 21% agreed and only 19% disagreed and 29% neither agreed nor disagreed.

Chart No: 14

Im satisfied with the refreshment facilities

Table No: 15

We are provided with the rest and lunch room and they are good

Frequency Percent

strongly agree 9 9

Agree 20 20


Disagree 26 26


Total 100 100


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From the table it is clear that the rest and lunch room offered by the company as 26% of

respondents disagreed and 15% strongly disagreed and 30% neither agreed nor disagreed and

only 20 agree.

Chart No: 15

We are provided with the rest and lunch room and they are good

Table No: 16

The parking facilities provided for our vehicles are satisfactory

Frequency Percent

strongly agree 5 20.8

Agree 19 79.2


Disagree 0 0


Total 100 100

From the table it is quite evident that 20.8% strongly agreed and 79.2% of the respondents

agreed with the parking facilities provided for vehicles.

Chart No: 16

The parking facilities provided for our vehicles are satisfactory


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Table No: 17

I fell I'm paid a fair amount for the work I do

Frequency Percent


Agree 39 39


Disagree 13 13


Total 100 100

From the table it is evident that the respondents are satisfied as 39% agree and 15% strongly

agree. Only 13% disagree and 8% strongly disagree, 25% neither agree nor disagree.

Chart No: 17

I fell I'm paid a fair amount for the work I do

Table No: 18

I'm satisfied with the chances for my promotion

Frequency Percent


Agree 43 43



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Disagree 9 9


Total 100 100

From the table it is quite clear that employees are satisfied with their chances for promotion

as 43% agree and 27% strongly agree. Only 9% disagree and 8% strongly disagree, 13%

neither agree nor disagree.

Chart No: 18

I'm satisfied with the chances for my promotion

Table No: 19

The salaries we receive are good as other organizations offer pay to their employees

Frequency Percent


Agree 37 37


Disagree 6 6


Total 100 100

From the table it is quite clear that the salary in this organization is at par to the industry as

37% agree and 27% strongly agree. Only 6% disagree and 4% strongly disagree, 26% neither

agree nor disagree.

Chart No: 19

The salaries we receive are good as other organizations offer pay to their employees


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Table No: 20

I'm satisfied with the allowances provided by the organization

Frequency Percent


Agree 42 42


Disagree 11 11


Total 100 100

From the table it is clear that the employees are satisfied with the allowances and other

benefits provided by the organization as 42% agree and 19% strongly agree. Only 11%disagree and 7% strongly disagree, 21% neither agree nor disagree.

Chart No: 20

I'm satisfied with the allowances provided by the organization

Table No: 21

I feel my boss motivate me to achieve the organizational goals

Frequency Percent



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Agree 33 33


Disagree 22 22


Total 100 100

From the table it is evident that employees boss are motivating to achieve organizational

goals as 33% agree and 11% strongly agree. 22% disagree this is quite high compared to

other factors and 9% strongly disagree and 25% neither agree nor disagree.

Chart No: 21

I feel my boss motivate me to achieve the organizational goals

Table No: 22

I feel that recognize, reward and promote based on my performance

Frequency Percent


Agree 44 44


Disagree 13 13


Total 100 100

From the table it is evident that employees are recognized, rewarded and promoted based on

performance as 44% agree and 18% strongly agree. Only 7% strongly disagree and 7%

disagree, 18% neither agree nor disagree.

Chart No: 22


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I feel that recognize, reward and promote based on my performance

Table No: 23

My supervisor motivates me to increase my efficiency at times when Im not productive

Frequency Percent


Agree 39 39

neither agree nor

disagree

18 18

Disagree 8 8


Total 100 100

From the table it is clear that 30% respondents strongly agree and 39% respondents agree,

13% disagreed and 18% have no idea.

Chart No: 23

My supervisor motivates me to increase my efficiency at times when Im not productive

Table No: 24


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Communication seem good within this Organization

Frequency Percent


Agree 31 31

neither agree nor

disagree

28 28

Disagree 13 13


Total 100 100


the Communication is good within the Organization 13% disagreed and 28% have no idea.

Chart No: 24

Communication seem good within this Organization

Table No: 25

Work assignments are explained clearly to me

Frequency Percent


Agree 39 39

neither agree nor

disagree

18 18

Disagree 11 11



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Total 100 100


their work assignments are explained clearly to me 11% disagreed and 18% have no idea.

Chart No: 25

Work assignments are explained clearly to me

Table No: 26

In the last three months, my superior has talked to me about my progress.

Frequency Percent


Agree 41 41

neither agree nor

disagree

18 18

Disagree 14 14


Total 100 100


in last three months, superior has talked to me about my progress, 14% disagreed and 18%

have no idea.

Chart No: 26

In the last three months, my superior has talked to me about my progress.


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Table No: 27

I generally feel that I am involved in decision making

Frequency Percent


Agree 39 39

neither agree nor

disagree

18 18

Disagree 11 11


Total 100 100


they generally feel that they are involved in decision making and only 11% disagreed.

Chart No: 27

I generally feel that I am involved in decision making

Table No: 28

I generally feel that I am involved in Board level participation, Ownership

participation, Job enlargement and enrichment, Suggestion schemes.


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Frequency Percent


Agree 40 40neither agree nor

disagree

13 13

Disagree 8 8


Total 100 100


they are generally feel that they are involved and 13% only disagreed.

Chart No: 28

I generally feel that I am involved in Board level participation, Ownership

participation, Job enlargement and enrichment, Suggestion schemes.

Table No: 29

Participation makes me more responsible

Frequency Percent


Agree 39 39

neither agree nor

disagree

8 8

Disagree 10 10


Total 100 100


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Participation makes me more responsible, 13% only disagreed.

Chart No: 29

Participation makes me more responsible

Table No: 30

I have access to and sharing of management level information.

Frequency Percent


Agree 37 37

neither agree nor

disagree

5 5

Disagree 11 11


Total 100 100


have access to and sharing of management level information and only 13% disagreed.

Chart No: 30

I have access to and sharing of management level information.


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Table No: 31

I love my job and to work in this Organization

Frequency Percent


Agree 39 39

neither agree nor

disagree

28 28

Disagree 8 8


Total 100 100


they love job and to work in this Organization and only 13% disagreed.

Chart No: 31

I love my job and to work in this Organization

Table No: 32

Have adequate opportunity to use my Ability

Frequency Percent


Agree 30 30


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neither agree nor

disagree

23 23

Disagree 12 12


Total 100 100


adequate opportunity to use ability and only 12% disagreed.

Chart No: 32

Have adequate opportunity to use my Ability

Table No: 33

Overall I'm satisfied with my job

Frequency Percent


Agree 33 33


Disagree 15 15


Total 100 100


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From the table it is evident that Overall satisfactions of the respondents are good as 33%

agree and 21% strongly agree. Only 6% strongly disagree and 15% disagree and 25% neither

agree nor disagree.

Chart No: 33

Overall I'm satisfied with my job

MEAN SCORE VALUE

SA - Strongly Agree (5)

A Agree (4)

NAND - Neither Agree nor Disagree (3)

DA Disagree (2)

SDA - Strongly Disagree (1)

MSV Mean Score Value

Work Environment and Nature of Work

S.NO Particulars SA A NAND DA SDA MSV1 Working hours are convenient for

me

24 32 18 16 10 3.44

2 I am happy with my work place 30 39 18 8 5 3.813 The lighting and other

arrangements in the office are

satisfactory

7 9 25 37 22 2.42

4 I feel I dont have too much work

to do

12 17 25 19 27 2.68

5 Im satisfied with the safety 15 39 25 13 8 3.40


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measures provided by my

company

Relationship with Supervisors and Colleagues

S.NO Particulars SA A NAND DA SDA MSV1 My relationship with my

supervisor is Cordial

28 31 24 11 6 3.64

2 My supervisor is not partial 30 41 16 6 7 3.813 My supervisor considers my ideas

too while making decision

18 30 15 19 18 3.11

4 Im satisfied with the support from

my co-workers

26 43 26 2 3 3.87

5 People here have concern for one

another and tend to help one

another

21 47 16 9 7 3.66

Welfare Facilities

S.NO Particulars SA A NAND DA SDA MSV

1 Im satisfied with the refreshmentfacilities

16 21 29 19 15 3.04

2 We are provided with the rest and

lunch room and they are good

9 20 30 26 15 2.82

3 The parking facilities provided for

vehicles are satisfactory

5 19 0 0 0 4.21

Pay and Promotion


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S.NO Particulars SA A NAND DA SDA MSV1 I feel Im being paid a fair amount

for the work I do

15 39 25 13 8 3.4

2 Im satisfied with my chances for

promotion

27 43 13 9 8 3.72

3 The salaries we receive are good

as other organizations pay to their

employees

27 37 26 6 4 3.77

4 Im satisfied with the allowances

provided by my organization

19 42 21 11 7 3.55

Communication and Motivation

S.NO Particulars SA A NAND DA SDA MSV1 I feel that my Boss motivate me to

achieve the organization goal

11 33 25 22 9 3.15

2 I feel that recognize, reward and

promote based on my performance

18 44 18 13 7 3.53

3 My supervisor motivates me to

increase my efficiency at times

when Im not productive

30 39 18 8 5 3.81

4 Communication seem good within

this Organization

20 31 28 13 8 3.55

5 Work assignments are explained

clearly to me

25 39 18 11 7 3.64

6 In the last three months, my

superior has talked to me about my

progress.

21 41 18 14 6 3.57

Workers participation

S.NO Particulars SA A NAND DA SDA MSV1 I generally feel that I am involved

in decision making

30 39 18 11 2 3.84

2 I generally feel that I am involved

in Board level participation,Ownership participation, Job

29 40 13 8 10 3.70


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enlargement and enrichment,

Suggestion schemes.3 Participation makes me more

responsible

28 39 8 10 15 3.55

4 I have access to and sharing of management level information.

32 37 5 11 15 3.60

Job factors

S.NO Particulars SA A NAND DA SDA MSV

1 I love my job and to work in thisOrganization

20 39 28 8 5 3.61

2 Have adequate opportunity to use

my Ability

28 30 23 12 7 3.60

3 Overall I'm satisfied with my job 21 33 25 15 6 3.48

CHAPTER - V

SUMMARY

FINDINGS

The respondents are satisfied with the environment and nature of work factors.

The respondents relationship with the superiors and colleagues are quite good.

The Respondents are not provided with proper welfare facilities that are the reason the

mean value is quite high.


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The communication and motivation of employees by their superiors in this

organization is reasonably satisfied.

The Pay and promotion activities in this organization are also good.

The Respondents are overall satisfied with their job is an agreeable level.

The Parking facilities provided by the organization are good thats most respondents

agree with this question.

The refreshment facilities are also need to be improved because most of the

employees are dissatisfied on this factor.

The Rest room facilities in the company are not good and they are not satisfied with

the lunch facilities.

SUGGESTION

Some of the welfare facilities like rest rooms and lunch rooms can be improved for

the employees.

As per the employee reference given for the question the refreshment facilities can be

improved for them.

Lighting and other arrangements can also be improved for the employees.


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CONCULSION

1. The satisfaction levels of employees on various factors are measured.

2. The satisfaction levels of employees on experience have an effect on Job Factors.

3. The satisfaction levels of employees among various different age groups are measured.

4. The satisfaction levels of employees on various factors like the environment and nature of

work factors, the superiors and colleagues are quite good, parking facilities and the Pay and

promotion are good and employees are satisfied with the facility provided by the company.


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BIBILOGRAPHY

Books

Web site

QUESTIONNAIRE

1. Name:

2. Age:


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3. Gender: Male Female

4. Education Qualification: Under graduation Post graduation

5. Marital Status: Married Unmarried

6. Years of experience:

A) Less than 1yr B) 1-2 yrs C) 2-3 yrs D) 3-4 yrs E) Above 4yrs

7. How do you view this job?

(a) CHALLENGING (b) RESPONSIBLE

(c) MOTIVATING (d) SECURED

Please indicate your level of agreement in connection with various factors:

1. Strongly agree

2. Agree

3. Neither agree nor disagree

4. Disagree

5. Strongly Disagree

Work Environment and Nature of Work

S.NO. Particulars 1 2 3 4 5

1 Working hours are convenient for me

2 Im happy with my work place3 The lighting and other arrangements in the office are satisfactory

4 I feel I have too much work to do

5 Im satisfied with the safety measures provided by my company

Relationship with Supervisors and Colleagues

S.NO. Particulars 1 2 3 4 5

6 My relationship with my supervisor is Cordial
http://s.no/http://s.no/http://s.no/http://s.no/


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S.No Particulars 1 2 3 4 5

24 I generally feel that I am involved in decision making

25 I generally feel that I am involved in Board level participation,

Ownership participation, Job enlargement and enrichment, Suggestion

schemes.

26 Participation makes me more responsible

27 I have access to and sharing of management level information.

Job factors

S.NO. Particulars 1 2 3 4 528 I love my job and to work in this Organization29 Have adequate opportunity to use my Ability30 Overall, Im satisfied with my job

Suggestion if any:

Documents

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