Job Satisfaction Among Employees

JOB SATISFACTION AMONG EMPLOYEES IN

BRAMCO ALUMINIUMPROJECT REPORT

Submitted by

By

SIRAJ.KRegister No: 098001655050in partial fulfillment for the award of the degree

ofMASTER OF BUSINESS ADMINISTRATIONin

DEPARTMENT OF MANAGEMENT STUDIESGNANAMANI INSTITUTE OF MANAGEMENT STUDIES

NAMAKKAL Dist, TAMIL NADU.

637018

JUNE 2011

GNANAMANI INSTITUTE OF MANAGEMENT STUDIES

NAMAKKAL, TAMILNADU 637018

DEPARTMENT OF MANAGEMENT STUDIES

PROJECT WORK

PHASE II

JUNE 2011

This is to certify that the project entitled

JOB SATISFACTION AMONG EMPLOYEES IN BRAMCO ALUMINIUMis the bonafide record of the project work done by SIRAJ .K

Register No: 098001655050

of Master of Business Administration during the year 2010-2011

K. RAMESH KUMAR

S. SURESH KUMARProject Guide

Head of the Department

Submitted for the project Viva-Voce examination held on ___________________

.

Internal Examiner

External ExaminerDECLARATION

I affirm that the project w/ork titled Job Satisfaction Among Employees in Bramco Aluminium is being submitted in the partial fulfillment for the award of MASTER OF BUSINESS ADMINISTRATION is the original carried out by me. It has not formed the part of any other project work submitted for the award of any degree or diploma, either in this or any other University.

Siraj .K Reg no: 098001655050I certify that the declaration made above by the candidate is trueK. Ramesh Kumar

Asst. Professor.

ACKNOWLEDGEMENT

At the very outset I am very much grateful to the God almighty for his blessing showered upon me to complete my training.

I express my gratitude to Dr. T.ARANGANNAL, Chairman, and Smt. P.MALALEENA Chairperson of GNANAMANI EDUCATIONAL INSTITUTION, for giving me an opportunity to study MBA course during the year of 2010-2011.

I also express my sincere gratitude to our Chief executive officer Mr. K. VIVEKANANDAN for his valuable support. I am extremely thankful to S.SURESH KUMAR, HOD of GNANAMANI INSTITUTE OF MANAGEMENT STUDIES for encouragement and continuous support throughout my study. I place my special debt of gratitude to him.

I endow my grateful deep sense of gratitude and indebtedness to my project guide K. RAMESH KUMAR, GNANAMANI INSTITUTE OF MANAGEMENT STUDIES, who gave me valuable suggestions through the completion of the project.

I express my deep sense gratitude to the Mr. ABDUL RAHMAN, Managing Partner of BRAMCO ALUMINIUM, Wandoor, Malappuram for the opportunity offered to me to undertake the study on organization structure and functions of various sections of the company.

I would also like to express my gratitude for the support and encouragement received from the entire staff of BRAMCO ALUMINIUM especially who has indirectly helped me to make this project a successful one.

Finally I am grateful to all my family and friends whose love and blessings have been a source of inspiration, courage & strength to undertake studies in pursuit of knowledge and to face the real corporate world.

SIRAJ.KCONTENTS

CHAPTER NO.DESCRIPTIONPAGE NO.

IINTRODUCTION1 18

1.0INTRODUCTION1

1.1INDUSTRY PROFILE2

1.2COMPANY PROFILE6

1.3PRODUCT PROFILE8

1.4STATEMENT OF THE PROBLEM15

1.5OBJECTIVES OF THE STUDY 18

1.6SCOPE OF THE STUDY18

IIREVIEW OF LITTERATURE19 22

2.1JOB SATISFACTION19

2.2FACTORS INFLUENCING JOB SATISFACTION21

IIIRESEARCH METHADOLOGY23 24

3.1RESEARCH DESIGN23

3.2SAMPLING UNIT23

3.3METHODS OF DATA COLLECTION24

3.4STATISTICAL TOOLS24

3.5LIMITATIONS OF THE STUDY24

IVDATA ANALYSIS AND INTERPRETATION25 49

VCONCLUSION5052

5.1FINDING50

5.2SUGGESTION51

5.3CONCLUSION52

VIBIBILIOGRAPHY53

APPENDICES54

LIST OF TABLES

TABLE NUMBERTABLE NAMEPAGE

NUMBER

1Table showing gender of employees.25

2Table showing job satisfaction of employees.26

3Table showing the respondents opinion regarding facilities provided.27

4Table showing respondents opinion regarding statutory welfare measures.28

5Table showing nature of response of factory and job.29

6Table showing opinion about upward communication.30

7Table showing grievance settling participation by top management.31

8Table showing opinion about grievance settling.32

9Table showing awareness of rules regarding discipline.33

10Table showing the application of disciplinary rules.34

11Table showing opinion regarding punishment for violation of rules.35

12Table showing opportunities for upgradation of skill in training program.36

13Table showing opinion regarding identification of training needs.37

14Table showing opinion regarding trainees communication.38

15Table showing response regarding arrangement of training.39

16Table showing response showing job performance through training.40

17Table showing participation of employees in training program.41

18Table showing changes occurred after the training program. 42

19Table showing the assessment of training needs.43

20Table showing the relationship colleagues.44

21Table showing opinion regarding appreciation from superiors.45

22Table showing opinion regarding participation of superiors in self development program. 46

23Table showing response regarding job security.47

24Table showing satisfaction level regarding departmental meetings.48

25Table showing opinion regarding enquiry by impartial person.49

LIST OF CHARTS

CHART NUMBERCHART NAMEPAGE

NUMBER

1Chart showing gender of employees.25

2Chart showing job satisfaction of employees.26

3Chart showing the respondents opinion regarding facilities provided.27

4Chart showing respondents opinion regarding statutory welfare measures.28

5Chart showing nature of response of factory and job.29

6Chart showing opinion about upward communication.30

7Chart showing grievance settling participation by top management.31

8Chart showing opinion about grievance settling.32

9Chart showing awareness of rules regarding discipline.33

10Chart showing the application of disciplinary rules.34

11Chart showing opinion regarding punishment for violation of rules.35

12Chart showing opportunities for upgradation of skill in training program.36

13Chart showing opinion regarding identification of training needs.37

14Chart showing opinion regarding trainees communication.38

15Chart showing response regarding arrangement of training.39

16Chart showing response showing job performance through training.40

17Chart showing participation of employees in training program.41

18Chart showing changes occurred after the training program. 42

19Chart showing the assessment of training needs.43

20Chart showing the relationship colleagues.44

21Chart showing opinion regarding appreciation from superiors.45

22Chart showing opinion regarding participation of superiors in self development program. 46

23Chart showing response regarding job security.47

24Chart showing satisfaction level regarding departmental meetings.48

25Chart showing opinion regarding enquiry by impartial person.49

CHAPTER I

INTRODUCTIONINTRODUCTION

Meaning of Job Satisfaction

Job satisfaction has been one of the most extensively discussed and studied concepts in organizational and personnel management, accounting for more than 5000 published works. The information generated by research into this area has practical implications for individuals and organizations alike, as employees strive for the best quality of life possible and managers are faced with the ever increasing challenge of operating efficient, effective organizations using the human and technological resources available to them. Understanding job satisfaction and what it means is not only a desirable but a critical aspect of life for both organizations and individuals.

Job satisfaction defined as

Job satisfaction as any combination of psychological and environmental circumstances that causes a person truthfully to say I am satisfied with my job. Then was came more sophisticated attempts with my job. Then came more sophisticated attempts to correlate certain characteristics such as age; education; length of employment; performance; salary abilities; marital status and sex with the satisfied dissatisfied dictionary.

Job satisfaction defined as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience.

Locke

Job satisfaction is a general attitude towards ones job. The difference between the amount of reward workers receive and the amount they believe they should receive.

P. Robbins

industry PROFILE

Aluminium is the most modern metal of the common metals, having first isolated in 1855 at Paris exposition. Its name derived from the Latin word Alumni- a naturally occurring aluminous sulphate, probably a cued potash alum crude salt of this sort were used as astringes and mordents at least a early as the 5th century B.C in the 13th century and in the 18th century men began to purring these crude salts into crystalline alum. The first mention of the production of alum form clay occurred in the 17th century. And in the 18th century itsearly base was differentiated from show to exist in the clay, and given a name. It was suspected that it has a metallic base. But this was unproved until sir Humphrey Davy showed in the 1809 that an iron Aluminium iron alloy could be produced by the electrolysis of fused alumina in a hydrogen atmosphere and that on dissolving this alloy Aluminium oxide could be recovered from solution.

Davy suggested the name Aluminium for this metal a name which has been retained in the north America but modified to aluminium, in England and in most European countries. It chemical symbol is A1 atomic weight 26.98 and atomic number 13.

The aluminum industry is highly cyclical, with prices subject to worldwide supply and demand forces along with other influences. The global economic downturn had a historic, negative impact on the aluminum industry, leading to an unprecedented decline in LME-based aluminum prices, weak end markets, fall in demand, increased global inventories, and higher costs of borrowing and diminished credit availability. The economy has however recoveredfromthecrisisoftheeconomicdownturn.

Alcoa, the world leader in the production and management of primary aluminum expects demand for aluminum to grow 12% this year. China, India, Brazil and Russia are all expected to register double-digit increases in aluminum demand. Market conditions for aluminum products in all global markets are expected to improve, particularly in aerospace, automotive and industrial gas turbine. On the cost side, however, energy prices and currency movements are expected to keep posting challenges. Overall, Alcoa believes that the long-term prospects for aluminum remain bright and envisions that

Globaldemandforaluminumwilldoubleby2020.

The global market for aluminum is projected to cross 51 million tons by 2012. Extensive applications in end-use sectors such as electric transmission, automotive, packaging, construction and consumer durable sectors are fuelling growth in the aluminum market.China has emerged as the largest producer as well as consumer of aluminum, accounting for more than a third of global aluminum consumption. Moreover China is also growing at the fastest rate, and as such is the main driver of aluminum demand. Other emerging markets such as India and Brazil are also experiencing significant growth in demand.

In the medium-to-long term, aluminum consumption will improve globally with improving automotive and packaging industries, one of the key consumer markets. Aluminum is widely used for packaging, beverage cans, food containers and foil products. The automobile market is also becoming increasingly aluminum intensive, benefiting from the recyclability and the light weight of the metal.Further, the surge in copper price this year is triggering a switch among manufacturers aluminum. Automobiles, air conditioners and industrialcomponents. It is expected that aluminum demand to increase in the long term, outstripping supply growth with the improving end-markets. China and India are undergoing rapid industrialization. Both these factors are positive for underlying aluminum demand.

On the other hand, aluminum demand in the US has been on the decline in the recent past, owing to decline in demand from end-use industries in the market. Automotive and transportation industry, which is the largest consumer of aluminum in the region, has been on the decline in the recent past leading to a decline in demand for aluminum. The sub prime credit crisis is also negatively affecting the construction industry, the other major consumer of aluminum in the US.

Driven by increasing consumption in non-traditional markets such as China and India, the global market for aluminum is projected to reach nearly 51 million tons by the year 2012, reflecting a compounded annual growth rate of 7.6% over the period 2008-2012. Asia-Pacific region, driven by ever increasing Chinese consumption is the largest market for aluminum, accounting for an estimated 49.5% of global market in 2008. Global demand for rolled extruded products is projected to reach nearly 31.8 million tons by 2012, registering a CAGR of 8.5% for the period 2008-2012.

ALUMINIUM INDUSTRY IN INDIA

Aluminums industry in India is a highly concentrated industry with the top 5 companies constituting the majority of the country's production. With the growing demand of aluminum in India, the Indian aluminum industry is also growing at an enviable pace. In fact, the production of aluminum in India is currently outpacing the demand.

Though India's per capita consumption of aluminums stands too low (under 1 kg) comparing to the per capita consumptions of other countries like US & Europe (range from 25 to 30 kgs), Japan (15 kgs), Taiwan (10 kgs) and China (3 kgs), the demand is growing gradually. In India, the industries that require aluminium most include power (44%), consumer durables, transportation (10-12%),construction(17%)andpackagingetc.PRODUCTION

India lies at the eighth position in the list of leading primary aluminium producers in the world. India saw a significant growth in aluminium production in the past five years. In 2006-07, the production target of aluminium in India laid by the Ministry of Mines, Government of India was 1,153 KT, which was augmented to 1,237 KT in the next year (2007-08). Due to the growing demand from the construction, electrical, automobiles and packaging industry, the production of aluminium also hiked up. In FY 09, the total aluminium production in India was around 1.35tones.

TheMajorPlayersThe Indian aluminum industry is dominated by four or five companies that constitute the majority of India's aluminum production. Following are the major players in the Indian aluminum industry:

Hindalco Hindustan Zinc Jindal Stainless Kennametal India NalcoTheConsumption After a stagnant consumption of primary aluminium in India from the end of 1990s to 2002 (when the consumptions were between 500 600 KT), it started rising sharply since 2002. The consumption reached at 1,080 KT in 2006. The consumption of aluminium in India is dominated by the industries likepower,infrastructure,andtransportationetc.RAW MATERIALS The main raw materials of the firm are aluminium ingot and aluminium scrap. Other than the above raw materials the following consumable are also used for production, such as furnace oil, lubricating oil, firewood, castic soda, cover flux, degasser etc

COMPANY PROFILE Bramco Aluminium manufactures of quality Aluminium products like Kitchen-wear, Sheets,Circles and Dishes to cater the needs and wants of rural households in the Malappuram district in Kerala.

The chief raw material for the production of aluminum called Bauxite is imported by the company from Bihar, Goa, Tamil Nadu, Jammu & Kashmir etc. Promising reserves of material kept in Kerala, Andhra Pradesh and Uttar Pradesh. So the unit wont have any shortage of raw material. The unit is a partnership firm having four partners. The management of the firm is vested in the hands of partners.

The proposed unit is registered small scale industry having a provisional registration no 09/ER/06/04325/SSI/prov. This is named and styled as BRAMCO ALUMINIUM, an aluminium rolling mill for production of aluminium sheets, circles and aluminium vessels. Aluminium is a versatile material. It is used for the production of house hold utensils in packing and transport industry. The chief raw material is bauxite which is known as the wonder material .this is available in Bihar, Goa Gujarat, Tamilnadu, Kashmir etc...Promising reserves are having been located in Andhra Pradesh, Kerala and Uttra Pradesh. The reserves of all grades of bauxite have been estimated at 265.37crore tones. This clearly indicates that there will not be any shortage of aluminium which is the main raw material for the proposed unit in the near future. The use of aluminium for the manufacture of utensils and other components is on the increase .taking into account the vast potential of the product the promoters have decided to set up a modern facility (factory) for its production at Wandoor which is situated in Malappuram

Administration department

The entire firm is controlled by this department. Managing partner is the head of this department. Besides him the following officers are also in his department.

1. Accounting officer

2. Cashier

3. Clerk

ORGANIZATION STRUCTURE

PROCUREMENT OF RAW MATERIAL

Aluminum Scrap

It is available the local market. The finished goods are sold to the market through it and bring scrap in its return trip. Besides consumer sell their old aluminium articles directly to the firm.

Aluminium Ingot

It is available in old transformer that is used to setup the power. It is purchased from outside Kerala. It is available from Madras, Bangalore and Mumbai.

PRODUCTION PROFILE

The entire firm can be divided into two sections according to production process. Casting and Spinning sections. In casting section raw materials are converted into Aluminium sheets and circles. In spinning section, a part of these circles are converted into vessels.

The basic of business firm is to make maximum possible profit. Production is done to make profit. Production is the process of transforming input into output. BRAMCO is a small manufacturing unit for the production of aluminium sheets, aluminium circles and aluminium vessels. The required raw materials, machinery and equipments used in the production process are discussed below.

Processing with casting section

Aluminium scraps and injects are mixed up in certain proportion and fed in to the clean pan. Which is placed on a oil fired furnaces. It is heated all 72o oC after adding some chemicals. The molten aluminum is transferred to a tray using spoon. Then collect billet. While transfer to molding tray some part will be left over which is waste containing, about 27 % of aluminum that is sold outside.

Billets are then fed to rolling machines for 6-8 times to convert into sheets. This d be rough and brittle. After cutting uneven edges, these sheets are transferred to annealing , furnace, where these sheets are annealed at a temperature of 350oC using fire wood, so that the sheets become soft and flexible.

This again fed into the rolling mill at a normal temperature , then to circle cutting machine to draw circles of required size, then to spinning section and rest is sold to outside customers.Spinning sectionIn this section, the circle transferred from casting section is converted into different types of vessels. Then these are moved to the washing section, where vessels are got cleaned and dried. Then these are transferred to the company store.MACHINES USED

The machineries and equipments used for production process ca be of the following. Melting furnace to melt scrap and ingot

CI pan

Annealing furnace- to anneal aluminum sheet

Aluminum sheet rolling machine

Circle cutting machine

Spoons to transfer molten aluminum to molding plate

Oil fired burner

Blower

DEPARTMENTS

For the regular and uninterrupted business different functions are to be performed, so that different departments operate in Bramco. How the finance is acquired for the business firm is relevant as how its allocated in business, so finance department make all that study to make finance an easy and effective work. PRODUCTION DEPARTMENT

FINANCE DEPARTMENT

SALES AND MARKETING DEPARTMENT

ADMINISTRATION DEPARTMENT

FACTORY DEPARTMENT

FACTORY DEPARTMENT

Factory department is concerned with production. Production manager is the head of this department. This department has three sections viz.

Casting Section

Spinning Section

Cleaning Section

Manufacturing department

This department is also known as factory department. Production manager is the head of this department. This department has three sections.

Casting section

Spinning section

Cleaning section

Store department

This department deals with purchase and issue of raw materials, storing finished goods sales and marketing. Sales and marketing manager is the head of this department Even though the firm is divided into several departments headed by separated persons.

Human Resource Management

Human resources of a firm determine the success or failure of the concern. In BRAMCO the management gives more consideration for its human resources and treats them as a vital factor in functioning of the firm. If any complaint received from the workers, the management tries to solve that within the shot span of the time investigation. BRAMCO keeps good relation between management and employees. So it ensures harmonious environment in the firm

Personnel Management

For every firm the requirement and selection and control of working is very essential. Workers selected should be to the position where they place. In this unit no scientific method is followed in selection and control. The workers are selected and placed by the managing partners and when necessary. The overall control of workers is vested in this hands, besides this every department head has control over subordinates.

Division of Labour

The workers are divided into several groups. those different categories are;

Skilled labour

Semi skilled labour

Helper

Female workers

Foremen

chart showing production process

Location of the firm The unit was started on plot of land of 20 cents in survey number 212 of Waniyambalam ward no 5 Wandoor town Wandoor panchayath Nilambur Taluk ,Malappuram district in Kerala. The unit is located at about 1 km away from wandoor town on Wandoor Manjeri road and has a definite advantage in respect of required power and labour force. The water required for the firm is available from the well within the premises. Objective of the firm

to carry on business of the production and sales

to maximize profit and minimize cost

to render services to the society by offering employment opportunities

to make product, according to the interest of the customers

to sell the product in reasonable prices

to ensure welfare of employees by providing better working condition and other facilities

RIGHT OF PARTNERS Every partner has the right to take part in the conduct of business.

Every partner has right to access and inspect the books of the firm.

Every partner entitled to interest 6% per annum on any money advance over and above his capital.

Every partner has right to prevent and change in the nature of business, administration of a new partner and change in the prevention of the deed.

Every partner is entitled to be identifies for indemnifies of losses incurred by him on behalf of the firm.

Each partner has a right to express his opinion.

Classification of the Employees Permanent

Seasonal

Probationers

Apprentices

Causal

Trainees

Competition

The main problem faced by the firm is competition from other units, which produces same products in Kerala; there are 39 such units in which two units are located in Malappuram district.

SCOPE OF THE FIRM

Aluminium is an important material for the production of the house hold article and other components. The use of house hold articles are increasing day by day taking into account, the vast potential of the product , the promoters decided to setup a modern unit situated in Malappuram district which is an industrially backward area

STATEMENT OF THE PROBLEM

The nature is being different for each category of employees depending upon their needs. In India almost all the organization interested to provide a good satisfaction in the company since the study on job satisfaction is useful to improve production, organization effectiveness, morale and economic development , the study will go long way to improve the prosperity of the country. The various theories of motivation help us to identify the organisational factors which influence the attitude and in turn job satisfaction. They are job factors; work environment superior sub ordinate relationship; participative style of management; wage; recognition; morale; motivation; identification with company and welfare facilities.

The gap between what the employee experience about the particular factor in this actual condition and what he thinks should be there to give a clear understanding of the extent and nature of job satisfaction of an employee.

Job satisfaction is a result of employees perception of how well their job provides these things which are viewed as important. It is generally recognized in the organizational behaviour field that Job satisfaction is the most important and frequently studied attitude.

Aims of Job satisfaction studies

The basic aims for the earlier job attitudes researches (a) economic aim (b) humanistic aim and (c) theoretical aim. The economic aim of job attitudes research is that, a satisfied employee will be more productive than a dissatisfied employee. The humanistic aim of the job attitude research is to make the work hours as pleasurable and as meaningful as possible. The theoretical aim of job attitude research is to increase our understanding of man.

The theory of economic man postulated that the workers is essentially a rational creature; who uses his reason primarily to calculate exactly how much satisfaction he may obtain from the smallest amount of effort or when necessary how much discomfort he can avoid. Job attitudes are influenced by the total job environment or at least by its various aspects.

As a behavior of an individual within the organization is a result of interaction between the situation and personality; the attitude of the worker is influenced by the total job environment and personality related factors.

Accordingly job satisfaction would seem to be an important focus of organizations which wish to reduce absenteeism and turnover. The second reason for job satisfaction items from its low but consist association with job performance.

On speculation as to why this relationship exists one possibility appears that satisfaction causes performance whereas there is no theoretical reasons to believe that satisfaction can cancel performance.

Motivation and Job Satisfaction

In the literature on industrial psychology the term job satisfaction is quite frequently used for individual attitudes towards the specific aspects of the total work situation. The word "job" is used in a restricted sense and refers to a specific task. Whereas the term job satisfaction covers the satisfaction derived from being engaged in work or in any pursuit of a higher order; it is essentially related to human needs and their fulfillment through work job satisfaction with reference to the group. They differ from each other on at least two important dimensions. The first may be designed as the individual Vs group dimensions. The second as the contest dimension. Job satisfaction includes a feeling of satisfaction or dissatisfaction with the various segments of one's job life.

OBJECTIVE OF THE STUDY

1. To find the level of satisfaction of both the worker and the managerial staff towards performance of the job.

2. To find out the exiting relationship between the management and the workers.

3. To find out the relationship among the workers.

4. To find out the promotional opportunities and their effectiveness.

5. To find out socio-economic condition and characteristics of working class.

SCOPE OF STUDY

The study helps us to find out level of satisfaction of both the workers and the management staff towards performance of the job. This study also helps to analyse smooth relationship existing between the management and the workers.

CHAPTER IIREVIEW OF LITTERATURE

REVIEW OF LITERATUREJOB SATISFACTION

Work related satisfaction has in fact been shown to be related to, and to be a major component of, satisfaction with life, including recently by Howard and Frink (1996). Stewart and Barling (1996) found in studying fathers that job satisfaction, work related mood and work tension affect the behavior of their children (acting out, shyness, and school competence). Job/life satisfaction is important for organizations to address for humanitarian as well as for practical reasons.

Defining and measuring job satisfaction has been a challenging process which has been refined through decades of research and which is still occurring. According to Cranny, Smith & Stone (1992), job satisfaction is generally agreed upon by researchers to be an affective reaction to a job that results from the employees comparison of actual outcomes with those that are desired.

The study of job satisfaction grew out of several schools management theory dating back to Frederck Taylors early applications of scientific method to factory problems in the first part of this century. Vrooms (1964) Expectancy Theory of human motivation is a significant contributor to the field which goes beyond the simple behavioral concept of stimulus-response and reinforcement of behavioral psychology; it explains motivation as the perceived value of probably outcomes of actions, and the probability that actions will bring about outcomes which are highly desired. The theory thus takes into account the intrinsic values that affect satisfaction and work which research has often found to be at least equally important or more so to job satisfaction than arte the extrinsic values.

Abraham Maslows (1943) theory of a Hierarchy of Needs examines human motivation in terms of levels of met or unmet needs. His premises include that only an unsatisfied need can influence behavior, that a person will minimally satisfy each level of need before feeling the need at the next level, and that if need-satisfaction is not maintained at any level it will become a priority again.

At the lowest level of Maslows Hierachy of Needs are physical Needs (food, clothing, Shelter and comfort), followed by safety needs (security for self and possessions and avoidance of risk, harm and pain). Social needs comprise the level, and include companionship, acceptance, love and affection and group membership. Higher levels include Esteem Needs (responsibility, self-respect, recognition and sense of accomplishment) and Self-Actualization Needs (reaching ones potential, independence, creativity and self-expression).

Mounting health care costs, absenteeism, and lost productivity make health issues a pressing concern for managers. Research indicated that there is a relationship between stressors on the job and physical or emotional changed in individuals, and that psychological stressors produce changes in levels of various hormones, body chemicals, organic function, and anxiety (McLeen,, 1979). Nerker. Mcgrath, & MacMillam (1996) found in studying innovation projects that social job satisfaction mediates the relationship between team deftness and performance, and that instrumental job satisfaction mediates the relationship between team comprehension and project performance. The fight or flight physiological arousal, developed as an evolutionarily adaptive response to real physical threat, leaves modern men and women who experience psychological stress with physical threat, leaves modern men and women who experience psychological stress with physiological changes such as increased levels of adremaline and cortisol which can cause serious health problems if not alleviated, gastrointestinal disease (such as ulcers and irritable,

Factors influencing Job satisfaction

There are a number of factors that influence Job satisfaction.

1. Pay

Wages are a significant factor in Job satisfaction. Money not only helps people attain their basic needs but is instrumental in providing upper level need satisfaction. Employees often see pay as a reflection of how management views their contribution to the organization.

2. Work itself

The content of the work itself is another major source of satisfaction. Some of the most important ingredients of a satisfying job uncovered by surveys include interesting and challenging work, work that is not boring and a job that provides status.

3. Promotions

Promotional opportunities seem to have a varying effect on Job satisfaction. This is because promotions take a number of different forms and have variety of accompanying rewards.

4. Supervision

Supervision is another moderately important source of Job satisfaction. The other dimension is participation or influence as illustrated by managers who allow their people to participate in decisions that effect their own jobs. A participative climate created by the supervisor has a more substantial effect or workers satisfaction than does participation in a specific decision. 5. Work group

The nature of the work group will have an effect on Job satisfaction. Friendly, cooperative coworkers are a modest source of Job satisfaction to individual employees. The work group serves as a source of support, comfort, advice and assistance to the individual worker.

6. Working condition

Working condition are another factor that have a modest effect on Job satisfaction. If the working conditions are good (clean, attractive, surroundings, for instance) the personnel will find it is easier to carry out their jobs. Models of Job satisfaction

CHAPTER IIIRESERCH METHEDOLOGY

RESEARCH METHODOLOGYRESEARCH

Research is a scientific and systematic search for pertinent information on a specific topic. In fact research is an art of scientific investigation.

Research comprises defining and redefining problems, formulating hypothesis or suggested solutions; collecting, organizing and evaluating data; make deductions and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis.

Research methodology is a way of systematically solve the research problem.RESEARCH DESIGN

Research Design is a plan that specifies the sources and types of information relevant to the research problem. The Research design is the arrangement of conditions for which collection and analysis of data in a manner that aims to combine relevant to research purpose with economy in procedure.

SAMPLING UNIT

Sampling unit for the study constitute the non-managerial employees of Bramco Aluminium Industry.Aim of the study

The aim of the study is to study the job satisfaction in various units in Bramco Aluminium Industry.METHODS OF DATA COLLECTION

In this survey in order to meet the objectives of the study both primary data and secondary data were collected.a) Primary data The primary data are those which are collected a fresh and for the first time, and thus happen to be original in character. Primary data was collected through structured questionnaire. Questionnaires were distributed to employees directly. From the answered questionnaire the opinion of employees were ascertained.b) Secondary data

The secondary data are those which have already been collected by some one else. In this study facts were collected from company records and project textbooks.STATISTICAL Tool Tools using for this method is simple percentage method, chi-square test and weighted average analysis. Diagrams used are Pie diagram and bar diagrams.LIMITATION OF THE STUDYThe major limitations of the study are the following:- Some of the respondents are not willing to give the correct information. A detailed survey of the problem would not be possible because of the time limitations. The study was conducted only for 50 workers; but there are more than 100 workers.CHAPTER IVDATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATION

After the data have been collected, they are tabulated properly. Data analysis has been carried out to know the employees attitude. Percentage analysis is used. Analysis of data:

Response regarding the gender wise classification of the sample respondentsGender No of respondence% of the respondence

Male 9573

Female 3527

130100

Interpretation:

The above table shows that the 84% of respondence are males. So only 16 of despondence are females

Job Satisfaction

Sample Size 50

S. NoNature of responseNo. of Respondents%

1Highly satisfiedNilNil

2Satisfied 3570

3Normal 1224

4Dissatisfied36

5Highly dissatisfiedNilNil

Interpretation

From the above table, the researcher has the following inference :

70% of the respondents are satisfied with their job.

24% of the respondents are normally satisfied with their job.

6% of the respondents are dissatisfied with their job.

JOB SATISFACTION

Opinion Regarding the Facilities Provided and Non- Statutory Welfare Measures

Sample size 50


1Highly satisfiedNilNil

2Satisfied 4386

3Normal 714

4DissatisfiedNilNil

5Highly dissatisfiedNilNil

Interpretation

86% of the respondents are satisfied with the facilities provided in the company.

14% of the respondents are normally satisfied with the facilities provided in the company.

OPINION REGARDING THE FACILITIES PROVIDED AND NON-STATUTORY WELFARE MEASURES

COMMUNICATIONSample size 50


1Well informed 3060

2Sometimes informed1836

3Not informed24

Interpretation

The researcher deciphered the following from the above table :

60% of the respondents are well informed.

36% of the respondents are sometimes informed.

4% of the respondents are not informed.

INFORMATION PERTAINING TO FACTORY AND JOB

Upward Communication

Sample size 50


1Well 2448

2Only at times 2652

3Not at allNilNil

Interpretation

From the above table one can infer the following :

48% of the respondents feel that their views are well communicated upwards.

52% of the respondents feel that their views are communicated only at times.

UPWARD COMMUNICATIONGRIEVANCE SETTLING Sample size 50


1Always4896

2Sometimes24

3Not at allNilNil

Interpretation

One can elicit the following from the table

96% of the respondents feel that their superiors and top management always participate to settle grievance.

4% of the respondents feel that their superiors and top management sometimes participate to settle grievance.

PARTICIPATION OF SUPERIOR AND TOP MANAGEMENT TO SETTLE GRIEVANCE Employees Satisfaction Regarding Grievance Settlement

Sample size 50


1Often

2346

2Sometimes1734

3Rare1020

4NeverNilNil

Interpretation

From above table one can infer the following :

46% of the respondents are often satisfied with grievance settlement.

34% of the respondents are sometimes satisfied with grievance settlement.

20% of the respondents are rarely satisfied with grievance settlement.EMPLOYEES SATISFACTION REGARDING GRIEVANCE SETTLEMENT

DISCIPLINE Sample size 50


1Very Well

4182

2Sometimes 918

3Not at allNilNil

Interpretation

The following inferences can be made from the above table :

82% of the respondents are well aware of the disciplinary rules.

18% of the respondents are sometimes aware of the disciplinary rules.

AWARENESS OF THE RULES REGARDING DISCIPLINE Application of the Disciplinary Rules

Sample size 50


1Applied on all occasions50100

2Applied at timesNilNil

3Not applied at allNilNil

Interpretation

From the above table one can infer the following information All the respondents feel that the disciplinary rules are applied on all occasions. APPLICATION OF THE DISCIPLINARY RULES

Employees Opinion Regarding the Punishment for Violation of Rules

Sample size 50


1Suitably punished50100

2Occasionally punishedNilNil

3IgnoredNilNil

InterpretationThe following details are inferred from the above table :

All the respondents feel that the company suitably punish those who hurt/violate rules of discipline. EMPLOYEES OPINION REGARDING THE PUNISHMENT FOR VIOLATION OF RULES

Employees Opinion about the Opportunities to Upgrade Skills in Training ProgramsSample size 50


1Strongly agree2040

2Agree816

3Undecided1224

4Disagree816

5Strongly disagree24

InterpretationFrom the above table one can infer the following :

40% of the respondents strongly agree that they have got lot of opportunities to upgrade skills in training programs.

16% of the respondents agree that they have got opportunities to upgrade skills in training programs.

24% of the respondents have no idea.

16% of the respondents feel the opportunities to upgrade skills in training programs.

4% of the respondents strongly disagree the view. EMPLOYEES OPINION ABOUT THE OPPORTUNITIES TO UPGRADE SKILLS IN TRAINING PROGRAMS

Employees Opinion about the Identification of the Training NeedsSample size 50


1Strongly agree3060

2Agree1224

3Undecided816

4DisagreeNilNil

5Strongly disagreeNil Employees Opinion about the Identification of the Training NeedsNil


60% of the respondents strongly agree that they training needs identified by their superiors are proper and appropriate.

24% of the respondents agree that they training needs identified by their superiors are proper and appropriate.

16% of the respondents have no idea. EMPLOYEES OPINION ABOUT THE IDENTIFICATION OF THE TRAINING NEEDS

Employees Opinion about the Trainers CommunicationSample size 50


1Strongly agree3672

2Agree1428

3UndecidedNilNil

4DisagreeNilNil

5Strongly disagreeNilNil


72% of the respondents strongly agree with the trainers communication.

28% of the respondents agree with the trainers communication.

EMPLOYEES OPINION ABOUT THE TRAINERS COMMUNICATION

Employees Opinion about the Arrangements Made for Training

Sample size 50


1Excellent918

2Good4182

3UndecidedNilNil

4PoorNilNil

5Very poorNilNil


18% of the respondents feel that the excellent arrangements are made for training programs.

82% of the respondents feel that the arrangements made for training is good.EMPLOYEES OPINION ABOUT THE ARRANGEMENTS MADE FOR TRAINING

Effectiveness of job Performance through Training Programs

Sample size 50


1Strongly agree510

2Agree3264

3Undecided1326

4DisagreeNilNil



10% of the respondents strongly agree that the training programs increase the effectiveness of job performance.

64% of the respondents agree that the training programs increase the job performance.

26% of the respondents have no idea. EFFECTIVENESS OF JOB PERFORMANCE THROUGH TRAINING PROGRAMSParticipation of the Employees in Training Programs

Sample size 50


1Very much participate918

2Participate4182

3UndecidedNilNil

4Not participateNilNil

5Very much ignoringNilNil


18% of the respondents feel that the employees very much participate in the training programs.

82% of the respondents feel that the employees participate in the training programs.

PARTICIPATION OF THE EMPLOYEES IN TRAINING PROGRAMSAttitude Change in Employees after Attending the Training Programs

Sample size 50


1Strongly agree918

2Agree3264

3Undecided918

4DisagreeNilNil


InterpretationThe following details are inferred from the above table :

18% of the respondents strongly agree that they have lot of attitude change after attending the training programs.

64% of the respondents agree with the view.

18% of the respondents have no idea. ATTITUDE CHANGE IN EMPLOYEES AFTER ATTENDING THE TRAINING PROGRAMS

Assessment of Training NeedsSample size 50


1Self assessment24

2By superior4896

3Performance appraisal NilNil

4Others specifyNilNil

InterpretationThe researcher extracted the following details from the above table :

4% of the respondents feel that the self assessment is used for the assessment of the training needs.

96% of the respondents feel that their superiors identifying their training needs.

ASSESSMENT OF TRAINING NEEDS Relationship with ColleaguesSample size 50


1Cordial4284

2Normal816

3StrainedNilNil

InterpretationForm the above table one can infer the following :

84% of the respondents have cordial relationship with their colleagues.

16% of the respondents have normal relationship with their colleagues. RELATIONSHIP WITH COLLEAGUESAppreciation from Superiors

Sample size 50


1Adequate appreciation1836

2Less appreciation 3264

3No appreciationNilNil

InterpretationThe above table gives following information :

36% of the respondents feel that they are receiving adequate appreciation from their superiors.

64% of the respondents feel that they are receiving less appreciation from their superiors.APPRECIATION FROM SUPERIORSParticipation of Superiors in self Development of the EmployeesSample size 50


1Very helpful4488

2Not helpful612

3DiscouragingNilNil

InterpretationForm the above table one can infer the following :

88% of the respondents feel that their superiors are very helpful in their self development.

12% of the respondents feel that their superiors are not helpful in their self-development.

PARTICIPATION OF SUPERIORS IN SELF DEVELOPMENT OF THE EMPLOYEES

Job SecuritySample size 50


1Totally secured48

2Partially secured2346

3Insecure2346


8% of the respondents feel that they are totally secured in their job.

46% of the respondents feel that they are partially secured in their job.

46% of the respondents feel that they are insecure.JOB SECURITY

Suggestion System and Departmental / Section Meetings in BramcoSample size 50


1Yes 50100

2NoNilNil

Interpretation

All the respondents answered that the suggestions system and departmental / section meetings are present in pricol.Suggestion System and Departmental / Section Meetings in Pricol

Enquiry by an Impartial Person

Sample size 50


1Yes 50100

2NoNilNil

Interpretation

All the respondents answered that the enquiry is made by their immediate superior.Enquiry by an Impartial Person

CHAPTER VCONCLUSION

CONCLUSION

FINDINGSBy analyzing the collected data the following findings are arrived.1. Regarding wage fixation most of the employees are not satisfied and rated poor.2. Residential quarter are available really half of the employee and it is noted that provision of quarters are only to senior employee putting 15 year of service.3. During emergency medical aid is provided for most of the employees.4. Group insurance scheme is available in the company and covered a life of all employees.5. It is very sorry to note that the company is running a canteen with poor quality and sometimes with poor quality and sometimes very poor quality of food stuff.6. It is found that allowance for children education an being provided for eligible employees,7. Promotion to higher status is considered by counting the experience is the particular trade and some time very rarely higher education places a part. 8. It is found out that the co-operative store is functioning effectively and satisfying all the employee of the organization.SUGGESTIONS

The following suggestions offered by researcher

1. Fourty nine percent of the respondents got the promotion opportunities. Hence the company have to provide the promotion opportunities to other fifty one percent of the respondent.

2. Zero percent of the employees received financial rewards for their excellent performance. Hence it is advisable to give financial rewards to all the employee in order to motivate then.

3. The employees are dissatisfied with financial rewards like bonus. So the company should provide bonus to ensure them.

4. Thirty two percent of the respondents got the training programme, hence the company have to provide the training programme to other sixty eight percent of the respondent.

5. Sixty percent of the respondents feel that the canteen, restroom, Lunchroom are not maintain in a proper way, so the company should maintain the above facilities properly.

6. Employees feel that they did not receive the tools & equipments properly. So the company should provide tools & equipment properly. 7. It is strongly recommended that the company should remodel the canteen and try to make available the food stuffs with good quality and reasonable price.

8. It is suggested to relax the norms regarding loans and advance payable to employees during emergency.

CONCLUSION

Every person can have thousands of attitudes. Every individual thinks logically to the best of his ability, in the service of this aims. Employee attitudes are am mental set, that affect how a person will view something in an organization attitudes are clearly important because they affect job behaviour.

Work satisfaction of the employees along with high productivity is a hallmark of well managed organization. Employees increasingly expect to have concern shown for their attitudes and feelings. From the study, the researcher has come to know that most of the respondents have job satisfaction. The management has taken the efforts to maintain cordial relationship with the workers. This has resulted in increased production of business. And also increasing of profit in previous years. From the study, the investigator came to know that there is a good relationship between the management and the employees. The management give full freedom to their employees to express their views and ideas.

Effective behavioural management that continuously fully works to build a supportive human climate in an organization, can help producing favourable attitudes.

The researcher was curious to know about the JOB SATISFACTION AMONG EMPLOYEES implemented in the BRAMCO ALUMINIUM INDUSTRY, Wandoor, Kerala Hence this study.BIBILIOGRAPHY

BIBLIOGRAPHY

1. C.R.Kothari- Research Methodology New Delhi, Wishwaprakashan publishers 14th reprint 1997

2. Dr.C.B.Gupta- Human resource Management New Delhi, educational publishers, 5th revised edition

3. Fred Luthans- Organizational behaviour MC Graw-Hill international edition 1992

4. Keith davis- Human behaviour at work organizational behaviour, Tata MC Graw-Hill company ltd., 6th edition

5. P.C.Tripathi- Personnel Management & Industrial relations - New Delhi, Sultan Chand & sons, 11th edition, 1996

6. Richard M.Steers- Introduction to organizational behaviour - New York, Harper Collins Publishers 4th edition

7. Stephen P.Robbins Organizational behaviour New Delhi, prentice Hall of India, 9th edition

APPENDICES

QUESTIONNAIRE

1. Name :2. Age :

a. 21 25 (

b. 26 30 (

c. 31 35 (

d. Above 35 (3. Sex

a. Male (

b. Female (4. Job Satisfaction of in the present job.

a. Highly Satisfied (

b. Satisfied (

c. Normal (

d. Dissatisfied ( e. Highly Dissatisfied (5. Opinion regarding facilities and non statutory welfare measures inside the firm.

a. Highly Satisfied (

b. Satisfied (

c. Normal (

d. Dissatisfied ( e. Highly Dissatisfied (6. How do you feel about the communication pertaining to factory environment and job?

a. Well informed ( b. Sometimes informed ( c. Not informed (.7. How to you feel about the upward communication inside the company?

a. Well ( b. Only at times ( c. Not at all (8. How do you feel about Participation of top management in grievance settling?

a. Always( b. Sometimes ( c. Not at all (9. How do you feel about the grievance settlement inside the company.

a. Often ( b. Sometimes ( c. Rare ( d. Never (10. Are you aware about the rules regarding discipline set inside the company?

a. Very well (

b. Sometimes (c. Not at all (11. How the disciplinary rules are applied inside the firm.?

a. Applied on all occasions ( b. Applied at times(c. Not at all applied (12. What is your opinion regarding punishment for violation of rules?

a. Suitably punished ( b. Occasionally punished (

c. Ignored (13. How you grade the opportunities to upgrade skills in training program?a. Strongly agree (b. Agree (c. Undecided ( d. Disagree

e. Strongly disagree (14. What is your opinion regarding identification of training needs ?a. Strongly agree(b. Agree (c. Undecided ( d. Disagree (e. Strongly disagree (15. What is your opinion regarding the trainees communication during the training? a. Strongly agree(b. Agree (c. Undecided ( d. Disagree ( e. Strongly disagree (16. How you rate the arrangements for training?

a. Excellent ( b. Good ( c. Undecided ( d. Poor ( e. Very poor (17. How do you rate the effectiveness of job performance through training program? a. Strongly agree(b. Agree ( c. Undecided ( d. Disagree

e. Strongly disagree (18. What is your opinion about the participation of employees in training program?

a. Very much participate ( b. Participative ( c. Undecided ( d. Not Participative ( e.Very much ignoring (18. What change do you feel after attending the training program? a. Strongly agree (b. Agree ( c. Undecided ( d. Disagree (

e. Strongly disagree (19. How do you assess the training needs?

a. Self assessment ( b. By superior ( c. Perfomance appraisal ( d.Others specify (19. How is the relationship with your colleagues?

a. Cordial (

b. Normal (

c. Strained (20. What is the rate of appreciation you get from your superiors for any good work preformed?

a. Adequate appreciation (b. less appreciation (

c. No appreciation (22. How is your superiors help in your self development?

a. Very helpful (

b. Not helpful (c. Discouraging (23. How do you feel your involvement in your company activities and decision making?

a. Complete involvement (b. little involvement (

c. No involvement (24. Do you feel secure in your job?

a. Totally secured (b. Partially secured (c. In secured (25. Do you feel the departmental meetings in Bramco is up to the standard?

a. Yes (

b. No (

26. Is there any enquiry from impartial person inside the company?

a. Yes (

b. No (27. Are you satisfied with the preliminary investigation and issue of charge sheet?

a. Yes (

b. No (Chairman

General Manager

Sales and marketing manager

Finance manager

Production manager

Supervisor

Asst manager

Store keepers

Packing workers

Accounts officer

Workers

Workers for transporting.

Clerk

Cleaning

Spinning

Casting

Production process

Melting furnace

scrap+logot

Moulding plates

.Billet

Waste due to cutting


.Rough sheet

Annealing furnace 350oC

.smothered sheet

Waste due to cutting


. smothered sheet

Circle cutting machine

.circle

Spinning section

Vessels

Washing section

. Cleaning vessels

Finished products

Model of determinants of facts of job satisfaction

Skill

Experience

Training

Effort

Age

Seniority

Education

Company Loyalty

Past Performance

Present Performance

Perceived

Personal job

inputs

Perceived inputs

and outcomes of

referent other

Perceived

amount

that should

be received

a = b satisfaction

a > b Dissatisfaction

a < b Unit, inequity

discomfort

Level

difficulty

time span

amount of

responsibility

Perceived job

characteristics

Perceived outcomes

of referent others

Actual outcomes

received

Perceived

amount

Received

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53

_1369897014.xlsChart1

82Very wellVery well

18SometimesSometimes

Sheet1

Very wellSometimes

8218

_1369897025.xlsChart1

60Strongly agreeStrongly agree

24AgreeAgree

16UndecidedUndecided

Sheet1

Strongly agreeAgreeUndecided

602416

_1369897036.xlsChart1

10Very much participateVery much participate

64ParticipatesParticipates

Sheet1

Very much participateParticipates

1064

_1369897046.xlsChart1

36Adequate AppreciationAdequate Appreciation

64Less AppreciationLess Appreciation

Sheet1

Adequate AppreciationLess Appreciation

3664

_1369897052.xlsChart1

8Totally secured

46Partially secured

46Insecure

Sheet1

Totally securedPartially securedInsecure

84646

_1369897055.xlsChart1

50YESYES

0NONO

Sheet1

YESNO

500

_1369897058.xlsChart1

50YESYES

0NONO

Sheet1

YESNO

500

_1369897049.xlsChart1

88Very helpfulVery helpful

12Not helpfulNot helpful

Sheet1

Very helpfulNot helpful

8812

_1369897041.xlsChart1

4Self assessment

96By superior

Sheet1

Self assessmentBy superior

496

_1369897044.xlsChart1

84CordialCordial

16NormalNormal

Sheet1

CordialNormal

8416

_1369897038.xlsChart1


64AgreeAgree


Sheet1


186418

_1369897031.xlsChart1

18ExcellentExcellent

82GoodGood

Sheet1

ExcellentGood

1882

_1369897033.xlsChart1


64AgreeAgree


Sheet1


106426

_1369897028.xlsChart1


28AgreeAgree

Sheet1

Strongly agreeAgree

7228

_1369897020.xlsChart1

100Suitably PunishedSuitably Punished

Sheet1

Suitably Punished

100

_1369897023.xlsChart1

40Strongly AgreeStrongly Agree

16AgreeAgree


16Dia-agreeDia-agree

4Strongly DisagreeStrongly Disagree

Sheet1

Strongly AgreeAgreeUndecidedDia-agreeStrongly Disagree

401624164

_1369897017.xlsChart1

100Applied on all occasionsApplied on all occasions

Sheet1

Applied on all occasions

100

_1369897004.xlsChart1

60364

Well informed

Sometimes informed

Not informed

Sheet1

Nature of response

Well informed60

Sometimes informed36

Not informed4

_1369897009.xlsChart1

9640

Always

Sometimes

Not at all

Sheet1

Nature of response

Always96

Sometimes4

Not at allNIL

_1369897012.xlsChart1

46OftenOften

34SometimesSometimes

20RareRare

Sheet1

OftenSometimesRare

463420

_1369897006.xlsChart1

48WellWell

52Only at TimesOnly at Times

Sheet1

WellOnly at Times

4852

_1369896999.xlsChart1

70SatisfiedSatisfied

24NormalNormal

6DissatisfiedDissatisfied

Sheet1

SatisfiedNormalDissatisfied

70246

_1369897001.xlsChart1

43SatisfiedSatisfied

7NormalNormal

Sheet1

SatisfiedNormal

437

_1369896996.xlsChart1

84Males

16Females

Sheet1

MalesFemales

8416

Documents

Job Satisfaction Among Employees