A Study on Employee Satisfaction at Kurl

A STUDY ON EMPLOYEE SATISFACTION AT KURL-ON LIMITED

PROJECT REPORT

A Report Submitted in Partial Fulfillment of the Requirements for the Degree of Master of Business Administration in

Pondicherry University

Submitted by

Ms.POOJA.C

Enrolment No: 0209390489

MBA - HRM

DIRECTORATE OF DISTANCE EDUCATIONPONDICHERRY UNIVERSITY

PONDICHERRY – 605 014JUNE 2011

CERTIFICATE OF THE GUIDE

This is to certify that the Project Work titled “A STUDY ON

SATISFACTION at KURL-ON LTD” is a bonafide work of Ms POOJA.C

Enrollment No: 0209390489 carried out in partial fulfillment for the award of

degree of MBA-HRM of Pondicherry University under my guidance. This project

work is original and not submitted earlier for the award of any degree / diploma or

associate ship of any other University / Institution.

Signature of the Guide

Name and Official Address of the Guide

Guide’s Academic Qualifications

Designation and Experience:

Place: Chennai

Date

DECLARATION

I, Ms. POOJA.C hereby declare that the Project Work titled “A study on

Employee satisfaction at Kurl-on Ltd” is the original work done by me and

submitted to the Pondicherry University in partial fulfillment of requirements for

the award of Master of Business Administration in Human Resource Management

is a record of original work done by me under the supervision of Mr. Praveen.

Enrollment No: 0209390489

Date:

Signature of the Student

TABLE OF CONTENTS

AcknowledgementsExecutive summaryList of tablesList of charts

CHAPTER TITLE PAGE NO.

1 INTRODUCTION

1.1 INTRODUCTION TO THE STUDY1.2 INDUSTRY

PROFILE1.3 COMPANY

PROFILE1.4 NEED FOR THE

STUDY1.5 OBJECTIVES OF

THE STUDY1.6 SCOPE OF THE

STUDY1.7 LIMITATION OF

THE STUDY1.8 REVIEW

LITERATURE2 CONCEPTUAL

REVIEW3 RESEARCH

METHODOGY4 DATA ANALYSIS &

INTERPRETATION5 SUMMARY AND

CONCLUSIONBIBLIOGRAPHY

ANNEXURES

INTRODUTIONINTRODUTION CHAPTER 1CHAPTER 1

INTRODUCTIONINTRODUCTION

HRM is that it is the process of managing people in organizationsHRM is that it is the process of managing people in organizations

in a structured and thorough mannerin a structured and thorough manner. This covers the fields of. This covers the fields of

staffing (hiring people), retention of people, pay and perks settingstaffing (hiring people), retention of people, pay and perks setting

and management, performance management, change managementand management, performance management, change management

and taking care of exits from the company to round off theand taking care of exits from the company to round off the

activities. This is the traditional definition of HRM which leadsactivities. This is the traditional definition of HRM which leads

some experts to define it as a modern version of the Personnelsome experts to define it as a modern version of the Personnel

Management function that was used earlier.Management function that was used earlier.

Human resource management is a branch management that helpsHuman resource management is a branch management that helps

managers to recruit, select, train and develop members for anmanagers to recruit, select, train and develop members for an

organization. Obviously, hrm is concerned with the people in anorganization. Obviously, hrm is concerned with the people in an

organization. Without people organization cannot exist. Recoursesorganization. Without people organization cannot exist. Recourses

like men, money, material and machine are collected and unitedlike men, money, material and machine are collected and united

into a team towards the attainment of a common objective andinto a team towards the attainment of a common objective and

HRM forms the major component of an organization.HRM forms the major component of an organization.

Employees are the backbone of the company as they contributeEmployees are the backbone of the company as they contribute

maximum to the organization. Research shows that satisfied,maximum to the organization. Research shows that satisfied,

motivated employees facilitate higher customer satisfaction and, inmotivated employees facilitate higher customer satisfaction and, in

turn,positively influence organizational performance. Organizationturn,positively influence organizational performance. Organization

s that invests in measuring employee opinions and attitudes, bys that invests in measuring employee opinions and attitudes, by

incorporating employee satisfaction surveys into their existing hrincorporating employee satisfaction surveys into their existing hr

processes, can develop such a workfore.processes, can develop such a workfore.

The steady growth and prospects of any company are to a greatThe steady growth and prospects of any company are to a great

extent subject to the people working there. The survival andextent subject to the people working there. The survival and

sustenance of the company in the market calls for adequatesustenance of the company in the market calls for adequate

attention to different aspects concerningattention to different aspects concerning the the employees. Thisemployees. This

entails proper understanding of the factors that not only ensuresentails proper understanding of the factors that not only ensures

recruitment of skilful people but also their retention. In order torecruitment of skilful people but also their retention. In order to

achieve this objective companies undertake surveys.achieve this objective companies undertake surveys.

INDUSTRY PROFILEINDUSTRY PROFILE

The coir fibre industry is particularly important in some areas ofThe coir fibre industry is particularly important in some areas of

the developing world.the developing world.

Coir is a coarse fibre extracted from the fibrous outer shell of aCoir is a coarse fibre extracted from the fibrous outer shell of a

coconucoconut.t.

STRUCTURE:STRUCTURE:

Coir fibres are found between the husk and the outer shell of aCoir fibres are found between the husk and the outer shell of a

coconut. The individual fibre cells are narrow & hollow, with thickcoconut. The individual fibre cells are narrow & hollow, with thick

walls made of cellulose. These are two varieties of coir. Brownwalls made of cellulose. These are two varieties of coir. Brown

coir is harvested from ripened coconuts. It is typically used incoir is harvested from ripened coconuts. It is typically used in

mats. Brushes & sacking. White coir fibres are harvested from themats. Brushes & sacking. White coir fibres are harvested from the

coconuts before they are ripe. They are generally spun to makecoconuts before they are ripe. They are generally spun to make

yarn that is used in mats or rope.yarn that is used in mats or rope.

The coir fibre is relatively water proof and is one of the few naturalThe coir fibre is relatively water proof and is one of the few natural

fibre resistant to damage by salt water.fibre resistant to damage by salt water.

PROCESSINGPROCESSING::

Coconuts are the seed of the palm trees. These palms flower on aCoconuts are the seed of the palm trees. These palms flower on a

monthly basis and the fruit takes 1 year to ripen. A typical palmmonthly basis and the fruit takes 1 year to ripen. A typical palm

tree has fruit in every stage of maturity. A mature tree can producetree has fruit in every stage of maturity. A mature tree can produce

50-100 coconuts per year. Coconuts can be harvested from the50-100 coconuts per year. Coconuts can be harvested from the

ground once they can be harvesground once they can be harvested ted while still on the tree.while still on the tree.

USES:USES:

Brown coir is used in floor mats and doormats, brushes,Brown coir is used in floor mats and doormats, brushes,

mattresses, floor tiles & sacking. A small amount is also made intomattresses, floor tiles & sacking. A small amount is also made into

twine pads of curled brown coir fibre, made by needle-felting aretwine pads of curled brown coir fibre, made by needle-felting are

shaped and cut to fill mattresses & for use in erosion control onshaped and cut to fill mattresses & for use in erosion control on

river banks and will sides. A major proportion of brown coir padsriver banks and will sides. A major proportion of brown coir pads

are sprayed with rubber latex which bends the fibres togetherare sprayed with rubber latex which bends the fibres together

(rubberized coir) to be used as upholstery padding for the(rubberized coir) to be used as upholstery padding for the

automobile industry in Europe. The material is also used forautomobile industry in Europe. The material is also used for

insulation & packaging.insulation & packaging.

The major use of white coir is in rope manufacturers. Mats ofThe major use of white coir is in rope manufacturers. Mats of

woven coir fibre are made from the finer graders of bristle andwoven coir fibre are made from the finer graders of bristle and

white fibre using hand or mechanical looms white coir also used towhite fibre using hand or mechanical looms white coir also used to

make fishing nets due to its strong resilience to salt water.make fishing nets due to its strong resilience to salt water.

In horticulture coir is recommended as substitute for sphagnumIn horticulture coir is recommended as substitute for sphagnum

mass because it is free of bacteria and fungal spores & is sustainmass because it is free of bacteria and fungal spores & is sustain

ably produced without the environmental damage caused by peatably produced without the environmental damage caused by peat

minting.minting.

Coconut coir from Mexico has been found to contain largeCoconut coir from Mexico has been found to contain large

numbers of colonies of the beneficial fungus. Aspergillus’s terreusnumbers of colonies of the beneficial fungus. Aspergillus’s terreus

which acts as a biological control against plant pathogenic fungus.which acts as a biological control against plant pathogenic fungus.

MAJOR PRODUCERSMAJOR PRODUCERS

Total world coir fibre production is 250000 tones. The coir fibreTotal world coir fibre production is 250000 tones. The coir fibre

industry is particularly important in some areas of the developingindustry is particularly important in some areas of the developing

world India, mainly the coastal region of Kerala state, producesworld India, mainly the coastal region of Kerala state, produces

60% of the total world supply of white coir fibre. Srilanka,60% of the total world supply of white coir fibre. Srilanka,

produces 36% of the total world brown fibre output. Over 50% ofproduces 36% of the total world brown fibre output. Over 50% of

the coir fibre produced annually throughout the world is consumedthe coir fibre produced annually throughout the world is consumed

in the countries of origin, namely India. Together India of Srilankain the countries of origin, namely India. Together India of Srilanka

produce 90% of the 250000 metric tons of coir produced everyproduce 90% of the 250000 metric tons of coir produced every

year.year.

COMPANY PROFILECOMPANY PROFILE

Kurlon Limited, a manipal group company came into existence inKurlon Limited, a manipal group company came into existence in

1962. The company was then called “ Karnataka Consumer1962. The company was then called “ Karnataka Consumer

Products Ltd” and from 8.12.1995 the company was renamed asProducts Ltd” and from 8.12.1995 the company was renamed as

Kurlon Limited.Kurlon Limited.

Kurlon is the part of the 2000 Crore Manipal Group of companiesKurlon is the part of the 2000 Crore Manipal Group of companies

founded by the Pai’s of Manipal which is major financial andfounded by the Pai’s of Manipal which is major financial and

industrial group in India. The group has its activities spread overindustrial group in India. The group has its activities spread over

financial services, manufacturing, education, electronic commerce,financial services, manufacturing, education, electronic commerce,

software services, share broking, etc., The group is headed bysoftware services, share broking, etc., The group is headed by

Mr.T.Ramesh U-Pai who is the chairman of the group Mr.Pai is onMr.T.Ramesh U-Pai who is the chairman of the group Mr.Pai is on

the boards of several well known industries commercial andthe boards of several well known industries commercial and

educational enterprises.educational enterprises.

Kurlon actually was conceived when Mr.Pai was in Germany inKurlon actually was conceived when Mr.Pai was in Germany in

1959, he found that car seat cushions were manufactured of1959, he found that car seat cushions were manufactured of

rubberized coir. The manufacturer was importing curled coir fromrubberized coir. The manufacturer was importing curled coir from

Srilanka.Srilanka.

In India, the coir industry has developed very well, mostly inIn India, the coir industry has developed very well, mostly in

Kerala where they produce Retted Fibre . Green husks of coconutKerala where they produce Retted Fibre . Green husks of coconut

are immersed in the salty back waters for 10-12 months and theare immersed in the salty back waters for 10-12 months and the

retted husk is supplied to various homes to make mats and mattingretted husk is supplied to various homes to make mats and matting

rolls after producing the yarn from this fibre. This has createdrolls after producing the yarn from this fibre. This has created

employment to many women in the state.employment to many women in the state.

Today Kurlon has created a direct employment over thousandToday Kurlon has created a direct employment over thousand

people & indirect employment to lakhs of coir workers across thepeople & indirect employment to lakhs of coir workers across the

sub-continent. Kurlon’s success is built on a solid infrastructuresub-continent. Kurlon’s success is built on a solid infrastructure

and its powerful marketing strength. Kurlon limited is the brandand its powerful marketing strength. Kurlon limited is the brand

leader in the industry and has acquired major market share in theleader in the industry and has acquired major market share in the

brand mattresses segment. The company has 44 sales offices,brand mattresses segment. The company has 44 sales offices,

which are profit centres, strategically located al over the country.which are profit centres, strategically located al over the country.

Taking advantage of market potential kurlon strongly believes inTaking advantage of market potential kurlon strongly believes in

giving the customers the quality products of a wide range atgiving the customers the quality products of a wide range at

competitive prices, which will result in customer satisfaction.competitive prices, which will result in customer satisfaction.

ZONAL OFFICES OF KURLON LIMITEDZONAL OFFICES OF KURLON LIMITED

BangaloreBangalore

ChennaiChennai

MumbaiMumbai

KolkataKolkata

KanpurKanpur

New-DelhiNew-Delhi

PRODUCTION FOR KURLON LIMITEDPRODUCTION FOR KURLON LIMITED

BangaloreBangalore

BhubaneswarBhubaneswar

Venture Marketing is the distributors of Kurlon Mattress inVenture Marketing is the distributors of Kurlon Mattress in

Chennai from 2000.Chennai from 2000.

Chennai is the zonal office for Tamilnadu and Kerala. It wasChennai is the zonal office for Tamilnadu and Kerala. It was

established in the year 19752. There are 154 dealers in Chennai.established in the year 19752. There are 154 dealers in Chennai.

Chennai office controls the area of Pondicherry, Karaikal,Chennai office controls the area of Pondicherry, Karaikal,

Chengalpat, Vellore, Krishnagiri, Hosur Etc.,Chengalpat, Vellore, Krishnagiri, Hosur Etc.,

Associates companies includesAssociates companies includes

Manipal control data electronic commerce LtdManipal control data electronic commerce Ltd

Manipal HoldingsManipal Holdings

Manipal MotorsManipal Motors

Manipal Medical CollegeManipal Medical College

Sealy Kurlon LtdSealy Kurlon Ltd

Syndicate BankSyndicate Bank

Industrial Credit Development SyndicateIndustrial Credit Development Syndicate

Maharashtra Apex corporation Ltd.Maharashtra Apex corporation Ltd.

NEED OF THE STUDYNEED OF THE STUDY

A Satisfied employee alone can produce better results, so a surveyA Satisfied employee alone can produce better results, so a survey

must be conducted by the management to determine the level ofmust be conducted by the management to determine the level of

satisfaction among employees, which give an indication ofsatisfaction among employees, which give an indication of

employees and their opinion about the incentives and allowance,employees and their opinion about the incentives and allowance,

welfare and safety measures, work environment etc.welfare and safety measures, work environment etc.




attention to different aspects concerning the employees. Thisattention to different aspects concerning the employees. This



achieve this objective employee motivation and last not the leastachieve this objective employee motivation and last not the least

employee climate condition pevaling in the market.employee climate condition pevaling in the market.

Hence it is essential to study the level of satisfaction andHence it is essential to study the level of satisfaction and

dissatisfaction among the employees. Therefore an attempt hasdissatisfaction among the employees. Therefore an attempt has

been made to study the level of satisfaction at kurl-on.been made to study the level of satisfaction at kurl-on.

OBJECTIVES OF THE STUDYOBJECTIVES OF THE STUDY

Primary objective:Primary objective:

To study the level of satisfaction of employees at Kurl-on.To study the level of satisfaction of employees at Kurl-on.

Secondary objective:Secondary objective:

1.1. To analyze whether the employees are satisfied with the financial benefitsTo analyze whether the employees are satisfied with the financial benefits

bonded by the company.bonded by the company.

2.2. To know the satisfaction level of employees with non-monetary benefits.To know the satisfaction level of employees with non-monetary benefits.

3.3. To study the level of satisfaction with work environment.To study the level of satisfaction with work environment.

4.4. To determine the opinion of employees towards the various welfare andTo determine the opinion of employees towards the various welfare and

safety measuressafety measures

SCOPE OF THE STUDYSCOPE OF THE STUDY

The study is an attempt to find the satisfaction level of employees at kurl-onThe study is an attempt to find the satisfaction level of employees at kurl-on

limited. It aims at studying the level of satisfaction of the workers in relationlimited. It aims at studying the level of satisfaction of the workers in relation

to their work environment, financial incentives, training, safety and welfareto their work environment, financial incentives, training, safety and welfare

measures. It also tries to identify the problems of the workers and aims atmeasures. It also tries to identify the problems of the workers and aims at

suggesting measures for improving employee satisfaction.suggesting measures for improving employee satisfaction.

LIMITATIONS OF THE STUDYLIMITATIONS OF THE STUDY

□□ This study is limited only to the employees of kurl-on limited.This study is limited only to the employees of kurl-on limited.

□□ Due to time constraint in- depth study was not possible.Due to time constraint in- depth study was not possible.

□□ Employees were hesitant in providing their opinion for few questions.Employees were hesitant in providing their opinion for few questions.

□□ Some of the employees were less informative about their preference.Some of the employees were less informative about their preference.

□□ Temporary workers, contractors and trainees were excluded from theTemporary workers, contractors and trainees were excluded from the

study.study.

REVIEW LITERATURE:REVIEW LITERATURE:

Employee satisfaction is the terminology used to describe whetherEmployee satisfaction is the terminology used to describe whether

employees are happy and contented and fulfilling their desires andemployees are happy and contented and fulfilling their desires and

needs at work. Many measures purport that employee satisfactionneeds at work. Many measures purport that employee satisfaction

is a factor in employee motivation, employee goal achievement,is a factor in employee motivation, employee goal achievement,

and positive employee morale in the workplace.and positive employee morale in the workplace.

EmployeeEmployee satisfactionsatisfaction is a measure of how happy workers are with is a measure of how happy workers are with

their job and working environment. Keeping morale high amongtheir job and working environment. Keeping morale high among

workers can be of tremendous benefit to any company, as happyworkers can be of tremendous benefit to any company, as happy

workers will be more likely to produce more, take fewer days off,workers will be more likely to produce more, take fewer days off,

and stay loyal to the company. There are many factors inand stay loyal to the company. There are many factors in

improving or maintaining high improving or maintaining high employeeemployee satisfactionsatisfaction, which wise, which wise

employers would do well to implement.employers would do well to implement.

The backbone of The backbone of employeeemployee satisfactionsatisfaction is respect for workers and is respect for workers and

the job they perform. In every interaction with management,the job they perform. In every interaction with management,

employees should be treated with courtesy and interest. An easyemployees should be treated with courtesy and interest. An easy

avenue for employees to discuss problems with upper managementavenue for employees to discuss problems with upper management

should be maintained and carefully monitored. Even ifshould be maintained and carefully monitored. Even if

management cannot meet all the demands of employees, showingmanagement cannot meet all the demands of employees, showing

workers that they are being heard and putting honest dedicationworkers that they are being heard and putting honest dedication

into compromising will often help to improve morale.into compromising will often help to improve morale.

Importance:Importance:

Employee satisfaction is supremely important in an organizationEmployee satisfaction is supremely important in an organization

because it is what productivity depends on. If employees arebecause it is what productivity depends on. If employees are

satisfied they would produce superior quality performance insatisfied they would produce superior quality performance in

optimal time and lead to growing profits. Satisfied employees areoptimal time and lead to growing profits. Satisfied employees are

also more likely to be creative and innovative and come up withalso more likely to be creative and innovative and come up with

break thought that allows a company to grow and changebreak thought that allows a company to grow and change

positively with time and changing market conditions.positively with time and changing market conditions.

Importance of employee satisfaction for organizationImportance of employee satisfaction for organization

• Enhance • Enhance employee retentionemployee retention..

• Increase productivity.• Increase productivity.

• Increase customer satisfaction• Increase customer satisfaction

• Reduce turnover, • Reduce turnover, recruitingrecruiting, and training costs., and training costs.

• Enhance • Enhance customer satisfaction and loyaltycustomer satisfaction and loyalty..

• More energetic employees.• More energetic employees.

• Improve teamwork.• Improve teamwork.

• Higher quality products and/or services due to more competent, • Higher quality products and/or services due to more competent,

energized employees.energized employees.

2. Importance of employee satisfaction for employee2. Importance of employee satisfaction for employee

• Employ will believe that the organization will be satisfying in • Employ will believe that the organization will be satisfying in

the long runthe long run

• They will care about the quality of their work.• They will care about the quality of their work.

• They will create and deliver superior value to the customer.• They will create and deliver superior value to the customer.

• They are more committed to the organization.• They are more committed to the organization.

• Their works are more productive.• Their works are more productive.

Factors influencing employee satisfaction:Factors influencing employee satisfaction:

1. The work itself: the content of the work itself is a major source1. The work itself: the content of the work itself is a major source

of satisfaction. Some of the most important ingredients ofof satisfaction. Some of the most important ingredients of

satisfying job include interesting and challenging work, that is notsatisfying job include interesting and challenging work, that is not

boring and a job that provides status.boring and a job that provides status.

2. Pay: wages and salaries are recognized to be a significant, but2. Pay: wages and salaries are recognized to be a significant, but

complex factor in employee satisfaction. Employees often see paycomplex factor in employee satisfaction. Employees often see pay

as a reflection of how management views their contribution to theas a reflection of how management views their contribution to the

organization. Fringe benefits are also important. However researchorganization. Fringe benefits are also important. However research

indicates if employees are allowed some flexibility in choosing theindicates if employees are allowed some flexibility in choosing the

type of benefits they prefer within a total package, called a flexibletype of benefits they prefer within a total package, called a flexible

benefits plan, there is a significant increase in both benefitbenefits plan, there is a significant increase in both benefit

satisfaction and overall job satisfaction.satisfaction and overall job satisfaction.

3. Promotions: promotional opportunities seem to have a varying3. Promotions: promotional opportunities seem to have a varying

effect on job satisfaction. this is because promotions take a numbereffect on job satisfaction. this is because promotions take a number

of different forms and have a variety of accompanying rewards .forof different forms and have a variety of accompanying rewards .for

example , individuals who are promoted on the basis of seniorityexample , individuals who are promoted on the basis of seniority

often experience job satisfaction but not as much as those who areoften experience job satisfaction but not as much as those who are

promoted on the basis of performance.promoted on the basis of performance.

4. Supervision: Supervision is another moderately important source4. Supervision: Supervision is another moderately important source

of job satisfaction .there is two dimensions of supervisory styleof job satisfaction .there is two dimensions of supervisory style

that affect job satisfaction. One is employee centeredness, which isthat affect job satisfaction. One is employee centeredness, which is

measured by the degree to which a supervisor takes a personalmeasured by the degree to which a supervisor takes a personal

interest in the employee’s welfare. it commonly is manifested ininterest in the employee’s welfare. it commonly is manifested in

ways such as checking to see how well the subordinate is doing,ways such as checking to see how well the subordinate is doing,

providing advise and assistance to the individual andproviding advise and assistance to the individual and

communicating with the workers on personal as well as an officialcommunicating with the workers on personal as well as an official

level.level.

The other dimension is participation or influence. In most cases,The other dimension is participation or influence. In most cases,

this approach leads to higher job satisfaction. For examplethis approach leads to higher job satisfaction. For example

comprehensive Meta- analysis concluded that participation thuscomprehensive Meta- analysis concluded that participation thus

has a positive effect on job satisfaction.has a positive effect on job satisfaction.

5. Work group: The nature of the work group will have an effect5. Work group: The nature of the work group will have an effect

on employee satisfaction. The work group serves as a source ofon employee satisfaction. The work group serves as a source of

support, comfort, advice and assistance to the individual worker. Asupport, comfort, advice and assistance to the individual worker. A

“good ’’ work group makes the job more enjoyable. However, this“good ’’ work group makes the job more enjoyable. However, this

factor is essential to job satisfaction.factor is essential to job satisfaction.

6. Working conditions: working conditions are another factor that6. Working conditions: working conditions are another factor that

has a modest effect on employee satisfaction. .if the workinghas a modest effect on employee satisfaction. .if the working

conditions are good, personnel will find it easier to carry out theirconditions are good, personnel will find it easier to carry out their

jobs. If the working conditions are poor, personnel will find itjobs. If the working conditions are poor, personnel will find it

difficult to get things done.difficult to get things done.

FACTORS INFLUENCING EMPLOYEE SATISFACTIONFACTORS INFLUENCING EMPLOYEE SATISFACTION

Theories on employee SatisfactionTheories on employee Satisfaction

Need Theories (Maslow)Need Theories (Maslow)

Two-Factory Theory (Herzberg)Two-Factory Theory (Herzberg)

1.1. MotivatorsMotivators

2.2. Hygiene FactorsHygiene Factors

McClelland's Need TheoryMcClelland's Need Theory

1.1. Need for AchievementNeed for Achievement

2.2. Need for AffiliationNeed for Affiliation

3.3. Need for ControlNeed for Control

Work Itself

Pay

Promotion

Supervision

Work Group

Working Condition

Job Characteristics Model (Hackman & Oldham)Job Characteristics Model (Hackman & Oldham)

1.1. Job RotationJob Rotation

2.2. Job EnlargementJob Enlargement

3.3. Job EnrichmentJob Enrichment

4.4. Self-Directed Work TeamsSelf-Directed Work Teams

ADVANTAGE OF EMPLOYEE SATISFACTIONADVANTAGE OF EMPLOYEE SATISFACTION






breakthroughs that allows a company to grow and changebreakthroughs that allows a company to grow and change


DRIVERS OF EMPLOYEE SATISFACTIONDRIVERS OF EMPLOYEE SATISFACTION

Employee satisfaction looks at drivers like pay equity and jobEmployee satisfaction looks at drivers like pay equity and job

security, employee engagement looks into professionalsecurity, employee engagement looks into professional

development, personal accomplishment, work/life balance anddevelopment, personal accomplishment, work/life balance and

ability to influence company’s direction.ability to influence company’s direction.

A satisfied employee may be seen as being satisfied with pay,A satisfied employee may be seen as being satisfied with pay,

benefits, supervisor, working conditions, etc. Going beyond merebenefits, supervisor, working conditions, etc. Going beyond mere

satisfaction, an employee may be seen as Committed. Asatisfaction, an employee may be seen as Committed. A

Committed employee is someone who is not considering leavingCommitted employee is someone who is not considering leaving

the organization. Engaged employees go even further and becomethe organization. Engaged employees go even further and become

advocates for their organization.advocates for their organization.

The three main areas in which employee engagement is mostThe three main areas in which employee engagement is most

commonly measured include cognitive, emotional and behavioral.commonly measured include cognitive, emotional and behavioral.

The list of drivers is extensive and multiple approaches exist.The list of drivers is extensive and multiple approaches exist.

Drivers are further influenced by culture, so what applies in oneDrivers are further influenced by culture, so what applies in one

part of the world may not hold true for another.part of the world may not hold true for another.

The 8 drivers are:The 8 drivers are:

Intention to stay in a jobIntention to stay in a job

Inter-unit coordinationInter-unit coordination

Skill varietySkill variety

Customer serviceCustomer service

Less role conflictLess role conflict

Appropriate trainingAppropriate training

AutonomyAutonomy

Personal powerPersonal power

CONSEQUENCES OF DISSATISFACTION:CONSEQUENCES OF DISSATISFACTION:

1.1. Lack of satisfaction leads to increased rate of turnover.Lack of satisfaction leads to increased rate of turnover.

2.2. Poor job performance.Poor job performance.

3.3. Increase in complaints and grievances.Increase in complaints and grievances.

4.4. Increased conflicts in the work place.Increased conflicts in the work place.

5.5. More scope for strikes and lockouts.More scope for strikes and lockouts.

6.6. Disturbs the stability.Disturbs the stability.

CONSEQUENCES OF DISSATISFACTIONCONSEQUENCES OF DISSATISFACTION

Lack of satisfaction leads to increased rate of turnover

Increase in complaints and grievances

Poor job performance

Increased conflicts in the work place

More scope for strikes and lockouts

Disturbs the stability.

STEPS TO IMPROVE EMPLOYEE SATISFACTIONSTEPS TO IMPROVE EMPLOYEE SATISFACTION::

Employee satisfaction plays a significant role in the organization.Employee satisfaction plays a significant role in the organization.

Therefore managers should take concrete step to improve the levelTherefore managers should take concrete step to improve the level

of employee satisfaction. These steps may be in the form of:of employee satisfaction. These steps may be in the form of:

Job redesigning to make the job more interesting and challenging.

Improving quality of work life.

Improving overall organizational climate

Linking rewards with performance

Better inter personal relationships

Provision of suitable promotion opportunities

Creation of facilities for training

Cordial superior subordinate relationship

Provision of suitable incentives and social security benefits

RESEARCH METHODOLOGYRESEARCH METHODOLOGY

Research means a search for knowledge. It is defined as theResearch means a search for knowledge. It is defined as the

objective and formal process of system obtaining, analyzing andobjective and formal process of system obtaining, analyzing and

interpreting data for actionable decision making.interpreting data for actionable decision making.

1. 1. RESEARCH DESIGN:RESEARCH DESIGN: A research design is the arrangement A research design is the arrangement

of conditions for collection and analysis of data in a matter thatof conditions for collection and analysis of data in a matter that

aims to combine relevance to the research purpose with economyaims to combine relevance to the research purpose with economy

in procedure. It is the conceptual structure within which it isin procedure. It is the conceptual structure within which it is

conducted. It constitutes the blue print for the collection,conducted. It constitutes the blue print for the collection,

measurement and analysis of data.measurement and analysis of data.

The research design used to analyze the data in the study wasThe research design used to analyze the data in the study was

“DESCRIPTIVE DATA DESIGN” .Descriptive research studies“DESCRIPTIVE DATA DESIGN” .Descriptive research studies

are those studies which are concerned with describing theare those studies which are concerned with describing the

characteristics of a particular individual or a group .in this study,characteristics of a particular individual or a group .in this study,

the information provided by the respondents has been analyzed tothe information provided by the respondents has been analyzed to

study the study the level of employee satisfaction at kurlon.study the study the level of employee satisfaction at kurlon.

2. DATA COLLECTION:2. DATA COLLECTION: Data collection is more of an art than Data collection is more of an art than

science. The accuracy of collected data is of great significance forscience. The accuracy of collected data is of great significance for

drawing correct and valid conclusions from the investigations.drawing correct and valid conclusions from the investigations.

Primary data – primary data are those which are called a fresh andPrimary data – primary data are those which are called a fresh and

for the first time and therefore, it is first hand information. For thefor the first time and therefore, it is first hand information. For the

purpose of the study data has been collected from the respondentspurpose of the study data has been collected from the respondents

through a structured questionnaire.through a structured questionnaire.

Secondary data - secondary data means data which are alreadySecondary data - secondary data means data which are already

available i.e. they refer to data which has already been collectedavailable i.e. they refer to data which has already been collected

for the first time from companies record, websites and books.for the first time from companies record, websites and books.

3. RESEARCH INSTRUMENT:3. RESEARCH INSTRUMENT: Research study adopted in the Research study adopted in the

study is “questionnaire” which was helpful in deriving thestudy is “questionnaire” which was helpful in deriving the

response of the respondents.response of the respondents.

A questionnaire consists of a number of questionsA questionnaire consists of a number of questions

printed or typed in a definite order or on a form or a set of forms.printed or typed in a definite order or on a form or a set of forms.

Quite often questionnaire is considered as the heart of a surveyQuite often questionnaire is considered as the heart of a survey

operation. Hence it should be carefully structured.operation. Hence it should be carefully structured.

4. SAMPLING PLAN:4. SAMPLING PLAN:

SAMPLE UNIVERSE: The sample universe of the study was theSAMPLE UNIVERSE: The sample universe of the study was the

employees of kurl on limited.employees of kurl on limited.

Sample frame: the group of units which forms the basis ofSample frame: the group of units which forms the basis of

sampling process is known as sampling units. A list containing allsampling process is known as sampling units. A list containing all

sampling units is known as sampling frame. The sample frame ofsampling units is known as sampling frame. The sample frame of

the study was the employees of kurl on limited.the study was the employees of kurl on limited.

SAMPLE METHODSAMPLE METHOD: in the sample method convenient sampling: in the sample method convenient sampling

method was adopted. This sampling method involves purposive ormethod was adopted. This sampling method involves purposive or

deliberate selection of particular units of the universe fordeliberate selection of particular units of the universe for

constituting a sample, which represent universe. In other word theconstituting a sample, which represent universe. In other word the

researcher select the easiest population members. From which toresearcher select the easiest population members. From which to

obtain information. The researcher uses his or her judgment toobtain information. The researcher uses his or her judgment to

select population members who are good prospects for accurateselect population members who are good prospects for accurate

information.information.

SAMPLE UNIT:SAMPLE UNIT:

The elementary unit or the group or cluster of sample frame mayThe elementary unit or the group or cluster of sample frame may

form the basis of sampling process, in which case they are calledform the basis of sampling process, in which case they are called

as sampling units.as sampling units.

Each employee selected for the survey and to whom theEach employee selected for the survey and to whom the

questionnaire was distributed forms the sample unit.questionnaire was distributed forms the sample unit.

SAMPLE SIZESAMPLE SIZE::

Size of the sample refers to the number of sampling units selectedSize of the sample refers to the number of sampling units selected

from the universe for investigation. The sample size of 100from the universe for investigation. The sample size of 100

workers has been taken.workers has been taken.

Statistical tools used for the analysis of the data:Statistical tools used for the analysis of the data:

Data collected by the issue of questionnaire has been analyzedData collected by the issue of questionnaire has been analyzed

using following statistical tools. The statistical tools used for theusing following statistical tools. The statistical tools used for the

analysis of data are:analysis of data are:

SIMPLE PERCENTAGE METHODSIMPLE PERCENTAGE METHOD: This method shoes the: This method shoes the

entire population in terms of percentage. It reveals the number ofentire population in terms of percentage. It reveals the number of

belonging in a particular category or the number of peoplebelonging in a particular category or the number of people

preferring a particular thing etc…in terms of percentage. Thepreferring a particular thing etc…in terms of percentage. The

formula used to compute percentage analysis is:formula used to compute percentage analysis is:

Percentage of the respondents = Percentage of the respondents = No of respondentsNo of respondents*100*100

Total respondentsTotal respondents

Here percentage method is used to find the employees level ofHere percentage method is used to find the employees level of

satisfaction.satisfaction.

CHAPTER IV

DATAANALYSISAND

INTERPRETATION

DATA ANALYSIS AND INTERPRETATIONDATA ANALYSIS AND INTERPRETATION

1.11.1 Table showing age group of the respondentsTable showing age group of the respondents

Age groupAge group No of respondentNo of respondent PercentagePercentageBelow 20 yearsBelow 20 years 1414 141420 to 40 years20 to 40 years 7676 7676Above 40 yearsAbove 40 years 1010 1010TotalTotal 100100 100100

Interpretation:Interpretation:

From the above table it is interpreted that out of 50 respondents From the above table it is interpreted that out of 50 respondents 14% of respondents belong to the group of below 20 years, 76% of14% of respondents belong to the group of below 20 years, 76% of respondents belong to age group of 20to40years and remaining respondents belong to age group of 20to40years and remaining 10% of respondents are 40year and above.10% of respondents are 40year and above.

Inference:Inference:

Majority of respondents belong to age group of 20-40 years.Majority of respondents belong to age group of 20-40 years.

CHART-1CHART-1

Below 20 years14%

20 to 40 years76%

Above 40 years10%

AGE OF RESPONDENTS

1.2 Table 1.2 Table showing the gender of the respondentsshowing the gender of the respondents

GENDERGENDER NUMBER OF NUMBER OF RESPONDENTSRESPONDENTS

PERCENTAGEPERCENTAGE

MALEMALE 7676 7676FEMALEFEMALE 2424 2424TOTALTOTAL 100100 100100

INTERPRETATION:INTERPRETATION:

From the above table it is interpreted that 76% of the respondents From the above table it is interpreted that 76% of the respondents are male employees and 24% of respondents are female workers at are male employees and 24% of respondents are female workers at kurlon.kurlon.

INFERENCE:INFERENCE:

Majority of the respondents are male workers at kurlon .4.3 Table Majority of the respondents are male workers at kurlon .4.3 Table showing the respondents classification on the basis of educational showing the respondents classification on the basis of educational qualificationqualification

CHART-2CHART-2

MALE FEMALE0

10

20

30

40

50

60

70

80

GENDER OF RESPONDENTS

4.4.3Table showing the respondent’s classification on the basis of 3Table showing the respondent’s classification on the basis of educational qualificationeducational qualification

..

QualificationQualification No.of.respondentsNo.of.respondents PercentagePercentageSslcSslc 66 66Higher secondaryHigher secondary 2020 2020GraduateGraduate 7474 7474TotalTotal 100100 100100


From the above table it is interpreted that 6% of the respondents From the above table it is interpreted that 6% of the respondents are sslc, 20% of respondents are higher secondary and 74% of are sslc, 20% of respondents are higher secondary and 74% of respondents are graduate.respondents are graduate.

Inference:Inference:Majority of respondents are graduate.Majority of respondents are graduate.

CHART-3CHART-3

6%

20%

74%

QUALIFICATION OF RESPONDENTSslc Higher secondary Graduate

4.4 Table showing marital status of the employees.4.4 Table showing marital status of the employees.

Marital statusMarital status No.of.respondentNo.of.respondent PercentagePercentage

Married Married 3030 3030UnmarriedUnmarried 7070 7070TotalTotal 100100 100100

Interpretation:Interpretation:From the above table it is interpreted that 30% of the respondents From the above table it is interpreted that 30% of the respondents are married and 70% of respondents are unmarried.are married and 70% of respondents are unmarried.

Inference:Inference:Majority of respondents are unmarriedMajority of respondents are unmarried..

CHART-4CHART-4

Married Unmarried

0

10

20

30

40

50

60

70

MARITAL STATUS OF RESPONDENTS

Percentage

Axis Title

Axis Title

44.5 Table showing the experience of the respondents.5 Table showing the experience of the respondents

years of experienceyears of experience No of respondentsNo of respondents PercentagePercentageLess than 5 yearsLess than 5 years 6464 64645years to 10years5years to 10years 2626 262610 years and above10 years and above 1010 1010TotalTotal 100100 100100

Interpretation:Interpretation:From the above table it is interpreted that 64% of the respondents From the above table it is interpreted that 64% of the respondents have an experience of less than 5 years, 26% of the respondents have an experience of less than 5 years, 26% of the respondents have an experience of 5years-10years and 10%of respondents havehave an experience of 5years-10years and 10%of respondents have an experience of 10 years and more.an experience of 10 years and more.


Majority of respondents have an experience of less than 5 years.Majority of respondents have an experience of less than 5 years.

CHART-5CHART-5

Less than 5 years

5years to 10years

10 years and above

0 10 20 30 40 50 60 70

YEARS OF EXPERIENCE

4.6 4.6 Table showing the income of the respondentsTable showing the income of the respondents

Income Income No of respondentsNo of respondents PercentagePercentageBelow 8000rsBelow 8000rs 2424 24248000rs-15000rs8000rs-15000rs 6060 606015000rs and above15000rs and above 1616 1616totaltotal 100100 100100

Interpretation:Interpretation:From the above table it is interpreted that 24% of the respondents From the above table it is interpreted that 24% of the respondents receive an income of Rs 8000, 60% of the respondents receive an receive an income of Rs 8000, 60% of the respondents receive an income between Rs 8000 to 15000 and 16%of respondents receive income between Rs 8000 to 15000 and 16%of respondents receive an income of rs15000 and more.an income of rs15000 and more.


Majority of respondents receive an income between rs8000 to Majority of respondents receive an income between rs8000 to rs15000rs15000

CHART-6CHART-6

24%

60%

16%

INCOME OF THE RESPONDENTSBelow 8000rs 8000rs-15000rs 15000rs and above

44.7 Table showing whether the employees are satisfied with the .7 Table showing whether the employees are satisfied with the timing of the shift in the company.timing of the shift in the company.

OptionOption No.of.respondentNo.of.respondent PercentagePercentageYesYes 7272 7272NoNo 2828 2828totaltotal 100100 100100


From the above table it is interpreted that 72% of the respondents From the above table it is interpreted that 72% of the respondents are satisfied and 28% of respondents are not satisfied with the are satisfied and 28% of respondents are not satisfied with the timing of the shift in the company.timing of the shift in the company.


Majority of respondents are satisfied with the timing of the shift in Majority of respondents are satisfied with the timing of the shift in the company.the company.

CHART-7CHART-7

72%

28%

EMPLOYEE'S SATISFACTION WITH THE TIME OF THE SHIFT

YesNo

4.8 Table showing the opinion of the respondents regarding4.8 Table showing the opinion of the respondents regarding supervision in kurlonsupervision in kurlon

optionoption No.of.respondentNo.of.respondent PercentagePercentageNormalNormal 2424 2424StrictStrict 7070 7070Very strictVery strict 66 66TotalTotal 100100 100100


From the above table it is interpreted that 24% of the respondentsFrom the above table it is interpreted that 24% of the respondents feels the supervision at kurlon is normal, 70% of respondents feelfeels the supervision at kurlon is normal, 70% of respondents feel the supervision pattern is strict and 6% of respondent feels thethe supervision pattern is strict and 6% of respondent feels the supervision at kurlon is very strict.supervision at kurlon is very strict.


Majority of respondents feel that the supervision at kurlon is strict.Majority of respondents feel that the supervision at kurlon is strict.

CHART-8CHART-8

Normal

Strict

Very strict

0 10 20 30 40 50 60 70

OPINION ON THE SUPERVISION

Axis Title

4.9 Table showing the incentives preferred by the respondents4.9 Table showing the incentives preferred by the respondents

IncentivesIncentives No.of.respondentsNo.of.respondents PercentagePercentagecommissioncommission 7070 7070allowanceallowance 88 88bonusbonus 3232 3232totaltotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 70%of respondentsFrom the above table it is interpreted that 70%of respondents prefer incentives in the form of commission, 8%of respondentsprefer incentives in the form of commission, 8%of respondents prefer allowance and 22%of respondents prefer bonus.prefer allowance and 22%of respondents prefer bonus.

Inference:Inference:Majority of respondents prefer commission in kurl-on.Majority of respondents prefer commission in kurl-on.

CHART-9CHART-9

commission

allowance

bonus

0 10 20 30 40 50 60 70

commission; 70

allowance; 8

bonus; 32

INCENTIVE PREFERRED BY EMPLOYEE

4.10 Table showing whether the respondents are satisfied with the4.10 Table showing whether the respondents are satisfied with the pay packagepay package

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageYesYes 4646 4646NoNo 5454 5454totaltotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 46% of respondents areFrom the above table it is interpreted that 46% of respondents are satisfied with their pay package whereas 54%of respondents aresatisfied with their pay package whereas 54%of respondents are not satisfied with their pay package.not satisfied with their pay package.

Inference:Inference:Majority of respondents are satisfied with their pay package.Majority of respondents are satisfied with their pay package.

CHART-10CHART-10

46%

54%

SATISFACTION WITH PAY PACKAGEYes No

4.11 Table showing the opinions of respondents regarding their job4.11 Table showing the opinions of respondents regarding their job

OptionsOptions No of respondentsNo of respondents PercentagePercentageChallengingChallenging 7676 7676MonotonousMonotonous 1616 1616StressfulStressful 88 88totaltotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 76%of respondents feelFrom the above table it is interpreted that 76%of respondents feel that their job is challenging, 16%of respondent’s feel that their jobthat their job is challenging, 16%of respondent’s feel that their job is monotonous and 8%of respondents feel that the job is stressful.is monotonous and 8%of respondents feel that the job is stressful.

Inference:Inference:Majority of respondents feel that their job is challenging.Majority of respondents feel that their job is challenging.

CHART-11CHART-11

Challenging Monotonous Stressful

76

16

8

OPINION REGARDING JOB

4.12 Table showing the satisfaction level of respondents4.12 Table showing the satisfaction level of respondents regarding the work environment.regarding the work environment.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentage

Highly satisfiedHighly satisfied 2424 2424SatisfiedSatisfied 6060 6060DissatisfiedDissatisfied 1616 1616Highly dissatisfiedHighly dissatisfied NilNil NilNilTotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 24% of respondents areFrom the above table it is interpreted that 24% of respondents are highly satisfied with the work environment 60%of respondents arehighly satisfied with the work environment 60%of respondents are satisfied 16% of respondents are dissatisfied and none of thesatisfied 16% of respondents are dissatisfied and none of the respondents are highly dissatisfied with the work environment.respondents are highly dissatisfied with the work environment.


CHART-12CHART-12

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied

010

2030

4050

60

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied; 0

SATISFACTION LEVEL ON JOB ENVIRONMENT

4.13Table showing whether company is concerned with the long4.13Table showing whether company is concerned with the long term welfare of the company.term welfare of the company.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageAgreeAgree 4545 4545DisagreeDisagree 2121 2121Neither agree norNeither agree nor disagreedisagree

3434 3434

TotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 45% of respondentsFrom the above table it is interpreted that 45% of respondents agree that kurl on is concerned with there long term welfare, whileagree that kurl on is concerned with there long term welfare, while 21% disagree and 34% neither agree nor disagree.21% disagree and 34% neither agree nor disagree.

INFERENCE:INFERENCE:Majority of respondents agree that kurl on is concerned for thereMajority of respondents agree that kurl on is concerned for there long term welfare.long term welfare.

CHART-13CHART-13

Agree Disagree Neiher agreee nor disagree

05

1015202530354045

Company concerned for long term welfare of employees

4.14Table showing whether the respondents are satisfied with the4.14Table showing whether the respondents are satisfied with the training provided for there current job. training provided for there current job.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageAgreeAgree 4242 4242DisagreeDisagree 2828 2828Neither Agree norNeither Agree nor disagreedisagree

3030 3030


INTERPRETATION:INTERPRETATION:It is interpreted that 42% respondents agree that they are satisfiedIt is interpreted that 42% respondents agree that they are satisfied with there current job training, while 28% don’t and rest neitherwith there current job training, while 28% don’t and rest neither agree nor disagree.agree nor disagree.

INFERENCE:INFERENCE:Majority of respondents are satisfied with the current job training.Majority of respondents are satisfied with the current job training.

CHART-14CHART-14

Agree Disagree Neither Agree nor disagree0

5

10

15

20

25

30

35

40

45

SATISFIED WITH THE CURRENT JOB TRAINING

4.15Table showing importance on the performance of top4.15Table showing importance on the performance of top management.management.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageImportantImportant 6666 6666UnimportantUnimportant 2222 2222Neither importantNeither important nor unimportantnor unimportant

1212 1212


INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 66% of respondents feelFrom the above table it is interpreted that 66% of respondents feel that performance of top management is important, while 22% don’tthat performance of top management is important, while 22% don’t feel so and the rest 12% neither feel it important nor unimportant.feel so and the rest 12% neither feel it important nor unimportant.

INFERENCE:INFERENCE:Majority of respondents feel that the performance of the topMajority of respondents feel that the performance of the top management is important.management is important.

CHART-15CHART-15

66%

22%

12%

IMPORTANCE OF TOP MANAGEMENT PERFORMANCE

ImportantUnimportantNeither important nor unimpor-tant

4.16Table showing importance of fair treatment to all employees 4.16Table showing importance of fair treatment to all employees


1212 1212


INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 66% of respondents feelFrom the above table it is interpreted that 66% of respondents feel that fair treatment to all employees is important, while 22% don’tthat fair treatment to all employees is important, while 22% don’t feel so and the rest 12% neither feel it important nor unimportant.feel so and the rest 12% neither feel it important nor unimportant.

INFERENCE:INFERENCE:Majority of respondents feel that fair treatment to employee is ofMajority of respondents feel that fair treatment to employee is of most important.most important.

CHART-16CHART-16

66%

22%

12%

Importance of fair treatment to all employees


44.17Table showing opinion (rate) on dealing with employees.17Table showing opinion (rate) on dealing with employees problems fairly.problems fairly.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageExcellentExcellent 1515 1515GoodGood 4343 4343FairFair 2020 2020PoorPoor 2222 2222TotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 43% of respondents rateFrom the above table it is interpreted that 43% of respondents rate company good in dealing with employees problem fairly, whilecompany good in dealing with employees problem fairly, while 22% rate poor and 15% rate excellent.22% rate poor and 15% rate excellent.

INFERENCE:INFERENCE:Majority of respondents rate kurl on good on dealing employeesMajority of respondents rate kurl on good on dealing employees problems freely.problems freely.

CHART-17CHART-17

Excellent

Good

Fair

Poor

0 5 10 15 20 25 30 35 40 45

Opinion(rate) on dealing with employees prob-lems fairly

4.18 Table showing opinion (rate) on kurl-on business prospects4.18 Table showing opinion (rate) on kurl-on business prospects in next 5 years.in next 5 years.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageExcellentExcellent 1717 1717GoodGood 6363 6363PoorPoor 2020 2020TotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 63% of respondents feelsFrom the above table it is interpreted that 63% of respondents feels good on kurl-on business prospects in next 5 years, while 17%good on kurl-on business prospects in next 5 years, while 17% feels excellent and the rest 20% feels it poor.feels excellent and the rest 20% feels it poor.

CHART-18CHART-18

0.5 1 1.5 2 2.5 3 3.5

17

63

20

opinion(rate) on kurl-on business prospects in next 5 years

4.19Table showing whether the respondents are satisfied with the4.19Table showing whether the respondents are satisfied with the company’s grievance redressal.company’s grievance redressal.


INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 92% of respondents areFrom the above table it is interpreted that 92% of respondents are satisfied with the company’s grievance redressal proceduresatisfied with the company’s grievance redressal procedure whereas 8%of respondents are not satisfied with it.whereas 8%of respondents are not satisfied with it.

Inference:Inference:Majority of respondents are satisfied with the company’s grievanceMajority of respondents are satisfied with the company’s grievance redressal procedure.redressal procedure.

CHART-19CHART-19

Yes

No

0 10 20 30 40 50 60 70 80 90 100

SATISFACTION ON GRIEVANCE REDRESSAL PPROCEDURE

4.20 4.20 Table showing the opinions of the respondents regardingTable showing the opinions of the respondents regarding employer-employee relationship.employer-employee relationship.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageHighly satisfiedHighly satisfied 2424 2424SatisfiedSatisfied 6060 6060DissatisfiedDissatisfied 1616 1616Highly dissatisfiedHighly dissatisfied NilNil NilNilTotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 24% of respondents areFrom the above table it is interpreted that 24% of respondents are highly satisfied with the work environment, 60%of respondents arehighly satisfied with the work environment, 60%of respondents are satisfied, 16% of respondents are dissatisfied and none of thesatisfied, 16% of respondents are dissatisfied and none of the respondents are highly dissatisfied. respondents are highly dissatisfied.

Inference:Inference:Majority of respondents are satisfied with the employer-employeeMajority of respondents are satisfied with the employer-employee relationship.relationship.

CHART-20CHART-20

Highly satisfied Satisfied Dissatisfied Highly dissatisfied0

10

20

30

40

50

60

70

24

60

16

0

OPINION ON EMPLOYER-EMPLOYEE RELA-TIONSHIP

44.21 Table showing whether the respondents are allowed to.21 Table showing whether the respondents are allowed to participate in decision making in their level of operation.participate in decision making in their level of operation.


INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 40% of respondent areFrom the above table it is interpreted that 40% of respondent are allowed to participate in decision making in their level of operationallowed to participate in decision making in their level of operation whereas 60%of respondents are not allowed to take any suchwhereas 60%of respondents are not allowed to take any such decision.decision.

Inference:Inference:Only few of respondents are allowed to participate in decisionOnly few of respondents are allowed to participate in decision making in their level of operation.making in their level of operation.

CHART-21CHART-21

Yes

No

0 10 20 30 40 50 60 70

WORKERS PARTICIPATION IN DECISION MAK-ING

Axis Title

4.22 Tables showing the opinion of respondents about peer-group4.22 Tables showing the opinion of respondents about peer-group relationship.relationship.

OptionOption No. of respondentsNo. of respondents PercentagePercentageEncouraging andEncouraging and cooperativecooperative

7474 7474

Discouraging andDiscouraging and non-supportivenon-supportive

1616 1616

Non-interactiveNon-interactive 1010 1010TotalTotal 100100 100100

Interpretation:Interpretation:From the above table it is interpreted that 74% of respondents feelFrom the above table it is interpreted that 74% of respondents feel that peers are encouraging and cooperative, 16%of respondentsthat peers are encouraging and cooperative, 16%of respondents feel they are discouraging and non-supportive whereas 5% offeel they are discouraging and non-supportive whereas 5% of respondents feel they are non-interactive.respondents feel they are non-interactive.


Majority of the respondents feel that peer-group members in kurl-Majority of the respondents feel that peer-group members in kurl-on are encouraging and co-operative.on are encouraging and co-operative.

CHART-22CHART-22

Encourag

ing and co

operative

Discourag

ing and non-su

pportive

Non-inter

active

74 16 10

OPINION ON PEER GROUP

4.23 Table showing the overall satisfaction of respondents4.23 Table showing the overall satisfaction of respondents regarding their jobregarding their job

optionsoptions No.of.respondentsNo.of.respondents PercentagePercentageHighly satisfiedHighly satisfied 2424 2424SatisfiedSatisfied 7676 7676DissatisfiedDissatisfied nilnil nilnilHighly dissatisfiedHighly dissatisfied NilNil NilNilTotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 24% of respondents areFrom the above table it is interpreted that 24% of respondents are highly satisfied, 76%of respondents are satisfied, and none of thehighly satisfied, 76%of respondents are satisfied, and none of the respondents are dissatisfied with their job.respondents are dissatisfied with their job.

Inference:Inference:Majority of respondents are satisfied with their job.Majority of respondents are satisfied with their job.

CHART-23CHART-23

0.5 1 1.5 2 2.5 3 3.5 4 4.50

10

20

30

40

50

60

70

80

24

76

0 0

OVERALL ACHIEVEMENT OF JOB

FIFINDINGS:NDINGS:

1. Majority of the respondents possess work experience of less1. Majority of the respondents possess work experience of less

than 5 yearsthan 5 years

2. Majority of the respondents are satisfied with the timings of the2. Majority of the respondents are satisfied with the timings of the

shifts of the company.shifts of the company.

3. Study reveals that majority of respondents belong to the age3. Study reveals that majority of respondents belong to the age

group of 20-40 years.group of 20-40 years.

4. It is observed that supervision at kurl-on is strict4. It is observed that supervision at kurl-on is strict

5. Majority of respondent prefer commission in the form of5. Majority of respondent prefer commission in the form of

incentives in kurl-on.incentives in kurl-on.

6. Only few respondents are satisfied with their pay package and6. Only few respondents are satisfied with their pay package and

are not allowed to take part in decision making.are not allowed to take part in decision making.

7. Study reveals that majority of respondents feel that their job is7. Study reveals that majority of respondents feel that their job is

challenging.challenging.

8. Study reveals that majority of respondents are satisfied with the8. Study reveals that majority of respondents are satisfied with the

work environment.work environment.

9. Study reveals that majority of the respondents feels that9. Study reveals that majority of the respondents feels that

company thinks for long term welfare of the employees,company thinks for long term welfare of the employees,

10. Majority of respondents believes that the performance of top10. Majority of respondents believes that the performance of top

management is important.management is important.

11. It is observed that many respondents feels that treating11. It is observed that many respondents feels that treating

employees fairly and equally is of prime importance.employees fairly and equally is of prime importance.

12. Majority of respondents feels that the kurl-on will have good12. Majority of respondents feels that the kurl-on will have good

business prospects in next 5 years.business prospects in next 5 years.

13. The most advantageous findings so that the company is doing13. The most advantageous findings so that the company is doing

good is dealing with employees problems.good is dealing with employees problems.

14. It is observed that there were mix opinion on satisfaction14. It is observed that there were mix opinion on satisfaction

regarding job training for current job.regarding job training for current job.

15.It is observed that majority of respondents are satisfied with the15.It is observed that majority of respondents are satisfied with the

company’s grievance redressal.company’s grievance redressal.

16. Majority of respondents are satisfied with their employers.16. Majority of respondents are satisfied with their employers.

17. Study reveals that majority of respondents feel that their peer-17. Study reveals that majority of respondents feel that their peer-

group relationship is encouraging and co-operative.group relationship is encouraging and co-operative.

18. Majority of respondents are satisfied with their jobs on an18. Majority of respondents are satisfied with their jobs on an

overall basis.overall basis.

19. There is significant relationship between type of job and19. There is significant relationship between type of job and

gender.gender.

SUGGESTIONS:SUGGESTIONS:

1. The company can still improve its organizations climate.1. The company can still improve its organizations climate.

2. The company can improve the supervision pattern as majority of2. The company can improve the supervision pattern as majority of

respondents feel that supervision is strict.respondents feel that supervision is strict.

3. The company can provide better pay package to the respondents.3. The company can provide better pay package to the respondents.

4. The company can allow the respondents to participate in4. The company can allow the respondents to participate in

decision making.decision making.

5. The management can provide with food allowance, loan facility,5. The management can provide with food allowance, loan facility,

marriage gifts and May Day gifts to the employees as manymarriage gifts and May Day gifts to the employees as many

employees preferred these.employees preferred these.

SUMMARY AND CONCLUSION:SUMMARY AND CONCLUSION:

In today’s competitive world of business, it is very difficult toIn today’s competitive world of business, it is very difficult to

introduce the product, place it, position it and sell it, but allintroduce the product, place it, position it and sell it, but all

mentioned depends upon the ability of the company to bring out amentioned depends upon the ability of the company to bring out a

good product, place it in the market and sell it. Employees play agood product, place it in the market and sell it. Employees play a

very important role in selling the product.very important role in selling the product.

Any organization development is based on the employee’sAny organization development is based on the employee’s

efficiency and attitude towards the organizational goals. Thus,efficiency and attitude towards the organizational goals. Thus,

satisfaction of employees will help an organization to attain itssatisfaction of employees will help an organization to attain its

goals and the company must take steps to determine the level ofgoals and the company must take steps to determine the level of

satisfaction of its employees.satisfaction of its employees.

The research design adopted for this study was descriptive method.The research design adopted for this study was descriptive method.

Questionnaire was the main instrument used in the research. TheQuestionnaire was the main instrument used in the research. The

statistical tools used for the study was percentage analysis and chi-statistical tools used for the study was percentage analysis and chi-

squared test.squared test.

The analysis reveals that employees are satisfied with theThe analysis reveals that employees are satisfied with the

organization on an overall basis. However, it is necessary for theorganization on an overall basis. However, it is necessary for the

company to look into facts like involvement of employees incompany to look into facts like involvement of employees in

decision making, improving supervision and pay package. Thus,decision making, improving supervision and pay package. Thus,

the study would be useful for the organization in framing its HRthe study would be useful for the organization in framing its HR

policies in future.policies in future.

BIBLIOGRAPHYBIBLIOGRAPHY

BOOKSBOOKS

Gupta .C.B., HUMAN RESOURCES MANAGEMENT Gupta .C.B., HUMAN RESOURCES MANAGEMENT

(2003), 6(2003), 6thth edition, sultan chand & sons. edition, sultan chand & sons.

Kothari.C.R, RESEARCH METHODOLOGY (2005), 2Kothari.C.R, RESEARCH METHODOLOGY (2005), 2ndnd

edition, new age international.edition, new age international.

Robbins.p.stephen, ORGANIZATIONAL BEHAVIOUR Robbins.p.stephen, ORGANIZATIONAL BEHAVIOUR

(2005), 11(2005), 11THTH edition, prentice hall of India ltd. edition, prentice hall of India ltd.

MOTIVATION by Robert.C.BeckMOTIVATION by Robert.C.Beck..

WEBSITESWEBSITES

WWW.wikepedia.comWWW.wikepedia.com

WWW.motivation.co.inWWW.motivation.co.in

WWW.mytravelagent.inWWW.mytravelagent.in

http://WWW.motivation.co.in/

http://WWW.wikepedia.com/

ANNEXURESANNEXURES

A STUDY ON EMPLOYEE SATISFACTION AT KURL-ONA STUDY ON EMPLOYEE SATISFACTION AT KURL-ON

QUESTIONNAIRE:QUESTIONNAIRE:

1.Name:1.Name:

2)Age:2)Age:

□□ Below 20 yearsBelow 20 years

□□ 20-40 years20-40 years

□□ Above 40yearsAbove 40years

3. Gender:3. Gender:□□ MaleMale

□□ femalefemale

4. Qualifications:4. Qualifications:□□ SSLCSSLC

□□ higher secondaryhigher secondary

□□ graduategraduate

5. Marital status:5. Marital status:□□ MarriedMarried

□□ unmarriedunmarried

6. years of experience:6. years of experience:□□ Less than 5 yearsLess than 5 years

□□ 5 to 10 years5 to 10 years

□□ 10 years and above10 years and above

7. Income [monthly]:7. Income [monthly]:□□ a) Below Rs 8000a) Below Rs 8000

□□ Rs 8000 to Rs 15000Rs 8000 to Rs 15000

□□ Rs 15000 & aboveRs 15000 & above

8. Are you satisfied with the time of the shift?8. Are you satisfied with the time of the shift?□□ YesYes

□□ NoNo

9. How according to you is the supervision of the company?9. How according to you is the supervision of the company?□□ NormalNormal

□□ StrictStrict

□□ Very strictVery strict

10. What incentives you would prefer if offered by company?10. What incentives you would prefer if offered by company?□□ CommissionCommission

□□ AllowanceAllowance

□□ BonusBonus

11. Are you satisfied with the pay package provided by company?11. Are you satisfied with the pay package provided by company?□□ YesYes

□□ NoNo

□□12. What’s your opinion regarding the job you perfomed?12. What’s your opinion regarding the job you perfomed?

□□ ChallengingChallenging

□□ MonotonusMonotonus

□□ StressfulStressful

13. What’s your opinion on work environment provided by 13. What’s your opinion on work environment provided by company?company?

□□ Highly satisfiedHighly satisfied

□□ DissatisfiedDissatisfied

□□ Highly dissatisfiedHighly dissatisfied

14. Kurl-on is concerned for long term welfare of employees?14. Kurl-on is concerned for long term welfare of employees?□□ AgreeAgree

□□ DisagreeDisagree

□□ Neither agree nor disagreeNeither agree nor disagree

15. You are satisfied with the training provided for current job?15. You are satisfied with the training provided for current job?□□ AgreeAgree



16. What is the importance of the performance of top 16. What is the importance of the performance of top management?management?

□□ ImportantImportant

□□ UnimportantUnimportant

□□ Neither important nor unimportantNeither important nor unimportant

17. Essential of the fair treatment to all employees?17. Essential of the fair treatment to all employees?□□ ImportantImportant



18. How do you rate company on dealing with employees problem 18. How do you rate company on dealing with employees problem fairlyfairly

□□ ExcellentExcellent

□□ GoodGood

□□ FairFair

□□ PoorPoor

19. How do you rate kurl-on the business prospects in next 5 19. How do you rate kurl-on the business prospects in next 5 years?years?


□□ GoodGood

□□ PoorPoor

20. Are you satisfied with the company greviances redressal 20. Are you satisfied with the company greviances redressal procedure?procedure?

□□ YesYes

□□ NoNo

21. How is the employer-employee relationship in the kurl-on?21. How is the employer-employee relationship in the kurl-on?□□ Highly satisfiedHighly satisfied

□□ SatisfiedSatisfied



22. Does employee participation in decision making process is 22. Does employee participation in decision making process is followed?followed?

□□ YesYes

□□ NoNo

23. How is the peer-group relationship in the kirl-on?23. How is the peer-group relationship in the kirl-on?□□ Encouraging and cooperativeEncouraging and cooperative

□□ Discouraging and non-supportiveDiscouraging and non-supportive

□□ Non-interactiveNon-interactive

24. Are you overall satisfied with the job?24. Are you overall satisfied with the job?□□ YesYes

□□ NoNo

A STUDY ON EMPLOYEE SATISFACTION AT KURL-ON LIMITED

PROJECT REPORT

A Report Submitted in Partial Fulfillment of the Requirements for the Degree of Master of Business Administration in

Pondicherry University

Submitted by

Ms.POOJA.C

Enrolment No: 0209390489

MBA - HRM

DIRECTORATE OF DISTANCE EDUCATIONPONDICHERRY UNIVERSITY

PONDICHERRY – 605 014JUNE 2011

CERTIFICATE OF THE GUIDE

This is to certify that the Project Work titled “A STUDY ON

SATISFACTION at KURL-ON LTD” is a bonafide work of Ms POOJA.C

Enrollment No: 0209390489 carried out in partial fulfillment for the award of

degree of MBA-HRM of Pondicherry University under my guidance. This project

work is original and not submitted earlier for the award of any degree / diploma or

associate ship of any other University / Institution.

Signature of the Guide

Name and Official Address of the Guide

Guide’s Academic Qualifications

Designation and Experience:

Place: Chennai

Date

DECLARATION

I, Ms. POOJA.C hereby declare that the Project Work titled “A study on

Employee satisfaction at Kurl-on Ltd” is the original work done by me and

submitted to the Pondicherry University in partial fulfillment of requirements for

the award of Master of Business Administration in Human Resource Management

is a record of original work done by me under the supervision of Mr. Praveen.

Enrollment No: 0209390489

Date:

Signature of the Student

TABLE OF CONTENTS

AcknowledgementsExecutive summaryList of tablesList of charts

CHAPTER TITLE PAGE NO.

1 INTRODUCTION

1.1 INTRODUCTION TO THE STUDY1.9 INDUSTRY

PROFILE1.10 COMPANY

PROFILE1.11 NEED FOR

THE STUDY1.12 OBJECTIVES

OF THE STUDY1.13 SCOPE OF THE

STUDY1.14 LIMITATION

OF THE STUDY1.15 REVIEW

LITERATURE2 CONCEPTUAL

REVIEW3 RESEARCH

METHODOGY4 DATA ANALYSIS &

INTERPRETATION5 SUMMARY AND

CONCLUSIONBIBLIOGRAPHY

ANNEXURES

INTRODUTIONINTRODUTION CHAPTER 1CHAPTER 1

INTRODUCTIONINTRODUCTION

HRM is that it is the process of managing people in organizationsHRM is that it is the process of managing people in organizations

in a structured and thorough mannerin a structured and thorough manner. This covers the fields of. This covers the fields of

staffing (hiring people), retention of people, pay and perks settingstaffing (hiring people), retention of people, pay and perks setting

and management, performance management, change managementand management, performance management, change management

and taking care of exits from the company to round off theand taking care of exits from the company to round off the

activities. This is the traditional definition of HRM which leadsactivities. This is the traditional definition of HRM which leads

some experts to define it as a modern version of the Personnelsome experts to define it as a modern version of the Personnel

Management function that was used earlier.Management function that was used earlier.

Human resource management is a branch management that helpsHuman resource management is a branch management that helps

managers to recruit, select, train and develop members for anmanagers to recruit, select, train and develop members for an

organization. Obviously, hrm is concerned with the people in anorganization. Obviously, hrm is concerned with the people in an

organization. Without people organization cannot exist. Recoursesorganization. Without people organization cannot exist. Recourses

like men, money, material and machine are collected and unitedlike men, money, material and machine are collected and united

into a team towards the attainment of a common objective andinto a team towards the attainment of a common objective and

HRM forms the major component of an organization.HRM forms the major component of an organization.

Employees are the backbone of the company as they contributeEmployees are the backbone of the company as they contribute

maximum to the organization. Research shows that satisfied,maximum to the organization. Research shows that satisfied,

motivated employees facilitate higher customer satisfaction and, inmotivated employees facilitate higher customer satisfaction and, in

turn,positively influence organizational performance. Organizationturn,positively influence organizational performance. Organization

s that invests in measuring employee opinions and attitudes, bys that invests in measuring employee opinions and attitudes, by

incorporating employee satisfaction surveys into their existing hrincorporating employee satisfaction surveys into their existing hr

processes, can develop such a workfore.processes, can develop such a workfore.




attention to different aspects concerningattention to different aspects concerning the the employees. Thisemployees. This



achieve this objective companies undertake surveys.achieve this objective companies undertake surveys.

INDUSTRY PROFILEINDUSTRY PROFILE

The coir fibre industry is particularly important in some areas ofThe coir fibre industry is particularly important in some areas of

the developing world.the developing world.

Coir is a coarse fibre extracted from the fibrous outer shell of aCoir is a coarse fibre extracted from the fibrous outer shell of a

coconucoconut.t.

STRUCTURE:STRUCTURE:

Coir fibres are found between the husk and the outer shell of aCoir fibres are found between the husk and the outer shell of a

coconut. The individual fibre cells are narrow & hollow, with thickcoconut. The individual fibre cells are narrow & hollow, with thick

walls made of cellulose. These are two varieties of coir. Brownwalls made of cellulose. These are two varieties of coir. Brown

coir is harvested from ripened coconuts. It is typically used incoir is harvested from ripened coconuts. It is typically used in

mats. Brushes & sacking. White coir fibres are harvested from themats. Brushes & sacking. White coir fibres are harvested from the

coconuts before they are ripe. They are generally spun to makecoconuts before they are ripe. They are generally spun to make

yarn that is used in mats or rope.yarn that is used in mats or rope.

The coir fibre is relatively water proof and is one of the few naturalThe coir fibre is relatively water proof and is one of the few natural

fibre resistant to damage by salt water.fibre resistant to damage by salt water.

PROCESSINGPROCESSING::

Coconuts are the seed of the palm trees. These palms flower on aCoconuts are the seed of the palm trees. These palms flower on a

monthly basis and the fruit takes 1 year to ripen. A typical palmmonthly basis and the fruit takes 1 year to ripen. A typical palm

tree has fruit in every stage of maturity. A mature tree can producetree has fruit in every stage of maturity. A mature tree can produce

50-100 coconuts per year. Coconuts can be harvested from the50-100 coconuts per year. Coconuts can be harvested from the

ground once they can be harvesground once they can be harvested ted while still on the tree.while still on the tree.

USES:USES:

Brown coir is used in floor mats and doormats, brushes,Brown coir is used in floor mats and doormats, brushes,

mattresses, floor tiles & sacking. A small amount is also made intomattresses, floor tiles & sacking. A small amount is also made into

twine pads of curled brown coir fibre, made by needle-felting aretwine pads of curled brown coir fibre, made by needle-felting are

shaped and cut to fill mattresses & for use in erosion control onshaped and cut to fill mattresses & for use in erosion control on

river banks and will sides. A major proportion of brown coir padsriver banks and will sides. A major proportion of brown coir pads

are sprayed with rubber latex which bends the fibres togetherare sprayed with rubber latex which bends the fibres together

(rubberized coir) to be used as upholstery padding for the(rubberized coir) to be used as upholstery padding for the

automobile industry in Europe. The material is also used forautomobile industry in Europe. The material is also used for

insulation & packaging.insulation & packaging.

The major use of white coir is in rope manufacturers. Mats ofThe major use of white coir is in rope manufacturers. Mats of

woven coir fibre are made from the finer graders of bristle andwoven coir fibre are made from the finer graders of bristle and

white fibre using hand or mechanical looms white coir also used towhite fibre using hand or mechanical looms white coir also used to

make fishing nets due to its strong resilience to salt water.make fishing nets due to its strong resilience to salt water.

In horticulture coir is recommended as substitute for sphagnumIn horticulture coir is recommended as substitute for sphagnum

mass because it is free of bacteria and fungal spores & is sustainmass because it is free of bacteria and fungal spores & is sustain

ably produced without the environmental damage caused by peatably produced without the environmental damage caused by peat

minting.minting.

Coconut coir from Mexico has been found to contain largeCoconut coir from Mexico has been found to contain large

numbers of colonies of the beneficial fungus. Aspergillus’s terreusnumbers of colonies of the beneficial fungus. Aspergillus’s terreus

which acts as a biological control against plant pathogenic fungus.which acts as a biological control against plant pathogenic fungus.

MAJOR PRODUCERSMAJOR PRODUCERS

Total world coir fibre production is 250000 tones. The coir fibreTotal world coir fibre production is 250000 tones. The coir fibre

industry is particularly important in some areas of the developingindustry is particularly important in some areas of the developing

world India, mainly the coastal region of Kerala state, producesworld India, mainly the coastal region of Kerala state, produces

60% of the total world supply of white coir fibre. Srilanka,60% of the total world supply of white coir fibre. Srilanka,

produces 36% of the total world brown fibre output. Over 50% ofproduces 36% of the total world brown fibre output. Over 50% of

the coir fibre produced annually throughout the world is consumedthe coir fibre produced annually throughout the world is consumed

in the countries of origin, namely India. Together India of Srilankain the countries of origin, namely India. Together India of Srilanka

produce 90% of the 250000 metric tons of coir produced everyproduce 90% of the 250000 metric tons of coir produced every

year.year.

COMPANY PROFILECOMPANY PROFILE

Kurlon Limited, a manipal group company came into existence inKurlon Limited, a manipal group company came into existence in

1962. The company was then called “ Karnataka Consumer1962. The company was then called “ Karnataka Consumer

Products Ltd” and from 8.12.1995 the company was renamed asProducts Ltd” and from 8.12.1995 the company was renamed as

Kurlon Limited.Kurlon Limited.

Kurlon is the part of the 2000 Crore Manipal Group of companiesKurlon is the part of the 2000 Crore Manipal Group of companies

founded by the Pai’s of Manipal which is major financial andfounded by the Pai’s of Manipal which is major financial and

industrial group in India. The group has its activities spread overindustrial group in India. The group has its activities spread over

financial services, manufacturing, education, electronic commerce,financial services, manufacturing, education, electronic commerce,

software services, share broking, etc., The group is headed bysoftware services, share broking, etc., The group is headed by

Mr.T.Ramesh U-Pai who is the chairman of the group Mr.Pai is onMr.T.Ramesh U-Pai who is the chairman of the group Mr.Pai is on

the boards of several well known industries commercial andthe boards of several well known industries commercial and

educational enterprises.educational enterprises.

Kurlon actually was conceived when Mr.Pai was in Germany inKurlon actually was conceived when Mr.Pai was in Germany in

1959, he found that car seat cushions were manufactured of1959, he found that car seat cushions were manufactured of

rubberized coir. The manufacturer was importing curled coir fromrubberized coir. The manufacturer was importing curled coir from

Srilanka.Srilanka.

In India, the coir industry has developed very well, mostly inIn India, the coir industry has developed very well, mostly in

Kerala where they produce Retted Fibre . Green husks of coconutKerala where they produce Retted Fibre . Green husks of coconut

are immersed in the salty back waters for 10-12 months and theare immersed in the salty back waters for 10-12 months and the

retted husk is supplied to various homes to make mats and mattingretted husk is supplied to various homes to make mats and matting

rolls after producing the yarn from this fibre. This has createdrolls after producing the yarn from this fibre. This has created

employment to many women in the state.employment to many women in the state.

Today Kurlon has created a direct employment over thousandToday Kurlon has created a direct employment over thousand

people & indirect employment to lakhs of coir workers across thepeople & indirect employment to lakhs of coir workers across the

sub-continent. Kurlon’s success is built on a solid infrastructuresub-continent. Kurlon’s success is built on a solid infrastructure

and its powerful marketing strength. Kurlon limited is the brandand its powerful marketing strength. Kurlon limited is the brand

leader in the industry and has acquired major market share in theleader in the industry and has acquired major market share in the

brand mattresses segment. The company has 44 sales offices,brand mattresses segment. The company has 44 sales offices,

which are profit centres, strategically located al over the country.which are profit centres, strategically located al over the country.

Taking advantage of market potential kurlon strongly believes inTaking advantage of market potential kurlon strongly believes in

giving the customers the quality products of a wide range atgiving the customers the quality products of a wide range at

competitive prices, which will result in customer satisfaction.competitive prices, which will result in customer satisfaction.

ZONAL OFFICES OF KURLON LIMITEDZONAL OFFICES OF KURLON LIMITED

BangaloreBangalore

ChennaiChennai

MumbaiMumbai

KolkataKolkata

KanpurKanpur

New-DelhiNew-Delhi

PRODUCTION FOR KURLON LIMITEDPRODUCTION FOR KURLON LIMITED

BangaloreBangalore

BhubaneswarBhubaneswar

Venture Marketing is the distributors of Kurlon Mattress inVenture Marketing is the distributors of Kurlon Mattress in

Chennai from 2000.Chennai from 2000.

Chennai is the zonal office for Tamilnadu and Kerala. It wasChennai is the zonal office for Tamilnadu and Kerala. It was

established in the year 19752. There are 154 dealers in Chennai.established in the year 19752. There are 154 dealers in Chennai.

Chennai office controls the area of Pondicherry, Karaikal,Chennai office controls the area of Pondicherry, Karaikal,

Chengalpat, Vellore, Krishnagiri, Hosur Etc.,Chengalpat, Vellore, Krishnagiri, Hosur Etc.,

Associates companies includesAssociates companies includes

Manipal control data electronic commerce LtdManipal control data electronic commerce Ltd

Manipal HoldingsManipal Holdings

Manipal MotorsManipal Motors

Manipal Medical CollegeManipal Medical College

Sealy Kurlon LtdSealy Kurlon Ltd

Syndicate BankSyndicate Bank

Industrial Credit Development SyndicateIndustrial Credit Development Syndicate

Maharashtra Apex corporation Ltd.Maharashtra Apex corporation Ltd.

NEED OF THE STUDYNEED OF THE STUDY

A Satisfied employee alone can produce better results, so a surveyA Satisfied employee alone can produce better results, so a survey

must be conducted by the management to determine the level ofmust be conducted by the management to determine the level of

satisfaction among employees, which give an indication ofsatisfaction among employees, which give an indication of

employees and their opinion about the incentives and allowance,employees and their opinion about the incentives and allowance,

welfare and safety measures, work environment etc.welfare and safety measures, work environment etc.




attention to different aspects concerning the employees. Thisattention to different aspects concerning the employees. This



achieve this objective employee motivation and last not the leastachieve this objective employee motivation and last not the least

employee climate condition pevaling in the market.employee climate condition pevaling in the market.

Hence it is essential to study the level of satisfaction andHence it is essential to study the level of satisfaction and

dissatisfaction among the employees. Therefore an attempt hasdissatisfaction among the employees. Therefore an attempt has

been made to study the level of satisfaction at kurl-on.been made to study the level of satisfaction at kurl-on.

OBJECTIVES OF THE STUDYOBJECTIVES OF THE STUDY

Primary objective:Primary objective:

To study the level of satisfaction of employees at Kurl-on.To study the level of satisfaction of employees at Kurl-on.

Secondary objective:Secondary objective:

5.5. To analyze whether the employees are satisfied with the financial benefitsTo analyze whether the employees are satisfied with the financial benefits

bonded by the company.bonded by the company.

6.6. To know the satisfaction level of employees with non-monetary benefits.To know the satisfaction level of employees with non-monetary benefits.

7.7. To study the level of satisfaction with work environment.To study the level of satisfaction with work environment.

8.8. To determine the opinion of employees towards the various welfare andTo determine the opinion of employees towards the various welfare and

safety measuressafety measures

SCOPE OF THE STUDYSCOPE OF THE STUDY

The study is an attempt to find the satisfaction level of employees at kurl-onThe study is an attempt to find the satisfaction level of employees at kurl-on

limited. It aims at studying the level of satisfaction of the workers in relationlimited. It aims at studying the level of satisfaction of the workers in relation

to their work environment, financial incentives, training, safety and welfareto their work environment, financial incentives, training, safety and welfare

measures. It also tries to identify the problems of the workers and aims atmeasures. It also tries to identify the problems of the workers and aims at

suggesting measures for improving employee satisfaction.suggesting measures for improving employee satisfaction.

LIMITATIONS OF THE STUDYLIMITATIONS OF THE STUDY

□□ This study is limited only to the employees of kurl-on limited.This study is limited only to the employees of kurl-on limited.

□□ Due to time constraint in- depth study was not possible.Due to time constraint in- depth study was not possible.

□□ Employees were hesitant in providing their opinion for few questions.Employees were hesitant in providing their opinion for few questions.

□□ Some of the employees were less informative about their preference.Some of the employees were less informative about their preference.

□□ Temporary workers, contractors and trainees were excluded from theTemporary workers, contractors and trainees were excluded from the

study.study.

REVIEW LITERATURE:REVIEW LITERATURE:

Employee satisfaction is the terminology used to describe whetherEmployee satisfaction is the terminology used to describe whether

employees are happy and contented and fulfilling their desires andemployees are happy and contented and fulfilling their desires and

needs at work. Many measures purport that employee satisfactionneeds at work. Many measures purport that employee satisfaction

is a factor in employee motivation, employee goal achievement,is a factor in employee motivation, employee goal achievement,

and positive employee morale in the workplace.and positive employee morale in the workplace.

EmployeeEmployee satisfactionsatisfaction is a measure of how happy workers are with is a measure of how happy workers are with

their job and working environment. Keeping morale high amongtheir job and working environment. Keeping morale high among

workers can be of tremendous benefit to any company, as happyworkers can be of tremendous benefit to any company, as happy

workers will be more likely to produce more, take fewer days off,workers will be more likely to produce more, take fewer days off,

and stay loyal to the company. There are many factors inand stay loyal to the company. There are many factors in

improving or maintaining high improving or maintaining high employeeemployee satisfactionsatisfaction, which wise, which wise

employers would do well to implement.employers would do well to implement.

The backbone of The backbone of employeeemployee satisfactionsatisfaction is respect for workers and is respect for workers and

the job they perform. In every interaction with management,the job they perform. In every interaction with management,

employees should be treated with courtesy and interest. An easyemployees should be treated with courtesy and interest. An easy

avenue for employees to discuss problems with upper managementavenue for employees to discuss problems with upper management

should be maintained and carefully monitored. Even ifshould be maintained and carefully monitored. Even if

management cannot meet all the demands of employees, showingmanagement cannot meet all the demands of employees, showing

workers that they are being heard and putting honest dedicationworkers that they are being heard and putting honest dedication

into compromising will often help to improve morale.into compromising will often help to improve morale.

Importance:Importance:






break thought that allows a company to grow and changebreak thought that allows a company to grow and change


Importance of employee satisfaction for organizationImportance of employee satisfaction for organization

• Enhance • Enhance employee retentionemployee retention..

• Increase productivity.• Increase productivity.

• Increase customer satisfaction• Increase customer satisfaction

• Reduce turnover, • Reduce turnover, recruitingrecruiting, and training costs., and training costs.

• Enhance • Enhance customer satisfaction and loyaltycustomer satisfaction and loyalty..

• More energetic employees.• More energetic employees.

• Improve teamwork.• Improve teamwork.

• Higher quality products and/or services due to more competent, • Higher quality products and/or services due to more competent,

energized employees.energized employees.

2. Importance of employee satisfaction for employee2. Importance of employee satisfaction for employee

• Employ will believe that the organization will be satisfying in • Employ will believe that the organization will be satisfying in

the long runthe long run

• They will care about the quality of their work.• They will care about the quality of their work.

• They will create and deliver superior value to the customer.• They will create and deliver superior value to the customer.

• They are more committed to the organization.• They are more committed to the organization.

• Their works are more productive.• Their works are more productive.

Factors influencing employee satisfaction:Factors influencing employee satisfaction:

1. The work itself: the content of the work itself is a major source1. The work itself: the content of the work itself is a major source

of satisfaction. Some of the most important ingredients ofof satisfaction. Some of the most important ingredients of

satisfying job include interesting and challenging work, that is notsatisfying job include interesting and challenging work, that is not

boring and a job that provides status.boring and a job that provides status.

2. Pay: wages and salaries are recognized to be a significant, but2. Pay: wages and salaries are recognized to be a significant, but

complex factor in employee satisfaction. Employees often see paycomplex factor in employee satisfaction. Employees often see pay

as a reflection of how management views their contribution to theas a reflection of how management views their contribution to the

organization. Fringe benefits are also important. However researchorganization. Fringe benefits are also important. However research

indicates if employees are allowed some flexibility in choosing theindicates if employees are allowed some flexibility in choosing the

type of benefits they prefer within a total package, called a flexibletype of benefits they prefer within a total package, called a flexible

benefits plan, there is a significant increase in both benefitbenefits plan, there is a significant increase in both benefit

satisfaction and overall job satisfaction.satisfaction and overall job satisfaction.

3. Promotions: promotional opportunities seem to have a varying3. Promotions: promotional opportunities seem to have a varying

effect on job satisfaction. this is because promotions take a numbereffect on job satisfaction. this is because promotions take a number

of different forms and have a variety of accompanying rewards .forof different forms and have a variety of accompanying rewards .for

example , individuals who are promoted on the basis of seniorityexample , individuals who are promoted on the basis of seniority

often experience job satisfaction but not as much as those who areoften experience job satisfaction but not as much as those who are

promoted on the basis of performance.promoted on the basis of performance.

4. Supervision: Supervision is another moderately important source4. Supervision: Supervision is another moderately important source

of job satisfaction .there is two dimensions of supervisory styleof job satisfaction .there is two dimensions of supervisory style

that affect job satisfaction. One is employee centeredness, which isthat affect job satisfaction. One is employee centeredness, which is

measured by the degree to which a supervisor takes a personalmeasured by the degree to which a supervisor takes a personal

interest in the employee’s welfare. it commonly is manifested ininterest in the employee’s welfare. it commonly is manifested in

ways such as checking to see how well the subordinate is doing,ways such as checking to see how well the subordinate is doing,

providing advise and assistance to the individual andproviding advise and assistance to the individual and

communicating with the workers on personal as well as an officialcommunicating with the workers on personal as well as an official

level.level.

The other dimension is participation or influence. In most cases,The other dimension is participation or influence. In most cases,

this approach leads to higher job satisfaction. For examplethis approach leads to higher job satisfaction. For example

comprehensive Meta- analysis concluded that participation thuscomprehensive Meta- analysis concluded that participation thus

has a positive effect on job satisfaction.has a positive effect on job satisfaction.

5. Work group: The nature of the work group will have an effect5. Work group: The nature of the work group will have an effect

on employee satisfaction. The work group serves as a source ofon employee satisfaction. The work group serves as a source of

support, comfort, advice and assistance to the individual worker. Asupport, comfort, advice and assistance to the individual worker. A

“good ’’ work group makes the job more enjoyable. However, this“good ’’ work group makes the job more enjoyable. However, this

factor is essential to job satisfaction.factor is essential to job satisfaction.

6. Working conditions: working conditions are another factor that6. Working conditions: working conditions are another factor that

has a modest effect on employee satisfaction. .if the workinghas a modest effect on employee satisfaction. .if the working

conditions are good, personnel will find it easier to carry out theirconditions are good, personnel will find it easier to carry out their

jobs. If the working conditions are poor, personnel will find itjobs. If the working conditions are poor, personnel will find it

difficult to get things done.difficult to get things done.

FACTORS INFLUENCING EMPLOYEE SATISFACTIONFACTORS INFLUENCING EMPLOYEE SATISFACTION

Theories on employee SatisfactionTheories on employee Satisfaction

Need Theories (Maslow)Need Theories (Maslow)

Two-Factory Theory (Herzberg)Two-Factory Theory (Herzberg)

3.3. MotivatorsMotivators

4.4. Hygiene FactorsHygiene Factors

McClelland's Need TheoryMcClelland's Need Theory

4.4. Need for AchievementNeed for Achievement

5.5. Need for AffiliationNeed for Affiliation

6.6. Need for ControlNeed for Control

Work Itself

Pay

Promotion

Supervision

Work Group

Working Condition

Job Characteristics Model (Hackman & Oldham)Job Characteristics Model (Hackman & Oldham)

5.5. Job RotationJob Rotation

6.6. Job EnlargementJob Enlargement

7.7. Job EnrichmentJob Enrichment

8.8. Self-Directed Work TeamsSelf-Directed Work Teams

ADVANTAGE OF EMPLOYEE SATISFACTIONADVANTAGE OF EMPLOYEE SATISFACTION






breakthroughs that allows a company to grow and changebreakthroughs that allows a company to grow and change


DRIVERS OF EMPLOYEE SATISFACTIONDRIVERS OF EMPLOYEE SATISFACTION

Employee satisfaction looks at drivers like pay equity and jobEmployee satisfaction looks at drivers like pay equity and job

security, employee engagement looks into professionalsecurity, employee engagement looks into professional

development, personal accomplishment, work/life balance anddevelopment, personal accomplishment, work/life balance and

ability to influence company’s direction.ability to influence company’s direction.

A satisfied employee may be seen as being satisfied with pay,A satisfied employee may be seen as being satisfied with pay,

benefits, supervisor, working conditions, etc. Going beyond merebenefits, supervisor, working conditions, etc. Going beyond mere

satisfaction, an employee may be seen as Committed. Asatisfaction, an employee may be seen as Committed. A

Committed employee is someone who is not considering leavingCommitted employee is someone who is not considering leaving

the organization. Engaged employees go even further and becomethe organization. Engaged employees go even further and become

advocates for their organization.advocates for their organization.

The three main areas in which employee engagement is mostThe three main areas in which employee engagement is most

commonly measured include cognitive, emotional and behavioral.commonly measured include cognitive, emotional and behavioral.

The list of drivers is extensive and multiple approaches exist.The list of drivers is extensive and multiple approaches exist.

Drivers are further influenced by culture, so what applies in oneDrivers are further influenced by culture, so what applies in one

part of the world may not hold true for another.part of the world may not hold true for another.

The 8 drivers are:The 8 drivers are:

Intention to stay in a jobIntention to stay in a job

Inter-unit coordinationInter-unit coordination

Skill varietySkill variety

Customer serviceCustomer service

Less role conflictLess role conflict

Appropriate trainingAppropriate training

AutonomyAutonomy

Personal powerPersonal power

CONSEQUENCES OF DISSATISFACTION:CONSEQUENCES OF DISSATISFACTION:

7.7. Lack of satisfaction leads to increased rate of turnover.Lack of satisfaction leads to increased rate of turnover.

8.8. Poor job performance.Poor job performance.

9.9. Increase in complaints and grievances.Increase in complaints and grievances.

10.10. Increased conflicts in the work place.Increased conflicts in the work place.

11.11. More scope for strikes and lockouts.More scope for strikes and lockouts.

12.12. Disturbs the stability.Disturbs the stability.

CONSEQUENCES OF DISSATISFACTIONCONSEQUENCES OF DISSATISFACTION

Lack of satisfaction leads to increased rate of turnover

Increase in complaints and grievances

Poor job performance

Increased conflicts in the work place

More scope for strikes and lockouts

Disturbs the stability.

STEPS TO IMPROVE EMPLOYEE SATISFACTIONSTEPS TO IMPROVE EMPLOYEE SATISFACTION::

Employee satisfaction plays a significant role in the organization.Employee satisfaction plays a significant role in the organization.

Therefore managers should take concrete step to improve the levelTherefore managers should take concrete step to improve the level

of employee satisfaction. These steps may be in the form of:of employee satisfaction. These steps may be in the form of:

Job redesigning to make the job more interesting and challenging.

Improving quality of work life.

Improving overall organizational climate

Linking rewards with performance

Better inter personal relationships

Provision of suitable promotion opportunities

Creation of facilities for training

Cordial superior subordinate relationship

Provision of suitable incentives and social security benefits

RESEARCH METHODOLOGYRESEARCH METHODOLOGY

Research means a search for knowledge. It is defined as theResearch means a search for knowledge. It is defined as the

objective and formal process of system obtaining, analyzing andobjective and formal process of system obtaining, analyzing and

interpreting data for actionable decision making.interpreting data for actionable decision making.

1. 1. RESEARCH DESIGN:RESEARCH DESIGN: A research design is the arrangement A research design is the arrangement

of conditions for collection and analysis of data in a matter thatof conditions for collection and analysis of data in a matter that

aims to combine relevance to the research purpose with economyaims to combine relevance to the research purpose with economy

in procedure. It is the conceptual structure within which it isin procedure. It is the conceptual structure within which it is

conducted. It constitutes the blue print for the collection,conducted. It constitutes the blue print for the collection,

measurement and analysis of data.measurement and analysis of data.

The research design used to analyze the data in the study wasThe research design used to analyze the data in the study was

“DESCRIPTIVE DATA DESIGN” .Descriptive research studies“DESCRIPTIVE DATA DESIGN” .Descriptive research studies

are those studies which are concerned with describing theare those studies which are concerned with describing the

characteristics of a particular individual or a group .in this study,characteristics of a particular individual or a group .in this study,

the information provided by the respondents has been analyzed tothe information provided by the respondents has been analyzed to

study the study the level of employee satisfaction at kurlon.study the study the level of employee satisfaction at kurlon.

2. DATA COLLECTION:2. DATA COLLECTION: Data collection is more of an art than Data collection is more of an art than

science. The accuracy of collected data is of great significance forscience. The accuracy of collected data is of great significance for

drawing correct and valid conclusions from the investigations.drawing correct and valid conclusions from the investigations.

Primary data – primary data are those which are called a fresh andPrimary data – primary data are those which are called a fresh and

for the first time and therefore, it is first hand information. For thefor the first time and therefore, it is first hand information. For the

purpose of the study data has been collected from the respondentspurpose of the study data has been collected from the respondents

through a structured questionnaire.through a structured questionnaire.

Secondary data - secondary data means data which are alreadySecondary data - secondary data means data which are already

available i.e. they refer to data which has already been collectedavailable i.e. they refer to data which has already been collected

for the first time from companies record, websites and books.for the first time from companies record, websites and books.

3. RESEARCH INSTRUMENT:3. RESEARCH INSTRUMENT: Research study adopted in the Research study adopted in the

study is “questionnaire” which was helpful in deriving thestudy is “questionnaire” which was helpful in deriving the

response of the respondents.response of the respondents.

A questionnaire consists of a number of questionsA questionnaire consists of a number of questions

printed or typed in a definite order or on a form or a set of forms.printed or typed in a definite order or on a form or a set of forms.

Quite often questionnaire is considered as the heart of a surveyQuite often questionnaire is considered as the heart of a survey

operation. Hence it should be carefully structured.operation. Hence it should be carefully structured.

4. SAMPLING PLAN:4. SAMPLING PLAN:

SAMPLE UNIVERSE: The sample universe of the study was theSAMPLE UNIVERSE: The sample universe of the study was the

employees of kurl on limited.employees of kurl on limited.

Sample frame: the group of units which forms the basis ofSample frame: the group of units which forms the basis of

sampling process is known as sampling units. A list containing allsampling process is known as sampling units. A list containing all

sampling units is known as sampling frame. The sample frame ofsampling units is known as sampling frame. The sample frame of

the study was the employees of kurl on limited.the study was the employees of kurl on limited.

SAMPLE METHODSAMPLE METHOD: in the sample method convenient sampling: in the sample method convenient sampling

method was adopted. This sampling method involves purposive ormethod was adopted. This sampling method involves purposive or

deliberate selection of particular units of the universe fordeliberate selection of particular units of the universe for

constituting a sample, which represent universe. In other word theconstituting a sample, which represent universe. In other word the

researcher select the easiest population members. From which toresearcher select the easiest population members. From which to

obtain information. The researcher uses his or her judgment toobtain information. The researcher uses his or her judgment to

select population members who are good prospects for accurateselect population members who are good prospects for accurate

information.information.

SAMPLE UNIT:SAMPLE UNIT:

The elementary unit or the group or cluster of sample frame mayThe elementary unit or the group or cluster of sample frame may

form the basis of sampling process, in which case they are calledform the basis of sampling process, in which case they are called

as sampling units.as sampling units.

Each employee selected for the survey and to whom theEach employee selected for the survey and to whom the

questionnaire was distributed forms the sample unit.questionnaire was distributed forms the sample unit.

SAMPLE SIZESAMPLE SIZE::

Size of the sample refers to the number of sampling units selectedSize of the sample refers to the number of sampling units selected

from the universe for investigation. The sample size of 100from the universe for investigation. The sample size of 100

workers has been taken.workers has been taken.

Statistical tools used for the analysis of the data:Statistical tools used for the analysis of the data:

Data collected by the issue of questionnaire has been analyzedData collected by the issue of questionnaire has been analyzed

using following statistical tools. The statistical tools used for theusing following statistical tools. The statistical tools used for the

analysis of data are:analysis of data are:

SIMPLE PERCENTAGE METHODSIMPLE PERCENTAGE METHOD: This method shoes the: This method shoes the

entire population in terms of percentage. It reveals the number ofentire population in terms of percentage. It reveals the number of

belonging in a particular category or the number of peoplebelonging in a particular category or the number of people

preferring a particular thing etc…in terms of percentage. Thepreferring a particular thing etc…in terms of percentage. The

formula used to compute percentage analysis is:formula used to compute percentage analysis is:

Percentage of the respondents = Percentage of the respondents = No of respondentsNo of respondents*100*100

Total respondentsTotal respondents

Here percentage method is used to find the employees level ofHere percentage method is used to find the employees level of

satisfaction.satisfaction.

CHAPTER IV

DATAANALYSISAND

INTERPRETATION

DATA ANALYSIS AND INTERPRETATIONDATA ANALYSIS AND INTERPRETATION

1.21.2 Table showing age group of the respondentsTable showing age group of the respondents

Age groupAge group No of respondentNo of respondent PercentagePercentageBelow 20 yearsBelow 20 years 1414 141420 to 40 years20 to 40 years 7676 7676Above 40 yearsAbove 40 years 1010 1010TotalTotal 100100 100100


From the above table it is interpreted that out of 50 respondents From the above table it is interpreted that out of 50 respondents 14% of respondents belong to the group of below 20 years, 76% of14% of respondents belong to the group of below 20 years, 76% of respondents belong to age group of 20to40years and remaining respondents belong to age group of 20to40years and remaining 10% of respondents are 40year and above.10% of respondents are 40year and above.


Majority of respondents belong to age group of 20-40 years.Majority of respondents belong to age group of 20-40 years.

CHART-1CHART-1

Below 20 years14%

20 to 40 years76%

Above 40 years10%

AGE OF RESPONDENTS

1.2 Table 1.2 Table showing the gender of the respondentsshowing the gender of the respondents

GENDERGENDER NUMBER OF NUMBER OF RESPONDENTSRESPONDENTS

PERCENTAGEPERCENTAGE

MALEMALE 7676 7676FEMALEFEMALE 2424 2424TOTALTOTAL 100100 100100

INTERPRETATION:INTERPRETATION:

From the above table it is interpreted that 76% of the respondents From the above table it is interpreted that 76% of the respondents are male employees and 24% of respondents are female workers at are male employees and 24% of respondents are female workers at kurlon.kurlon.

INFERENCE:INFERENCE:

Majority of the respondents are male workers at kurlon .4.3 Table Majority of the respondents are male workers at kurlon .4.3 Table showing the respondents classification on the basis of educational showing the respondents classification on the basis of educational qualificationqualification

CHART-2CHART-2

MALE FEMALE0

10

20

30

40

50

60

70

80

GENDER OF RESPONDENTS

4.4.3Table showing the respondent’s classification on the basis of 3Table showing the respondent’s classification on the basis of educational qualificationeducational qualification

..

QualificationQualification No.of.respondentsNo.of.respondents PercentagePercentageSslcSslc 66 66Higher secondaryHigher secondary 2020 2020GraduateGraduate 7474 7474TotalTotal 100100 100100


From the above table it is interpreted that 6% of the respondents From the above table it is interpreted that 6% of the respondents are sslc, 20% of respondents are higher secondary and 74% of are sslc, 20% of respondents are higher secondary and 74% of respondents are graduate.respondents are graduate.

Inference:Inference:Majority of respondents are graduate.Majority of respondents are graduate.

CHART-3CHART-3

6%

20%

74%

QUALIFICATION OF RESPONDENTSslc Higher secondary Graduate

4.4 Table showing marital status of the employees.4.4 Table showing marital status of the employees.

Marital statusMarital status No.of.respondentNo.of.respondent PercentagePercentage

Married Married 3030 3030UnmarriedUnmarried 7070 7070TotalTotal 100100 100100

Interpretation:Interpretation:From the above table it is interpreted that 30% of the respondents From the above table it is interpreted that 30% of the respondents are married and 70% of respondents are unmarried.are married and 70% of respondents are unmarried.

Inference:Inference:Majority of respondents are unmarriedMajority of respondents are unmarried..

CHART-4CHART-4

Married Unmarried

0

10

20

30

40

50

60

70

MARITAL STATUS OF RESPONDENTS

Percentage

Axis Title

Axis Title

44.5 Table showing the experience of the respondents.5 Table showing the experience of the respondents

years of experienceyears of experience No of respondentsNo of respondents PercentagePercentageLess than 5 yearsLess than 5 years 6464 64645years to 10years5years to 10years 2626 262610 years and above10 years and above 1010 1010TotalTotal 100100 100100

Interpretation:Interpretation:From the above table it is interpreted that 64% of the respondents From the above table it is interpreted that 64% of the respondents have an experience of less than 5 years, 26% of the respondents have an experience of less than 5 years, 26% of the respondents have an experience of 5years-10years and 10%of respondents havehave an experience of 5years-10years and 10%of respondents have an experience of 10 years and more.an experience of 10 years and more.


Majority of respondents have an experience of less than 5 years.Majority of respondents have an experience of less than 5 years.

CHART-5CHART-5

Less than 5 years

5years to 10years

10 years and above

0 10 20 30 40 50 60 70

YEARS OF EXPERIENCE

4.6 4.6 Table showing the income of the respondentsTable showing the income of the respondents

Income Income No of respondentsNo of respondents PercentagePercentageBelow 8000rsBelow 8000rs 2424 24248000rs-15000rs8000rs-15000rs 6060 606015000rs and above15000rs and above 1616 1616totaltotal 100100 100100

Interpretation:Interpretation:From the above table it is interpreted that 24% of the respondents From the above table it is interpreted that 24% of the respondents receive an income of Rs 8000, 60% of the respondents receive an receive an income of Rs 8000, 60% of the respondents receive an income between Rs 8000 to 15000 and 16%of respondents receive income between Rs 8000 to 15000 and 16%of respondents receive an income of rs15000 and more.an income of rs15000 and more.


Majority of respondents receive an income between rs8000 to Majority of respondents receive an income between rs8000 to rs15000rs15000

CHART-6CHART-6

24%

60%

16%

INCOME OF THE RESPONDENTSBelow 8000rs 8000rs-15000rs 15000rs and above

44.7 Table showing whether the employees are satisfied with the .7 Table showing whether the employees are satisfied with the timing of the shift in the company.timing of the shift in the company.

OptionOption No.of.respondentNo.of.respondent PercentagePercentageYesYes 7272 7272NoNo 2828 2828totaltotal 100100 100100


From the above table it is interpreted that 72% of the respondents From the above table it is interpreted that 72% of the respondents are satisfied and 28% of respondents are not satisfied with the are satisfied and 28% of respondents are not satisfied with the timing of the shift in the company.timing of the shift in the company.


Majority of respondents are satisfied with the timing of the shift in Majority of respondents are satisfied with the timing of the shift in the company.the company.

CHART-7CHART-7

72%

28%

EMPLOYEE'S SATISFACTION WITH THE TIME OF THE SHIFT

YesNo

4.8 Table showing the opinion of the respondents regarding4.8 Table showing the opinion of the respondents regarding supervision in kurlonsupervision in kurlon

optionoption No.of.respondentNo.of.respondent PercentagePercentageNormalNormal 2424 2424StrictStrict 7070 7070Very strictVery strict 66 66TotalTotal 100100 100100


From the above table it is interpreted that 24% of the respondentsFrom the above table it is interpreted that 24% of the respondents feels the supervision at kurlon is normal, 70% of respondents feelfeels the supervision at kurlon is normal, 70% of respondents feel the supervision pattern is strict and 6% of respondent feels thethe supervision pattern is strict and 6% of respondent feels the supervision at kurlon is very strict.supervision at kurlon is very strict.


Majority of respondents feel that the supervision at kurlon is strict.Majority of respondents feel that the supervision at kurlon is strict.

CHART-8CHART-8

Normal

Strict

Very strict

0 10 20 30 40 50 60 70

OPINION ON THE SUPERVISION

Axis Title

4.9 Table showing the incentives preferred by the respondents4.9 Table showing the incentives preferred by the respondents

IncentivesIncentives No.of.respondentsNo.of.respondents PercentagePercentagecommissioncommission 7070 7070allowanceallowance 88 88bonusbonus 3232 3232totaltotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 70%of respondentsFrom the above table it is interpreted that 70%of respondents prefer incentives in the form of commission, 8%of respondentsprefer incentives in the form of commission, 8%of respondents prefer allowance and 22%of respondents prefer bonus.prefer allowance and 22%of respondents prefer bonus.

Inference:Inference:Majority of respondents prefer commission in kurl-on.Majority of respondents prefer commission in kurl-on.

CHART-9CHART-9

commission

allowance

bonus

0 10 20 30 40 50 60 70

commission; 70

allowance; 8

bonus; 32

INCENTIVE PREFERRED BY EMPLOYEE

4.10 Table showing whether the respondents are satisfied with the4.10 Table showing whether the respondents are satisfied with the pay packagepay package


INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 46% of respondents areFrom the above table it is interpreted that 46% of respondents are satisfied with their pay package whereas 54%of respondents aresatisfied with their pay package whereas 54%of respondents are not satisfied with their pay package.not satisfied with their pay package.


CHART-10CHART-10

46%

54%

SATISFACTION WITH PAY PACKAGEYes No

4.11 Table showing the opinions of respondents regarding their job4.11 Table showing the opinions of respondents regarding their job

OptionsOptions No of respondentsNo of respondents PercentagePercentageChallengingChallenging 7676 7676MonotonousMonotonous 1616 1616StressfulStressful 88 88totaltotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 76%of respondents feelFrom the above table it is interpreted that 76%of respondents feel that their job is challenging, 16%of respondent’s feel that their jobthat their job is challenging, 16%of respondent’s feel that their job is monotonous and 8%of respondents feel that the job is stressful.is monotonous and 8%of respondents feel that the job is stressful.

Inference:Inference:Majority of respondents feel that their job is challenging.Majority of respondents feel that their job is challenging.

CHART-11CHART-11

Challenging Monotonous Stressful

76

16

8

OPINION REGARDING JOB

4.12 Table showing the satisfaction level of respondents4.12 Table showing the satisfaction level of respondents regarding the work environment.regarding the work environment.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentage

Highly satisfiedHighly satisfied 2424 2424SatisfiedSatisfied 6060 6060DissatisfiedDissatisfied 1616 1616Highly dissatisfiedHighly dissatisfied NilNil NilNilTotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 24% of respondents areFrom the above table it is interpreted that 24% of respondents are highly satisfied with the work environment 60%of respondents arehighly satisfied with the work environment 60%of respondents are satisfied 16% of respondents are dissatisfied and none of thesatisfied 16% of respondents are dissatisfied and none of the respondents are highly dissatisfied with the work environment.respondents are highly dissatisfied with the work environment.


CHART-12CHART-12

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied

010

2030

4050

60

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied; 0

SATISFACTION LEVEL ON JOB ENVIRONMENT

4.13Table showing whether company is concerned with the long4.13Table showing whether company is concerned with the long term welfare of the company.term welfare of the company.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageAgreeAgree 4545 4545DisagreeDisagree 2121 2121Neither agree norNeither agree nor disagreedisagree

3434 3434


INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 45% of respondentsFrom the above table it is interpreted that 45% of respondents agree that kurl on is concerned with there long term welfare, whileagree that kurl on is concerned with there long term welfare, while 21% disagree and 34% neither agree nor disagree.21% disagree and 34% neither agree nor disagree.

INFERENCE:INFERENCE:Majority of respondents agree that kurl on is concerned for thereMajority of respondents agree that kurl on is concerned for there long term welfare.long term welfare.

CHART-13CHART-13

Agree Disagree Neiher agreee nor disagree

05

1015202530354045

Company concerned for long term welfare of employees

4.14Table showing whether the respondents are satisfied with the4.14Table showing whether the respondents are satisfied with the training provided for there current job. training provided for there current job.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageAgreeAgree 4242 4242DisagreeDisagree 2828 2828Neither Agree norNeither Agree nor disagreedisagree

3030 3030


INTERPRETATION:INTERPRETATION:It is interpreted that 42% respondents agree that they are satisfiedIt is interpreted that 42% respondents agree that they are satisfied with there current job training, while 28% don’t and rest neitherwith there current job training, while 28% don’t and rest neither agree nor disagree.agree nor disagree.

INFERENCE:INFERENCE:Majority of respondents are satisfied with the current job training.Majority of respondents are satisfied with the current job training.

CHART-14CHART-14

Agree Disagree Neither Agree nor disagree0

5

10

15

20

25

30

35

40

45

SATISFIED WITH THE CURRENT JOB TRAINING

4.15Table showing importance on the performance of top4.15Table showing importance on the performance of top management.management.


1212 1212


INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 66% of respondents feelFrom the above table it is interpreted that 66% of respondents feel that performance of top management is important, while 22% don’tthat performance of top management is important, while 22% don’t feel so and the rest 12% neither feel it important nor unimportant.feel so and the rest 12% neither feel it important nor unimportant.

INFERENCE:INFERENCE:Majority of respondents feel that the performance of the topMajority of respondents feel that the performance of the top management is important.management is important.

CHART-15CHART-15

66%

22%

12%

IMPORTANCE OF TOP MANAGEMENT PERFORMANCE


4.16Table showing importance of fair treatment to all employees 4.16Table showing importance of fair treatment to all employees


1212 1212


INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 66% of respondents feelFrom the above table it is interpreted that 66% of respondents feel that fair treatment to all employees is important, while 22% don’tthat fair treatment to all employees is important, while 22% don’t feel so and the rest 12% neither feel it important nor unimportant.feel so and the rest 12% neither feel it important nor unimportant.

INFERENCE:INFERENCE:Majority of respondents feel that fair treatment to employee is ofMajority of respondents feel that fair treatment to employee is of most important.most important.

CHART-16CHART-16

66%

22%

12%

Importance of fair treatment to all employees


44.17Table showing opinion (rate) on dealing with employees.17Table showing opinion (rate) on dealing with employees problems fairly.problems fairly.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageExcellentExcellent 1515 1515GoodGood 4343 4343FairFair 2020 2020PoorPoor 2222 2222TotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 43% of respondents rateFrom the above table it is interpreted that 43% of respondents rate company good in dealing with employees problem fairly, whilecompany good in dealing with employees problem fairly, while 22% rate poor and 15% rate excellent.22% rate poor and 15% rate excellent.

INFERENCE:INFERENCE:Majority of respondents rate kurl on good on dealing employeesMajority of respondents rate kurl on good on dealing employees problems freely.problems freely.

CHART-17CHART-17

Excellent

Good

Fair

Poor

0 5 10 15 20 25 30 35 40 45

Opinion(rate) on dealing with employees prob-lems fairly

4.18 Table showing opinion (rate) on kurl-on business prospects4.18 Table showing opinion (rate) on kurl-on business prospects in next 5 years.in next 5 years.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageExcellentExcellent 1717 1717GoodGood 6363 6363PoorPoor 2020 2020TotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 63% of respondents feelsFrom the above table it is interpreted that 63% of respondents feels good on kurl-on business prospects in next 5 years, while 17%good on kurl-on business prospects in next 5 years, while 17% feels excellent and the rest 20% feels it poor.feels excellent and the rest 20% feels it poor.

CHART-18CHART-18

0.5 1 1.5 2 2.5 3 3.5

17

63

20

opinion(rate) on kurl-on business prospects in next 5 years

4.19Table showing whether the respondents are satisfied with the4.19Table showing whether the respondents are satisfied with the company’s grievance redressal.company’s grievance redressal.


INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 92% of respondents areFrom the above table it is interpreted that 92% of respondents are satisfied with the company’s grievance redressal proceduresatisfied with the company’s grievance redressal procedure whereas 8%of respondents are not satisfied with it.whereas 8%of respondents are not satisfied with it.

Inference:Inference:Majority of respondents are satisfied with the company’s grievanceMajority of respondents are satisfied with the company’s grievance redressal procedure.redressal procedure.

CHART-19CHART-19

Yes

No

0 10 20 30 40 50 60 70 80 90 100

SATISFACTION ON GRIEVANCE REDRESSAL PPROCEDURE

4.20 4.20 Table showing the opinions of the respondents regardingTable showing the opinions of the respondents regarding employer-employee relationship.employer-employee relationship.

OptionsOptions No.of.respondentsNo.of.respondents PercentagePercentageHighly satisfiedHighly satisfied 2424 2424SatisfiedSatisfied 6060 6060DissatisfiedDissatisfied 1616 1616Highly dissatisfiedHighly dissatisfied NilNil NilNilTotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 24% of respondents areFrom the above table it is interpreted that 24% of respondents are highly satisfied with the work environment, 60%of respondents arehighly satisfied with the work environment, 60%of respondents are satisfied, 16% of respondents are dissatisfied and none of thesatisfied, 16% of respondents are dissatisfied and none of the respondents are highly dissatisfied. respondents are highly dissatisfied.

Inference:Inference:Majority of respondents are satisfied with the employer-employeeMajority of respondents are satisfied with the employer-employee relationship.relationship.

CHART-20CHART-20

Highly satisfied Satisfied Dissatisfied Highly dissatisfied0

10

20

30

40

50

60

70

24

60

16

0

OPINION ON EMPLOYER-EMPLOYEE RELA-TIONSHIP

44.21 Table showing whether the respondents are allowed to.21 Table showing whether the respondents are allowed to participate in decision making in their level of operation.participate in decision making in their level of operation.


INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 40% of respondent areFrom the above table it is interpreted that 40% of respondent are allowed to participate in decision making in their level of operationallowed to participate in decision making in their level of operation whereas 60%of respondents are not allowed to take any such decision.whereas 60%of respondents are not allowed to take any such decision.

Inference:Inference:Only few of respondents are allowed to participate in decision makingOnly few of respondents are allowed to participate in decision making in their level of operation.in their level of operation.

CHART-21CHART-21

Yes

No

0 10 20 30 40 50 60 70

WORKERS PARTICIPATION IN DECISION MAK-ING

Axis Title

4.22 Tables showing the opinion of respondents about peer-group4.22 Tables showing the opinion of respondents about peer-group relationship.relationship.

OptionOption No. of respondentsNo. of respondents PercentagePercentageEncouraging andEncouraging and cooperativecooperative

7474 7474

Discouraging andDiscouraging and non-supportivenon-supportive

1616 1616

Non-interactiveNon-interactive 1010 1010TotalTotal 100100 100100

Interpretation:Interpretation:From the above table it is interpreted that 74% of respondents feelFrom the above table it is interpreted that 74% of respondents feel that peers are encouraging and cooperative, 16%of respondents feelthat peers are encouraging and cooperative, 16%of respondents feel they are discouraging and non-supportive whereas 5% of respondentsthey are discouraging and non-supportive whereas 5% of respondents feel they are non-interactive.feel they are non-interactive.

Inference:Inference:Majority of the respondents feel that peer-group members in kurl-onMajority of the respondents feel that peer-group members in kurl-on are encouraging and co-operative.are encouraging and co-operative.

CHART-22CHART-22

Encourag

ing and co

operative

Discourag

ing and non-su

pportive

Non-inter

active

74 16 10

OPINION ON PEER GROUP

4.23 Table showing the overall satisfaction of respondents regarding4.23 Table showing the overall satisfaction of respondents regarding their jobtheir job

optionsoptions No.of.respondentsNo.of.respondents PercentagePercentageHighly satisfiedHighly satisfied 2424 2424SatisfiedSatisfied 7676 7676DissatisfiedDissatisfied nilnil nilnilHighly dissatisfiedHighly dissatisfied NilNil NilNilTotalTotal 100100 100100

INTERPRETATION:INTERPRETATION:From the above table it is interpreted that 24% of respondents areFrom the above table it is interpreted that 24% of respondents are highly satisfied, 76%of respondents are satisfied, and none of thehighly satisfied, 76%of respondents are satisfied, and none of the respondents are dissatisfied with their job.respondents are dissatisfied with their job.

Inference:Inference:Majority of respondents are satisfied with their job.Majority of respondents are satisfied with their job.

CHART-23CHART-23

0.5 1 1.5 2 2.5 3 3.5 4 4.50

10

20

30

40

50

60

70

80

24

76

0 0

OVERALL ACHIEVEMENT OF JOB

FIFINDINGS:NDINGS:

1. Majority of the respondents possess work experience of less than 51. Majority of the respondents possess work experience of less than 5

yearsyears

2. Majority of the respondents are satisfied with the timings of the2. Majority of the respondents are satisfied with the timings of the

shifts of the company.shifts of the company.

3. Study reveals that majority of respondents belong to the age group3. Study reveals that majority of respondents belong to the age group

of 20-40 years.of 20-40 years.

4. It is observed that supervision at kurl-on is strict4. It is observed that supervision at kurl-on is strict

5. Majority of respondent prefer commission in the form of incentives5. Majority of respondent prefer commission in the form of incentives

in kurl-on.in kurl-on.

6. Only few respondents are satisfied with their pay package and are6. Only few respondents are satisfied with their pay package and are

not allowed to take part in decision making.not allowed to take part in decision making.

7. Study reveals that majority of respondents feel that their job is7. Study reveals that majority of respondents feel that their job is

challenging.challenging.

8. Study reveals that majority of respondents are satisfied with the8. Study reveals that majority of respondents are satisfied with the

work environment.work environment.

9. Study reveals that majority of the respondents feels that company9. Study reveals that majority of the respondents feels that company

thinks for long term welfare of the employees,thinks for long term welfare of the employees,

10. Majority of respondents believes that the performance of top10. Majority of respondents believes that the performance of top

management is important.management is important.

11. It is observed that many respondents feels that treating employees11. It is observed that many respondents feels that treating employees

fairly and equally is of prime importance.fairly and equally is of prime importance.

12. Majority of respondents feels that the kurl-on will have good12. Majority of respondents feels that the kurl-on will have good

business prospects in next 5 years.business prospects in next 5 years.

13. The most advantageous findings so that the company is doing13. The most advantageous findings so that the company is doing

good is dealing with employees problems.good is dealing with employees problems.

14. It is observed that there were mix opinion on satisfaction14. It is observed that there were mix opinion on satisfaction

regarding job training for current job.regarding job training for current job.

15.It is observed that majority of respondents are satisfied with the15.It is observed that majority of respondents are satisfied with the

company’s grievance redressal.company’s grievance redressal.

16. Majority of respondents are satisfied with their employers.16. Majority of respondents are satisfied with their employers.

17. Study reveals that majority of respondents feel that their peer-17. Study reveals that majority of respondents feel that their peer-

group relationship is encouraging and co-operative.group relationship is encouraging and co-operative.

18. Majority of respondents are satisfied with their jobs on an overall18. Majority of respondents are satisfied with their jobs on an overall

basis.basis.

19. There is significant relationship between type of job and gender.19. There is significant relationship between type of job and gender.

SUGGESTIONS:SUGGESTIONS:

1. The company can still improve its organizations climate.1. The company can still improve its organizations climate.

2. The company can improve the supervision pattern as majority of2. The company can improve the supervision pattern as majority of

respondents feel that supervision is strict.respondents feel that supervision is strict.

3. The company can provide better pay package to the respondents.3. The company can provide better pay package to the respondents.

4. The company can allow the respondents to participate in decision4. The company can allow the respondents to participate in decision

making.making.

5. The management can provide with food allowance, loan facility,5. The management can provide with food allowance, loan facility,

marriage gifts and May Day gifts to the employees as manymarriage gifts and May Day gifts to the employees as many

employees preferred these.employees preferred these.

SUMMARY AND CONCLUSION:SUMMARY AND CONCLUSION:

In today’s competitive world of business, it is very difficult toIn today’s competitive world of business, it is very difficult to

introduce the product, place it, position it and sell it, but all mentionedintroduce the product, place it, position it and sell it, but all mentioned

depends upon the ability of the company to bring out a good product,depends upon the ability of the company to bring out a good product,

place it in the market and sell it. Employees play a very important roleplace it in the market and sell it. Employees play a very important role

in selling the product.in selling the product.

Any organization development is based on the employee’s efficiencyAny organization development is based on the employee’s efficiency

and attitude towards the organizational goals. Thus, satisfaction ofand attitude towards the organizational goals. Thus, satisfaction of

employees will help an organization to attain its goals and theemployees will help an organization to attain its goals and the

company must take steps to determine the level of satisfaction of itscompany must take steps to determine the level of satisfaction of its

employees.employees.

The research design adopted for this study was descriptive method.The research design adopted for this study was descriptive method.

Questionnaire was the main instrument used in the research. TheQuestionnaire was the main instrument used in the research. The

statistical tools used for the study was percentage analysis and chi-statistical tools used for the study was percentage analysis and chi-

squared test.squared test.

The analysis reveals that employees are satisfied with the organizationThe analysis reveals that employees are satisfied with the organization

on an overall basis. However, it is necessary for the company to lookon an overall basis. However, it is necessary for the company to look

into facts like involvement of employees in decision making,into facts like involvement of employees in decision making,

improving supervision and pay package. Thus, the study would beimproving supervision and pay package. Thus, the study would be

useful for the organization in framing its HR policies in future.useful for the organization in framing its HR policies in future.

BIBLIOGRAPHYBIBLIOGRAPHY

BOOKSBOOKS

Gupta .C.B., HUMAN RESOURCES MANAGEMENT Gupta .C.B., HUMAN RESOURCES MANAGEMENT

(2003), 6(2003), 6thth edition, sultan chand & sons. edition, sultan chand & sons.

Kothari.C.R, RESEARCH METHODOLOGY (2005), 2Kothari.C.R, RESEARCH METHODOLOGY (2005), 2ndnd

edition, new age international.edition, new age international.

Robbins.p.stephen, ORGANIZATIONAL BEHAVIOUR Robbins.p.stephen, ORGANIZATIONAL BEHAVIOUR

(2005), 11(2005), 11THTH edition, prentice hall of India ltd. edition, prentice hall of India ltd.

MOTIVATION by Robert.C.BeckMOTIVATION by Robert.C.Beck..

WEBSITESWEBSITES

WWW.wikepedia.comWWW.wikepedia.com

WWW.motivation.co.inWWW.motivation.co.in

WWW.mytravelagent.inWWW.mytravelagent.in

ANNEXURESANNEXURES

A STUDY ON EMPLOYEE SATISFACTION AT KURL-ONA STUDY ON EMPLOYEE SATISFACTION AT KURL-ON

http://WWW.motivation.co.in/

http://WWW.wikepedia.com/

QUESTIONNAIRE:QUESTIONNAIRE:

1.Name:1.Name:

2)Age:2)Age:

□□ Below 20 yearsBelow 20 years

□□ 20-40 years20-40 years

□□ Above 40yearsAbove 40years

3. Gender:3. Gender:□□ MaleMale

□□ femalefemale

4. Qualifications:4. Qualifications:□□ SSLCSSLC

□□ higher secondaryhigher secondary

□□ graduategraduate

5. Marital status:5. Marital status:□□ MarriedMarried

□□ unmarriedunmarried

6. years of experience:6. years of experience:□□ Less than 5 yearsLess than 5 years

□□ 5 to 10 years5 to 10 years

□□ 10 years and above10 years and above

7. Income [monthly]:7. Income [monthly]:□□ a) Below Rs 8000a) Below Rs 8000

□□ Rs 8000 to Rs 15000Rs 8000 to Rs 15000

□□ Rs 15000 & aboveRs 15000 & above

8. Are you satisfied with the time of the shift?8. Are you satisfied with the time of the shift?□□ YesYes

□□ NoNo

9. How according to you is the supervision of the company?9. How according to you is the supervision of the company?□□ NormalNormal

□□ StrictStrict

□□ Very strictVery strict

10. What incentives you would prefer if offered by company?10. What incentives you would prefer if offered by company?□□ CommissionCommission

□□ AllowanceAllowance

□□ BonusBonus

11. Are you satisfied with the pay package provided by company?11. Are you satisfied with the pay package provided by company?□□ YesYes

□□ NoNo

□□12. What’s your opinion regarding the job you perfomed?12. What’s your opinion regarding the job you perfomed?

□□ ChallengingChallenging

□□ MonotonusMonotonus

□□ StressfulStressful

13. What’s your opinion on work environment provided by company?13. What’s your opinion on work environment provided by company?□□ Highly satisfiedHighly satisfied



14. Kurl-on is concerned for long term welfare of employees?14. Kurl-on is concerned for long term welfare of employees?□□ AgreeAgree



15. You are satisfied with the training provided for current job?15. You are satisfied with the training provided for current job?□□ AgreeAgree



16. What is the importance of the performance of top management?16. What is the importance of the performance of top management?□□ ImportantImportant



17. Essential of the fair treatment to all employees?17. Essential of the fair treatment to all employees?□□ ImportantImportant



18. How do you rate company on dealing with employees problem 18. How do you rate company on dealing with employees problem fairlyfairly


□□ GoodGood

□□ FairFair

□□ PoorPoor

19. How do you rate kurl-on the business prospects in next 5 years?19. How do you rate kurl-on the business prospects in next 5 years?□□ ExcellentExcellent

□□ GoodGood

□□ PoorPoor

20. Are you satisfied with the company greviances redressal 20. Are you satisfied with the company greviances redressal procedure?procedure?

□□ YesYes

□□ NoNo

21. How is the employer-employee relationship in the kurl-on?21. How is the employer-employee relationship in the kurl-on?□□ Highly satisfiedHighly satisfied

□□ SatisfiedSatisfied



22. Does employee participation in decision making process is 22. Does employee participation in decision making process is followed?followed?

□□ YesYes

□□ NoNo

23. How is the peer-group relationship in the kirl-on?23. How is the peer-group relationship in the kirl-on?□□ Encouraging and cooperativeEncouraging and cooperative

□□ Discouraging and non-supportiveDiscouraging and non-supportive

□□ Non-interactiveNon-interactive

24. Are you overall satisfied with the job?24. Are you overall satisfied with the job?□□ YesYes

□□ NoNo

Documents

A Study on Employee Satisfaction at Kurl