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7/25/2019 A study on job satisfaction of employees in Meenachil Rubber Marketing and Processing Co-operative Society Ltd
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CHAPTER 1
INTRODUCTION
The work place is getting highly complex with the passage of time. It is due to
multitude of reasons. Employee satisfaction towards their job constitutes the successof societies. It is eventually they who run the machinery. Hence, if they were not
satisfied it would not have a so good reflection in the society.
ob !atisfaction is a part of life satisfaction. It is a pleasurable or positive emotional
state resulting from the appraisal of one"s job or experience. # whole lot of factors
contribute to this positive state.
The core of the management function lies in guiding, directing, and controlling the
efforts of employees in the societies. To achieve the basic objectives of a society,
efficient and effective use of human resource is essential. $ersonal management is a
function of management with the primary objective of ensuring that every employee
makes his fullest contribution to the achievement of the business.
The term %ob !atisfaction" is the end feeling of the person after performing a task.
#ccording to Hopgock, &ob satisfaction is the combination of psychological and
environmental circumstances that cause a person to truth fully say&. The management
may try to motivate the people to work for management"s objective. 'ut it is
impossible to understand motivation without considering what people want and expect
from their job.
!ince the people spend most of their time at work it is not surprising that they should
expect work to satisfy many type of their needs such as physical, social and egoistic
and that further these needs may be satisfied in wide variety of ways to the job, around
the job and throughout the job.
(ne of the surest sign of deteriorating conditions in society is low job satisfaction.
The present day relates problems like strike go slow, absenteeism and greater
employee turnover attribute to low job satisfaction, part of grievances lowperformance and disciplinary problems are also added to this. !o satisfaction of job of
the individual is more important for a society to get more results from the employee.
!o the society should see in time whether their employees are satisfied.
Scope of the Study
ob satisfaction is an important output when employees work for the society. It
contains external and internal factors and helps maintain an able and willing workforce. It is an interesting and significant area for conducting research. The study made
on the topic of job satisfaction will reveal the factor of feelings of employees. The
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report is useful to the management of the society know the satisfaction level of
employees and they can take measures to increase productivity, and also this report is
useful to management students for reading and may useful in preparing their report on
job satisfaction in business concerns , public organisations etc.
Statement of the Problem
The problem of study is stated as study on job satisfaction of employees in
)eenachil *ubber )arketing and $rocessing +ooperative !ociety -td aroor $ala.
Objectives of the Study
This project mainly focuses on the levels of satisfaction among the employees
working in )eenachil *ubber )arketing and $rocessing +ooperative !ociety -td.
aroor, $ala.
In India the field of psychology doesn"t contribute in the field of motivation and job
satisfaction. This project mainly focuses on the levels of satisfaction among the
employees working in &)eenachil *ubber )arketing and $rocessing +ooperative
!ociety -td aroor $ala/.
The main objectives of the study are:
01 To find out the degree of satisfaction among the workers in )eenachil *ubber
)arketing and $rocessing +ooperative !ociety -td aroor $ala.
21 To find out that whether the family problems affect job satisfaction of employees.
31 To give necessary suggestions for the improvement of welfare measure of
employees to the management.
41 To find out whether the employees are given various benefits such as medical
allowances, accidents benefits etc.
Research Methodology
Sources of data
The types of data used for this study are primary and secondary. $rimary data were
collected through discussion with the labour, staff of the )eenachil *ubber )arketing
and $rocessing +ooperative !ociety -td. aroor and by conducting a survey using
interview and 5uestionnaire. !econdary data were collected from various text books.
Sampling Method
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6or getting samples, simple random was used. 7nder this method every element in the
population had an e5ual chance of being selected.
Sampling Size
There are 80 employees working in the society and 49 samples of managers andadministrative staffs and plant level workers of )eenachil *ubber )arketing
$rocessing +ooperative !ociety -td. were selected.
Tools and Techniques
The method used to collect the data is survey through 5uestionnaire. The primary data
are directly collected from the employees.
!tatistical tools like, $ercentages, 'ar and $ie diagram s are used analysing the data
imitations of the study
01 The Investigator has to depend mainly on primary data. !ince the respondents are
busy with their work it was difficult to collect are the data.
21 Time being a limiting factor so the investigator should not go deep into position of
the factory
31 The information received from the respondents may not be accurate, so investigator
will not give a true and fair view of the actual position.
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!hapter Scheme
This project is summarised into 4 different chapters.
!hapter"#: $ntroduction
This chapter consists of introduction, statement of the problem, objectives of the
study, , research methodology and limitations of the study, chapter scheme and society
profile.
!hapter %: iterature &rame'or(
This chapter contains details regarding job satisfaction, factors affecting job
satisfaction effects of job satisfaction.
!hapter ): *ata analysis and $nterpretation
In this chapter the data are analysed and interpreted with the help of charts and other
statistical tools
!hapter +: &indings, Suggestions and !onclusions
This chapter gives summary of findings, and recommendations and conclusion
Society Profile
The )eenachil *ubber )arketing and $rocessing +ooperative !ociety -td. aroor is
a rubber manufacture society in erala, India. It started its operation in 0:;9. The
factory is situating at aroor near $ala. This place enjoys the positional advantages by
plenty availability of water, raw materials, labours etc... The society provide 8< =
+oncentrated latex isnr, rss4 and related aspects services to the customers.
The main aim of the society is to improve the social and economic status of the
farmers, and its function is to acts as a boosting factor for both, the rubber growers
and the industrialists.
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!-.PT/R %
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The father of scientific management Taylor>s approach to job satisfaction was based
on a most pragmatic and essentially pessimistic philosophy that man is motivated by
money alone, ?orkers are essentially @stupid and phlegmatic/ and that they would be
satisfied with work if they get higher economic return from it. (ver the years, we have
moved away from Taylor"s solely monetary approach to a more humanistic
orientation.
The term job satisfaction was brought to lime light by Hopgock A0:391. He reviewed
32 studies on job satisfaction, conducted prior to 0:33 and observed that jobsatisfaction is a combination of $sychological and environmental circumstance"s that
causes a person to say that @I am satisfied with my job/ such a description indicates
the variety of variables that influence satisfaction of the individual but tells us nothing
about the nature of job satisfaction.
!inha A0:;41 defines job satisfaction as a reintegration of affect produced by
individual"s perception of fulfilment of his needs in relation to his work and situations
surrounding it. In order t understand job satisfaction perhaps the first step should be to
demarcate the boundaries among such terms as attitude, motivation and morale. Theseterms are often used for job satisfaction, perhaps not so rightly.
(ne way to define job satisfaction may be to say that it"s the end state of one"s feeling.
It emphasiBes the fact that the feeling is experienced after a task is accomplished or an
activity has taken place whether it"s highly individualistic effort of writing a book or a
collective endeavour of construction of a dam. The feeling could be positive or
negative depending upon whether need is satisfied or not and could be a function of
efforts of an individual on one hand and on the other the situational opportunities
available to him.
M/.S0R/M/5T O& 3O4 S.T$S&.!T$O5
)easurement of job satisfaction has come to ac5uire the same rate as the
measurement of intelligence. !ince, there is no agreement on a specific definition.
Cenerally 5uestionnaires are developed to measure satisfaction with various aspects of
work and the resultant behaviour or score is called job satisfaction.
)ost studies of job satisfaction have been concerned with operation rather than
defining it. Here it includes certain 5uestion that deals with factors that directly or
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indirectly connects with jobs. These responses are usually measured on a variety of
scales ranging from simple Des or o to agree or disagree, the type of scale. It"s only
direct measurement of job satisfaction.
#nother attempt to measure job satisfaction has been through need of job satisfaction.
$orterF A0:801 developed a 5uestionnaire consisting of 03 items classified into )aslowtype need hierarchy system. Each item of the scale measures not only the Existing
degree of need fulfilment but also the expected levels of fulfilment and its Importance
to the respondents.
atBell A0:841 unin A0:991 Gonham and Hennam A0:;91 were developed rather
uni5ue way of measuring job satisfaction. !o from the above we can understand that
there was an importance for the job satisfaction of employees from the beginning of
the century itself. It plays a vital role in the organiBation, absenteeism, adjustment,
unionism and productivity.
3ob Satisfaction and 'or( 4ehaviour
Cenerally the level of job satisfaction seems to have some relation with various
aspects of work behaviour like absenteeism , adjustment, accidents, productivity, and
union affiliation, although several studies has shown varying degree of relationship
between them and job satisfaction.
It"s not 5uite clear whether these relationships are correlative or casual. In other words
job satisfaction or dissatisfaction is a cause of these aspects of work behaviour orwhether work behaviour causes satisfaction or dissatisfaction most studies have used a
correlative design to examine the relationship between them and have found the nature
of relationship varying depending upon the nature of the aspect of job behaviour.
3ob Satisfaction and productivity
It"s generally assumed that a satisfied employee will also be productive employee. ob
satisfaction is a complex attitude that is determined by a large number and often
conflicting variables. !o it"s difficult to expect any relationship between satisfaction
and productivity.
&.!TORS .&&/!T$56 3O4 S.T$S&.!T$O5
It may be defined as a set of favourable and unfavourable feeling and emotions with
which the employees view their work. The job satisfaction depends on the following
factors namely feeling, thoughts, and intentions. 6eelings are a relative likes or
dislikes towards something. Those are the belief of a person, which may beintellectual response to his work.
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The next factor, which affects job satisfaction, is the behaviour intentions. These
intentions make a person to act. ob satisfaction is based on the attitudes of the
employee, which again consists of feelings, thoughts and intentions to act. ob
satisfaction when arranged across all members of an organiBation gives group
satisfaction. This group satisfaction is generally known as morale. ob satisfaction is
not an independent factor, but it"s actually a part of life"s satisfaction , which consists
of other related elements such as family, -eisure, religion, politics etc. the nature of
the workers environment away from the job also influences the performance of an
individual at work.
!imilarly with job satisfaction an individual also influences his satisfaction level other
than elements of life. Thus we can see that the satisfaction in job and life of a person
affects mutually and hence there is what is called a spill over effect. ob satisfaction is
dynamic i.e. .it"s not stable. ob satisfaction may vary with time a person who is
satisfied at present need not be satisfied the next day. Hence managers cannot
establish the condition"s leading in high satisfaction now and later neglect it.
/ffects of job satisfaction
ob satisfaction may lead to improved productivity, decreased turnover, improved
attendance and reduced accidents, less job stress and lower unioniBation. The effects
of job satisfaction in each of these areas are detailed belowF
#7 Productivity
ob satisfaction the long run leads to increased productivity. However this may
sometimes go wrong. This is because job satisfaction of an employee may not always
result from the same motivators. If the employee perceives that the intrinsic and
extrinsic rewards are depended on their productivity, there is a higher chance of the
employee becoming production oriented. #nother condition, where higher
productivity leads to high job satisfaction which is the e5uitable distribution of
extrinsic reward.
-owlier portlier model suggests that performance of an individual at his work leads to
job satisfaction and not in the reverse order. ?hen an employee performs he may be
ade5uately rewarded with extrinsic and intrinsic rewards. The perceived e5uity leads
to job satisfaction.
%7 3ob satisfaction and employee turnover
Employee turnover refers to the number of employees coming into and going out of an
organiBation. High employee turnover is harmful for a society. It may badly affect thenormal operations of the society and may increase the cost involved in selecting and
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training employees. It"s seen making the employees feel satisfied on their jobs can
minimiBe the employee turnover.
If the job satisfaction level is less then there will be higher chance of the employees
leaving the organiBation and hence high employee turnover rate.
)7 Satisfactions and .bsenteeism
It has been proved conclusively that high job satisfaction leads to lower level of
absenteeism and vice versa. The degree to which an employee is satisfied with his job
has a moderating influence on absenteeism.
+7 Satisfaction and Safety
If an employee is satisfied with his present job, he may take utmost care in doing the
job. If a person is dissatisfied he may be disinterested in doing the job and he may bepaying less attention in his attention in his work. This in attentiveness may lead to
accidents.
87 3ob satisfaction and job stress
The lack of job satisfaction may lead to job stress. The job stress may be because of
excessive pressure from the superiors and the inability of an employee to perform in a
particular job, job stress is mutually complimenting.
97 0nionization
If an employee is satisfied with his present job there are only less chance of
7nioniBation. Gissatisfaction of an employee with such factors is wages, job security,
fringe benefits, chance of promotion and treatment by superiors can be a reason for
unioniBation.
&actors affecting 3ob Satisfaction
The main factors affecting job satisfaction areF
#7 1ages
?ages play an important role in influencing job satisfaction this is because of two
reasons.
a. )oney is an important instrument in fulfilling ones needs.
b. Employees often see wages as a reflection of the management concerned for them.
The employees want a pay structure, which is simple, fair and ease in line with their
expectation. In order that a wage system if fair, the following factors should be taken
into account.
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a. It should be based on the payment capacity of the organiBation
b. The employee"s individual skill should be taken into account
c. It should be according to industry pay standards.
d. It must be revised from time to time.
If the wages system is based on the above factors, there is possibility of job
satisfaction.
%7 5ature of 'or(
The nature of work of an employee perfoffils is an important factor, which affects the
job satisfaction. )ost employees like variety in the job they perform and they like to
have intellectual challenges. The employees prefer being given opportunities to use
their skills and abilities. 'ut too much challenge on the job may create frustration in
an employee when he cannot perform the assigned tasks. !o we have to keep an
optimum level while assigning job to employees.
)7 Promotions
The promotional opportunities truly affects strongly among employees as it involves
the job satisfaction of the employees. The desire for promotion changes in job content,
job context pay, responsibility, authority independence, status etc... The higher chance
of promotion it positively motivates all employee and it may ultimately result in jobsatisfaction
+7 Supervision
!upervision has a positive effect on job satisfaction. The 5uality of supervision affects
the performance of an employee at his work. !uperiors establish a supportive personal
relation with subordinates and take a personal interest in them which contributes to
job satisfaction.
87 1or( 6roup
The work group relations affect the performance of an employee at his work. If the
work group members are cooperative, friendly and sociable there are more chance of
the employee being satisfied. The work group becomes stranger when the members of
the workgroup have similar attitudes and values have more chances of the employee
being satisfied.
97 1or(ing conditions
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HerBberg and his associates in their research developed the critical incident approach
to the measurement of job satisfaction on the twofactor theory of motivation. The
employees were asked to describe incidents on their job when they were particularly
satisfied or dissatisfied. #ccording to their response these incidents were critically
analyBed and were classified as hygiene factors and motivators.
)7 $ntervie's
ob satisfaction can also be measured by conducting personal interviews. 6or this the
employees are interviewed individually, and the responses reveal their satisfaction or
dissatisfaction.
+7 .ction Tendencies
The action tendencies represents the inclination of people to avoid or approach certain
things, by gathering information about the factors which are connected with work and
job satisfaction which can be measured. The action tendency of an individual is
measured through 5uestionnaire, which comprises of the action tendencies of a person
in job related factors. The responses of the individual are then analyBed and the
satisfaction level of the employee and his job is measured.
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In this chapter the researcher is made an attempt to analyse the job satisfaction of the
employees in the )eenachil *ubber )arketing and $rocessing +ooperative !ociety
-td aroor, $ala. The data were collected directly from the people who are working in
)eenachil *ubber )arketing and $rocessing +ooperative !ociety -td aroor, $ala.
)ost of the data were arranged in tabular form and whenever it is possible shown in
diagrammatic form also. 6or the purpose of analysis simple statistical tool percentage
analysis were used.
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