balamurugan-final copy

8/7/2019 balamurugan-final copy

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CHAPTER - I

INTRODUCTION

Employee satisfaction has been defined as a function of perceived performance and

expectations. It is a persons feeling of pleasure or disappointment resulting from comparing a

products outcome to his/her expectations.

If the performance falls short of expectations, the employee is dissatisfied and if it

matches the expectations, the employee is satisfied. A high satisfaction implies improvement in

efficiency and performance doing work or service. The process is however, more complicated

then it appears. It is more important for any organization to offer high satisfaction, as it reflects

high loyalty and it will not lead to switching over once a better offer comes in.

RATIONALE BEHIND THE STUDYEmployees are the basis of every organization. Recruiting and retaining knowledgeable

people for the job is essential for an employer.

But it works only if employee satisfaction is considered more important because of it

employees attracted and not leave the company. It is require studying the various factors to

assess employee satisfaction level.


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1.1 INTRODUCTION ABOUT THE STUDY

Employees satisfaction is the terminology used to describe whether employees are happy

and contented and fulfilling their desires and needs at work. Many measures meaning that

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

positive employee morale in the workplace.

As per Vroom Employee Satisfaction is a positive orientation of an individual towards a

work role which he is presently occupying

Employee satisfaction is a measure of how happy workers are with their job and working

environment. Keeping morale high among workers can be of tremendous benefit to any

company, as happy workers will be more likely to produce more, take fewer days off, and stay

loyal to the company. There are many factors in improving or maintaining high employee

satisfaction, which wise employers would do well to implement.

Employee satisfaction, while generally a positive in organization, can also be a bad luck

if mediocre employees stay because they are satisfied with your work environment.

Many experts believe that one of the best ways to maintain employee satisfaction is to

make workers feel like part of a family or team. Holding office events, such as parties or group

outings, can help build close bonds among workers. Many companies also participate in team-

building retreats that are designed to strengthen the working relationship of the employees in a

non-work related setting. Camping trips, paintball wars and guided backpacking trips are

versions of this type of team-building strategy, with which many employers have found success.


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Of course, few workers will not experience a boost in morale after receiving more

money. Raises and bonuses can seriously affect employee satisfaction, and should be given when

possible. Yet money cannot solve all morale issues, and if a company with widespread problems

for workers cannot improve their overall environment, a bonus may be quickly forgotten as the

daily stress of an unpleasant job continues to mount.

If possible, provide amenities to your workers to improve morale. Make certain they have

a comfortable, clean break room with basic necessities such as running water. Keep facilities

such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary

for most businesses, allowing workers to keep family photos or small trinkets on their desk can

make them feel more comfortable and nested at their workstation. Basic considerations like these

can improve employee satisfaction, as workers will feel well cared for by their employers.

The backbone of employee satisfaction is respect for workers and the job they perform.

In every interaction with management, employees should be treated with courtesy and interest.

An easy avenue for employees to discuss problems with upper management should be

maintained and carefully monitored. Even if management cannot meet all the demands of

employees, showing workers that they are being heard and putting honest dedication into

compromising will often help to improve morale.

Satisfaction = f(what employee expects, what she gets, time, back ground of the

employee- social, economic, cultural)

Satisfaction being a continuous process starts from the day 1 and gets reinforced with

time depending on the importance of the various factors considered to be important for the


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individual employee. Loyalty towards the organization starts to develop when the employee

continues to get the positive reinforcements on various important aspects for the duration of the

employment.

Core Values as a Foundation of Employee Satisfaction:

These are the values that have enabled employees to build the leading company in industry; these

are the values that will fuel employees worldwide growth in the coming years; and these are the

values that will drive employees career:

y Professionalism Demonstrating professional methods, character and standards.Treating prospects, clients and co-workers generously and charitably at all times, but

especially in the face of adversity.

y Enthusiasm Showing excitement, optimism and passion for your work.y Resourcefulness Acting effectively and imaginatively to produce great results from

scarce resources.

y Self-directedness Working independently and autonomously to achieve the goals setby management.

y Ethics Acting in accordance with the accepted principles of right and wrong thatgovern the conduct of our profession.

y Unselfishness Putting others before yourself, giving your time and effort for prospects,clients and co-workers. Showing cooperative effort as the member of a group to achieve

a common goal.

y Strategic-mindedness Suggesting and implementing long-term improvementsspringing from a sequence of short-term tasks.


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1.2 INTRODUCTION ABOUT THE COMPANY

MILKA WONDER CAKE has become popular for manufacturing variety of cakes and

so it is recognized as one to the leading cake manufacturers in India. This famous company

produces cakes in terms of bar cakes, rich plum and roll cake. All variety of cake is being made

from the hygienic and nutritive raw materials like pure wheat flavors. The cakes produced by

Milka Wonder cake are healthy, tasty, hygienic and boosting. It (cake) yields much calorie too

and that assumes the significance of the best quality product. So it increases the number of

customers for the cake, day by day.

As part of bright expansion plans, our company Milka Wonder Cake has an export

house too. As it specifies in the quality product, it launches exporting to foreign countries. Many

sales are on in the foreign countries' soil. Foreign consumers' strength too increases day by day.

The New hope food Industries P (Ltd) was started on 13th

December 1996 for

manufacturing bread and cakes. The company consists of board of directors, namely Mr.A.Raja.

The Company is situated at Chinnasadayam Palayam, and Erode-2. Mr.A.Raja is the chairman of

the company.

In the modern materialistic era, a person finds no time to cook anything. This has become

a major problem for most of the peoples in the cosmopolitan cities. To verify this Milka group

launched a product named Milka Wonder Cake which is something different from the ordinary

cakes. Cakes are being manufactured in the hygienic and clean atmosphere. No one can find

cream or design in the wonder cake. This renders the best services to the people equal to a hotel

or a mess.


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Some parents prefer wonder cake to their children as their lunch. Such types of cakes are also

increased by the following reason.

More tastier Instant More nutritious Save time and energy Readily available at reasonable prices Available in different flavors.

This has contributed towards the development of the cake industry. A market in general

may describe as a place or geographical area where the buyers and sellers meet. God and

Services are offered for sale and transfer of title of ownership occurs, analysis of market include

product, promotional measures of obtaining sales to be analyzed.

A retailer or a retail stores is a business enterprise whose primary function is to sell to

ultimate customer. Jerome Cathys one which consist primary of buying a satisfying assortment

of goods available for reasonable price and after convincing the target consumers that the good

will satisfy them. Retailing therefore is the last activity of firm in selling goods and services to

the ultimate customer.

Retailers are understandably concerned with consumer and suppliers. They have been

portrayed as the buying agents for their customers. Majority of customers will be satisfied by the

price and quality of the cakes. Thus the first objective has been satisfied.


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ABOUT MANAGING DIRCTOR

Mr. A. Raja is not only a business icon but also an active Managing Director. His Fifteen Years

experience in the Bakery cake manufacturing field has resulted in the incorporation of a company named

M/S New Hope Food Industries Ltd. in the year 1996. His hi-tech knowledge in cake manufacturing is

vast. The rich experience helps him invent his own formula in manufacturing this cake in the technology

and catering. This cake has become known as MILKA WONDER CAKE in its unique brand name. It

stands No.1 product in its taste and best in quality.

Being an educated man, Mr. A. Raja takes much interest in developing and catering technology and

skills in producing cakes. The taste of Milka Wonder Cake is a favorite of everyone. Its name and fame

has spread far and wide in India.

It is proud to remember that Mr. Raja, a Business magnet is a recipient of ARCH OF

EXCELLENCE AWARD 97 " which was awarded in ALLINDIA ACHIEVER'S CONFERENCE in

recognition of his high level business services.

CAKE PACKAGING:

Our company specializes in consumers packing suitable to the customer's requirements because o

the staple commodity. There is a separate section which bestows care upon packaging material used as

per customer's requirement and guidelines.

Ours is a prompt packaging system that ensures safety of ourcake products.


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STORAGE & SHIPPING:

Apart from manufacturing unit, our warehouse at Erode is well-known with hygienic storage

facilities for storing and shipping of cake products. The company maintains proper ventilation and

cleanliness with care. With periodical maintenance, dust free surroundings are preserved. Hygienic work

environment with proper food handling practices are maintained. Strict hygienic regulation including no

bare contact for packing staff and sanitized loading are implemented very carefully. In case of export

packing, our company takes much care in stuffing items and a consolidated container take care the safety

of our cake products. Our Milka Wonder Cake scales new heights in future business as much the present

as in the past. Continues to solicit the patronage of our customers in marketing our products.


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TESTING LABORATORY


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RAW MATERIALS

The raw materials that are used for the products are:

Maida Sugar Vanaspathi Egg Vegetable shortening Milk powder Salt Raising agent(500, 341) Class 2 preservative(282,319) Permitted Synthetic food colors(110) Added flavors


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CAKE PRODUCTS

FRUIT CAKE PINEAPPLECAKE

CHOCOLATE CAKE ORANGE CHOCOLATE CAKE

ORANGE CAKE VANILLA CAKE


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ARCH OF EXCELLENCE AWARD

It is proud to remember that Mr. Raja, Our Managing Director is a recipient of ARCH OF

EXCELLENCE AWARD 97 which was awarded in All India Achiever's conference in recognition o

his high level business serve.

INFRASTURUCTURE

The company has constructed a huge warehouse with various sections to meet the market demand

within the stipulated time frame. As we are located in the heart of Coimbatore that is also known as the

Manchester of South India, we avail excellent transport facility to meet the timely delivery clients.

QUALITY POLICY

We provide value and satisfaction to the customers through our quality products and services.

With strong dedication, discipline, desire, and delight, we provide superior agriculture products such as

coconut Fruits, Grass Mats, Red Chilies, Decorative Bamboo Basket, Coir Pith Briquette, etc.


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VISION & MISSION

We have achieved excellence in all aspects of the business such as products, services, polices, etc.

We endeavor to attain leadership in the respective domain by providing maximum satisfaction to the

clients. Besides, we work hard to bring new range of products in the market meet the different

requirements of the clients.

Milka provides employment for 110 employees. Milka is taking welfare and caring steps for the

employees. Milka provides various accommodation and transport facilities. This encourages training and

personal growth of the employees. Milka had made its employees The strength of the company. It has

evolved into the force the growth of Milka. Milka also provides Provident funds and Life Insurance for

accidental coverage.

Milkas is wide network. It spreads all over the South India. Thousands of Agencies, Agent and

Distributors are used for marketing the Milka products. About hundreds of vehicles like Tempos, Lorries

and Vans are servicing for Milka all over the network. These vast distribution plans and facilities are

provided to service and dedicate to the Milkas ever growing consumer population.

Name of CEO : Mr. A. RAJA

Establishment year : 1996

Primary Business Type : Wholesaler & Exporter

Market covered : India, African Countries, Singapore,

European countries & Western Countries


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ORGANIZATION STRUCTURE

ManagingDirector

Director

ShareHolders

GeneralManager

MarketingManager

AssitMarketingManager

Marketingand Sales

others( Drivers, Salespersons )

HumanResourceManager

HR Assit

Assitants

ProductioinManager

Productionin-charge

Supervisor

ProductionAssitants

Cleanersetc.,

Laboratory

Financemanager and

Administration

Accountants

Clerk


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CHAPTER - II

2.1 REVIEW OF LITERATURESome of the important studies conducted on the job satisfaction are reviewed here.

Employee satisfaction is the individual employees general attitude towards the job. It is

also an employees cognitive and affective evaluation of his or her job.

Employee satisfaction is the terminology used to describe whether employees are happy

and contented and fulfilling their desires and needs at work. Many measures purport that

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

positive employee morale in the workplace. -Susan M. Heath field

Job satisfaction manifests itself in different ways in different people. Whether job

satisfaction is high or low depends on a number of factors including: how well a persons needs

and wishes are met through work, working conditions, the way in which an individual defines

himself or herself through work, and individual personality.

During defines job satisfaction as Satisfaction is the amount of pleasure or contentment

associated with a job. If you like your job intensely, you will experience high job satisfaction. If

you dislike your job intensely, you will experience job dissatisfaction.

Long, Anthea (2005) the present paper investigates issues of job satisfaction and gender. In

particular, the findings that women are significantly happier in work than their male counterparts

are examined. To shed light on this issue, smaller subgroups of the total sample are analyzed and

more subjective variables (in addition to more traditional objective variables) are incorporated if

is found that differences in reported job satisfaction are more pronounced when looking at


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individuals with lower levels of education in lower skilled jobs. The determinants of job

satisfaction for men and women in this group satisfaction for men and women in this group are

significantly different, this was not found to be the case when looking at higher skilled, higher

educated individuals. Women in this latter group exhibit similar (i.e., lower) levels of satisfaction

to their male counterparts. If is conjectured that this result is due to differences in expectations of

work among men and women and also among women themselves.

Beam, Randal A (2006) data from a survey of 1,149 U.S journalist suggest news workers job

satisfaction is associated with perceptions about employer business and for organizations that

they perceive to be strongly profit oriented and more satisfied with their jobs of they perceive

that their employees value good journalism. These relationships, however, vary by job role news

supervisors and rank-and file journalists not only have some those different effects on job

satisfaction in each group.

T.V.Rao ( 2001 ) the study titled, A study of human resource development concepts, structure

of HRD departments and HRD practices in India stated that the HRD departments need to have

professionally trained and competent staff members so that they could make an impact, and

enhance the maturity levels of all the systems and sub systems in the organizations. These

systems and sub systems have a lot of potential for giving competitive advantage through the

development of employees and their competencies.

A.

DEVARAJU (2000

) Job performance as The amount of overall positive effect or feelings

that individuals have towards their job, Job satisfaction its the amount of pleasure or

contentment associated with a job. If an employee likes his job intensely he will performance in

his job.


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2.2 THEORITICAL BACKGROUND

THEORIES OF EMPLOYEE SATISFACTION

The company's ability to fulfill the physical, emotional, and psychological needs of its

employees. Satisfying the employee's all needs, so that he can give 100% to the company.

Satisfaction refers to the level of fulfillment on one's needs, desires, and wants. It can be

experienced in various levels or degrees.

Vital ingredients for any employees satisfaction are physical, security, social and egoistic

needs which satisfy individuals psycho social.

1. Physical and Security need: This relates to satisfaction of bodily function like hunger,thirst, shelter as well as to be secure in the employment.

2. Social Need: Since human beings are dependent on each other. There are some needswhich can be satisfied only when individual is recognized by other people.

3. Egoistic Need: This relates to man desire to mans desire to be dependant to do things ofhis own end to sense of accomplishment

To a considerable extent however physical needs are satisfied off the job. Social needs are

satisfied through personal contacts around the job where egoistic needs are chiefly satisfied

through the job.


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EQUITY THEORY

Equity Theory attempts to explain relational satisfaction in terms of perceptions of

fair/unfair distributions of resources within interpersonal relationships. Equity theory is

considered as one of the justice theories. It was first developed in 1962 by John Stacey Adams, a

workplace and behavioral psychologist, who asserted that employees seek to maintain equity

between the inputs that they bring to a job and the outcomes that they receive from it against the

perceived inputs and outcomes of others (Adams, 1965). The belief is that people value fair

treatment which causes them to be motivated to keep the fairness maintained within the

relationships of their co-workers and the organization. The structure of equity in the workplace is

based on the ratio of inputs to outcomes. Inputs are the contributions made by the employee for

the organization; this includes the work done by the employees and the behavior brought by the

employee as well as their skills and other useful experiences the employee may contribute for the

good of the company.

The idea is to have the rewards (outcomes) be directly related with the quality and

quantity of the employees contributions (inputs). If both employees were perhaps rewarded the

same, it would help the workforce realize that the organization is fair, observant, and

appreciative. This can be illustrated by the following equation:

Inputs: Time, Effort, Loyalty, Hard Work, Commitment, Ability, Adaptability, Flexibility,

Tolerance, Determination, Enthusiasm, Personal sacrifice, Trust in superiors, Support from co-

workers and colleagues, and Skill


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Outcomes: Outputs are defined as the positive and negative consequences that an individual

perceives a participant has incurred as a consequence of his/her relationship with another. When

the ratio of inputs to outcomes is close, than the employee should have much satisfaction with

their job. Outputs can be both tangible and intangible (Walster, Traupmann & Walster, 1978).

Typical outcomes include any of the following: Job security, Esteem, Salary, Employee benefit,

Expenses, Recognition, Reputation, Responsibility, Sense of achievement, Praise, Thanks, and

Stimuli.

EXPECTANCY THEORY (VROOMS THEORY)

Expectancy theory is about the mental processes regarding choice, or choosing. It

explains the processes that an individual undergoes to make choices. In organizational behaviour

study, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale

School of Management.

Expectancy theory predicts that employees in an organization will be motivated when they

believe that:

y putting in more effort will yield better job performancey better job performance will lead to organizational rewards, such as an increase in salary

or benefits

y These predicted organizational rewards are valued by the employee in question.

"This theory emphasizes the needs for organizations to relate rewards directly to performance

and to ensure that the rewards provided are those rewards deserved and wanted by the

recipients."


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2. Instrumentality Means of the first level outcome in obtaining the desired second leveloutcome; the degree to which a first level outcome will lead to the second level outcome.

3. Expectancy - Probability or strength of belief that a particular action will lead to aparticular first level outcome.

Vroom says the product of these variables is the motivation.

In order to enhance the performance-outcome tie, managers should use systems that tie

rewards very closely to performance. Managers also need to ensure that the rewards provided are

deserved and wanted by the recipients. In order to improve the effort-performance tie, managers

should engage in training to improve their capabilities and improve their belief that added effort

will in fact lead to better performance.

MASLOW'S HIERARCHY OF NEEDS

Maslow's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in

his 1943 paper A Theory of Human Motivation. Maslow subsequently extended the idea to

include his observations of humans' innate curiosity.

Maslows hierarchy of needs is most often displayed as a pyramid. The lowest levels of

the pyramid are made up of the most basic needs, while the more complex needs are located at

the top of the pyramid. Needs at the bottom of the pyramid are basic physical requirements

including the need for food, water, sleep and warmth. Once these lower-level needs have been

met, people can move on to the next level of needs, which are for safety and security.


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As people progress up the pyramid, needs become increasingly psychological and social.

Soon, the need for love, friendship and intimacy become important. Further up the pyramid, the

need for personal esteem and feelings of accomplishment take priority. Like Carl Rogers,

Maslow emphasized the importance of self-actualization, which is a process of growing and

developing as a person to achieve individual potential.

Maslow believed that these needs are similar to instincts and play a major role in

motivating behavior. Physiological, security, social, and esteem needs are deficiency needs (also

known as D-needs), meaning that these needs arise due to deprivation. Satisfying these lower-

level needs is important in order to avoid unpleasant feelings or consequences.

Maslow termed the highest-level of the pyramid as growth need (also known as being

needs orB-needs). Growth needs do not stem from a lack of something, but rather from a desire

to grow as a person.


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There are five different levels in Maslows hierarchy of needs:

1. Physiological Needs: These include the most basic needs that are vital to survival, suchas the need for water, air, food and sleep. Maslow believed that these needs are the most

basic and instinctive needs in the hierarchy because all needs become secondary until

these physiological needs are met.

2. Security Needs: These include needs for safety and security. Security needs areimportant for survival, but they are not as demanding as the physiological needs.

Examples of security needs include a desire for steady employment, health insurance,

safe neighborhoods and shelter from the environment.

3. Social Needs: These include needs for belonging, love and affection. Maslow consideredthese needs to be less basic than physiological and security needs. Relationships such as

friendships, romantic attachments and families help fulfill this need for companionship

and acceptance, as does involvement in social, community or religious groups.

4. Esteem Needs: After the first three needs have been satisfied, esteem needs becomesincreasingly important. These include the need for things that reflect on self-esteem,

personal worth, social recognition and accomplishment.

5. Self-actualizing Needs: This is the highest level of Maslows hierarchy of needs. Self-actualizing people are self-aware, concerned with personal growth, less concerned with

the opinions of others and interested fulfilling their potential.


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TWO-FACTOR THEORY

The two-factor theory (also known as Herzberg's motivation-hygiene theory) was

developed by Frederick Herzberg, a psychologist who found that job satisfaction and job

dissatisfaction acted independently of each other. The theory states that there are certain factors

in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction.

The two-factor, or motivation-hygiene theory, developed from data collected by Herzberg

from interviews with a large number of engineers and accountants in the Pittsburgh area. From

analyzing these interviews, he found that job characteristics related to what an individual does

that is, to the nature of the work he performs apparently have the capacity to gratify such

needs as achievement, competency, status, personal worth, and self-realization, thus making him

happy and satisfied. However, the absence of such gratifying job characteristics does not appear

to lead to unhappiness and dissatisfaction. Instead, dissatisfaction results from unfavorable

assessments of such job-related factors as company policies, supervision, technical problems,

salary, interpersonal relations on the job, and working conditions. Thus, if management wishes to

increase satisfaction on the job, it should be concerned with the nature of the work itself the

opportunities it presents for gaining status, assuming responsibility, and for achieving self-

realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus

on the job environment policies, procedures, supervision, and working conditions. If

management is equally concerned with both then managers must give attention to both sets of

job factors.

Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the

other diminishes, but are independent phenomena. This theory suggests that to improve job


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attitudes and productivity, administrators must recognize and attend to both sets of

characteristics and not assume that an increase in satisfaction leads to decrease in un-pleasurable

dissatisfaction.

Two-factor theory distinguishes between:

y Motivators (e.g. challenging work, recognition, responsibility) which give positivesatisfaction, arising from intrinsic conditions of the job itself, such as recognition,

achievement, or personal growth, and

y Hygiene factors (e.g. status, job security, salary and fringe benefits) which do not givepositive satisfaction, although dissatisfaction results from their absence. These are

extrinsic to the work itself, and include aspects such as company policies, supervisory

practices, or wages/salary.

Essentially, hygiene factors are needed to ensure an employee is not dissatisfied. Motivation

factors are needed in order to motivate an employee to higher performance, Herzberg also further

classified our actions and how and why we do them, for example, if you perform a work related

action because you have to then that is classed as movement, but if you perform a work related

action because you want to then that is classed as motivation.


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The following table presents the top six factors causing dissatisfaction and the top six factors

causing satisfaction, listed in the order of higher to lower importance.

Herzberg reasoned that because the factors causing satisfaction are different from those causing

dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The

opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite

of dissatisfaction is no dissatisfaction.

Leading to satisfaction

y Achievementy Recognitiony Work itselfy Responsibilityy Advancementy Growth

Leading to dissatisfaction

y Company policyy Supervisiony Relationship with bossy Work conditionsy Salaryy Relationship with peersy Security


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DETERMINANTS OF EMPLOYEE SATISFACTION

Employee satisfaction is a multi-variable and indescribable concept. There are number of factors

that influence employee satisfaction. These factors can be classified into two categories.

A) Organizational Variables:

The organizational determinants of employee satisfaction play a very important role. The

employees spend major part of their time in organization so there are number of organizational

factors that determine employee satisfaction of the employees. The employee satisfaction in the

organizations can be increased by organizing and managing the organizational factors.

1) Overall Individual satisfaction: Employees be should satisfy with the organization as a great

place to work.

2) Compensation and Benefits: This is the most important variable for employee satisfaction.

Compensation can be described as the amount of reward that a worker expects from the job.

Employees should be provided with competitive salary packages and they should be satisfied

with it when comparing their pay packets with those of the outsiders who are working in the

same industry. A feeling of employee satisfaction is felt by attaining fair and equitable rewards.

3) Nature of Work: The nature of work has significant impact on the employee satisfaction.

Employee satisfaction is highly influenced by the nature of work. Employees are satisfied with

job that involves intelligence, skills, abilities, challenges and scope for greater freedom. Job

dissatisfaction arises with a feeling of boredom, poor variety of tasks, frustrations and failures.


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4) Work Environment and Conditions: Employees are highly motivated with good working

conditions as they provide a feeling of safety, comfort and motivation. On contrary, poor

working conditions brings out a fear of bad health in employees. Employees spend 6 to 8 hours

at their workplace every day which makes a workplace their second home. It is up to the

employers to see and make sure that the office is fully facilitated and is in good working order. It

must be well lit and well ventilated with the right amount of lights, fans, air-conditioning.

Cleanliness is of utmost importance as there are a huge number of workers working at a job

place. The offices, cubicles, rest area, washrooms, kitchen & serving area must be neat and

clean. The more comfortable the working environment is more productive will be the employees.

5) Job Content: Factors like recognition, responsibility, advancement, achievement etc can be

referred to as job content. A job that involves variety of tasks and less monotonous results

delivers greater employee satisfaction. A job that involves poor content produces job

dissatisfaction.

6) Job Satisfaction: Job satisfaction is the favorableness or un-favorableness with which

employees view their work. As with motivation, it is affected by the environment. Job

satisfaction is impacted by job design. Jobs that are rich in positive behavioral elements such as

autonomy, task identity, task significance and feedback contribute to employees satisfaction.

Likewise, orientation is important because the employees acceptance by the work group

contributes to satisfaction. Each element of the environmental system, can attract or detract from

job satisfaction.

7) Organizational Level: The jobs that are at higher levels are viewed as prestigious, esteemed

and opportunity for self-control. The employees that are working at higher level jobs express


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greater employee satisfaction than the ones working at lower level jobs.

8) Opportunities for Promotion: Promotion can be reciprocated as a significant achievement in

the life. It promises and delivers more pay, responsibility, authority, independence and status. So,

the opportunities for promotion determine the degree of satisfaction to the employees.

9) Work Group: There is a natural desire of human beings to interact with others and so

existence of groups in organizations is a common observable fact. This characteristic results in

formation of work groups at the work place. Isolated workers dislike their jobs. The work groups

make use of a remarkable influence on the satisfaction of employees. The satisfaction of an

individual is dependent on largely on the relationship with the group members, group dynamics,

group cohesiveness and his own need for affiliation.

10) Leadership Styles: The satisfaction level on the job can be determined by the leadership

styles. Employee satisfaction is greatly enhanced by democratic style of leadership. It is because

democratic leaders promote friendship, respect and warmth relationships among the employees.

On contrary, employees working under authoritarian and dictatorial leaders express low level of

employee satisfaction.

11) Communication Methods: When administrative policies and all important announcements

are communicated to the employees, it boosts their morale. The methods chosen for

communication also play an integral role. Some of the methods that could be used are intranet,

monthly newsletters, weekly meetings etc...

12) Safety measures: An employer must make sure that he provides a safe environment to

his/her employee. The security measures outside office include security guards and parking

facility. While inside the office, there must be introduced a safe environment for male and

female employees to work so that if an employee has to work late hours she/he should feel safe


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and comfortable working in his/her office. There must be no discrimination or harassment

practiced and the employee should be given equal opportunity to grow as an individual despite

being male or female.

B) PERSONAL VARIABLES:

The personal determinants also help a lot in maintaining the motivation and personal factors of

the employees to work effectively and efficiently. Employee satisfaction can be related to

psychological factors and so numbers of personal factors determine the employee satisfaction of

the employees.

1) Personality: The personality of an individual can be determined by observing his individualpsychological conditions. The factors that determine the satisfaction of individuals and his

psychological conditions is perception, attitudes and learning.

2) Age: Age can be described as a noteworthy determinant of employee satisfaction. It is

because younger age employees possessing higher energy levels are likely to be having more

employee satisfaction. In older age, the aspiration levels in employees increase. They feel

completely dissatisfied in a state where they are unable to find their aspiration fulfilled.

3) Education: Education plays a significant determinant of employee satisfaction as it provides

an opportunity for developing ones personality. Education develops and improvises individual

wisdom and evaluation process. The highly educated employees can understand the situation

and asses it positively as they possess persistence, rationality and thinking power.


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4) Gender Differences:

The gender and race of the employees plays important determinants of Employee satisfaction.

Women, the fairer sex, are more likely to be satisfied than their male counterpart even if they

are employed in small jobs. The employee satisfaction can also be determined by other factors

like learning, skill autonomy, job characteristics, unbiased attitude of management, social status

etc. It is important for managers to consider all these factors in assessing the satisfaction of the

employees and increasing their level of employee satisfaction.

WHY IS EMPLOYEE SATISFACTION IMPORTANT?

Purpose / benefits of employee satisfaction include as follows:

1. Importance of employee satisfaction for organization

Enhance employee retention.

Increase productivity.

Increase customer satisfaction

Reduce turnover, recruiting, and training costs.

Enhance customer satisfaction and loyalty.

More energetic employees.

Improve teamwork.

Higher quality products and/or services due to more competent, energized employees.


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2. Importance of employee satisfaction for employee

Employee will believe that the organization will be satisfying in the long run.

They will care about the quality of their work.

They will create and deliver superior value to the customer.

They are more committed to the organization.

Their works are more productive.

OUTCOME OF EMPLOYEE SATISFACTION

y Satisfaction and Productivity: Satisfied employees are not necessarily more productive.Employee productivity is higher in organization with more satisfied employees.

y Satisfaction and Absenteeism: Satisfied employees have few avoidable absenteeism.y Satisfaction and Turnover: Satisfied employees are less likely to quit. Organization

takes actions to retain high performers and to weed out lower performers.

y Satisfaction and Organization Behavior: Satisfied employees who feel fairly treated byand are trusting of the organization are more willing to engage in behaviors that go

beyond the normal expectation of their job.

y Satisfied employee increase Customer Satisfaction: Because they are more friendly,upbeat and responsive. They are less likely to turnover which helps build long-term

customer relationship. They are experienced.


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CHAPTER - III

3.1 SIGNIFICANCE AND NEED FOR STUDY

The employee satisfaction is the orientation of the industry towards his work role, which

he/she is presently playing. The organization will only thrive and survive when its employees are

satisfied.

This makes person says completely that he/she is fully satisfied with the job. This study

conducted so that the employees give their full, honest and frank opinion by remaining

anonymous about how they feel about their jobs.

The survey is also useful way to assess the training needs and also a tangible expression

of the managements interest in the employee welfare, which would give the employee a cause to

have and feel better towards the management.


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3.2 OBJECTIVES OF THE STUDYThis study contains the following objectives.

1. To access the satisfaction level of employees.2. To know the employee satisfaction towards the facilities available in the company.3. To identify the factor which influences the job satisfaction of employees.4. To identify the factor which improve the satisfaction level of employees.5. To identify the employees expectation from the company.6. To offer valuable suggestion to improve the satisfaction level of employees.


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3.3 SCOPE OF THE STUDY

This study emphasis in the following scope:

y The study helps the researcher to find out which factor influence the employeessatisfaction.

y The study is helpful in fulfilling the employees expectation.y This study helps to employees for further development regarding employee satisfaction.y The suggestions of the study help to overcome the dissatisfaction of employees.


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3.4 LIMITATIONS OF STUDY

Each and every task has certain limitations and hurdles in the course of its performance. But this

does not mean that the task should stick up whenever certain limitations come up. The need is to

try ones level best to solve incoming limitations

y Due to time restriction (two months) more survey cant be conducted.y Number of samples is only 110.y The employees satisfaction level will change time to time due to psychological, social

and environmental factors.

y The analysis made in the study depends fully on the information given by therespondents.

y It does not ensure proportionate representation to all constituent group of population.y Some respondents hesitated to give the actual situation; due to some organization

restrictions.


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CHAPTER IV

RESEARCH METHODOLOGY

MEANING OF RESEARCH

Research is a common parlance refers to search for Knowledge.

The advance learners dictionary of current English lays down the meaning of research as,

A careful investigation or inquiry especially through search for new facts in any branch

of knowledge.

RESEARCH METHODOLOGY

Research Methodology is a way of systematically solve the research problem .

The methodology followed for conducting the study includes the specification of research

design, sample method, population, sample design, data collection method, questionnaire design

and statistical tools used for analyzing the collected data.

RESEARCH DESIGN

The research design used for this study is of the Descriptive Research type.

SAMPLE METHOD

The two major methods are probability and non-probability sampling technique. The study

requires probability sampling method whereas Random Sampling Method is used.

POPULATION

The total element of the universe from which sample is selected for the purpose of study is

known as population. The population of my research is the employees of company (110

employees).


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SAMPLE DESIGN FOR THE STUDY

SAMPLING METHOD : SimpleRandom sampling.

SAMPLE SIZE : 110 employees.

SAMPLE UNIT : Employees of New Hope Food Industries Pvt. Ltd, Erode.

DATA COLLECTION

THE DATA SOURCE

Primary Data:Primary data are those, which are collected afresh and for the first time and thus

happen to be original in character, questions and interviews methods were accede to collect

primary data by visiting the factory premises and various departments in it. It was collected from

the employees working in the factory. Here the information is gathered from the employees by

the survey method, who was not willing or who did not have time for or who was shy about it.

Secondary Data: It is collected from the internal records of the company. It is somewhat

essential to a researcher to refer the available datas regarding to the employees activities such as

attendance record, time of incoming and outgoing to the company, salary statement and so on in

the company.

THE RESEARCH APPROACHSURVEY METHOD: The most widely used technique of gathering primary data is the survey

method. The sources interviewed personally at the place of work and also with questionnaires. It


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is a direct and more flexible form of investigation involving face- to- face communication and

through recorded questionnaires filled in personally. The information is qualitative, quantitative

and accurate.

THE RESEARCH INSTRUMENT

y Questionnaire Method,y Interview Method.

THE RESPONDENTS

All kinds of Employees in the company.

QUESTIONNAIRE DESIGN

General questions (name, age, gender, designation etc) YES/NO questions, Interval scale, Rank order method, Rating scale method(graphic and itemized), Likert scale method.

AREAS OF STUDY

The area of the study is New Hope Food Industries (P) Ltd, Erode.


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TOOLS USED FOR ANALYZING THE DATA

This constitutes an integral part of research analysis. Hence any analysis of data compiled

should be subjected to relevant analysis so that meaningful conclusions could be arrived. The

statistical tools applied in this research are,

o Simple percentage methodo Weighted average method

1. Simple percentage method:A simple percentage statistical tool was used to identify the percentage of

respondents responses.

Percentage = (No of respondents/ Total no of samples) * 100.

2. Weighted average mean:

The weights stand for the relative importance of the different items

WiXi

W=

W

Where Wi = weighted average mean

X = weighted value

W = respondents


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CHAPTER - V

DATA ANALYSIS AND INTERPRETATION

Table no: 5.1.1 AGE OF THE RESPONDENTS

The table shows the Age of the respondents, herewith the classification of the age is divided

into three categories. The first categories are below 25 years of age and the second categories

are from 25 40 years of age and finally the last category of the age is above 40 years of the

age.

S.No Particulars No. of Respondents Percentage

1 Below 25 years 51 46

2 25-40 years 46 42

3 Above 40 years 13 12

Total 110 100

TOOLS: PERCENTAGE ANALYSIS

DATA: PRIMARY DATA


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INTERPRETATION:

From the above table, 46% of the respondents are from below 25 years of

the age and then 42% of the respondents are from the 25 - 40 years of the age and finally, the last

categories of the 12% of the respondents are from the above 45 years of the age.

Chart No: 5.1.1 AGE OF THE RESPONDENTS

AGE

46%

42%

12%

0

5

1015

20

25

30

35

40

45

50

Below 25 years 25-40 years Above 40 years

PERCENTAGE


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Table no: 5.1.2 GENDER OF THE RESPONDENTS

The table shows the Gender of the respondents, herewith the classification of the gender is

divided into two categories. The first categories are male respondents and the second

categories are female respondents.


1 Male 58 53

2 Female 52 47

Total 110 100


DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 53% of the respondents are from male category and

47% of the respondents are from female category.


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Chart No: 5.1.2 GENDER OF THE RESPONDENTS

GENDER

4445

46

47

48

49

50

51

52

53

Male

Female

53%

47%

PERCENTAGE


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Table no: 5.1.3 MARITAL STATUS OF THE RESPONDENTS

The table shows the Marital Status of the respondents, herewith the classification of the

marital status is divided into two categories.. The first categories are married respondents and

the second categories are unmarried respondents.


1 Married 60 55

2 Unmarried 50 45

Total 110 100


DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 55% of the respondents are belongs to the married

category and 45% of the respondents are belongs to the unmarried category.


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Chart No: 5.1.3 MARITAL STATUS OF THE RESPONDENTS

MARITAL STATUS

0

10

20

30

40

50

60

MarriedUnmarried

55%

45%

PERCENTAGE


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Table no: 5.1.4 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

The table shows the Educational Qualification of the respondents, herewith the

classification of the educational qualification is divided into five categories. The first

categories are the respondent who completes their post graduation will come under this

category and the second categories of the respondents who completes Under graduation or

diploma and the third category respondents are who completed HSC/SSLC and the fourth

category of the respondents are below than HSC/SSLC and finally, the fifth category of the

respondents are from uneducated list.


1 Post Graduate 10 9

2 Under Graduate/Diploma 22 20

3 HSC/SSLC 31 28

4 Less than HSC/SSLC 45 41

5 Uneducated 2 2

Total 110 100


DATA: PRIMARY DATA


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INTERPRETATION:

From the above table, 9% of the respondents are from post graduation and

then 20% of the respondents are from Under graduation or diploma and 28% of the

respondents are from completion of their HSC/SSLC and 41% of the respondents are from

less than HSC/SSLC and finally, the 2% of the respondents are from uneducated list.

Chart No: 5.1.4 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

EDUCATIONAL QUALIFICATION

0

5

10

15

20

25

30

35

40

45

9%

20%

28%

41%

2%

PERCENT

AGE


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Table no: 5.1.5 DEPARTMENT WISE CLASSIFICATION OF THE RESPONDENTS

The table shows the Department wise classification of the respondents, herewith the

classification of the respondents is from various departments. The major classification of the

departments is divided into seven categories.


1 General and

Administration

12 11

2 Production 76 69

3 Sales and Marketing 7 6

4 Laboratory 3 3

5 Others(Driver, Electrician,

Sweeper, Security)

12 11

Total 110 100


DATA: PRIMARY DATA


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INTERPRETATION:

From the above table, 5% of the respondents are from General and

Administration and then 2% of the respondents are from Human Resource and 4% of the

respondents are from Finance and 69% of the respondents are from Production and 6% of the

respondents are from Sales and Marketing and 3% of the respondents are from Laboratory

finally, the 11% of the respondents are from Others category like (Driver, Electrician,

Sweeper, Security).

Chart No: 5.1.5 DEPARTMENT WISE CLASSIFICATION OF THE RESPONDENTS

DEPARTMENTS

0

10

20

30

40

5060

70

11%

69%

6% 3%11%

PERCENTAGE


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Table no: 5.1.6 MONTHLY SALARY CLASSIFICATION OF THE RESPONDENTS

The table shows the monthly salary classification to the respondents, herewith the

classification of the respondents is based on their monthly income. The first category of the

respondents will be in the category of less than Rs 3,000 and the second category of the

respondents will be in the category Rs 3,000 5,000 and the third category of the

respondents will be in the category Rs 5,001 10,000 and then finally, the fourth category of

the respondents will be in the category Above Rs 10,000.


1 Less than Rs 3,000 72 65

2 Rs 3,000 5,000 26 24

3 Rs 5,001 10,000 12 11

4 Above Rs 10,000 - -

Total 110 100


DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 65% of the respondents are in Less than Rs 3,000

and then 24% of the respondents are in Rs 3,000 5,000 and 11% of the respondents are in

Rs 5,001 10,000 and there was no respondents earning the salary above 10,000.


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Chart No: 5.1.6 MONTHLY SALARY CLASSIFICATION OF THE RESPONDENTS

MONTHLY SALARY

0

10

20

30

40

50

60

70

Less than Rs

3,000

Rs 3,000

5,000

Rs 5,001

10,000

Above Rs

10,000

65%

24%

11%

0%PERCEN

TAGE


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Table no: 5.1.7 EXPERIENCE WISE CLASSIFICATION OF THE RESPONDENTS

The table shows the experience classification of the respondents, herewith the experience is

classified into four divisions. The first category is the respondents who have the less than one

year of the experience and the second category is the respondents who have more than one

years of the experience and the third category is the respondents who have more than three

years of the experience and finally, the fourth category is the respondents who have above

five years of the experience in their job.


1 Less than 1 year 19 17

2 Above 1 year 60 55



Total 110 100


DATA: PRIMARY DATA


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INTERPRETATION:

From the above table, 17% of the respondents are having Less than one

year experience and then 55% of the respondents are having more than one year of

experience and 17% of the respondents are having more than three year of experience and

11% of the respondents are having above five year of experience.

Chart No: 5.1.7 EXPERIENCE WISE CLASSIFICATION OF THE RESPONDENTS

EXPERIENCE

0

10

20

30

40

50

60

Less than 1

year

Above 1 year Above 3 year Above 5 year

17%

55%

17%

11%

PERCENTAGE


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Table no: 5.1.8

RESPONDENTS OPINION ABOUT PROMOTIONAL OPPORTUNITIES IN THE

COMPANY

PROMOTIONAL OPPORTUNITIES: The promotional opportunities will be the major

part in the satisfaction of the employees on their job. This table shows the respondents

answers to the about the promotional opportunities.


1 YES 79 72

2 NO 31 28

Total 110 100


DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 72% of the respondents say that the company

involves in the promotional opportunities and 28% of the respondents say that the company

doesnt involves in the promotional opportunities.


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Chart No: 5.1.8

RESPONDENTS OPINION ABOUT PROMOTIONAL OPPORTUNITIES IN THE

COMPANY

72%

28%

YES` NO

0

10

20

30

40

50

60

70

80


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Table no: 5.1.9

RESPONDENTS OPINION ABOUT WELFARE MEASURES IN THE COMPANY

The table shows the opinion of the respondents about the welfare measures provided in the

company


1 YES 80 73

2 NO 30 27

Total 110 100


DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 73% of the respondents say that the company

involves in the welfare measures and 27% of the respondents say that the company doesnt

involves in the welfare measures.


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Table no: 5.1.10 RESPONDENTS LIKING OF THE JOB

The table shows the respondents liking of the job, the satisfaction on the job of the

employees only gets fulfilled if they likes their job very much. Here, the satisfactory on their

job of the employees is categorized into three major levels. First category belongs to the

satisfactory level and second category belongs to the neutral position which means both the

satisfactory and also in dissatisfactory and the third category belongs to the dissatisfaction

level.


1 Satisfy 73 66.5

2 Neutral 30 27

3 Dissatisfy 7 6.5

Total 110 100


DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 66.5% of the respondents say that they likes their

job and 27% of the respondents say that they in the neutral and 6.5% of the respondents say

that they dislikes their job.


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Chart no: 5.1.10 RESPONDENTS LIKING OF THE JOB

LIKING OF THE JOB

0

10

20

30

40

50

60

70

Satisfy Neutral Dissatisfy

66.5%

27%

6.5%PERCENTAGE


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5.2 WEIGHTED AVERAGE METHOD

TOP FIVE RANKINGS OF THE RESPONDENTS FOR THEFACILITIES PROVIDED

The table shows top five rankings of the respondents for the facilities provided by the

company(A Free Bus/ Van , B Canteen , C Accommodation, D Free tour per year, E

Bonus, F Medical Facility, G Leave policy, H Training for Workers, I Grievance

Management System). The all kinds of the respondents as say that the above facilities are

available in the company. Based on that, the respondents were asked to give the top five facilities

which of they likes most from above. Here, the classification of the respondents answer will be

separately described for the top five rankings and to analyze which factor has more weight.

TABLE No: 5.2.1

FACILITIES RANKINGS

First Second Third Fourth Fifth

A-Free bus/van 2 4 13 23 46

B-Canteen 1 1 4 3 3

C-Accommodation 2 3 3 2 2

D-Free tour per year 9 24 13 17 17

E-Bonus 53 28 13 7 3

F-Medical facility 9 22 28 12 13

G-Leave policy 3 5 22 22 4

H-Training for workers 30 9 12 22 14

I-Grievance management system 1 14 2 1 8


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CALCULATION RESULTS:

Here, the weight was given to the rankings as (first1, second2, third3, fourth4, and fifth5)

TABLE No: 5.2.1.1

INTERPRETATION:

The first facility (A Free Bus / Van) with 3.33 shows the highest weight in the

list of facilities provided by the company and the lowest weight is 0.31 were the ( C -

Accommodation) facility provided by the company.

W X1W1 X2W2 X3W3 X4W4 X5W5 X6W6 X7W7 X8W8 X9W9

1 2 1 2 9 53 9 3 30 1

2 4 2 6 48 56 44 10 18 28

3 39 12 9 39 39 84 66 36 6

4 92 12 8 68 28 48 88 88 4

5 230 15 10 85 15 65 20 70 40

XiWi 367 42 35 249 191 250 182 242 79

XiWi/ n 3.33 0.38 0.31 2.26 1.73 2.27 1.65 2.2 0.71

WEIGHTAGE I VIII IX III V II VI IV VII


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RESPONDENTS RESULTS FOR THE STATEMETNS RELATED TO

SATISFACTION LEVEL

The Respondents were asked to state their level of satisfaction relating to ten factors. Based on

their responses the satisfaction score obtained by each respondent was found out. Points or

scores were allocated based on the response. The scores were allocated as follow and to analyze

which statement has more weight.

Strongly agree = 5, Agree= 4, Neutral = 3, Disagree =2, strongly disagree = 1

TABLE No: 5.2.2

S.NO STATEMENTS No. of Respondents5 4 3 2 1

1. The company shows genuine interest in the well being of all employeesand even support them during personal emergencies. 14 32 44 11 9

2. Workers are encouraged to suggest new ideas about their work andWeaknesses of workers are communicated to them in a non-threatening

way.

13 33 45 11 8

3. The company provides excellent benefits and welfare facilities for theemployees and their families. 21 34 32 14 9

4. I believe that the work atmosphere is friendly.

18 47 26 11 8

5. My working environment is satisfactory and I have adequate facilitiesto do my job. 21 44 28 10 7

6. I believe that the company communicates the entireof its goals &strategies effectively to workers and I have good understating about the

companys plans/schemes.

21 45 23 13 8

7. My performance for every year is reviewed and discussed with me andI am satisfied of the performance evaluating method. 20 43 24 13 10

8. I agree that the Companys compensation package matches similarorganizations in the industry and All the allowances and advances are

provided on time.

28 36 20 16 10

9. My Manager/Supervisor communicates my weaknesses and helps me inovercoming them and gives appreciation to good work done by me

promptly.

30 32 23 16 9

10. I feel that the Manager/Supervisor and subordinates relationship aregood and I trusted and interested to do my job. 35 36 24 9 6


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CALCULATION RESULTS:

Here, the weight was given to the ratings as (Strongly agree = 5, Agree= 4, Neutral = 3,

Disagree =2, strongly disagree = 1)

TABLE No: 5.2.2.1

INTERPRETATION:

The last statement which related to the satisfaction level shows the more weight with 3.77 values

and the first statement which related to the satisfaction level shows the lowest weight with 3.28

values.

W X1W1 X2W2 X3W3 X4W4 X5W5 X6W6 X7W7 X8W8 X9W9 X10W10

1 9 8 9 8 7 8 10 10 9 6

2 22 22 28 22 20 26 26 32 32 18

3 132 135 96 78 84 69 72 60 69 72

4 128 132 136 188 176 180 172 144 128 144

5 70 65 105 90 105 105 100 140 150 175

XiWi 361 362 374 386 392 388 380 386 388 415

XiWi/ n 3.28 3.29 3.4 3.5 3.56 3.52 3.45 3.5 3.52 3.77

WEIGHTAGE VIII VII VI IV II III V IV III I


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CHAPTER - VI

FINDINGS

1. Majority of the respondents are belongs to 25 years of age category. (46%)2. Majority of the respondents are belonging to the male category. (53%)3. Majority of the respondents are married. (55%)4. Majority of the respondents are belonging to the less then HSC/ SSLC.

(41%)

5. Majority of the respondents are from production department (69%).6. Majority of the respondents are earning less than Rs.3000 as monthly

salary (65%).

7. Majority of the respondents are having above one year experience. (55%)8. Majority of the respondents are accepts, the promotional opportunities

providing for employees. (72%)

9. Employees are permitted to take casual leave for 3 days.10.All the respondents are accepted, that the company provides salary

increments to the employees.

11.All the respondents say that the bonus providing for the employees peryear.


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12.All the respondents say that the company evaluating the employees worksperformance regularly.

13.Majority of the respondents are accepts, the welfare measures providingfor the employees. (73%)

14.Majority of the respondents like their job (66.5%).FINDINGS THROUGH WEIGHTED AVERAGE METHOD

1. Weighted Average Method Respondents Result For The FacilitiesProvided By The Company

The first facility (A Free Bus / Van) with 3.33 shows the highest

weight in the list of facilities provided by the company and the lowest weight

is 0.31 were the (C - Accommodation) facility provided by the company.

2. Weighted Average Method Respondents Result For The Statementsrelated to the satisfaction level

The last statement which related to the satisfaction level shows the

more weight with 3.77 values and the first statement which related to the

satisfaction level shows the lowest weight with 3.28 values.


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SUGGESTIONS

y The management has to concentrate to the employees well being and tosupport them during the personal emergencies.

y The management may encourage workers to suggest new ideas about theirwork in the weekly meeting.

y The training program can be conducted by the management to rectify theweakness of the employees and to take necessary actions to overcome it.

y The welfare facilities (medical facilities medical checkups for two weeksonce, changing room and rest room with additional fans, free lunch in

canteen) for the employees should be consider.

y The management can provide some extra allowances (entering in correcttime for work daily, without absenteeism) for the employees. It must be a

motivational aspect to the employees. So, far the employees can meet out

some of their personal allowances and work happily for the organization

growth.


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CHAPTER VII

CONCLUSION

Satisfaction level on the job describes how content an individual is with his or her job. It

is a relatively recent term since in previous centuries the jobs available to a particular person

were often predetermined by the occupation of that persons parent. There are a variety of factors

that can influence a persons satisfaction level on the job.

If the performance falls short of expectations, the employee is dissatisfied and if it

matches the expectations, the employee is satisfied. A high satisfaction implies improvement in

efficiency and performance doing work or service.

From this study in New hope food industries (P) ltd, Erode the employees satisfaction

level and expectations is well and good


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BIBLIOGRAPHY

REFERENCE BOOKS

1. Human Resources Management- K. Ashwathapa.

Publisher: Tata McGraw-Hill (2008)

2. Personal Management in India- R M Sen Gupta.

Publisher: Asia publishing house, Bombay (1973).

3. Research Methodology (Methods and Techniques)- C.R. Kothari.

Publisher: New Age International

4. Organizational Behaviour- Jit S Chand.

Publisher: Vikas Publishing House, New Delhi (2000).

WEBSITES

www.milkawondercake.in

www.wikipedia.com

www.answers.com


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A STUDY ON EMPLOYEES SATISFACTION LEVEL AND EXPECTATION ONTHEIR JOB IN NEW HOPE FOOD INDUSTRIES, ERODE.

QUESTIONNAIRE

(PLEASE TICK [] IN THE OPTION BOX WHEREVER ITS NECESSARY)1. NAME OF THE RESPONDENT :2. AGE :

BELOW 25 YEARS 25-40 YEARS ABOVE 40 YEARS

3. GENDER : MALE FEMALE4. MARITAL STATUS : MARRIED UNMARRIED5.

EDUCATIONAL QUALIFICATION :

POST GRADUATE UNDER GRADUATE/ DIPLOMA

HSC/SSLC LESS THAN HSC/SSLC UN EDUCATED

6. DEPARTMENT :7. DESIGNATION :8. MONTHLY SALARY :

LESS THAN Rs 3,000

Rs 3,000 5,000

Rs 5,001- 10,000

Above Rs 10,000

9. HOW LONG YOU ARE WORKING IN THE COMPANY?LESS THAN 1 YEAR

ABOVE 1 YEAR

ABOVE 3 YEARS

ABOVE 5 YEARS

DATE:


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10.WHICH OF THE FOLLOWING FACILITIES ARE PROVIDED BY THE COMPANY?FREE (BUS/VAN)

CANTEEN

ACCOMMODATION

FREE TOUR PER YEAR

BONUS

MEDICAL FACILITY

LEAVE POLICY

TRAINING FOR WORKERS

GRIEVANCE MANAGEMENT SYSTEM

11.PLEASE RANK THE TOP 5 FACILITIES YOU LIKE MOST FROM YOURCOMPANY? (ONLY TICK[] ANSWERS FOR THE 10th QUESTION SHOULD BE

RANKED HERE)

1. _____________________.2. _____________________.3. _____________________.4. _____________________.5. _____________________.

12. FREQUENCIES OF BONUS PROVIDEDONCE IN SIX MONTHS

ONCE IN A YEAR

MORE THAN ONE YEAR

NO BONUS.

13. HOW MANY DAYS THE COMPANY OFFERING YOU TO TAKE CASUALLEAVES IN A MONTH?

Specify: _______________.


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14.IS THE COMPANY PROVIDING THE SALARY INCREMENT?YES NO

15.IS THERE ANY PROMOTIONAL OPPORTUNITIES FOR THE WORKERS?YES NO

16.IS THE COMPANY EVALUATING THE EMPLOYEES WORK PERFORMANCE?YES NO

17. IS THE COMPANY INVOLVES IN THE WELFARE MEASURES OF THEEMPLOYEES?

YES NO

18.WHAT WILL BE YOUR EXPRESSION FROM THE FOLLOWING PICTURES,WHEN YOU THINK ABOUT YOUR JOB?

(Satisfy) (Neutral) (Dissatisfy)

19. SUGGESTS FEW LINES ABOUT YOUR EXPECTATION,________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________


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20.Please give your ratings by tick[] in the ratings boxes for the statements given below. Sofar, the organization will make better understandings about you and your peer groups

satisfaction and expectations and then they can try to fulfill your expectations in future.

[Strongly agree -5 agree -4 neutral -3 disagree -2 strongly disagree -1]S.NO STATEMENTS RATINGS

5 4 3 2 11. The company shows genuine interest in the well being of all employees

and even support them during personal emergencies.

2. Workers are encouraged to suggest new ideas about their work andWeaknesses of workers are communicated to them in a non-threatening

way.

3. The company provides excellent benefits and welfare facilities for theemployees and their families.

4. I believe that the work atmosphere is friendly.

5. My working environment is satisfactory and I have adequate facilities todo my job.

6. I believe that the company communicates the entireof its goals &strategies effectively to workers and I have good understating about the

companys plans/schemes.

7. My performance for every year is reviewed and discussed with me and Iam satisfied of the performance evaluating method.

8. I agree that the Companys compensation package matches similarorganizations in the industry and All the allowances and advances are

provided on time.

9. My Manager/Supervisor communicates my weaknesses and helps me inovercoming them and gives appreciation to good work done by me

promptly.

10. I feel that the Manager/Supervisor and subordinates relationship aregood and I trusted and interested to do my job.

.[RESPONDENT SIGNATURE]


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74

CALCULATIONS

TOP FIVE RANKINGS OF THE RESPONDENTS FOR THE FACILITIES PROVIDED

WEIGHTED AVERAGE METHODFORMULA:

Weighted average = Xi Wi

---------------------

Total no of respondents

W A

X1

X1

W1

B

X2

X2

W2

C

X3

X3

W3

D

X4

X4

W4

E

X5

X5

W5

F

X6

X6

W6

G

X7

X7

W7

H

X8

X8

W8

I

X9

X9

W9

1 2 2 1 1 2 2 9 9 53 53 9 9 3 3 30 30 1 1

2 4 4 1 2 3 6 24 48 28 56 22 44 5 10 9 18 14 28

3 13 39 4 12 3 9 13 39 13 39 28 84 22 66 12 36 2 6

4 23 92 3 12 2 8 17 68 7 28 12 48 22 88 22 88 1 4

5 46 230 3 15 2 10 17 85 3 15 13 65 4 20 14 70 8 40

XiWi

367 42 35 249 191 250 182 242 79


75/79

75

X1W1

X1 W1 = ---------------------


X1W1 = 367 / 110 = 3.33

X2W2

X2 W2 = ---------------------


X2W2 = 42 / 110 = 0.38

X3W3

X3 W3 = ---------------------


X3 W3 = 35 / 110 = 0.31

X4W4

X4 W4 = ---------------------


X4W4 = 249 / 110 = 2.26

X5W5

X5 W5 = ---------------------


X5W5 = 191 / 110 = 1.73

X6W6

X6 W6 = ---------------------



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76

X6W6 = 250 / 110 = 2.27

X7W7

X7 W7 = ---------------------


X7 W7 = 182 / 110 = 1.65

X8W8

X8 W8 = ---------------------


X8W8 = 242 / 110 = 2.2

X9W9

X9W9 = ---------------------


X9 W9 = 79 / 110 = 0.71

Here, the first facility (A Free Bus / Van) with 3.33 shows the highest weight in the list of

facilities provided by the company and the lowest weight is 0.31 were the (C - Accommodation)

facility provided by the company.


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77

RESPONDENTS RESULTS FOR THE STATEMETNS RELATED TOSATISFACTION LEVEL

WEIGHTED AVERAGE METHOD

FORMULA:

Weighted average = Xi Wi

---------------------


W A

X1

X1

W1

B

X2

X2

W2

C

X3

X3

W3

D

X4

X4

W4

E

X5

X5

W5

F

X6

X6

W6

G

X7

X7

W7

H

X8

X8

W8

I

X9

X9

W9

J

X10

X

W

1 9 9 8 8 9 9 8 8 7 7 8 8 10 10 10 10 9 9 6 6

2 11 22 11 22 14 28 11 22 10 20 13 26 13 26 16 32 16 32 9 1

3 44 132 45 135 32 96 26 78 28 84 23 69 24 72 20 60 23 69 24 7

4 32 128 33 132 34 136 47 188 44 176 45 180 43 172 36 144 32 128 36 1

5 14 70 13 65 21 105 18 90 21 105 21 105 20 100 28 140 30 150 35 1

XiW

i

361 362 374 386 392 388 380 386 388 4


78/79

78

X1W1

X1 W1 = ---------------------


X1W1 = 361 / 110 = 3.28

X2W2

X2 W2 = ---------------------


X2W2 = 362 / 110 = 3.29

X3W3

X3 W3 = ---------------------


X3 W3 = 374 / 110 = 3.4

X4W4

X4 W4 = ---------------------


X4W4 = 386/ 110 = 3.5

X5W5

X5 W5 = ---------------------


X5W5 = 392 / 110 = 3.56

X6W6

X6 W6 = ---------------------



79/79

X6W6 = 388 / 110 = 3.52

X7W7

X7 W7 = ---------------------


X7 W7 = 380 / 110 = 3.45

X8W8

X8 W8 = ---------------------


X8W8 = 386 / 110 = 3.5

X9W9

X9W9 = ---------------------


X9 W9 = 388 / 110 = 3.52

X10W10

X10 W10 = ---------------------


X10W10 = 415 / 110 = 3.77

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