Employee Job Satisfaction Project

EMPLOYEE JOB SATISFACTION

INTRODUCTION

TO COMPANY

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Introduction to the Organization:-

Name: SHREE RUBER PRODUCTS PVT. LTD

Plant Location: SILVASSA RD. DADARA

SHREE RUBER PRODUCTS is the rubber and plastics industry its main area of

operation is production of plastics taps and filters. It was established in the year 1996 it is

located in A/8, ZERO TAX INDUSTRIAL ESTATE , SILVASSA RD. DADARA.

SHREE RUBBER PRODUCTS was started with authorized capital of

Rs.50,00,000\-. SHREE RUBBER PRODUCTSs is been provided financial assistance by

the “Bank Of Baroda”, which helps them for smooth functioning of their business

activities. Due to expansion of business, the company took loan from bank.

SHREE RUBBER PRODUCTS deals in rubber and plastics products and it

supply its product to markets of Daman, Mumbai and Haridwar.

The mode of transportation of company is by road.

SHREE RUBER PRODUCTSs has its registered office in Goregoan.

Staff

Company has following numbers of staff members-

1) Management- 4

2) Clerical – 8

3) General Workmen – 21

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4) Security – 7

Computerization in Work

Concept of computerization is fast changing. With companies objective to remain a

global player and survive in this age of neck to neck competition, company is keen to

adopt latest innovations in its operation of business. As a step towards this company has

installed new kind of network which provides company with useful assistance right from

financial accounting to setting the products MRP.

Future Plans

1. Computerization of Enterprise Resource Requirement(ERP)

2. Total computerization of Processing, Planning, machine shop scheduling and

assembly scheduling through computerization.

3. Computerization- particularly in the area like TQC.

4. Adoption of latest information technology techniques.

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Objectives

Objective towards the company

To earn more profit

To improve the quality of the product continuously

To development of marketing strategy

Improve image of the product in the market

Objectives towards the workers welfare

To provide proper welfare facilities to the workers

To provide proper incentives

To provide proper training

To arrange motivational activities for the workers

To provide promotional activities

Objective towards the society

To avoid environmental pollution

To develop surrounding area of the company

To create employment opportunities

Objectives towards the distributors

and customers

To provide proper commission to the distributors

To help the distributors in the advertisement activities

To provide proper and satisfactory service to the distributors and

customers.

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Name Of The Company SHREE RUBER PRODUCTS Pvt Ltd

Name Of The Location SILVASSA RD. DADARA

Address A/8, ZERO TAX INDUSTRIAL

ESTATE , SILVASSA RD. DADARA

State Gujarat

Country INDIA

Phone No 09764192737

Company Establishment 1996

Registered Office Goregaon, Mumbai

Area Of Company 1 Acres

Staff Management-4

Clerical-8

General workmen-21

Security division-7

Nature Of Business Rubber & Plastics

Company Products Plastics taps & filter

Product Supply Source Road Transportation

Bankers Bank Of Baroda

Area Of Selling & Distribution Selling and Distributing Products to

Daman, Haridwar & Mumbai.

Depot. Manager MR. Suraj Ware

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THEORETICAL BACKGROUND

DEFINITIONS

According to ‘D.C.Smith’ at all job satisfactions is the persistent feeling towards

discriminable.

‘E.A.Hocke’ admits that job satisfaction perceived relationship between what one

wants from one job and what one perceives it as offering or entailing.

‘Lower (1970)’ described job satisfaction is an indication of an employee’s

motivation to come to work.

‘Sinha (1974)’ defined job satisfaction as a remteg’ ration of effect produced by

individual’s perception of fulfillment of his needs in relation to this works and the

situation surrounding it.

‘Andrew Dubrims(1981)’ explained job satisfaction is a positive emotional state

that occurs when a persons job seems to fulfill important job provided these values are

copyedited with ones needs.

WHAT IS JOB SATISFACTION ?

Job satisfaction is the favorableness or unfavorable ness with which employees view

their work. It expresses the amount of agreement between one’s expectations, it relates to

equity theory the psychological contract and motivation.

Job satisfaction is part of life satisfaction. The nature of one’s job environment of the

job does effect one’s feeling on the job. Similarly, since a job is an important part of a life.

Job satisfaction influences one’s general life satisfaction the result is that satisfaction

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arises from a complex set of circumstances in the same way the motivation or to better

motivation.

Job satisfaction is dynamic. Manager can not establish high job satisfaction once and

then forget about it for several years. It can go as quickly as it came usually more quickly

so it has to be maintained week after week, month after month, year after year

JOB SATISFACTION AND PERFORMANCE

For many years it was assumed that high satisfaction leads to high employees

performances, but this assumption not correct satisfied workers may be high or low, or

only average produces. The satisfaction performance relationship is more complex

then the simple part of path of “satisfaction leads to performance”. As suggested by

hertz berg’s motivation maintenance model satisfaction typically is not as strong

motivator.

JOB SATISFACTION AND EMPLOYEE VARIABLE

Job satisfaction is related to a number of major employee variables such as

turnover, absence, age, occupation & the size of the organization in which an

employee works.

a) Turnover

As might be expected higher job satisfaction is associated with lower employee

turnover more employee are likely to study with their employee longer.

b) Absence

A similar relationship applies to absences. Those employees who have less

satisfaction tend to be absent more often. They do not necessarily plan to be absent, but

when some reason for absences arises, dissatisfied employee finds it easier to respond to

that research.

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c) Age

As workers grow older, they tend to be slightly more satisfaction with their jobs.

There are a number of reasons, such as to weed expectation and better adjustment to their

work situation because of expectation once with it. Younger workers on the other

hand,tend to be less satisfied because higher expectation, less adjustment and other cause,

there are expectations, but the general trend is for higher job satisfaction with advancing

age.

OCCUPATIONAL LEVEL

People with higher level occupational tend to be more satisfied with their jobs. They

usually are better paid and have better working conditions, and their jobs make fullest use

of their abilities , therefore they have good reasons to be more satisfied. The result is that

managers & professionals usually are more satisfied than skilled workers, who tend to be

more satisfied than semiskilled and unskilled workers. Those who works at higher

occupational levels are considerably more satisfied than unskilled workers.

ORGANIZATIONAL SIZE

Organization size often is inversely related to job satisfaction, the term

“organization size” refers to the size of the size of an operating unit such as a branch plant,

rather then that of an entire corporation or government unit.

As organization grows larger, job satisfaction tends to decline moderately unless

corrective actions is taken to offset the tend. Without corrective action larger organizations

tend to over whelm people and disrupt supportive processes. Such as communication, co-

ordination and participation. Because decision-making power is so far removed,

employees begin to feel that they are losing control over the events that affect them, the

work environment also loses elements of personal closeness, friendship and small group

teamwork that are important to the satisfaction of many people.

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Importance to Worker and Organization

Frequently, work underlies self-esteem and identity while unemployment lowers self-

worth and produces anxiety. At the same time, monotonous jobs can erode a worker's

initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job

satisfaction and occupational success are major factors in personal satisfaction, self-

respect, self-esteem, and self-development. To the worker, job satisfaction brings a

pleasurable emotional state that often leads to a positive work attitude. A satisfied worker

is more likely to be creative, flexible, innovative, and loyal.

For the organization, job satisfaction of its workers means a work force that is motivated

and committed to high quality performance. Increased productivityâ€”the quantity and

quality of output per hour workedâ€”seems to be a byproduct of improved quality of

working life. It is important to note that the literature on the relationship between job

satisfaction and productivity is neither conclusive nor consistent. However, studies dating

back to Herzberg's (1957) have shown at least low correlation between high morale and

high productivity, and it does seem logical that more satisfied workers will tend to add

more value to an organization. Unhappy employees, who are motivated by fear of job loss,

will not give 100 percent of their effort for very long. Though fear is a powerful motivator,

it is also a temporary one, and as soon as the threat is lifted performance will decline.

Tangible ways in which job satisfaction benefits the organization include reduction in

complaints and grievances, absenteeism, turnover, and termination; as well as improved

punctuality and worker morale. Job satisfaction is also linked to a more healthy work force

and has been found to be a good indicator of longevity. And although only little

correlation has been found between job satisfaction and productivity, Brown (1996) notes

that some employers have found that satisfying or delighting employees is a prerequisite to

satisfying or delighting customers, thus protecting the "bottom line." No wonder Andrew

Carnegie is quoted as saying: "Take away my people, but leave my factories, and soon

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grass will grow on the factory floors. Take away my factories, but leave my people, and

soon we will have a new and better factory"

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Creating Job Satisfaction

So, how is job satisfaction created? What are the elements of a job that create job

satisfaction? Organizations can help to create job satisfaction by putting systems in place

that will ensure that workers are challenged and then rewarded for being successful.

Organizations that aspire to creating a work environment that enhances job satisfaction

need to incorporate the following:

Flexible work arrangements, possibly including telecommuting

Training and other professional growth opportunities

Interesting work that offers variety and challenge and allows the worker

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

Opportunities to use one's talents and to be creative

Opportunities to take responsibility and direct one's own work

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

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

provides timely feedback as well as congenial team members

Flexible benefits, such as child-care and exercise facilities

Up-to-date technology

Competitive salary and opportunities for promotion

Probably the most important point to bear in mind when considering job satisfaction is that

there are many factors that affect job satisfaction and that what makes workers happy with

their jobs varies from one worker to another and from day to day. Apart from the factors

mentioned above, job satisfaction is also influenced by the employee's personal

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

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

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

example, when creating work teams, managers can enhance worker satisfaction by placing

people with similar backgrounds, experiences, or needs in the same workgroup. Also,

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managers can enhance job satisfaction by carefully matching workers with the type of

work. For example, a person who does not pay attention to detail would hardly make a

good inspector, and a shy worker is unlikely to be a good salesperson. As much as

possible, managers should match job tasks to employees' personalities.

Managers who are serious about the job satisfaction of workers can also take other

deliberate steps to create a stimulating work environment. One such step is job

enrichment. Job enrichment is a deliberate upgrading of responsibility, scope, and

challenge in the work itself. Job enrichment usually includes increased responsibility,

recognition, and opportunities for growth, learning, and achievement. Large companies

that have used job-enrichment programs to increase employee motivation and job

satisfaction include AT&T, IBM, and General Motors (Daft, 1997).

Good management has the potential for creating high morale, high productivity, and a

sense of purpose and meaning for the organization and its employees. Empirical findings

show that job characteristics such as pay, promotional opportunity, task clarity and

significance, and skills utilization, as well as organizational characteristics such as

commitment and relationship with supervisors and co-workers, have significant effects on

job satisfaction. These job characteristics can be carefully managed to enhance job

satisfaction.

Of course, a worker who takes some responsibility for his or her job satisfaction will

probably find many more satisfying elements in the work environment. Everett (1995)

suggests that employees ask themselves the following questions:

When have I come closest to expressing my full potential in a work situation?

What did it look like?

What aspects of the workplace were most supportive?

What aspects of the work itself were most satisfying?

What did I learn from that experience that could be applied to the present

situation?

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Workers' Roles in Job Satisfaction

If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or

her own satisfaction and well-being on the job. The following suggestions can help a

worker find personal job satisfaction:

Seek opportunities to demonstrate skills and talents. This often leads to more

challenging work and greater responsibilities, with attendant increases in pay and

other recognition.

Develop excellent communication skills. Employers value and reward excellent

reading, listening, writing, and speaking skills.

Know more. Acquire new job-related knowledge that helps you to perform tasks

more efficiently and effectively. This will relieve boredom and often gets one

noticed.

Demonstrate creativity and initiative. Qualities like these are valued by most

organizations and often result in recognition as well as in increased responsibilities

and rewards.

Develop teamwork and people skills. A large part of job success is the ability to

work well with others to get the job done.

Accept the diversity in people. Accept people with their differences and their

imperfections and learn how to give and receive criticism constructively.

See the value in your work. Appreciating the significance of what one does can

lead to satisfaction with the work itself. This helps to give meaning to one's

existence, thus playing a vital role in job satisfaction.

Learn to de-stress. Plan to avoid burnout by developing healthy stress-management

techniques.

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FACTORS AFFECTING JOB SATISFACTION

Job satisfaction is a complex phenomenon. The nature and the extent of the factors

contributing to job satisfaction are not yet fully known, but a good deal of research

studies in various countries with different culture which have accumulated by now

have certainly advanced by our understanding of these factors.

The factors which interact in a complex contribute job satisfaction are divided into

three categories.

a) Personal factor

b) Factors inherent in the job

c) Factors controllable by the management

A) PERSONAL FACTORS

1) SEX

The studies in other countries have shown that women workers are more satisfied

with their work or job than men. According to ghosh(1976), operators have greater

satisfaction than boys. Praharaj and Prasad sinha (1973) compared five hundred boys and

five hundred girls on occupational values and found the largest number of girls to prefer

occupation involving social services.

2) NUMBER OF DEPENDENTS

Results of a study of workers indicates that the more dependent one has the

less satisfaction he has with his job perhaps, the stress of grater financial needs

brings about greater dissatisfaction with ones job. The different in satisfaction

among employees with different number of dependents is however small.

3) AGE

Studies have found different results in different groups on the relationship of age to

job satisfaction. Indian studies have produced conflicting results in this area. It is side that

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in some groups, job satisfaction is higher with increasing age, in other it is lower and in

still other there is no difference.

4) TIME ON JOB

In the study conducted by Sinha and Nair(1965), it was showed that workers with

services of three years and less and those with service over six year were more satisfied

than the workers with service of four to six year.

5) INTELLIGENCE

The relation of intelligence to job satisfaction, no doubt depends on the

level and range of intelligence and the challenge of the job.

6) EDUCATION

Generally in various Indian studies, it found that there is a tendency for the

more educated workers to be less satisfied and conversely the less educated

workers to be more satisfied.

7) PERSONALITY

Studies have suggested that the personality is a major cause of job satisfaction

and dissatisfaction. All these studies imply that there is possibly a personality pattern,

which facilitates adjustments with environment and another, which does not

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B) FACTORS INHERENT IN THE JOB

1) Geography

The section of the country in which a person lives has a light bearing on whether

he wants to change the job. It has been found to have some bearing on satisfaction and

dissatisfaction of workers.

2) Skill Required

Skill is related to job satisfaction and has a bearing on several other factors like

kind of work or occupation, status, responsibility and possibly others.

3) Size of the Plant or Organization

It is well recognized that the size of the plant has a very important influence on

employee’s attitude. One of the studies conducted aboard has shown that moralize six

percent higher than in the large companies.

4) Type of Work

The most important factor inherited in the job is the type of work; several studies

have shown that varied work brings about more satisfaction than the routine work.

5) Occupational Status

Occupations are found to arrange themselves in hierarchy, according to their

relative status, prestige or value, in the particular society. Occupational status and job

satisfaction are related but not identified with each other occupational status depends not

only on the job, but also on the economic social and political system in which a particular

society operates.

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C) FACTORS CONTROLLABLE BY MANAGEMENT

1) Job security

Job security is the second most important preference or of various job

factors among the Indian workers.

2) Co-workers

In the study of sarveshwar rao and ganguli(1972) shows that the

relationship with co-workers, usually considered as hygiene, extrinsic or a

dissatisfaction factor, is considered as the important satisfied among the group of

highly skilled personnel. It is said that co-worker is an important factor of job

satisfaction, but it is not very important

3) Opportunity of Advancement

The fact that opportunity for advancement is so highly ranked may lead to

the interpretation that every worker will want to get promotion and will feel satisfied

in getting it.

4) Responsibility

Responsibility usually goes with security and experience on the job, salary

type of work, participation and involvement.

5) Supervision

This includes the type of supervision and also supervisory relations. Supervisors,

who establish supportive personal relationship with subordinates and take a personal

interest in them, contribute to their employee’s satisfaction,.

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6) Salary

The important of pay as factor in job satisfaction has been greatly over

emphasize by the management. Adequate salary emerges as the most important

preference of all the job factors.

7) Working Conditions

A comfortable working condition is ranked from above average to low in

importance. There seems to be consistently positive correlation between working

conditions & job satisfaction.

8) Fringe Benefits

Fringe benefits such as housing, medical aid, provident fund, canteen etc,

have been considered to affect attitude & job satisfaction of employees. In the recent

ALL India Survey of JBI (1974) fringe benefits include housing, canteen, etc & are

rated second in importance to wage & salary.

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WHAT SATISFIES INDIAN EMPLOYEES

In his study an American Employees, Hoppock (1935) identified six factors that

contributed to job satisfaction among them.

They are as follows;

The way individual reacts to unpleasant situations.

The facility with which adjust him to other persons.

His relative status in the social and economic group with which he identifies

himself.

The nature of the work in relation to the abilities, interest and preparation of the

worker.

Security.

Loyalty.

Note that these factors reflect not the specific job related contents but more general

class of factors relating to job satisfaction. Most Indian studies on job satisfaction on

the other hand, have concerned themselves with the specific aspect of work. These

studies on managers/supervisors or workers have essentially used one of the following

three methodologies of data collection.

I. A variety of factors are provided to the respondents and they are asked to rank

order them in terms of their contribution to their job satisfaction. These factors

have been identified either on the basis of published research or individual

experiences.

II. Some others have used critical incidents methodologies in the fashion in which

it was used by Herzberg (1959) and have tried to identify the factor

contributing to job satisfaction. Alternatively using the ranking order system as

in above, the respondents have been provided, the list of six motivators

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(achievement, recognition, responsibility, work itself, advancement and

growth) and ten hygiene, factor(supervision, organization policy and

administration, working condition, interpersonal relationship with superior,

peer and subordinate, status, salary, job security, and factors in personal life)

III. Yet another set of studies, particularly dealing with managers and supervisors

have used Porter (1961) need satisfaction questionnaire. Here the respondents

have been asked to indicate the existing satisfaction of need as well as the ideal

satisfaction that they needs with minimal discrepancies between actual and

ideal have been identified as contributing most to the job satisfaction.

Although quite a number of studies on what satisfied Indian employees have

been conducted in the following studies separately for managers/supervisors and

the workers are presented.

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MEASUREMENT OF JOB SATISFACTION

Measurement of job satisfaction has come to acquire the same fate as the

measurement of intelligence. Since there is no agreement on a specific definition.

Generally questionnaires are developed to measure satisfaction with various aspects of

work and the resultant behavior or score is called job satisfaction. Today as intelligence

test, job satisfaction can also be defined as what is measured by job satisfaction

questionnaire.

Most studies of job satisfaction have been concerned with operational sign it rather

than defining it. According to Locke (1969) such an approach describes that a certain

relationship works but tells nothing as to why it works. This seems to be the case with job

satisfaction.

In Indian context one of the first few satisfaction measures developed by

researcher in the S.D inventory by Pestonjee (1973) the S.D. inventory consists of 80

interrogatory types of statements in Hindi, English and Gujarathi. The items lead to yes no

type of responses. There are 20 items in each of the following four areas. There are 20

items in each of the following four areas. Their areas and representative item under each

one of the areas are given below:-

1) Job

Nature of work, hours of work, fellow workers, opportunities on the job for

promotion and advancement, overtime regulations, interest in work, physical environment,

machines and tools etc.

a) Don’t you think the work you are doing interesting?

b) Do you think your work is hard and difficult?

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2) Management

Supervisory treatment, participation, reward and punishment,praise and blame,

leave policy favoritism etc.

a) Do you think that promotions to employees are given impartially?

b) Are the employees dismissed from the job on simple and trivial

matters?

3) Social Relations

Neighbors, friends and associates, attitude towards people in community

participation in social activities caste barriers etc.

a) Do you get upset for a long time when criticized by somebody?

b) Are you frequently worried due to illness of your family members?

4) Personal Adjustment

Emotionalism, health, home and living conditions, financers, relations, with family

members etc.

a) Do you often feel that you are alone in this wide world?

b) Are you troubled by feelings of caste and creed in society?

These areas include both on the job off the job factors. The satisfaction treatment

of the individual items and the test as a whole showed significant discriminatory

potential.

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Assuring Job Satisfaction

Assuring job satisfaction, over the longterm, requires careful planning and effort both by

management and by workers. Managers are encouraged to consider such theories as

Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to

a stimulating, challenging, supportive, and rewarding work environment is vital. Because

of the relative prominence of pay in the reward system, it is very important that salaries be

tied to job responsibilities and that pay increases be tied to performance rather than

seniority.

So, in essence, job satisfaction is a product of the events and conditions that people

experience on their jobs. Brief (1998) wrote: "If a person's work is interesting, her pay is

fair, her promotional opportunities are good, her supervisor is supportive, and her

coworkers are friendly, then a situational approach leads one to predict she is satisfied

with her job" (p. 91). Very simply put, if the pleasures associated with one's job outweigh

the pains, there is some level of job satisfaction

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JOB SATISFACTION & PERSONAL CHARACTERISTICS

Who a person comes to work be brings with him his total personality his attitude, like

and dislikes his personal characteristics and these in term influence the satisfaction he

derives from his work. As work is one of the necessary aspects of the total life experience

of an individual, it becomes important to examine how his personal characteristics

influence his job satisfaction. Personal characteristics here refer to such bio social

variables as age, martial status, education, length of service and income etc.

In the west a number of studies have been carried out on relationship between job

satisfaction and personal characteristics. In India such studies have mostly convened

themselves with the workers population most Indian studies have used a correlative design

where the degree at association between such variables such as age, education, experience,

etc and job satisfaction have been calculated.

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DATA ANALYSIS

AND

INTERPRETATION

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TABLE NO:1

Data Related to Present Job Satisfaction

Responses Number of

Respondents

%

Highly Satisfied 5 25%

Satisfied 13 65%

Not Satisfied 2 10%

Total 20 100%

The above table is related to the present job satisfaction of the employees. Out of

20 samples, 5 samples were highly satisfied, 13 samples were satisfied and 2 samples were

dissatisfied.

Graph Showing Present Job Satisfaction

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TABLE NO.2

Data Related to Working Environment.

Responses Number of Respondents %

Satisfied 18 90%

Not Satisfied 2 10%

Total 20 100%

The above table is related to working environment in the organization. Out of 20

samples, 18 samples were satisfied whereas 2 samples were not satisfied with the present

working environment.

Graph Showing Working Environment

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TABLE NO.3

Data Related to Satisfaction of Salary.


Satisfied 17 85%

Not Satisfied 3 15%

Total 20 100%

The above table is related to the satisfaction to the satisfaction of employees with

their salary. Out of 20 samples, 17 samples are satisfied and 3 samples are not satisfied

with the salary provided by the company.

Graph Showing Satisfaction of Salary

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TABLE NO.4

Data Related to Need of Training.

Responses Number of

Respondents

%

Often 10 50%

Regular 2 10%

No 8 40%

Total 20 100%

The above table is related to the need of training for improvement and here I found

that out of 20 samples, 10 samples require training frequently,2 samples requires regular

training, 8 samples do not require training.

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Graph Showing Need of Training

TABLE NO.5

Data Related to Working Hours.



Satisfied 15 75%

Not Satisfied 2 10%

Total 20 100%

The above table is related to the working hours. Out of 20 samples, 3 samples are

highly satisfied, 15 samples are satisfied, 2 samples are not satisfied with the working

hours.

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Graph showing Working Hours

TABLE NO.6

Data Related to Safety Equipments.


Yes 18 90%

No 2 10%

Total 20 100%

The above table is related to the need of safety equipments in the organization. Out

of 20 samples, 18 samples are in favor of available safety equipments and 2 samples are

opposing the availability.

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Graph Showing Safety Equipment

TABLE NO.7

Data Related to Bonus.


Yes 19 95%

No 2 5%

Total 20 100%

The above table is related to the requirement of bonus for employees according to

the rules & regulations set by law. Out of 20 samples, 19 samples are eligible for bonus

where as 2 samples are not.

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Graph Showing to Bonus

TABLE NO.8

Data Related to Communication System.



Satisfied 10 50%

Not Satisfied 2 10%

Total 20 100%

The above table is related to the communication system in the organization. Out of

20 samples, 8 are highly satisfied, 10 are satisfied and 2samples are not satisfied.

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Graph Showing Communication System

TABLE NO.9

Data Related to Leave.


Yes 18 90%

No 2 10%

Total 20 100%

The above table is related to the emergency leave to the employees from the organization.

Out of 20 samples, 18 samples gets the emergency leave whereas 2 samples not.

Graph Related to the Leave

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TABLE NO.10

Data Related to Canteen Facility.


Yes 15 75%

No 5 25%

Total 20 100%

The above table is related to the need of canteen facility in the organization. Out of

20 samples, 15 samples visit regularly canteen whereas 5 samples visit rarely.

Graph Related To Canteen Facility

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TABLE NO.11

Data Related to Guidance From Superior.


Yes 15 75%

No 3 15%

Rarely 2 10%

Total 20 100%

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The above table is related to the need of guidance from superior. Out of 0 samples,

15 are getting guidance from superior, 3 are not getting guidance and 2 are rarely getting

guidance from superior

Graph showing Guidance from Superior.

TABLE NO.12

Data Related to Medical Facilities.


Yes 16 80%

No 4 20%

Total 20 100%

Above table is related to the medical facilities available to employees. Out of 20

samples, 16 samples are satisfied with the facility where as 4 are not satisfied with the

medical facility provided by the organization.

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Graph Related to Medical Facility

TABLE NO.13

Data Related to Social Activities.


Yes 2 10%

No 12 60%

Some Extent 6 30%

Total 20 100%

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The above table is related to social activity for the employee. Out of 20 samples, 2

samples think that they are having social activities, 12 employees are unsatisfied with the

activity and 6 are having some extent of social activity from the organization.

Graph Showing Superior & Worker Relationship

TABLE NO.14

Data Related to Superior Subordinate Relationship.


Yes 18 90%

No 2 10%

Total 20 100%

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The above table is related to the superior subordinate relationship in the

organization. Out of 20 sample space, 18 samples think that there is good relationship

where are 2 samples think that there is not good relation in superior and subordinate.

Graph Showing Superior- Subordinate Relationship

TABLE NO.15

Data Related to Convenience to Reach the Company.


Bus 4 20%

Vehical 2 10%

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Other 14 70%

Total 20 100%

The above table is related to the convenience to reach to the company. Out of 20

samples, 4 samples are coming by bus, 2 are coming by vehical, and 14 samples are using

other mode to reach the company.

Graph Showing Convenience to Reach the Company.

TABLE NO.16

Data Related to Annual Function Arranged by the Organization.


Yes 19 95%

No 1 5%

Total 20 100%

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The above table is related with annual function arranged by the organization. Out

of 20 samples, 19 samples are happy with the annual function arranged by the organization

whereas 1 sample are not happy.

Graph Showing Annual Function Arranged by the Organization.

FINDINGS42


&

SUGGESTIONS

FINDINGS.

Following are the findings of my research study.

It is found that majority of the workers i.e. 90% in the organization are satisfied.

It reveals that the importance of salary for which they work and it is found that

many employees are satisfied because there are employees who are well settled

and hence feel that they are satisfied.

43


It reveals the need and use of safety equipment, it is found that many employees in

the organization need it extensively, as these employees working in dangerous area

which is harmful and hence safety equipment is must.

It reveals the importance of communication system in the organization, it found

that many employees are satisfied with the communication system in the

organization.

It reveals that the importance of co-operation among workers & superior, it is

found that employee maintain healthy relation with each other, which shows the

sign of prosperity, growth & no industrial disputes.

It reveals that importance of annual function. It is found that employees are

satisfied with annual function arranged by the organization.

SUGGESTIONS.

The organization should provide proper lightening, ventilation and good working

environment to the workers, which creates more interest in work & full utilization

of the workers capacity.

The organization should provide social activities to their workers such as house

facility on reasonable loan basis.

44


Canteen facility should be undertaken by the organization for all the workers.

As some of the workers are unsatisfied with the salary system available in

organization. The company should provide good salary for the employees.

In case of employee unsatisfied with the salary, we can say that if the individual

employee achieves set targets then organization should give some monetary

benefits as a part of motivation to other employees to work had to achieve

individually set targets.

The organization should arrange their company’s bus to pick up their employees

from nearby their homes, which will help company, as well as employees to attend

at prompt time.

The organization can also introduce ESI (Employee Stock Insurance) for

employees. While working if the employee met with any incidental accident he

may get help from ESI.

The organization should provide equal facilities to both their permanent employees

and contract basis employees, which are why contract basis employees would take

put more efforts in their work.

The organization should arrange cultural programmes on some special festival

occasion or at the end of year which will creates good relationship between both

organization and employees and consumers.

45


CONCLUSION

The overall survey of employees job satisfaction in SHREE RUBER PRODUCTS

Ltd. SILVASSA RD. DADARA was good. It shows that employees are satisfied but

some employees are only highly satisfied. So company can try to give more satisfaction to

employees towards their work and also company should try to solve employees problems

towards their work which create more confidence in employees about their work.

46


Also company should provide all the facilities to their workers, when they needed

so employees motivating about their work and it is beneficial not only to employees but

also to company.

BIBLIOGRAPHY

47


Personal Management Edwin B. Flippo.

Human Resource Management P. Subba Rao.

Human Resource Management Stephen Robbins.

Human Resource Management A .M. Sarma.

Personal Management C.B.Mamoria.

Website - www.google.com

- www.wikipidia.com

APPENDIX

QUESTIONNAIRE

PERSONAL DETAILES

48

http://www.wikipidia.com/

http://www.google.com/


NAME:

……………………………………………………………………

AGE:

……………………………………………………………………

EXPERIENCE:

………………………………………………………………….

SEX:

……………………………………………………………………

DESIGNATION:

……………………………………………………………………

EMPLOYMENT DETAIL:

1) Are you satisfied with your present job?

Highly Satisfied

Satisfied

Not Satisfied

2) Are you satisfied with working environment?

Satisfied

Not Satisfied

3) Are you satisfied with your salary?

49


Satisfied

Not Satisfied

4) Do you think that you need occasional training?

Often

Regular

No

5) Are you satisfied with your working hours?

Highly Satisfied

Satisfied

Not Satisfied

6) Does the company provide you safety and personal protective equipments?

Yes

No

50


7) Do you get bonus?

Yes

No

8) Are you satisfied with the communication system in the organization?

Highly Satisfied

Satisfied

Not Satisfied

9) Does you get leave in emergency?

Yes

No

10) Do you have canteen facility?

Yes

No

51


10) Does your superior, subordinate motivate you to do the best job?

Yes

No

Rarely

12) Do you get medical facilities?

Yes

No

13 )Are there any other social activities provided by the organization to you?

Yes

No

Some Extent

14) Are you happy with the superior subordinate relationship?

Yes

No

15) What is the convenience to reach the company

52


Bus

Vehicle

Other

16) Is there any annual function arranged by the organization?

Yes

No

17) Would you like to give some suggestions to your company for improved job

satisfaction?

………………………………………………………………………………………………

………………………………………………………………………………………………

………………………………………………………………………………………………

……………………………..

Thank You.

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Documents

Employee Job Satisfaction Project