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“A STUDY ON JOB SATISFACTION OF WORKERS AT RHYTHM FASHION

IN TIRUPUR”

Submitted by

S.NAVANEETHAKRISHNAN

Reg No: 088 001614 049

In partial fulfillment of the requirements of

ANNA UNIVERSITY

Coimbatore

For the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SSM COLLEGE OF ENGINEERING,

Komarapalayam, Namakkal-638183.

SEPTEMPER 2009



BONAFIDE CERTIFICATE

This is to certify that the project work titled “A STUDY ON JOB

SATISFACTION OF WORKERS AT RHYTHM FASHION IN TIRUPUR” is a work of

NAVANEETHAKRISHNAN.S (REG. NO.088001614049) that carried out the same

under my supervision. Certified further that to the best of my knowledge the work

reported herein does not form part of any other project work or dissertation on the basis

of which a degree or award was conferred on an earlier occasion of this or any other

candidate. This project work is submitted to Anna University Coimbatore as partial

fulfillment of requirement for the award of degree of Master of Business Administration.

……………………………………….

Signature and Name of the Guide

…………………………………………

Signature and Name of the HOD

Submitted for the viva-voce examination held on

___________________ ___________________

(Signature of Internal (Signature of ExternalExaminer with date) Examiner with date)



DECLARATION

I, NAVANEETHAKRISHNAN.S ,hereby declare that the summer training report,

entitled “A STUDY ON JOB SATISFACTION OF WORKERS AT RHYTHM FASHION

IN TIRUPUR” submitted to the Anna University Coimbatore in partial fulfillment of the

requirements for the award of the degree of MASTER OF BUSINESS

ADMINISTRATION is a record of original and independent research work done by me

during July 2009 to August 2009 under the supervision and guidance of Ms. S.PRIYA

DHARSHNI, MBA, lecturer , DEPARTMENT OF MANAGEMENT , SSM COLLEGE OF

ENGINEERING, KOMARAPALAYAM , and it has not formed the basis for the award of

any Degree / Diploma / Associate - ship / Fellowship or other similar title to any

candidate of any university .

Place: Signature of the student

Date: (NAVANEETHAKRISHNAN.S)



ACKNOWLEDGEMENT

I am grateful to correspondent ‘cavalier’ Dr.M.S.Mathivanan, M.A., M.com,

M.Phil, H.D.C.(LON), H.G.D.M.(LON), PhD, chairman and correspondent of SSM

College of Engineering, komarapalayam for his encouragement in doing this project.

I express my special privilege and everlasting heartfelt thanks to Principal Prof.

Dr.A.Subramaian PhD, SSM College of Engineering for his guidance and

encouragement.

I am obliged to Prof. Mr.P.Krishna kumar, B.E., M.B.A., M.Phil, MCSD, HOD and

department of the business administration for their moral support to complete the project

work.

I take this opportunity to express my gratitude to my internal guide

Ms.S.Priyadharshni, MBA Department of Management studies, which offered constant

support and valuable guidance and remained as backbone for successful completion of

my project work.

I wish to express my special thanks to my parents and to my parents for completing

this project work.

Finally I am thankful to all the faculty members of the department of business

administration without whose continuous support; I would have not completed this

project successfully.

NAVANEETHAKRISHNAN.S



TABLE OF CONTENTS

CHAPTER NO DESCRIPTION PAGE NO

List of Tables 1

List of Charts 2

Executive Summary 3

1 INTRODUCTION 4

1.1. About the Study 4

1.2. About the Industry 6

1.3. About the Company 16

1.4 Scope of the study 17

1.5 Objectives of the study 17

1.6 Review of literature 18

2 RESEARCH METHODOLOGY 20

3 ANALYSIS AND INTERPRETATION 27

4 FINDINGS, SUGGESTIONS AND CONCLUSION 55

4.1. Findings 55

4.2. Suggestions 59

4.3. Conclusion 60

Appendix 64

Bibliography 65



LIST OF TABLES

TABLE NO LIST OF TABLES PAGE NO

3.1.1 Age group of the respondents

3.1.2 Gender of the respondents

3.1.3 Qualification of the respondents

3.1.4 Experience of the respondents

3.1.5 Cader in the organization

3.1.6 Income in the organization

3.1.7 Level of satisfaction with salary paid

3.1.8 Satisfaction level of bonus paid

3.1.9 Welfare measure in the organization

3.1.10 Working environment in the organization

3.1.11 Relationship with supervisor

3.1.12 Freedom and power to work

3.1.13 Job security in the organization

3.1.14 Opinion regarding present job

3.1.15 Promotional policy of the organization

3.1.16 Friendly and socializing atmosphere improving the

organization culture3.1.17 Workers opinion- change in work schedule

3.1.18 Training program



LIST OF CHART

CHART NO LIST OF CHART PAGE NO

3.1.1 Age group of the respondents

3.1.2 Gender of the respondents

3.1.3 Qualification of the respondents

3.1.4 Experience of the respondents

3.1.5 Cader in the organization

3.1.6 Income in the organization

3.1.7 Level of satisfaction with salary paid

3.1.8 Satisfaction level of bonus paid

3.1.9 Welfare measure in the organization

3.1.10 Working environment in the organization

3.1.11 Relationship with supervisor

3.1.12 Freedom and power to work

3.1.13 Job security in the organization

3.1.14 Opinion regarding present job

3.1.15 Promotional policy of the organization

3.1.16 Friendly and socializing atmosphere improving the

organization culture3.1.17 Workers opinion- change in work schedule

3.1.18 Training program



EXECUTIVE SUMMARY

Job satisfaction is a positive reaction of a person toward his/her job. Job

satisfaction can be measured in many ways, industrial psychologist have developed

great effort to define and measuring job satisfaction.

I am going to measure job satisfaction primarily through questionnaires. These

questionnaires typically address satisfaction on various facets of the job as well as

provide an overall satisfaction score for each employee.

This study exposes the "JOB SATISFACTION" and reliable feed back of

employees in the company.

CHAPTER – 1

INTRODUCTION



1.1 ABOUT THE STUDY

Job satisfaction is a topic of wide interesting to both people who work in

organization and people who study them. Infact, it is the most frequently studying

variable in organizational behavior. It is a central variable in both research and theory of

organizational phenomena ranging from job design to supervision.

Job satisfaction is simply how people feel about their job and different aspects of

their jobs. It is the extent to which people like or dislike their jobs. As it is generally

assessed, job satisfaction is an attitudinal variable. In the past, job satisfaction was

approached by some researchers from the perspective of need fulfillment- that is,

whether or not the job met the employees physical and psychological needs for the

things provided by work, such as pay. However, this approach has been deemphasized

because today most researchers tend to focus attention on cognitive processes rather

than on underlying needs. The attitudinal perspective has become the predominant one

in the study of job satisfaction.



According to Fredrick Hertzberg, satisfaction and dissatisfaction are not opposite

poles of one dimension, they are two separate dimensions. Satisfaction is affected by

motivators and dissatisfaction by hygiene factors this is the key idea of Hertzberg, and it

has important implications for managers.

According to Hertzberg, hygiene issues are those which cannot motivate

Employees but can minimize dissatisfaction if handled properly.

Hygiene issues include company and administrative policies, supervision,

Salary, interpersonal relations and working conditions.

Motivation issues include achievement, recognition, responsibility,

advancement and work itself.

The organization should deal with hygiene issues first before moving on to

the motivational issues.

1.2. ABOUT THE INDSUTRY



The Textile Industry

New innovations in clothing production, manufacture and design came during theIndustrial Revolution – these new wheels, looms, and spinning processes changedclothing manufacture forever.

The ‘rag trade’, as it is referred to in the UK and Australia is the manufacture,trade and distribution of textiles.

There were various stages – from a historical perspective – where the textile industryevolved from being a domestic small-scale industry, to the status of supremacy itcurrently holds. The ‘cottage stage’ was the first stage in its history where textiles wereproduced on a domestic basis.

During this period cloth was made from materials including wool, flax and cotton.The material depended on the area where the cloth was being produced, and the timethey were being made.

In the later half of the medieval period in the northern parts of Europe, cotton came to beregarded as an imported fiber. During the later phases of the 16th century cotton wasgrown in the warmer climes of America and Asia. When the Romans ruled, wool, leather and linen were the materials used for making clothing in Europe, while flax was theprimary material used in the northern parts of Europe.

During this era, excess cloth was bought by the merchants who visited various areas toprocure these left-over pieces. A variety of processes and innovations wereimplemented for the purpose of making clothing during this time. These processes weredependent on the material being used, but there were three basic steps commonly

employed in making clothing. These steps included preparing material fibers for thepurpose of spinning, knitting and weaving.

During the Industrial Revolution, new machines such as spinning wheels and handloomscame into the picture. Making clothing material quickly became an organized industry –as compared to the domesticated activity it had been associated with before. A number of new innovations led to the industrialization of the textile industry in Great Britain.

Clothing manufactured during the Industrial Revolution formed a big part of the exportsmade by Great Britain. They accounted for almost 25% of the total exports made at thattime, doubling in the period between 1701 and 1770.

The center of the cotton industry in Great Britain was Lancashire – and the amountexported from 1701 to 1770 had grown ten times. However, wool was the major exportitem at this point of time.

In the Industrial Revolution era, a lot of effort was made to increase the speed of theproduction through inventions such as the flying shuttle in 1733, the flyer-and-bobbinsystem, and the Roller Spinning machine by John Wyatt and Lewis Paul in 1738.



Lewis Paul later came up with the carding machine in 1748 and in 1764 the spinning jenny was also developed. The water frame was invented in 1771 by Richard Arkwright.The power loom was invented in 1784 by Edmund Cartwright.

In the initial phases, textile mills were located in and around the rivers since they werepowered by water wheels. After the steam engine was invented, the dependence on the

rivers ceased to a great extent. In the later phases of the 20th century, shuttles that wereused in the textile industry were developed and became faster and thus more efficient.This led to the replacement of the older shuttles with the new ones.

Today, modern techniques, electronics and innovation have led to a competitive, low-priced textile industry offering almost any type of cloth or design a person could desire.With its low cost labour base, China has come to dominate the global textile industry

The history of development in World Textile industry was started in Britain as the spinning and

weaving machines were invented in that country.

High production of wool, cotton and silk over the world has boosted the industry in recent years.

Though the industry was started in UK, still in 19th Century the textile production passed to Europe

and North America after mechanization process in those areas. From time to time Japan, China and

India took part in industrializing their economies and concentrated more in that sector.

Japan, India, Hong Kong and China became leading producers due to their cheap labour supply,

which is an important factor for the industry.

Global Textile Scenario

According to statistics, the global textile market possesses a worth of more than $400 billions

presently. In a more globalize environment, the industry has faced high competition as well as

opportunities. It is predicted that Global textile production will grow by 25 percent between 2002

and 2010 and Asian region will largely contribute in this regard.

WTO In Textile Industry

The World Trade Organization (WTO) has taken so many steps for uplifting this sector. In the year

1995, WTO had renewed its MFA and adopted Agreement on Textiles and Clothing (ATC), which

states that all quotas on textile and clothing will be removed among WTO member countries.

However the level of exports in textiles from developing countries is increasing even if in the

presence of high tariffs and quantitative restrictions by economically developed countries.

Moreover the role of multifunctional textiles, eco-textiles, e-textiles and customized textiles are

http://www.economywatch.com/world_economy/japan/

http://www.economywatch.com/indianeconomy/

http://www.economywatch.com/world_economy/hong-kong/


http://www.economywatch.com/world_economy/china/


http://www.economywatch.com/world-trade-organization/

http://www.economywatch.com/world_economy/japan/

http://www.economywatch.com/indianeconomy/



http://www.economywatch.com/world-trade-organization/



considered as the future of textile industry.

The following tables show the largest oil companies both by production and reserves as of the year

2003.



1.3 ABOUT THE COMPANY

Introduction about the Company:

• The Rhythm Fashion Established In April 2000 and the plant was setup at

Tirupur in Tamilnadu in 2000.

• Since it has more dealers in TamilNadu.

• The Rhythm Fashion authorized main dealers in 2003.

Company Highlights

• The Rhythm Fashion is the largest dealers in Tirupur and surrounding area.

Management

• The Rhythm Fashion is a professionally managed company headed by

Nataraj.M, chairman, A.K.Saminathan, founder. The day-today affairs of the

company are managed by him assisted by the Executive Director and other key

personnel in each functional area.

• It has located in Tirupur, TamilNadu.



1.4 SCOPE OF THE STUDTY

To analyze the findings of the stated objective and to suggest methods to

improve job satisfaction.

The present study aims to asses the job satisfaction of employees in the

organization.

The study helps to identify the various factors and their level of satisfaction of

employees towards their jobs.

Job satisfaction is as important as employee competence for the organization

to achieve its goals

1.5 OBJECTIVES OF THE STUDY:

To determine the level of job satisfaction of workers in Rhythm Fashion in

Tirupur.

To know the working condition provided by the company to the worker.

To identify the workers opportunities for present and future growth.

To measure the effectiveness of labour welfare measure provided by the

company

To offer suggestion for improving under job satisfaction in Rhythm Fashion in

Tirupur.



1.6 REVIEW OF LITERATURE:

"Job satisfaction is in regard to one or state - of - mind regarding the nature of

their work". Job satisfaction can be influenced by a variety of factors.

The quality of one's relationship with their supervisor

The quality of the physical environment in which they work

Degree of full filament in their work etc.

Job satisfaction is one of the important factors that have drawn attention of

manager in the organization.

Definition:

"Job satisfaction is the mental feeling of favorable which an individual has about

his job".

“Job satisfaction is the amount of pleasure or contentment associated with the

job".

Two Dimension of job satisfaction:

Motivation issues

Hygiene issues

Hygiene factors:

Company and administrative policies organization policies can be a great source

of frustration for employees if the policies are unclear or necessary.



Motivation factors:

Achievement:

The organization should make sure that the employees are placed in their

position to use their talents and not set up for failure.

Work itself:

The most important issue to job satisfaction is helping employees believe that the

work they are doing is important and that their task are meaning full.

Importance of job satisfaction:

Satisfaction has some relation with the mental health of people

Job satisfaction has some degree of positive correlation with physically

health of individuals.

Individuals can live with the organization

Reduces absenteeism and labour turn over and absentee and the

manager are compelled if they are unconvinced about merits of job

satisfaction to give priority weight age to job satisfaction.

Determinates of Job satisfaction:

The various factors influencing job satisfaction may be classified in to two factors

environmental factors:

Job content

Occupational level

Pay and promotion

Work group



Supervision

Personal factors

Age

Sex

Educational level

Martial status

Experience

How to improve job satisfaction:

ii) Improving working condition

iii) Transferring discontented works

iv) Changing the perception of dissatisfaction employees

1. Improving working condition:

In one company job environment raised the new sale at electronic

technicians.

They are identifying the course at job satisfaction. The management can

evolve a strategy for remedial action.

2. Transferring discontented workers:

This transfer achieves a better fit between individuals and job

characteristics and promotes job satisfaction.

This kind of transfer may not be without certain constraints

The dissatisfied persons may be unwilling to move from the existing

position or he may be incompetent to hold other challenging job.



Research and development:

In order to anticipated customer expectation our attitude and strategy rely on the

slogan" the best way to predict the future is to create it",

Manufacture:

Concrete block machine

Manufacture of favor moulds

Manufacture of retain wall block making machine

Improving Job satisfaction:

Job redesign

Job enrichment

Improving quality of life

Linking reward with performance

Improving over all organization climate



CHAPTER 2

RESEARCH METHODOLOGY

Research methodology is a way to systematically show there search problem. The

research methodology considers the logic behind the method we use in the context of

our research study.

Descriptive Research Design

The study is descriptive in nature. Descriptive studies are more than just a

collection of data. They include measurements, classifications, analysis, comparisons

and interpretations. It tells about what exists at present by determining the nature and

degree of existing conditions.

SOURCES OF DATA:

Primary data:

The source of primary data is the employees. With the help of the questionnaire

distributed among the employees, the researcher collected the needful information from

the respondent which is the primary data for the research.

Secondary Data:

The secondary data has been collected form the publications, office records,

profile of the company, websites, which are been needed for the study.

Sampling size:

A random sample of 100 workers was taken for survey.



Sampling technique:

The type of sampling used in this study is probability sampling.

Statistical tools used

1. Simple percentage analysis

2. Chi – Square test

3. Weighted average

4. ANOVA.

1. Simple percentage analysis

The percentage method is used for comparing certain feature. The collected data

represented in the from of tables and graphs in order to give effective visualization of

comparison made.

Actual population

Sample Percentage = ------------------------------ X 100

Sample size

2. – Square Analysis test

It is useful to determine the sign can’t relationship between the two ariables.

The formula is used for chi-square test.

(O-E)^2

Chi-square = -----------------

E

Where,

O = observed frequency



E = expected frequency

Expected frequency is calculated as follows

Row total x column total

Expected value = --------------------------------------------

Grand total

Degree of freedom = (r-1) x (c-1)

Where,

R = Number of rows

C = Number of columns.

3. Weighted average

A set of observations computed by taking into account the corresponding

weights is known as the weighted average.

∑w¡x¡

Weighted average () = -------------------------

∑w¡

Where,

w¡ = Weights

x¡ = Samples.

3. ANOVA

Analysis of variance (Abbreviated as ANOVA) is an extremely useful

technique concerning researches in the fields of economics, biology, education,

psychology, sociology, and business/industry in researches of several other disciplines.

This technique is used here since multiple sample cases are involve

One – way ANOVA:

Under the one – way ANOVA, we consider only one factor and then

observe that the reason for said factor to be important is that several possible types of



samples can occur within that factor. We then determine if there are differences within

that factor. The technique involves the following step

CHAPTER – 3

ANALYSIS AND INTERPRETATION

TABLE – 3.1.1

AGE GROUP OF RESPONDENTS IN RHYTHM FASHION

Source:

Primary data

INFERENCE:

From the above table 44% of workers belongs to the age group of 20-30years,26% of workers belongs to age group of 30-40years 16% of workers belongs to age

group of below20years 14% of workers belongs to age group of 40-50 10% of workers

belongs to age group of above 50 respective.

S.NO AGEGROUP

NO. OFRESPONDENTS

PERCENTAGE OFRESPONDENT

1 Below 20 16 16

2 20-30 34 44

3 30-40 26 26

4 40-50 14 14

5 ABOVE 50 10 10

TOTAL 100 100



CHART -3.1.1

AGE GROUP OF RESPONDENTS IN RHYTHM FASHION

16

34

26

14

10

0

5

10

15

20

25

30

35

40

below20 20-30 30-40 40-50 above50

AGE GROUP OF WORKERS

N O O

F R E S P O N D E N D S



TABLE-3.1.2

GENDER OF RESPONDENTS IN RHYTHM FASHION

S.NO GENDER NO OFRESPONDENTS

PERCENTAGE OFRESPONDENTS

1 MALE 62 622 FEMALE 38 38

TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table 62% of respondents are men.38% of respondents are

female in the organization.



CHART-3.1.2

GENDER OF RESPONDENTS IN RHYTHM FASHION

62

38

0

10

20

30

40

50

60

70

MALE FEMALE

GENDER

N O O

F

R E S P O N D E N T S



TABLE – 3.1.3

QUALIFICATION OF RESPONDENTS IN RHYTHM FASHION

S.NO EDUCATIONALQUALIFICATION

NO OFRESPONDENTS

PERCENTAGE OFRESPONDENTS

1 H.S.C 28 28

2 UG 36 36

3 PG 16 16

4 DIPLOMA 15 15

5 OTHERS 5 5

TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table 36% of respondents are completed there graduates 28% of

respondents Up to Higher secondary, 16% of respondents are completed Post

Graduates, 15% of respondents are completed there Diploma,5% of respondents are

others in Rhythm Fashion



CHART – 3.1.3

QUALIFICATION OF RESPONDENTS IN RHYTHM FASHION

28

36

16 15

5

0

5

10

15

20

25

30

35

40

H.S.C UG PG DIPLOMA OTHERS

EDUCATION WISE

N O O

F R E S P O N D E N T S



TABLE –3.1. 4

EXPERIENCE OF THE RESPONDENTS IN RHYTHM FASHION

S.NO EXPERIENCE NO. OFRESPONDENTS


1 Below 2 Yrs 20 20

2 2-5 Yrs 26 26

3 6-9 Yrs 28 28

4 Above 10 Yrs 26 26

TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table, 28% of respondents having 6-9years

Experience, 26% of respondents having 2-5years experience, 26% respondents have

above ten years Experience, and 20% of respondents have below 2years experience.



CHART -3.1.4

EXPERIENCE OF THE RESPONDENTS IN RHYTHM FASHION

20

2628

26

0

5

10

15

20

25

30

Below 2 Yrs 2-5 Yrs 6-9 Yrs Above 10 Yrs

EXPERIENCE OF WORKERS

N O

O F R E S P O N D E N T S



TABLE-3.1.5

CADER IN THE ORGANIZATION

S.NO CADER NO OFRESPONDENTS

PERCENTAGEOF

RESPONDENTS

1 LABOUR 55 55

2 STAFF 30 30

3 EXECUTIVE 15 15

TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table, 55% of respondents are labors, 30% of respondents are

staffs,15% of respondents are executives in the organization.



CHART-3.1.5

CADER IN THE ORGANIZATION

55

30

15

0

10

20

30

40

50

60

LABOUR STAFF EXECUTIVE

CADER

N O O




TABLE-3.1.6

INCOME IN THE ORGANIZATION

S.NO INCOME NO OFRESPONDENTS

PERCENTAGEOF

RESPONDENTS

1 BelowRs.3000 35 35

2 Rs.3000-5000 28 28

3 Rs.5000-10000

20 20

4 Rs.10000-20000

17 17

TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table, 35% of respondents income below R.s 3000,

28% of respondents income R.s 3000-5000,20% of respondents income R.s5000-

10000,17% of staffs,15% of respondents income 10000-20000 in the organization.



CHART-3.1.6

INCOME IN THE ORGANIZATION

35

28

20

17

0

5

10

15

20

25

30

35

40

BelowRs.3000 Rs.3000-5000 Rs.5000-10000 Rs.10000-20000

INCOME

N O O

F R E S P

O N D E N T S



TABLE – 3.1.7

LEVEL OF SATISFACTION WITH SALARY PAID

RESPONSE NO. OFRESPONDENTS


1 Highly Satisfied 46 46

2 Satisfied 38 38

3 Dissatisfied 16 16

TOTAL 100 100

Source:

Primary data

INFERENCE:

From The above table, 46% of workers are highly satisfied with their salary which

is paid by the organization, and 38% workers are not satisfied, and 16% of workers are

dissatisfied with their salary



CHART – 3.1.7

LEVEL OF SATISFACTION WITH SALARY PAID

46

38

16

0

5

10

15

20

25

30

35

40

45

50

Highly Satisfied Satisfied Dissatisfied

OPINIONS

N O O




TABLE – 3.1.8

SATISFACTION LEVEL OF BONUS PAID

S.NO RESPONSE NO. OFRESPONDENTS



2 Satisfied 20 20


TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table shows that, 58% of the respondents says that

they have highly satisfied with the bonus, 20% of respondents says that they are not

satisfied with the bonus 22% of respondents are dissatisfied with the bonus, which is

paid by the organization.



CHART- 3.1.8

SATISFACTION LEVEL OF BONUS PAID

58

20 22

0

10

20

30

40

50

60

70

Highly Satisfied Satisfied Dissatisfied

OPINIONS

N O O




TABLE-3.1.9

WELFARE MEASURE IN THE ORGANIZATION


PERCENTAGE OF RESPONDENT

1 HighlySatisfied

30 30

2 Satisfied 55 55

3 Some whatsatisfied

15 15

4 Dissatisfied 0 0

TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table shows that, 30% of the respondents says that

they have highly satisfied with the welfare measure, 55% of respondents says that they

are satisfied with the welfare measure, 15% of respondents are some what satisfied

with the welfare measure in the organization.



CHART-3.1.9

WELFARE MEASURE IN THE ORGANIZATION

30

55

15

00

10

20

30

40

50

60

Highly

Satisfied

Satisfied Some what

satisfied

Dissatisfied

OPINIONS

N O O




TABLE –3.1.10

WORKING ENVIRONMENT IN THE ORGANIZATION



1 HighlySatisfied

24 24

2 Satisfied 68 68


8 8

4 Dissatisfied 0 0

TOTAL 100 100

Source:

Primary data

INFERENCE :

From the above table shows that 68% of respondents are satisfied

about their working environment, 24% of are highly satisfied about their working

environment, 8% are some what satisfied about their working environment.



CHART -3.1.10

WORKING ENVIRONMENT IN THE ORGANIZATION

24

68

8

00

10

2030

40

50

60

70

80

Highly Satisfied Satisfied Some what

satisfied

Dissatisfied

OPINIONS

N O O




TABLE – 3.1.11

RELATIONSHIP WITH SUPERVISIOR

S.NO RELATIONSHIPWITH

SUPERVISOR

NO. OFRESPONDENTS


1 Yes 84 84

2 No 16 16

TOTAL 100 100

Source:

Primary data

INFERENCE:

From The above table shows that 84% of respondent’s feels that they

have good relationship with their supervisor 16% of respondents feels that they do not

have good relationship with their supervisor in the organization.



CHART – 3.1.11

RELATIONSHIP WITH SUPERVISIOR

84

16

0

10

20

30

40

50

60

70

80

90

Yes No

OPINIONS

N O O

F R E S P

O N D E N T S



TABLE – 3.1.12

FREEDOM AND POWER TO WORK



1 HighlySatisfied

24 24

2 Satisfied 58 58


4 HighlyDissatisfied

4 4

TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table shows that 24% of respondents says that they

have highly sayisfied,58% of respondents says that they have satisfied ,14% of

respondents says that they have dissatisfied,4% of respondents says that they have

highly dissatisfied in freedom and power to work in the organization.



CHART–3.1.12

FREEDOM AND POWER TO WORK

24

58

14

4

0

10

20

30

40

50

60

70

Highly Satisfied Satisfied Dissatisfied Highly

Dissatisfied

OPINIONS

N

O O




TABLE – 3.1.13

JOB SECUIRTY IN THE ORGANISATION



1 HighlySatisfied

34 34

2 Satisfied 36 36


20 20


TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table shows that 36% of respondents satisfied with their Jobsecurity in their organization, 34% respondents are highly satisfied about their job

security, and 20% respondents are some what satisfied about their job security, 10%

respondents are dissatisfied about their job security in organization.



CHART- 3.1.13

JOB SECUIRTY IN THE ORGANISATION

3436

20

10

0

5

10

15

20

25

30

35

40

Highly Satisfied Satisfied Some what

satisfied

Dissatisfied

OPINIONS

N O

O F




TABLE – 3.1.14

OPINION REGARDING PRESENT JOB



1 Yes 66 66

2 No 34 34

TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table states that 66% of respondents feel that they are

happy about present job, and 34% of respondents do not feel happy about their present

job in organization.



CHART – 3.1.14

OPINION REGARDING PRESENT JOB

66

34

0

10

20

30

40

50

60

70

Yes No

OPINIONS

N O O

F




TABLE – 3.1.15

PROMOTIONAL POLICY OF THE ORGANIZATION




2 Satisfied 38 38


TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above analysis, 38% of respondents are satisfied with the

promotional policy of the concern, 32% of respondents are highly satisfied, and 30%

respondents are dissatisfied with the promotional policy of the concern.



CHART- 3.1.15

PROMOTIONAL POLICY OF THE ORGANIZATION

32

38

30

0

5

10

15

20

25

30

35

40

Highly Sat isfied Satisfied Dissatis fied

OPINIONS

N O O




TABLE – 3.1.16

FRIENDLY AND SOCIALIZING ATMOSPHERE IMPROVING THEORGANIZATION CULTURE

Source:

Primary data

INFERENCE:

From the above analysis, 50% of respondents said that friendly and

socializing atmosphere improves organizational culture always, 34% of respondents said

not always and 16% of respondents said that the friendly and socializing atmosphere not

improves the organization culture in the organization.

S.NO RESPONSE NO. OF

RESPONDENTS

PERCENTAGE OF

RESPONDENT

1 Always 50 50

2 Not Always 34 34

3 No 16 16

TOTAL 100 100



CHART – 3.1.16

FRIENDLY AND SOCIALIZING ATMOSPHERE IMPROVING THEORGANIZATION CULTURE

50

34

16

0

10

20

30

40

50

60

Always Not Always No

OPINIONS

N O O

F R E S P O N

D E N T S



TABLE –3.1. 17

WORKERS OPINION - CHANGE IN WORK SHEDULE

Source:

Primary data

INFERENCE:

From the above table shows that 42% of respondents are always ready

to accept the change in the work schedule, 30% of respondents are ready to accept the

change in their work schedule but not always, 28% of respondents are not at all accept

for change in their work schedule.



1 Yes 42 42

2 Not always 30 30

3 No 28 28

TOTAL 100 100



CHART – 3.1.17

WORKERS OPINION CHANGE IN WORK SHEDULE

42

3028

0

5

10

15

20

25

30

35

40

45

Yes Not always No

OPINIONS

N O O




TABLE – 3.1.18

TRAINING PROGRAM



1 HighlySatisfied

38 38

2 Satisfied 30 30


32 32

4 Dissatisfied 0 0

TOTAL 100 100

Source:

Primary data

INFERENCE:

From the above table shows 38% of respondents are Highly Satisfied

in there training program,30% of respondents are Satisfied in there training

program,32% of respondents are some what Satisfied in there training program in the

organization.



CHART- 3.1.18

TRAINING PROGRAM

38

3032

00

5

10

15

20

25

30

35

40

Highly Satisfied Satisfied Some whatsatisfied

Dissatisfied

OPINIONS

N O O




TABLE –3.1.19

EMPLOYEES PARTICIPATION IN DECISION MAKING PROCESS

Source:

Primary data

INFERENCE:

From the above table reveals that 54% of workers feel that they are

allowed to take part in managerial decision making,46% respondents feels that they are

not allowed to take part in managerial decision making.



1 Yes 54 54

2 No 46 46

TOTAL 100 100



CHART- 3.1.19

EMPLOYEES PARTICIPATION IN DECISION MAKING PROCESS

54

46

42

44

46

48

50

52

54

56

Yes No

OPINIONS

N O O

F




TEST - 1

CHI – SQUARE ANALYSIS

RELATIONSHIP BETWEEN AGE AND SALARY

AGE Highly

satisfied

Satisfied Dissatisfied Total

Below20 10 3 3 16

20 – 30 16 14 4 34

30 – 40 8 12 6 26

40 - 50 9 3 2 14

Above50 3 6 1 10

Total 46 38 16 10

Null Hypothesis (Ho):

There is no significant relationship between age and salary.

Alternative Hypothesis (H1):

There is significant difference between age and salary.

Formula:

(O-E)^2Chi-square = -----------------

E

Where,

O = observed frequency

E = expected frequency

Expected frequency is calculated as follows

Row total x column totalExpected value = --------------------------------------------

Grand total




Where,

R = Number of rows

C = Number of columns.


= (3-1) x (5-1) = 8

Calculated value 11.40Degree of freedom 8

Level of significance 5%

Table value 15.507

Result Accepted

Conclusion:

Since the calculated value is greater than the table value and hypothesis

is proved. So there is no significant difference between age and salary. All groups of

people are not satisfied regarding age and salary.

.

TEST – 2



ANOVA

RELATIONSHIP BETWEEN GENDER AND PROMOTIONAL POLICY

Gender Highly satisfied Satisfied Dissatisfied Total

Male 20 20 22 62

Female 12 18 8 38

Total 32 38 30 100

Null Hypothesis (Ho):

There is no significant relationship between gender and promotional policy.

Alternative Hypothesis (H1):

There is significant difference between gender and promotional policy.

THE ANOVA TABLE

SOURCE OF

VARIATION

D.F S.S M.S.S VARIANCE

RATIO

Between

Error

2

3

17

132

9

44

0.2046

Total 5 149

The table value of F – Distribution is (2, 3) degree of freedom at 5% level

of significance is the table value showing ANOVA.



Calculated value 0.2046

Degree of freedom (2,3 )

Level of significance 5%

Table value 9.55Result Accepted

Conclusion:

Since the calculated value of F is 0.2046 which is greater than the

table value of 9.55 at 5% level with degree of freedom being V1 =2 and V2 = 3 and

hence the hypothesis is proved. So there is no significant difference between gender

and promotional policy.

TEST – 3

WEIGHTED AVERAGE

3.1 DIFFICULT FACTORS SELECTING THE JOB SATIFACTION

weightedWeighted



Factor average1 2 3 4 5 6 7 8 9

Salary 35 26 19 8 3 4 3 2 0 5.6

Welfare 18 14 28 10 12 10 4 3 1 7.8

bonus 8 6 6 30 15 18 10 5 2 10.4Training 2 4 13 10 12 8 8 14 5 12.1

Working

environment

6 30 12 12 8 8 14 5 5 9.3

Participation

in decision

making

4 5 3 16 20 18 28 4 2 12.1

Recognition 14 5 7 12 14 10 10 26 2 11.5

Job security 7 3 6 11 29 12 11 9 12 12.2

Opportunity

for further

growth

3 9 12 19 11 6 11 5 24 11.1

INTERPRETATION:

From the above table, it is inferred that the difficulties faced by the

respondents while selecting 1st rank to salary, 2nd rank to Working environment, 3rd rank

to Welfare, 4th rank to bonus, 5th rank to Job security, 6th rank to Training, 7th rank to

Participation in decision making, 8th rank to Recognition and 9th

rank to Opportunity for

further growth.

CHAPTER – 4

FINDINGS, SUGGESTIONS AND CONCLUSION

4.1 FINDINGS

1. It observed from the analysis that, 44% of workers belongs to the age group of 20-

30years, 26% of workers belongs to age group of 30-40years 16% of workers belongs to



age group of below20years 14% of workers belongs to age group of 40-50 10% of

workers belongs to age group of above 50 respectively.

2. It identified from the analysis that, 62% of respondents are men.38% of respondents

are female in the organization.

3. It examined from the analysis that, 36% of respondents are completed there

graduates 28% of respondents Up to Higher secondary, 16% of respondents are

completed Post Graduates, 15% of respondents are completed there Diploma,5% of

respondents are others in Tirupur.

4. It clear from the analysis that, 28% of respondents having 6-9years Experience, 26%

of respondents having 2-5years experience, 26% respondents have above ten years

Experience, and 20% of respondents have below 2years experience.

5. It observed from the analysis that, 55% of respondents are labors, 30% of

respondents are staffs,15% of respondents are executives in the organization.

6. It inferred from the analysis that, 35% of respondents income below R.s 3000, 28% of

respondents income R.s 3000-5000,20% of respondents income R.s5000-10000,17% of

staffs,15% of respondents income 10000-20000 in the organization.

7. It noted from the analysis that, 46% of workers are highly satisfied with their salary

which is paid by the organization, and 38% workers are satisfied, and 16% of workers

are dissatisfied with their salary

8. It concluded from the analysis that, 58% of the respondents says that they have

highly satisfied with the bonus, 20% of respondents says that they are not satisfied with

the bonus 22% of respondents are dissatisfied with the bonus, which is paid by the

organization.

9. It observed from the analysis that, 30% of the respondents says that they have highly

satisfied with the welfare measure, 55% of respondents says that they are satisfied with

the welfare measure, 15% of respondents are some what satisfied with the welfare

measure in the organization.



10. It identified from the analysis that, 68% of respondents are satisfied about their

working environment, 24% of are highly satisfied about their working environment, 8%

are some what satisfied about their working environment.

11. It examined from the analysis that, 84% of respondent’s feels that they have good

relationship with their supervisor 16% of respondents feels that they do not have good

relationship with their supervisor in the organization.

12. It clear from the analysis that, 24% of respondents says that they have highly

sayisfied,58% of respondents says that they have satisfied ,14% of respondents says

that they have dissatisfied,4% of respondents says that they have highly dissatisfied in

freedom and power to work in the organization.

13. It observed from the analysis that, 36% of respondents satisfied with their Job

security in their organization, 34% respondents are highly satisfied about their job

security, and 20% respondents are some what satisfied about their job security, 10%

respondents are dissatisfied about their job security in organization.

14. It inferred from the analysis that, 66% of respondents feel that they are happy about

present job and 34% of respondents do not feel happy about their present job in

organization.

15. It noted from the analysis that, 38% of respondents are satisfied with the promotionalpolicy of the concern, 32% of respondents are highly satisfied, and 30% respondents are

dissatisfied with the promotional policy of the concern.

16. It concluded from the analysis that, 50% of respondents said that friendly and

socializing atmosphere improves organizational culture always, 34% of respondents said



not always and 16% of respondents said that the friendly and socializing atmosphere not

improves the organization culture in the organization

17. It observed from the analysis that, 42% of respondents are always ready to accept

the change in the work schedule, 30% of respondents are ready to accept the change in

their work schedule but not always, 28% of respondents are not at all accept for change

in their work schedule.

18. It identified from the analysis that, 38% of respondents are Highly Satisfied in there

training program,30% of respondents are Satisfied in there training program,32% of

respondents are some what Satisfied in there training program in the organization.

19. It determine from the analysis that, 54% of workers feel that they are allowed to take

part in managerial decision making,46% respondents feels that they are not allowed to

take part in managerial decision making.

4.2 SUGGESTIONS

Good performance always should be encouraged by the management

Manager and supervisor should maintain the performance record in order to give

sufficient feed back to the workers.



A level of satisfaction should be obtained by management and it should improve

the financial and non financial factors in the organization.

Although workers are been given good payment, they should be further

motivated through their promotion.

Workers should also be included in the decision making process and their

opinion should also be taken into consideration.

To salary should be revised so that the employee may be satisfied.

Although the organization provides job security and welfare facilities it should be

further enhanced.

4.3 CONCLUSION

The project at Rhythm Fashion in Tirupur was a very good mix of the practicaland some theory knowledge.



The project work that I have done on Job Satisfaction of Workers at RhythmFashion In Tirupur

It is found that there is a strong relationship between the salary

Paid and over all satisfaction of workers in the organization.

Even though there is a part of workers are not happy with their job it is found that

they are also comfortable in other aspects of their jobs like training ,, work

schedule, the promotion policies of the company.

I hope my project work would be of benefit in company to a certain extent and

also that a few of my suggestions would be help and considerable.

APPENDIX

1. Name

2. Age

a) Below 20 b) 20-30 c) 30-40 d) 40-50 e) above 50

3. Gender

a) Male b) Female



4. Qualification

a) HSC b) U.G c) P.G d) Diploma e) Others

5. Experience

a) Below 2 years b) 2-5 c) 6-9 d) above 10

6. Cader

a) Labour b) staff c) executive 7. Income

a) Below 3000 b) 3000-5000 c) 5000-10000 d) 10000-20000

8. What extent is you satisfied with the salary?

a) Highly satisfied b) satisfied c) dissatisfied

9. What extent is you satisfied with the bonus?


10. What is your satisfactory level of welfare measure?

a) Highly satisfied b) satisfied c) some what satisfied d) dissatisfied

11. What is your satisfactory level with your work environment?


12. What you feel about relationship with your supervisor?

a) Yes b) no

13. What is your opinion about freedom and power to carry out your job?

a) Highly satisfied b) satisfied c) dissatisfied d) highly dissatisfied

14. What you feel about job security in your organization?


15. What is your feel of happiness with your present job?

a) Yes b) no

16. Are you satisfied with promotional policy in your concern?




17. Will a friendly and socializing atmosphere improve the organizational culture?

a) Always b) Not always c) No

18. Do you accept any change in work schedule?

a) Yes b) Not always c) No

19. Are you allowed to participate in managerial decision making processes?

a) Yes b) no

20. How do you feel about the training program?


21. Rank the following factor which of support your job satisfaction(1 for most & 9 is least).

FACTOR RANK

Salary

Welfare

Bonus

training

Work environmentParticipation In decision making

recognition

Job security

Opportunity for further growth

BIBLIOGRAPHY

GUPTA , C.B., Human resource

management, New Delhi, Sultan

Chand & Sons 2004

Khanka, S.S., organizational behavior, New

Delhi, S. Chand & Company Ltd, 2000.



Mamoria, C.B., Personnel Management, New

Delhi, Himalayan publishing house, 2001.

Kothari, C.R., Quantitative Techniques, New

Delhi, New age International Pvt, Ltd., Publishers 2004.

Web site:

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http://www.icf.gov.in/

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