Project Report

On
Job Satisfaction

Submitted in partial fulfillment of the requirement for the award of the

degree of

MASTER IN BUSINESS ADMINISTRATION

To
PUNJAB TECHNICAL UNIVERSITY
JALANDHAR
Batch (2014-2016)

GGS COLEGE OF MODERN TECHNOLOGY

KHARAR

Submitted to: Submitted By:

MS. YOGITA PINKI
VERMA 1409933
Batch (2014-2016)
 PREFACE
For management career , it is important to develop managerial skills . In order to achieve
positive and concrete results, along with theoretical concepts, the exposure of real life situation
existing in corporate world is very much needed. To fulfill this need, this practical training is
required . I took training in fast growing company. It was my fortune to get training in a very
healthy atmosphere.
In the forthcoming pages, an attempt has been made to present a comprehensive report
covering different aspect of my training .
 ACKNOWLEDGEMENT

I acknowledge with gratitude my thanks to My special thanks to all the staff members of the
cooperative bank Ltd. for their valuable suggestions . I am thrilled to find that people here was
very co-operative and helpful me in all possible ways .

I would also like to thank to Ms. YOGITA VERMA who encourage me time to time and guide
me for the completion of my project .

Last but not the least we thank our parents for their encouragement and support .

PINKI
A STUDY ON JOB SATISFACTION OF EMPLOYEES IN

SESHASAYEE PAPER AND BOARD LIMITED

 CONTENTS

TABLE OF CONTENTS PAGE NO.

ABSTRACT iv
LIST OF TABLES ix
LIST OF CHARTS x

CHAPTER 1 INTRODUCTION
1.1 INTRODUCTION ABOUT THE COMPANY 1
1.2 PROFILE OF THE COMPANY 2
1.3 SCOPE OF THE STUDY 6
1.4 IMPORTANCE OF JOB SATISFACTION 7
1.5 REVIEW OF LITERATURE 8

CHAPTER 2 AIM OF THE PROJECT

2.1 OBJECTIVES OF THE STUDY 10
2.2 LIMITATIONS 11
2.3 RESEARCH METHODOLOGY 12

CHAPTER 3 ANALYSIS AND INTERPRETATION

3.1 ANALYSIS OF DATA 15
3.2 FINDINGS 57
3.3 SUGGESTIONS 59
3.4 RECOMMANDATION AND CONCLUSIONS 60
 LIST OF TABLES
TABLE PAGE
TITLE
NO. NO.
3.1.1 Percentage table Age 15
3.1.2 Marital status 17
3.1.3 Designation 19
3.1.4 Departments 21
3.1.5 Number of years of service 23
3.1.6 Educational qualification 25
3.1.7 Monthly income 27
3.1.8 Satisfaction level for working environment 29
3.1.9 Satisfaction level for grievance handling 31
Satisfaction level for supportive relationship with
3.1.10 33
colleagues
3.1.11 Satisfaction level for equitable rewards 35
3.1.12 Satisfaction level for welfare facilities 37
3.1.13 Satisfaction level for accident compensation 39
3.1.14 Satisfaction level for recognition 41
3.1.15 Satisfaction level for promotion policy 43
Sign test table Reward achievement and
3.1.16 45
competitiveness
3.1.17 Working hours and work load 46
3.1.18 Working hours and rest intervals 47
3.1.19 Rewards and job performance 48
3.1.20 Inter personal relationship and working environment 49
3.1.21 Grievance handling and timely actions 50
3.1.22 Promotion policy and general attitude 51
3.1.23 Accident rate and compensation 52
3.1.24 Rest room and hygienic environment 53
3.1.25 Opinions consideration and responsibility 54
 LIST OF CHARTS

FIGURE PAGE
TITLE
NO. NO.
3.1.1 Age 16
3.1.2 Marital status 18
3.1.3 Designation 20
3.1.4 Departments 22
3.1.5 Number of years of service 24
3.1.6 Educational qualification 26
3.1.7 Monthly income 28
3.1.8 Satisfaction level for working environment 30
3.1.9 Satisfaction level for grievance handling 32
Satisfaction level for supportive relationship with
3.1.10 34
colleagues
 CHAPTER I

1.1 INTRODUCTION ABOUT THE COMPANY

Seshasayee Paper Board Ltd, is the flagship company of ESVIN group. The head quarters
of this group is located at Chennai. The company operates an integrated pulp, paper and paper
board Pallipalayam, Erode638007, District-Namakal, Tamilnadu, India. The company was
incorporated in the year 1960 for establishing an integrated pulp and paper production with
annual capacity of 20,000 tons per annum.

The company had the privilege of having Dr.C.P. Ramasamy Aiyer as the chairman of
the company as one who was responsible for encouraging Mr. V.Seshasayee the late founder and
promoter of the enterprise.

Right from the inception up to date the company is under the immediate management of
Mr.S.Viswanathan as the managing director with a board of director consisting of eminent and
distinguished men in different walks of life. After the demise of the founder chairman of the
company,
Mr. N.Gopalratnam has become the chairman and managing director of the company.

The company is credited with ISO-9001 and also certified for quality standards in the
year 1996 and environmental certification of ISO 14001. Seshasayee Paper Board is noted for its
consistent performance in making quality paper. It has won many awards for its exemplary
performance.

1.2 PROFILE OF THE COMPANY

Seshasayee Paper Board Limited was incorporated in the year 1960, was promoted by
Seshasayee brothers in association with a foreign collaboration M/S Parsons and Whittemore,
South East Asia, USA. After commencement of commercial production, having fulfilled their
performance guarantee obligation, the foreign collaborators withdrew in 1969. Main promoters
of the company as on date are a group of companies belonging to the ESVIN group headed by
Mr. N. Gopalaratnam.
 Seshasayee Paper and Board commenced its commercial production in December 1962,
on commissioning 20,000 tons per annum integrated facilities, pulp mill and two paper machines
capable of producing, writing, printing, Kraft and poster varieties of paper.

The plant capacity was expanded to 35,000 tons per annum in 1962-68 by modification
of paper machines. The cost of expansion scheme was Rs 34millions, was partly financed by All
India Financial Institution.

During the second stage of expansion, undertaken in 1976, capacity was enhanced to
55,000 tons per annum, cost of the project including chemical recovery boilers and other
facilities for enhanced requirement of utilities, was estimated at Rs 175millions. The same was
part financed by term loans from Institutions and Banks to the extent of Rs145millions and the
balance out of internal generation.
In Seshasayee Paper Board there are 1556 employees are working to undertake various
equipment balancing and modernization programmes for improving its operating efficiency,
captive power generation capacity, etc. The workers are divided into three shifts from 6A.M to
2P.M, 2P.M to 10P.M, and 10P.M to 6A.M.

EXPANSION / MODERNISATION
The company embarked on an expansion or modernization project to enhance its
production capacity from 60,000 tones per annum to 1,15,000 tones per annum and to upgrade
some of the existing facilities at an estimated cost of Rs 1890millions.

The said expansion or modernization project was completed in December 2000. After
successful trials, the commercial production out of the new paper machine was commenced on
July 1, 2000. The current installed capacity of the company stands at 1,15,000 tons per annum.

EXPORT PERFORMANCE
Seshasayee paper board Limited export nearly 20% of its production and is a significant
exporter in the Indian paper industry. Due to its excellent export performance Seshasayee paper
board has been awarded Golden Export House status.
MAJOR ACHIEVEMENTS
Promotion of use of bagasse for paper making in India
Integration of paper mill with sugar mill for sugarcane growing through irrigation scheme
utilizing treated effluents of paper mill

AWARDS
Seshasayee Paper Board is in receipt of various awards awarded by Government of India,
Government of Tamilnadu, Industry Association, etc. Some of the awards received by
Seshasayee Paper Board in the past includes:

YEAR AWARD GIVEN BY

1991 1992 Certificate of export recognition CAPEXIL
for export achievement
Capacity utilization award IPMA
1992 1993 Certificate of merit in outstanding GOI
export achievement
1993 1994 Special award in recognition of CAPEXIL
outstanding export performance
1993 1994 Environmental conservation and FICCAI
pollution control award
Certificate of merit award IPMA
1994 1995 Energy conservation and Ministry of
management award in pulp Power
and paper power
1995 1996 Industrial safety awards GOTN
1994 1997 Export House Status GOI
ENVIRONMENTAL PROTECTION
The company attaches paramount importance to the conservation and improvement of
the environment. In its effort to improve the environmental protection measures, the company
has installed two electro static precipitators for its boiler to control dust emissions.
An anaerobic lagoon for high board of director liquid effluents
A secondary treatment system for liquid effluents and
An electro static precipitator and cascade evaporator to the recovery boiler.
These facilities ensure sustained compliance by the company of the pollution control
norms prescribed by the pollution control authorities.

ISO 9001 TO ISO 14001 Accreditation

The companys quality systems continue to be covered by the ISO 9001 accreditation
awarded by the Det Norske Veritas, The Netherland. The company has also been accredited with
ISO 14001 certification by Det Norske Veritas, the Netherland for its environmental quality
systems.

VARIETY OF PAPERS
While printing paper
Blue wave paper
Cream wave paper
Offset printing paper
Colour printing paper
Duplicating paper
Map litho paper
Azure laid paper
Kraft paper
White poster paper
Colour poster paper
Pulp board paper
Duplex paper
Cheque paper
 Dyeline printing paper
Stamp base paper and
Litho printing paper
are various types of paper manufactured in Seshasayee Paper Board Limited.

1.3. SCOPE OF THE STUDY

JOB SATISFACTION is a general attitude towards ones job, the difference between the
amount of reward workers receive and the amount they believe they should receive.
An employees performance and satisfaction are likely to be higher if his or her values fit
well with the organization.
For instance,
Job satisfaction is an individual general attitude towards his or her job.
Job satisfaction should be major determinants of an employee organizational citizenship
behavior.
A satisfied employees will be having positive attitude towards his or her job would go
beyond the normal expectation in his or her job.
A person who places high importance on imagination, independence and freedom is
likely to be poorly matched with an organization that seeks conformity from its
employees.

1.4 IMPORTANCE OF JOB SATISFACTION

Job satisfaction has some relation with the mental health of the people.
It spreads goodwill about the organization.
Individuals may become more loyal towards the organization.
Job satisfaction reduces absenteeism, labour turnover and accidents.
Job satisfaction increases employees morale, productivity, etc.
Job satisfaction creates innovative ideas among the employees.

Employees will be more satisfied if they get what they expected, job satisfaction relates
to inner feelings of workers. Naturally it is the satisfied worker who shows the maximum
effectiveness and efficiency in his work. Most people generalize that workers are
concerned more about pay rather than other factors which also affects their level of satisfaction,
such as canteen facilities, bonus, working conditions, etc. these conditions are less significant
when compared to pay.
1.5 REVIEW OF LITERATURE
According to Keith Davis Job satisfaction is defined as Favorableness or
unfavorableness with which employees view their work if results when there is a fit between job
characteristic and the wants of employees

Stephin P. Robbins defines Job satisfaction as the difference between the amount of
rewards the workers receive and the amount they believe they should receive.

Further he says, Job satisfaction is an individual general attitude towards his or her job.

C.B.Mamoria explains job satisfaction is the collection of tasks and responsibilities

regularly assigned to one person while a job is a group of positions, which involves
essentially the same duties, responsibility, skill and knowledge.

In Locke words, Job satisfaction is defined as a pleasurable or positive emotional state

resulting from the appraisal of ones job or job experience.

Robert L. Kahn reveals, Job satisfaction does seem to reduce absence, turnover and
perhaps accident rates

Job satisfaction is the positive or negative attitude held by individuals toward their job.
Robert A. Baron
Further he says, Job satisfaction is defined as individual cognitive, affective and
evaluative reaction towards their job.

Job satisfaction is a multidimensional attitude; it is made up of attitude towards pay,

promotion, co-workers, supervision, the work itself and so on.

- Wayne F. Cascio

The attitude of greatest interest is the general attitude of employees toward work or
toward a job, often called Job satisfaction.
 CHAPTER 2
2.1 OBJECTIVES OF THE STUDY
1. To analyze the satisfaction level of the employees in the following areas :
Challenging work
Equitable rewards
Supportive working conditions
Inter personal relationship
Grievance handling procedures
Welfare measures
Accident compensation
Job security
Recognition
Organizational policy

2. To identify job dissatisfaction and minimize such factors in future.

3. To suggest some measures to improving the satisfaction level of the employees.

2.2 LIMITATIONS
The sample selected from the employees of Seshasayee Paper Board Limited.
Satisfaction level of the employees of this organization may differ from those other. In paper
industry the overall satisfaction of employees may differ from company to company, from
industry to industry. Hence the level of satisfaction of the employees at Seshasayee Paper Board
Limited cannot be generalized to other industry.
Fear of the employees will have an effect on the result obtained. There are chances of
biased response on the part of the respondents. Since the researcher is viewed as the
representative of the management.
The survey purely based on opinion of employees, which may be biased at time. The
factory function in shift system so all shift workers will not take part in the sample. As the study
is very wide and vast all the facts and features regarding the study could not be analyzed and
taken into account.
2.3 RESEARCH METHODOLOGY
2.3.1 RESEARCH DESIGN
The success of formal research project depends on the sound research design. As the
main aim of the project is to identify the satisfaction level of the employees in an organization,
the project is purely descriptive in nature. Descriptive research studies are those studies, which
are concerned with describing the characteristic of particular individuals, or of a group.
2.3.2 SAMPLING DESIGN
A sample design is a definite plan for obtaining a sample from a given population. It
refers to the technique or procedure the researcher would adopt in selecting items from the
sample.
2.3.3 SAMPLING TECHNIQUE
Out of 1336 population the probability of the sample size is restricted to100 samples,
hence stratified sampling technique is adopted for the research study.
2.3.4 SCALING TECHNIQUES
As the questions are closed ended, Liker scale is the technique used for asking the
questions. The respondent is asked to respond to each of the statement in terms of several
degrees as given below
SA - Strongly Agree
A - Agree
N - Neutral
D - Disagree
SD - Strongly Disagree
2.3.5 DATA COLLECTION METHODS
Data collection method is an important task in every research process. There are two
types of data is being used
Primary data: The data are collected directly from the respondents as the information is
not already been provided.
Secondary data: the data are collected from the company records, newspaper, journals,
magazines, library, etc.
2.3.6 TOOL USED FOR COLLECTING DATA
Questionnaire is the tool used for collecting data. Multiple choice, rating scale and close
end questions of pre-formulated questionnaire have been designed for the study.

2.3.7 ANALYSIS OF DATA

After collecting the data, they were entered in a single table called master chart.
Different tables were prepared and analysis of data was done to find out the level of satisfaction
of staff member in the organization. To extract meaningful information from data collected,
analysis of data and interpretation was carried out by using simple percentage analysis and sign
test for paired comparison method.

Statistical tools used

1. Percentage analysis
2. Sign test for paired comparison data

Charts used
1. Bar chart
2. Pie chart

Testing of hypothesis
A statistical hypothesis is a statement or assertion about a population, which must be
verified on the basis of information available from the sample.
 CHAPTER 3
3.1 ANALYSIS AND INTREPRETATION
3.1.1. AGE
Different age groups are working in Seshasayee Paper Board Ltd. So here we can find out
the different level of age groups working in this company.

AGE GROUPS IN YEARS PERCENTAGE

<20 1
21-30 28
31-40 17
41-50 40
>51 14
TOTAL 100

INFERENCE
From the above table, it is inferred that 40% of the respondents are in the age group 41 to
50, 28% of the respondents are in the age group,
17% of the respondents are in the age group 31 to 40, 14% of the respondents are in the age
group above 51 and 1% of the respondent are below 20.
 3.1.1. AGE GROUP
40

40

35
28
30

25
PERCENTAGE

17
20
14
15

10

5 1

0
< 20 21 - 30 31 - 40 41 - 50 >51
AGE
 3.1.2 MARITAL STATUS

Out of hundred samples nearly 85 of the employees are married and 15 of them are
bachelors.

MARITAL STATUS PERCENTAGE

Married 85
Bachelors 15

TOTAL 100

INFERENCE
From the above table, it is inferred that 85% of the respondents are married, 15% of the
respondents are bachelors.

3.1.2. MARITAL STATUS

Bachelor
15%

Married
85%
 3.1.3 DESGINATION

The employees in Seshasayee Paper Board Ltd are highly classified into three types they
are (1) Executives (2) Staff (3) Workers. Their percentage are as follows:

DESGINATION PERCENTAGE
Executives 11
Staff 32
Workers 57

TOTAL 100

INFERENCE
From the above table, it is inferred that 57% of the respondents are workers, 32% of the
respondents are staff members and 11% of the respondents are executives.
 3.1.3. DESGINATION OF THE RESPONDNETS
57

60

50

40 32
PERCENTAGE

30

20 11

10

0
Executive Staff Workers
DESGINATION
 3.1.4 DEPARTMENTS

Seshasayee Paper Board Ltd has been highly classified into different departments. They
are production, marketing, finance, personnel and so on.

DEPARTMENTS PERCENTAGE
Personnel 8
Marketing 4
Finance 6
Production 53
Others 29
TOTAL 100

INFERENCE
From the above table, it is inferred that 53% of the respondents are working in production
department, 29% of the respondents are working in others,8% of the respondents are working in
personnel departments, 6% of the respondents are working in finance department and 4% of the
respondents are working in marketing department.
 3.1.4 DEPARTMENTS OF THE RESPONDENTS

60 53

50

40
PERCENTAGE

29

30

20
8 6
10 4

0
Personnel Marketing Finance Production Others

DEPARTMENTS
 .1.5 NUMBER OF YEARS OF SERVICE

The members in Seshasayee Paper Board Ltd have been provided with different years of
service. Their percentage is given below:

YEARS OF SERVICE PERCENTAGE

<10 33
11-20 16
21-30 40
31-40 10
>41 1
TOTAL 100

INFERENCE
From the above table, it is inferred that 40% of the respondents comes under 21- 30 years
of service, 33% of the respondents comes under less than 10 years of service, 16% of the
respondents comes under 11-20 years of service, 10 % of the respondents 31-40 years of service
and 1% of the respondent comes under above 41 years of service.
 3.1.5. NUMBER OF YEARS OF SERVICE
40
40
33
35

30

25
PERCENTAGE

20 16

15
10
10

5 1

0
< 10 11 - 20 21 - 30 31 - 40 >41
SERVICES
 3.1.6 EDUCATIONAL QUALIFICATION

This is helpful to know the education level of the employees working in Seshasayee
Paper Board Ltd.

EDUCATION LEVEL PERCENTAGE

10th 21
12th 16
ITI 7
Diploma 6
Degree 36
PG 7
Others 7
TOTAL 100

INFERENCE
From the above table, it is inferred that 36% of the respondents are graduate, 21% of the
respondents are completed 10th standards, 16% of the respondents are completed 12th, 7% of the
respondents completed PG and ITI and 6% of the respondent completed diploma.
 3.1.6. EDUCATIONAL QUALIFICATION
40 36

35

30

25 21
PERCENTAGE

20 16

15
7 6 7 7
10

0
10th 12th ITI Diploma Degree PG Others

EDUCATIONAL QUALIFICATION
 3.1.7 MONTHLY INCOME

The income level of the employees in Seshasayee Paper Board Ltd has been classified
under various ranges and their percentage are given below:

MONTHLY INCOME (Rs) PERCENTAGE

<10000 74
10001-15000 19
15001-20000 5
>20001 2
TOTAL 100

INFERENCE
From the above table, it is inferred that 74% of the respondents are earning less than
10000 rupees, 19% of the respondents are earning between 10001-150001, 5% of the
respondents are earning between 15001-20000 and 2% of the respondents are earning above
20001.
 3.1.7 MONTHLY INCOME OF THE RESPONDENTS

74
80

70

60

50
PERCENTAGE

40

30
19
20
5 2
10

0
< 10000 10001 - 15000 15001 - 20000 >20000
MONTHLY INCOME
 3.1.8 SATISFACTION LEVEL FOR WORKING ENVIRONMENT

Working environment is the place where the employees will be having a cordial
relationship with their colleagues and co-workers, there by having a supportive working
condition, which indirectly motivate their job and performance in the organization.

WORKING ENVIRONMENT PERCENTAGE

SA 42
A 44
N 12
D 1
SD 1
TOTAL 100

INFERENCE
From the above table, it is inferred that 44% of the employees are satisfied with the
working conditions, 42% of the employees are highly satisfied with the working conditions, 12%
of the employees have no idea and 1% of the employee are dissatisfied.
 3.1.8. SATISFACTION LEVEL FOR WORKING
ENVIRONMENT
44
42
45

40

35

30
PERCENTAGE

25

20
12
15

10

1 1
5

0
SA A N D SD

WORKING ENVIRONMENT
 3.1.9 SATISFACTION LEVEL FOR GRIEVANCE HANDLING

The place at which the work is undertaken will give some psychological satisfaction to
the employees when the grievances are solved immediately by the company that reduces wastage
of time, production stoppage, etc.

GRIEVANCE HANDLING PERCENTAGE

SA 35
A 52
N 10
D 1
SD 2
TOTAL 100

INFERENCE
From the above table, it is inferred that 52% of the employees are satisfied with the
grievance handling procedure, 35% of the employees are highly satisfied with the grievance
handling procedure, 10% of the employees have neutral opinions, 2% of the employees are
highly dissatisfied and 1% of the employee are dissatisfied with the grievance procedure.
 3.1.9 SATSIFACTION LEVEL FRO GRIEVANCE
HANDLING

60 52

50

35
40
PERCENTAGE

30

20 10

10 1 2

0
SA A N D SD
GRIEVANCE HANDLING
 3.1.10. SATISFACTION LEVEL FOR SUPPORTIVE RELATIONSHIP WITH
COLLEAGUES

An employee will be satisfied when their co-workers are more supportive and there is
good relationships exist.

SUPPORTIVE COLLEAGUES PERCENTAGE

SA 39
A 50
N 9
D 1
SD 1
TOTAL 100

INFERENCE
From the above table, it is inferred that 50% of the respondents are satisfied with the
relationship with the colleagues, 39% of the respondents are highly satisfied with the co-workers
relationship, 9% of the respondents are having neutral opinion and 1% of the respondent is
dissatisfied with the relationship.
 3.1.10. SATISFACTION LEVEL FOR SUPPORTIVE
RELATIONSHIP FOR COLLEGUES
50

50
39
45
40
35
PERCENTAGE

30
25
20
15 9

10
1 1
5
0
SA A N D SD
SUPPORTIVE COLLEAGUES
3.2 FINDINGS
Percentage levels
1. Among 100 respondents 40% are in the age group 41-50
2. Out of 100 respondents 85%of them are married and 15% of them are bachelors.
3. Among 100 respondents 57% of them are workers, 32% of them are staff and 11% of them
are executives.
4. Out of 100 respondents 53% of the employees are in the production department.
5. Among 100 respondents 40% of the employees are servicing for 21-30 years.
6. Out of 100 respondents 36% of them are degree holders.
7. Among 100 respondents 74% of them are earning below 1000.
8. Out of 100 respondents 44% of them are satisfied with the working environment.
9. Among 100 respondents 52% of them are satisfied with the grievance handling procedure.
10. Out of 100 respondents 50% of them are satisfied with supportive colleagues.
11. Among 100 respondents 31% of them are satisfied with the welfare facilities.
12. Out of 100 respondents 44% of them are satisfied with the accident compensation.
13. Among 100 respondents 42% of them are satisfied with the reward system.
14. Out of 100 respondents 45% of them are satisfied with the recognition policy.
15. Among 100 respondents 41% of them are highly satisfied with the promotion policy.
Sign test for paired comparison data:
Competitiveness and reward
achievement
Working hours and work load: There is difference between
Working hours and rest intervals
Rewards and job performance
Inter personal relationship and
work environment
Grievance handling procedure
and timely actions
Promotion policy and general
attitude
Accident rate and compensation
Rest room and hygienic
environment
Opinions consideration and
responsibility
Accident rate and safety
: There is difference between reward
achievement and competitiveness.
working hours and workload.
: There is no difference between working
hours and rest intervals
: There is no difference between
rewards and job performance.
: There is no difference between inter
personal relationship and working
environment.
: There is no difference between
grievance handling procedure and timely
actions
: There is no difference between
promotion policy and general attitude.
: There is no difference between accident
rate and compensation
: There is difference between rest room
facilities and hygienic environment.
: There is difference between opinions
consideration and responsibility.
 provisions : There is difference between safety
provisions and accident rate.
Responsibility and job interest : There is difference between
responsibility and job interest
3.3 SUGGESTIONS

As the satisfaction levels of the employees are very low in the following factors, the
management has to improve upon these factors.

1. Nearly most of the respondents are not satisfied with the rest room facilities, the
organization can concentrate to improve the quality, neatness, etc
2. The satisfaction level in canteen facilities is very low; the organization should
concentrate on providing better canteen facilities.
3. The organization may increase the relationship with workers and supervisor
4. The organization may modify the reward system of the employees
5. Promotions are to be considered based on merit, educational qualification and experience.
6. The organization may reduce the workload of the workers.
3.4 RECOMMANDATION AND CONCLUSIONS

The research made in an attempt to find out the job satisfaction level of the employees in
SESHASAYEE PAPER BOARD LIMITED. In the study certain parameters has been defined to
measure. The parameters are set regarding factors related to work satisfaction, pay, promotions,
personal attitude, working environment, etc.
The satisfaction level for each parameter is identified individually from the employees.
This study helps the organization to concentrate on those parameters, which lack the employees
satisfaction
An overall study of the research reveals good satisfaction level of the employees in their
job, but at the same time the organization lacks on certain factors such as canteen, rest room
facilities, rewards, recognition and promotion policy. If these factors are given little more care,
the company can maintain good workers with high level of satisfaction among the employees
with organizational commitment and involvement.
 APPENDIX I

A STUDY ON JOB SATISFACTION OF EMPLOYEES IN M/S

SESHASAYEE PAPER BOARD LIMITED, ERODE 638007.

QUESTIONNAIRE

1. PERSONAL DATA:

Name: (optional)

Age:
<20 21 - 30 31 - 40 41 - 50 >51

Gender: Male Female

Marital status: Married Bachelor

Designation: Manager Assistant Staff Worker

Department: Personnel Marketing Finance Production Others

Number of years of service: <10 11 -20 21 - 30 31 - 40 >41

10th 12th ITI Diploma Degree PG Others

Educational qualification:

Monthly income (Rs): <10000 10001- 15000 15001 - 20000 >20001

 I. ANSWER THE FOLLOWING QUESTIONS BY THE ORDER GIVEN

Strongly Agree - SA
Agree -A
Neutral -N
Disagree -D
Strongly Disagree - SD
 SA A N D SD

(1) Individual general attitude makes job more satisfactory

(2) Job satisfaction results in individual cognitive relationship

(3) Job satisfaction is a collection of responsibility

(4) I am highly responsible to my job

(5) I view my job to be highly interesting

(6) Is job satisfaction make you pleasurable

(7) High reward motivates the job

(8) More knowledge is gained when job is satisfied

(9) It is necessary to have adequate skill to perform the job

(10) Is job satisfaction reduces absenteeism

(11) Labour turnover is reduced due to job satisfaction

(12) There is fall in accident rate

(13) Job satisfaction promotes positive attitude

(14) Does your job give highly negative attitude

(15) I am being promoted for the performance of my job

(16) My co-workers are more supportive

(17) Job satisfaction decrease in supervision

(18) My job is more interesting to me

(19) Job satisfaction leads to evaluative reaction towards the job

REFERENCES

1. Kothari.C.R (1990), Research Methodology, Wishwa prakasan publication, Seventh

edition.

2. Mamoria.C.B (1993), Personnel Management. Himalayan Publication, Eleventh edition.

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