A STUDY ON EMPLOYEE JOB SATISFACTION IN NUTRO VESSELS INDO

GROUPS LIMITED, SALEM.

CHAPTER-II

INDRODUCTION

The present study is made an attempt to identify Job Satisfaction facilities and employees
level about Job Satisfaction facilities adopted. To achieve the aforesaid objective data is
gathered from 110 employees of the organization with random sampling technique. It is
found that most of the respondents are aware about the legislative and non - legislative
employee Job Satisfaction facilities provided at the Company, Job Satisfaction facilities like
medical, canteen, working environment, safety measures etc., are provided by the company.
And most of the employees are satisfied with the Job Satisfaction facilities adopted by the
company towards the employees Job Satisfaction.

INTRODUCTION

Every individual has certain needs and motives which want to fulfill. Any job which
fulfills their needs and motives. There are some situational factors responsible for job
satisfaction. The important causes of job satisfaction are wage incentive systems, the work
environment, length of working hours, behavior of the supervisor, security, scope for
promotion and recognition of merit. Besides proper evaluation of work, impartial behavior
and social relationship with co-workers etc. are also contributory factors.

The term Job Satisfaction proposes many ideas, meanings and connotations, such as the state
of well-being, health, happiness, prosperity and the development of human resources. As a
total concept of Job Satisfaction, it is a desirable state of existence involving physical,
mental, moral and emotional well-being.

The social concept of Job Satisfaction implies the Job Satisfaction of man, his family, and his
community. Job Satisfaction is called a relative concept, for it is related to time and space.
Changes in it have an impact on the system of Job Satisfaction as well. Job Satisfaction is
also a positive concept. In order to establish a minimum level of Job Satisfaction, it demands
certain minimum acceptable conditions of existence, biologically and socially.

The employee Job Satisfaction schemes can be classified into two categories viz. statutory
and non-statutory Job Satisfaction schemes. The statutory schemes are those schemes that are
compulsory to provide by an organization as compliance to the laws governing employee
health and safety. These include provisions provided in industrial acts like Factories Act
1948, Dock Workers Act (safety, health and Job Satisfaction) 1986, Mines Act 1962. The
nonstatutory schemes differ from organization to organization and from industry to industry.

It is a comprehensive term including various services, benefits and facilities offered to

employees by the employer. Through such generous fringe benefits, the employer makes life
worth living for employees. The Job Satisfaction amenities are extended by in addition to
normal wages and other economic rewards available to the employees as per legal provisions.
The significance of Job Satisfaction were accepted as early as 1931 when the Royal
Commission on Labor stated, the benefits are of great importance to the worker which he is
unable to secure by himself. The schemes of labor Job Satisfaction may be regarded as a wise
investment because these would bring a profitable return in form of greater efficiency.

Employee Job Satisfaction facilities in the organization affects on the behavior of the
employees as well as on the productivity of the organization. While getting work done
through employees the management must provide required good facilities to all employees.
The management should provide required good facilities to all employees in such way that
employees become satisfied and they work harder and more efficiently and more effectively.

Job Satisfaction is a broad concept referring to a state of living of an individual or a group, in

a desirable relationship with the total environment ecological economic and social. It aims
at social development by such means as social legislation, social reform social service, social
work, social action. The object of economics Job Satisfaction is to promote economic
production and productivity and through development by increasing equitable distribution.

Lab our Job Satisfaction is an area of social Job Satisfaction conceptually and operationally.
It covers a broad field and connotes a state of well being, happiness, satisfaction,
conservation and development of human resources.

Employee Job Satisfaction is an area of social Job Satisfaction conceptually and

operationally. It covers a broad field and connotes a state of well-being, happiness,
satisfaction, conservation and development of human resources and also helps to motivation
of employee. The basic propose of employee Job Satisfaction is to enrich the life of
employees and to keep them happy and conducted. Job Satisfaction may be both Statutory
and Non statutory laws require the employer to extend certain benefits to employees in
addition to wages or salaries.

OBJECTIVE OF THE STUDY

The study has been designed with the following objects

To know awareness about the concept of Employee job satisfaction
To know employees Job Satisfaction strategies in this company of employees.
To give suggestions to improve the labor job satisfaction in the company. Ensure
continuous development of human Resources.
To maintain good relationship between the management and workers.
To find out various job satisfaction
Facilities provided at the Company.

SCOPE OF THE STUDY

 The study "Employee job satisfaction provided by Nutro Vessels indo groups limited
has thrown light to the Job Satisfaction of employee who marks in the organization.
This study wills help the top management to improve their labor Job Satisfaction in
favorable for employees of Nutro Vessels indo groups limited
The Study covers the whole organization is taken into consideration and the survey is
conducted among the workers through the Questionnaire and also present study is
restricted to Nutro Vessels indo groups limited and data is analyzed based on the
information provided by employees of the Nutro Vessels indo groups limited

CONSTRAINTS AND LIMITATION OF THE STUDY:

As the study revolves around the reward system of the organization and in spite of
keeping serious and sincere efforts there are several limitations. There are as follows.
The information is collected by 110 employees only.
The investigation access to the staff was limited due to the shift system.
Information received from the respondents neither may not be accurate. So the
received information will not give a true and fair view of the actual position.
Due to time constraint, the research work has been undertaken within the stipulated
time of 3 weeks
Due to time limitation, sample size for the project study is limited to only 110
laborers.

CHAPTER II

REVIEW OF LITERATURE

REVIEW OF LITERATURE

Report of National Commission on Employee (2002), Government of India, made

recommendations in the area of Employee Job Satisfaction which include social security,
extending the application of the Provident Fund, gratuity and unemployment insurance etc.
Shobha, Mishra &ManjuBhagat, in their Principles for Successful Implementation of
EmployeeJob Satisfaction, stated that Employee absenteeism in Indian industries can be
reduced to a great extent by provision of good housing, health and family care, canteen,
educational and training facilities and provision of Job Satisfaction activities.

A. Sabarirajan, T. Meharajan, B.Arun (2001) analyzed the study on employee Job

Satisfaction. The study shows that 15% of the employees are employees are satisfied with
their Job Satisfaction.39 % of the employees is average with their Job Satisfaction. 16% of
them are in highly dissatisfied level. This study throws light on the impact of Job Satisfaction
on QWL among the employees . While describing the Job Satisfaction in A.J.Todd (1933)
was analyzed that the EmployeeJob Satisfaction is the voluntary efforts of the employers to
establish, within the existing industrial system, working and sometimes living and cultural
conditions of the employees beyond what is required by law, the custom of the industry and
the conditions of the market.

V. V. Gir+i National Employee Institute(1999-2000), a fully funded autonomous body of

the Ministry of Employee, it was conducted action-oriented research and provides training to
grass root level workers in the trade union movement, both in the urban and rural areas, and
also to officers dealing with industrial relations, personal management, EmployeeJob
Satisfaction, etc.

In the view of K.K. Chaudhuri, in his Human Resources: A Relook to the Workplace,
states that HR policies are being made flexible. From leaves to compensations, perks to office
facilities, many companies are willing to customize policies to suit different employee
segments.

Conventions and Recommendations of ILO (1949) sets forth a fundamental principle at its
26th conference held in Philadelphia recommended some of the measures in the area of Job
Satisfaction which includes adequate protection for life and health of workers in all
occupations, provision for child Job Satisfaction and maternity protection, provision of
adequate nutrition, housing and facilities for recreation and culture, the assurance of equality
of educational and vocational opportunity etc.

A Study done by P.R. China in 2003, Great expectations are being placed on firms to act
with increasing social responsibility, which is adding a new dimension to the role of
management and the vision of companies. They argue that social Job Satisfaction activities
are strategic investments for firm. They can create intangible assets that help companies
overcome entry barriers, facilitate globalization, and outcompete local rivals. They are simple
contribution, topic contribution, collaboration with non-profit organizations or government
organizations, and establishment of corporation charity fund. Future research on corporate
citizenship would be strengthened in philanthropic strategy and management.
CHAPTER III

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

A Research design is simply the framework or plan for a study. The design may be a specific
presentation of the various steps in the process of Research. For this descriptive design was
used. Descriptive research includes survey and fact finding enquiries of different kinds. The
major purpose of descriptive research is description of the state of affairs, as it exists at
present. In this method the researcher has no control over the variables. He / She can only
report what has happened and what is happening.

The methodology adapted to collecting information from a sample size of 100 respondents by
using simple random sampling technique, in order to analyze and interpret the respondents
opinions and views with respect to the Job Satisfaction provided by Nutro Vessels indo
groups limited. The entire study is based on both the primary data and Secondary data.

PRIMARY DATA:

For collecting the primary data, the questionnaire method was employed. Each respondent
was given a questionnaire and they answered it and returned back in two weeks time.

Questionnaire: A Questionnaire has been prepared and distributed among the respondents
(employees) for both executives and non-executives.

Interview: Personal Interview and interaction with the respondents (employees).

Observation: by observing the working environment.

SECONDARY DATA

For secondary data the researcher depends on various company records, websites and
journals etc. The secondary data is that which have been already collected by someone or else
which have been passed through statistical data can be categorized into two broad categories
named published and unpublished statistics.

Data sources

Primary data was collected by the questionnaire based marked survey. Secondary data was
obtained from journals, magazines newspapers, books and the internet.

Research Instrument
For doing the survey research, structured questionnaire with both open ended and close end
equations were used.

Data Analysis:

The mode of survey was personal interview with the respondents during the filling up of the
questionnaire.

Sampling Techniques:

The sampling used for this study was probability sampling. Since the study is only meant
for certain specific categories within the total population, a stratified random
sample was used. Three groups of categories have been taken into account viz.
students professionals and general public.

Sample Size

A sample size of 110 respondents is used for the study.

TOOLS OF THE STUDY

Percentage analysis and chi-square are used for analyzing the data collected.

Percentages are obtained when ratios are multiplied by 150

No. of respondents

Percentage of respondents = ---------------------------- X 100

Total No.of respondents

CHI-SQUARE ANALYSIS:

Chi-square test = (O-E)2/E

Degrees of freedom = V = (r-1) (C-1)

Where O = Observed Frequency

E = Expected Frequency

R = Number of rows

C = Number of columns

Level of significance = 5%.

CHAPTER-IV

COMPANY PROFILE AND INDUSTRY PROFILE

NUTRO VESSELS INDO GROUPS LIMITED

COMPANY PROFILE

About Nutro vessels Indo groups Ltd:

Nutro Boilers Engineering began manufacturing boilers in Establishment 2002. The

company CEO G.Perumal Managing Director,- P.Anbhuselvan, As the demand for
boilers grew, Nutro vessels indo groups Ltd was soon in need of a larger facility. In
2002.Nutro vessels indo groups Ltdbroke ground for a new factory just south of Los Angeles
in an area where orange groves once stood. Just down the street was Downeys North
American Rockwell plant that built many of the Apollo spacecraft and another company that
made Apollo Motor Homes. In 2006, Nutro vessels indo groups Ltd opened a second plant in
Puerto Rico to better serve East Coast customers. A few years later, the finished interstate
highway system made this plant obsolete and it closed.
Much has changed since then. The Apollo factory closed and became a movie studio. The
motor home facility now makes trolley tourist buses. One thing that hasn't changed is that
Nutro vessels indo groups Ltd is still making boilers in Southern California. The reasons for
that can be found in these beliefs that shape our family owned business:

We believe our boilers and tanks should be built to last.

We believe boiler maintenance should be simple.
We believe in treating customers with respect.
We believe in helping boiler operators and owners understand our products.
We keep a file on every boiler we've ever built. We may know more about your Nutro
vessels indo groups Ltd than you do.
We believe in research, development and long term testing.

We recently moved to a new location in nearby Commerce, California. We were

fortunate to find a building twice as large as our former one and yet close enough to retain all
our employees. We have just completed a new R&D lab with full boiler testing and
demonstration capability. We have also added a machine shop to enhance our manufacturing
processes.
From our dependable steam and water boilers to our high efficiency Dura fins, Nutro
vessels indo groups Ltd has boilers for almost every application and budget. Our dedicated
representatives throughout the United States and Canada offer strong local support while our
in-house tech service hot line is ready to answer any questions you might have. We greatly
appreciate your interest in Nutro vessels and look forward to working together.

MILESTONES:

Year Achievement
2005 Introduced Take-A-Part (Knockdown)
Boilers, Weatherproof Boilers, UL "A"
Labeled Boiler - Burner Packages, Hinged
Head plates.
Introduced Nutro vessels Blow down Tanks
2006 and Condensate Return Tanks.
Shipped 1,100 Oil Fired Domestic Hot Water
2008 Heaters
First Durafin Boilers Ship.
2011

2014 Moved to NEW Location: 5832 Garfield

Avenue, Commerce, CA 90040.

Mission and Vision:

Nutro vessels indo groups Ltd manufactures the worlds largest Scotch marine firetube
boiler. Nutro vessels indo groups Ltd pioneered the first water backed boiler over 15
years ago and the first packaged boiler over 10 years ago. Nutro vessels indo groups
Ltd are built to last and carry the only 15-year warranty in the industry. In addition to
the quality and dependability, the conservative design provides excellent fuel to steam
efficiency resulting in the best life cycle costs in the industry.
Nutro vessels indo groups Ltd also offers a full line of desecrators, surge tanks and
blow down heat recovery systems. These feed water systems are also designed and
 built to a quality standard which allows us to offer a 10 year warranty, the only one in
the industry.
Nutro vessels indo groups Ltd is well aware of the changing environmental
requirements. While our standard Nutro vessels indo groups Ltd burners can attain
less than 30 ppm , we know that some regions of the United States are requiring
emissions as low as 9 PPM.

High efficiency, availability and low emissions:

Nutro vessels indo groups Ltd is recognized as one of the most innovative biomass boiler
suppliers in the world. We have a well-known and established reputation for supplying
biomass boilers and combustion systems with exceptionally high efficiencies and
availabilities, high fuel flexibility, and low emission impact.

Moreover, the systems have very low maintenance costs. The companys boiler and
combustion system concept is based on more than 30 years of hands-on experience with
steam generation and biomass combustion.

INTRODUCTION OF THE ORGANIZATION

INTRODUCTION

Nutro vessels indo Company, manufacturer of quality hydronic-heating products, has

introduced more new, high efficiency products over the last several years than any other
company at any time in the history of hydronic heating! From new ENERGY STAR certified,
gas-fired residential boilers to high efficiency oil-fired boilers including advanced design,
three-pass, cast iron boilers along with the industrys only, three-pass, oil-fired, boiler
steam boiler and the only atmospheric gas boiler made in India, , the expansive lineup of
heating products from Nutro vessels Company boasts the highest average efficiency,
exceeding 85% with maximum efficiencies over 95%.
And it doesnt stop there! Nutro vessels indo groups now offers the broadest line of
condensing boilers available from any manufacturer anywhere. In addition, Nutro vessels
group has developed and introduced exclusive user-friendly boiler control systems for many
of its products. The Nutro vessels indo groups IQ and Nutro groups Sage2.2 Control Systems
offer unparalleled features and benefits that are unmatched in the boiler industry.
Truly, the nutron vessels indo groups brand has set the new standards for hydronic
heating equipment in residential and commercial product for gas-fired and oil-fired
application with water and boiler steam boiler and super high efficiency condensing boilers.
To provide this extensive product lineup, nutro vessels indo groups has invested in world
class manufacturing facilities and new assembly operations in Lancaster, Pennsylvania with
state-of-the art computer numerical controlled machines providing exacting product
tolerances. Quality, made in India cast iron sections are produced for Nutro groups by
Casting Solutions,. Along with the best engineering capabilities available anywhere, nutro
vessels groups with its made in the India, quality product lines delivers world-class
marketing, technical sales, and sales support unmatched in South India.
Profile of nutron vessels indo groups ltd:

Nutro vessels indo groups private limited is established at thekkalur, 35 kms from Salem, the
Manchester of south side. The company has carved niche of its own in the competitive yarn
market. The promoter's group of garments embodies the true spirit of enterprise, a trait the
Manchester of south Nutro vessels is well-known for. Our state-of-art, fully integrated unit
is to produce highest quality medium, find and super-fine count cotton yarn, at par with the
best in the world promoted by far sighted visionaries with technical expertise and
impeachable business acumen.

Sales Turnover: 1 million USD

Year Estd : 2005
Main Business Area : Manufacturing and Agent services
Other Area Of Business : Manufacturer of Heat Recovery Boiler steam
Generators (HRSG), Utility Boilers, Water
Tube Boiler and Pressure Vessel.

Share Capital & Number of Employees:

Authorized Capital: 150,000,000

Paid up capital: 9,000,000
Number of Employees: 1800

Nutro vesselsCo. is a highly qualified company in design, supplying, manufacturing,

installation and commissioning of different types of heat recovery boiler steam generators
(HRSGs), package, industrial and power plant boilers as well as other related equipments and
accessories in the field of power, oil, gas, petrochemical industries, power plants and other
industrial in domestic and foreign markets.

Relying on the expert human resources, learning and developing technical

knowledge, utilizing maximum production capacity and cooperating with foreign and
domestic suppliers, while observing the shareholders rights and gaining customers
satisfaction, this company advances toward the sustainable development of society and aims
to realize Irans 20-year perspective. In line with the country is policies and objectives to
developer power plans and related technology, the license agreement of technologies transfer
was concluded.
 Under this license agreement, over 70 heat recovery boiler steam generators have
been installed and utilized in the downstream of 160 MW gas turbines up to now. The
significant role of oil, gas and petrochemical industries has leadNutro vessels and Equipment
Co. in to accomplishes several projects for supplying boiler steam and utilities in the form of
EP and EPC for these industries. These boilers were mostly manufactured by outsourcing and
by using the capacity and skills of domestic subcontractors in the frame work of cohesive
management and supervision on suppliers up to early 2010.

According to the new perspective of the company since 2010, adjoining a factory to
the company near Tehran, has provided the possibility of manufacturing the main parts of
boiler and other related products. Creating new horizons in fulfilling the customers needs
and gaining their satisfaction on quality, cost and time.

Nowadays, regarding the actualization of energy costs, while various industries and
investors need increasing efficiency,Nutro vessels and Equipment Co. has focused on
developing products variety in order to design and supply industrial heat recovery boilers and
boiler steam recovery from the wasted heat in industries and also process packages
particularly in oil, gas and petrochemical industries and in the next years, this company major
activities will be devoted to these plans.

Customers requirement regarding after sale services in global level as well asNutro
vessels and Equipments commitment to competitor the product and service chain, has led us
to codifying some particular roles since 2010 in the form of customer and after sale services.

Managements and personnels commitment to fulfill the actual needs of stakeholders

and environmental conservation as well as benefiting from the modern scientific management
systems ensure a prosperous future in achieving the customers satisfaction and expanding
the companys contribution to the domestic and foreign markets.

INTRODUCTION TO THE INDESTRY

INTRODUCTION:

In many cases, manufacturing facilities provide Boilers are pressure vessels designed
to heat water or produce boiler steam , which can then be used to provide space heating
and/or service water heating to a building. In most commercial building heating applications,
the heating source in the boiler is a natural gas fired burner. Oil fired burners and electric
resistance heaters can be used as well. Boiler steam is preferred over hot water in some
applications, including absorption cooling, kitchens, laundries, sterilizers, and boiler steam
driven equipment.

Boilers have several strengths that have made them a common feature of buildings.
They have a long life, can achieve efficiencies up to 95% or greater, provide an effective
method of heating a building, and in the case of boiler steam systems, require little or no
pumping energy. However, fuel costs can be considerable, regular maintenance is required,
and if maintenance is delayed, repair can be costly.
 Guidance for the construction, operation, and maintenance of boilers is provided
primarily by the ASME (American Society of Mechanical Engineers), which produces the
following resources:

Rules for construction of heating boilers, Boiler and Pressure Vessel Code, Section
IV-2007
Recommended rules for the care and operation of heating boilers, Boiler and Pressure
Vessel
Boilers are often one of the largest energy users in a building. For every year a
boiler system goes unattended, boiler costs can increase approximately 10% (1).
Boiler operation and maintenance is therefore a good place to start when looking for
ways to reduce energy use and save money.

MATERIALS FOR BOILER INDUSTRY:

The pressure vessel of a boiler is usually made of steel (or alloy steel), or historically
of wrought iron. Stainless steel, especially of the austenitic types, is not used in wetted parts
of boilers due to corrosion and stress corrosion cracking. However Nutro vessels stainless
steel is often used in super heater sections that will not be exposed to boiling water, and
electrically-heated stainless steel shell boilers are allowed under the European "Pressure
Equipment Directive" for production of boiler steam for sterilizers and disinfectors.

In live boiler steam models, copper or brass is often used because it is more easily
fabricated in smaller size boilers. Historically, copper was often used for fireboxes
(particularly forboilersteam locomotives), because of its better formability and higher
thermal conductivity; however, in more recent times, the high price of copper often makes
this an uneconomic choice and cheaper substitutes (such as steel) are used instead.

For much of the Victorian "age of boiler steam ", the only material used for boiler
making was the highest grade of wrought iron, with assembly by riveting. This iron was often
obtained from specialist ironworks, such as at Creator Moor , noted for the high quality of
their rolled plate and its suitability for high-reliability use in critical applications, such as
high-pressure boilers.

In the 20th century, design practice instead moved towards the use of steel, which is
stronger and cheaper, with welded construction, which is quicker and requires less labour. It
should be noted, however, that wrought iron boilers corrode far slower than their modern-day
steel counterparts, and are less susceptible to localized pitting and stress-corrosion. This
makes the longevity of older wrought-iron boilers far superior to those of welded steel
boilers.

Cast iron may be used for the heating vessel of domestic water heaters. Although such
heaters are usually termed "boilers" in some countries, their purpose is usually to produce hot
water, not boiler steam , and so they run at low pressure and try to avoid actual boiling. The
brittleness of cast iron makes it impractical for high-pressure boiler steam boilers.

CONFIGURATIONS OF BOILER:

Boilers are classified into different types based on their working pressure and
temperature, fuel type, draft method, size and capacity, and whether they condense the water
vapor in the combustion gases. Boilers are also sometimes described by their key
components, such as heat exchanger materials or tube design. These other characteristics are
discussed in the following section on Key Components of Boilers.

Two primary types of boilers include

Fire Tube Boiler

Cast iron sectional
Fire Tube Boiler:

In a Fire tube boiler, hot gases of combustion flow through a series of tubes surrounded
by water. Alternatively, in a Water tube boiler, water flows in the inside of the tubes and the
hot gases from combustion flow around the outside of the tubes. A drawing of a water tube
boiler is shown in Figure

Fire tube boilers are more commonly available for low pressure boiler steam or hot water
applications, and are available in sizes ranging from 500,000 to 75,000,000 BTU input.
Water tube boilers are primarily used in higher pressure boiler steam applications and are
used extensively for comfort heating applications. They typically range in size from 500,000
to more than 20,000,000 BTU input.

Cast Iron Sectional Boilers:

Cast iron sectional boilers are another type of boiler commonly used in commercial space
heating applications. These types of boilers dont use tubes. Instead, theyre built up from
cast iron sections that have water and combustion gas passages. The iron castings are bolted
together, similar to an old boiler steam radiator. The sections are sealed together by gaskets.
Theyre available for producing boiler steam or hot water, and are available in sizes ranging
from 35,000 to 14,000,000 BTU input.

Cast iron sectional boilers are advantageous because they can be assembled on site, allowing
them to be transported through doors and smaller openings. Their main disadvantage is that
because the sections are sealed together with gaskets, they are prone to leakage as the gaskets
age and are attacked by boiler treatment chemicals.

Water-tube boiler:

In this type, tubes filled with water are arranged inside a furnace in a number of possible
configurations. Often the water tubes connect large drums, the lower ones containing water
and the upper ones boiler steam and water; in other cases, such as a mono-tube boiler, water
is circulated by a pump through a succession of coils. This type generally gives high boiler
steam production rates, but less storage capacity than the above. Water tube boilers can be
designed to exploit any heat source and are generally preferred in high-pressure applications
since the high-pressure water/boiler steam is contained within small diameter pipes which
can withstand the pressure with a thinner wall.
THE USE OF BOILER SYSTEMS IN PRACTICE

Industrial hot water boiler systems for generating thermal heat are very
similar to the household heating boilers in our cellars. The main difference is that industrial
boilers are dimensioned significantly larger, so their heating capacity is not only sufficient for
a family home but also for hotels, hospitals, skyscrapers, industrial buildings or entire
districts. When using process heat generated by boiler steam boiler systems the individual
applications are far more versatile. They are used in many industry sectors. But is all this just
hot air or what exactly is the boiler steam used for Let us choose a few industrial sectors and
have a closer look at them.

SAFETY ISSUES IN MANUFACTURING OF BOILER:

All combustion equipment must be operated properly to prevent dangerous

conditions or disasters from occurring, causing personal injury and property loss. The basic
cause of boiler explosions is ignition of a combustible gas that has accumulated within the
boiler. This situation could arise in a number of ways, for example fuel, air, or ignition is
interrupted for some reason, the flame extinguishes, and combustible gas accumulates and is
reignited. Another example is when a number of unsuccessful attempts at ignition occur
without the appropriate purging of accumulated combustible gas.
There is a tremendous amount of stored energy within a boiler. The state change of
superheated water from a hot liquid to a vapor releases an enormous amount of energy. For
example, 1 ft3 of water will expand to 1600 ft3 when it turns to boiler steam . Therefore, if
you could capture all the energy released when a 30 gallon home hot water tank flashes into
explosive failure at 332o F, you would have enough force to send the average car to a height
of nearly 125 feet. This is equivalent to more than the height of a 14 story apartment building,
starting with a lift off velocity of 85 miles per hour.

Boiler safety is a key objective of the National Board of Boiler and Pressure Vessel
Inspectors. This organization reports and tracks boiler safety and the number of incidents
related to boilers and pressure vessels each year. Their work has found that the number one
incident category resulting in injury was poor maintenance and operator error. This stresses
the importance of proper maintenance and operator training. Boilers must be inspected
regularly based on manufacturers recommendations. Pressure vessel integrity, checking of
safety relief valves, water cutoff devices and proper float operation, gauges and water level
indicators should all be inspected.

Best Practices for Efficient Operation:

Efficiency

The percentage of the heat energy contained in the fuel that is captured by the working fluid
in the boiler is defined as the combustion efficiency of the boiler. Combustion efficiencies of
80% or higher are usually possible for hot water boilers and low pressure boiler steam
boilers for commercial buildings.

Complete combustion results when a hydrocarbon fuel such as natural gas or oil burns and
produces only carbon dioxide, water and heat. If there is insufficient oxygen and/or poor
mixing of fuel and oxygen, then incomplete combustion will occur resulting in other products
of combustion including carbon monoxide and unburned fuel.
When incomplete combustion occurs, the chemical energy of the fuel is not completely
released as heat and the combustion efficiency is reduced. This is also a safety concern as
unburned fuel could ignite in the stack and cause an explosion. Boilers must be tuned to
achieve complete combustion. One strategy to ensure complete combustion is to provide
some amount of excess air. However, as shown in the figure below, a small amount of excess
air will improve combustion efficiency, but a large amount will reduce efficiency.

Use Boiler Controls for Optimized Air-to-Fuel Ratio

To ensure that complete combustion occurs, extra air is introduced at the burner. But too
much will result in air being wastefully heated and exhausted out of the boiler flue,
penalizing combustion efficiency, and creating a safety issue. When a boiler is tuned, the goal
is to maximize combustion efficiency by providing just enough excess air to assure complete
combustion but not too much to reduce efficiency. How much excess air is enough to assure
complete combustion? That varies with the design and condition of the burner and boiler, as
well as with the different firing rates of the burner, but is typically considered to be between
2% - 3%. Excess air must also be adjusted to allow for variations in temperature, density, and
humidity of the boiler combustion air throughout any daily and seasonal variations. Its
desirable to maintain a constant amount of excess air across the entire firing range.

The important idea to remember is that complete combustion is critical to ensuring efficient
boiler operation. Incomplete combustion of the fuel can significantly reduce boiler efficiency
by 10% or more, while increasing excess air by 10% may only impact boiler efficiency by
about 1%. Signs of incomplete combustion are a smoky exhaust, a yellow flame, flame
failures, and sooty boiler tubes. It is a good idea to tune up a boiler annually to ensure the
combustion process is optimized.

SUPERHEATED BOILER STEAM BOILERS:

Most boilers produce boiler steam to be used at saturation temperature; that is, saturated
boiler steam . Superheated boiler steam boilers vaporize the water and then further heat the
boiler steam in a super heater. This provides boiler steam at much higher temperature, but
can decrease the overall thermal efficiency of the boiler steam generating plant because the
higher boiler steam temperature requires a higher flue gas exhaust temperature. There are
several ways to circumvent this problem, typically by providing an economizer that heats the
feed water, a combustion air heater in the hot flue gas exhaust path, or both. There are
advantages to superheated boiler steam that may, and often will, increase overall efficiency
of both boiler steam generation and its utilization: gains in input temperature to a turbine
should outweigh any cost in additional boiler complication and expense. There may also be
practical limitations in using wet boiler steam , as entrained condensation droplets will
damage turbine blades.
Superheated boiler steam presents unique safety concerns because, if any system component
fails and allows boiler steam to escape, the high pressure and temperature can cause serious,
instantaneous harm to anyone in its path. Since the escaping boiler steam will initially be
completely superheated vapor, detection can be difficult, although the intense heat and sound
from such a leak clearly indicates its presenc

CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

TABLE 4.1
AGE GROUP OF EMPLOYEES IN THIS ORGANIZATION

Age
Frequenc Percent Valid Cumulative
y Percent Percent
Below 16 24.2 32.0 32.0
30
Valid 31 40 23 34.8 46.0 78.0
41 50 11 16.7 22.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0
INTERPRETAT
ION:

The above table that can be interpreted that the age of the respondent are 32% of the
respondents is below 30, 46 % of the respondents is 31-40, 32% of the respondents is 41-50.
,

CHART 4.1

AGE GROUP OF EMPLOYEES IN THIS ORGANIZATION

TABLE 4.2

MARITAL STATUS OF THE RESPONDENT

Frequenc Percent Valid Cumulative

y Percent Percent
Yes 25 37.9 50.0 50.0
Valid No 25 37.9 50.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the maritial status of the respondent are 50 % of
the respondents is married and 46 % of the respondents is unmarried .
CHART 4.2

MARITAL STATUS OF THE RESPONDENT

TABLE 4.3

GENDER OF THE RESPONDENT

gender
Frequenc Percent Valid Cumulative
y Percent Percent
Male 26 39.4 52.0 52.0
Valid Female 24 36.4 48.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the gender of the respondent are 52% of the
respondents is male , 48 % of the respondents is female .
CHART 4.3

GENDER OF THE RESPONDENT

TABLE 4.4

EDUCATIONAL QUALIFICATION OF THE RESPONENT

 Frequenc Percent Valid Cumulative
y Percent Percent
SSLC 11 16.7 22.0 22.0
HSC 22 33.3 44.0 66.0
Graduate 10 15.2 20.0 86.0
Valid
Post 7 10.6 14.0 100.0
graduated
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the educational qualification o of the respondent
are 22% of the respondent are studied sslc, 44 % of the respondent are studied hsc , 20% of
the respondent are studied graduate and 14 % of the respondent are studied post graduate.
CHART 4.4

EDUCATIONAL QUALIFICATION OF THE RESPONENT

TABLE 4.5

SALARY OF THE RESPONDENTS

Salary
Frequenc Percent Valid Cumulative
y Percent Percent
20000- 12 18.2 24.0 24.0
30000
30000- 20 30.3 40.0 64.0
35000
35000- 10 15.2 20.0 84.0
Valid
40000
Above 8 12.1 16.0 100.0
50000

Total 50 75.8 100.0

Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the salary of the respondent are 24% of the
respondent are earn salary is 20000-30000,. 40 % of the respondent are earn salary is 30000-
35000, 20 % of the respondent are earn salary is35000-40000, 16 % of the respondent are
earn salary is above 50000,.

.
CHART 4.5

SALARY OF THE RESPONDENTS

TABLE 4.6

EXPERIENCE OF THE EMPLOYEE

Experience
Frequenc Percent Valid Cumulative
y Percent Percent
2-3 year experience 11 16.7 22.0 22.0
3-4 years 15 22.7 30.0 52.0
experience
Valid 4-5 years 13 19.7 26.0 78.0
experience
Above 5 years 11 16.7 22.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the experience of the respondent are 22% of the
respondent are experience is 2-3 years experience ,. 30 % of the respondent are experience
is 3-4 years experience , 26 % of the respondent are experience is 4-5 years experience, 22
% of the respondent are experience is above 5 years experience
CHART 4.6

EXPERIENCE OF THE EMPLOYEE

TABLE 4.7
AWARENESS TOWARDS THE STATUTORY AND NON-STATUTORY
EMPLOYEE JOB SATISFACTION FACILITIES AT THIS COMPANY

Satisfaction
Frequenc Percent Valid Cumulative
y Percent Percent
Yes 25 37.9 50.0 50.0
Valid No 25 37.9 50.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the Awareness towards the statutory and non-
statutory employee Job Satisfaction facilities at this company of the respondent are 50 % of
the respondent are says that yes and 50 % of the respondent are says that no
CHART 4.7
AWARENESS TOWARDS THE STATUTORY AND NON-STATUTORY
EMPLOYEE JOB SATISFACTION FACILITIES AT THIS COMPANY
TABLE 4.8

MEDICAL AND FIRST AID FACILITY

Medical
Frequenc Percent Valid Cumulative
y Percent Percent
Good 10 15.2 20.0 20.0
Very good 12 18.2 24.0 44.0
Moderate 7 10.6 14.0 58.0
Valid satisfactor 11 16.7 22.0 80.0
y
poor 10 15.2 20.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about medical and first aid facility of
the respondent are 20% of the respondent says that good, 24% of the respondent says that
very good,14% of the respondent says that moderate ,22 % of the respondent says that
satisfactory , 20% of the respondent says that poor .
CHART 4.8

MEDICAL AND FIRST AID FACILITY

TABLE 4.9

CANTEEN

Canteen
Frequenc Percent Valid Cumulative
y Percent Percent
Good 12 18.2 24.0 24.0
Very good 15 22.7 30.0 54.0
Moderate 8 12.1 16.0 70.0
Valid Satisfactor 8 12.1 16.0 86.0
y
Poor 7 10.6 14.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about cantten facility of the
respondent are 24% of the respondent says that good, 30 % of the respondent says that very
good,16 % of the respondent says that moderate 16 % of the respondent says that satisfactory
, 14 % of the respondent says that poor .
CHART 4.9

CANTEEN
TABLE 4.10

TRANSPORT AND PARKING

Transport
Frequenc Percent Valid Cumulative
y Percent Percent
Good 9 13.6 18.0 18.0
Very good 14 21.2 28.0 46.0
Moderate 9 13.6 18.0 64.0
Valid Satisfactor 8 12.1 16.0 80.0
y
Poor 10 15.2 20.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0
INTERPRETATION:

The above table that can be interpreted that the opinion about transport and parking facility
of the respondent are 18 % of the respondent says that good, 28 % of the respondent says that
very good,18 % of the respondent says that moderate ,16 % of the respondent says that
satisfactory , 20 % of the respondent says that poor .

CHART 4.10

TRANSPORT AND PARKING

TABLE 4.11

THE REST ROOM /WASH ROOM

washroom
Frequenc Percent Valid Cumulative
y Percent Percent
Good 11 16.7 22.0 22.0
Very 12 18.2 24.0 46.0
goood
Moderaate 9 13.6 18.0 64.0
Valid
Satisfactor 9 13.6 18.0 82.0
y
Poor 9 13.6 18.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about rest room and wash room
facility of the respondent are 22 % of the respondent says that good, 24% of the respondent
says that very good,18 % of the respondent says that moderate ,18 % of the respondent says
that satisfactory , 18 % of the respondent says that poor .
CHART 4.11

THE REST ROOM /WASH ROOM

TABLE 4.12

EMPLOYEE COUNSELING

Employee
Frequenc Percent Valid Cumulative
y Percent Percent
Good 11 16.7 22.0 22.0
Very good 13 19.7 26.0 48.0
Moderate 10 15.2 20.0 68.0
Valid Satisfactor 5 7.6 10.0 78.0
y
Poor 11 16.7 22.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about employee counseling of the
respondent are 22 % of the respondent says that good, 26 % of the respondent says that very
good,20 % of the respondent says that moderate ,10 % of the respondent says that
satisfactory , 22 % of the respondent says that poor .
CHART 4.12

EMPLOYEE COUNSELING
TABLE 4.13

SAFETY FACILITIES

facilities
Frequenc Percent Valid Cumulative
y Percent Percent
Good 13 19.7 26.0 26.0
Very good 17 25.8 34.0 60.0
Moderate 7 10.6 14.0 74.0
Valid Satisfactor 10 15.2 20.0 94.0
y
Poor 3 4.5 6.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:
The above table that can be interpreted that the opinion about safety facility of the
respondent are 26 % of the respondent says that good, 34 % of the respondent says that very
good,14 % of the respondent says that moderate ,20 % of the respondent says that
satisfactory , 06 % of the respondent says that poor .

CHART 4.13

SAFETY FACILITIES
TABLE 4.14

WORKING CONDITIONS

Working
Frequenc Percent Valid Cumulative
y Percent Percent
Good 10 15.2 20.0 20.0
Very good 16 24.2 32.0 52.0
Moderate 10 15.2 20.0 72.0
Valid Satisfactor 8 12.1 16.0 88.0
y
Poor 6 9.1 12.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about working condition of the
respondent are 20 % of the respondent says that good, 32 % of the respondent says that very
good,20 % of the respondent says that moderate ,16 % of the respondent says that
satisfactory , 12 % of the respondent says that poor .
CHART 4.14

WORKING CONDITIONS
TABLE 4.15

TRAINING AND DEVELOPMENT

Training
Frequenc Percent Valid Cumulative
y Percent Percent
Good 9 13.6 18.0 18.0
Very good 18 27.3 36.0 54.0
Moderate 10 15.2 20.0 74.0
Valid Satisfactor 5 7.6 10.0 84.0
y
Poor 8 12.1 16.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about training and development of
the respondent are 18 % of the respondent says that good, 36 % of the respondent says that
very good,20 % of the respondent says that moderate ,10 % of the respondent says that
satisfactory , 16 % of the respondent says that training and development is poor .
CHART 4.15

TRAINING AND DEVELOPMENT

TABLE 4.16

PROMOTION AND BONUS

Promotion
Frequenc Percent Valid Cumulative
y Percent Percent
Good 9 13.6 18.0 18.0
Very good 16 24.2 32.0 50.0
Moderate 10 15.2 20.0 70.0
Valid Satisfactor 8 12.1 16.0 86.0
y
Poor 7 10.6 14.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about promotion and bouns of the
respondent are 18 % of the respondent says that good, 32 % of the respondent says that very
good,20 % of the respondent says that moderate ,16 % of the respondent says that
satisfactory , 14 % of the respondent says that poor .
CHART 4.16

PROMOTION AND BONUS

TABLE 4.17

EMPLOYEE WELFARE

welfare
Frequenc Percent Valid Cumulative
y Percent Percent
Good 11 16.7 22.0 22.0
Very good 17 25.8 34.0 56.0
Moderate 6 9.1 12.0 68.0
Valid Satisfactor 9 13.6 18.0 86.0
y
Poor 7 10.6 14.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about employee welfare of the
respondent are 22% of the respondent says that good, 34 % of the respondent says that very
good,12 % of the respondent says that moderate ,18 % of the respondent says that
satisfactory , 14 % of the respondent says that poor .
CHART 4.17

EMPLOYEE WELFARE
TABLE 4.18
JOB SECURITY

security
Frequenc Percent Valid Cumulative
y Percent Percent
Good 11 16.7 22.0 22.0
Very good 16 24.2 32.0 54.0
Moderate 9 13.6 18.0 72.0
Valid Satisfactor 9 13.6 18.0 90.0
y
Poor 5 7.6 10.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about jop security of the
respondent are 22 % of the respondent says that good, 32 % of the respondent says that very
good,18 % of the respondent says that moderate ,18 % of the respondent says that
satisfactory , 10 % of the respondent says that poor .
CHART 4.18

JOB SECURITY
TABLE 4.19

COMPANY RULES AND POLICY

policy
Frequenc Percent Valid Cumulative
y Percent Percent
Good 9 13.6 18.0 18.0
Very good 16 24.2 32.0 50.0
Moderate 7 10.6 14.0 64.0
Valid Satisfactor 10 15.2 20.0 84.0
y
Poor 8 12.1 16.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about company rules and policy of
the respondent are 18 % of the respondent says that good, 32 % of the respondent says that
very good, 14 % of the respondent says that moderate ,20 % of the respondent says that
satisfactory , 16 % of the respondent says that poor .
CHART 4.19

COMPANY RULES AND POLICY

TABLE 4.20
PROBLEMS FACED BY THE EMPLOYEES DUE TO JOB DISSATISFACTION

Problems
Frequenc Percent Valid Cumulative
y Percent Percent
Micromanagement 5 7.6 10.0 10.0
Lack of progress 7 10.6 14.0 24.0
Job insecurity 2 3.0 4.0 28.0
No confidence in 5 7.6 10.0 38.0
company
leadership 11 16.7 22.0 60.0
Valid
Lack of recourse for 5 7.6 10.0 70.0
poor performance
Poor communication 5 7.6 10.0 80.0
Unpleasant co-workers 6 9.1 12.0 92.0
Boredom 4 6.1 8.0 100.0
Total 50 75.8 100.0
Missing System 16 24.2
Total 66 100.0

INTERPRETATION:

The above table that can be interpreted that the opinion about problem faced by the
employee of the job satisfaction of the respondent are 10 % of the respondent says that micro
management, 14 % of the respondent says that lack of progress ,4 % of the respondent says
that job in security ,10 % of the respondent says that no confidence in company , 22% of
the respondent says that leadership, 10% of the respondent says that performance , 10% of
the respondent says that l poor communication 12% of the respondent says that unpleasant
co workers and 18 % of the respondent says that boredom.,

CHART 4.20
PROBLEMS FACED BY THE EMPLOYEES DUE TO JOB DISSATISFACTION
 CHAPTER VI

FINDING, SUGESSTION AND CONCLUSION

FINDING:

The above table that can be Find that theater of the respondent are 32% of the
respondents is below 30, 46 % of the respondents is 31-40, 32% of the respondents is
41-50.
The above table that can be Find that the marital status of the respondent are 50 % of
the respondents is married and 46 % of the respondents is unmarried .
The above table that can be Find that the gender of the respondent are 52% of the
respondents is male, 48 % of the respondents is female.
The above table that can be Find that the educational qualification o of the respondent
are 22% of the respondent are studied sslc, 44 % of the respondent are studied hsc ,
 20% of the respondent are studied graduate and 14 % of the respondent are studied
post graduate.
The above table that can be Find that the salary of the respondent are 24% of the
respondent are earn salary is 20000-30000,. 40 % of the respondent are earn salary is
30000-35000, 20 % of the respondent are earn salary is35000-40000, 16 % of the
respondent are earn salary is above 50000,.
The above table that can be Find that the experience of the respondent are 22% of
the respondent are experience is 2-3 years experience ,. 30 % of the respondent are
experience is 3-4 years experience , 26 % of the respondent are experience is 4-5
years experience, 22 % of the respondent are experience is above 5 years
experience
The above table that can be Find that the Awareness towards the statutory and non-
statutory employee Job Satisfaction facilities at this company
of the respondent are 50 % of the respondent are says that yes and 50 % of the
respondent are says that no
The above table that can be Find that the opinion about medical and first aid facility
of the respondent are 20% of the respondent says that good, 24% of the respondent
says that very good,14% of the respondent says that moderate ,22 % of the
respondent says that satisfactory , 20% of the respondent says that poor .

The above table that can be Find that the opinion about cantten facility of the
respondent are 24% of the respondent says that good, 30 % of the respondent says
that very good,16 % of the respondent says that moderate 16 % of the respondent
says that satisfactory , 14 % of the respondent says that poor
The above table that can be Find that the opinion about transport and parking facility
of the respondent are 18 % of the respondent says that good, 28 % of the respondent
says that very good,18 % of the respondent says that moderate ,16 % of the
respondent says that satisfactory , 20 % of the respondent says that poor .
The above table that can be Find that the opinion about rest room and wash room
facility of the respondent are 22 % of the respondent says that good, 24% of the
respondent says that very good,18 % of the respondent says that moderate ,18 % of
the respondent says that satisfactory , 18 % of the respondent says that poor .
The above table that can be Find that the opinion about employee counseling of the
respondent are 22 % of the respondent says that good, 26 % of the respondent says
that very good,20 % of the respondent says that moderate ,10 % of the respondent
says that satisfactory , 22 % of the respondent says that poor.
The above table that can be Find that the opinion about safety facility of the
respondent are 26 % of the respondent says that good, 34 % of the respondent says
that very good,14 % of the respondent says that moderate ,20 % of the respondent
says that satisfactory , 06 % of the respondent says that poor .

The above table that can be Find that the opinion about working condition of the
respondent are 20 % of the respondent says that good, 32 % of the respondent says
 that very good,20 % of the respondent says that moderate ,16 % of the respondent
says that satisfactory , 12 % of the respondent says that poor
The above table that can be Find that the opinion about training and development of
the respondent are 18 % of the respondent says that good, 36 % of the respondent says
that very good,20 % of the respondent says that moderate ,10 % of the respondent
says that satisfactory , 16 % of the respondent says that training and development is
poor .

The above table that can be Find that the opinion about promotion and bouns of the
respondent are 18 % of the respondent says that good, 32 % of the respondent says
that very good,20 % of the respondent says that moderate ,16 % of the respondent
says that satisfactory , 14 % of the respondent says that poor .

The above table that can be Find that the opinion about employee welfare of the
respondent are 22% of the respondent says that good, 34 % of the respondent says
that very good,12 % of the respondent says that moderate ,18 % of the respondent
says that satisfactory , 14 % of the respondent says that poor .

The above table that can be Find that the opinion about jop security of the
respondent are 22 % of the respondent says that good, 32 % of the respondent says
that very good,18 % of the respondent says that moderate ,18 % of the respondent
says that satisfactory , 10 % of the respondent says that poor.
The above table that can be Find that the opinion about company rules and policy of
the respondent are 18 % of the respondent says that good, 32 % of the respondent
says that very good, 14 % of the respondent says that moderate ,20 % of the
respondent says that satisfactory , 16 % of the respondent says that poor
The above table that can be Find that the opinion about problem faced by the
employee of the job satisfaction of the respondent are 10 % of the respondent says
that micro management, 14 % of the respondent says that lack of progress ,4 % of the
respondent says that job in security ,10 % of the respondent says that no confidence
in company , 22% of the respondent says that leadership, 10% of the respondent says
that performance , 10% of the respondent says that l poor communication 12% of the
respondent says that unpleasant co workers and 18 % of the respondent says that
boredom.,

CONCLUSION

From the study on labor Job Satisfaction certain points have been identified that some
employees are satisfied and some are not satisfied with the present Job Satisfaction.
But as far as the Job Satisfaction are concerned the organization management is following the
statutory provisions which are reflected in the Factories Act 1948, the existing Job
Satisfaction benefits are effective, which directly motivate the employees in the organization.
Hence taking the global reality, the management may review the problems with a soft mind.
In future, the management can well think of improving the present Job Satisfaction by
consulting with employees. Urgent provisions are to be made regarding the transport, rewards
for results, and canteen facilities as general wellbeing of the workers important. Job
Satisfaction refers to the physical, mental, moral, and emotional wellbeing of an individual.
Human resource is the asset of an organization, so they need proper attentions.

APPENDICES

1. Venugopal P., Bhaskar T. and Usha P., Employee Job Satisfaction Activities with
Respective Measures in Industrial Sector-A Study on Industrial Cluster AtChittor District,
International Journal of Research in Commerce, It and Management, 1(6), 78-84 (2011)

2. Babu K.V.S.N Jawahar, Valli S. KaleshaMasthan and Bhupathi C., Recent Trends In
Factories Job Satisfaction, ACADEMICIA: An International Multidisciplinary Research
Journal, 2(12), 252-261 (2012)

3. Balakumar R., A Study on Employee Job SatisfactionIn Mas Linea Leather Company,
MADURAI, and Report Submitted to the SRM School of Management (2010)

4. Maheswara Reddy, Human resource management practices in organized retailing - a study

of select retailers, International Journal of Multidisciplinary Research. December (2011)

5. TiwariPankaj, Impact of selected HRM practices on perceived employee performance,

Global management Journal, (2011)

6. PaulrajanRajkumar, Employability Skills in MADURAI Retail Market, ACTA

UniversitatisDanubius, (2011)

7. Gupta K. Shashi, Joshy Rosy, Human Resource Management, Kalyani Publishers, New
Delhi. (2010)
8. Kahn W.A. Psychological conditions of personal engagement and disengagement at work,
Academy of Management Journal, (1990)

9. Maslach C. Schaufelli W.B. and Leiter M.P., Job burnout, Annual Review of Psychology,
52, 397-422 (2001)

10. DasamRagupathi., The Financial and Human resource Management Strategies to Develop
the Organization, Research, Journal Management Sciences, 2(10), 6-9 (2013

QUESTIONARIES

1 Name

2. Age group of employees in this organization?

a) Below 30
b) 31 40
c) 41 50
3. Marital status
a) Yes
b) No

4. gender

a. Male
b. Female
5. Educational qualification

a) SSLC
b) HSC
c) Graduate
d) Post graduated
6. Salary of the respondents

a) 20000-30000
b) 30000-35000
c) 35000-40000
d) Above 50000
7 . Experience of the employee

a) 2-3 year experience

b) 3-4 years experience
c) 4-5 years experience
d) Above 5 years
8. Awareness towards the statutory and non-statutory employee Job Satisfaction
facilities at this company?

a. Yes
b. No

9. Employee job satisfaction level:-

S.No Facilities Good Very good Moderate satisfactory poor

1 Medical and
first aid facility
2 Canteen

3 Transport and
parking
4 The rest room
/wash room
5 Employee
counselling
6 Safety facilities

7 Working
conditions
8 Training and
development
9 Promotion and
bonus
10 Employee
welfare
11 Job security
12 Company rules
and policy

10. Problems faced by the employees due to job dissatisfaction

S.No Problems Rank

1 Micromanagement

2 Lack of progress

3 Job insecurity
 4 No confidence in
company
5 leadership

6 Lack of recourse
for poor
performance

7 Poor
communication

8 Unpleasant co-
workers

9 Boredom