Employee Satisfaction in TOOLFAB Engineering I

1
A STUDY ON EMPOLYEE SATISFACTION IN TOOLFAB

ENGINEERING INDUSTRIES (P) LTD
PROJECT REPORT
Submitted by
VIDYA.K
REGISTER NO: 2007391247
Under the Guidance of

Mr.G. BALA SENTHIL KUMAR, B.E., MBA., faculty
Department of management studies
In partial fulfillment for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
DEPARTMENT OF MANAGEMENT STUDIES

PONDICHERRY UNIVERSITY
PUDUCHERRY, INDIA
MAY-2009
2
BONAFIDE CERTIFICATE
This to certify that the project work entitled “A STUDY ON EMPLOYEE

SATISFACTION IN TOOLFAB ENGINEERING (P) LTD.” is a bonafide work done by
VIDYA.K [REGISTER NO: 2007391247] in partial fulfillment of the requirement for the
award of Master of Business Administration by Puducherry University during the academic
year 2008– 2009.
HEAD OF DEPARTMENT GUIDE
Viva-Voce Examination held on
EXTERNAL EXAMINER
1.
2.
3
TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
ACKNOWLEDGEMENT ii
ABSTRACT iii
LIST OF TABLES iv
LIST OF CHARTS vi
INTRODUCTION
1.1 Profile of Organization 1
1.2 Company vision 3

I
1.3 Process of manufacture 4
1.4 Achievements 4
NEED FOR STUDY 5
II REVIEW OF LITERATURE 6
III OBJECTIVES 12
IV RESEARCH METHODOLOGY 13
V DATA ANALYSIS AND INTERPRETATION 16
FINDINGS OF THE STUDY 54

VI SUGGESTION AND RECOMMENDATIONS 56
CONCLUSIONS 57
LIMITATIONS OF TH STUDY 58
VII
SCOPE FOR THE FUTHER STUDY 58
ANNEXURE
4
ACKNOWLEDGEMENT
I am extremely grateful to Our Principal Dr. V.S.K. VENGATACHALAPATHY to

provide necessary and essential facilities to do this project report.
I am extremely grateful to Our Chairman Mr. N. KEASAVAN voice chairman

Mr. S.V. SUGUMARAN and Managing Director Mr. M. DHANASEKRAN to provide
necessary and essential facilities to do this project report.
I express our sincere thanks and deep sense of gratitude to our Head of Department
Mr.S.JAYAKUMAR, Department of Management Studies for providing me with an
opportunity to study and to do this report.
I express a deep sense of gratitude to my Guide Mr.G.BALA SENTHIL KUMAR

Department of Management Studies, for his encouragement, support and guidance to
complete this project work successfully.
I convey my heartiest thanks to Mr.N.N. SETHUANAND HR (MANAGER) TOOLFAB

ENGINEERING INDUSTRIES (P) LTD, who kindly granted permission to do this
project report in his esteemed organization.
Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends
for giving timely advice in all the ways and in all aspects for doing the project
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ABSTRACT
This project is undertaken to study the employee satisfaction in TOOLFAB ENGINEERING

INDUSTRIES (P) LTD.
The study has been conducted by adopting survey method among the employees in TOOLFAB
ENGINEERING INDUSTRIES (P) LTD, with the help of questionnaire. The sample of size of
100 respondents from the company was chosen for the study.
The scope of the study consists of the importance of the employee satisfaction is to find out the
satisfaction level of the employees. The objectives tell about the necessity of the study.
The research methodology consists of design, sample size & sample technique. The project work
is based on descriptive research. Simple random sampling is used for data collection. Percentage
analysis, weighted average method and chi-square are used for data collected through
questionnaire.
The study provides some findings that were interrupted from the analysis of the collected data.
The suggestion and recommendations were given by the researcher which may help the company
to improve their employee satisfaction.
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LIST OF TABLES
S.no TABLE NAME Page No
1 Department Of The Respondents 16
2 Satisfaction Of Their Work 17
3 Job Are Challenging And Interesting 18
4 Relevant Training 19
5 Expected Of Their Work 20
6 Material And Equipments 21
7 Working Condition 22
8 Over All present Job 23
9 Effort Of Filling Vacancies 24
10 Job Opportunities 25
11 Promotion 26
12 Opportunity For Training 27
13 My Manager Immediate Supervisor 28
14 Manager Helps To Improve Myself 29
15 Prompt And Fair Corrective Action 30
16 Manager Available When I Need Advice 31
17 I Feel Free To Talk Openly And Honestly To My Manager 32
18 Manager Know What Is going In My Group 33
19 Manager Doing A Good Job 34
20 Fairly Distributed In My Work Group 35
21 How Members Of My Work Are Solve Problems 36
22 Work Group Works Well
37
23 Feel Free To Openly And Honestly With Group Member 38
24 Monthly Income 39
25 Satisfaction Of Salary Level 40
26 Monitory Benefits 41
27 Over Time Wages 42
28 Incentives 43
29 Fringe Benefits 44
30 Facilities 45
31 Welfare Programs 46
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32 Recreational Activities 47
33 Company’s People Programs 48
34 Work Timings 49
CHAPTER-I
1.1 COMPANY PROFILE
TOOLFAB ENGINEERING INDUSTRIES (P) LTD an over view

The first plant of what is now known as TOOLFAB ENGINEERING INDUSTRIES (P) LTD
was established more than 35 years ago at Trichy by the persons Mr. C. Madan Mohan and Mr.
C. Harshavardhan. TOOLFAB ENGINEERING INDUSTRIES (P) LTD is one of the largest and
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leading engineering manufacturing enterprises, its kind in Trichy with a well recognized track
record of performance, earning profit continuously since 1972-73.
Work-Force
Administration staff : 45
Manager : 18
Engineers : 20
Asst. Engineers : 25
Foreman : 20
Technician : 15
Skilled Workers : 120
Semi Skilled : 60
Blasters & Painters : 20
Rigger : 18
Total : 361
Auxiliary Process Facilities available in Industrial Estate
 Pipe Bending
 Tube Expansion
 Heat Treatment
 Radiographic testing
 Galvanizing
 Heavy machining centers
Quality Accreditations and Inspection Agencies
 Barath Heavy Electricals Ltd
 National Thermal Power Corporation
 Lloyds
 Indian Institute of Quality Assurance
 Tata projects Ltd
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 Tata consultant Engineers

 M.N.Dastur & Co.,
 D.N.V. Inspection
Customers
 M/s Bharth Heavy Electricals Ltd,. Trichy.
 M/s Neyveli Lignite Corporation. Neyveli.
 M/s Suzlon Energy Ltd., Pune.
 M/s Larsen & Turbo Ltd., Mumbai, Kanchipuram & Chennai.
 M/s Tata Projects Ltd., Hyderabad.
 M/s Fouress Engineering (India) Ltd., Bangalore
 M/s Pioneer Wincon Ltd. Chennai.
 M/s Das Largerwey Wind Turbines Ltd., Pondicherry.
 M/s Wescare India Ltd., Chennai.
 M/s Arul mariamman Textiles ltd., Pollachi.
 M/s Wind Power Ltd., Chennai.
 M/s Textool Wind Energy Ltd., Combatore.
 M/s IVRCL infrastructures projects Ltd., Thiruvarur.
 M/s Hindustan Construction Co., Ltd., Kudankulam, Tirunelveli.
 M/s Man Takraf (India) Pvt. Ltd.,
 M/s Southern Railways
WELFARE ACTIVITIES
1. Three sets of uniform dresses are being issued for once in 2 years for all employees.
2. One pair of safety shoe for all employees.
3. Medical facilities are being extended to all employees at our factory dispensary.
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4. Provided rest shed for employees.

5. Lockers provided to all employees.
6. Bonus payment is adopted for all employees under productivity linked bonus scheme and
performance bonus scheme.
7. Festival advances for all employees.
8. Company picnic scheme.
9. Incentives scheme.
10. Insurance for all the employees.
11. Provident fund scheme for all employees.
12. Education advance for employees` son / daughter.
13. Group personal accident policy – 24 hours coverage for all employees.
14. Sick leaves are introduced for the employees.
15. Moped loan scheme to employee.
1.2 COMPANY VISSION

Top 5 Engineering and manufacturing company in Trichy before 2009.
1.3 Product Manufactured
Significant job
Asia’s Largest 2 MW Wind Mill Tower trough
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M/s suzlon Energy Ltd., Pune.
Other Jobs
Ducting
Dampers
Structural columns
Structural Beams
Wind-Mill Towers
Expansion Bellows and
Steam Flow Diverter frame, etc,
1.4 ACHIVEMENTS
Companies turn over
The company has achieved sales turn over 1.72 million US$ in the year 2003-2004, 1.89
million US$ in the year 2004-2005, 3.39million US$ in the year 2005-2007 and the last
assessment year its turn over is 4.5 million US$. 2006-2007 the company has projected 6.5
million US$
The company got ISO 9001 2000

The Second unit was started in year 1990 by the same persons
The Tired unit was started in year 1994 by the same persons
The Fourth unit was started in year 2001 by the same persons
The company got Private Limited Company in the year 2004 December
NEED FOR STUDY
The problem undertaken for the study identify and analysis the behaviour of the workers
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There is a need to understand how the workers react to the company’s program and policies of the
organaization
The need of the organaization to know what are the various requirement and expectation of the
workers and various problems that the workers face in working place
Such a study and analysis would help TOOLFAB ENGINEERING INDUSTRIES (P) LTD, to
know about its strenth and weakness in their job, manager, compensation, employee benefits,
aand their work group.
It is the need of the organaization to know what type of program to be offer to workers
The company in taking certain policies and decision and to bring in new ideas and innovation may
use the finding of the study
CHAPTER-III
REVIEW OF LITERATURE
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EMPLOYEE SATSFACTION
INTRODUCTION
Job satisfaction plays an important in ensuring the organization commitment of its employees.
When an employee is satisfied, he/she is more committed to the organization. It is therefore
necessary to understand how job satisfaction can be enhanced in organization. Some researchers
are of the opinion that organizations willing to successful must know what workers want. What
keeps them happy, and what makes them stay. Some of the very important factors of employees
satisfaction are pay, Fringe benefits, operating conditions, co-workers, etc., That can be reviewed
from time to time to make employee satisfied and stay with the organization
The study of job satisfaction started with mayo’s study of productivity at the western electric
hawthorne plant in Chicago in 1933 (hodson, 1991) since then many researchers have studied the
various aspects of job satisfaction including mobley et al. (1979) ; Price and Mueller
(1981a,1981b, 1986); Bluedorn (1982); and mowday et al. (1982) among others . Job satisfaction
is defined as the extent of the positive affective orientation towards a job (Blegen and Mueller,
1987). Spector (1997) defined job satisfaction as the liking (satisfaction) or disliking
(dissatisfaction) behavior of the employees towards their job. Thus, it is the employee’s
emotional bond to their jobs.
Job satisfaction is often seen as a concept that concerns only an employee’s overall feeling about
the job, not the employee’s behavior towards the job, i.e., lateness, absenteeism, etc. (Smith et
al.,1969; and Blegen and Mueller, 1987). Porter et al. (1974) view job satisfaction as the sum
total of an individual’s met expectations. Some researchers have attempted to measure the global
job satisfaction but there was also a concern to measure different dimensions of job satisfaction.
Careful analysis of these dimensions in an organization can bring more depth to devising
strategies to enhance the job satisfaction of employees. Some of the traditional factors that
contribute to job satisfaction are co-workers, pay, job conditions, supervision, nature of the work,
and benefits.
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DEFINITION
Job satisfaction a worker's sense of achievement and success, is generally perceived to be directly
linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one
enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction further
implies enthusiasm and happiness with one's work. The Harvard Professional Group (1998) sees
job satisfaction as the keying redient that leads to recognition, income, promotion, and the
achievement of other goals that lead to a general feeling of fulfillment.
Importance of Employee Satisfaction

Employee satisfaction is important in all the organization because it: keeps and motivate people
to work well in the organization
 Pay
 Promotion
 Work Task
 Coworkers
 Supervisors
 Safety
 Training and development
 Co operation
 Friendliness
 Fair treatment
 Equalopportunity
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Many economists consider self-reported job satisfaction as a fascinating

subjective variable (Levy-Garboua and Montmarquette, 2002:1). This
attraction recently resulted in a number of studies in the empirical analysis
of well-being, specifically in job satisfaction. Job satisfaction has been
investigated in several disciplines such as psychology (Argyle 1989),
sociology (Hodson,1985; Kalleberg and Loscocco ,1983), economics
(Hamermesh 1977, 2001; Freeman, 1978), and management sciences (Hunt
and Saul ,1975). Employers prefer that their employees be satisfied, since
employees satisfaction is closely related to their labor market behavior such
as productivity, quits and absenteeism. Several findings indicate that job
satisfaction is as good predictor of quits as wages(Freeman, 1978; Akerlof et
al., 1988; Clark et al. (1998). For this reason it is important to study the
determinants of job satisfaction. Different aspects of job satisfaction are
studied in the literature.
These include job satisfaction with gender (Clark ,1997), wage growth (Clark ,
1999), age (Hunt and Saul (1975), Clark et al., 1996), comparison income and
unemployment (Clark and Oswald, 1994,1996) work environment (Idson,
1990), work environment and relations with managers (Gazioglu and Tansel,
2002). Locke (1976) defines the job satisfaction as the individual’s subjective
valuation of different aspects of their job. Higher job satisfaction may be due
to improvements in the objective aspects of the job either from reduced
expectations or dissatisfing aspect of job is downplayed while pleasing
aspects are given greater weight. Hamermesh (1977) is one of the first
studies that used job satisfaction data to investigate a model of occupational
choice. This paper analyses four different measures of job satisfaction, using
British data and investigates their relationship to individual and job
characteristics. Individual characteristics include age, sex, education and
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gender. Job characteristic include income, establishments size, hours of work

and industrial composition.
Clark (1996)used British Household Panel Data (BHPD91) from 1991 to

investigate the determinants of job satisfaction. We use a more recent (1997)
and larger data set in order to see whether the previously obtained results
are upheld. Although the job satisfaction measures we use are somewhat
different than those of Clark and others, a number of results that are
commonly obtained with international data are found to hold in our data set
as well.
One special difference from the previous results in that the married
individuals have lower job satisfaction levels than the unmarried in our data
set. Further, it was noteworthy that individuals in education and health
sectors are less satisfied with their pay but more satisfied with their sense of
achievement. 4 Section 2 presents a brief discussion of our data and the
various measures of job satisfaction used in this study. Section 3 analyses
the ordered probit estimation results of the relationship between job
satisfaction measures and a number of individual and job characteristics.
Section 4 includes concluding remarks
It is an obvious statement but ‘high employee satisfaction levels can reduce employee turnover’
Dissatisfied employees tend to perform below their capabilities, result in high turnover of staff
and leave their jobs relatively quickly , and are not very likely to recommend your company as an
employer. Employee satisfaction research gives employees ‘a voice’ and also allows the
pinpointing of problematic areas, leading to the raising of staff satisfaction levels, developing and
reviewing of staff management, and optimizing corporate communication.
Issues our research covers the current workplace situation, management styles/attitudes, internal
communication, workplace atmosphere, corporate culture/vision and image.
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Employee satisfaction research encompasses many different research techniques but the
measurement of satisfaction is only the first step to improving employee.Employee satisfaction
market research may not be as expensive as you think. Moving your staff satisfaction research to
the web will dramatically reduce the cost and significantly improve the quality of the results you
receive. In fact, employee surveys conducted online have resulted in approximately 75%
completion rates compared to 65% for the traditional “paper and pencil” methodology.
Job Security
With regards to job security the survey question asked if the respondent
agrees with the following statement: ‘I feel that that my job is secure in this
work place’. In this study, those who strongly agree or agree with this
statement are assigned a value of one and zero otherwise. Inclusion of this
dummy variable in the regressions in Table 3 indicates that a secure job
leads to highly significant, higher satisfaction levels for all measures of
satisfacion considered.
The issue of job security and job satisfaction is investigated by Blanchflower

and Oswald (1999). They also found that job satisfaction is higher among
those with secure jobs. Blanch flower and Oswald further asked the question
if US job satisfaction falling because of increasing job insecurity or because of
the decline of trade unions. They found that the answer was negative to both
of the querries
EMPLOYEE
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Someone hired by an employer under a contract of employment to perform work on a regular

basis at the employer's behest. An employee works either at the employer's premises or at a place
otherwise agreed, is paid regularly, and enjoys fringe benefits and employment protection.
EMPLOYEE BENEFITS
Employee benefits are the assortment of rewards and compensation schemes that move from the
employer to the employee. It is an effective instrument for boosting the motivation level of the
employees. The paper examines the different employee benefit options. In this context, some
related federal laws are also discussed.
SATISFACTION
The act of satisfying, or the state of being satisfied; gratification of desire; contentment in
possession and enjoyment; repose of mind resulting from compliance with its desires or demands.
"The mind having a power to suspend the execution and satisfaction of any of its desires." Locke.
Settlement of a claim, due, or demand; payment; indemnification; adequate compensation. "We

shall make full satisfaction." Shak
That which satisfies or gratifies; atonement. "Die he, or justice must; unless or him some other,
able, and as willing, pay the rigid satisfaction, death for death." Milto
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CHAPTER-IV
OBJECTIVES OF THE STUDY
 To study about employees expectation on their job

 To study the employees opinion about their career development and their manager
 To study about employees opinion about their training program and work group
 To study about employees satisfaction level welfare measure and other benefits
 To study about employees compensation level
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CHAPTER-V
RESEARCH METHODOLOGY
5.1 INTRODUCTION
Business research is a systematic enquiry that provides Information to guide business decisions
and aimed to solve managerial problems. Business research is of recent origin and it is largely
supported by business organizations that hope to achieve competitive advantages.
Research methodology is a way to systematically solve the research problems. It may be

understood as a science of studying how research is done scientifically. It includes the overall
research design, the sampling procedure, data collection method and analysis procedure.
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5.2 RESEARCH DESIGN
The research design stands for advance planning of the method to be adopted for collection the
relevant data and the techniques to be used in adopted for collecting the relevant data and the
techniques to be used in analysis, keeping the view the objectives of the research and availability
time.
In general, research design is the conceptual structure within which research is conducted: it
constitutes the blue print for the collection, measurement and analysis of data.
Descriptive Research
Descriptive research study includes surveys and fact-finding enquires of different kinds, which
help the researchers to describe the present situation that makes the analysis about the
effectiveness of employee satisfaction among the employees and helps to reach the objective.
5.3 SAMLING DESIGN/TECHNIQUES
Sampling design is to clearly define set of objective, technically called the universe to be studied.
This research has finite set of universe and the sampling design used in the study is probability
sampling. Sampling technique used is simple random sampling method.
5.4 SAMPLE UNIT/SAMPLE SIZE
The item selected from the population constitutes the sample size. The study covers the
employees of all level people in the company. Total sample size for the study is 100. The
population size is 361.
5.5 DATA COLLECTION METHOD

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Source of Data
Both primary and secondary data are used for the data collection.
Primary data
The primary data is collected from the respondents through questionnaire. The questionnaire
consists of various questions focusing on the internal communication process between employer
and employee relationship in the company. The responses are collected from them and used for
analysis. The questionnaire is constructed as the heart of survey operation.
Secondary data
The research collected the secondary data from books, Web sites etc. The data relating to the
history of the company is collected from the personal manual and the records of the company.
5.6 DATA ANALYSIS TOOLS
Tools for analysis

The collected data analyzed sing the methods of simple percentage, chi-squre test and
weighted average method. The analyzed data is presented using charts and tables.
CHI-SQUARE
(Oij-Eij)2
χ 2 = Σ ___________
Eij
Where
Oij = Observed frequency of the cell in ith row and jth column.
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Eij = Expected frequency of the cell in ith row and jth column.
WEIGHTED AVERAGE METHOD
X = WX/W
W = Number of respondents
X = Rating given by the respondents
CORRELATION
CHAPTER-VI
ANALYSIS AND INTERPERTATION
TABLE-6.1 DEPARTMENT OF RESPONDENTS

No. Of RESPONDENTS
S.No DEPARTMENT
(in 100 )
1 PRODUCTION 45
2 QUALITY CONTROL 7
3 LOGISTIC 9
4 HR 6
5 OTHERS 33
INFERENCE
From the above table, it is clear that 45% of the respondents are belong the production
department, 7% of the respondents are belong to the quality control, 9% of the respondents
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are belong logistic department, 6% of the respondent are belong the HR ( HUMAN
RESOURCE ) department and 33% of respondents are belong to the other departments
(material planning, stores, etc,.)
DE
50
45
40
35
TABLE-6.2 SATISFACTION OF THEIR WORK
PERCENTAGE
30 No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 53
252 AGREE 26
3 NUETRAL 13
4 DIS AGREE 8
205 MOST DISAGREE 0
INFERENCE
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From the above table, it is clear that 53% of the respondents are most agree with their job
and kind of work I do, 26% of the respondent are agree, 13 of the respondents are neutral,
10
8% of the respondents are disagree and no one get most disagree in the above statement.
0
PRODUCTION QUALITY
CONTROL
1 2
25
SATISFACTION OF THEIR WORK
60
53
50
40
30 26
20
13
10 8
0
0
MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE
1 2 3 4 5
TABLE-6.3 JOB ARE CHALLENGING AND INTERSTING
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 29
2 AGREE 37
3 NUETRAL 27
4 DIS AGREE 4
5 MOST DISAGREE 3
INFERENCE
From the above table, it is clear that 29% of the respondents are most agree with their job
challenging and interesting, 37% of the respondent are agree, 27%of the respondents are
neutral, 4% of the respondents are disagree and 3% of the respondent are most disagree in
the above statement.
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J OB ARE CHALLENGING AND INTERSTING No. Of RESP ONDENTS (in 100 )
40
37
35
29
30
27
25
20
15
10
4
5 3
0
1 2 3 4 5
TABLE-6.4 RELEVENT TRAINNIG
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 26
2 AGREE 31
3 NUETRAL 25
4 DIS AGREE 9
5 MOST DISAGREE 9
INFERENCE
From the above table, it is clear that 26% of the respondents are most agree with their
training for present job, 31% of the respondent are agree, 25%of the respondents are neutral,
9% of the respondents are disagree and 9% of the respondent are most disagree in the above
statement.
27
RELEVENT TRAINING
35
31
30
26
25
25
20
15
10 9 9
0
TABLE-6.5 EXPECTED OF THEIR WORK
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 34
2 AGREE 16
3 NUETRAL 29
4 DIS AGREE 17
5 MOST DISAGREE 4
INFERENCE
expected work, 16% of the respondent are agree, 29%of the respondents are neutral, 17% of
the respondents are disagree and 4% of the respondent are most disagree in the above
statement
28
EXPECTED OF THEIR WORK
40
34
35
30 29
25
20
17
16
15
10
4
5
0
M OST AGREE AGREE NUETRAL DIS AGREE M OST DISAGREE
TABLE-6.6 MATERIAL / EQUIPMENTS
No. Of
S.No Opinion RESPONDENTS
(in 100 )
1 MOST AGREE 42
2 AGREE 20
3 NUETRAL 22
4 DIS AGREE 16
5 MOST DISAGREE 2
INFERENCE
material/equipment and tools are, 20% of the respondent are agree, 22%of the respondents
are neutral, 16% of the respondents are disagree and 2% of the respondent are most disagree
in the above statement.
29
MATERIAL / EQUIP MENTS No. Of RESP ONDENTS (in 100 )
45
42
40
35
30
25
22
20
20
16
15
10
5
2
0
1 2 3 4 5
TABLE-6.7 WORKING CONDITION
No. Of
(in 100 )
1 MOST AGREE 29
2 AGREE 39
3 NUETRAL 24
4 DIS AGREE 10
5 MOST DISAGREE 3
INFERENCE
working conditions, 39% of the respondent are agree, 24%of the respondents are neutral,
10% of the respondents are disagree and 3% of the respondent are most disagree in the
above statement.
30
WORKING CONDITION No. Of RESP ONDENTS (in 100 )
45
39
40
35
29
30
24
25
20
15
10
10
5 3
0
1 2 3 4 5
TABLE-6.8 PRESENT JOB
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 31
2 AGREE 20
3 NUETRAL 25
4 DIS AGREE 18
5 MOST DISAGREE 7
INFERENCE
present job, 20% of the respondent are agree, 25%of the respondents are neutral, 18% of the
respondents are disagree and 7% of the respondent are most disagree in the above statement.
31
PRESENT JOB
35
31
30
25
25
20
20 18
15
10
7
0
1 2 3 4 5
TABLE-6.9 EFFORT OF FILLING VACANCIES
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 52
2 AGREE 24
3 NUETRAL 8
4 DIS AGREE 15
5 MOST DISAGREE 1
INFERENCE
From the above table, it is clear that 52% of the respondents are most agree with company
requirement, 24% of the respondent are agree, 8%of the respondents are neutral, 15% of the
32
EFFORT OF FILLING VACANCIES
60
52
50
40
30
24
20
15
10 8
1
0
1 2 3 4 5
TABLE-6.10
JOB OPPERTUNITIES
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 13
2 AGREE 39
3 NUETRAL 42
4 DIS AGREE 5
5 MOST DISAGREE 1
INFERENCE
From the above table, it is clear that 13% of the respondents are most agree with job
opportunities, 39% of the respondent are agree, 42%of the respondents are neutral, 5% of the
33
JOB OPPERTUNITIES
45
42
39
40
35
30
25
20
15 13
10
5
5
1
0
1 2 3 4 5
TABLE-6.11 PROMOTION
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 25
2 AGREE 28
3 NUETRAL 19
4 DIS AGREE 12
5 MOST DISAGREE 16
INFERENCE
promotion, 28% of the respondent are agree, 19%of the respondents are neutral, 12% of the
respondents are disagree and 16% of the respondent are most disagree in the above
statement.
34
PROMOTION
30
28
25
25
20 19
16
15
12
10
0
1 2 3 4 5
TABLE-6.12 OPPERTUNITIES FOR TRAINING
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 34
2 AGREE 24
3 NUETRAL 22
4 DIS AGREE 15
5 MOST DISAGREE 5
INFERENCE
training opportunity, 24% of the respondent are agree, 22%of the respondents are neutral,
above statement
35
OPPERTUNITIES FOR TRAINING
40
34
35
30
24
25 22
20
15
15
10
5
5
0
1 2 3 4 5
TABLE- 6.13 MY MANAGER IMMEDIATE SUPERVISOR
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 42
2 AGREE 28
3 NUETRAL 23
4 DIS AGREE 6
5 MOST DISAGREE 3
INFERENCE
manager trust, 28% of the respondent are agree, 23%of the respondents are neutral, 6% of
the respondents are disagree and 3% of the respondent are most disagree in the above
statement.
36
MY MANAGER IMMEDIATE SUPERVISOR
45
42
40
35
30 28
25 23
20
15
10
6
5 3
0
1 2 3 4 5
37
TABLE –6.14 MANAGERS HELPS TO IMPROVE MYSELF
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 10
2 AGREE 35
3 NUETRAL 46
4 DIS AGREE 6
5 MOST DISAGREE 3
INFERENCE
manager helps to improve myself, 35% of the respondent are agree, 46%of the respondents
are neutral, l6% of the respondents are disagree and 3% of the respondent are most disagree
MANAGER HELPS TO IMPROVE MYSELF
50
46
45
40
35
35
30
25
20
15
10
10
6
5 3
0
1 2 3 4 5
TABLE – 6.15 PROMPT AND FAIR CORRCTIVE ACTION

38
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 30
2 AGREE 23
3 NUETRAL 27
4 DIS AGREE 17
5 MOST DISAGREE 3
INFERENCE
manager takes prompt and fair corrective action on employees who fail to perform, 23% of
the respondent are agree, 27%of the respondents are neutral, 17% of the respondents are
disagree and 3% of the respondent are most disagree in the above statement.
PROMPT AND FAIR CORRCTIVE ACTION
35
30
30
27
25
23
20
17
15
10
5
3
0
1 2 3 4 5
39
TABLE –6.16 MANAGERS AVAILABLE WHEN I NEED ADVICE
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 54
2 AGREE 12
3 NUETRAL 19
4 DIS AGREE 13
5 MOST DISAGREE 2
INFERENCE
From the above table, it is clear that 54% of the respondents are most agree with there is
available when they need advice, 12% of the respondent are agree, 19%of the respondents
MANAGER AVAILABLE WHEN I NEED ADVICE
60
54
50
40
30
19
20
12 13
10
2
0
1 2 3 4 5
40
TABLE –6.17 I FEEL FREE TO TALK OPENLY AND HONESTLY TO

MY MANAGER
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 17
2 AGREE 43
3 NUETRAL 28
4 DIS AGREE 10
5 MOST DISAGREE 2
INFERENCE
manager talk freely and honestly, 43% of the respondent are agree, 28%of the respondents
I FEEL FREE TO TALK OPENLY AND HONESTLY TO MY MANAGER
50
45 43
40
35
30 28
25
20 17
15
10
10
5 2
0
1 2 3 4 5
41
TABLE – 6. 18 MANAGER KNOW WHAT IS GOING IN MY GROUP
No. Of
(in 100 )
1 MOST AGREE 26
2 AGREE 25
3 NUETRAL 32
4 DIS AGREE 4
5 MOST DISAGREE 5
INFERENCE
manager know what is going in my group, 25% of the respondent are agree, 32%of the
respondents are neutral,4% of the respondents are disagree and 5% of the respondent are
most disagree in the above statement.
MANAGER KNOW WHAT IS GOING IN MY GROUP
35
32
30
26
25
25
20
15
10
5
4
5
0
42
TABLE – 6.19
MANAGER DOING A GOOD JOB
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 35
2 AGREE 26
3 NUETRAL 22
4 DIS AGREE 15
5 MOST DISAGREE 2
INFERENCE
manager s doing good job, 26% of the respondent are agree, 22%of the respondents are
neutral, l5% of the respondents are disagree and 2% of the respondent are most disagree in
MANAGER DOING A GOOD JOB
40
35
35
30
26
25
22
20
15
15
10
5
2
0
1 2 3 4 5
TABLE –6.20 FAIRLY DISTRIBUTED IN MY WORK GROUP

43
No. Of
(in 100 )
1 MOST AGREE 42
2 AGREE 21
3 NUETRAL 24
4 DIS AGREE 9
5 MOST DISAGREE 4
INFERENCE
From the above table, it is clear that 42% of the respondents are most agree with their work
fairly distributed in my wok group, 21% of the respondent are agree, 24%of the respondents
are neutral, 9% of the respondents are disagree and 4% of the respondent are most disagree
FAIRLY DISTRIBUTED IN MY WORK GROUP
45
42
40
35
30
24
25
21
20
15
9
10
4
5
0
1 2 3 4 5
44
TABLE – 6.21 HOW MEMBERS OF MY GROUP SOLVE PROBLEMS
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 12
2 AGREE 33
3 NUETRAL 39
4 DIS AGREE 14
5 MOST DISAGREE 2
INFERENCE
From the above table, it is clear that 12% of the respondents are most agree with how
members of my group solve problem, 33% of the respondent are agree,39%of the
respondents are neutral, l4% of the respondents are disagree and 2% of the respondent are
HOW MEMBERS OF MY GROUP SOLVE PROBLEMS
45
39
40
35 33
30
25
20
14
15 12
10
5 2
0
1 2 3 4 5
45
TABLE –6. 22 WORK GROUP WORKS WELL
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 24
2 AGREE 28
3 NUETRAL 30
4 DIS AGREE 16
5 MOST DISAGREE 2
INFERENCE
From the above table, it is clear that 24% of the respondents are most agree with their work
group works well together, 28% of the respondent are agree, 30%of the respondents are
WORK GROUP WORKS WELL
35
30
30
28
25 24
20
16
15
10
5
2
0
1 2 3 4 5
TABLE – 6.23 FEEL FREE TO TALK OPENLY AND HONESTLY

WITH GROYP MEMBER
46
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 27
2 AGREE 18
3 NUETRAL 17
4 DIS AGREE 28
5 MOST DISAGREE 10
INFERENCE
From the above table, is shows that 27% of the respondents are most agree with we able to
talk freely and honestly with their group18% of the respondent are agree, 17%of the
respondents are neutral, 28% of the respondents are disagree and 10% of the respondent are
FEEL FREE TO TALK OPENLY AND HONESTLY WITH GROUP MEMBERS
30
28
27
25
20
18
17
15
10
10
0
1 2 3 4 5
TABLE – 6.24 MONTHLY SALARY
S.No MONTHLY INCOME NO. OF

RESPONDENTS
47
(in 100 )
1 BELOW 5000 22
2 5000-10000 56
3 10000-20000 16
4 ABOVE 20000 6
INFERENCE
From the above table, it is shows that 22% of the respondents are getting monthly income
below 5000, 56% of the respondents are getting monthly income
5000-10000, 16% of the respondents are getting monthly income 10000-20000 and 6% of
respondents are getting monthly income Above 20000.
MONTHLY SALARY
60 56
50
40
30
22
20 16
10 6
0
BELOW 5000 5000-10000 10000-20000 ABOVE 20000
1 2 3 4
TABLE – 6.25 SATIFACTION OF SALARY LEVEL
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 35
48
2 AGREE 33
3 NUETRAL 16
4 DIS AGREE 6
5 MOST DISAGREE 10
INFERENCE
From the above table, it is clear that 35% of the respondents are most agree with their salary
is satisfied, 33% of the respondent are agree, 16%of the respondents are neutral, 6% of the
respondents are disagree and 10% of the respondent are most disagree in the above
statement.
SATIFACTION OF SALARY LEVEL
40
35
35 33
30
25
20
16
15
10
10
6
5
0
1 2 3 4 5
49
TABLE –6.26 MONITORY BENIFITIES
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 15
2 AGREE 40
3 NUETRAL 34
4 DIS AGREE 8
5 MOST DISAGREE 3
INFERENCE
monitory benefits are satisfied, 40% of the respondent are agree, 34%of the respondents are
MONITORY BENIFITIES
45
40
40
34
35
30
25
20
15
15
10 8
5 3
0
1 2 3 4 5
TABLE –6.27 OVER TIME WAGES

50
No. Of
(in 100 )
1 MOST AGREE 26
2 AGREE 32
3 NUETRAL 26
4 DIS AGREE 12
5 MOST DISAGREE 4
INFERENCE
From the above table, it is clear that 26% of the respondents are most agree with their over
time wages are satisfied, 32% of the respondent are agree, 26%of the respondents are
OVER TIME WAGES
35
32
30
26 26
25
20
15
12
10
5 4
0
51
TABLE – 6.28 INCENTIVES
No. Of
(in 100 )
1 MOST AGREE 17
2 AGREE 29
3 NUETRAL 23
4 DIS AGREE 22
5 MOST DISAGREE 9
INFERENCE
incentives are satisfied, 29% of the respondent are agree, 23%of the respondents are neutral,
above statement.
INCENTIVES
35
29
30
25 23
22
20
17
15
9
10
0
1 2 3 4 5
52
TABLE – 6.29 FRINGE BENIFITIES
No. Of
(in 100 )
1 MOST AGREE 14
2 AGREE 17
3 NUETRAL 13
4 DIS AGREE 37
5 MOST DISAGREE 19
INFERENCE
From the above table, it is clear that 14% of the respondents are most agree with their fringe
benefits are satisfied, 17% of the respondent are agree, 13%of the respondents are neutral,
above statement.
FRINGE BENIFITIES
40
37
35
30
25
19
20
17
14
15 13
10
0
1 2 3 4 5
53
TABLE – 6.30 FACILITIES
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 22
2 AGREE 44
3 NUETRAL 15
4 DIS AGREE 12
5 MOST DISAGREE 17
INFERENCE
facilities are satisfied, 44% of the respondent are agree, 15%of the respondents are neutral,
above statement.
FACILITIES
50
44
45
40
35
30
25
22
20
17
15
15
12
10
0
1 2 3 4 5
54
TABLE – 6.31 WELFARE PROGRAMS
No. Of RESPONDENTS
S.No Opinion
(in 100 )
1 MOST AGREE 40
2 AGREE 29
3 NUETRAL 14
4 DIS AGREE 7
5 MOST DISAGREE 10
INFERENCE
From the above table, it is clear that 40% of the respondents are most agree with employee
welfare program such as rewards and food coupons are satisfied, 29% of the respondent are
agree,14 %of the respondents are neutral, 7% of the respondents are disagree and 10% of the
respondent are most disagree in the above statement.
WELFARE PROGRAMS
45
40
40
35
29
30
25
20
14
15
10
10
7
0
55
TABLE – 3.32 RECREATIONAL ACTIVITIES
No. Of
(in 100 )
1 MOST AGREE 12
2 AGREE 25
3 NUETRAL 33
4 DIS AGREE 13
5 MOST DISAGREE 17
INFERENCE
From the above table, it is clear that 12% of the respondents are most agree with the
recreational activities are satisfied, 25% of the respondent are agree,33 %of the respondents
are neutral, 13% of the respondents are disagree and 17% of the respondent are most
disagree in the above statement.
RECREATIONAL ACTIVITIES
35 33
30
25
25
20
17
15 13
12
10
0
1 2 3 4 5
56
TABLE – 3.33 COMPANY’S PEOPLE PROGRAMS
No. Of
(in 100 )
1 MOST AGREE 29
2 AGREE 27
3 NUETRAL 23
4 DIS AGREE 12
5 MOST DISAGREE 9
INFERENCE
From the above table, it is clear that 29% of the respondents are most agree with company’s
people program are satisfied, 27% of the respondent are agree,23%of the respondents are
COMPANY’S PEOPLE PROGRAMS
35
30 29
27
25 23
20
15
12
10 9
0
1 2 3 4 5
57
TABLE – 3.34 WORK TIMINGS
No. Of
S.No TIMINGS RESPONDENTS
(in 100 )
1 9:00-5:30 43
2 9:30-6:00 11
3 10:00-7:00 10
4 FLEXI TIME 36
INFERENCE
From the above table, is shows that 43% of respondents are like to work the timings 9:00-
5:30, 11% of respondents are like to work the timings 9:30-6:00, 10% of respondents are like
to work the timings 10:00:7:00 and 36% of respondents are like to work in flexi timings.
WORK TIMINGS
50
45 43
40
36
35
30
25
20
15
11
10
10
0
9:00-5:30 9:30-6:00 10:00-7:00 FLEXI TIME
CHI-SQUARE TEST
58
The chi-square test is an important test amongst the several tests of significant. Chi-square,
symbolically written as χ 2(pronounced as ki-square), is a statistical measure used in the
context of sampling analysis for comparing a variance to a theoretical variance.
It can also be used to make comparisons between theoretical populations and actual data
when categories are used. Thus, the chi-squre is applicable in large number of problems. The
test is, in fact, a technique to through the use of which it is possible got all researchers to (i)
test the goodness of fit; (ii) test the significant of association between two attributes, and (iii)
test the homogeneity or the significance of population variance.
(Oij-Eij)2
χ 2 = Σ ----------------
Eij
Where
Oij = Observed frequency of the cell in ith row and jth column.
Eij = Expected frequency of the cell in ith row and jth column.
59
Chi-square test between various department respondents and the

employee monthly income in their work task.
MONTHLY INCOME
TOTAL
DEPARTMENT MOST
MOST AGREE AGREE NEUTRAL DIS AGREE
DISAGREE
PRODUCTION16 16 6 2 5 45
LOGISTIC 3 4 2 0 0 9
QUALITY
2 4 0 0 1 7
CONTROL
HR 2 2 1 0 1 6
OTHERS 11 8 7 4 3 33
TOTAL 34 34 16 6 10 100
Source: Primary Data

(H0): There is no significant relationship between various departments and monthly
Income of the employee.
(H1): There is significant relationship between various departments and monthly income
Of the employee
CHI-SQARE TEST
Calculated χ 2 Table Value Degree of Significant
Value Freedom level
11.4104 7.962 16 5%
INFERENCE
Its observed above the table that the calculated value is of chi-square is greater than the table
value. Hence the null hypothesis is rejected and it is concluded that there is significant
relationship between various department respondents and monthly income of the employee.
WEIGHTED AVERAGE METHOD
60
Weighted average method for rank the monitory benefits what are all given by the organization
S.N Traveling House Rent Dearness
Attributes Advances
o Allowances Allowances Allowances
1 Most Agree 73 5 2 22 32
2 Agree 13 18 25 14 18
3 Neutral 8 24 24 24 27
4 Dis Agree 6 30 19 21 8
Most Dis
5 0 23 30 19 15
Agree
6 Total 100 100 100 100 100
Formula
X = WX/W
W = Number of respondents
X = Rating given by the respondents
Traveling House Rent Dearness Provident

Advances
Allowances Allowances Allowances fund
X W X1 Wx1 X2 Wx2 X3 Wx3 X4 Wx4 X5 Wx5
1 5 73 365 5 25 2 10 22 110 32 160
2 13 52 18 72 25 100 14 56 18 72
4
3
3 8 24 24 72 24 72 24 72 27 82
4 2 6 12 30 24 19 38 21 42 8 16
5 1 0 0 23 30 30 30 19 19 15 15
Total 100 453 100 223 100 250 100 299 100 345
CW 4.53 2.23 2.5 2.99 3.45
Rank 1 5 4 3 2
INFERENCE
From the above table most of the respondents are satisfied with Advances followed by
Provident fund.
CORRELATION
The correlation between working conditions and organization promotion can be find out
trough the table
61
Correlation between table working conditions and organization promotions structure

Opinion Monthly Over time X Y X2 Y2 XY
income wages X-x Y-y
MOST 15 6 225 36 75
35 26
AGREE
AGREE 33 32 13 12 169 144 104
NUETRAL 16 26 -4 6 16 36 4
DISAGREE 6 12 -16 -8 256 64 128
MOST -10 -16 100 256 40
10 4
DISAGREE
TOTAL 100 100 766 536 351
R = 0.547
INFERENCE
There is positive correlation between monthly income and over time wages. It means the
increase or decrease in monthly income and it will leads to increase or decrease overtime
wages.
CHAPTER-VII
FINDINGS OF STUDY
 Majority of the respondents (45%) belong to the production department.
 53% of respondents most agree that their works are satisfied.
62
 37% of respondents agree that their works are interesting and challenging.
 31% of respondents agree that they are get relevant training.
 34% of respondents agree that they are understood what work expected from
them.
 42% of respondents most agree that they have material/ equipments and tools
for do
their job.
 39% of respondents agree that working condition is satisfied.
 31% of respondents agree that over all present job are satisfied.
 52% of respondents most agree that the company take efforts to fill the
vacancies.
 42% of respondents neutral about the company job opportunities.
 28% of respondents agree and 16% are most disagree, 12% are disagree the
Promotions are satisfied.
 34% of respondents most agree that opportunity for training.
 42% of respondents most agree that their manager immediate supervisor.
 46% of respondents neutral about manager helps to improve them self.
 30% of respondents most agree that manager takes prompt and fair corrective
action
on employee who fails to work perform.
 54% of respondents most agree that manager is available when they need
advice.
 43% of respondents agree that I feel free to talk openly and honestly to my
manager.
 42% of respondents most agree that work fairly distributed in my work group.
 28% of respondents disagree and 10% of respondents most disagree that feel
free to
Talk openly and honestly with group members.
 Majority of the respondents (56%) belong the salary level Rs5000-10000.
63
 35% of the respondents most agree 33% of respondents are agree and 10% of
respondents most disagree with their salary are satisfied.
 40% of respondents agree that the monitory benefits are satisfied.
 32% of respondents agree and 26% of respondents most agree that over time
wages
are satisfied.
 37% of respondents disagree and 19% most disagree that their fringe benefits
are
Satisfied.
 44% of respondents agree that over all facilities are satisfied.
 40% of respondents most agree their welfare programs are satisfied.
 Majority of the respondents (43%) are like 9:00 – 5:30 and 36% of
respondents are
like flexi timings
 There is having Differences between Monthly Salary and Departments.
 Because of salary problem turn over get increases.
 There is have differences between various department employees and their
monthly
Income.
 Most of the respondents are satisfied with Advances followed by Provident
fund.
64
RECOMMENDATION AND SUGGESION
Proper mechanism for communication for all levels
Safety & fire training for contract labour.
Performance oriented awards should be given.
Implementation of performance appraisal programme.
There is no personal motivation in individuals. So want motivate the employee.
Promotion policy & criteria of qualifications at each level for promotion.
There are no such welfare activities taking place which needs improvement.
Organizing the annual day and family tour to develop belongingness.
Respect to everyone because all are important.
Giving job opportunity to respondents, its helps to develop the company and reach top level
soon.
 Treat all the department employees are equally and give salary according to their job.
 According to project want to change the work timings.
 More & more discussions should take place between superiors & subordinates. Get
together should take place on department & company level.
65
CONCLUSION
The aspect employee satisfaction is important vital role of the organization its helps improve
the productivity of on organization. TOOLFAB ENGINEERING INDUSTRIES (P) LTD,
Majority of the employees is satisfied about their facilities and all the benefits, so company
work going very smoothly.
Some of them not satisfied about their salary, other monitory benefits and their promotions.
The company communicates express their objectives and targets to the labours. Apart from
the available facilities, the company should look into the problems and introduce for better
work environment, working condition and better productivity
66
CHAPTER-X
LIMITATION OF THE STUDY
 The study may be applicable only to TOOLFAB ENGINEERING
INDUSTRIES (P) LTD.
 The data have been collected from the present permanent employees only. So it may
vary in the future.
 There may be a personal bias of the respondent, when affect the result of the study.
 The duration of the study is limited. So it may not be able to cover the entire
scope.
 The statistical tools have got that own weakness, it may affect the
interpretation of
the study.
 Most of the employees not co operate with the research.

67
SCOPE FOR FURTHER STUDY

 The study on employee satisfaction provides an attempt to know the satisfaction level
of employee in TOOLFAB ENGINEERING INDUSTRIES (P) LTD.
 This study serves as a base for taking up many other research studies in the
forthcoming years. Further, the study can be expended in the filed of studying the
tools for develop the employee satisfaction and employee reaction and it helps to
analyze the scope for the improvement of existing system and it helps to analyze the
interaction among various level of the employee.
BIBLOGRAPHY
 Dipak Kumar Bhattacharyya, Human Resource Management, Excel books, New
Delhi, 2006
 Kothari.C.R., Research Methodology, New Age International (p) limited, New Delhi,
Reference Websites
 www.citehr.com
 www.goole.com
 www.yahoo.com
68
ANNEXURE
Employee Satisfaction Survey
Name:
Designation:
Department:
1 – Most agree, 2 – Agree, 3 – neutral, 4 – Disagree, 5 – Most Disagree
Your JOB
1. I am satisfied with my job and the kind of

work I do. (1) (2) (3) (4) (5)
2. My job are challenging and interesting.

(1) (2) (3) (4) (5)
3. I am getting enough relevant training for (1) (2) (3) (4) (5)
my present job.
4. I understand what is expected of me in (1) (2) (3) (4) (5)

my work.
69
5. I have the material/equipment and tools I (1) (2) (3) (4) (5)
need to do my job well
6.
I am satisfied with my working conditions. (1) (2) (3) (4) (5)
7. Overall, I am satisfied with my present job. (1) (2) (3) (4) (5)
Career and Development
1. The company makes every effort to fill

vacancies from within before recruiting (1) (2) (3) (4) (5)
from outside.
2. I am satisfied with the job opportunities in (1) (2) (3) (4) (5)
the company.
Promotion goes to those who most

3 deserve it. (1) (2) (3) (4) (5)
I am satisfied with the opportunities for (1) (2) (3) (4) (5)
training.
Your Manager
70
1.
My manager (immediate supervisor) trusts me. (1) (2) (3) (4) (5)
2. My manager helps me to improve myself.

(1) (2) (3) (4) (5)
3. My manager takes prompt and fair (1) (2) (3) (4) (5)
corrective action on employees who fail to
perform their work satisfactorily.
My manager is available when I need

4. advice. (1) (2) (3) (4) (5)
I feel free to talk openly and honestly to my

5. manager
(1) (2) (3) (4) (5)
6. My manager knows what is going on in my

work group. (1) (2) (3) (4) (5)
7. My manager is doing a good job. (1) (2) (3) (4) (5)
My Work Group
1. Work is fairly distributed in my work (1) (2) (3) (4) (5)

group.
71
2. I am satisfied with how members of my work (1) (2) (3) (4) (5)
group solve problems.
3. My work group works well together. (1) (2) (3) (4) (5)
1 I am satisfied with my salary (1) (2) (3) (4) (5)
4. I feel free to talk openly and honestly with (1) (2) (3) (4) (5)
2 members of mywith
I am satisfied work group. benefits what are
monitory (1) (2) (3) (4) (5)
all given by the organization
3. I am satisfied with over time wages of this (1) (2) (3) (4) (5)
organization
4. I am satisfied with other incentives what are all

given by the organization (1) (2) (3) (4) (5)
5. I am satisfied with fringe benefits of this (1) (2) (3) (4) (5)
organization
6. I am satisfied with facilities what are all given (1) (2) (3) (4) (5)
by the organization ( water, transport, etc.,)
Compensation
Monthly Salary:
(1) Below 5000 (2) 5000-10000 (3) 10000-20000 (4) Above 20000
72
Employee Benefit
1. I am satisfied with the company’s

employee welfare programs such as rewards,
incentives, food coupons, (1) (2) (3) (4) (5)
insurance and health care, etc.
2. I am satisfied with the recreational

activities provided by the company,
e.g. picnics and annual dinner. (1) (2) (3) (4) (5)
3. I am satisfied with the company’s people

programs, such as birthday
announcements, valuable employee of the (1) (2) (3) (4) (5)
month, bulletins and newsletter, etc.
73
1-Dearness allowances,
2- House rent allowances,
4. Please Rank the Monitory Benefits 3-Provident fund,

satisfaction level in descending order
4-Advances,
5-Transportation allowances
1- Water Facilities
2-Drinking Water
Please Rank the facilities satisfaction level

5. what are all provide by the organization in 3-Transport
descending order
4-Hospital
5-Safety Equipment
Open Ended Questions
What timings would you be comfortable for you to come and work?
74
a)9:00-5:30 b)9:30-6:00 c)10:00-7:00 d)Flexi Time

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Employee Satisfaction in TOOLFAB Engineering I

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1

A STUDY ON EMPOLYEE SATISFACTION IN TOOLFAB

Under the Guidance of

DEPARTMENT OF MANAGEMENT STUDIES

This to certify that the project work entitled “A STUDY ON EMPLOYEE

HEAD OF DEPARTMENT GUIDE

Viva-Voce Examination held on

1.2 Company vision 3

NEED FOR STUDY 5

V DATA ANALYSIS AND INTERPRETATION 16

FINDINGS OF THE STUDY 54

I am extremely grateful to Our Principal Dr. V.S.K. VENGATACHALAPATHY to

I am extremely grateful to Our Chairman Mr. N. KEASAVAN voice chairman

I express a deep sense of gratitude to my Guide Mr.G.BALA SENTHIL KUMAR

I convey my heartiest thanks to Mr.N.N. SETHUANAND HR (MANAGER) TOOLFAB

This project is undertaken to study the employee satisfaction in TOOLFAB ENGINEERING

25 Satisfaction Of Salary Level 40

27 Over Time Wages 42

33 Company’s People Programs 48

TOOLFAB ENGINEERING INDUSTRIES (P) LTD an over view

 Tata consultant Engineers

4. Provided rest shed for employees.

1.2 COMPANY VISSION

1.3 Product Manufactured

M/s suzlon Energy Ltd., Pune.

The company got ISO 9001 2000

Importance of Employee Satisfaction

Many economists consider self-reported job satisfaction as a fascinating

gender. Job characteristic include income, establishments size, hours of work

Clark (1996)used British Household Panel Data (BHPD91) from 1991 to

The issue of job security and job satisfaction is investigated by Blanchflower

Someone hired by an employer under a contract of employment to perform work on a regular

Settlement of a claim, due, or demand; payment; indemnification; adequate compensation. "We

OBJECTIVES OF THE STUDY

 To study about employees expectation on their job

Research methodology is a way to systematically solve the research problems. It may be

5.2 RESEARCH DESIGN

5.3 SAMLING DESIGN/TECHNIQUES

5.4 SAMPLE UNIT/SAMPLE SIZE

5.5 DATA COLLECTION METHOD

5.6 DATA ANALYSIS TOOLS

Tools for analysis

WEIGHTED AVERAGE METHOD

TABLE-6.1 DEPARTMENT OF RESPONDENTS

SATISFACTION OF THEIR WORK

TABLE-6.3 JOB ARE CHALLENGING AND INTERSTING

J OB ARE CHALLENGING AND INTERSTING No. Of RESP ONDENTS (in 100 )

TABLE-6.4 RELEVENT TRAINNIG

TABLE-6.5 EXPECTED OF THEIR WORK

EXPECTED OF THEIR WORK

TABLE-6.6 MATERIAL / EQUIPMENTS

MATERIAL / EQUIP MENTS No. Of RESP ONDENTS (in 100 )

TABLE-6.7 WORKING CONDITION

WORKING CONDITION No. Of RESP ONDENTS (in 100 )

TABLE-6.8 PRESENT JOB

TABLE-6.9 EFFORT OF FILLING VACANCIES

EFFORT OF FILLING VACANCIES

TABLE-6.12 OPPERTUNITIES FOR TRAINING

OPPERTUNITIES FOR TRAINING

TABLE- 6.13 MY MANAGER IMMEDIATE SUPERVISOR

MY MANAGER IMMEDIATE SUPERVISOR

TABLE –6.14 MANAGERS HELPS TO IMPROVE MYSELF

MANAGER HELPS TO IMPROVE MYSELF