INTRODUCTION

Indian industry is working up to challengers thrown in many market economy, To

survive in this highly competitive scenario managers are being pressured to improve quality,
increase productivity, cut down waste and eliminate inefficiency. The collective effort of the
employer and employees is very essential to achieve this. In this context human resource
management plays a crucial role.

Human resource management is a relatively modern concept, which involves a range of ideas
and practices in managing people. It is a destined and described in a verity of wage, HRM is
comparatively a new discipline to most countries but in the USA the term has been used for
over fifty years, as an alternative name for personal management. For most of that time, the
term was used interchangeably. However, in the 1980 Human Resource Management took on
a new direction, one significantly different from traditional personal management. It was
known with a new strategic approach, connecting the management of people to the
achievement of business objectives. At present, the term is in industry circles as HRM.

Meaning and Definition

The philosophy of HRM does not limit itself to direct employees of an organization. It is
concerned with all type of people working in an organization directly therefore human
resource needs to be managed in such way that is quality or efficiency. Personal policies and
organization structure have to be developed to suit with the organizational structure.

Definition

Edwin B Flippo defines personnel management / human resource management as “the

planning organization directing and controlling of procurement, development compensation,
integration, maintenance and reproduction of human resource, to the end that individual,
organizational and societal objectives are established”.

1
Job Satisfaction

Job is a group of positions involving same duties, responsibilities, knowledge and skills. Each
job has definite title and is different from other jobs. Job Satisfaction is the end feeling of a
person after performing a task to the extent that a person’s job fulfils his dominant needs and
in consistence with his expectation and values, the job will be satisfying. The feeling would
be positive depending up on whether need is satisfied or not.

The term job satisfaction is of almost significance from the stand point of employee
morale. It refers to employees general attitude towards his works. Lock defines works
satisfaction as pleasurable and positive emotional state resulting from the appraisal of one’s
wok experience. The extend that a persons work fulfil his dominant need and his consistence
with his expectation and work, the work will be satisfying.

In every organisation has any efficient human resource management. It had vital role in order
to increase or achieving the organisation goal.

Job satisfaction is the set of favourable or unfavourable feelings in employees view their
works.

Source of job satisfaction

 Wages
 Nature of work
 Promotion
 Supervision
 Workgroup
 Working condition

2
Importance of job satisfaction

Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behaviour such as organisational, absenteeism, and turnover.

Job satisfaction can partially mediate the relationship of personality variables and deviant
work behaviour. Common research finding is that job satisfaction is correlated with lifestyle.

This correlation is reciprocal meaning the people who are satisfied with the life tends to be
satisfied with their job and their life.

3
 SCOPE OF THE STUDY

 To analyse the level of employee satisfaction in their firm.

 To company can improve the working conditions, environment and other policies to
satisfy the employees based on the result of my survey.
 To implement my valuable suggestions to overcome many problem faced by
 the firm.

4
 OBJECTIVES OF THE STUDY

1. To assess the satisfaction level of employees in the Factory.

2. To understand the factors which influence the job satisfaction level of employees.

3. To know the level of relationship between employees and the firm.

4. To offer valuable suggestion to improve the satisfaction level of employees.

5
 LIMITATION OF THE STUDY

1. The main limitation of the study is the time limit to conduct the study. So a
detailed and comprehensive study could not be made.

2. The firm could not have a website including their history.

3. Only the questionnaire used for the purpose of study.

4. Most of the employees are from outside of Tamilnadu. So the language is an

another problem.

6
 INDUSTRIAL PROFILE

PROFILE

Companies in this industry roast coffee, blend tea, and manufacture coffee and tea
concentrates. Major companies include US producers Farmer Bros, Green Mountain Coffee
Roasters, JM Smucker (owner of Folgers), and Kraft Foods (owner of Maxwell House), as
well as Nestlé (Switzerland), Tata Global Beverages (India), and Unilever (UK).

Globally, coffee and tea manufacturers generate about $70 billion in annual sales. The top
green coffee producing countries are Brazil, Indonesia, and Vietnam. Leading tea producing
countries include China, Kenya, India, and Sri Lanka.

The US coffee and tea manufacturing industry includes about 300 companies with combined
annual revenue of about $12 billion and is forecast to grow at a low rate over the next two
years. Key growth challenges include volatile raw ingredient prices and intense competition
in the beverage industry.

COMPETITIVE LANDSCAPE

Consumer taste and population growth drive demand in the consumer sector, while economic
growth of businesses, such as restaurants and hotels, drives demand in the commercial sector.
The profitability of individual companies depends on effectively managing raw ingredient
costs, efficient operations, and effective marketing. Large companies have scale advantages
in purchasing, distribution, manufacturing, and marketing. Small companies can compete
effectively by offering specialized products or serving a local market. The US industry
is highly concentrated: the top 50 companies generate more than 90 percent of revenue

7
 COMPANY PROFILE

Glendale Estate, a valley within a valley, is the cynosure of the famous Nilgiris
Mountain Range in South India which dates back to 1835 in the Tea Plantation history.
Glendale Estate is located at an altitude of 1650 mt to 2120 mt above MSL and endowed with
characteristic cold, dry and misty climatic conditions, which impart a brisk and golden yellow
color to the tea liquor besides bestowing a distinctively soothing floral aroma. The Green tea
made here are aromatic and smooth to taste.

Glendale Estate is professionally managed by M/s. Glenworth Estate Ltd., a closely

held company. The company has over eight decades of competency in the management of tea
plantations across India. Glendale Estate comprises of three Gardens constituting a total
planted area of 525 hectares of tea, with a yield exceeding 3,000 kgs made tea per hectare.
Glendale Factory is one among the reputed factories producing Orthodox Black Tea, Green
Tea and Specialty tea in South India. Glendale Factory has ‘State of the Art’ machinery to
ensure production of high quality tea under stringent hygienic conditions conforming to
international standards. Glendale Factory produces in excess of 1.90 million kg of made tea
every year catering primarily to the niche export markets covering countries like USA, UK,
Russia, Poland, Germany, Japan, China, Taiwan and many more.

Glendale Green Tea is produced from selected clones (Clone = Identical Progenies
derived from a single selected parent by vegetative means of propagation) to bring out the
best quality Green tea.

This Green tea is manufactured with imported hi-tech processing machines using
latest technology from Japan and China. Glendale Green tea has highest content of
Polyphenols (Antioxidants).

Glendale is committed to the conservation and preservation of ecosystem and

environment. Glendale is also committed to the reduction in the use of pesticides and
fungicides in its operations to prevent pollution of the environment and make teas that are
absolutely safe for human consumption. Glendale has been certified for ISO 9001:2008, ISO
22000:2005, Rainforest Alliance & Ethical Trade Partnership (ETP)

8
 Glendale provides direct employment to about 1050 employees at various levels of
hierarchy. Glendale is proud to be an equal opportunity employer & has empowered lady
employees. Glendale provides for the Housing facilities, Medical facilities & Educational
facilities for its employees, their wards & dependents.

9
ABOUT THE PRODUCT – TEA

India is the largest producers and exports of tea. Tea is a toxic material which
indirectly affects our mind India is ranked 3rd in manufacture of tea in the world. Due to its
significant contribution to the country’s foreign resource, tea has been identified by EXIM
policy of India as the “THRUST PRODUCT” with high exports potential. Tea industry
provides employment opportunities to many people.

Tea has become a worldwide drink. It’s a drink that can be afforded by both rich and
poor. Economically speaking, tea is an extremely valuable source of much needed foreign
exchange including a number of developing countries like India, Sri Lanka, Kenya, Indonesia
and China.

Types of Tea
1. Leaf grade tea
2. Dust grade tea.

1. LEAF GRADE TEA

The leaf grade tea includes

BOP (broken orange pekoe)

BP (broken pekoe)

SBOP (super broken orange pekoe)

BOFF (broken orange pekoe tannings)

BOPL (broken orange prokoe leaf)

10
2. DUST GRADE TEA

The various types of dust grade tea valuable

RD (red dust)

SRD (Super red dust)

SFD (Super fine dust)

GD (golden dust)

FD (fine dust)

The company has a tea distribution network through out the states.

11
 REVIEW OF LITERATURE

Vanderberg and Lance (1992)

Research conducted by vanderg and lance during which they surveyed 100 professionals in
the information services for five months showed a strong relations between job satisfaction
and employee loyalty.

Locke,1976:

Job satisfaction is defined as a result from the perception that ones job fulfills or allows the
fulfilment of ones important job values

These perceptions are related to internal motivation because identifying job as meaningful,
challenging and intresting can affect workers overall behaviour and feelings of happiness,
health, safety and caring about professional colleagues (Hackman and
Oldham,1980)individual characteristics as determinant of job satisfaction.Among the
predictors of job satisfaction , job characteristics have received the most empirical attention
in the literature. (Finley ,Martin, Roman and Blum, 1995) (Moynihan and Pandy, 2007)

Clayton Alderfer:

Clayton Alderfer revised Maslows theory of needs and called them Existence. Relatedness
and Growth.ERG theory sees different needs from different levels existing in a sort of
continuum where while there is a hazy precedence for a lower level need , it can still very
well exist in the presence of a higher level need.

Hoppock.r(1935)

Job satisfaction as any combination of psychological, physiological and environmental

circumstances that cause a person truthfully to say i am satisfied with my job. According to
this approach although job satisfaction is under the influence of many external factors, it
remains something internal that has to do with the way how the employee feels. That is job
satisfaction presents a set of factors that cause a feeling of satisfaction.

Davis and Nestrom (1985)

Job satisfaction represents a combination of positive or negative feelings that workers have
towards their work. Meanwhile, when a worker employed in a business firm, brings with it
needs, desires and experience which determinates expectations that he has dismissed.

Spector and paul (1997)

The importance of job satisfaction specially emerges to sureface if had in mind the many
negative consequence of job dissatisfaction such a lack of loyality, increased absenteeism,
increase number of accidents etc.

12
Kaliski(2007)

job satisfaction is a workers sense of achievement and success on the job. It is generally
perceivied to be directly linked to productivity as well as to personal well-being. Job
satisfaction implies doing a job one enjoys, doing it well and being rewarded for ones efforts.

Sweney and Mcfarlin (2005)

Employe absenteism causes serious additional cost for companies, therefore managers are in
permanent persue of ways how to decrese and reduce it to its minimum .Probably, the best
way to reduce employe absenteeism would be through a increase in the level of job
satisfaction .The main idea behind this approach is thah the higher the degree of job
satisfaction is the lower employee absenteism should be

13
 RESEARCH METHODOLOGY

A methodology may be understood to mean as all those methods and techniques that are
adopted for collecting information data. These steps include the selection of research
problem, the presentation of the problem, conceptual clarity and methodology, survey of
literature and documentation, bibliography, data collection and interpretation. This is a
diagnostic type of research and it is proposed to adopt survey method using a structured
questionnaire. In view of the research objectives, the research methodology adopted during
the research process is described below.

RESEARCH DESIGN

The research design may be specific representation of the various steps in the process of
research. In this study Descriptive design was taken to focuses on phenomena, group and
situation.

SOURCES OF DATA COLLECTION

1. PRIMARY DATA

Primary data are the first hand information collected by the researcher for immediate purpose
of the study. For the present study structured questionnaire and personnel interview was used
to collect information from the respondents because of simplicity and reliability.

2. SECONDARY DATA

Secondary data was collected from company, library, company records, magazines, internet
etc. A structured was used to elicit the primary data.

A well defined questionnaire that is used effectively can gather information on both
overall performance of the test system as well as information on specific components of the
system.

NATURE OF RESEARCH

Descriptive research also known as statistical research, describes data and characteristics
about the population or phenomenon being studies. Descriptive research answer the questions
who, what, where, when and how. Although the data description is factual, accurate and
systematic, the research cannot describe what caused a situation. This descriptive research
cannot be used to create a casual relationship where one variable affects another.

14
SAMPLE

A Finite subset of population selected from the objective of investigating its properties called
sample. A sample is a representative part of the population. A sample of 45 respondents in
total has been randomly selected, the response to various element under each questions were
totalled for the purpose of various statistical testing.

SAMPLING DESIGN

A sampling design is a finite plan for obtaining a sample from given population. Simple
random sampling is used for this study

SAMPLING

Depending on the nature of study the researcher has followed the survey method based on the
random sampling method.

TOOLS AND TECHNIQUE OF DATA ANALYSIS

Data analysis was done using simple percentage analysis technique and using statistical tools.

PRESENTATION OF DATA

Table and chart were used for presentation of data. The main types of data for the
presentation is bar chart

SIMPLE PERCENTAGE ANALYSIS

(Simple percentage=no. of respondents in each group/total respondents * 100)

CORRELATION

Correlation is a statistical measure that indicates the extent to which two or more variable
fluctuate together. A positive correlation indicates the extent to which those variable increase
or decrease in parallel; a negative correlation indicate the extent to which one variable
increase as other decrease.

Correlation = ∑xy/√∑x2 √∑y2

15
 ANALYSIS AND INTERPRETATION

TABLE-1

TABLE SHOWING THE AGE GROUP OF RESPONDENTS

S.No Age group No of respondents Percentage

1 20-30 17 38

2 31-40 13 29

3 41-50 12 27

4 51-60 3 6

Total 45 100

INTERPRETATION

The above table shows that 38% of respondents are between 20-30 age group,29% of
respondents are between 31-40 age group,27% of respondents are between 41-50 age group,
and6% of respondents are between 51-60 age group.

16
 CHART 1

CHART SHOWING AGE GROUP

18
16
14
No of respondents

12
10
8
Series1
6
4
2
0
20-30 31-40 41-50 51-60
Age group

17
 TABLE-2

TABLE SHOWING GENDER OF RESPONDENTS

S.no Gender No of respondents Percentage

1 Male 33 73

2 Female 12 27

TOTAL 45 100

INTERPRETATION

The above table shows that 73% of respondents are male and 27% of respondents are female.

18
 CHART-2

CHART SHOWING GENDER OF RESPONDENTS

35

30

25
No of respondents

20

15
Series1
10

0
male female
Gender

19
 TABLE-3

TABLE SHOWING NUMBER OF YEARS RESPONDENTS WORKING IN THE

FIRM

S.NO Number of years No of respondents Percentage

1 <3 years 6 14

2 between 3-5 years 20 44

3 >5 years 19 42

Total 45 100

INTERPRETATION

The above table shows that 44% of respondents are having 3-5 years of experience,42% of
respondents are having > 5 years of experience,14% of respondents having <3 years of
experience.

20
 CHART-3

CHART SHOWING NUMBER OF YEARS RESPONDENTS WORKING IN THE

FIRM

25

20
NO OF RESPONDENTS

15

10 Series1

0
<3 years between 3-5 years >5 years
WORKING YEARS

21
 TABLE-4

TABLE SHOWING THE SATISFACTION LEVEL OF RESPONDENTS

S.NO Satisfaction level No of respondents Percentage

1 Yes 45 100

2 No 0 0

3 Total 45 100

INTERPRETATION

The above table shows that 100% of respondents are satisfied with the present job.

22
 CHART-4

CHART SHOWING SATISFACTION OF PRESENT JOB

50

45

40

35
No of respondents

30

25
yes
20
no
15

10

0
1 2
satisfaction level

23
 TABLE-5

TABLE SHOWING LEVEL OF CATEGORY OF EMPLOYEES

S.NO Level of category No of respondents Percentage

1 High level 10 23

2 Middle level 28 62

3 Lower level 7 15

Total 45 100

INTERPRETATION

The above table shows that 62% of respondents are working under middle level. 23% of
respondents are working under high level.15% of respondents are working under lower level
of category.

24
 CHART-5

CHART SHOWING LEVEL OF CATEGORY OF EMPLOYEES

15 1
23
2
3
4
5

62 6

25
 TABLE-6

TABLE SHOWING MOTIVATIONAL FACTORS OF RESPONENTS

S.no Motivational factors. No of respondents. Percentage.

1 Good salary 6 22

2 Good working environment 26 31

3 Reputation of the firm 1 38

4 good colleagues 12 9

Total 45 100

INTERPRETATION

The above table shows that 38% of respondents have motivation because of the reputation of
the firm.31% of respondents have motivation because of the good working
environment.22% of respondents have motivation because of the motivation because of the
good salary. 9% of respondents have motivation because of the preferred good colleagues.

26
 CHART-6

CHART SHOWING MOTIVATIONAL FACTORS SATISFIED BY THE

RESPONDENTS

30

25
No of respondents.

20

15

10 Series1

0
Good salary Good working Reputation of good
environment the firm colleagues
Motivational Factors.

27
 TABLE-7

TABLE SHOWING REASONS FOR THE SELECTION OF WORK

S.no Selection criteria No of respondents Percentage

1 company image 3 8
2 good working environment 25 55
3 good salary package 3 6
4 better job profile 14 31
Total 45 100

INTERPRETATION

The above table shows that 55% of the respondents have selected the company for the good
working environment,31% of the respondents have selected the company for better job
profile,8% of the respondents have selected the company for the company imag,.6% of the
respondents have selected the company for good salary package.

28
 CHART-7

CHART SHOWING REASONS FOR THE SELECTION OF WORK

30

25
No of respondents.

20

15

10 Series1

0
company image good working good salary better job
environment package profile
Reasons.

29
 TABLE-8

TABLE SHOWING THE SATISFACTION OF SALARY

S.no Level of satisfaction. No of respondents. Percentage

1 Highly satisfied 1 2
2 Satisfied 43 95
3 Dissatisfied 1 3
4 Highly dissatisfied 0 0
Total 45 100

INTERPRETATION

The above table shows that 95% of respondents are satisfied with the salary. .2% of
respondents are highly satisfied with the salary. 3% of respondents are dissatisfied with the
salary.

30
 CHART-8

CHART SHOWING SATISFACTION OF SALARY

50
45
40
No of respondents.

35
30
25
Series1
20
Series2
15
10
5
0
1 2 3 4 5
Salary.

31
 TABLE-9

TABLE SHOWING FREEDOM FOR EXPRESSING IDEAS IN THE FIRM

S.no Freedom of respondents No of respondents Percentage

1 Yes 45 100

2 No 0 0

Total 45 100

INTERPRETATION

The table shows that 100% of respondents are having the freedom to express their ideas in the
firm

32
 CHART-9

CHART SHOWING FREEDOM TO EXPRESS THE IDEAS OF RESPONDENTS IN

THE FIRM

50
45
40
No of respondents.

35
30
25
20 Series1
15
10
5
0
yes no
Freedom to express the ideas.

33
 TABLE-10

TABLE SHOWING THE DEGREE OF SKILLS ARE UTILIZED BY THE

RESPONDENTS

S.NO Degree of skills No of respondents Percentage

1 Yes 36 80
2 No 9 20
Total 45 100

INTERPRETATION

The above table shows that 80% of respondents are utilized their skills in the firm, 20% of
respondents are not utilized their skills in the firm.

34
 CHART-10

CHART SHOWING THE DEGREE OF SKILLS ARE UTILIZED

40
35
30
No of respondants.

25
20
15 Series1

10
5
0
yes no
Degree of skills.

35
 TABLE-11

TABLE SHOWING THE OPINION ABOUT THE RESPONDENTS OF THE

PRODUCT OF THE FIRM

S.no Opinion about the No of responders Percentage

product

1 Excellent 35 77

2 8 17
Very good

3 Good 6
2

4 Average 0 0

Total 45 100

INTERPRETATION

The above table shows that 77% of respondents having excellent opinion about the
product.17% of respondents are having very good opinion about the product.. 6% of
respondents are having good opinion about the product.

36
 CHART-11

CHART SHOWING OPINION ABOUT THE PRODUCT OF FIRM

20
8
excellent
very good
35
good
average

37
 TABLE-12

TABLE SHOWING THE RELATIONSHIP BETWEEN WORKERS AND

MANAGEMENT

S.no Relationship between No of respondents Percentage

workers and
management
1 Excellent 33 74
2 good 12 26
3 average 0 0
poor 0 0
Total 45 100

INTERPRETATION

The above table shows that 74% of respondents are having excellent relationship between
workers and management. 26% of respondents are having good relationship between workers
and management.

38
 CHART-12

CHART SHOWING RELATIONSHIP BETWEEN WORKERS AND

MANAGEMENT

35

30
No of respondents.

25

20

15
Series1
10

0
Excellent good average poor
Relationship between workers and management

39
 TABLE-13

TABLE SHOWING THE SATISFACTION LEVEL OF TRAINING AND

DEVELOPMENT PROGRAM OF THE FIRM

S.no Training and development No of respondents Percentage

1 Highly satisfied 3 12
2 Satisfied 40 88
3 Dissatisfied 0 0
4 Highly dissatisfied 0 0
Total 45 100

INTERPRETATION

The above table shows that 88% of respondents are satisfied the training and development
programs in the firm, and 12% of respondents are highly satisfied the training and
development programs in the firm.

40
 CHART-13

CHART SHOWING THE TRAINING AND DEVELOPMENT PROGRAM IN THE

FIRM

45
40
35
No of respondents

30
25
20
15 Series1
10
5
0
highly satisfied satisfied dissatisfied highly
dissatisfied
Training and development

41
 TABLE-14

TABLE SHOWING THE REGULAR LEAVE PROVIDED BY THE COMPANY

S.no Leave No of respondents Percentage

1 Yes 45 100
2 No 0 0
Total 45 100

INTERPRETATION

The above table shows that 100% of respondents are satisfied the regular leave provided by
the company.

42
 CHART-14

CHART SHOWING THE REGULAR LEAVE PROVIDED BY THE COMPANY

45
40
35
No of respondents

30
25
20 Series1
15
10
5
0
yes no
Leave

43
 TABLE-15

TABLE SHOWING THE CHANCE OF PARTICIPATION IN DECION MAKING OF

RESPONDENTS

S.no Participation of decision No of respondents Percentage

making

1 Yes 41 91
2 No 4 9
Total 45 100%

INTERPRETATION

The above table shows that 91% of respondents are chance of participation in decision
making,.9% of respondents are no chance of participation in decision making.

44
 CHART-15

CHART SHOWING CHANCE OF PARTICIPATION IN DECISION MAKING

9
1
2
3
4
91

45
 TABLE-16

TABLE SHOWING THE LEVEL OF JOB OF RESPONDENTS

S.no Level of job No of respondents Percentage

1 Highly satisfied 3 7
2 Satisfied 42 93

3 Dissatisfied 0 0

4 Highly dissatisfied 0 0

Total 45 100

INTERPRETATION

The above table shows that 93% of respondents are satisfied their level of job, and 7% of
respondents are highly satisfied their level of job.

46
 CHART-16

CHART SHOWING THE LEVEL OF JOB OF THE RESPONDENTS

45
40
35
No of respondents

30
25
20
15 Series1
10
5
0
highly satisfied satisfied dissatisfied highly
dissatisfied
Level of job

47
 CORRELATION

Correlation is a statistical measure that indicates the extent to which two or more
variables fluctuate together. A positive correlation indicates the extent to which those
variables increase or decrease in parallel; a negative correlation indicates the extent to which
one variable increase as the other decrease.
𝑟 = ∑xy/√x2 √∑y2
x -freedom to express the ideas
y -participation in decision making
# To study whether any relationship exists between freedom to express ideas and
participation in decision making.

1 x y x² y² xy

Yes 36 41 1296 1681 1476

No 9 4 81 16 36

Total 1377 1697 1512

∑𝑥𝑦
𝑟=
√∑𝑥 2 ∗ √∑𝑦 2

1512
=
√1377 ∗ √1697

1512 1512
= =
37.10∗ 41.19 1528

= 0.9895

Result: There is a perfect positive correlation between freedom to express the ideas &
employees have chance to participation in decision making.

48
 FINDINGS

 Most of the respondents are satisfied with the present job.

 In GLENDALE TEA Factory most of the respondents are satisfied with the good
working environment in company.
 Majority of the respondents are always spend leisure time in job related activities
 Majority of respondents are satisfied with their salary.
 Majority of respondents having freedom to express their ideas in the firm.
 Majority of respondents are utilized their skills in the firm.
 Majority of the respondents having good opinion about the product of the firm.
 Most of them are feeling the work is not assigned according to the qualification.
 GLENDALE strictly ensure the quality of coconut production.
 Most of them are feeling the training and development programs are less in the firm.
 Most of the respondents are always good relationship to colleagues
 Most of the respondents work loads are normal
 Majority of respondents are not satisfied with the benefit offered by the canteen
 The working environment exist in the company is good
 Majority of the respondents are satisfied with the medical benefits of the company

49
 SUGGESTIONS

 The company may provide better infrastructure facilities.

 Canteen facilities may be improved.
 The company is better to follow their existing remuneration policy.
 The firm may arrange training and development programs for increasing job
satisfaction
 Management may recognize talents and encourage them to grow in the firm
 The firm should keep disciplinary proceeding policy.
 The management of the firm should try to avoid the complaint of workers; it will help
the firm to increase the smooth work process.
 The management of the firm should give good working atmosphere in the firm
 The firm should attempt to advertise its products its quality, utility and should
explained it all over Tamilnadu.
 The GLENDALE firm must ensure the safety and welfare measures in order to get a
good working condition
 Ensure the working condition of the machinery and maintain properly

50
 CONCLUSION

The project was very useful. Thus training give me confidence and innovative idea for
the day to day activities and it also help me to study more about the organization and
about the oil industry .From the above survey we can concluded that the employees of
GLENDALE TEA Factory are satisfied their job and they maintain good relationship
between the management.
The study which has been conducted in GLENDALE TEA Factory in
employee involvement helped the researcher to identify the major factor which effects
the employee satisfaction in an organization.

51
 BIBLIOGRAPHY

Books

 Reseach Methodology-C R Kotahai

 Human Resource Management-K Rajagopal
 Human Resource Management and Personal Management-3rd Edition K Aswathappa

WEBSITES
 www.slideshare.net/mobile
 http://projectabstracts.com
 http://www.ask.cm/question/what-s-the definition-of-job satisfaction

52
 QUESTIONNAIRE

1) a. Name :

b. Age : 20-30 31-40 41-50 51-60

c. Gender : Male Female

d. Qualification : SSLC Higher Secondary Graduation

Post Graduation Others

e. Income : 5000-10000 10001-20000 20001-30000

Above 30000

2) How long have you been working in this firm?

< 3 Years Between 3-5 Years > 5 Years

3) Are you satisfied by the present job?

Yes No

4) In which category of employees you belong to?

High Level Middle Level Lower level

5) What is the motivational factor that satisfied you currently?

Good Salary Working Environment Reputation of the Firm

Good Colleagues

6) What made you to select this organization for work?

Company Image Good Working Environment

Good Salary Package Better Job Profile

7) Are you satisfied with your salary?

Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied

8) Do you have freedom to express your ideas?

Yes No

53
9) Are you satisfied with the degree to which your skills are utilized?

Yes No

10) What do you feel about the product of the firm?

Excellent Very Good Good Average

11) How was the relationship between workers and management?

Excellent Good Average Poor

12) Are you satisfied with the communication & information flow into your
organization?

Yes No

13) Are you satisfied with rules & regulations of the firm?

Yes No

14) Do employees have a chance to participation in decision making?

Yes No

15) Is your job extremely stressful?

Yes No

16) Is the work given proper training?

Yes No

17) Are you satisfied with training and development program provided by the company?

Highly Satisfied Satisfied Dissatisfied Highly

Dissatisfied

18) How do you feel about the level of job?

Highly Satisfied Satisfied Dissatisfied Highly

Dissatisfied

19) Is the regular leave provide the company?

Yes No

20) Do you have any suggestions?

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