A Project Report on

A STUDY ON JOB SATISFACTION AND EMPLOYEE ENGAGEMENT IN SOUTH INDIA

METAL COMPANY, KULAPULLY, SHORANUR

Submitted in partial fulfillment of the requirements

for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION WITH COMPUTER

APPLICATIONS

OF BHARATHIAR UNIVERSITY

Submitted By

VYSHAK. P

Register No : 1725G0418

Under the Guidance of

Dr. S. UMA MAHESWARI

Head of the Department

Department of Management Studies

AJK College of Arts and Science

Navakarai, Coimbatore – 641 106

MARCH 2020

1
 CERTIFICATE

This is to certify that the project work entitled “A STUDY ON JOB SATISFACTION
AND EMPLOYEE ENGAGEMENT IN SOUTH INDIA METAL COMPANY, KULAPULLY,
SHORANUR” submitted to BHARATHIAR UNIVERSITY in partial fulfillment of the award of
degree of BACHELOR OF BUSINESS ADMINISTRATION WITH COMPUTER APPLICATIONS is a
record of original work done by me during the period of study in AJK College of Arts and Science under
the supervision of Dr. S.Uma Maheswari, Head of the Department, Teaching Assistant, Department of
Management Studies.

Signature of the Guide Signature of the HOD

Project viva –voce held on

Signature of the Internal Examiner Signature of the External Examiner

2
 DECLARATION

I hereby declare that the project report entitled “A STUDY ON JOB

SATISFACTION AND EMPLOYEE ENGAGEMENT IN SOUTH INDIA METAL

COMPANY, KULAPULLY, SHORANUR” is submitted in partial fulfilment of the requirement

for the award of the degree of BACHELOR OF BUSINESS ADMINISTRATION WITH

COMPUTER APPLICATIONS in BHARATHIAR UNIVERSITY is a record of my own

work carried out by me during the academic year 2019 – 2020 under the supervision and

guidance of Dr. S.Uma Maheswari, Head of the Department, Department of Management Studies,

AJK College of Arts and Science. The matter embodied in this project report is original work

done by me and has not been submitted for the award of any other degree or diploma, either in

this or any other University.

Place:

VYSHAK. P

Date: Reg. No: 1725G0418

3
 ACKNOWLEDGEMENT

This project work would not have been completed without the help of so many, so I would like to
acknowledge my whole hearted gratitude to those persons who made me shed knowledgeable light on
my project work.

First of all, I would like to thank GOD ALMIGHTY, for having showered his choicest blessing to
complete the project work.

I like to express my sincere thanks to Dr. Ajeet kumar Lal Mohan, Secretary of our college and our
Principal Dr. B. Satheesh Kumar for their continuous moral support.

I take this opportunity to extend our sincere gratitude to my Guide & Head Of the Department, Dr. S.
Uma Maheswari for her scholarly guidance, valuable suggestion & encouragement throughout the
course of this project.

I would like to extend my sincere thanks to family members & friends for their continuing support and
co-operation.

VYSHAK. P

4
 TABLE OF CONTENTS

CHAPTER NO. CONTENTS PAGE.NO

CHAPTER 1 ABSTRACT 6

CHAPTER 2 INTRODUCTION TO THE STUDY 7

INDUSTRY PROFILE 8
COMPANY PROFILE 12

CHAPTER 3 REVIEW OF LITERATURE 22

CHAPTER 4 OBJECTIVES OF THE STUDY 24

CHAPTER 5 LIMITATIONS OF THE STUDY 25

CHAPTER 6 RESEARCH METHODOLOGY 26

CHAPTER 7 DATA ANALYSIS AND INTERPRETATION 28

CHAPTER 8 8.1 FINDINGS 45

8.2 SUGGESTIONS 46
8.3 CONCLUSION 47

CHAPTER 9 BIBLIOGRAPHY 48

APPENDIX 49

5
 CHAPTER 1

ABSTRACT

This project is undertaken A STUDY ON JOB SATISFACTION AND EMPLOYEE

ENGAGEMENT IN SOUTH INDIA METAL COMPANY, KULAPULLY, SHORANUR. The
study has been conducted by adopting survey method among the employee in SIMCO with the help of
Questionnaire. The scope of the study consists of the importance of job satisfaction & employee
engagement is to find out the satisfaction of the employees.

6
 CHAPTER 2

INTRODUCTION TO THE STUDY

Job satisfaction describes how content an individual is with his/her job. Employee engagement is a
business management concept. An engaged employee is one who is fully involved in,and enthusiastic
about their work through better job satisfaction,and thus will act in a way that furthers their organization's
interests.The company is one of the pioneers in manufacturing various kinds of agricultural implements,
garden tools and estate tools worked by hand.Study job satisfaction and Employee engagement in South
Indian Metal Company (SIMCO) is the level of commitment and involvement an employee is aware of
business context, and work with colleagues to improve performance within the job for the benefit of the
organization.

7
 INDUSTRY PROFILE

Industry profile of metal company in India:

Introduction:

Metalmeans: -

Metal, any of a class of substances characterized by high electrical and thermal conductivity as well as by
malleability, ductility, and high reflectivity of light.Some chemical elements are called metals.

They are the majority of elements in the periodic table. They have a high melting point. Most metals are
solid at room temperature, but this does not have to be the case. Mercury is liquid. Alloys are mixtures,
where at least one part of the mixture is a metal. Examples of metals are aluminum, copper, iron, tin,
gold, lead, silver, titanium, uranium, and zinc. Well-known alloys include bronze and steel

AGRICULTURE IMPLEMENTS

Hoes,Pickaxe, Mattocks, Shovels are manufacture in different varieties and size. All are forged in one
piece and are well shaped, symmetrical and free from flaws, seams or other defects. All fines and flashes
produced during forgoing are dressed to a level surface. The cutting edge finished reasonably smooth.
Hoes, Pickaxe, Mattocks, Shovels are given a protective coating of anti-corrosive paint. Working ends of
all Hoes are finished brought. Handles are properly formed and smoothly finished to shape.

Agriculture research and innovation has been a major source of agriculture growth in developing
countries. Unlike most research on agriculture and innovation which concentrated on the role of
government research institutes and the international government research centersof the consultative group
of international agriculture research this paper focus o the private sector research and innovation. It
measures private research and producing innovation that are extremely important farmers. It also reviews
Indian policies that influences research and innovation.

Agriculture innovations in India have rapidly increased since the 1980’s. Government data and
survey of seed firm shows that from about 1990 to 2010 the number of new seed cultivars available to
farmer in maize, wheat and rice roughly doubled, while the number of cotton cultivars at least tripled.
Biotechnology innovation went from zero in the 1990’s to five genetically modified traits in hundred of
8
GM cotton cultivates by 2008. Pesticides registration went from 104 in the period 2000 TO
2010.Similarly growth in innovation also occurred in the agriculture machinery, veterinary medicine and
agriculture processing industries.

Change in Indian Agriculture

Innovation in agriculture technology and institutions and in farmer education and experience have
greatly contributed to increase in agriculture productivity in India, with agriculture production rising at an
annual rate of around 2.68% a year from 1961 to 2007. During the 1980’s growth rose to 3.99% but sank
to the long run average of 2.69% for the latest period 2000-2007. For the entire period of nearly 50 years,
increaseinput (Land, Fertilizer, Labor, Machinery) accounted for 53% of increased output with total
factor productivity (TFP) Contributing the rest. Input growth accounted for all growth in the 1960’ and
for 70% of output in the early green revolution period (1970’s). In recent year the contributes of TFP has
also increased. In the period 2000-2007 TFP growth accounted for 74% of output growth in agriculture
for only 26% (unpublished data record in fusil 2010).

INDIAN AGRICULTURE SINCE 1947

Over 50 years since its independence, India has made immense progress towards food security.
Indian population has tripled, but food grain production more than quadrupled: there has thus been
substantial increase in available prior to the mid 1960’s India relied on import and food aid to meet
domestic requirement. However, 2 years of severe drought in 1965 and 1966 convinced India reform its
agriculture policy and the India could not yet rely on foreign aid and foreign import for food sufficient.
This ushered in India’s green revolution it begins with the decision to adopt superior yielding and disease
resistant wheat verities in combination with better fanning knowledge to improve productivity. The
Indian state of Punjab led India’s green revolution and earned itself distinction of being the country’s
bread breakfast. The initial increase in production was centered on the irrigated area of the Indian state of
Punjab, Haryana and western Uttar Pradesh. Such rapid growth in farm productivity enabled India
tobecome self-sufficient by the 1970’s. It also empowered small holder farmer to seek further means to
increase food staples to produce per hectare. BY 2000, Indian farms were adopting wheat verities capable
of yielding 6 tons of wheat per hectare, with agriculture policy success in wheat, India’s green revolution
technology spread to rise.

9
 However, since irrigation infrastructure was very poor, Indian farmers innovated with tube-wells,
to harvest ground water, when gains from the new technology spread in the 1970’s and 1980’s to the state
of eastern Indian-Bihar, Orissa and West Bengal. The lasting benefits of the improved seeds and new
technology extended principally to the irrigated areas which account of about 1/3rd of the harvest crop
area. In the 1980’s India agriculture policy shifted to evolution of a production pattern in line with the
demand pattern leading to a shift in emphasis to other agriculture commodities like oil seed, fruits and
vegetables. Farmers began adopting improved methods and technologies in dairying, fisheries and
livestock, meeting the diversified food needs of India’s growing population.

As with rise the lasting benefits of improved sees and improved farming technology now largely
depends on whether India develops infrastructure such as irrigation network, flood control system,
reliable electricity production capacity, all season rural and urban highway and cold storage to prevent
food spoilage, modern retail and competitive buyers of produced from Indian farmers. This is
increasingly the focus of Indian agriculture policy. India’s agriculture economy is undergoing structural
changes. Between 1970 and 2011, GDP share of agriculture or a consequence of agriculture sectors in
India in 2000-2010.

The manufacturing of agriculture implements and estate tools plays a dominant role in small scale
industries sectors of Kerala economy. This industry generally includes in the agro-based category of
small scale unit is associated with the main occupation of the inhabitants of the state of namely,
agriculture implements and hand tools manufacturing exclusively to the small-scale sector.

There are nearly 100 small scale agriculture implements tools manufacturing units in Kerala. The
main concentration of these units in Shoranur of Palakkad district. This concentrated may be attributed to
the availability of skilled labors that is blacksmith and sufficient raw materials. It may be stated tat
through implements and machinery have been developed mainly for usage in farms where large holdings
are held still the demand of the hand tools and simple implements continue due to small holdings by the
marginal farmers.

10
Agriculture Implements In Small Scale Sector Of Kerala

SIMCO is included in based category of small scale units which is associated with maximum
occupation of inhabitants in area. SIMCO is pioneer in manufacturing field of agriculture and horticulture
implements, golden tools and estate tools. SIMCO is having a good market in south India.

Major players in India

1. A.P State agro industry development corporation

2. Arun industries
3. Sree Shakti Engineering Works.
4. Sree Narayana Engineering works.
5. Sri Guru industries.

Major players in Kerala

1. Kerala Agro Machinery Corporation Limited

(KAMPCL)
2. Sree Narayana Engineering industries.

11
 COMPANY PROFILE

South India Metal Company, located at Shoranur, Kerala, was established in the year 1936. The
business was taken over by Sri P.M.C. Divakaran Namboothiripad and his brothers in March,
1947. He was the Managing Partner till his death on 18th January, 1999.

The company is one of the pioneers in manufacturing various kinds of agricultural implements,
garden tools and estate tools worked by hand. The company was able to successfully develop
many of the implements like Digging Forks which were imported from Sheffield, England before
independence. Thus it was able to contribute to import substitution and agrarian revolution in the
country after independence. Its "SIMCO" brand implements and tools are well known for quality
among agriculturists, estates and hardware dealers throughout South India.

The company has received various awards including a first prize in the World Agricultural Fair at
New Delhi in 1961 for "Secateurs" and a second prize in the National Quality Award for
Agricultural Implements in 1986.

SIMCO enjoy good demand in the market because most of the people in India are engaged in
agriculture implements; besides these the firm enjoy a good market inside and outside Kerala.
SIMCO has market in Kerala and Tamil Nadu.

South India Metal Company. The company is one of the pioneers in manufacturing various kinds
of agricultural implements, garden tools and estate tools worked by hand. The company was able
to successfully develop many of the implements like Digging Forks which were imported from
Sheffield, England before independence

Quality, Durability and Reliability of its products and is still remains on the zenith. A special type
of alloy steel used as raw material for manufacturing, which undergoes a series of scientific
forging and treatment processes to refine the grain structure and thus makes our implements
resistance to wear, tear and corrosion. This unique feature of the products has sky rocketed the
fame of our company in capturing the local market within the country and now capable to tap the
global market in agriculture implements sector.

"SOUTH INDIAN METAL COMPANY" cannot keep aloof from the drastic changes taking
12
place around the world. SOUTH INDIAN METAL COMPANY has played its leading role and
as a part of it SOUTH INDIAN METAL COMPANY has developed certain technologies for
advanced solid waste removing equipment and vehicles suitable for urban areas.

COMPANY POLICY

OBJECTIVE

 To ensure the quality requirement of the product and services offered are maintained at all stages.
 To detect and prevent appropriate changes in quality management system.
 To create a culture among all employees to lead quality concept and productivity through total
involvement and commitment of employees.

QUALITY P OLICY

SIMCO assure their term quality policy as ‘Quality is not an act it is a habit’ Right from its
inception, the brand "SIMCO" has been associated with the highest standards of quality in manufacture
of agricultural implements, garden tools, estate tools and hand tools. The confidence our customers have
in us is a clear indication of the quality and service we provide. All equipment’s are manufactured under
strict quality control measures and under strenuous testing. We were awarded the "National Quality
Award" in the year 1986 for our efforts bringing out quality products.

VISION

SIMCO will distinguish themselves in their service center market with the commitments and
integrity to the customers, suppliers and employees.

MISSION

 Endurance
 Quality and Purity
 Safety
 Strength

GOAL

 To ensure the quality requirement of the product and services offered are maintained at all stages.
13
  To detect and prevent appropriate change in quality management system.
 To create a culture among all employees to lead quality, concept and productivity thorough total
involvement and commitment of employees.

CERTIFICATIONS ANDACHIEVEMENTS

ISO Certification

“IS/ISO 9002 : 1994” certification obtained in November 1996. First PSU to

secure thiscertification.
Switched over to the revised standard ISO 9001 : 2000 inAug’2003.
Switched over to Quality Certification ISO : 9001 :2008 in2010
E+.

Significant Factors forSuccess:

Customersatisfaction.
Varied productrange.
Permissiblediscounts.
Timely delivery of theproduction.
Organization structure is reviewed from time to time.
Prevention of pricewars.
High productquality.

14
CAPITAL STRUCTURE

The capital of the firm is Rs.500000.

CONTRIBUTING PARTNERS

First partner - P DIVAKARAN Rs.200000

Second partner - P VALSALA Rs.300000

Profit Ratio - 2:3

PLANT & FACTORYDETAILS

SIMCO has 7acres of land, situated at Kullpully 2 Km from Shornur town.

Shornur is the biggest railway station in Kerala at is a sales center of scrapped steel of Indian
railway. It is one of the major reasons for concentrated many steel industries in Shornur. Both
toad and railway facility are enjoyable lay the firm easily. In addition to this, there are large no.
of agents for the supply of raw material. Almost all transport agents like TVS,ABT parcel
service and Patel Roadways etc.., opening here. This area developed in the matter education
especially in the technical field. The existence of other small metal company is a chance for
getting expert workers to it company of lower salary. A number of branches of scheduled and
nationalized bank like SBI, Canara bank etc… are operating at Shoranur. Most of its dealings is
along through the Nedungangadi Bank Kulapully.

The workers of the firm are grouped in to three categories

such as workers are concentrated in the production department called price rate workers,
administrative staff and securities staff.

STRUCTURE OF THE FIRM

According to the partnership deed of the firm there are two partners P. DIVKARAN and
P. VALSALA. The capital of the firm is Rs.500000 and according to as under:

P. DIVAKARAN - 200000
P. VALASALA - 300000

The profit and loss of the firm adjusting their interest, salary and bonus to
the employees is divided among two partner in the ratio of 40% and 60% respectively. The
managing partner of the firm is responsible for the overall and effective management of the staff
and whole establishment of SIMCO.

WORKING CAPITAL OF SIMCO

15
 The firm having a deposit in the form of unsecured loan from the partners and deposit
from the outside. They also raised fund through banking facilities such as overdraft.

COMPANY LAYOUT

The layout of the firm comprises of factory buildings, office, canteen and restroom and
security office. The employee’s quarters are well designed to accommodate with in the
availability area even providing space for future expansion.

WORKING TIME

Office Staff:

8.00 am To 12.00am
12.00am To 1.00pm (Lunch Break)
1.00pm To 5.00pm

Power Forging Section:

6.00am To 12.00pm
12.00pm To 6.00pm

Other Work:

8.00am To 12.00pm
12.00am To 1.00pm (Lunch Break)
1.00pm To 5.00pm

16
COMPANY DETAILS

Managing partners : P. DIVAKARAN

Managing Supervisor : P. VALASALA

Trade Name : SIMCO

Registered Office : Purayannur Industries, Shoranur-679122

Brand Symbol : LION

Bankers : Punjab National Bank, Nedungadies

Bank, State Bank Of India, Canara Bank

Workers : 50

Website : www.simcoindia.com

E-mail : simcoworkers@gmail.com

Company Product : Agriculture implements, Horticulture

Implements, Garden tools, Estate tools

TAN : CHNP 00233C

PAN : AADFP 073Q

PH : 0466-222220532

Transportation Facility : Southern Roadway KTC, KRS, VRL,

ABT and VTRANS

17
PRODUCTPROFILE

SIMCO is specialized in manufacturing of agricultural implements. These implements is

used by farmers, quarry workers, industry workers etc…, The company is mainly manufacturing
Spade, Hammer, Pick Axe etc.

1.SPADE

Spade is essential tools for several lands for agricultural activites.it is mainly used for
doffing the ground. It can be used in both light and hard soil. The spade consists of strong blade
made of iron generally 15 to 18 inches long and about eight inches wide at the point. The blade is
filled like powerful hardwood handle three feet long with which it makes an acute angle and it is
worked by arms with blade painting towards workmen.

2. HAMMER

Hammer is an inevitable tool for mining and quarry works. It is used for splitting hard
stones or rocks and is also used for preparation of metal for road constructions, inspirit of the
purpose for which being used the hammer is generally included in category of agriculture
implements.

3. PICK AXE

Pick axe is an inevitable implements used by farmers and workers. These are for digging
purpose. Tow edges of pick axe are sharpened. One edge is painted and other is filtered. So the
operation become easier.

PRODUCT OF SIMCO

 FARMING TOOLS

1.Garden Hand Tools: Offering you a complete choice of products which include
Digging Forks, Mammatty - Fork, Pruning Knife - Different Types, Mattock, Coffee
Pruner and Garden Rake.

 Digging Forks.

 Mammatty – Fork.

18
  Pruning Knife - Different Types.

 Mattock.

 Coffee Pruner.

 Garden Rake.

 Swam Neck - With Handle.

2.Axes: Our product range includes a wide range of Axe - Ceylon Pattern, Pick Axe and
Splitting Axes.

 Axe - Ceylon Pattern

 Pick Axe
 Splitting Axes

3.Forks

 Digging fork for prong.

 H L Kodaly fork.
 Hand fork.

 GRADING TOOLS

1.Garden tools

 Shovels Towels and Spades

 Avalangoes.
 Hand Trowel.

2.Garden Hand Tools

 Feeling Knife Wooden.

 Pruning Knife.
 Garden Shears.
 Grass cutting Knife.
 Pruning Knife

19
 Mattock
 Garden Rake
 Swam Neck - With Handle

20
 ORGANIZATIONAL CHART

PURAYANNUR INDUSTRIES

SIMCO

MANAGING PARTNERS

TECHNICAL OFFICE

RAW FINISHED ACCOUNTING &

PRODUCTION &
MATERIAL GOODS FINANCE
MAINTENANCE
PURCHASE & SALES DEPARTMENT
DEPARTMENT
DEPARTMENT DEPART
MENT
FINANCE
MANAGER
SALES
PURCHASE FOREMAN ACCOUNTI CHARGE PRODUCTION
MANAGER
MANAGER NG CLERK MAN MANAGER

SALES ACCOUNTS
ASSISTANT CLERK

PURCHASE
ASSISTANCE
STORE WAGES
KEEPER CLERK

WATCHMA
N DESPATCH
CLERK

21
 CHAPTER 3

REVIEW OF LITERATURE

In a literature review, besides it's answering the individual needs of physiological and security, if
the job also affects the person's feelings and values in positive way, then it can be said that there
is a job satisfaction.

JOB SATISFACTION - DEFINITION

Happock defined job satisfaction as any combination of psychological, physiological and

environmental circumstances that cause a person truthfully to say I am satisfied with my job (
Happock, 1935). According to this approach although job satisfaction is under the influence of
many external factors, it remains something internl 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.

Vroom in his definition on job satisfaction focuses on the role of the employee in the workplace.
Thus he defines job satisfaction as affective orientation on the part of individuals towards woke
roles which they are presently occupying (Vroom, 1964).

As it known, job satisfaction has been a subject to scientific researches with " Hawthorne "
studies in 20 th centuries. Job satisfaction is described as pleasurable or positive emotional state
as a result of evaluation of the job or jobb experiences.

Churchill, Ford & Walker (1974) describe the term of "Job Satisfaction" for salesman as a state
relating with being satisfied with the emotional devotion , conferment (rewarding), all
characteristic features constituting the job environment and the job it's self. job satisfaction
represents a combination of positive or negative feelings that workers have towards their work.
Meanwhile, when a worker employed in a business organisation, brings with it the needs ,
desires and experience which determinates expectations that he has dismissed. Job Satisfaction
represents the extent to which expectations match the real awards. Job satisfaction is closely
linked to that individual's behaviour in the work place (Davis et , 1985).

22
Lu, while, and Barriball (2005) mentioned the traditional model of job satisfaction focuses on all
the feelings about job of an individual. However, what makes a job satisfying or dissatisfying
doesn't depend only on the nature of the job, but also on the expectations that individuals have of
what their job should provide.

The term job satisfaction refer to the attitude and feelings people have about their work. Positive
and favorable attitudes towards the job indicates job satisfaction. Negative and unfavourable
attitudes towards the job indicates job dissatisfaction (Armstrong 2006).

Maslo (1954 cited in Huber ,2006) arranged human needs along a five level hierarchy from
physiological needs, safety and security, belonging, esteem to self actualization. In Maslow's
pyramid, needs at the lower levels must be fulfilled before those rise to higher level. According
to Maslow's theory, some researchers have approached on job satisfaction from perspective of
need fulfillment ( Regis & porto, 2006; worf, 1970).

Another approach as proposed by Herzberg is based on the Maslow's theory. Herzberg and
colleagues built Herzberg's motivation- hygiene theory of job satisfaction. Theory proposed that
there are two different categories of needs, which are intrinsic (motivatiors) and extrinsic
(hygiene) factors. Theory postulates that job satisfaction and /or is dissatisfaction is the function
of two need systems. Intrinsic factors are related to job it's self. Intrinsic factors seem to
influence positively on job satisfaction. The motivatiors include advancement, growth and
development, responsibility for work , challenging recognition, and advancement. In other
words, extrinsic factors are closely related to the environment and the condition of the work. The
hygiene ralate to job dissatisfaction including supervision, company policy and administration,
working condition and interpersonal relation. This theory has dominated in the study of job
satisfaction, and become a basic ft for development of job satisfaction assessment (Lu et al.,2005
).

23
 CHAPTER 4

OBJECTIVES OF THE STUDY

The major objectives are :

 To measure the relationship between job satisfaction and employee engagement

 To measure the level of job satisfaction and employee engagement in SIMCO, shornur
 To measure the level of commitment and involvement an employee has towards the
company
 To analyse how a company creates job satisfaction in to their employees

24
 CHAPTER – 5

LIMITATIONS OF THE STUDY

During this research study, some limitations were faced by the researcher that should be reduced
to improve its reliability and credibility.

Some limitations are :

 The selection of participant is a limitation for conducting survey because perception of

every employee may be different. Thus, researcher should consider participants
according to availabile time period.
 The answers will depend on the attitude, opinion and sharing mentality of the
respondents.
 The findings are only based on thr data collected from the employees of the SIMCO.
Opinions of employees of other agricultural implements and tools manufacturing
company in the district are ignored.
 Time constraints
 Study can't be generalized

25
 CHAPTER 6

RESEARCH METHODOLOGY

Research methodology is one of the most essential elements of the research study as it provides a
frame work to accomplish a research in the most effective manner. It is way to systematically
solve the research problem and it may be understood as a science of studying how research is
done. Research Methodology involves different methods and strategies that are significant to
develop a link between research question and it's objectives.

SAMPLING DESIGN

POPULATION

The population of the study is the employees of SIMCO.

SAMPLE SIZE

The number of sample collected for the study is 60 employees

TOOLS ADOPTED FOR STUDY

Under this study, structured questionnaire was the tool used for collecting primary data.
Percentage analysis , percentage method , chi square test, coefficient and correlation method etc
were the tools used for the analyse the data. Tables, graphs, diagrams and charts were the tools
used for the presentation of data.

METHODS OF DATA COLLECTION

Under the study, both primary data and secondary data were used for the study.

Primary data : Primary data were collected directly from employees of SIMCO. Primary data
was collected through structured questionnaire and interview method.

26
Secondary data : company's records, web sites, journals, books etc were the sources of secondary
data. Secondary data was collected through desk research.

SAMPLING DESIGN

Sampling may be defined as the process of obtaining information about an entire population bby
examining only a part of it. In any investigation if data collected only from a representative part
of the universe we say that data are collected by sampling.

Employees of The South Indian Metal Company, shornur (SIMCO) constitute the population of
the study .100 employees from SIMCO were used for the study , among them 4 employees were
supervisory staff , 9 were office staff, 7 were casual labourers and 80 were workers. Convenient
sampling technique was used to select the respondents.

27
 CHAPTER 7

DATA ANALYSIS AND INTERPRETATION

This chapter analyses and interprets the data collected through structured questionnaire. The
target population consists of the employees of The South Indian Metal Company, shornur. Here
percentage method, Karl Pearson's correlation method, chi - square test etc were used for
analysing and interpreting the data and tables , charts, diagrams etc were used for the
presentation of the collected data.

1. GENDER OF EMPLOYEES

GENDER NO. OF RESPONDENTS PERCENTAGE

MALE 78 78
FEMALE 22 22
TOTAL 100 100

120

100

80

60 NO. OF RESPONDENTS
PERCENTAGE
40

20

0
MALE FEMALE TOTAL

INFERENCE

From the study majority, i.e. 78% employees are males and 22 % employees are females.

28
 2. KIND OF JOB IMAGE

ATTRIBUTES No of responses Percentage

Impressive 87 87
Not so impressive 0 0
No image 13 13
Total 100 100

120

100

80

60 No of responses
Percentage

40

20

0
Impressive Not so impressive No image Total

INFERENCE

87% of the employees are said that they are impressive their job and 13% of the employees have
no image about their job.

29
 3. EMPLOYEES WORKING EXPERIENCE WITH THEIR ORGANIZATION

ATTRIBUTES No of responses Percentage

Less than 1 year 0 0
1-3 years 7 7
More than 3 years 93 93
Total 100 100

120

100

80

60 No of responses
Percentage

40

20

0
Less than 1 year 1-3 years More than 3 years Total

INFERENCE

From the study, 93% of employees are working with their organization more than 3 years and
only 7% of the employees are working with their organization lies between 1 - 3 years .

30
 4. RELATIONSHIP BETWEEN AVAILABLITY OF SUFFICIENT TOOLS AND JOB
EFFECTIVENESS

ATTRIBUTES No of responses Percentage

To great extent 90 90
To some extent 9 9
To no extent 1 1
Total 100 100

120

100

80

60 No of responses
Percentage

40

20

0
To great extent To some extent To no extent Total

INFERENCE

From the above table shows that the 90% of the smoky are opinioned about the availability of
sufficient tools that are great extent to enable their job effectively, 9% are agree that availability
of sufficient tools that are some extent to enable and only 1 % of employees are opinioned that
the availability of the tools that are no extent to enable their job effectively.

31
 5. EMPLOYEES FEEL OF PROUD TO TELL THE WORKING PLACE

ATTRIBUTES No of responses Percentage

Highly satisfied 80 80
Satisfied 20 20
Neutral 0 0
Dissatisfied 0 0
Highly dissatisfied 0 0
total 100 100

120

100

80

60 No of responses
Percentage
40

20

0
Highly Satisfied Neutral Dissatisfied Highly total
satisfied dissatisfied

INFERENCE

It is observed that the 80% of the employees are highly satisfied and proudly to tell their working
place and only 20% of the employees are proud to tell their working place satisfiedly.

32
 6. EMPLOYEES FEELING ABOUT COMING TO WORK EVERY MORNING

ATTRIBUTES No of responses Percentage

Highly satisfied 16 16
Satisfied 82 82
Neutral 2 2
Dissatisfied 0 0
Highly dissatisfied 0 0
total 100 100

120

100

80

60 No of responses
Percentage
40

20

0
Highly Satisfied Neutral Dissatisfied Highly total
satisfied dissatisfied

INFERENCE

It is clearly observed that the 16% of employees are highly satisfied to come for work every
morning, 82% of employees are satisfied and 2% of employees have no opinion about coming to
work every morning.

33
 7. NO OF FAMILY MEMBERS

ATTRIBUTES No of responses Percentage

3 members 31 31
4 members 32 32
5 & above members 37 37
total 100 100

120

100

80

60 No of responses
Percentage
40

20

0
3 members 4 members 5 & above total
members

INFERENCE

31% of employees family consists of 3 members, 32% of employees family consists of 4

members and 37% of employees family consists of 5 & above members.

34
 8. MONTHLY INCOME OF EMPLOYEES

INCOME No of responses Percentage

4000 5 5
5000 10 10
6000 7 7
7000 19 19
8000 & above 59 59
Total 100 100

120

100

80

60 No of responses
Percentage
40

20

0
4000 5000 6000 7000 8000 & Total
above

INFERENCE

From the above table shows that the monthly income of 59% employees are lies between 8000 &
above percentage , 19 % employees get 7000 per month , 7% employees get 6000 , 10%
employees get 5000 and 5% employees monthly income is only 4000.

35
 9. EMPLOYEES CAN GET AN OPPORTUNITY TO TAKE PART IN MANEGERIAL
DECISION MAKING

ATTRIBUTES No of responses Percentage

Often 41 41
Never 4 4
Whenever required 55 55
Total 100 100

120

100

80

60 No of responses
Percentage
40

20

0
Often Never Whenever Total
required

INFERENCE

It is observed that the 41% of employees opinioned that the management give them an
opportunity to take part in managerial decision making, but only 4% of employees said that they
never get an opportunity and 55% of employees said that the management regard their opinion
whenever required for the purpose of managerial decision making.

36
 10. EMPLOYEES OPINION ABOUT WORKING ENVIRONMENT OF THE
ORGANIZATION

ATTRIBUTES No of responses Percentage

Highly satisfied 45 45
Satisfied 52 52
Neutral 1 1
Dissatisfied 2 2
Highly dissatisfied 0 0
total 100 100

120

100

80

60 No of responses
Percentage
40

20

0
Highly Satisfied Neutral Dissatisfied Highly total
satisfied dissatisfied

INFERENCE

From the study 45% of employees said that they are highly satisfied with the working
environment of the organization, 52% of employees are satisfied, 1% of employees have no
opinion and 2% of employees are dissatisfied with their working environment of the
organization.

37
 11. EMPLOYEES FOCUS ON JOB DUTIES

ATTRIBUTES No of responses Percentage

Always 86 86
Often 14 14
Never 0 0
Total 100 100

120

100

80

60 No of responses
Percentage

40

20

0
Always Often Never Total

INFERENCE

86% of employees are always focus on their job duties and 14% of employees are focus on their
job duties in often.

38
 12. EMPLOYEES ARE INSPIRED BY SUPERVISOR

ATTRIBUTES No of responses Percentage

Always 6 6
Often 79 79
Never 15 15
Total 100 100

120

100

80

60 No of responses
Percentage

40

20

0
Always Often Never Total

INFERENCE

From the study, 6% of employees said that they are always inspired by supervisor, 79% of
employees are opinioned that they are inspired by supervisor in often and 15% of employees said
that they are never inspired by supervisor.

39
 13. EMPLOYEES CAN GET AN OPPORTUNITY TO DO THE BEST EVERYDAY

ATTRIBUTES No of responses Percentage

Always 87 87
Often 13 13
Never 0 0
Total 100 100

120

100

80

60 No of responses
Percentage

40

20

0
Always Often Never Total

INFERENCE

From the above table, 87% of the employees said that they have always get an opportunity to do
the best eveyday and 13% of employees are opinioned that they get an opportunity to do the best
eveyday in often.

40
 14. VALUATION OF EMPLOYEES GOOD WORK BY SUPERVISOR

ATTRIBUTES No of responses Percentage

Always 3 3
Often 81 81
Never 16 16
Total 100 100

120

100

80

60 No of responses
Percentage

40

20

0
Always Often Never Total

INFERENCE

It is clearly observed that the 3% of the employees are agreed that the supervisor always valued
their good work, 81% of the employees are opinioned that the supervisor values their good work
often and 61% of employees opinioned that the supervisor values their good work.

41
 15. EMPLOYEES OPINION ABOUT WORKING TIME AND SHIFT SYSTEM

ATTRIBUTES No of responses Percentage

Excellent 2 2
Very good 21 21
Good 42 42
Average 35 35
Poor 0 0
total 100 100

120

100

80

60 No of responses
Percentage

40

20

0
Excellent Very good Good Average Poor total

INFERENCE

2% of employees are opinioned that the working system and shift system is excellent, 21% of
employees are said that the working system and shift system is very good, 42% of employees
opinion about working and shift system is good and 35% of employees said that the working
system and shift system is average.

42
 16. TIMELY AND ACCURATELY COMMUNICATION SYSTEM OF THE
ORGANIZATION

ATTRIBUTES No of responses Percentage

Highly satisfied 21 21
Satisfied 71 71
Neutral 6 6
Dissatisfied 2 2
Highly dissatisfied 0 0
total 100 100

120

100

80

60 No of responses
Percentage
40

20

0
Highly Satisfied Neutral Dissatisfied Highly total
satisfied dissatisfied

INFERENCE

Above table shows that the 21% of the employees are strongly agree with the communication
received from the organization timely and accurately, 71% of employees are agree, 6% has no
opinion and only 2% of employees are disagree with the communication received from the
organization timely and accurately.

43
 17. ADEQUATE SAFETY AND HEALTH STANDARDS OF ORGANIZATION

Attributes No of responses Percentage

Strongly agree 12 12
Agree 85 85
Neutral 2 2
Disagree 1 1
Strongly disagree 0 0
Total 100 100

120

100

80

60 No of responses
Percentage
40

20

0
Strongly Agree Neutral Disagree Strongly Total
agree disagree

INFERENCE

It is clearly observed that the 12% of employees are strongly agree with the adequate safety and
health standards provided by the organization, 85% of employees are agreed, 2% of employees
have no opinion and only 1% of employees are disagree with the adequate safety and health
standards provided by the organization.

44
 CHAPTER 8

8.1 FINDINGS

 About 78% employees were male and this indicates majority of the employees are male.
 Majority of the employees coming satisfied to every morning.
 Majority of the employees feel proud to work for the company.
 About 87% of the employees were impressive their job.
 90% of employees agreed that there were tools available for effective job.
 Majority of employees were completely focused on their job duties.
 41% of employees were getting opportunity for managerial decision in often.
 Majority of the employees were dissatisfied with their present salary.
 Majority of employees were required externally motivated for better performance.
 Employees were helping each other whenever needed and employees were assisting each
other.
 Majority of employees were aware about their role in the company.
 All employees were aware about the expectations of company.

45
 8.2 SUGESSTIONS

 Following are the suggestion based on the findings from the data analysis.
 Management of the organization should focus on employees job satisfaction to improve
performance of the employees.
 Organization should provide training to the employees those have requirement to
improve such areas in which they are weak.
 SIMCO should contain an effective communication system that will help to reduce
conflicts among the employees related to work and to improve both job satisfaction and
engagement in their work.
 Gap between managers and employees need to be reduced by raising the level of
engagement.
 Create good and healthy environment at work place.
 Encourage employees to take part in extracurricular activities.

46
 8.3 CONCLUSION

The study entitled " Job Satisfaction And Employee Engagement In SIMCO, Kulappully,
shornur" is undertaken with the aim of studying the job satisfaction among its employees by
using various tools and methods and also to know it's impact on employee engagement.

The content of job satisfaction and employee engagement surveys is quite different from a
regular employee survey as engagement measures a lot more than just happiness or Satisfaction.
The level of employee engagement of SIMCO is considerably high due to job satisfaction.

The research design adopted for the study was descriptive research and the study was conducted
with a sample size of 100 employees of SIMCO. The primary data forms the basis of the analysis
and it is collected through questionnaire. Percentage analysis, correlation and chi square method
are used for data analysis. Pie chart, line graph and bar diagrams are used for diagrammatic
representation.

47
 CHAPTER - 9

BIBILIOGRAPHY

 C.R Kothari : Research Methodology - Methods and Techniques, New age international
publishers, Edition 2011
 P.Subba Rao : Personal and Human Resource Management, mubai, Himalaya publishing
House
 V S P Rao, Human Resource Management, 2 nd edition 2010
 Booklets, Journals, manuals and company records.

 www.simcoindia.com
 www.agricultureimolements.com
 www.driems.ac.in

48
 APPENDIX

QUESTIONNAIRE

PERSONAL DATA

Name :

Gender :

Martial status :

Monthly Income

Educational level

No. of family members

1. How do you feel about coming to work every morning ?

 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly dissatisfied

2. Do you feel of proud to tell people where you work ?

 Highly agree
 Agree
 Neutral
 Disagree
 Highly disagree

49
3. What kind of image do you have about your job ?

 Impressive
 Non impressive
 No image

4. Do you have the sufficient tools that enable you to do your job effectively ?

 To great extent
 To some extent
 To no extent

5. Do you feel the supervisor values the good work you do ?

 Always
 Often
 Never

6. Does your supervisor inspire you ?

 Always
 Often
 Never

7. Do you give complete focus on job duties ?

 Always
 Often

50
  Never

8. At work, do you have the opportunity to do the best every day ?

 Always
 Often
 Never

9. What is your opinion about working time & shift system ?

 Excellent
 Good
 Average
 Poor

10. The organization has adequate safety & health standards ?

 Agree
 Neutral
 Disagree

11. The communication received from the organization timely and accurately ?

 Agree
 Neutral
 Disagree

51
12. Do you agree job satisfaction influence you to engage in your job ?

 Agree
 Neutral
 Disagree

13. Are you interested to engage in your job considering working environment & job satisfaction
?

 Instrested
 Neutral
 Not interested

14. What is your opinion about the restroom and lunchroom facilities to the employees ?

 Satisfied
 Neutral
 Dissatisfied

15. How satisfied are you with your present salary ?

 Satisfied
 Neutral
 Dissatisfied

52
16. What is your opinion about the grievance handling system of your organization ?

 Satisfied
 Neutral
 Dissatisfied

17. How satisfied are you with the type of leadership you have been getting from your
supervisor ?

 Satisfied
 Neutral
 Dissatisfied

18. Whether there is any training program provided by the organization ?

 Yes
 No

19. Do you have any awareness about your role in the organization ?

 Yes
 No

20. Do you understand how your role contributes to achieving business outcomes ?

 Yes
 No

53
21. Are you willing to take new tasks ?

 Yes
 No

22. You consider yourself as /

 Just an employee
 Member of an organization

23. For performing better way every time you need :

 Self Motivation
 Require external motivation

54