“A STUDY ON JOB SATISFACTION OF THE EMPLOYEES

AT A-BOND STRANDS PVT.LTD.”

BY
A.CATHERINE SHYLA
REG No : 32009631007
Of
SRR Engineering College
A Project Report
(BA9211 - Summer Project report)
Submitted to the
FACULTY OF MANAGEMENT STUDIES
In Partial Fulfillment of the Requirements
For The Award of the Degree
Of
MASTER OF BUSINESS ADMINISTRATION
ANNA UNIVERSITY
CHENNAI-600025
AUGUST 2010
 SRR ENGINEERING COLLEGE
PADUR, CHENNAI- 603103
DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that the project report on ‘A STUDY ON JOB SATISFACTION OF THE
EMPLOYEES AT A-BOND STRANDS PVT.LTD,’ is a bonafide Summer project work done
by A.CATHERINE SHYLA, a full time student of the department of management studies, SRR
Engineering College, in partial fulfillment of the requirements for the award of the degree of
Master of Business Administration of Anna University, during the year 2010 – 2011.

MS.E.RADHIKA Prof. G.DILEEP

FacultyGuideHOD
 DECLARATION

I A.CATHERINE SHYLAhereby declare that the Summer Project work entitled “‘A
STUDY ON JOB SATISFACTIONOF THE EMPLOYEES AT A-BOND STRANDS
PVT.LTD,’” submitted to the Anna University in partial fulfillment of the requirements for the
Degree in MASTER OF BUSINESS ADMINISTRATION is an authentic record of work
carried out by me under the guidance of MS.E.RADHIKA, Faculty, MBA Department, SRR
Engineering College and MR.VARADARAJAN, ASST.HR MANAGER, A-BOND
STRANDS PVT.LTD.

A.CATHERINE SHYLA
ACKNOWLEDGEMENT

I am in debt to our Honorable Chairman.Dr.JEPPIAR B.A, B.L, Ph.D. for providing excellent
environment and infrastructure in SRR Engineering College, Padur, Chennai for successfully
completing my MBA course.

I thank our Principal Dr.T.SASIKALA for providing all the required facilities for completing
the project work.

My sincere regards are also due to our beloved HOD Department of Management Studies,
Prof.G.Dileep for permitting me to do the project work in A-BOND STRANDS PVT.LTD; I
sincerely acknowledge the help extended by Mr.VARADARAJAN for allowing me to do the
project work in their esteemed organization.

Lastly and most importantly I thank my guide MS.E.RADHKIA, MBA faculty member, for the
successful completion of the summer project work.

TABLE OF CONTENTS
CHAPTER CONTENTS PAGE NO
NO
I INTRODUCTION
COMPANY PROFILE
II

III PRODUCT PROFILE

REVIEW OF LITERATURE
IV
RESEARCH METHODOLOGY
V
5.1 Objectives of the study

5.2 Need for the study

5.3 Scope of the study

5.4 Limitation of the study

VI DATA ANALYSIS AND INTERPRETATION

VII STATISTICAL TOOLS

FINDINGS
VIII
SUGGESTIONS
IX

X CONCLUSION

X1 ANNEXURE

BIBLIOGRAPHY

QUESTIONNAIRE
LIST OF TABLES
S.NO CONTENT PAGE NO
1 Age of employees
2 Gender of employees

3 Marital status of employees

4 Job suits educational qualification

5 Work experience of employees
6 Performance linked with salary
7 Employees response towards their pay package
8 Employees response towards their bonus and incentives
9 Employees opinion towards superior-subordinate relationship
10 Employees response towards stress in job
11 Employees satisfaction towards working condition
12 Company provide flexible working hours
13 Employees response towards non-monetary benefits extended by
the company
14 Employees opinion about their job
15 Employees satisfaction level with their present position in the
company
16 Employees response towards opportunity to use new technology
17 Employees are recognized as individual
18 Company clearly communicates its goals and strategies
19 Level of satisfaction with relation to their co-workers
20 Employees satisfaction level with overall job security
21 Evaluation of overall satisfaction with job
22 Welfare facilities of the employees
LIST OF CHARTS
S.NO CONTENT PAGE NO
1 Age of employees
2 Gender of employees
3 Marital status of employees

4 Job suits educational qualification

5 Work experience of employees
6 Performance linked with salary
7 Employees response towards their pay package
8 Employees response towards their bonus and incentives
9 Employees opinion towards superior-subordinate relationship
10 Employees response towards stress in job
11 Employees satisfaction towards working condition
12 Company provide flexible working hours
13 Employees response towards non-monetary benefits extended by
the company
14 Employees opinion about their job
15 Employees satisfaction level with their present position in the
company
16 Employees response towards opportunity to use new technology
17 Employees are recognized as individual
18 Company clearly communicates its goals and strategies
19 Level of satisfaction with relation to their co-workers
20 Employees satisfaction level with overall job security
21 Evaluation of overall satisfaction with job
22 Welfare facilities of the employees
 CHAPTER – I
INTRODUCTION
 INTRODUCTION
Job satisfaction describes how content an individual is with his or her job. It is a relatively recent
term since in previous centuries the jobs available to a particular person were often
predetermined by the occupation of that person’s parent. There are a variety of factors that can
influence a person’s level of job satisfaction. Some of these factors include the level of pay and
benefits, the perceived fairness of the promotion system within a company, the quality of the
working conditions, the job itself (the variety of tasks involved, the interest and challenge the job
generates, and the clarity of the job description/requirements).

The happier people are within their job, the more satisfied they are said to be. Job satisfaction is
not the same as motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance methods include job rotation, job enlargement and job enrichment.
Other influences on satisfaction include the management style and culture, employee
involvement, empowerment and autonomous workgroups. Job satisfaction is a very important
attribute which is frequently measured by organizations. The most common way of measurement
is the use of rating scales where employees report their reactions to their jobs. Questions relate to
pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-
workers.

The study focuses on the job satisfaction of the employees in A-Bond Strands Pvt.Ltd. This
project emphasizes the satisfaction level of the employees to increase the productivity,reducing
employee turnover and absenteeism.

Primary data collection was done through structured questionnaire. Secondary data was collected
from company records and internet. Research design used in this study was descriptive research
study. Random sampling technique was followed. Conclusions were drawn based on the analysis
of data collected from the employees.Percentage analysis and statistical tools like chi-square,
ANOVA and Karl Pearson’s co-efficient of correlation are used in the study. Suggestions were
provided for co-ordination among employees, cordial relationship with supervisor and
coworkers, provide promotional opportunities throughout the company and acceptance of ideas
and suggestions given by the employees.
 CHAPTER – II
COMPANY PROFILE

COMPANY PROFILE
 Meeting Customer's Needs has been the philosophy of A-Bond Strands throughout its over
two decades of operations. A-Bond Strands has been dedicated to satisfying the needs of its
customers who form the core of Indian Industry. From its modest beginning in a small room, it
has grown to its present stature employing 150 personnel. The group has been maintaining
consistently 10% annual growth rate.

A-BOND STRANDS MANAGEMENT ...

Ramlinga Raya Reddy,Managing Director

He is a Master of Business Administration (U.S.A). After an; academic in the U.S, he joined
ABSP. He shoulders the portfolio of marketing and operational management of the company for
the past 16 years.
Dr. G. Vivekanand, Director

A Member of Parliament in the 15th Lok Sabha, Managing Director of 550 crores M/s. Visaka
Industries, a well –recognized captain of industry and lends management expertise and advice.

Ravindra Vikram, Director

He is a Chartered Accountant with rich experience in Finance and taxation. He was on the board
of Indian Bank. He is the financial advisor to the company.

V. Ramakrishnan, CEO

A Graduate Electrical & Electronic Engineer from the University of Madras with
Specialization in Protection & Switchgear and High Voltage Engineering. He started his career
with M/s. English Electric Co. of India Ltd in 1970 and served in organizations like Macneill &
Meiher Ltd, Universal Electrical Ltd etc. in Design, Development and Marketing of LV & HV
Switchgears. He has more than 39 years of experience in the above spheres apart from complete
Factory Management.

S.R. Subramanyam
General Manager – Technical
He is a Mechanical Engineer from the Institution of Engineers, Calcutta with a basic degree in
Science from Madras University. Has more than 30 years of experience with various reputed
industries. Has specialized in Designing & Development of MV Breakers as well as EHV
products. He has served M/s. S & S Power Switchgear, Chennai and Tenaga Switchgear,
Malaysia for more than a decade.
He was instrumental in introducing new product variations in the above organizations of
repute.

M. Venugopal Naidu
General Manager - Bangalore Operations
A Graduate Electrical Engineer from “Bangalore University” with specialization in Elec.
Designs (Rotating machines). An Associate member of Indian Institute of Engineers. (AMIE).
Joined NGEF Ltd. (Collaborates
M/s.AEG. Telefunken W.G) during 1972 and worked for more than 26 years in marketing, at
H.O. central sales organization and various Regional Sales Office. (Kolkata, Chennai &
Bangalore). Products well versed: MV/EHV. Breakers, HT/LT motors and transformers.
 CHAPTER – III
PRODUCT PROFILE

PRODUCT PROFILE

A Bond-Strand is in the field of manufacture of various switchgear, insulation and power

cable products for more than two decades. Our facility has a full complement of high
precision machines to fabricate and manufacture various products and full-fledged
laboratories where we conduct relevant voltage withstand tests. The A Bond-Strands Group
is engaged in the design, manufacture and sale of products in the electrical, mining,
chemical, textile and other core industries. The Group has also developed products for
defence applications.

A Bond –Strands is multiproduct group consisting of following companies:

• A Bond –Strands Pvt. Ltd.
○ Insulation Division
○ Switch Gear Division
• A Bond –Strands – Cable Accessories.

Each of the above companies has been set up on product lines.

SWITCH GEAR:
Power distribution/Switch gear-3.3 Kv-33 Kv isolators 12 Kv and 24 Kv load, break
switches manufactured under technical collaboration from EMO, Yugoslavia, (Original
design from Sprecher & Schuh Switzerland). Unitized and Package sub-stations. High
Voltage Motor control centers and Direct online starters. High Voltage Ring Main Units.

We manufacture HT On/Off Load Break Switches (isolators) up to 24Kv in collaboration

with EMO, Yugoslavia who are pioneers in this field. Load break switches are extensively
used in power plants and distribution networks. These have been tested for impulse and short
time rating at Central Power Research Institute, Bangalore, and the recognized independent
testing authority in India.
We have developed close partnering relationships with companies like Siemens', ABB,
Alsthom and Bhel who are recognized names in the Industry

The range of products throws some light on the technology involved and the engineering
capabilities of the group.
All products have been developed only with in -house research and no collaboration has been
sought for any of the above except for the Load Break Switches. Today it is acknowledged
that the quality and standard of the products manufactured by A.Bond~Strands compete with
similar products manufactured elsewhere in the world. The group distributes its products by
direct sale to original equipment manufacturers, service, providers and equipment users all
over India. The group also undertakes projects on turnkey basis, on site locations throughout
India.
We also export our products to Australia and U.S.A. The Middle East, Bangladesh and South
East Asia.
INSULATION:

• Large epoxy castings for bus duct and vacuum switchgear.

• Fiberglass cylinders for high voltage tap changers.
• 36Kv bushings for SF6 switchgear.
• Self-lubricated fiberglass cylinders for pneumatic.
• Valve actuators.
• Fiberglass shells for missiles.
• Pollution barriers for sea ports.
• Reactor core packets.
• Lapspools,picking sticks and other
• Accessories.

CABLE ACCESSORIES:

A Bond -Strands is in the field of manufacture of various switchgear and power cable accessories
for more than two decades. Our facility has a full complement of high precision machines to
fabricate and machine various cable accessories and full-fledged laboratories where we conduct
voltage withstand tests. We manufacture plugs and sockets, bolted half couplers and adaptors for
both high and low voltage ratings with provision for both power and control.
 • •
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APPLICATIONS:
Pr topic. Literature reviews aare secondary sources, and as such, do not
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(In Job satisfaction of bankult officers in Bangladesh- Nazrul Islam &
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investigates the impacts of bank type, work experience, age, and sex differences on the attitudes
toward job Satisfaction.
The result shows that salary, efficiency in work, fringe supervision, and co-worker
relation are the most important factors contributing to job satisfaction. Private bank officers
have higher levels of job satisfaction than those from public sectors as they enjoy better
facilities and supportive work environment. Sex and age differences have relatively lower level
of impact on it. The overall job satisfaction of the bank officers is at the positive level.
A STUDY ON JOB SATISFACTION AMONG BANK OFFICERS IN STATE BANK
OFINDIA, JABALPUR- Mr. S. NAREND, 1990
The techniques used by the Researcher for analyzing the data were through questionnaire
method. The Researcher interviewed forty respondents on the basis of sex, age, educational
qualification, experience, monthly income, marital status and family income. The tools adopted
by the Researcher were average scoring and two-way table method to find out job satisfaction.
MILITARY MEDICAL UNIVERSITY, SCHOOL OF NURSING, SHANGHAI, PR
CHINA- GUI L, BARRIBALL KL, WHILE AE.
Job satisfaction among nurses is of concern throughout the world but the satisfaction of nurse
teachers has received less attention and no review of global research on the topic has been
published. A comprehensive literature review (1976-2007) was undertaken from an international
perspective (n=26 papers and 4 doctoral abstracts) to examine the state of knowledge about nurse
teachers' job satisfaction over time. Coverage over the last 30 years was selected to examine if
the level and contributing factors to nurse teachers' job satisfaction have changed during a time
which has seen considerable developments and reorganization of nurse education as well as the
role of nurse teachers.
The purpose of this Part I paper is to: (i) review the different measurements of job satisfaction,
(ii) report the job satisfaction levels of nurse teachers and, (iii) identify the components of job
satisfaction of nurse teachers. This paper provides the foundation for the Part II paper which
reviews the literature regarding the effects and related factors of nurse teachers' job satisfaction.
JAIN, JABEEN, (2007), A CASE STUDY OF INDIAN OIL
Job Satisfaction as Related to Organizational Climate and Occupational Stress:
A Case Study of Indian Oil “concluded that that there is no significant difference between
managers and engineers in terms of their job satisfaction and14 both the groups appeared almost
equally satisfied with their jobs. When the managers and engineers were compared on
organizational climate, it was found that both the groups differed significantly. Managers scored
significantly high on organizational climate scale than the engineers indicating that the managers
are more satisfied due to the empowerment given to them.
JOB ATTITUDE AND EMPLOYEES PERFORMANCE OF PUBLIC SECTOR
ORGANIZATIONS IN JAFFNA DISTRICT, SRI LANKA- VELNAMPY (2008)
Concluded that job satisfaction does have impact on future performance through the job
involvement, but higher performance also makes people feel more satisfied and committed. It is
a cycle of event that is clearly in keeping with the development perspective. Attitudes such as
satisfaction and involvement are important to the employees to have high levels of performance.
The results of the study revealed that attitudes namely satisfaction and involvement, and
performance are significantly correlated.
FACTORS AFFECTING JOB SATISFACTION AMONG ACADEMIC
PROFESSIONALS IN TERTIARY INSTITUTIONS IN ZIMBABWE-BY P.
CHIMANIKIRE, E. MUTANDWA,
C. T. GADZIRAYI, N. MUZONDO AND B. MUTANDWA
The broad objective of this study was to determine factors affecting job satisfaction among
academic professionals in tertiary institutions of Zimbabwe against the backdrop of high brain
drain in the sector. A total of eighty respondents were selected randomly from departmental lists
and interviewed using structured questionnaires.
The results of the study showed that a greater proportion of the academic staff was not satisfied
with their jobs. Reasons for dissatisfaction include high volume of work, inadequate salaries,
allowances, loans to facilities purchase of housing stands and cars
A STUDY ON JOB SATISFACTION OF TEA PLANTATION WORKERS WITH
SPECIAL REFERENCE TO SHEIKALMUDI ESTATE, VALPARAI-MR.K.MADHU,
1986
The techniques used by the Researcher for analyzing the data were through questionnaire and
personal interview method. The Researcher interviewed sixty respondents on the basis of sex,
age, educational qualification, experience, monthly income, marital status and family income.
The tools adopted by the researcher were average scoring and two-way table method. The
hypothesis was tested through chi-squire test and correlation to find out job satisfaction.
The researcher had made previous study on job satisfaction in various areas.
SHAHU & GOLE (2008), IN THEIR STUDY "EFFECT OF JOB SATISFACTION ON
PERFORMANCE”
An Empirical Study" concluded that the companies that are lagging behind in certain areas of
job satisfaction & job stress need to be developed so that their employees show good
performance level, as it is provided that performance level lowers wit high satisfaction scores.
The awareness program pertaining to stress & satisfaction is to be taken up in the industries to
make them aware of the benefits of knowledge of stress and its relationship with
satisfaction and achievement of goal of industries.
 CHAPTER – V
RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
Research methodology is the systematic way to solve the researchproblem. It gives an idea about
various steps adopted by the researcher in asystematic manner with an objective to determine
various manners.

RESEARCH DESIGN
• Research design in a plan to carry out the study in an orderly and systematic manner.
• The researchdesign may be exploratory, descriptive or experimental
• For the present studydescriptive research design is adopted.
 • The main aim of the present study is to understand the job satisfaction of employees of
the organization.

DESCRIPTIVE RESEARCH
Descriptive research includes surveys and fact-finding enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs, as it exists at present. In
social science and business research, we quite often use the term ex post facto research for
descriptive research studies. The main characteristic of this method is that researcher has no
control over the variables; he can only report what has happened or what is happening.
In descriptive research design the researcher must be able to define clearly, what he wants to
measure and must find adequate methods for measuring it along with clean cut definition of
population, researcher wants to study, since the aim is to obtain complete and accurate
information in the studies. In descriptive study, the researcher takes out samples and then wishes
to make statements about the population on the basis of sample analysis. In descriptive study the
first step to specify the objectives with sufficient perception to ensure that data collected are
relevant. The data collected must be analyzed and processed. Thus this is clearly stated that the
researcher has applied descriptive research design.

SAMPLE SIZE
The sample sizes of 50 respondents were selected for the study from the total population of 150.

SAMPLING TECHNIQUE
Since it is not possible to give equal importance to all the members in each department, the
samples are selected using random sampling method.

DATA COLLECTION TECHNIQUE

Data was collected from both primary and secondary source.
Primary Data
The primary data is the first hand source and collected through structured questionnaire.The
questionnaire consisted of 25 questions, with a combination of open – ended and close –ended
questions
Secondary Data
Secondary data is information that is collected for the purpose other than to solve the specific
problem under investigation. The secondary sources of data collection were information obtained
from books, magazines, websites and articles on the topic etc. In the study, the researcher would
use the secondary data to supplement the primary data.

STATISTICAL TOOLS USED FOR ANALYSIS

The statistical tools used for analyzing the data collected are:
• Chi Square
• ANOVA
• Correlation.

CHI-SQUARE TEST:
Chi-square test is applied to test the goodness of fit, to verify the distribution of observed data
with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual
and expected frequencies; Karl Pearson’s has developed a method to test the difference between
the theoretical (hypothesis) & the observed value.

KARL PEARSON’S CO-EFFICIENT OF CORRELATION:

• The relationship between the two variables is linear.
• Cause and effect of the relationship exist between two variables.

5.1 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:
To study about the job satisfaction of the employees in A-BOND STRANDS PVT.LTD.

SECONDARY OBJECTIVES:
➢ To identify the satisfaction level of the employees.
➢ To know the employees satisfaction towards the benefits provided by the company.
➢ To identify the factors which influences the job satisfaction of employees.
➢ To determine the employees satisfaction towards the welfare facilities.
➢ To know the employees relationship with superior and co-workers.
 5.2 NEED OF THE STUDY

• This study is being done to analyze the degree of job satisfaction of employees with the
aim of reducing employee turnover and absenteeism and thereby increasing overall
productivity.

• Organization is growing quickly, it is critical to find out how employees feel about their
jobs, the organization, and their fit and future within it.
• A strong rumor mill is symptomatic of other problems in the organization. These can
include communications, trust, and fear. Only a survey can uncover the extent to which
any of these issues exists.
 • In a highly competitive industry, turnover minimization and productivity and creativity
maximization are keys to success. Staying in touch with employees is necessary to
facilitate continued competitiveness.

5.3 SCOPE OF THE STUDY

Employee satisfaction is supremely important in an organization because it is what productivity
depends on. If your employees are satisfied they would produce superior quality performance in
optimal time and lead to growing profits. Satisfied employees are also more likely to be creative
and innovative and come up with breakthroughs that allow a company to grow and change
positively with time and changing market conditions.
 5.4 LIMITATIONS OF THE STUDY

➢ The survey is subjected to the bias and prejudices of the respondents. Hence
100% accuracy cannot be assured.
➢ The research was carried out in a short span of time.
➢ Some of the respondents were reluctant to share the information.
➢ The study does not cover all the employees of the organization.
 CHAPTER – VI
DATA ANALYSIS AND
INTERPRETATIONS
 DATA ANALYSIS AND INTERPRETATION
PERCENTAGE ANALYSIS:
It refers to special kind of ratio; percentages are used in making comparison between two or
more series of data, and used to describe the relation.
TABLE-1 AGE OF EMPLOYEES

AGE RESPONDENTS PERCENTAGE

21-30years 12 24
31-40years 25 50
41-50years 6 12
Above 51years 7 14
TOTAL 50 100

CHART-1 AGE OF EMPLOYEES

INTERPRETATION:
The above table reveals that 24% of the respondents are between the age group of 21 to 30 years,
50% of the respondents are between the age group of 31 to 40 years, 12% are between the age
group of 41 to 50 years and 14% of the respondents are above 51 years.

TABLE-2 GENDER OF EMPLOYEES

GENDER RESPONDENTS PERCENTAGE

Male 45 90
Female 5 10
TOTAL 50 100

CHART-2 GENDER OF EMPLOYEES

INTERPRETATION:
The above table reveals that 90% of the respondents are male and 10% of the respondents are
female.

TABLE-3 MARTIAL STATUS OF EMPLOYEES

 MARITAL RESPONDENTS PERCENTAGE
STATUS
Married 39 78
Unmarried 11 22
TOTAL 50 100
CHART-3 MARTIAL
STATUS OF
EMPLOYEES

INTERPRETATION:
The above table reveals that 78% of the respondents are married and 22% of the respondents are
unmarried.

TABLE-4JOB SUITS EDUCATIONAL QUALIFICATION

JOB SUITS RESPONDENTS PERCENTAGE

EDUCATIONAL
QUALIFICATION
Yes 17 34
No 33 66
TOTAL 50 100

CHART-4
JOB SUITS EDUCATIONAL QUALIFICATION
INTERPRETATION:
The above table reveals that 34% of the respondents say that the job suits their educational
qualification and 66% of the respondents say that the job does not suits their qualification.

TABLE-5 WORK EXPERIENCE OF EMPLOYEES

WORK RESPONDENTS PERCENTAGE

EXPERIENCE
Less than a year 4 8
1-5years 9 18
6-10years 19 38
More than 10 years 18 36
TOTAL 50 100 CHART-5 WORK
EXPERIENCE OF
EMPLOYEES

INTERPRETATION:
The above table reveals that 8% of the respondents have less than a year of experience, 18% of
the respondents have 1-5 years of experience, 38% of the respondents have 6-10 years of
experience and 36% of the respondents have more than 10 years of experience,
TABLE-6 PERFORMANCE LINKED WITH SALARY

SALARY RESPONDENTS PERCENTAG

E
Yes 27 54
No 23 46
TOTAL 50 100

CHART-6 PERFORMANCE LINKED WITH SALARY

INTERPRETATION:
The above table reveals that 54% of the respondents say that the performance links their salary
and 46% of the respondents say that the performance does not links their salary

TABLE-7 EMPLOYEES RESPONSE TOWARDS THEIR PAY PACKAGE

 PAY PACKAGE RESPONDENTS PERCENTAGE
Highly Satisfied 7 14
Satisfied 16 32
Neutral 18 36
Dissatisfied 8 16
Highly 1 2
Dissatisfied
CHART-7 TOTAL 50 100
EMPLOYEES
RESPONSE
TOWARDS THEIR PAY PACKAGE

INTERPRETATION:
The above table reveals that 14% of the respondents are highly satisfied with their pay package,
32% are satisfiedwith their pay package, 36% are neutral with their pay package, 16% are
dissatisfiedwith their pay package and 2% of the respondents are highly dissatisfied with their
pay package.

TABLE-8 EMPLOYEES RESPONSE TOWARDS THEIR BONUS AND INCENTIVES

BONUS AND RESPONDENTS PERCENTAG

INCENTIVES E
Highly Satisfied 15 30
Satisfied 19 38
Neutral 7 14
Dissatisfied 5 10
Highly Dissatisfied 4 8
 TOTAL 50 100

CHART-8 EMPLOYEES RESPONSE TOWARDS THEIR BONUS AND INCENTIVES

INTERPRETATION:
The above table reveals that 30% of the respondents are highly satisfied with their bonus and
incentives, 38% are satisfiedwith their bonus and incentives, 14% areneutral with their bonus and
incentives, 10% are dissatisfiedwith their bonus and incentives and 8% of the respondents are
highly dissatisfied with their bonus and incentives.

TABLE-9 EMPLOYEES OPINION TOWARDS SUPERIOR – SUBORDINATE

RELATIONSHIP

SUPERIOR- RESPONDENTS PERCENTAG

SUBORDINATE E
RELATIONSHIP
Highly Satisfied 13 26
Satisfied 14 28
Neutral 14 28
Dissatisfied 8 16
Highly Dissatisfied 1 2
TOTAL 50 100

CHART-9 EMPLOYEES OPINION TOWARDS SUPERIOR – SUBORDINATE

RELATIONSHIP
INTERPRETATION:
The above table reveals that 26% of the respondents are highly satisfied with superior-
subordinate relationship, 28% are satisfiedwith superior-subordinate relationship, 28% are
neutralwith superior-subordinate relationship, 16% are dissatisfiedwith superior-subordinate
relationship and 2% of the respondents are highly dissatisfied with superior-subordinate
relationship.

STRESS IN RESPONDENTS PERCENTAGE TABLE-10

JOB EMPLOYEES
RESPONSE TOWARDS
Yes 27 54 STRESS IN JOB
No 23 46
TOTAL 50 100

CHART-10 EMPLOYEES RESPONSE TOWARDS STRESS IN JOB

INTERPRETATION:
The above table reveals that 54% of the respondents face stress in their job and 46% of the
respondents do not face stress in their job
TABLE-11 EMPLOYEES SATISFACTION TOWARDS WORKING CONDITION

WORKING RESPONDENTS PERCENTAG

CONDITION E
Highly Satisfied 2 4
Satisfied 9 18
Neutral 19 38
Dissatisfied 9 18
Highly Dissatisfied 11 22
TOTAL 50 100

CHART-11 EMPLOYEES SATISFACTION TOWARDS WORKING CONDITION

INTERPRETATION:
The above table reveals 4% of the respondents are highly satisfied with the working condition,
18% are satisfiedwith the working condition, 38% are neutralwith the working condition, 18%
are dissatisfiedwith the working condition and 22% of the respondents are highly dissatisfied
with the working condition.

TABLE-12 COMPANY PROVIDE FLEXIBLE WORKING HOURS

 FLEXIBLE WORKING RESPONDENTS PERCENTAGE
HOURS
Yes 29 58
No 21 42
TOTAL 50 100
CHART-12
COMPANY
PROVIDE FLEXIBLE WORKING HOURS

INTERPRETATION:
The above table reveals that 58% of the respondents say that the company provides flexible
working hours and 42% of the respondents say that the company does not provide flexible
working hours

TABLE-13 EMPLOYEES RESPONSE TOWARDS NON-MONETARY BENEFITS

EXTENDED BY THE COMPANY

BENEFITS RESPONDENTS PERCENTAGE

EXTENTEND BY
COMPANY
Fully Sufficient 16 32
Sufficient 23 46
Insufficient 11 22
TOTAL 50 100
CHART-13
EMPLOYEES RESPONSE TOWARDS NON-MONETARY BENEFITS EXTENDED BY
THE COMPANY
INTERPRETATION:
The above table reveals that 32% of the respondents are fully sufficient with the benefits
extended by the company, 46% are sufficient, 22% of the respondents are insufficient towards
benefits extended by the company

TABLE-14 EMPLOYEES
OPINION RESPONDENTS PERCENTAGE OPINION ABOUT JOB
Challenging 13 26
Responsible 19 38
Motivating 13 26
Secured 5 10
TOTAL 50 100
TABLE-14 EMPLOYEES
OPINION ABOUT JOB

INTERPRETATION:
The above table reveals that 26% of the respondents view their job as challenging, 38% of the
respondents view their job as responsible, 26% of the respondents view their job as motivating
and 10% of the respondents view their job as secured.
TABLE-15EMPLOYEES SATISFACTION LEVEL WITH THEIR PRESENT POSITION
IN THE COMPANY
PRESENT RESPONDANTS PERCENTAG
POSITION E
Highly Satisfied 10 20
Satisfied 18 36
Neutral 18 36
Dissatisfied 4 8
Highly Dissatisfied - -
TOTAL 50 100

CHART-15EMPLOYEES SATISFACTION LEVEL WITH THEIR PRESENT

POSITION IN THE COMPANY

INTERPRETATION:
20% of the respondents are highly satisfied with their present position, 36% are satisfiedwith
their present position, 36% are neutralwith their present position and8% of the respondents are
dissatisfied with their present position.

TABLE-16 EMPLOYEES RESPONSE TOWARDS OPPORTUNITY TO USE NEW

TECHNOLOGY
 OPPORTUNITY TO RESPONDENTS PERCENTAGE
USE NEW
TECHNOLOGY
Yes 25 50
No 25 50
TOTAL 50 100

CHART-16 EMPLOYEES RESPONSE TOWARDS OPPORTUNITY TO USE NEW

TECHNOLOGY

INTERPRETATION:
The above table reveals that 50% of the respondents say that they got opportunity to use new
technology and 50% of the respondents say that they do not get opportunity to use new
technology.

TABLE-17 EMPLOYEES ARE RESPONDENTS PERCENTAGE

RECONIZED AS
INDIVIDUALS
Yes 29 58
No 21 42
TOTAL 50 100

EMPLOYEES ARE RECOGNIZED AS INDIVIDUALS

CHART-17 EMPLOYEES ARE RECOGNIZED AS INDIVIDUALS

INTERPRETATION:
The above GOALS AND RESPONDENTS PERCENTAGE
table reveals STRATEGIES
that 58% of the Yes 26 52
respondents
No 24 48
say that
TOTAL 50 100
individual
contribution is being recognized and 42% of the respondents say that individual contribution is
not being recognized.

TABLE-18 COMPANY CLEARLY COMMUNICATES ITS GOALS AND STRATEGIES

CHART-18 COMPANY CLEARLY COMMUNICATES ITS GOALS AND

STRATEGIES
INTERPRETATION:
The above table reveals that 52% of the respondents say that the company clearly communicates
its goals and strategies and 48% of the respondents say that the company does not communicates
its goals and strategies.

TABLE-19 RELATION TO RESPONDENTS PERCENTAGE

LEVEL OF YOUR CO-
WORKERS
Highly Satisfied 16 32
Satisfied 18 36
Neutral 14 28
Dissatisfied 1 2
Highly Dissatisfied 1 2
TOTAL 50 100

SATISFACTION WITH RELATION TO THEIR CO-WORKERS

CHART-19 LEVEL OF SATISFACTION WITH RELATION TO THEIR CO-

WORKERS
INTERPRETATION:
The above table reveals that 32% of the respondents are highly satisfied with their relation to co-
workers, 36% are satisfiedwith their relation to co-workers, 28% are neutralwith their relation to
co-workers and 2% of the respondents are dissatisfied and highly dissatisfied with relation to co-
workers.

TABLE-20 OVERALL JOB RESPONDENTS PERCENTAGE

EMPLOYEES SECURITY
Highly Satisfied 16 32
Satisfied 14 28
Neutral 10 20
Dissatisfied 4 8
Highly Dissatisfied 6 12
TOTAL 50 100

SATISFACTION LEVEL WITH OVERALL JOB SECURITY

CHART-20 EMPLOYEES SATISFACTION LEVEL WITH OVERALL JOB SECURITY

INTERPRETATION:
The above table reveals that 32% of the respondents are highly satisfied with overall job security,
28% are satisfiedwith overall job security, 20% are neutralwith overall job security, 8% are
dissatisfied with overall job security and 12% of the respondents are highly dissatisfied with
overall job security.

TABLE-21 OVERALL RESPONDENTS PERCENTAGE

EVALUATIO SATISFACTION
N OF WITH JOB
OVERALL
Highly Satisfied 4 8
Satisfied 23 46
Neutral 12 24
Dissatisfied 10 20
Highly Dissatisfied 1 2
TOTAL 50 100

SATISFACTION WITHJOB

CHART-21 EVALUATION OF OVERALL SATISFACTION WITHJOB

INTERPRETATION:
The above table reveals that 8% of the respondents are highly satisfied with their job, 46% are
satisfiedwith their job, 24% are neutralwith their job, 20% are dissatisfiedwith their job and 2%
of the respondents are highly dissatisfied with their job

TABLE-22
WELFARE RESPONDENTS PERCENTAGE
WELFARE
FACILITIES
FACILITIES
OF THE Highly Satisfied 10 20
EMPLOYEES
Satisfied 19 38
Neutral 14 28
Dissatisfied 5 10
Highly Dissatisfied 2 4
TOTAL 50 100

CHART-22 WELFARE FACILITIES OF THE EMPLOYEES

INTERPRETATION:
The above table reveals that 20% of the respondents are highly satisfied with the welfare
facilities, 38% are satisfiedwith the welfare facilities, 28% are neutralwith the welfare facilities,
10% are dissatisfiedwith the welfare facilities and 4% of the respondents are highly dissatisfied
with the welfare facilities.
 CHAPTER – VII
STATISTICAL TOOLS

STATISTICAL TOOLS
CHI-SQUARE TEST:
Chi square, χ²= ∑ (O-E) ² / E
Where, O= observed frequency
E= expected frequency

Null Hypothesis (Ho):

There is no significant relationship between the qualification and the pay package.

Alternative Hypothesis YES NO TOTAL

(H1): Highly Satisfied 5 5 10
There is significant
relationship between Satisfied 5 8 13
the qualification and
the pay package. Neutral 6 11 17
Dissatisfied 5 5 10
TOTAL 21 29 50

OBSERVED EXPECTED (O-E) ^2 (O – E)^2 / E

FREQUENCY(O) FREQUENCY(E)
5 4.2 0.64 0.1524
5 5.46 0.2116 0.0388
6 7.14 1.2996 0.182
5 4.2 0.64 0.1524
5 5.8 0.64 0.1103
8 7.54 0.2116 0.0281
11 9.86 1.2996 0.1318
5 5.8 0.64 0.1103
0.9061
Degree of freedom=V=(r-1) (c-1)
= (4-1) (2-1)
=3
Calculated value = 0.9061
Table value = 7.815
Calculated value < table value
Therefore null hypothesis is accepted

INFERENCE:
Since the calculated value is less than the table value. The Null hypothesis is accepted. Hence,
there is no significant relationship between qualification and pay package of the employees.
ANOVA:
Null Hypothesis (Ho):
There is no significant difference between the factors influencing and level of satisfaction of the
employees.
Alternative Hypothesis (Ho):
There is significant difference between the factors influencing and level of satisfaction of the
employees.

Highly Satisfied Neutral Dissatisfied Highly Total

satisfied Dissatisfied
Company 8 15 10 7 10 50
policies
Promotion 7 14 16 7 6 50
opportunities
Achievement 19 6 10 9 6 50
Responsibility 7 10 15 10 8 50
Training 8 10 15 8 9 50
Total 49 55 66 41 39 250
 A B C D E TOTAL A^2 B^2 C^2 D^2 E^2
Company 8 15 10 7 10 50 64 225 100 49 100
policies
Promotion 7 14 16 7 6 50 49 196 256 49 36
opportunities
Achievement 19 6 10 9 6 50 361 36 100 81 36
Responsibility 7 10 15 10 8 50 49 100 225 100 64
Training 8 10 15 8 9 50 64 100 225 64 81
Total 49 55 66 41 39 250 587 657 906 343 317

Source of Sum of Degree of Mean square F statistics

variance squares freedom
Factors SSC=97 V1=C-1 MSC=SSC/ C-1 FC=MSC/MSE 3.01
influence
=4 =24.3 =1.83
Level of SSR=0 V2=r-1 MSR=SSR/ r-1 FR=MSR/MSE 3.01
satisfaction
=4 =0 =0
Error SSE=213 V=(c-1)(r-1) MSE=13.3

=16

Degree of freedom= (4, 16)

Calculated value = 1.83
Table value = 3.01
Calculated value < table value
Therefore null hypothesis is accepted

INFERENCE:
Since the calculated value is less than the table value. The Null hypothesis is accepted. Hence,
there is no significant difference between the factors influencing and level of satisfaction of the
employees.

KARL PEARSON’S CO-EFFICIENT OF CORRELATION:

YES NO TOTAL
Highly Satisfied 3 2 5
Satisfied 7 2 9
Neutral 8 11 19
Dissatisfied 6 2 8
Highly 5 4 9
Dissatisfied
x y dx=x-A dy=y-B dx^2 dy^2 dxdy
TOTAL 29 21 50
=x-8 =y-11

3 2 -5 -9 25 81 45
7 2 -1 -9 1 81 9
 8 11 0 0 0 0 0
6 2 2 -9 4 81 -18
5 4 -3 -7 9 49 21
dx=-7 dy=-34 dx^2=39 dy^2=312 dxdy=93

Karl Pearson’s co-efficient of correlation=n∑dxdy-∑dx∑dy÷n∑dx2-

∑dx2n∑dy2-∑dy2
=0.9347

INFERENCE:
There is a positive correlation between working condition and flexible working hours.

CHAPTER – VIII
FINDINGS
 FINDINGS

• 50% of them were in the age of 31-40 years and only 12% were in the age of 41-50
years.
• 90% of them we male and 10% are female.
• 78% of the workers are married and 22% are unmarried.
• 33% of the respondents say that the job suits their educational qualification.
• 32% of the respondents are satisfied with their package and 16% are dissatisfied.
• 38% of the respondents are satisfied with superior-subordinate relationship and 10%
are dissatisfied.
• 54% of the respondents face stress in their job and 46% does not face stress in their
job
• 18% of the respondents are satisfied with the working condition and 18% are
dissatisfied.
• 58% of the respondents say that the company provides flexible working hours.
• 32% of the respondents are sufficient with the benefits extended by the company and
22% of the respondents are insufficient.
• 26% of the respondents view their job as challenging and 38% view their job as
 responsible.
• 36% of the respondents are satisfied with their present position and 8% are
dissatisfiedwith their present position.
• 50% of the respondents say that they get opportunity to use new technology.
• 58% of the respondents say that individual contribution is being recognized.
• 52% of the respondents say that the company clearly communicates its goals and
strategies.
• 36% of the respondents are satisfied with their relation to co-workers and 2% are
dissatisfiedwith their relation to co-workers.

• 54% of the respondents are highly satisfied with overall job security and 6% are
dissatisfiedwith overall job security.
• 46% of the respondents are highly satisfied with their job and 20% are dissatisfied
with their job.
• There is no significant relationship between qualification and pay package of the
employees.
• There is no significant difference between the factors influencing and level of
satisfaction of the employees.
• There is a positive correlation between working condition and flexible working hours.
CHAPTER – IX
SUGGESTIONS
 SUGGESTIONS
• Organization should try to adopt certain measures to enhance co-ordination among the
employees.
• Management should have cordial relation with the employees.
• Work should be assigned according to the qualification of the employees.
• Promotional policy must provide for a uniform distribution of promotional opportunities
throughout the company.
• The basis for promotion should be clearly specified. Due weightage should be given to
seniority, merit and future potential of an employee.
• Detailed records of service and performance should be maintained for all employees.
• The policy should be fair, impartial and consistent, i.e., it should be applied uniformly
irrespective of the person concerned.
• A team can be established comprising all the departments who can deliver genuine
suggestions or ideas for the development of organization.
• Encourage the ideas and suggestions from the employees or subordinates.
CHAPTER – X
CONCLUSION
 CONCLUSION

From the study, the researcher has come to know that most of the respondents have job
satisfaction; the management has taken the best efforts to maintain cordial relationship with the
employees. The study also examined the Organization concern over the employees by the factor
like promotion opportunities to employees, satisfaction level of employees towards the working
condition, pay package and non-monetary benefits offered to employees. The researcher has
identified the factors causing dissatisfaction over factors including the co-ordination among
employees, cordial relationship with supervisor and co-workers,provide promotional
opportunities throughout the company and acceptance of ideas and suggestions given by the
employees.

To improve the level of satisfaction of employees the company has to improve working
condition, provide promotion opportunities, training program and pay according to their
qualification.
CHAPTER – XI
ANNEXURE
 BIBLIOGRAPHY
1. Organizational behavior Stephen P Robbins

2. Human resource management L.M Prasad

3. Research Methodology Uma Sekran

WEBSITES

1. www.google.com

2. www.abondstrands.com
QUESTIONNAIRE

1) AGE:
(a) 21-30years (b) 31-40years (c) 41-50years (d) above 51years

2) GENDER:
(a)Male (b) Female

3) MARITAL STATUS:
(a)Married (b) Unmarried

4) DESIGNATION:

5) Do you feel that your job suits your educational qualification?

(a) YES (b) NO
6) How long are you working in the company?
(a)LESS THAN A YEAR (b) 1-5 YEARS (c) 6-10 YEARS (d) MORE THAN 10 YEARS

7) Are you paid with a performance linked salary?

(a) YES (b) NO

8) Are you satisfied with your pay package?

(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED

9) Are you satisfied with the bonus and incentives provided by the company?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED

10) What is your level of satisfaction regarding superior-subordinate relationship?

(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED

11) Do you face any stress in your job?

(a) YES (b) NO

12) What is your level of satisfaction regarding the working condition?

(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED

13) Does the company provide you flexible working hours?

(a) YES (b) NO

14) How do you feel about the non-monetary benefits provided by your company?
(a) FULLY SUFFICIENT (b) SUFFICIENT (c) INSUFFICIENT
15) What is your opinion about your job?
(a) CHALLENGING (b) RESPONSIBLE (c) MOTIVATING (d) SECURED

16) Are you satisfied with the present position in your company?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED

17) Is there any opportunity for you to use new technology?

(a) YES (b) NO

18) Do you feel that the employees are recognized as individuals?

(a) YES (b) NO

19) Whether the company clearly communicates its goals and strategies to you?
(a) YES (b) NO

20) What is your level of satisfaction with relation to your co-workers?

(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED

21) How satisfied are you with your overall job security?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED

22) Tick the level of satisfaction for the following:

HIGHLY SATISFIED NEUTRAL DISSATISFI HIGHLY

SATISFIED ED DISSATISFIE
D

Company Policies

Promotion
opportunities

Achievement

Responsibility

Training

23) How do you evaluate the overall satisfaction with your job?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED

24) Does your company is concerned with the welfare facilities of the employees?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED
25) Whether you’re superior recognizes your performance?
(a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED
(e) HIGHLY DISSATISFIED

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