A Study Job Satisfaction of Employees With

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A STUDY JOB SATISFACTION OF EMPLOYEES WITH

REFERENCE TO THE MALABAR CEMENTS LTD

Project Report Submitted to Bharathiar University in Partial

Fulfillment of the Requirement for the Award of the Degree of

BACHELOR OF BUSINESS MANAGEMENT

Submitted by

NANDU MURALI

(Reg. No. 0925F1196)

Under the Supervision and Guidance of

Mrs.R.SONA,MBA

DEPARTMENT OF BUSINESS MANAGEMENT

NEHRU ARTS AND SCIENCE COLLEGE

(Accredited by NAAC and an ISO 9001:2008 Certified Institution)

(Recognized by UGC and Affiliated to Bharathiar University)

Nehru Gardens, Thirumalayampalayam,

COIMBATORE 641 105

March 2012


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CERTIFICATE

CERTIFICATE


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This is to certify that the project report entitled A Study Job

Satisfaction of Employees submitted to the Bharathiar University in

partial fulfillment of the requirements for the award of the degree of

Bachelor of Business Management is a record of original project work

carried out by Nandu Murali (0925f1196) under my supervision and

guidance and has not formed the basis for the award of any degree/

diploma or other similar title of any candidate of any university.

Guide Head of the

Department

Certified that the candidate was examined by us in the project

work/viva voce held on ..

Internal Examiner External

Examiner


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COMPANY CERTIFICATE


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Declaration

Declaration

I Nandu Murali, hereby declare that the project report entitled A Study

Job Satisfaction of Employeessubmitted to the Bharathiar University in

partial fulfillment of the requirements for the award of the degree of


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Bachelor of Business Management is a record of original project work

carried out by me during the period 2011 under my supervision and

guidance of Ms.Sona M.B.A Department of Business Management,

Nehru Arts and Science College, Coimbatore and has not formed the

basis for the award of any degree/ diploma or other similar title of any

candidate of any university.

Place:

Date: Candidates

Signature


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Acknowledgement

Acknowledgement

Every Step that we taken and every mile that we cover leave its mark

over wake in this arduous journey.

I take this opportunity to express my sincere gratitude to Secretary

Dr.B.Krishnakumar, for his sincere support in all my endeavors.


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I express my sincere thanks to our principal Dr.B.Anirudhan, M.A,

B.Ed., M.Phil., Ph.D.,Nehru Arts and Science Collage, Coimbatore, for

providing necessary facilities to do our project successfully.

I extend my sincere gratitude to

Dr.M.Kanagarathinam.M.Com.,M.Phil, PhD. Head of the Department,

Department of Business Management, Nehru Arts and Science Collage,

Coimbatore, for her constant encouragement and support towards the

successful completion of this project work.

I wish to record my deep sense of gratitude to my project guide Mrs.R.SONA,MBA, Department of Business Management, Nehru Arts and

Science Collage, Coimbatore, and all other faculties for their guidance

and excellent support, at most motivation, valuable advice and more

encouragement.

I am very happy to convey my sincere thanks to my friends. And I am

very much grateful to my guidance that provided valuable instructions,

advice and helps for this project, deserve my thanks


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Contents

CONTENTS

List of tables

List of figures

Chapter Particulars Page No.

I

Introduction

1.1 Objectives of the study

1.2 Scope of study

1.3 Limitations


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II Company profile

III

Research methodology

3.1 Research

3.2 Research design

3.3 Collection of data

3.4 Techniques for data

3.5 Tools used

3.6 Sample size

IV Analysis and interpretation

V Findings,suggesstions and conclusion

Bibliography

Annexure


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List of tables

LIST OF TABLES

Sl.No. Title Page No.

1 The table showing gender of the employers in the organization

2 The table showing Age of employers in the organization

3 The table showing marriage statuses of the employers in the organization

4 The table showing designation of the employers in the organization

5 The table showing years of experience of employees in the organization

6 The table showing Individual income/month of the employees in the

organization

7 The table showing Satisfaction of Income in employees

8 The table showing employees feel about the recognition


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9 The table showing the employees feel about the welfare measure

10 The table showing the employees feel about the job security

11 The table showing the enthusiastic your work

12 The table showing the training program

13 The table showing the decision making process

14 The table showing The work load In workplace

15 The table showing the relationship between colleagues

16 The table showing the adequate support from superiors

17 The table showing the organization environment

18 The table showing the attachment to the company

19 The table showing the communication to the management

20 The table showing the social responsibility of the company

21 The table showing the social image regard to companys name


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List of

figures

LIST OF FIGURES

Sl.No. Title Page No.

1 The chart showing gender of The employers in the organization

2 The chart showing age of employers in the organization

3 The chart showing Marriage statuses of the employers in the organization

4 The chart showing designation of the employers in the organization

5 The chart showing years of experience of employees in the organization

6 The chart showing Individual income/month of the employees in the

organization

7 The chart showing Satisfaction of Income in employees

8 The chart showing employees feel about the recognition

9 The chart showing the employees feel about the welfare measure


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10 The chart showing the employees feel about the job security

11 The chart showing the enthusiastic your work

12 The chart showing the training program

13 The chart showing the decision making process

14 The chart showing the work load in workplace

15 The chart showing the relationship between colleagues

16 The chart showing the adequate support from superiors

17 The chart showing the organization environment

18 The chart showing the attachment to the company

19 The chart showing the communication to the management

20 The chart showing the social responsibility of the company

21 The chart showing the social image regard to companys name


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Chapter I

Introduction

1.1 INTRODUCTION

Job Satisfaction is the favorableness or un-favorableness with which the

employee views his work. It expresses the amount of agreement between

ones expectation of the job and the rewards that the job provides. Job

Satisfaction is a part of life satisfaction. The nature of ones environment

of job is an important part of lifes Job Satisfaction influences ones

general life satisfaction.

Job Satisfaction, thus, is the result of various attitudes possessed by an

employee. In a narrow sense, these attitudes are related to the job under

condition with such specific factors such as wages. Supervisors of

employment, conditions of work, social relation on the job, prompt

settlement of grievances and fair treatment by employer.


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However, more comprehensive approach requires that many factors are

to be included before a complete understanding of job satisfaction can be

obtained. Such factors as employees age, health temperature, desire and

level of aspiration should be considered. Further his family relationship,

Social status, recreational outlets, activity in the organizations etc.

Contribute ultimately to job satisfaction

Definitions of job satisfaction

There are a plethora of definitions of job satisfaction, some of which are

contradictory in nature. Specter (1997) refers to job satisfaction in terms

of how people feel about their jobs and different aspects of their jobs.

Ellickson and Logsdon (2002) support this view by defining job

satisfaction as the extent to which employees like their work.

Schermerhorn (1993) defines job satisfaction as an affective or emotional

response towards various aspects of an employees work. The author

emphasizes that likely causes of job satisfaction include status,

supervision, co-worker relationships, job content, remuneration and

extrinsic rewards, promotion and physical conditions of the work

environment, as well as organizational structure.

Similarly, Mc Namarari (n.d.) points out that job satisfaction refers to an

individuals feeling or state of mind giving heed to the nature of the

individuals work. The author further explains that job satisfaction can be

influenced by a diversity of job dimensions, inter alia, the quality of the

employees relationship with their Supervisor, the status of the physical

environment in which the individual works, Degree of full filament in

work.


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In direct contrast, Rue and Byers (1992) refer to job satisfaction as an

individuals mental state about the job. Robbins et al. (2003) add that an

individual with high job satisfaction will display a positive attitude

towards their job, and the individual who is dissatisfied will have a

negative attitude about the job. This definition is expanded by Greenberg

and Baron (1995) who define job satisfaction as an individuals cognitive,

affective and evaluative reactions toward their jobs.

According to Coster (1992 cited in Sempane, Rieger & Roodt, 2002), the

work Sempane et al., 2002) conclude job satisfaction is an individuals

personal assessment of conditions prevalent in the job, thus evaluation

occurs on the basis of factors, which they regard as important to them.

Determinants of Job Satisfaction:

There are various personal and organizational factors that influence job

satisfaction. The age of a person does have its influence on his level of

job satisfaction. People that are young usually have higher level of job

satisfaction provided they rightly choose their career. Those in their

twenties or thirties are energetic and have the stamina to work hard and

derive pleasure out of their work. As a person gets older, he gets tired

physically and mentally. Further, he reaches the saturation point at this

stage and the work, usually, does not give him the pleasure it gave earlier.


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OBJECTIVES OF THE STUDY1.2 Objectives of the study

PRIMARY OBJECTIVES

To assess the job satisfaction level of employees in Malabarcements Ltd

To identify the factors which influence the job satisfaction ofemployees?

SECONDARY OBJECTIVES

To identify the factor this improves the satisfaction level ofemployees.

To know the employee satisfaction towards the facilities. To offer valuable suggestions to improve the satisfaction level of

employees


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SCOPE OF THE STUDY

1.3 Scope of the study

To identify the employees level of satisfaction upon that job. This study is helpful to that organization for conducting further

research.

It is helpful to identify the employers level of satisfaction towardswelfare measure.

This study is helpful to the organization for identifying the area ofdissatisfaction of job of the employees


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LIMITATIONS OF STUDY


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1.4 Limitations of study

The data was collected through questionnaire. The responds fromthe respondents may not be accurate.57

The sample taken for the study was only 125 and the results drawnmay not be accurate

Since the organization has strict control, it acts as another barrierfor getting data.

Lack of experience of Researcher


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Chapter ii

Company profile

2.1 Company profile

Malabar Cements Ltd., a fully owned Govt. of Kerala Undertaking, issynonymous with superior quality cements, vouched by customers spread


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across the state of Kerala. The Company was incorporated in April 1978

and commenced production in April 1984 at its Walayar plant. At

Malabar Cements, product improvement is not just a one-time strategy

for boosting sales, rather a quest of excellence.

Perfecting the product quality is everybody's concern here. Our

distinction begins with scientifically selecting the best raw materials for

clinker. Stringent quality control is exercised right from pre-blending raw

materials, linearization, clinker grinding, and finally to cement packing.

Malabar Cements contributes to the developmental activities of the Stateby supplying the basic construction material. Only Malabar Cements can

supply its cement, 'factory fresh', without any deterioration in the original

strength either due to moisture or humidity, within 12 hrs anywhere in

Kerala. With a production capacity of 4.2 lakh tons of cement perineum,

the unit at Walayar is the largest. As part of expansion programmed, it

has commissioned a 2.0 lakh tons clinker-grinding unit at Chartable in

Alappuzha district in August 2003. Thus the total installed capacity of

MCL is 6.2 lakh tons. MCL is the first public sector company to receive

ISO Certification & to win the National Award for best achievement in

Energy Conservation. Till date, MCL has experienced no loss of

production due to labor unrest. In just over 15 years of commissioning,

Malabar Cements has been able to meet about 10% of total cement

consumption in Kerala. With the expansion plans in progress, the figures

are sure to rise further.

Vision & Mission

Vision


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To help in building a better habitable Kerala by providing best solution in

the field of constructions

Mission

TO provide quality products& services of the public through effective

intervention in the market

Company Policy

Manufacture and sell best quality cement at affordable price to general

public of the state and to be an important part in the socio economic

development of the state

Quality Policy

To identify various group of customers serviced by him To understand their respective need and desire either stated or not

stated

To ensure best possible quality in product and services To meet and exceed their expectation

History

Cement is a necessary constituent of infrastructure development and a

key raw material for the construction industry. As late as the 70s, the

State of Kerala was virtually starving for cement. The state lacked a

Portland cement factory in either private or government Sector. In 1961-


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62, the Geological Survey of India located a limestone deposit in the

Pandered valley of the Walayar region on the northern side of the

Palakkad gap. Located in dense forest area, the hilly terrain was required

heavy investment to mine. The State Govt. ventured to put up a cement

factory in the region

The feasibility study conducted revealed that the construction of a 1200

tad dry process cement plant using the Pandered limestone is feasible.

KSIDC obtained an Industrial License for the manufacture of cement in

November 1976 and decided to go ahead with the project and formed

Malabar Cements Limited to set up, own and operate the proposed

cement plant. The plant was successfully commissioned in 1984 and the

commercial cementationstartedon1984

Now, The Company is all equipped to set precedence among public

sector units in the state. The launch of two Superior quality products

under the brand name Malabar Super and Malabar Classic, in the year

1994-95 gave a boost to the market presence. Various modifications

carried out since 1995 have improved production and productivity of

Malabar Cements. A 2.5 MW multi-fuel power plant was commissioned

in June 1998 to complement 25% of the total power requirement for the

Walayar plant operations. As part of expansion, the company has

commissioned a 600 tpd Grinding Unit at Cherthala in August 2003. The

modernization of Cement Mill, completed in December 2004, helped to

increase the cement production

Growth Story

Feasibility Study for a cement plant at Walayar. - 1975 Industrial License for the manufacture of Cement - 1976 Date of Incorporation of Malabar Cements - 1978


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Commencement of mining activities - 1981 Commissioning of Walayar Plant - 1984 Commencement of clinker production - 1984 Commercial Cement Production started - 1984 43-grade OPC cementMalabar Super launched - 1994 New product: Malabar Classic launched 1994 Obtained ISO:9002 Certification, first PSU in Kerala to secure this

certification-1996

Installation of 2.5 MW multi-fuel power gen. set - 1998 Introduction of Malabar Aiswarya brand - 2003 Commissioned of 600 tpd cement grinding unit at cherthsls-2003 Modernization of Cement Mill to close circuiting - 2005 Introduced ERP system for integrated operation of all functional

areas.2007

Switched very to Quality Certification ISO : 9001 :20082010

Board of Directors of Malabar Cements

Chairman Sri T.Balakrishnan I AS (Retd.)

Managing Director Sri K. Padmakumar


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Certifications and Achievements

ISO Certification

IS/ISO 9002: 1994 certification obtained in November 1996. FirstPSU to secure this certification.

Switched over to the revised standard ISO 9001: 2000 in Aug2003. Switched over to Quality Certification ISO : 9001 :2008 in 2010

MCL Product Range

OTHER BOARD DIRECTORS

Sri M. Gireesh Kumar, IAS Finance Dept ., Govt of Kerala

Sri. T.K Mohanachandran General Manager, DIC Palakkad

Sri Elias George Special Commissioner, Newdelhi.


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Malabar Cements uses the state of the art, dry process technology for the

manufacturing of super quality cement and the quality is much above the

national standards. For Various applications, the company has three

brands via"Malabar Super" "Malabar Aiswarya" "Malabar Classic"

1.Malabar SuperA fabulous product in every sense: Super in strength, Wonderful in

workability, Incredible in aging,

Implausible in durability and Fantastic in strength gain an amazing

performer

Tests carried out by Bureau of Indian Standards have established

unshakeable credentials of Malabar Super. Super strength accelerates

setting time and fine finish. Malabar super is superior in strength to

ordinary '43' grade cement. It attains the 28 days' strength required as

per IS in just 7 days time. Not only that, the strength attained in 28

days time is about 50 percent more than the IS specification. The

amazing strength of Malabar Super arises from its unequalled particle

fineness, 33 percent more than the IS specification and consistency in

composition, made so by computerized process control system.

2. Malabar ClassicSuperior in its class of cements, it offers better setting properties delayed

initial set and early final set offering more working time and reduced

observation time.

Structures achieve excellent dimensional stability with the heat resistant

properties of MALABAR CLASSIC. It also reduces heat generation

during hydration, making it a better workable finished product absolutely

reliable. The extra fineness welded into it allows MALABAR CLASSIC


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better coverage and finish in wall and roof plastering this in turn, reduces

paintconsumption.

3. Malabar AiswaryaBrings prosperity in many ways. It increases the life of your structures by

safeguarding against soleplate

Attack. Aiswarya offers high quality at reduced price.

Aiswarya generates less heat of hydration, reduces the formation of

getting cracks. This product is best studied for constructions in soil and

water with excess alkali metals, sulphates, alumina, iron and acidic

waters. To obtain the best quality cement, only glassy granulated slag is

used for product manufacturing. With very low magnesium oxide content

this provides shape stability for concrete structures.

Plant & Factory Details

The Geological Survey of India had identified a cement grade limestone

deposit in the Walayar reserve forest way back in 1961-62. The Mineral

Exploration Corporation Limited confirmed its efficacy.

Malabar Cements Ltd., fully by the Government of Kerala, is the only

Portland cement manufacturer in Kerala. The company was incorporated

in April 1978 and commenced commercial production in 1984 with

capital outlay of Rs. 680 million and paid up equity capital of Rs. 260

million. The 1200 TPD plant at Walayar has continuously registered

profit year after year.

The company has upgraded the plant with state-of-the-art technologies

through the years. After the inception and in line with technological


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developments, company has carried out lot of modifications in the system

for minimizing energy consumption, Pollution control measures, process

modifications etc. Some of the salient features of the plants are listed

below:

Limestone reserve of about 10 million tons. Modern 110 TPH Closed Circuit Cement Mill. Strict Quality Control system to ensure quality of the product. Most modern Instrumentation & Control system for efficient process

engineering.

Modern dry process manufacturing technology with four-stagesuspension pre heater system.

Elaborate pollution control system to meet pollution control standards.

Human Resources

MCL moves with a workforce of around 900+ dedicated and highly

skilled personnel. As part of the commitment towards the society, MCL

plays a very important role in generating employment for the general

public. And, as a result, more than three thousand families depended on

MCL indirectly, for their livelihood.

Manpower in MCL as on Jan2011


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Category Plant Mines CGU Total

Managerial 89 17 4 110

Non Managerial 495 301 5 801

Total 584 318 9 911

Social Welfare

Every industrial establishment especially profit making Public Sector

Undertakings have major role in the social enlistment of surrounding

population and Malabar Cements Limited is fulfilling it in a unique

way.

NADUPATHY TRIBAL COLONYThe company has adopted the tribal school in the Nadupathy Colony for

the total up liftmen of the tribal community

CORPORATE SOCIAL RESPONSIBILITYStreet light with electrical connection from the company line is

provided through NH from Chandrapuram Check post to Township

covering around 3 km

SPECIAL BLOCK AT MEDICAL COLLAGEA block was at Calicut Medical College was renovated by MCL in the

year 2010

A FORESTATION IN MINESAs part of our commitment to the mother earth we have implemented an

A forestation Programmed in our Mines


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Labor Welfare

It can be undoubtedly stated that our company is providing numerous

measures both statutory and non-statutory when compared to

neighboring industries as well as other Public Sector Undertakings in

the State. Here in the gist of welfare measures provided by the

company

CANTEENFull-fledged round the clock canteen facilities are provided in plant

and mines for employees on duty. These provide food at subsidized

rates

MEDICAL CENTRE AND AMBULANCEA full-fledged Medical Centre with two bed facility is situated in

Township for the benefit of employees and their dependent family

members and the treatment & medicine are provided free of cost. The

services are rendered by two Medical Officers. Apart from Medical

Centre one Ambulance each is provided at the Plant and Mines for

meeting emergency medical assistance of the employees.

COMPLIMENTS & GIFTSAnnual gifts are distributed among all employees in appreciation of their

efforts in writing home good profit. During the last two years, 4 gms

Gold Coin was issued to each employee as annual gift while a gold coin

of 8 gms was gifted to each of the employees retiring on superannuation.

Employees completing 25 years of regular services in the company were

given 10 gms Gold Coin. Gifts are also given away to employees

annually in connection with Safety Day Celebrations.


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SCHOOL/FESTIVAL ADVANCEInterest free recoverable advances are paid to all employees in connection

with Onam festival and School re-opening. In addition to this festival

advance is also paid

WELFARE FUNDA welfare fund constituted by the company lends a helping hand to needy

employees at times of financial crises. The Governing committee consists

of Management as well as elected representatives of the workmen.

Apart from financial assistance for treatment of specified diseases,

retirement benefit, death benefit etc., the fund is also linked with Group

Medical Insurance through which members and their dependents can

avail cashless facility/ reimbursement for inpatient treatment. In the case

of death, dependent benefit is also paid

CEMENT AT SUBSIDY RATECement at subsidy rate is provided to employees who have completed10 years of regular service, on request. On superannuation, employees

are offered a cement agency subject to the rules and regulations

applicable.

CONVEYANCEConveyance facility on the WalayarPalakkad route is provided for the

employees for there to and fro journey to attend duty. Free conveyance is

also provided to school/ college going children of employees from

township to Palakkad.

COMPASSIONATE EMPLOYMENTSCHEMEThis scheme provides employment in the company to the dependent of

the employees die while in service.


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News & Announcements

The Saga of Success Continues...

Posted on 27-Jul-2011

Malabar Cements Ltd has made historical achievements in allareas for the year 2010-11. The company has made a record

profit of Rs.51.23 Cr during the fin year 2010-11 as against

Rs.30.31Cr. last year

The Capacity Utilization of the company also reached an all-time high

of138.5% during 2010-11, which is much above the international

standards. The turnover of the company also touched new heights of

Rs.278.93 Cr.


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Chapteriii

Research methodology

3.1 RESEARCH METHODOLOGY

Depending on the nature of the study, the researcher has

followed survey method based on random sampling method. Research

methodology is the science of studying how is done scientifically and in


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systematic manner. Research can be defined as systematic and purposing

the Cause and effect relationship between two or more phenomenon.

3.2 RESEARCH

Research in common parlance refers to a search for knowledge. In

fact, research is an art of scientific investigation. The Advanced Learners

dictionary of current English lays down the meaning of research as a

careful investigation or inquiry especially through search for new facts in

any branch of knowledge. Redman and Mary define research as a

systemized effort to Gain new knowledge.

Research is an academic activity and as such the term should be

used in a technical sense. According to Clifford Woody research

comprises defining and redefining problems, formulating hypothesis or

suggested solutions ;collecting,organizing,evaluatin data; making

deductions and reaching conclusions to determine whether they fit the

formulating hypothesis.D.Slesinger and M Stephenson in the

encyclopedia of social sciences define research as the manipulation of

things, concepts or symbols for the purpose of generalizing to extend,

correct or verify knowledge, whether that knowledge aids in construction

of theory or in the practice of an art.

3.3 DATA COLLECTION

The task of data collection begins after the research problem has been

defined and research design chalked out. While deciding the method of

data collection to be used for the study, the researcher should keep in

mind two types of data viz. Primary and secondary data.

Primary Data:


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The primary data are those, which are collected afresh and for the first

time and thus happen to be original in character. The primary data were

collected through well-designed and structured questionnaires based on

the objectives.

Secondary Data:

The secondary data are those, which have already been collected by

someone else and passed through statistical process. The secondary data

required of the research was collected through various newspapers, and

Internet etc.

Pilot survey:

Pilot survey was conducted with the employees of the organization is

helped the researcher to have incite to the strength and weakness of

questionnaires. The resold pilot survey suggestion obtained from

experience employees uncertain changes were made the questionnaires

pilot survey also enable the researcher would take time and administrator

the questionnaires.

3.4 RESEARCH DESIGN

The study is descriptive and conducted through survey method

using will framed Questionnaire. The Questionnaire is a structure one.

Administrated up on the selected respondent.

3.5 TECHNIQUES FOR DATA COLLECTION


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The necessary data were collected through structured

Questionnaire

And Interviews with employees.

3.6 GRAPHICAL TOOL USED

In the research graphical tool used for presentation of data is bar

Charts.

3.7 TOOLS USEDSIMPLE PERCENTAGE

Simple percentage method is used for analysis interpretation

according to simple percentage method. The total number of respondent

before divides the number of persons favoring.

Number of persons favouring *100

Total number of respondent

CHI- SQUARE TEST

The chi -square test is used to test whether there is a

significant difference between the observed number of responses in each

category and the expected number of responses for such category under

the assumptions of null hypothesis.In other words the objective is to find

out how well the distribution of observed frequencies Ofit the

distribution of expected frequencies E.Hence this test is also called

goodness of fit test.


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The random variable whose sampling distribution is

approximated by chisquare distribution is given by

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

The calculated value of chi-square is then compared with the

critical value of chi-square from the table with a pre-established value at

the level of significance and the given degree of freedom.

3.7 SAMPLE SIZE

Number of persons favoring *150

Total number of respondent *125


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Chapter IV

Analysis and

interpretation

4.1 DATA ANALYSES AND INTERPRETTATION

Personal Factors Contributing To Job Satisfaction

Table no 1

The table showing Gender of the Employers in the organization.

SI NO SEX NO PERCENTAGE

1 Male 105 84%


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2 Female 20 16%

Total 125 100%

INFERENCE

From the above table its clear 84% of employees are male and only 16%

of employees are female.

In the organization male employees are more.

Chart no 1

The Chart showing Gender of the Employers in the organization .

Table no 2

The table showing age of employers in the organization.

SI NO AGE NO PERCENTAGE

1 Above 30 45 66%

2 Below30 80 34%

Total 125 100%

0%

20%

40%

60%

80%

100%

Male Female


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INFERENCE

From the above table its clear 66% of employees are above 30 years old

rest34% of employees is below 30 years old.

Most of the employers are working in the organization are above 30 years

old.

Chart no 2

The chart showing age of employers in the organization.

Table no 3

The table showing marriage statuses of the employers in the

organization.

SI NO MARRIAGE STATUS NO PERCENTAGE

1 Marriage 88 70%

2 Not marriage 37 30%

Total 125 100%

INFERENCE

0%

10%

20%

30%

40%

50%

60%

70%


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From the above table its clear 70% of employees are marriage rest 30%

of employees are not marriage.

Most of the employers are marriage.

Chart no 3

The chart showing marriage statuses of the employers in the

organization

Table no 4

The table showing designation of the employers in the organization

SI NO DESIGNATION NO PERCENTAGE

1 Officers 52 42%

2 Workers 73 58%

Total 125 100%

INFERENCE

From the above table its clearonly 42% of employees are officers rest

58% of employees are workers

0%

10%

20%

30%

40%

50%

60%

70%

80%

Marriage Not marriage


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Most of the employers are workers in the organization

Chart no 4

The chart showing designation of the employers in the organization

Table no 5

The table showing years of experience of employees in the

organization

SI NO YEARS OF EXPERIENCE NO PERCENTAGE

1 Above 10 80 64%

2 Below 10 45 46%

Total 125 100%

INFERENCE

From the above table its clear 64% of employees are above10 years of

experience rest 46% of employees are below 10 years of experience

Most of the employers are well experienced

0

10

20

30

40

50

60

70

Officers Workers


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Chart no 5

The chart showing years of experience of employees in the

organization

Table no 6

The table showing Individual income/month of the employees in the

organization

INFERENCE

From the above table its clear 64% of employees are get individual

income above 10000 rest 46% of employees are get individual income

above 10000

0%

10%

20%

30%

40%

50%

60%

70%

Above 10 Below 10

SI NO INDIVIDUAL INCOME NO PERCENTAGE

1 Above 10000 80 66%

2 Below 10000 45 44%

Total 125 100%


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Most of the employers are get individual income above 10000

Chart no 6

The table showing Individual income/month of the employees in the

organization

Per

son

al

Fac

tor

s Contributing To Job Satisfaction

Table no 7

The table showing Satisfaction of Income in employees

SI NO STISFACTION OF INCOME NO PERCENTAGE

1 Highly Satisfy 5 4%

2 Satisfy 65 52%

3 Neutral 30 24%

0%

10%

20%

30%

40%

50%

60%

70%

Above 10000 Below 10000


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4 Dissatisfy 20 16%

5 Highly Dissatisfy 5 4%

Total 125 100%

INFERENCE

From the above table its clear 4% of the employees are highly satisfy

their income 52% of the employees are satisfy their income,24% of the

employees are neutral their opinion,16% of the employees are dissatisfy

their income,4% of the employees are highly dissatisfy their income.

56% of the employers are satisfy their income only 20% of the employers

are dissatisfy there income rest 24% of the employers neutral their

opinion

Average no of the employers are satisfy their own income.

Chart no 7

The table showing Satisfaction of Income in employees


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Table no 8

The table showing employees feel about the recognition

SI NO FEEL ABOUT THE RECOGNITION NO PERCENTAGE


0%

10%

20%

30%

40%

50%

60%

Highly Satisfy Satisfy Neutral Dissatisfy Highly Dissatisfy


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2 Satisfy 85 68%

3 Neutral 10 8%

4 Dissatisfy 25 20%


Total 125 100%

INFERENCE


their Recognition, 68% of the employees are satisfy their

Recognition,8% of the employees are neutral their opinion,16% of the

employees are dissatisfy their Recognition,4% of the employees are

highly dissatisfy their Recognition.

68% of the employers are satisfy their Recognition only 20% of the

employers are dissatisfy there Recognition rest 8% of the employers

neutral their opinion

Average no of the employers are satisfy their Recognitio

Chart no 8

The chart showing employees feel about the recognition


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Table no 9

The table showing the employees Feel about the Welfare Measure

SI NO FEEL ABOUT THE

WELFARE MEASURES

NO PERCENTAGE


0%

10%

20%

30%

40%

50%

60%

70%

80%



54/98

2 Satisfy 100 80%

3 Neutral 5 4%

4 Dissatisfy 15 12%


Total 125 100%

INFERENCE


their Welfare measures, 80% of the employees are satisfy their Welfare

measures,4% of the employees are neutral their opinion,12% of the

employees are dissatisfy their Welfare measures,0% of the employees are

highly dissatisfy their Welfare measures.

84% of the employers are satisfy their Welfare measures only12% of the

employers are dissatisfy there Welfare measures rest 4% of the employers


More no of employees are satisfy their Welfare measures

Chart no 9

The chart showing the employees Feel about the Welfare Measures


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Table no 10

The table showing the employees Feel about the Job Security

SI NO FEEL ABOUT THE JOB

SECURITY

NO PERCENTAGE


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%



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2 Satisfy 115 92%

3 Neutral 5 4%

4 Dissatisfy 0 0%


Total 125 100%

INFERENCE

From the above table its clear4% of the employees are highly satisfy their

Job security , 92% of the employees are satisfy their Job security,4% of

the employees are neutral their opinion,0% of the employees are

dissatisfy their Job security,0% of the employees are highly dissatisfy

their Job security.

96% of the employers are satisfy their Job security .0% of the employers

are dissatisfy their Job security rest 4% of the employers neutral their

opinion

Most of the employees are satisfy their Job security

Chart no 10

The table showing the employees Feel about the Job Security


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Workplace Factors Contributing To Job Satisfaction

Table no 11

The table showing the enthusiastic your work

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



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SI

NO

ENTHUSIASTIC

YOUR WORK

NO PERCENTAGE


2 Satisfy 105 84%

3 Neutral 10 8%

4 Dissatisfy 10 8%


Total 125 100%

INFERENCE


Job Enthusiastic , 84% of the employees are satisfy their Job

Enthusiastic,8% of the employees are neutral their opinion,8% of the

employees are dissatisfy their Job Enthusiastic,0% of the employees are

highly dissatisfy their Job Enthusiastic.

84% of the employers are satisfy their Job Enthusiastic .8% of the

employers are dissatisfy their Job Enthusiastic rest 8% of the employers


Most of the employees are satisfy their Job Enthusiastic

Chart no 11

The chart showing the enthusiastic your work


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Table no 12

The table showing the training program

SI

NO

TRAINING PROGRAM NO PERCENTAGE


2 Satisfy 75 60%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%



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3 Neutral 45 36%

4 Dissatisfy 5 4%


Total 125 100%

INFERENCE

From the above table its clear0% of the employees are highly satisfy theirTraining Program , 60% of the employees are satisfy their Training

Program,36% of the employees are neutral their opinion,4% of the

employees are dissatisfy their Training Program,0% of the employees are

highly dissatisfy their Training Program.

60% of the employers are satisfy their Training Program .4% of the

employers are dissatisfy their Training Program rest 36% of the

employers neutral their opinion

Average no of the employees are satisfy their Training Program

Chart no 12

The chart showing the training program


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Table no 13

Table showing the decision making process

SI NO DECISION MAKING NO PERCENTAGE


0%

10%

20%

30%

40%

50%

60%

70%



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2 Satisfy 65 52%

3 Neutral 60 48%

4 Dissatisfy 0 0%


Total 125 100%

INFERENCE


Decision Making , 52% of the employees are satisfy their Decision

Making,48% of the employees are neutral their opinion,0% of the

employees are dissatisfy their Decision Making,0% of the employees are

highly dissatisfy their Decision Making.

52% of the employers are satisfy their Decision Making .0% of the

employers are dissatisfy their Decision Making rest 48% of the employers


Average no of the employees are satisfy their Decision Making

Chart no 13

The chart showing the decision making process


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Table no 14

The table showing The work load In workplace

0%

10%

20%

30%

40%

50%

60%



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SI NO WORK LOAD NO PERCENTAGE


2 Satisfy 100 80%

3 Neutral 5 4%

4 Dissatisfy 15 12%


Total 125 100%

INFERENCE


Work load , 80% of the employees are satisfy their Work load,4% of the

employees are neutral their opinion,12% of the employees are dissatisfy

their Work load,0% of the employees are highly dissatisfy their Work

load.

84% of the employers are satisfy their Work load.12% of the employers

are dissatisfy their Work load rest 4% of the employers neutral their

opinion

Most of the employees are satisfy their Work load

Chart no 14

14.The chart showing the work load in workplace


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Table no 15

The table showing the relationship between colleagues

SI NO RELATIONSHIP OF

COLLEAGUES

NO PERCENTAGE

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%



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2 Satisfy 105 84%

3 Neutral 5 4%

4 Dissatisfy 0 0%


Total 125 100%

INFERENCE

From the above table its clear12% of the employees are highly satisfy

their Relationship between Colleagues,84% of the employees are satisfy

their Relationship between Colleagues,4% of the employees are neutral

their opinion,0% of the employees are dissatisfy their Relationship

between Colleagues,0% of the employees are highly dissatisfy their

Relationship between Colleagues.

96% of the employers are satisfy their Relationship between

Colleagues.0% of the employers are dissatisfy their Relationship between

Colleagues rest 4% of the employers neutral their opinion

Most of the employees are satisfy their Relationship between

Colleagues

Chart no 15The chart showing the relationship between colleagues


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0%

10%

20%

30%

40%

50%

60%

70%

80%

90%



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Table no 16

The table showing the adequate support from superiors

SI NO SUPPORT OF

SUPERIORS

NO PERCENTAGE


2 Satisfy 120 96%

3 Neutral 5 4%

4 Dissatisfy 0 0%


Total 125 100%

INFERENCE


Support of superiors,96% of the employees are satisfy their Support of


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superiors,4% of the employees are neutral their opinion,0% of the

employees are dissatisfy their Support of superiors,0% of the employees

are highly dissatisfy their Support of superiors.

96% of the employers are satisfy their Support of superiors.0% of the

employers are dissatisfy their Support of superiors rest 4% of the


Most of the employees are satisfy their Support of superiors

Chart no 16

The chart showing the adequate support from superiors


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Organizational Factors Contributing To Job Satisfaction

Table no 17

The table showing the organization environment

SI NO ORGANIZATION

ENVIRONMENT

NO PERCENTAGE

0%

20%

40%

60%

80%

100%

120%



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2 Satisfy 95 76%

3 Neutral 10 8%

4 Dissatisfy 15 12%


Total 125 100%

INFERENCE


Organization Environment,76% of the employees are satisfy their

Organization Environment,8% of the employees are neutral their

opinion,12% of the employees are dissatisfy their Organization

Environment,0% of the employees are highly dissatisfy their

Organization Environment.

80% of the employers are satisfy their Organization Environment.12% of

the employers are dissatisfy their Organization Environment rest 8% of

the employers neutral their opinion

Average no of the employees are satisfy their Organization Environment

Chart no 17

The chart showing the organization environment


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Table No 18

The table showing the attachment to the company

SI NO ATTACHMENT TO

THE COMPANY

NO PERCENTAGE


2 Satisfy 95 76%

3 Neutral 10 8%

4 Dissatisfy 20 16%

0%

10%

20%

30%

40%

50%

60%

70%

80%



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Total 125 100%

INFERENCE


Organization attachment,76% of the employees are satisfy their

Organization attachment,8% of the employees are neutral their

opinion,16% of the employees are dissatisfy their Organization

attachment,0% of the employees are highly dissatisfy their Organization

attachment.

76% of the employers are satisfy their Organization attachment.16% of

the employers are dissatisfy their Organization attachment rest 0% of the


Average no of the employees are satisfy their Organization attachment

Chart no 18

The chart showing the attachment to the company


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Table No 19

The table showing the communication to the management

SI NO COMMUNICATION TO THE

MANAGEMENT

NO PERCENTAGE

0%

10%

20%

30%

40%

50%

60%

70%

80%



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2 Satisfy 95 76%

3 Neutral 30 24%

4 Dissatisfy 0 0%


Total 125 100%

INFERENCE


Communication of Management,76% of the employees are satisfy their

Communication of Management,24% of the employees are neutral their

opinion,0% of the employees are dissatisfy their Communication of

Management,0% of the employees are highly dissatisfy their

Communication of Management.

76% of the employers are satisfy their Communication of

Management.0% of the employers are dissatisfy their Communication of

Management rest 24% of the employers neutral their opinion

Average no of the employees are satisfy their Communication of

Management

Chart No 19

The chart showing the communication to the management


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Society Factors Contributing To Job Satisfaction

Table No 20

The table showing the social responsibility of the company

SI NO SOCIAL RESPONSIBILITY NO PERCENTAGE


2 Satisfy 95 76%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



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3 Neutral 20 16%

4 Dissatisfy 10 8%


Total 125 100%

INFERENCE


Social Responsibility,76% of the employees are satisfy their Social

Responsibility,16% of the employees are neutral their opinion,8% of the

employees are dissatisfy their Social Responsibility,0% of the employees

are highly dissatisfy their Social Responsibility.

76% of the employers are satisfy their Social Responsibility.8% of the

employers are dissatisfy their Social Responsibility rest 16% of the


Average no of the employers are satisfy their Social Responsibility

Chart No 20

The chart showing the social responsibility of the company


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Table No 21

The table showing the social image regard to companys name

SI NO SOCIAL IMAGE NO PERCENTAGE


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



79/98


80/98

0%

10%

20%

30%

40%

50%

60%

70%

80%



81/98

Table No 22

CHI-SQUARE TEST

Chi square with Training program and Attachment to the company.

NULL HYPOTHESIS

There is no significance relationship between Training program and

Attachment to the company

0 75 45 5 0 125

0 95 10 20 0 125

0 170 55 25 0 250

Chi-square calculation

=SUM(O-E)2/E

O E =(O-E)2/E

0 0 0

75 85 1.2

45 27 12

5 12 0

0 0 0


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0 0 0

95 85 1.2

10 27 10.7

20 12 5.3

0 0 0

TOTAL 30

Calculated of chi-square = 30

Degree of freedom = (5-1)(2-1)

4*1=4

Table value at 5% of significance is 5.991

INTERPRETATION

At the 5% of level of significance, the calculated value (30) is greater

than the table value (5.991).so the hypothesis is rejected. Hence it may be

conducted that no significance association between Training program and

Attachment to the company.


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Chapter v

Findings, suggestions and

Conclusion


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FINDINGS

Average no of the employers are satisfy their own income56% of the employers are satisfy their income only 20% of the employers

are dissatisfy there income rest 24% of the employers neutral their

opinion

Average no of the employers are satisfy their Recognition68% of the employers are satisfy their Recognition only 20% of the

employers are dissatisfy there Recognition rest 8% of the employers


Most no employees are satisfy their welfare measures84% of the employers are satisfy their Welfare measures only12% of the

employers are dissatisfy there Welfare measures rest 4% of the employers


Most of the employees are satisfy their job security96% of the employers are satisfy their neutral their opinion Job security

.0% of the employers are dissatisfy their Job security rest 4% of the


Most of the employees are satisfy their job enthusiastic84% of the employers are satisfy their Job Enthusiastic .8% of the

employers are dissatisfy their Job Enthusiastic rest 8% of the employers



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Average no of the employees are satisfy their Training Program60% of the employers are satisfy their Training Program .4% of the

employers are dissatisfy their Training Program rest 36% of the


Average no of employees are satisfy their decision making52% of the employers are satisfy their Decision Making .0% of the

employers are dissatisfy their Decision Making rest 48% of the employers


Most of the employees are satisfy their work load84% of the employers are satisfy their Work load.12% of the employers

are dissatisfy their Work load rest 4% of the employers neutral their

opinion

Most ofthe employees are satisfy their Relationship between Colleagues96% of the employers are satisfy their Relationship between

Colleagues.0% of the employers are dissatisfy their Relationship between

Colleagues rest 4% of the employers neutral their opinion

Most of the employees are satisfy their Support of superiors96% of the employers are satisfy their Support of superiors.0% of the

employers are dissatisfy their Support of superiors rest 4% of the


Average no of the employees are satisfy their Organization Environment80% of the employers are satisfy their Organization Environment.12% of

the employers are dissatisfy their Organization Environment rest 8% of



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Average no of the employees are satisfy their Organization attachment76% of the employers are satisfy their Organization attachment.16% of

the employers are dissatisfy their Organization attachment rest 0% of


Average no of the employees are satisfy their Communication ofManagement

76% of the employers are satisfy their Communication of

Management.0% of the employers are dissatisfy their Communication of

Management rest 24% of the employers neutral their opinion

Average no of the employers are satisfy their Social Responsibility76% of the employers are satisfy their Social Responsibility.8% of the

employers are dissatisfy their Social Responsibility rest 16% of the


Average no of the employers are satisfy their Social Image Regard ToCompanys Name

76% of the employers are satisfy their Social Image Regard To

Companys Name.8% of the employers are dissatisfy their Social Image

Regard To Companys Name rest 16% of the employers neutral their

opinion


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Suggestions


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SUGGESIONS

The suggestions for the findings from the study are follows

Organization should give importance to communication betweenemployees and gain co-ordination through it.

Skills of the employees should be appreciated.

Better carrier development opportunities should be given to theemployees for their improvement.

.The management should take care of monitory as well as philologicalfulfilment of employees

Some of the employees are not satisfy the training program appeal toimprove training program employees woke became easy

Some of the employees are not satisfy the recognition you receive.Employees can be appointed at right person at right place


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Conclusion


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CONCLUSION

The central objective of this study was to establish the impact of variables, such

as the work itself, pay, supervision, promotion and relationships with co-

workers on employees in terms of job satisfaction at in the Malabar Cements

Ltd. A literature survey was conducted to form the theoretical premise for the

study

The study was conducted among 125 employees and collected

information through structured150 questionnaire. The study helped to

findings the job satisfaction of employees in the organization.

Analysis of data will facilitate derivation of conclusion in this section of the

report, conclusion of study are numbered and listed. The particular project a

study of job satisfaction in Malabar cement Ltd conducted for the purpose of

attaining certain objective such as work environment, labor welfare, satisfaction

regard to the job etc. for this comprehensive schedule containing some

questions were prepared. Most of the workers are fully cooperated with the data

collection. Analysis and interpretation of data revealed some interesting facts

about the job satisfaction. So the study does not end here


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Bibliography


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BIBLOGRAPHY

Book referred

1. Aswathappa K Human Resource and Personal Management, TataMcGraw Hill Publications, New Delhi, Third Edition

2.

Stephen p Robbins, Organization Behavior, Prentice-Hall, NewDelhi,1988,Ninth Edition

3. Kothari CR Research Methodology ,nee age International pvt.Ltdpublishers, Second edition

4. Abdullah, W. (2002). Human resources management: A comprehensiveguide. Cape Town: Heinemann Publishers, (Pty) Limited

5. Allen, C. (2003). Psychology today: Rank determines job satisfaction.Retrieved November 11, 2004


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Websites Referred

1. WWW.Wikepedia.com

2. WWW.hrpower.com

3. www.malabarcements.com

4. managementhelp.org

5.www.mindtools.com
http://www.wikepedia.com/http://www.wikepedia.com/http://www.hrpower.com/http://www.hrpower.com/http://www.malabarcements.com/http://www.malabarcements.com/http://www.malabarcements.com/http://www.hrpower.com/http://www.wikepedia.com/


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Annexure


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ANNEXURE

Questionnaire

I, Nandu Murali student of BBM, Nehru Arts and Science College Coimbatore,

am working on project JOB SATISFACTION IN MALABAR CEMENTS;

the following questions are the main instrument of my survey. So please give

your opinion up the best of your knowledge.

1. Gender:

2. Age:

3. Marriage Status :

4. Designation :

5. Years of Experience :

6. Individual income/month


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SI

NO

Personal Factors Contributing

To Job Satisfaction

Highly

Satisfy

Satisfy Neutral Dissatisfy Highly

Dissatisfy

1 Youre Opinion About The

Income You Gain.

2 You feel About The Recognition

You Receive

3 How Do You Feel About The

Welfare Measures Given By The

Company

4 What Do You Feel About The Job

Security

Workplace Factors

Contributing To Job

Satisfaction

Highly

Satisfy


Dissatisfy

5 How Enthusiastic You Feel At

Your Work

6 How Do The Training Program

Appeal To You

7 Your Participation In The

Decision Making Process

8 What Is Your Opinion About The

Work load In Your Workplace


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9 Your Relationship Between

Colleague

10 You Getting Adequate Support

From Superiors

Organizational Factors

Contributing To Job

Satisfaction

Highly

Satisfy


Dissatisfy


Organization Environment

12 The Organization Culture Induce

My Attachment To The Company


Communication With TheManagement


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Society Factors Contributing

To Job Satisfaction

Highly

Satisfy


Dissatisfy

14 What Is Your Opinion On The

Social Responsibility Of The

Company

15 The Social Image You Obtain

With Regard To The Companys

Name

A Study Job Satisfaction of Employees With

Documents

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