Chapter 1

1

Job satisfaction is an important technique used to motivate the

employees to work harder. It has often been said that "A happy employee is

the productive employee". A happy employee is generally, that

employees who is satisfied with his job. Job satisfaction is very important

because most of the people spend a major portion of their life at their work

place. Moreover, job satisfaction has it impact on the general life of the

employees also, because a satisfied employee is a contend and happy human

being. A highly satisfied worker has better physical and mental well-being.

Through it is a debatable point as to which one is the cause and which the

effect is these are correlated to each other.

Job satisfaction can be defined as the extent of positive feelings or

attitudes that individual has towards their jobs. When a person says that

he has high job satisfaction, it means that he really likes his job, feels good

about it and values his job highly.

According to EA Locke, "Job satisfaction is a pleasurable or positive

emotional state resulting from the appraisal of one's job or job

experience."

According to Keith Davis and Newstorm, Job satisfaction is the set of

favorable or unfavorable feelings with which employees view their

work

2

Scope of the study

The scope of study is very vital. not only the human resource department

can use the facts & and figures of the study but also the marketing & sales

department can benefit from the finding of the study.

Objectives of the study

To Find the satisfaction levels of the employees in Eastern condiments

(P) Ltd

To examine the factors which leads to job satisfactions & dissatisfactions

of employees working in eastern condiments ( P ) Ltd

To evaluate the effect of job satisfactions on performance of employees.

To assess the relationship between managers and employees.

RESEARCH METHODOLOGY

SAMPLING DESIGN

Respondents were selected using the convenient sampling and the data was

collected through questionnaire. Sample selected for study was 50

Data collection

Primary data: primary data was collected from employees using pre

structured questionnaire. Data was collected by direct interview.

Secondary data: It was collected through survey. This includes

information from various books journals and internet

3

Tools Analysis of data

In order to extract meaningful information from the data collected the

Data analysis and its interpretation is carried out. for the analysis of data

collected statistical and mathematical tool like percentage analysis were

used

Tools for presentation of data

The collected data was presented by various tools like graphs diagrams,

information tables charts etc.

Limitations

1. Study was confined only on the limited number of respondents.

2. The selection of the area was made on the basic of convenient

sampling so the study s from sampling defects.

3. Limited time

CHAPTERISATION

Chapter 1 - Introduction

Chapter 2 - Industry profile

Chapter 3 -company profile

Chapter 4 -Theoretical frame work

Chapter 5 - data analysis and interpretation

Chapter 6 - Findings, suggestion, Conclusion

4

Chapter 2

5

INDUSTRY PROFILE

Spice, aromatic vegetable product used as a flavoring or condiments,

normally refers to the derivatives from certain herbs like seeds,

leaves, barks, root etc .They are used for enhancing taste of the food.

The name spices is derived from the word spices, applied ,to group of

exotic food stuffs in the middle ages. Spices form was formally

applied also to pungent or aromatic food to ingredients of incense or

perform and to embalming agents. Modern usage tends to limit the

term to flavoring used in food drink, although many spices have

additional commercial uses.

E.g. As ingredients of medicines perfumes, increase and soaps.

The earliest record in India on spices in the Rig-Veda (around

6000 BC). The story of India spices dates back to 1000 years in to

past .In modern world, major trade is related to eating and spices

providing The major thrust traditionally a country of agriculture,

India leads the tread.

Spices can improve the palatability and the appeal of full diets

or spoiled food. Piquant flavors stimulate salivation and promote

digestion. Pungent spices can causes a sweating, which may even

cause a cooling sensation in tropical climates on the other hand. They

can add a sense of inner warming when present in cooked foods used

in cold climates .In India traditionally spices formed a part of a

common man’s daily food every year.

An impressive 46% of this supply comes form India. India’s

exports of spices have shown spectacular growth attaining over 50%

of the global market within a short span. The India export of spices

has crossed the 450 million us dollar mart during 1999-2000 and

6

reached 468 million us dollar. This remarkable achievement is born

of a sea change in the industry exports Indian spices have involved

into a stage of the art industry.

The India’s Share

At present India product around 25 million tones different spices

valued at approximately 3 billion in the world because of the varying

climates suitable for the spices cultivation almost all of the 25 states

and 7 union territories of India ,at least one spice grown in abundance

on country in world products as many kinds of spices as in India. In

recent years exports of Indian spices have been taking giant leaps.

India expert of spices has crossed the 450 million& mark during

1999-2000 and has reached 468 millions & the spices board of India

is the apex body for the export promotion of Indian spices. The board

has been with the India spices industry every step of the way. The

board play a far reaching and influential role as an agency for Indian

spices.

The best quality spices are powdered unique strength stringent

temperature control, using micro pulverizes ensuring that the precious

volatiles oils that give the flavor to spices are preserved. Eastern

curry powder are so pure and fresh so that use just half as much as

any other for excellent taste. Eastern curry powder export to various

country like middle east, Uk, Usa Australia and Germany. Eastern has

grown in to a favorite in Indian home has across the world. Excellent

quality and right pricing has comes the winning formulae of the

eastern group. Eastern curry powder is fast growing in to all Indian

brand with its entry into new market and the introduction of market

specify new variants.

7

Chapter 3

8

Company Profile

Eastern condiment Pvt Ltd is a well established name and Kerala’s largest

manufacturing of curry powders /spices processed and covers the market

share of 70% in Kerala. Which is one of the leading brands in south India.

Eastern is a name that will hold its own for years to come as a worth wile

manufacturer distributor and exporter of the best quality blended spice

power and spices recently, eastern condiments Pvt Ltd has a tie up with an

American Company Mc CORMIL has a given its 26% share to this foreign

Company .

HISTORY OF GROWITH

From a humble beginning, Late Mr.ME Meeran the founder of eastern

group made in to different section and trained everything thing held by his

magic touch. Mr. ME Meeran made the eastern group a strong of national

brand. Nearly 2 decades ago, group diversified in to manufacturing &

serving etc. Mr . ME Meeran began his business career as a wholesale

dealer of provision in 1969 at Adimali under the name eastern company . He

was the pioneer in purchasing provision goods bulk quantities from

Tamilnadu to eastern part of the Kerala. In 1975, he started an agency

business under the name eastern agencies at Adimaly close to his wholesale

shop . During that period , he used to take products from in and out of the

state and worked in an agency for trading . In 1983, Meeran and his 2

brothers opened a grocery retail shop at Adimali.

In 1987, they commissioned a small size curry power

manufacturing unit with 9 workers with Adimali town. Initially, The

production Was only looking Adimali market day. In the same year,

grinders were replaced by simplex pulverizes. As a result, The production

9

could be raised to 200 kg /day and natural flavor could be retained in the

powder. The unit showed scope for better prospects and the present popular

Eastern condiment Pvt limited; Chattupara Adimali was born in 1991.

The story of eastern curry power began in a small mountain

township called Adimali, where the best spices from all over India and

sourced and powdered under most stringiest conditions and packed in

consumer packs. The purity and freshness of eastern curry power made

‘Eastern’ a house hold name in India and a brand. The company exports its

protects to various countries like Middle east, Saudi Arabia ,

UAE ,USA ,UK , Australia and Germany Today eastern has grown in

favorite in India households across the work . It is Kerala, largest

manufacture market leader with a market share 70% of Kerala. Thus the

experience collected over a period of 30 years has borne fruit. Two well

equipped factories situated in the eastern high ranges of South India and

over a two million satisfied household all over the world stands are solid

evidence of its exceptional repute.

At present, eastern continents products more than 110 tones per day

employing a round 1500 works Eastern condiments has two manufacturing

unit one at Adimali (established in 1991 ) . The eastern curry power unit

comprise of eastern condiments P Ltd eastern food Adimali, Agro food

industries and eastern agencies.

10

VISION

To be the preferred supplier entering to the basic needs of the mass

markets by providing producing of outstanding value through the

adoption of global standard and innovative practice.

To be the preferred employer in the industry, We are in by providing

a challenging work environment and adding value to our people

through varied exposure and continuous education.

To be the preferred business partner of all state holders by providing

them with exemplary benefits.

MISSION

1. To achieve 1000 core by 2014 as prestigious goal of the company.

2. To provide good quality and good for the present and perspectives

customers so that company can prosper more.

3. To have continues availability of production of eastern so that where

should not be any shortage of goods in the market.

4. To give customers delight that “It is giving more than what is

expected by the customers”

COMPANY POLICIES

Our policies are to produce pickles and spices powers according to

the spices power according to the specification of the customer. This will

achieved by

1. Implementation of the food safety and hygienic practice.

2. Further we will continually improve the quality of our product by

updating the quality management system with the involvement of trained

and skilled employees.

11

3. Further we will continually improve the quality of our products by

updating quality management system based on the customer feedback.

4. The achievement eminent management made during this subsequent

years also.

5. HAD concept fully implemented

6. Quality circle formed and working effectively and TWM implemented.

MANAGEMENT AND ADMINISTRATION

Eastern group is managed by a team of proffcessional and family

members. From the very beginning Late M.r M.E. MEERAN has been the

chairman and manager of the company. It has been taken over by Mr. Navas

Meeran. Inaddion Mr. M.E Muhammed Mr. Firoz meeran and S.M

Muhammed holds chair of directors. For administration there is a corporate

office at Ernakulam.

As head of administration there is chairman and below

that vice chairman. The company started functioning only with

25employees. Now it is growth to more than 2500empoyees, they are

working with one heart and soul for the achievement of the organization.

Mr. Nabeesa meeran playing a key role behind the success of the Eastern

group , she has been T he manager of Eastern Newton Public School,

Adimali.

12

ACTIVITES

1. Eastern is engaged in the procurement, processing, and packing and

marketing of packed spices Since 1969, eastern could capture more

than 70%of the organized market in Kerala for condiments through its

consistent and competitive strategies. Excellence in quality through

rigorous standards in procurement processing and distribution

supported . By a kind distribution network and advertisement is a

hallmark of eastern. It is a presents sight everyday to see rows of

eastern vans rushing down the spices to the market areas Kerala. The

specific factor that contribute to the outstanding growth eastern is

mainly the healthy

employer- employees and worked are toiling nurtured by the

management around 1500 employees are provided with a pension

scheme called super innovation scheme, Medical claim policy,

uniform, footwear, good working conditions, and canteen facility.

THE EASTERN GOURP OF COMPANIES

Eastern condiments pvt ltd

Eastern treads ltd

Eastern mattresses

Eastern clothing company

Eastern aqua mineral water

Eastern Newton public school

Eastea

13

Eastern condiments pvt limited

The company has provided consumers with consistently high quality powers

and blends. Eastern condiments operates from two modern factories situated

in the Western Ghate of South India.

Natural spices powers

Eastern turmeric powers.

Eastern chilly powers.

Eastern black pepper powers.

Eastern curry powers.

2. Eastern Aqua Minerals

Eastern aqua mineral, are recently launched company was set up in the

year 2000,and the packing of drinking water is located in the Kaladi, Kerala,

easteran packaged drinking water for considering a millions of people purity

standard, high quality with control 12sb testing facilities and export

supervision ensures a quality product of international ,eastern packaged

drinking water for looking the common people and also have an attractive

prize also.

3. Eastern treads ltd

Eastern retreads ltd was set up in 1993 is engaged in retreading of tries,

the factory is located at Vzhakulam, thodupuzha in kerala is equppied with

hold and cold retreading process, eastern tread ltd is an iso 9000-2000

certified company and it entered into the industry in the year 1986 and the

eastern treads manufacture conventional treads and the company firstly

14

started at a private ltd company and it was changed in a public ltd company

and also the company went for public issue and the shares listed in Indian

stock exchange. The annual turnover of the company was 12 core and the

company was located in Onnukal about 60 km from Kochi.Eastern treads is

managed by Mr. Navas Meeran,he was the youngest person and he has a

vision for the development of and he has 12 years prinor experience in the

industry. Eastern treads design produced suit tyres for all types of vehicles

from heavy trucks to passenger cars. It is not only a cost effective products

but also they are dependable ,reliable and safe.

4. Eastern mattresses pvt ltd

Sunidra rubberized coir mattress

Eastern mattresses pvt ltd was set up in 1990 to manufacture rubberized

coir mattresses with a state of the art factory in Thodupuzha,The company

manufactor and the company producess world class mattresses.

5) Eastern clothing company

King Richard , brand of men’s near from the eastern clothing company was

set up in 1999,Eastern clothing company targeted the men in the world and

this brand targeted the middle class people .King Richard include all the

new friends of colour combinations ,design ,fashions of shirts trousers with

a view to meet the aspirations of the working class with a quality ready wear

at reasonable price in international styles.The company produced more than

15000 shirts per month.It was the production capacity of the factory.

15

6) Eastern Newton public school

The eastern newton public school is managed by Mrs Nabeesa Meeran.The

eastern newton public school situated at Adimali,Idukki distric,Kerala.This

ensures high quality education from kinder garden to primary levels with

CBSE syllabus providing all the resedential facilities and highly trained

facilities to the thousands of families residing the hills of idukki district

kerala.The school tries to develop the students and they provide better play

ground for the children.

7) Eastea

In recent time,The company launched a new product East Tea from

its product line.Taste strength in every sip,eastea-premium blended tea,from

eastren has just entered the market with its signature promise of taste and

strength.

The Track Records

Eastern curry powder is a fast growing industry and an Iso 2005-

2006.It show a growth rate of 35%-40% of the products are exported to

UK,Middle east,USA,Australia and Germany.Now the company has Iso

22000 certified for the world wide recognized certificate for food product.

The success of the company is a story of hard work and commitment of

quality besides bringing good products available to the common at high

prices.

Strict qualifying parameters are applied regular laboratory testing.

The stress on hygienic accelerated by strict produces such as stream

sterilization etc. Eastern group of company is a group with diverse interest

and world leader in India spices. Eastern has ventured into various like tyre

16

retread Mattress, Garments, Packaged food, Mineral water and public

school has many more projects in its vision.

Certifications

Eastern has got several quality certifications and accreditations

including the HACCP and Iso 22000 Iso 22000:2005 in India. Eastern was

the first company to get Iso 22000 certifications issued by food cost BV

Netherland and accreted by RVA The first body in the for safety

accreditations. It is Hazard Analysis critical point certifications.

Eastern is the first company in India and second in Asia to get the Iso

22000 for food safety in September 2005.

Awards

The company has won “FACAT MKK Nair Memorial productivity

Awards” for the year 1995-1996.

Eastern was conferred the prestigious award for outstanding export

performance from the government of India since consecutive year

from 1997-1998 to 2001-2002.

Eastern is one among the few units which posess the spices logo the

official seal and approved by spices board for quality excellence in

2006.

Eastern has won several awards from spices noard of India for their

excellence and outstanding exporting performation in the period

1999-2005

Eastern in the first company in India to get Iso 22000(Food safety

managed) and accredited by RVA the first body in the world food

safety accreditation.

Product profile-

17

India is considered to be the home of spices. Spices play a very vital role in

our national economy. The purity and freshness of Indian spices and spices

powders has made it a favorites in India& all over the world. Spices are

used in many countries as flavoring agents. They improve the flavor

acceptability of cooked food and make them more delicious. Eastern

condiments pvt Ltd, have verities of spices, curry powders and pickles in its

product mix. The purity and freshness of eastern curry powders has made

eastern a house hold name and grew to be leading brand in Kerala.

Eastern curry powder popularly known as

Turmeric Powders.

Kashmeri Chilly Powders.

Coriander Powders.

Big Geeram Masala.

Pepper Powders.

Dry ginger Powers.

Methi Powders.

Blended Curry Powders.

Rasam Powder.

Sambar Powder.

Pickle Powder.

Fish Powder.

Chicken Powder.

Meat Masala.Biriyani Masala.

Kahab Masala.

Gharam Masala

Tandoori Masala.

18

Egg Curry Masala.

Pav Masala.

Kulambu Masala.

Channa Masala.

Chicken Masala.

Chat masala.

Beverages.

Coffee powder.

Eastern (Tea)

Eastern Chukka kappi.

Pickles

Mango Pickle.

Ginger Pickle.

Garlic Pickle.

Lemon Pickle.

Dates Pickles.

Prawns Pickles.

Mixed Vegetable Pickle.

Gooseberry Pickle.

Pineapple Pickle.

Carrot Pickle.

Fish Pickle.

Beetroot Pickle.

Rice Product

Rice powder.

19

Puttu podi

Appam podi.

Idly podi.

Idiyappam podi.

Dosa podi.

Chemba puttu podi.

Pathiri podi.

20

CHAPTER 4

21

JOB SATISFACTION

Job satisfaction is an important technique used to motivate the

employees to work harder. It has often been said the "A happy employee is

the productive employee". A happy employee is generally, that employees

who is satisfied with his job. Job satisfaction is very important because most of

the people spend a major portion of their life at their work place. Moreover,

job satisfaction has it impact on the general life of the employees also,

because a satisfied employee is a contend and happy human being. A highly

satisfied worker has better physical and mental well-being. Through it is a

debatable point as to which one is the cause and which the effect is these are

correlated to each other.

Job satisfaction can be defined as the extent of positive feelings or attitudes

that individual has towards their jobs. When a person says that he has high

job satisfaction, it means that he really likes his job, feels good about it and

values his job highly.

According to EA Locke, "Job satisfaction is a pleasurable or positive

emotional state resulting from the appraisal of one's job or job

experience."

According to Keith Davis and Newstorm, Job satisfaction is the set of

favorable or unfavorable feelings with which employees view their

work

22

Major Theories of Job Satisfaction

There are 3 major theories of job satisfaction

• Herzberg's Motivation - Hygiene Theory.

• Need Fulfillment Theory.

• Social Reference-Group Theory

Employees Motivation theory was proposed by Herzberg & his assistants

in 1969. On the basis of his study of 200 engineers and accountants of the

Pittsburgh area in the USA, he established that there are two separate sets of

conditions (and not one) which are responsible for the motivation &

dissatisfaction of workers. When one set of conditions (called 'motivator') is

present in the organization, workers feel motivated but its absence does not

dissatisfy them. Similarly, when another set of conditions (called hygiene

factors) is absent in the organization, the workers feel dissatisfied but its

presence does not motivate them. The two sets are unidirectional, that is, their

effect can be seen in one direction only.

According to Herzberg following factors acts as motivators :

•Achievement,

• Recognition,

• Advancement,

• Work itself,

• Possibility of growth, &

• Responsibility.

23

Hygiene factors are:

• Company policy & administration,

• Technical supervision,

• lnter-personal relations with supervisors, peers & Subordinates,

• Salary.

• Job security,

• Personal life,

• Working Conditions, &

• Status.

Herzberg used semi-structured interviews (the method is called

critical incident method). In this technique subjects were asked to describe

those events on the job which had made them extremely satisfied or

dissatisfied. Herzberg found that events which led people to extreme

satisfaction were generally characterized by 'motivators' & those which led

people to extreme dissatisfaction were generally characterized by a totally

different set of factors which were called 'hygiene factors'.

Hygiene factors are those factors which remove pain from the

environment. Hence, they are also known as job - environment or job -

context factors. Motivators are factors which result in psychological growth.

They are mostly job centered. Hence they are also known as job - content

factors.

The theory postulated that motivators and hygiene factors are

independent & absence of one does not mean presence of the other. In

pleasant situations motivators appear more frequently than hygiene factors

while their predominance 5 reversed in unpleasant situations.

24

Need Fulfillment Theory:

Under the need-fulfillment theory, it is believed that a person is satisfied

if he gets what he wants & the more he wants something or the more

important it is to him, the more satisfied he is when he gets it & the more

dissatisfied he is when he does not get it. Needs may be need for personal

achievement, social achievement & for influence.

a) Career Development Need:

Desires for career development, improvement in one's own life standards,

better education & prospects for children & desire for improving one's own

work performance.

b) Social Achievement Need:

A drive for some kind of collective success is relation to some standards of

excellence. It is indexed in terms of desires to increase overall productivity,

increased national prosperity, better life community & safety for everyone.

c) Need for influence:

Desire to influence other people & surroundings environment. In the works

Kuation, it means to have power status & being important as reflected in

initiative taking and participation in decision making.

In summary, this theory tell us that job satisfaction is a function of, or is

positively related to the degree to which one's personal & social needs are

fulfilled in the job situation.

25

Social References - Group Theory:

It takes into account the point of view & opinions of the group to

whom the individual looks for the guidance. Such groups are defined as the

'reference-group' for the individual in that they define the way in which he

should look at the world and evaluate various phenomena in the environment

(including him). It would be predicted, according to this theory that if a job

meets the interest, desires and requirements of a person's reference group, he

will like it & if it does not, he will not like it.

A good example of this theory has been given by C.L. Hulin. He

measures the effects of community characteristics on job satisfaction of

female clerical workers employed in 300 different catalogue order offices. He

found that the job conditions held constant job satisfaction was less among"

persons living in a well-to-do neighborhood than among those whose

neighborhood was poor. Hulin thus provides strong evidence that such frames

of reference for evaluation may be provided by one's social groups and general

social environment. To sum up, we can say, Job satisfaction is a function of or

is positively related to the degree to which the characteristics of the job meet

with approved & the desires of the group to which the individual looks for

guidance in evaluating the world & defining social reality.

Relationship Employees Motivation., Attitude and Job satisfaction :

Employees Motivation implies the willingness to work or produce. A person

may be talented and equipped with all kinds of abilities & skills but may have

no will to work. Satisfaction, on the other hand, implies a positive emotional

state which may be totally unrelated to productivity. Similarly in the literature

the terms job attitude and job satisfaction are used interchangeably. However

a closer analysis may reveal that perhaps, they measure two different anchor

26

points. Attitudes are predispositions that make the individual behave in a

characteristic way across the situations.

They are precursors to behavior & determine its intensity and direction. Job

satisfaction, on the other hand is an end state of feeling which may influence

subsequent behavior. In this respect, job attitude and job satisfaction may

have something in common. But if we freeze behavior, attitude would initiate

it which job satisfaction would result from it.

Employees Morale & Job Satisfaction - Relationship: According to

Seashore (1959), Employees Morale is a condition which exists in a context

where people are:

a) Motivated towards high productivity.

b)Want to remain with organization.

c) Act effectively in crisis.

d)Accept necessary changes without resentment or resistance.

e) Actually promote the interest of the organization and

f) are satisfied with their job.

According to this description of morale, job satisfaction is an important

and I dimension of morale itself. [Morale is a general attitude of the

worker and relates to group while job

Satisfaction is an individual feeling which could be caused by a variety of

factors including group. This point has been summarized by Sinha (1974)

when he suggests that industrial morale is a collective phenomenon and job

satisfaction is a distributed one. In other words, job satisfaction refers to a

general attitude towards work by an individual works. On the other hand,

morale is group phenomenon which emerges as a result of adherence to group

goals and confidence in the desirability of these goals.

27

Job Satisfaction and Work Behavior Relationship:

Generally, the level of job satisfaction seems to have some relation with

various aspects of work behavior like absenteeism, adjustments, accidents,

productivity and union recognition. Although several studies have shown

varying degrees of relationship between them and job satisfaction, it is not

quite clear whether these relationships are correlative or casual. In other

words, whether work behavior make him more positively inclined to his job

and there would be a lesser probability of getting to an unexpected, incorrect or

uncontrolled event in which either his action or the reaction of an object or

person may result in personal injury.

Job satisfaction and Productivity:

Experiments have shown that there is very little positive relationship between

the job satisfaction & job performance of t individual. This is because the two

are caused by quite different factors. Job satisfaction is closely affected by the

amount of rewards that an individual derives D his job, while his level of

performance is closely affected by the basis for attainment of rewards. An

individual is satisfied with his job to the extent that his k provides him with

what he desires, and he performs effectively in his job to the

extent it that effective performance leads to the attainment of what he desires.

This means that instead of maximizing satisfaction generally an organization

should be more concerned about maximizing the positive relationship between

performance and reward.. It should be ensured that the poor performers do not

get more rewards than the good performers. Thus, when a better performer gets

more rewards he will naturally feel more satisfied.

28

Job Satisfaction and Absenteeism:

One can find a consistent negative relationship between satisfaction and

absenteeism, but the correlation is moderate-usually less than 0.40. While it

certainly makes sense that dissatisfied Sales Persons are more likely to miss

work, other factors have an impact on the relationship and reduce the

correlation coefficient, e.g. Organizations that provide liberal sick leave

benefits are encouraging all their Sales Persons, including those who are

highly satisfied, to take days off. So, outside factors can act to reduce the

correlation.

Job Satisfaction and Turnover:

Job Satisfaction is also negatively related to turnover, but the correlation is

stronger than what we found for absenteeism. Yet, again, other factors such as

labour market conditions, expectations about alternative job opportunities, and

length of tenure with the organization are important constraints on the actual

decision to leave one's current job. Evidence indicates that an important

moderator of the satisfaction-turnover relationship is the Sales Person's level

of performance. Specifically, level of satisfaction is less important in

predicting turnover for superior performers because he organization typically

makes considerable efforts to keep these people. Just the opposite tends to

apply to poor performers. Few attempts are made by the ganization to retain

them. So one could expect, therefore, that job satisfaction is re important in

influencing poor performers to stay than superior performers

Job Satisfaction and Adjustment:

It the Sales Person is facing problems in general adjustment, it is likely to

affect his work life. Although it is difficult to define adjustment, most

29

psychologists and organizational behaviorists' have been able to narrow it

down to what they call neuroticism and anxiety. Generally deviation from

socially expected behaviour has come to be identified as neurotic behaviour.

Though it may be easy to identify symptoms of neuroticism, it is very difficult

to know what causes. Family tensions, job tensions, social isolation, emotional

stress, fear, anxiety or any such sources could be a source of neuroticism.

Anxiety, on the other hand, has a little clearer base. It is generally seen as a

mental state of vague fear and apprehension which influences the mode of

thinking. Anxiety usually shows itself in such mental state as depression,

impulsiveness, excessive worry and nervousness. While everyone aspires for

a perfect state of peace and tranquility, the fact is that some anxiety is almost

necessary for an individual to be effective because it provides the necessary

push for efforts to achieve excellence.

Adjustment problems usually show themselves in the level of job satisfaction.

For long, both theorists and practitioners have been concerned with Sales

Persons' adjustment and have provided vocational guidance and training to

them to minimize its impact on work behaviour. Most literature, in this area,

generally suggests a positive relationship between adjustment and job

satisfaction. People with lower level of anxiety and low neuroticism have been

found to be more satisfied with their jobs.

Deter min ants of J ob Satisfaction :

According to Abraham A.. Korman, there are two types of variables which

determine the job satisfaction of an individual.

These are:

1) Organizational variables; and

30

2) Personal Variables.

Organizational Variable:

1) Occupational Level:

The higher the level of the job, the greater is the satisfaction of the individual.

This is because higher level jobs carry greater prestige and self control.

2) Job Content:

Greater the variation in job content and the less repetitiveness with which the

tasks must be performed, the greater is the satisfaction of the individual

involved.

3) Considerate Leadership:.

People like to be treated with consideration. Hence considerate leadership

results m higher job satisfaction than inconsiderate leadership.

4) Pay and Promotional Opportunities:

All other things being equal these two variables are positively related to

job satisfaction.

5) Interaction in the work group:

are the question is: When is interaction in the work group a source of

job satisfaction and when it is not? Interaction is most satisfying

when :

(a) It. results in the cognition that other person's attitudes are similar to one's

own. Since this permits the ready calculability of the others behaviour and

constitutes a validation of one's self;

31

(b) It results in being accepted by others; and

(c) It facilitates the achievements of goals.

Personal variables

For some people, it appears most jobs will be dissatisfying irrespective of the

organizational condition involved, whereas for others, most jobs will be

satisfying. Personal variables like age, educational level, sex, etc. are

responsible for this difference

(1) Age:

Most of the evidence on the relation between age and job satisfaction, holding

such factors as occupational level constant, seems to indicate that there is

generally a positive relationship between the two" variables up to the pre-

retirement years and then there is a sharp decrease in satisfaction. An

individual aspires for better and more prestigious jobs in later years of his life.

Finding his channels for advancement blocked his satisfaction declines.

(2) Educational Level:

With occupational level held constant there is a negative relationship between

the educational level and job satisfaction. The higher the education, the higher

the reference group which the individual looks to for guidance to evaluate his

job rewards.

(3) Role Perception.

Different individuals hold different perceptions about their role, i.e. the kind

of activities and behaviours they should engage in to perform their job

successfully. Job satisfaction is determined by this factor also. The more

accurate the role perception of an individual, the greater his satisfaction.

32

(4) Sex:There

is as yet no consistent evidence as to whether women are more

satisfied with their jobs than men, holding such factors as job and

occupational level constant. One might predict this to be the case,

considering the generally low occupational aspiration of women.

Some other determines of job satisfaction are as follows:

(i) General Working Conditions.

(ii) Grievance handling procedure.

(iii) Fair evaluation of work done.

(iv) Job security.

. How Sales Persons Can Express Dissatisfaction

Sales Person dissatisfaction can be expressed in a number of ways. For

example, rather than quit, Sales Persons can complain, be insubordinate, steal

organizational property, or shirk a part of their work responsibilities. In the

following figure, four responses are given along to dimensions:

Constructiveness / Destructiveness and Activity / Passivity, These are defined

as follow:

Exit:

Behaviour directed towards leaving the organization. Includes looking for a

new position as well as resigning.

33

Voice:

Actively and constructively attempting to improve conditions includes

suggesting improvements, discussing problems with superiors, and some

forms of union activity.

Loyalty:

Passively but optimistically waiting for conditions to improve. Includes

speaking up for the organization in the face of external criticism and trusting

the organization and its management to 'do the right thing'

Neglect:

Passively allowing the conditions to worsen Includes chronic absenteeism or

lateness, reduced effort, and increased error rate.

Exit and neglect behaviours encompass our performances variables-

productivity absenteeism and turnover. But this model expands Sales Person

response to include voice and loyalty, constructive behaviours that allow

individuals to tolerate unpleasant

34

CHAPTER 5

35

Table no 5.1

Gender wise classification

Gender No of Respondents PercentageMale 22 44%Female 28 56%Total 50 100%

T he table revels that 56% of respondents are female and 44% of respondents are male

Figure No 5.1

Gender wise classification

male44%

female56%

36

Table No 5.2

Age wise classification

Age group No of Respondents percentageBelow 25 years 15 30%25-35 years 20 40%35-45 years 10 20%Above 45years 5 10%Total 50 100%

The Table shows that 40% of respondents belong to the age group of 25-35 years and 30%of respondents belong to the age group of below 25 years and20%of them are In age group of 35-45 years and 10% of respondents are in age group of above 45

Figure No 5.2

Age wise classification

25 years30%

25-35 years40%

35-45 years20%

above 4510%

Column1

37

Table No 5.3

Marital status

Marital status No of respondents PercentageMarried 35 70%Unmarried 15 30%Total 50 100%

The table shows that 70% of respondents are married and 30%of them are unmarried

Figure 5.3

Marital status

married70%

unmarried30%

Column1

38

Table No 5.4

Educational Qualification

Qualification No of respondents percentageSSLC 10 20%Plus two 8 16%Degree 20 40%Post graduate 12 24%Total 50 100%

The above table discloses that 40% of the respondents are graduates and 24% of the respondents Are Post graduates and 20% of the respondents are matriculates and 16% them are under Graduates

Figure No 5.4

Educational Qualification

SSLC20%

Plus two16%

Degree40%

Post graduate24%

39

Table No 5.5

Work experience

Experience No of respondents Percentage Less than 5 years 15 30%5-10 years 30 60%10-15 years 5 10%Total 50 100%

The table shows that 60% of respondents have 5-10 years of experience in eastern condiments(P)Ltd Adimali and 30%of respondents have less than 5 years experience in the company and 10% of respondents have 10-15 years experience in the company

Figure No 5.5

Work experience

less than 5 year30%

5-10year60%

10-15 year10%

Chart Title

40

Table No 5.6

Nature of job

Nature No of respondents PercentageOffice 30 60%Technical 15 30%Others 5 10%Total 50 100%

The table shows that 60% of respondents are engaged in office work and the 30% of respondents are engaged in technical jobs and the 10% of them are doing other jobs.

Figure No 5.6

Nature of job

office60%

Technical30%

others 10%

Chart Title

41

Table No 5.7

Job satisfaction

opinion No of respondents percentageYes 45 90%No 5 10%Total 50 100%

The table shows that 90% of respondents are satisfied with their jobs and the 10% of respondents are not satisfied with their jobs.

Figure 5.7

Nature of job

satisfied90%

not satisfied10%

Satisfaction with compensations

42

Table No5.8

Opinion No of respondents percentageYes 40 80%No 10 20%Total 50 100%

The table shows that the 80% of the respondents are satisfied with compensation provided By the company and 20% of respondents are dissatisfied with compensation provided by the company

Figure 5.8

Satisfaction with compensation

satisfied80%

not satisfied20%

Chart Title

Table No5.9

43

Job suitability with qualification

opinion No of respondents percentageYes 41 82%No 9 18%Total 50 100%

The table discloses that 82% of the respondents feels their job is suitable to their Educational qualification and 18% of them stated that their job is not suitable to their educational qualification.

Figure5.9

Job suitability with qualification

yes82%

no18%

Chart Title

Table no 5.10

44

Type of working environment

Working environment No of respondents Percentage Participative 25 50%Autonomy 25 50%Total 50 100%

The table shows that 50% of respondents stated that their working environment is participative. And 50% said that their working environment Is autonomous

Figure No 5.10

Job suitability with qualification

participative50%

Autonomy50%

Table No 11

45

Satisfaction with welfare facilities

Opinion No of respondents percentage

Yes 35 70%

No 15 30%

Total 50 100%

The table shows that 70% the respondents said that they are satisfied with

the Welfare facilities and 30% of them are dissatisfied with welfare facilities

provided by the company

Figure No 5.11

Satisfaction with welfare facilities

satisfied70%

dissatisfied30%

46

Table No 12

Satisfaction level with welfare facilities

Satisfaction level No of respondents percentage

Highly satisfied 12 24%

Satisfied 23 46%

Dissatisfied 15 30%

Total 50 100%

The table shows that 46% of respondents stated that they are satisfied with

welfare Facilities provided by the company. 30% said that they are

dissatisfied with welfare facilities And 24%stated that they are highly

satisfied with welfare facilities

Figure No 5.12

Satisfaction with welfare facilities

higly satisfied24%

satisfied46%

dissatisfied30%

Chart Title

47

Table No 5.13

Satisfaction with training

opinion No of respondents percentage

satisfied 34 68%

Dissatisfied 16 32%

Total 50 100%

The table reveals that 68% of respondents are satisfied with the training

provided by the company and 32% respondents are not satisfied with the

training facilities

Figure 5.13

Satisfaction with training

satisfied68%

Dissatisfied32%

Chart Title

48

Table 5.14

Career development prospects

opinion No of respondents percentageNo 30 60%Yes 20 40%Total 50 100%

The table shows that 40% of respondents said that the company provides

career development Programs for employees and 60% of respondents said

that they have not participated in any Career development program in there

company

Figure No 5.14

Career development prospects

no60%

yes40%

Chart Title

49

Table No 5.15

Satisfaction with stress management programs

Response No of respondents PercentageYes 0 0%No 50 100%Total 50 100%

The table reveals that all of respondents are dissatisfied with stress

management programs provided by the company

Figure No 5.15

Satisfaction with stress management programs

dissatisfied100%

Chart Title

50

Table No 5.16

Satisfaction with rules and policies

Response No of despondence Percentage Yes 34 68%no 16 32%Total 50 100%

The table shows that 68% of respondents are satisfied with the rules and

policies of the company and 32% of them are not satisfied with the rules and

policies of the company

Figure 5.16

Satisfaction with rules and policies

satisfied68%

dissatiesfied32%

Chart Title

51

Table No 5.17

Relationship bet ween satisfaction and performance

opinion No of respondents percentageYes 50 100%No 0 0%Total 50 100%

The above table shows that all of respondents are state that high level of job

satisfaction leads to better performance in their work

Figure no 5.17

Satisfaction linked performance

yes100%

Chart Title

52

Table No 5.18

Satisfaction with overall working condition

Level of satisfaction No of respondents Percentage Highly satisfied 10 20%satisfied 30 60%Dissatisfied 10 20%Total 50 100%

The above table shows that 60% of respondents are satisfied with Their

overall working condition and 20% of them are highly satisfied and another

20% are Dissatisfied with their overall working condition

Figure No 5.18

Overall working condition

satisfied60%

dissatisfied20%

highly satisfied20%

Chart Title

53

Table No 19

Factors influencing job satisfaction

Factors No of respondents PercentageNature of work 5 10%Working condition 20 40%Monetary incentives 20 40%Non monetary incentives 5 10%Total 50 100%

The table shows that 40% of respondents said that working condition is

main factor that leads to job satisfaction and another 40% of them are

Stated that monetary incentives are the main factor influencing the job s

satisfaction 10% of respondents said that non monetary incentives is main

Factor that leads to job satisfaction another 10% said that nature of work Is

the main factor that leads to job satisfaction

Figure No 5.19

Factor leads to job satisfaction

nature of work10%

working condition40%

monetary incen-tives40%

non monitary incentives10%

Sales

54

55

FINDINGS

Majority of respondents are female

40%of respondents are in age group of 25-35 years and 30%of

respondents are in age group of below 25

Majority of respondents are married

40% of respondents are graduates and24% 0f respondents are post

graduates

Most of the respondents have 5-10 years of experience in the

company

60% of respondents doing office jobs and 30%of them doing

technical jobs

90% of respondents are satisfied with their jobs

80% of respondents are satisfied with compensation provided by the

company

Majority of respondents doing job according to their qualification

Most of respondents are satisfied with welfare facilities provided by

the company

68% of respondents satisfied with training and 32% of respondents

dissatisfied with training

60 %of respondents state that company do not provide any career

development programs

56

Half of the respondents each said that working environment is

participative and autonomous

All of the respondents dissatisfied with stress management programs

Most of respondents satisfied rules and policies of the company

All of the said that high level of job satisfaction leads to high

Performance level

Most of respondents satisfied with over all working condition in the

company

40% of respondents each stated that monitory incentives and

working condition are the important determinants of job satisfaction

Suggestions

57

The management should introduce and develop career development

programs 60% 0f respondents dissatisfied with the same

The company should introduce and develop stress management

Programs all of workers dissatisfied with the same, through stress

management programs employees gets relived from job stress which

lads to job satisfaction

Working condition and monitory incentives are important means to

improves satisfaction so providing these to increase job satisfaction

Half of respondents are said that working environment is autonomy

the management should try to develop a participative working

environment in order to ensure employees participation in all

managerial activities its brings job satisfaction

Conclusion

58

Employees are the integral part of the organization , job satisfaction is one

of the important factor which affect the efficiency and effectiveness of the

employees. the employees are satisfied when their expectation from the

work and reward are Equalized. The study analyzed some specific areas

likes’, working condition, training facilities, Welfare facilities working

environment ,employee compensation etc

The study reveals that most of respondents are satisfied

with their jobs, a small percentage of respondents are dissatisfied with Their

jobs, majority of respondents are satisfied with their percent salary And

working conditions

All of the respondents dissatisfied with stress

management programs provided by the company, through effective

implementation of stress management programs employees gets relived

from job stress its brings job satisfaction

Half of the respondents opined that the working

environment is autonomous introduce and develop participative working

environment it will help to increase job satisfaction

An appreciation from superiors for better performance

Is an incentive to work. The improvement of salary scale and working

Condition lead to better efficiency among employees and there by leading to

better performance and growth of the company

59

APPENDIX

BIBLIOGRAPHY

60

C.vMamoria-“PERSONNEL MANAGEMENT” Himalaya publishing house

Edwin B Flippo –PRINCIPLES OF PERSONAL MANAGEMENT

Kothari C R research methodology www.eastern .in

Study on job satisfaction

Questionnaire

61

1. Name :

2. Age :

3. Gender :

4. Marital status :

5. Qualification :

6. How long you have been working in eastern condiments (P) ltd

Less than 5 yrs 5-10 yrs 10-15 yrs more than 15 yrs

7. Nature of job :Office Technical Others

8. Are you satisfied with your job?

Yes No

9. Are you satisfied with compensation provided by the company?

Yes No

10. Do you think that your job is according to your qualification?

Yes No

11. How is the working environment?

Participative Autonomy Dissatisfied

13. Are you satisfied with the welfare facilities provided by the company?

Yes No

14. Rate your satisfaction level on welfare facilities

Highly satisfied Satisfied Dissatisfied

15. Does the company take measures for career development of its

Employees?

62

Yes No

16. Are you satisfied with stress management programs provided by the company?

Yes No

17. Are you satisfied with the rules and policies of the company?

Yes No

18. Do you think there is any relationship between your satisfaction

Level and performance level ?

Yes No

19. Do you think that high level of job satisfaction leads to high performance level?

Yes No

20. Rate your overall satisfaction level on your job

Highly satisfied Satisfied Dissatisfied

21. Which of the following factor you think the most which leads to high level

Job satisfaction

Nature of work working condition monetary incentives

Non monetary incentives

63