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CHAPTER I

INTRODUCTION

1.1 EMPLOYEE SATISFATION-AN OVERVIEW

Satisfation is an elusive thing. It is not easy to define, control or

measure. But it exercises a potent influence on the human relations climate

in an organization.

Satisfation is very widely used term. It generally refers to esprit de crops,

a feeling of enthusiasm, zeal, confidence in individuals or group that they

will be able to cope with the tasks assigned to them. A persons enthusiasm

for his job reflects his attitude of mind to work, environment and to his

employers and his willingness to strive for the goals set for him by the

organization in which he is employed. Satisfation is a synthesis of an

employees diverse reactions to feelings for, his job, his fellow workers, and

his pay and so on.

Definition:

According to Yoder, satisfation is a feeling, somewhat related to esprit

de crops, enthusiasm or zeal. For a group of workers, satisfation, according

to a popular usage of world, refers to the over-all, climate of the atmosphere

of work, perhaps vaguely sensed by the members.

If workers appears to feel enthusiasm and optimistic about group

activities, if they have a sense of mission about their job, if they are friendly

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with each other, they are described as having a good or high satisfation. If

they seem to be dissatisfied, limited, critical restless and pessimistic, they

are Satisfation is an elusive thing. It is not easy to define, control or


in an organization.

Satisfation is very widely used term. It generally refers to esprit de

crops, a feeling of enthusiasm, zeal, confidence in individuals or group that

they will be able to cope with the tasks assigned to them. A persons

enthusiasm for his job reflects his attitude of mind to work, environment and

to his employers and his willingness to strive for the goals set for him by the

organization in which he is employed. Satisfation is a synthesis of an

employees diverse reactions to feelings for, his job, his fellow workers, and

his pay and so on.

According to Yoder, satisfation is a feeling, somewhat related to esprit

de crops, enthusiasm or zeal. For a group of workers, satisfation, according

to a popular usage of world, refers to the over-all, climate of the atmosphere

of work, perhaps vaguely sensed by the members.

If workers appears to feel enthusiasm and optimistic about group

activities, if they have a sense of mission about their job, if they are friendly

with each other, they are described as having a good or high satisfation. If

they seem to be dissatisfied, limited, critical restless described as having

poor or low satisfation.

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1.2 ABOUT SATISFATION:

Individual and group satisfation:

Satisfation may be concerned with individuals. An individuals

satisfation is related with knowing ones own expectations and living up to

them. If one is clear of his own needs and how to satisfy them most of the

time, his satisfation is high. Whereas an individuals satisfation is a single

persons attitude towards life, group satisfation is everyones concern and it

is must be practiced continually. For it is never ultimately achieved and is

constantly changing.

Satisfation may be concerned with individuals. An individuals satisfation is

related with knowing ones own expectations and living up to them. If one is

clear of his own needs and how to satisfy them most of the time, his

satisfation is high. Whereas an individuals satisfation is a single persons

attitude towards life, group satisfation is everyones

Group satisfation and the satisfation of the individual are inter related

but not an individuals own personal perception of existing condition as they

related to himself may be high, and the group perception of conditions may

be low, or vice versa, but more usually the two share common feelings.

Factors affecting satisfation:

Employee satisfation is a very complex phenomenon and it is

influenced by many factors on the shop floor. For example the job, the

supervisor, the company and the working condition, obtaining in it well as

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its policies, the group and inter-personal relations prevailing in the

employees family and home life; his social and community life; the policies

and attitude of the top management to its workers and trade union all these

influence employee more to a certain extent.

According to McFarland, the important factors which have a bearing on

satisfation are:

The attitude of the executives and managers towards their

subordinates. Working conditions, including pay, hours and safety rules.

Effective leadership and an intelligent distribution of

authority and responsibility in the organization.

The design of the organizations structure which facilitates

the flow of work.

The size of the organization.

Several criteria seem important in the determination of levels of workers

satisfation, such as:

1) The organization

2) The nature of work

3) The levels of satisfaction

4) The supervision received

5) Workers of the part awards and future opportunities for

rewards

6) The perception of the self

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7) The employees age

8) The employees educational level and occupational levels.

Assumptions in the understanding of satisfation:

The followings basic assumptions about people are significant

because they are tied up closely with an understanding of what satisfation is:

1) There are psychological uniformities which obtain among all

tribes and nations.

2) Each psychological uniformity has a range through which it

varies. Some variants are characteristics of particular groups of

people and form a part of their culture.

3) Everyone is disturbed by the following general stresses:

a) Threats to life

b) Discomfort arising from pain, hear, cold and fatigue and diet.

c) Loss of the means of subsistence, whether in the form of

money, job business or property

d) Enforced idleness

e) Isolation

f) Threats to children and other members of the family to friends.

g) Restrictions on movement

h) Dislike and ridicule to which one may be exposed, and rejection

by other people

i)Capricious and unpredictable behaviors on the part of those in

authority on whom ones welfare depends

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The personnel management carefully analyses there different items of

satisfation because workers greatly in their ability to face a situation of stress

and because it is capable of determining the impact which good or bad

satisfation will have on the attainment of organizational objectives. By

taking the necessary steps in time, it may improve the attitude and satisfation

of its employees.

Types of satisfation:

Satisfation is generally referred to as high satisfation or low

satisfation. According to McFarland, high satisfation exists when employee

are favorable to the total situation of a group and to the attainment of its

objection. Low satisfation exists when attitudes inhibit the willingness and

ability of an organization to attain its objectives.

High satisfation is represented by the use of such team spirit, zest,

enthusiasm, loyalty, dependability and resistance to frustration. Low

satisfation, on the other hand is described by such words and phrases as

apathy, bickering, jealousy, pessimism, fighting, disloyalty to the

organization, disobedience of the order of the leaders, dislike of or lack of

interest in, ones job and laziness.

Satisfation is depressed by:

A too fine division of authority and responsibility

Too many supervisions

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An improper selection personnel for new or expended duties

Too much reliance on organizational charts

Too few real executives

High or good satisfation is of tremendous important for a management and

its employees. Its generally indicates:

Willing co-operation for the attainment of organizational

objectives.

Loyalty to the organization and its leadership

Good discipline or voluntary conformance with rules,

regulation and orders.

Strong organizational stamina, or the ability of an

organizations and orders

A high degree of employee interest in the job and in the

organization

A reasonable display of employee initiative.

Measurement or evaluation of satisfation:

The indicators of satisfation are the various attitudes and

behaviors patterns of employees, which have to be properly and correctly

interpreted to determine the kind of organizational climate and satisfation

which prevail at a given time. Since it is an intangible and subjective

concept, it cannot be directly measured or evaluated. Employees may be

unwilling to express their feelings of satisfaction or dissatisfaction with their

job to the management. The questionnaires administered to them may not

reveal their attitudes; and these cannot be determining by occasional

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interviews or casual observation. A properly designed programmed has

therefore, to be utilized to test the satisfation of individuals.

The most commonly used methods to measuring satisfation are:

1) Observation

2) Attitude or satisfation surveys

3) Company records and

4) Counseling.

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CHAPTER II

COMPANY PROFILE

Social Rural Development Society Reg.No45/91 is an Non

Government organization which provide the help to the Self Help

group like to develop the remote village in economically and

technology like funding the SHG like

1 Farming

2 Business in Agro based

3 Business in Technology

4 Business for the youths

This NGO also provide the Heath awareness to the remote village people

and take care of the health villages and also create the awareness of the

global Warming and request the people to use the natural things

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RESEARCH OBJECTIVES

OBJECTIVE:

To identify the level of satisfation among the employees in Whirlpool

India LTD

To determine the factors that influences the satisfation of the

Employees

To give the suggestion for improving the employee satisfation .

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LIMITATIONS OF THE STUDY

Shortage of time is one of the most important limitations of the study.

The interpretation might be biased as it is based on the opinion of the

respondents.

The limitations of the questionnaire technique apply to this study also.

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SCOPE OF THE STUDY

The main aim of the project was to study the satisfation among the

employees at Social Rural Development Society, wherein an in-depth study

on the satisfaction level of employees was done.

Employee satisfation to some may mean challenging job, to others it

may be equitable rewards or supportive working conditions or supportive

colleagues or supervisors and so on. Employee satisfation is always found to

have effect on performance. A happy worker is a productive worker is an

age-old view. Subsequent studies have validated these findings. Certain

other studies have proved that high productivity increases employee

satisfation.

Various forms manifest satisfation. It is found that workers with

relatively low level of satisfation are the most likely to quit their jobs and

that organizational units with lowest average satisfaction levels tend to have

the highest turnover rates. The withdrawal behavior of employees is

modified by certain factors like loyalty to the organization. Some employees

cannot imagine themselves working elsewhere, however dissatisfied they are

in their present job. Availability of other places of employment also

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influences turnover. If better avenues are available an employee may not

mind going in search of them, not with standing the product level of

employee satisfation he enjoys.

Hence this study will help Social Rural Development Society, to

identify the level of employee satisfation among its workers and also the

underlying factors that are responsible for poor or low performance among

the workers. Based on the observation made by the researcher and from the

analysis and interpretation of data collected, suggestions to improve or

enhance the employee satisfaction with regard to their jobs are also made.

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CHAPTER III

REVIEW OF LITERATURE

Review of literature refers to analysis of previous studies and

literature on the related topic. It helps in gaining a fair view of the subject

under research. The study considered here is the study of satisfation of the

employees and factors contributing to it. Satisfation of the employee,

organization or purpose is essential in order to achieve the expected results.

This review of literature explains:

Concept of employee satisfation

Importance of satisfation

Factors contributing to satisfation of the employee which are collected

by using various sources of information.

Many researchers have studied the concept of satisfation in recent years. The

studies on the effect of high, moderate and low satisfation have resulted in

enabling managers to develop strategies and plans to enhance satisfation

among workers towards their job and to the organization.

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In the studies on Employee satisfation of the Canadian Chamber

of Commerce says that although lifestyle issues are important contributors

to the satisfation of employee, a considerable body of current and emerging

research shoes that a number of other elements contribute to, or detract from,

an employees satisfation. A key example of this relates to the employees

work, while we have known for some time that the quality of an employees

time at work is a key determinant of satisfation, a number of studies

conducted in recent years have illustrated the relationship between

individual satisfation and the quality of the workplace in a number of

quantitative ways. Consequently, expanding the focus of satisfation

programs to address issues around organizational culture and development

(e.g. supportive psychological environments, reasonable balance work

demands and employee control over their work, and employee friendly HR

policies), in addition to voluntary health practices of individual employee

and the safety of the physical environment, embeds the health of employees

within the business. Programs are most effective and generate the most

positive outcomes when employers take a comprehensive and integrated

approach to employee satisfation.

Oranganisations that have implemented comprehensive

programs have been shown to increase corporate productivity, boost

employee satisfation, enhance job satisfaction, improve employee

engagement, and decrease spending in health care. A comprehensive

approach means incorporating a range of health programs into a companys

mission and strategic business plan. Moreover, it involves linking a

companys various health- related policies and programs, such that they

operate from a common platform of goals and objectives, and operationally

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complement one another. This practice is increasingly found amongst

successful organizations. When organizations integrated the various health-

related policies and programs into a seamless workplace health strategy, the

above outcomes are even greater.

In the studies on Employee satisfation of James C. Worthy The

significance of employee satisfation is reviewed. Techniques for improving

employee satisfation are addressed and incorporated into an action plan.

Significance of Employee Satisfation Low levels of employee satisfation is

indicative of both job dissatisfaction and alienation from the organization.

Each of these latter factors tends to affect adversely employee attitudes

toward both work and the organization. In turn, employee performance

suffers and organizational productivity deteriorates (Johns, Heck, & Rosser,

2000). Ultimately, low levels of employee satisfation reflect decisions by

employees to terminate their relationships with their employing

organizations.

Satisfation One of the most effective approaches to of employee

satisfation-lies not in urging perform a well in an organization

Organizational commitment of effort for a specific organization and depends

on the use and delegation of power Murray. An action plan designed to

improve employee satisfation has suffered in the wake satisfation while a

focus group would be used to assess to the performance in relation to

compensation.

In the studies on Employee satisfation of Wayne A. Hochwarter

The studies was conducted one month prior to the 2006 hurricance season in

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which he asked over 600 employees from a variety of organizations to

discuss their organizations hurricane-preparedness program. He found that

more than 50 percent of employees thought that their organization was

prepared and had a plan in place if a hurricane was to hit.

The effects of hurriance preparation on employee attitudes were

substantial, hochwarter notes including:

Significantly higher levels of job satisfaction

Greater willingness to do things beyond what is expected by

management Perception of greater control

More enthusiasm and a greater willingness to work harder than

expected

More compassion for others

Greater feelings of support from the organization

Lower levels of depressed mood at work(i.e., sluggishness, sadness)

In the studies on Employee satisfation of Susan J. Linz The factors

that contribute to employee satisfation is particularly important since firms

face difficult financial challenges imposed by the decade-long economic and

political transition that began in January 1992. The study aims to develop a

robust measure of satisfation and focuses on the factors that influence

satisfation among Russian workers.

The paper finds that among the workers participating in the study,

expectation of receiving a desired reward contributes to high satisfation,

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with expected monetary rewards having a higher influence that expected

non-monetary rewards, but praise for a job well done and a feeling of

accomplishment also contribute positively to employee satisfation. There is

a significant correlation between positive attitudes toward work and

satisfation, and a positive correlation between performance assessment and

satisfation. Demographic characteristics (age and gender) have no

discernable influence on satisfation when controls are included for work

experience.

In the studies on Employee satisfation of king MacRury several

studies have been conducted in recent years to determine what matters

actually is considered important by employees. While the climate of

personnel relations in each company varied the findings somewhat, research

uncovered the fact that unions and management were equally inaccurate in

their diagnosis of what employees were thinking.

Various and sundry procedures have been established to stimulate the

flow of comments from employees to management. The open-door policy,

grievance procedures, request systems, gripe boxes, suggestion systems,

employee counseling all these help to uncover problems; but they present

them in distorted proportions. On the other hand, turnover records and

reports of exit interviews give an idea of the seriousness of satisfation

factors. Analyses of absenteeism and of production records also act as

seismographs in recording employee attitude.

Used together, analyses of absenteeism and employee opinion polls

can solve many of managements problems of worker attitude. Through

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absence records it is possible to keep a finger constantly on the pulse of

employee satisfation; and what these records lack in specific information can

readily be found through opinion polling.

Conclusion

The review of literature helps the researcher in relating the various

studies and understanding the concept well. It helps in analyzing the level of

employee satisfation and the factors contributing to it.

Thus the study on the attachment of the individual to the organization

is very important factor to be considered by manager. Employee satisfation

is one of the most elusive factors which determine the success of a group or

an organization. The best thing a company can dream of is a group of

employee who is having high satisfation to the organization.

Keeping this in view, the researcher aims to measure the level of

employee satisfation and the extent to which various factors contributed to

satisfation.

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CHAPTER IV

RESEARCH METHODOLOGY

Research can be defined as a systematic and scientific search for

pertinent information. It is the manipulation of things, concept or symbols

for the purpose of generalizing to extend or verify knowledge aids in

construction of theory or in the practice of an art. A study on the employee

satisfation is one of the most relevant studies of the time.

Research methodology is the method by which a research is

conducted. It is a way to systematically solve a problem. In the methodology

of researcher studies the various steps that are generally adopted in studying

a research problem along with the logic behind them.

RESEARCH DESIGN

A Research Design is the arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevance to the research

purpose with economy in procedure. In fact, it is the conceptual structure within

which research is conducted. It constitutes the blueprint for the collection,

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measurement and analysis of data. It includes the mode of data collection, the

sample size and the analysis part of the research. This study describes the level of

employee satisfation of Social Rural Development Society (Tirukoilur), and the

factors contributing to it.

The research design of the study is descriptive in nature. Descriptive

research is one of the simplest kinds of research. It describes a situation and

involves a fact-finding investigation with adequate interpretation. The major

purpose of this research is to describe the state of affairs, as it exists at present.

SOURCES OF DATA

The data collected includes primary and secondary data.

The primary data was collected using a structured questionnaire on satisfation of

the employees. The secondary data was collected through journals, books,

magazines, websites etc.

RESEARCH INSTRUMENT

The research instrument used in the study is a questionnaire. The

study aims to analyze the satisfation of the employees and various factors

contributing to it. The questionnaire is prepared this in view. The

questionnaire is developed using the 5 point scale. The likert scale having

dimensions like Highly satisfied, Satisfied, Neutral, Dissatisfied, Highly

dissatisfied.

SAMPLING DESIGN

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Sampling unit

Sampling is the selection of units from the entire group called the

population or universe of interest. The study covers the managers and the clerical

employees of Social Rural Development Society, Tirukoilur. It aims to measures

the satisfation of the employees of Social Rural Development Society

(Tirukoilur)

Sample size

The sample size for the research is 100.

Sampling procedure:

Non-probability sampling:

The sampling is based on the concept of non-probability. The respondents

are selected directly by the researcher. In this study, the 100 respondents are

selected.

Contact method

Employees were personally contacted at their offices and canteens and the

questionnaires were administered.

SCALING TECHNIQUES

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The research instrument used in the study is a questionnaire. The

likert scale having dimensions like highly satisfied, satisfied, neutral,

dissatisfied, highly dissatisfied is used.

TOOLS FOR ANALYSIS

The data collected through the questions are studied and analyzed to

measure the levels of employee satisfation. The data is analyzed using

percentage method, tabulations, bar diagram etc.

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CHAPTER V

ANALYSIS AND INTERPRETATION

Analysis means the computation of certain indices or measures along

with searching for patterns of relationship that exists among the data groups.

Analysis, particularly in case of survey or experimental data, involves

estimating the values of unknown parameters of the population and testing

of hypothesis for drawing inferences.

Interpretation refers to the task of drawing inference from the

collected facts after an analytical or experimental study. The usefulness and

utility of research finding lie in proper interpretation.

The factors are analyzed under four broad phases they are:

Personal factors

Factors relating safety measures

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Factors relating work environment and health safety

Factors relating welfare measures.

PHASE 1: PERSONAL DETAILS

AGE GROUPS

Age groups determines the age of the respondents in the organization. Age

will have direct impact on employee satisfation in the organization.

.

TABLE 1.1

Age Groups

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INFRENCE:

We can see that 30% of the respondents have over 31 years of age, 21 % of

the respondents have less than 30 years of age, 24% of the respondents have

41-50 Years of age, and 25% of the respondents have more than 50 years

of age.

CHART 1:

Chart showing the age groups of the respondents

Age groups No of respondents Percentage

21 30

31 40

41 50

50 and above

21

30

24

25

21

30

24

25

Total 100 100

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0

5

10

15

20

2530

35

21 30 31 40 41 50 50 and

above

Age groups

Noofresponden

ts

No of

responden

SEX OF THE RESPONDENTS

Gender is referred whether the respondents is male or female. This is

very much important to know how many of them fall under the gender

groups working in the organization.

TABLE 2

Sex

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0

10

20

30

40

50

60

70

80

male female

SEX

NOO

FRESPONDENTS

NO OF RESPONDE

EDUCATIONAL QUALIFICATION

Educational Qualification determines the knowledge of a person has.

More skill and confidence person will have high satisfation also.

Table 3

Educational Qualification

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Educational

Qualification

No of

respondents

Percentag

e

PG

UG

DIPLOMA

BELOW 12TH

20

30

9

41

20

30

9

41

Total 100 100

INFRENCE:

This table tells that 30% of the respondents are under graduates, 20%

of them are postgraduates and 9% of the respondents are diploma holders

and remaining 41% of them are below 12th std.

CHART 3

Chart showing the educational qualification of the respondents.

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0

5

10

15

20

25

30

35

40

45

PG UG DIPLOMA BELOW 12TH

EDUCATIONAL QUALIFICATION

NOO

FRESPONDENTS

NO OF RESPONDE

INCOME PER MONTH

Income will determine the income status of the respondents in the

organization. It show on which income group the respondents falls like

below 5000 to above 15000 in the organization. If the respondents are

satisfied with their income then it will show high satisfation.

Table 4

Income per month

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INFRENCE:

We can see that 41% of them are getting between Rs.5001 10000 incomes

per month and 21% of them get below Rs.5000 , 25% of them are 15000-

10001 and 13% of them are above 15000 in the organization.

CHART 4

Chart showing the income per month of the respondents.

Income No of

respondents

Percenta

ge

Below 5000

5001-10000

10001-15000

15000 and above

21

41

25

13

21

41

25

13

Total 100 100

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05

1015

2025

3035

4045

Below

5000

5001

10000

10001 -

15000

15000

and

above

Income

Noofresp

ondents

No of responde

VARIOUS DEPARTMENTS

Once an employee is appointed in an organization, he is expected to

have a sense of obligation in irrespective of departments in the company. A

high satisfation employee will feel as he is the boss of the company.

Table 5

Various Departments

Department No of respondents Percentage

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Personal

Finance

Marketing

Others

15

20

10

55

15

20

10

55

Total 100 100

INFRENCE:

From the table it shows that 55% of the respondents are under other

Department like manufacturing in the company, 15% of them are in

Personal, 20% of them under finance and remaining 10% of the respondentsare under marketing department in the organization.

CHART 5

Chart shows various department of the respondents which they belong.

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0

10

20

3040

50

60

Personn

el

Finance

Marketi

ng

Oth

er

Va rio us d e a rtm e

No

ofrespond

ents

No o f resp ond

NO OF YEAR SERVICE

Length of service determines the experience and amount of

knowledge a person has. The more experience a person is more knowledge

and skill he will have and the more familiar he will be with the organization.

Such people are asset to the organization to which they belong. Experienced

employee also has high satisfation.

Table 6

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No of year service

No of years services No of respondents Percentage

Below 5 years

5 10

10 15

15 years and above

15

17

30

38

15

17

30

38

Total 100 100

INFRENCE:

This table shows that 38% of the respondents have more than 15years

of experience, 15% have below 5 years, 17% of them have 5 - 10 years

and 30% of them have 10 20 years of services in the organization.

CHART 6

Chart shows the no of years services of the respondents in the company

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0

5

10

15

20

25

30

35

40

Below 5 years 5 10 10 15 15 years and

above

NO OF YEARS

NOO

FRESPONDENTS

NO OF RESPONDE

PHASE 2

SAFETY MEASURES

Safety measures are very much important to know the satisfation of the

employees in the organization. This table determines how far the

respondents are aware about the safety policies in the organization.

Table 7

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Safety policies

Aware of the

safety policy

No of respondents Percentage

Yes

No

87

13

87

13

Total 100 100

INFRENCE:

From the table, it is seen that the respondents mostly have good opinion

about the safety polices provided in the organization. 87% are aware about

the safety policies and remaining 13% are not aware.

CHART 7

Chart showing about the awareness of the safety policy in the

organization of the respondents

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0

10

20

30

40

50

60

70

80

90

100

Yes No

DIMENSIONS

NOO

FRESPONDENTS

NO OF RESPONDE

FIRST AID EQUIPMENTS

When an employee is having high satisfation to an organization, he will

consider the company as its own and expect more First aid equipments to

Safeguard.

Table 8

First aid equipments.

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INFRENCE:

Almost more than half of the employees are having good opinion about the

first aid equipments provided to them. And 85% of the respondents are

having good opinion and remaining 15% of are little dissatisfied about first

aid equipments provided in the organization.

CHART 8

Chart showing opinion about the first aid equipments

of the respondents

Equipped with first aid

equipments

No of

respondents

Percentage

Yes

No

85

15

85

15

Total 100 100

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0

10

20

30

40

50

60

70

80

90

Yes No

DIMENSIONS

NOO

FRESPONDENTS

NO OF RESPONDE

JOB RELATED SAFETY MEASURES


consider the company as its own and expect more Job related safety

measures.

Table 9

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Job related safety measures

Job related safety

measures


Yes

No

65

35

65

35

Total 100 100

INFRENCE:

From the table, it is seen that the respondents mostly hold good opinion

about the safety polices provided in the organization. 65% are aware aboutthe job related safety measures and 35% are not having good opinion.

CHART 9

Chart Showing opinion about the training given for job related safety

measures of the respondents

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0

10

20

30

40

50

60

70

Yes No

DIMENSIONS

NOO

FRESPONDENTS

NO OF RESPONDE

SUPPLY OF PERSONAL PROTECTIVE EQUIPMENTS


consider the company as its own and expect more from the organization.

And organisation should provide safety equipment like gloves, shoes,

protective clothing, glass etc

Table 10

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Supply of personal protective equipments

INFRENCE:

From the table, it is seen that the respondents mostly having good

opinion about the supply of personal protective equipments provided in the

organization. 95% are having good opinion about the personal protective

equipments and 5% are not having good opinion.

CHART 10

Chart showing opinion about the supply of personal protective

Equipments given to the respondents

supply of personal

protective Equipments


Yes

No

95

5

95

5

Total 100 100

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0

10

20

30

40

50

60

70

80

90

100

Yes No

DIMENSIONS

NOO

FRESPONDENTS

NO OF RESPONDE

PROVIDING SPECIAL REWARDS

Proper appreciation at the right time by the superior in the work place

uplifts the spirit of the employees. Therefore recognition and reward will

kindle the employee to perform better and thereby the organization can

benefit in terms of reaping profit and high employee satisfation.

Table 11

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Providing special rewards

Providing special

rewards

No of

respondents

Percentage

Yes

No

71

29

71

29

Total 100 100

INFRENCE:

Man is a social being and it is human tendency that any amount of

encouragement will enable one to perform up to the potential.

Therefore this constraint is of utmost importance. Nearly 71% of them

having good opinion about the special rewards provided to them according

to the performances in the organization and 29% of them are not satisfied.

CHART 11

Chart showing opinion about providing special rewards

Given to the respondents in the organization

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0

10

20

30

40

50

60

70

80

Yes No

DIMENSIONS

NOO

FRESPONDENTS

NO OF RESPONDE

PHASE 3

WORK ENVIRONMENT AND HEALTH AND SAFETY MEASURES

Table showing the satisfactory level about the work environment and

health and safety measures provided by the organization of the

respondents.

Table 12

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Dimension

s

Highly

satisfied

Satisfied Neutral Dissatisfied Highly

dissatisfied

Total % Total

% Total

% Total

% Total

%

Working

hours

12 12 63 63 24 24 1 1 0 0

Team spirit 9 9 72 72 15 15 3 3 1 1

Work load 12 12 68 68 15 15 3 3 2 2

Safety 13 13 73 73 12 12 2 2 0 0

Cleanliness 29 29 55 55 13 13 3 3 0 0

Ventilation 3 3 84 84 10 10 2 2 1 1

Lighting 12 12 75 75 12 12 1 1 0 0

Work spac 6 6 69 69 20 20 3 3 2 2

Pollution 9 9 87 87 3 3 1 1 0 0

WORK ENVIRONMENT AND HEALTH SAFETY MEASURES

High satisfation employees feel that they owe a great deal to the

organization. Their experience in the company, job satisfaction and

satisfation and work environment and health & safety they have enjoyed etc

may contribute to such feeling of indebtedness. The employee who feels will

have high satisfation.

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Table 12.1

Work Environment and Health Safety Measures

Dimensions Total Mean Score

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1. Hours of working

2.Team spirit

3.Work load

4.Safety measures

5. Cleanliness

6.Ventilation

7.Lighting

8.Work space

9.Pollution Control

386

385

385

397

410

386

428

374

404

3.8

3.8

3.8

3.9

4.1

3.8

4.2

3.7

4

CHART 12

Chart showing the satisfactory level about the work environment and

health and safety measures provided by the organization of the

respondents.

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Working Environment

3.8 3.8 3.8

3.9

4.1

3.8

4.2

3.7

4

3.4

3.5

3.6

3.7

3.8

3.9

4

4.1

4.2

4.3

Hoursofworking

Teamspirit

WorkLoad

SafetyMeasures

Cleanliness

Ventilation

Lighting

Workspace

PollutionControl

Dimensions

Mean

ScoreValue

PHASE 4

WELFARE MEASURES

Table showing the satisfactory level about the Welfare measures

provided by the organization of the respondents.

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Table 13

Dimension

s

Highly

satisfied


dissatisfied

Total % Tota

l

% Tota

l

% Tota

l

% Tota

l

%

First aid 12 12 83 83 3 3 2 2 0 0

Canteen 4 4 84 84 7 7 3 3 2 2Lunch

room

13 13 74 74 9 9 2 2 2 2

Rest room 3 3 94 94 2 2 1 1 0 0

Drinking

water

11 11 77 77 9 9 2 2 1 1

WELFARE MEASURES

Welfare measures are those efforts provided by the company insideand outside the organization, which help the employees feel better and

perform better. It is an important factor which contributes to employee

satisfation. If the employees are not satisfied with the welfare measures, they

will not be happy to continue in the organization.

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Table 13.1

Welfare measures

Chart 13

Chart showing satisfactory level about the welfare measures available in

the organization of the respondents.

Dimensions Total Mean Score

1. First aid facility

2. Canteen

3. Lunch Room

4. Rest Room

5. Drinking water

405

385

394

399

395

4

3.8

3.9

4

3.9

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Welfare measures and health and Safety

4

3.8

3.9

4

3.9

3.7

3.75

3.8

3.85

3.9

3.95

4

4.05

First aid

facility

Canteen Lunch Room Rest Room Drinking

Water

Dimensions

MeanScoreValue

bh

DETAILED STATISTICAL ANALYSIS

CHI SQUARE METHOD

The Chi-Square test is an important test amongst the several tests of

significance developed by statisticians. As a non-parametric test, it can be

used to determine if categorical data shows dependency or the two

classifications are independent. It can also be used to make comparisons

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between theoretical populations and actual data when categories are used.

The following are some of the conditions to be satisfied.

Observations recorded and used are collected on random basis.

All the items in the sample must be independent.

No group should contain very few items, say less than 10.

TEST STATISTICS

Chi-square = (Oi Ei)

EiWhere,

Oi = Observed value

Ei = Expected value

N = No. of respondents

DEGREE OF FREEDOM

Degree of freedom = (N-1)

LEVEL OF SIGNIFICANCE

The level of significance for the test is 5%

Table no 15

CHI-SQUARE TEST FOR FINDING OUT THE RELATIONSHIP

BETWEEN THE EXPERIENCE AND THE INCOME LEVEL OF

THE EMPLOYEES

OI EI (OI-EI)/EI

15 18 0.50

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17 29 4.96

30 27.5 0.22

38 25.5 6.12

21 18 0.50

41 29 4.96

25 27.5 0.22

13 25.5 6.21

CHI SQUARE VALUE 23.60

Table value 14.576

Degree of freedom 7

Level of significance 0.05

Chi square value 23.60

1. HYPOTHESIS

(a)Null Hypothesis (H0) : There is no significant

difference between the

Experience and the income

earnings.

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(b)Alternate Hypothesis (H1) : There is significant difference

between the experience

and

the income earnings.

2. STATISTICAL TEST : Chi-Square Test of

Contingency.

3. LEVEL OF SIGNIFICANCE : 0.05

4. DEGREE OF FREEDOM : 7

5. CALCULATED VALUE : 23.60

6. CRITICAL VALUE : 14.567

INFERENCE:

The calculated value of chi-square (23.60) is much less than the table

value for Degree of freedom 3 and Level of significance 0.05 (14.567). The

result dose not supports the hypothesis and we may say that there is

significant difference between the experience and the income earnings of the

respondents.

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FINDINGS

The overall level of satisfation of the employees of the organization is

satisfactory but the managements initiative and other factors would

definitely increase the level of satisfation towards organization, job and the

people. The following are the various findings of the study. The extent of

satisfation of the employees is summarized under different sub headings.

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PHASE 1:

PERSONAL DETAILS:

Employees were personally contacted at their office and canteen and

the personal details like name, age, sex, department which they belong,

length of services, income per month etc., were found out.

It found that there is more number of people working in the age group

31 - 40, and more than half of them are male. The education qualification

mostly lies below 12th std of the respondents. The majority respondents are

getting salary of rs.5001-10000. In the organization most of the respondents

are working under the production department. More number of people are

well experienced also.

PHASE 2:

OPINIONS ABOUT SAFETY MEASURES:

Opinions were asked about safety measures to the respondents in the

organization. The factors which covers like safety policies, first aid

equipments, job related measures, personal protective equipments, providing

special rewards according to their performance and mostly more than half

the respondents are aware and having good opinion and satisfied too. And

the percentages are 87%, 85%, 65%, 95%, 71% respectively.

PHASE 3:

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OPINION ABOUT THE WORK ENVIRONMENT AND

HEALTH&SAFETY MEASURES:

Employees feels that the work environment and health safety is too

good in the organization and found that the employee satisfation is high. The

factors which covers under the work environment in the organization like

workings hours, team spirit, word load, safety measures, cleanliness,

ventilation, lighting, work space, and pollution control.

PHASE 4:

OPINION ABOUT THE WELFARE MEASURES AVAILABLE IN

THE ORGANIZATION:

Most of the employees feel a sense of belongingness and owe something as

a boss in the organization. And more than half the respondents are fully

satisfied with the existing welfare facilities in the organization and found

that the employee satisfation is high.

SUGGESTION

After analyzing the various factors relating to employee satisfation, it

is observed that there is still scope in improvement. Keeping this view in

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mind the following suggestions are made so that all the employees of the

organization continue high satisfation to the organization.

PHASE 2:

* ABOUT SAFETY MEASURES:

The management can take more care to see that employees are

satisfied with their present job with safety measures to ensure employee

satisfation being it is signifies the employee to be part of the organization.

Training and development activities of the management are also essential to

increase the employee satisfation in the organization. Job related training

also should be more intensive innovative and appropriate for the employees.

PHASE 3:

* WORK ENVIRONMENT AND HEALTH&SAFETY MEASURES:

The management has to take steps to create awareness among the

section of employees who have neutral regarding work environment

measures of the organization. The employees can be given opportunities to

participate in development of health & safety programs in the organization

and management should motivated for them to stay in the organization. It is

better to consider the employees views and opinions in taking decisions

with their own work groups. The management needs to ensure that there is a

good relation between the employees and superiors so they feel happy to be

part of the organization and to have high satisfation among them and also for

retaining efficient and experienced employees in the organization.

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PHASE 4:

* WELFARE MEASURES:

The employee will have a feeling of obligation to the superiors and the

organization only if he thinks that the organization has done something for

him. The management can take more initiative in solving employee

problems in welfare measures so that their satisfation is at a high level. Long

service awards can be given to improve the continuance high satisfation of

the employee. The company can improve on its welfare measures and can

adopt new training programmers to develop the employees abilities so that

they will be contented in their work.

An excellent work culture should be developed by respecting each other so

that the employees will continued in the organization for a long time. The

organization needs to try to understand the requirements of the employees

and should take efforts to fulfill them at least to a certain extent. This will

definitely bring about a high level of employee satisfation.

EMPLOYEE SATISFATION MODEL

62

HEALTH AND SAFETY

MEASURESWELFARE MEASURES


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CONCLUSION

Satisfation is an elusive thing. It is not easy to define, control or


in an organization. Satisfation is very widely used term. It generally refers

63

WORK ENVIRONMENT

EMPLOYEE

SATISFATION

FACTORSCONTRIBUTINGTOEMPLOYEE

SATISFATION

*SAFETYPOLICY

*EQUIPPEDWITHFIRSTAIDEQUIPMENTS

*JOBRELATEDSAFETYMEASURES

*SUPPLYPERSONALPROTECTIVEEQUIPMENTS

*PROVIDINGSPECIALREWARDS


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to esprit de crops, a feeling of enthusiasm, zeal, confidence in individuals or

group that they will be able to cope with the tasks assigned to them.

Satisfation is a synthesis of an employees diverse reactions to

feelings for, his job, his fellow workers, and his pay and so on. The concept

of employee satisfation to organizations has received attention in the

research literature recently as both managers and organizational analysts

seek way to increase employee and performance.

Various findings suggest that high level of employees may perform

better than less committed ones. It is been suggested the satisfation may

represent one useful indicator of the effectiveness of an organization.

Researches prove these findings have important implications for both

organization theory and practices of management.

After completing the study and analyzing the employee satisfation

factors in Social Rural Development Society (Tirukoilur), we have come to

conclusion that employees are having high satisfation to a great extent as per

the various parameters set out by in the questionnaire. Such an organization

with high level of employee satisfation is sure to succeed in any of its

endeavors and can win over easily their competitors in this market segment

and improve their productivity, sales and profitability in the years to come.

Retaining excellent employees is possible only through effective

human resource practices and welfare measures. Satisfation can be increased

by improving working condition environment, providing facilities and

improve organizational culture. The organization should see that the

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continuance high level of satisfation so that it will be able to retain the

existing employees. A few employees reveal that they are not really having

low satisfation to the organization.

The company should also take more initiative in the well being of the

employees. They may continue their research and development activities,

training programs etc and dwell at length in their innovative approach within

the organization so that their market will grow.

Thus it can conclude that level of satisfation is one of the most

essential factors in achieving the goals of the organization. The employee

with a high level of satisfation is, the more beneficial to the organization.

BIBLIOGRAPHY

BOOKS:

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1. Aswathappa K, Organizational Behaviour,Himalaya Publishing

House, Mumbai, Sixth Edition.

2. John W.Newstrom,Keith Davis ,Organizational Behaviour, Tata

Mcgraw-Hill Edition, Ninth Edition.

3. Kothari Cr,Research Methodology, New Age International Pvt.Ltd

Publishers, Second Edition.

4. Bennett, W. & K. Hess. (1998). Management and Supervision in

Law Enforcement. Belmont, CA: West/Wadsworth.

WEBSITES:

http://www.google.co.in/search?

hl=en&q=employee+satisfation&meta=

http://humanresources.about.com/od/motivationrewardretention/Empl

oyeeMotivation_Recognition_Rewards_Retention.htm.

http://www.corplearning.com/employee_ satisfation/

QUESTIONNAIRE

I. PERSONAL DETAILS:

66
http://www.google.co.in/search?hl=en&q=employee+morale&metahttp://www.google.co.in/search?hl=en&q=employee+morale&metahttp://humanresources.about.com/od/motivationrewardretention/EmployeeMotivation_Recognition_Rewards_Retention.htmhttp://humanresources.about.com/od/motivationrewardretention/EmployeeMotivation_Recognition_Rewards_Retention.htmhttp://www.corplearning.com/employee_morale/http://www.google.co.in/search?hl=en&q=employee+morale&metahttp://www.google.co.in/search?hl=en&q=employee+morale&metahttp://humanresources.about.com/od/motivationrewardretention/EmployeeMotivation_Recognition_Rewards_Retention.htmhttp://humanresources.about.com/od/motivationrewardretention/EmployeeMotivation_Recognition_Rewards_Retention.htmhttp://www.corplearning.com/employee_morale/


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Yes

No

10. HAVE YOU BEEN TRAINED WITH THE JOB RELATED SAFETY

MEASURES?

Yes

No

11. DID THE ORGANISATION SUPPLY PERSONAL PROTECTIVE EQUIPMENTS

TO YOU? (Like gloves, shoes, protective clothing, glass etc)

Yes

No

12. DOES THE ORGANISATION PROVIDING SPECIAL REWARDS

ACCORDING TO THE PERFORMANCE?

Yes

No

IV. WHAT IS YOUR OPINION ABOUT THE WELFAREMEASURES AVAILABLE IN THE ORGANISATION?

SATISFACTION LEVEL

Sno Dimensions HighlySatisfied

Satisfied Neutral Dissatisfied highly

dissatisfied

1 First aid facility

2 Canteen

3 Lunch room

4 Rest room

5 Drinking water

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III. WHAT IS YOUR OPINION ABOUT THE WORK

ENVIRONMENT AND HEALTH&SAFETY MEASURES PROVIED

BY THE ORGANISATIO?

Satisfaction level

Sno Dimensions Highly

satisfied


dissatisfied

1 Hours of working

2 Team spirit

3 Work load

4 Safety measures

5 Cleanliness

6 Ventilation

7 Lighting

8 Work space

9 Pollution control

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