HR MINI Introduction,Profiles&Theory

7/31/2019 HR MINI Introduction,Profiles&Theory

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CHAPTER 1

INTRODUCTION


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1.1 INTRODUCTION

Job satisfaction describes how content an individual is with his or

her job. It is relatively recent term since in previous centuries the jobs available to

a particular person were often predetermined by the occupation of the persons

parent. There are a variety of factors that can influence a persons level of job

satisfaction. Job satisfaction is the amount of pleasure or contentment associated

with the job it is an individuals emotional reaction to the itself. It is his attitude

towards his job. Job satisfaction is the end feeling of a person after performing a

task. The job will be satisfying if it fulfills his dominant needs and is consistent

with his expectations and values.

Job satisfaction is the result of various attributes possessed by an

employee. In a narrow sense, these attributes are related to the job and care

concerned with such specific factors as wages supervision, steadiness of

employment, conditions of work, advancement opportunities, recognition of

ability fair evaluation of work, social relations on the job, prompt settlement of

grievances, fair treatment by employee and other similar items. However a more

comprehensive approach requires that many additional factors be included

before a complete understanding of job satisfaction can be obtained. Such factors

as the employees age, health, treatment, desires, and level of aspiration should

be considered. Further, his family relationships, social status, recreational outlets,

activity in organizations labour, political or purely social contribute ultimately to

job satisfaction.

In short job satisfaction is a great attitude, which is the result of many

specific attitudes in three areas namely specific job factors, individual

characteristics and group relationship outside the job.


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1.2 RESEARCH PROBLEM

It is said that satisfied employee is a productive employee, any kind

of grievance relating to organizational or personal to a greater extent influence on

the job. So every organization is giving higher priority to keep their employees

with satisfaction by providing several facilities with improves satisfaction and

which reduces dissatisfaction.

Job satisfaction is considered as a key issue by the entrepreneur where

efforts are taken and programs are initiated. If an employee is not satisfied with

the job, there are chances for absenteeism, low turnover, lower productivity,

committing of mistakes, diverting energy and different types of conflicts. Keeping

this thing in view, all organization are trying to identify the areas where

satisfaction to be improved to get out of the above dangers. So here, the problem

under study is, to know whether the employees of the Mathrubhumi printing and

publishing company are satisfied with their job and the level of satisfaction of

work. Because the management of the company do not know how much their

employees are satisfied. The employee should be satisfied with his job, and then

only he can contribute much for the betterment of this organization.


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1.3 OBJECTIVES OF THE STUDY

Primary

To understand the level of job satisfaction of employees

Secondary

To study the attitude of the employees towards their work To measure the facilities provided and performance of

employees

To identify the factors that motivates the employees To understand the welfare measures adopted To give suggestions for the growth and perspective of the

company


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1.4 RESEARCH METHODOLOGY

Research Methodology is a way to systematically solve the researchproblem. It is an organized enquiry and it seeks to find explanations to clarify the

doubtful fact and to correct misconceived facts. It may be understood as a science

of studying how research is done scientifically. It is not only talks about the

research methods but also consider the logic behind the method or technique or

why we are not using others. So that the research result one capable of being

evaluated either by the researcher himself or by others.

Research Design

A research design is an arrangement of condition for collection and

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

purpose with economy in procedure. It constitutes the blue print of the collection,

measurement and analysis of the data. As search the design includes an outline of

what the researcher will do from writing the hypothesis and its operational

implication to the final analysis of data.

The research design adopted for the study is descriptive in nature.

Descriptive study is a fact finding investigation with adequate interpretation. It

focuses on particular aspects or dimensions of the problem studies. The research

was carried out with a descriptive study to observe and understand the various

benefits and services that are provided to the employees and to analyze the

satisfaction level of employees of Mathrubhumi. Data are collected by one or

more appropriate methods: observation, interviewing and mail questionnaire.Descriptive study uses simple statistical techniques like averages and percentages.


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Data Collection

For any study there must be data for analysis purpose. Without data

there is no means of study. Collection of data is the most important step in the

research of my topic. Care must be exercised in the collection of data. It can becollected from various sources. In this research study both primary and secondary

data sources are used for the collection of useful information.

Primary Data:

Primary data refers to the first hand information that an investigator

himself collects from the respondents. It is direct and original in nature. In thisstudy, primary data is collected directly from employees through questionnaire.

Here, questionnaire containing a list of questions preparing to the survey and

space for answers is prepared and given to the respondents who are expected to

and requested to answer these questions.

Secondary Data:

Secondary data is the information from those data which have already

been obtained by some other researchers. It is the second hand information. Suchcan be collected from magazines, libraries, and from internet.

Methods of Sampling

Sampling method adopted in this project is convenience sampling.

This is due to large population included in the study. This sampling also means

selecting whatever sample units are conveniently available.


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Sample Size:

Sample size of the study consists of 30 respondents.

Duration of the Study

The duration of the study is 21 days, dating from 15.11.11 to 5.12.11.

Data Analysis ToolsThe data after collection has to be processed and analyzed in

accordance with the outline laid down for the purpose at the time of developing

the research plan.

For the analysis and interpretation of primary data, percentage

analysis is used mainly due to qualitative nature of data and graphs, charts and

diagrams are used to represent them in pictorial form.


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1.5 SCOPE OF THE STUDY

The concept of job is very complex; it has many facts such as nature of

work, the supervisor, pay and promotional opportunities. The job itself seldom

serves as a unitary attitude object. Rather the attitude, in this case the

satisfaction that the individuals associate with his or her job, is really the degree

of satisfaction with a number of different dimensions of the job. Job satisfaction is

the favourableness or unfavourableness with which employees view their work. It

results when there is a fit between job requirements and the wants expectations

of employees. It expresses the extent of match between the employees

expectation of the job and the rewards that the job provides. Job satisfaction mayrefer either to a person or a group. Job satisfaction may be understood in the

context of the employees extent of satisfaction in general in his total life

situation.

Job satisfaction is an important output that employees work for

organization. It is an interesting and significant area for conducting research. The

study made on the topic is of job satisfaction will reveal the factor of feelings of

employees. This report will be useful to the management of the company to know

the satisfaction levels of employees and they can take measures to increase the

productivity.


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1.6 LIMITATIONS OF THE STUDY

For the research report, the researcher has tried best in collecting the

relevant information. There will be always some problems faced by the

researcher. The prime difficulties which researcher faced in collection of

information are following:

Full collection of data is not possible because of unrevealed trade secrets The time period for carrying out the research was short as a result of which

many facts have been left unexplored

Only 30 employees have been chosen which is small in number, torepresent whole of the population

While collecting the data many respondents were unwilling to fill thequestionnaire. Respondents were having a feeling of wastage of time for

them.


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CHAPTER-2

INDUSTRY PROFILE


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Introduction

According to Napolean Bonaparte (1769-1821), four hostile

newspapers are more to be feared than a thousand bayonets. A newspaper is a

publication containing news, information and advertising. General-interest

newspapers offer feature articles on political events, crime, business, art,

entertainment, society and sports. Most traditional papers also feature an

editorial page containing columns that express the personal opinions of writers.

Supplementary sections mostly contain advertising, comics and coupons. A wide

range of material has been published in newspapers, including editorial opinions,

criticism, arguments, obituaries, amusement features such as crosswords, Sudoku

and horoscopes; weather news and forecasts; advise, gossip, food and other

columns; critical reviews of movies, plays and restaurants; classified

advertisements; display advertisements, editorial cartoons. As an institution of

society, press is an agency of mass communication and communication is an

effective tool of learning. It is the newspaper that made democracy possible in

the world. The department of press enables news to be diffused and public

discussions to be conducted over wide area. News paper reaches immense public

and no other force in public life. So persistently on its range of appeal and scope

as the press does. The immediate effect of the printing press was to multiply the

output and cut the cost of books. If thus made information available to a much

larger segment of the population who were of course eager of information of any

variety. Libraries could now store greater quantities of information at much lower

cost. The printing press certainly initiated an An information revolution on par

with internet today. Printing could and did spread new ideas quickly and with

greater impact. Printing stimulated the literacy of lay people can eventually came

to have a deep and lasting impact on their private lives. Although most of the

earliest books dealt with religious subjects, students, businessman, upper andmiddleclass people bought books on all subjects. Printers responded with

moralizing, medical, practical and travelling manuals. Printing provided superior

basics for scholarship and prevented the further corruption of texts through hand

copying by giving all scholars the same text to work form, it made progress in

critical scholarship and science faster more reliable


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NEWSPAPERS- A Brief History

The credit of conceptualizing a news paper actually goes to Julius

Caesar who in 59 BC (approx), started Acta Diurna an activity to inform the public

about import and social and political happening, where in upcoming events were

written on large white boards and displayed in popular public places like the

baths. The Acta kept citizens informed about government scandals military

campaings, trial and executions. In the 8th

century the first news paper appeared

as hand written news sheets in Beijing. The printing press, invented by Johan

Guten Berg in 1447, ushered in the era of the modern news paper. Guten Bergs

machine enabled the free exchange of ideas and the spread of knowledge. During

this Era, newsletters supplied a growing merchant class in German cities by the

late 15th century. In 1556,the Venetian government published Notizie Scritte, for

which readers paid a small coin, or Gazette. In the first half of the 17th

century,

news papers began to appear as regular and frequent publications. The first

modern newspaper were product of Western European countries like Germany

(Publishing Relation in 1605), France (Gazette in 1631), Belgium (Nieuwe as a

court journal). These periodicals consisted mainly of news items from Europe and

occasionally included information from America or Asia. They rarely covered

domestic issues; instead English papers reported on French Military blunders

while French papers in the later half of the 17th

century . In 1776, Sweden was the

first country to pass a law protecting press freedom.

Broad cast radio exploded on to the media scene in the 1920s. News papers were

forced to re-evaluate their role as societys primary information provider like the

new media technologies of today, the development of a low cost, alternative

media source produced rumbling that radio would topple the news paper

industry. The amount and immediacy of information on the internet is unparallel,

but it has not signaled the end of the news papers relevance. News papers in

print remain a popular and powerful medium for the reporting and analysis of

events that shape our lives. According to the estimation of world association of

news papers, one billion people in the world read a news paper every day.


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Gazettes and Bulletins:

In china, early government-produced news sheets, called tipao, circulated among

court officials during the second and third centuries AD. Between 713 and 734,

the Kaiyuan Za Bao (Bulletin of the court) of the Chinese published governmentnews; it was handwritten on silk and read by government officials. In 1582, there

was the first reference to privately published newssheets in Beijing.

In Ancient Rome, Acta Diurna, or government announcement bulletins, were

produced. They were carved in metal or stone and posted in public places.

In Early Modern Europe the increased cross-border interaction created a rising

need for information which was met by concise handwritten newssheets.

Europe:

The emergence of the new media branch in the 17th

century has to be seen in

close connection with the spread of the printing press from which the publishing

press derives its name.

The first newspaper of modern Germany was theAvisa, published in 1609.

The first English-Language newspaper, corrant out of Italy, Germany, etc., was

published in Amsterdam in 1620. A year and a half later, corante, or weekly news

from Italy, Germany, Hungary, Poland, Bohemia, France and the Low Countries

was published in England.

The first newspaper in France was published in 1631, La Gazette which originally

published as Gazette de France.

The first newspaper in Portugal, Gazeta, was published in 1641 in Lisbon. The first

Spanish newspaper, Gaceta de Madrid, was published in 1661.


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Americas:

In Boston in 1690, Benjamin Harris published Publick Occurrences Both Forreign

and Domestick. This is considered the first newspaper in the American

colonieseven though only one edition was published before the paper wassuppressed by the government. In 1704, the governor allowedThe Boston News-

Letterto be published and it became the first continuously published newspaper

in the colonies. Soon after, weekly papers began publishing in New York and

Philadelphia. In 1783, the Pennsylvania Evening Post became the first American

daily.

In 1752, John Bushell published the Halifax Gazette, the first Canadian

newspaper.

The first newspaper in South America was Diario de Pernambuco, established in

1825. By 2007, there were 1,456 daily newspapers in the U.S, selling 55 million

copies a day.

Industrial Revolution:

By the 19th century, many cities in Europe, as well as North and South America,

published newspaper-type publications though not all of them developed in the

same way; content was vastly shaped by regional and cultural preferences.

Advances in printing technology related to the Industrial Revolution enabled

newspapers to become an even more widely circulated means of communication.

In 1814, The Times (London) acquired a printing press capable of making 1,100

impressions per minute. Soon , it was adapted to print on both sides of a page at

once. This innovation made newspapers cheaper and thus available to a larger

part of the population.


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History of Newspapers in India

News paper in India started with William Bolts, an ex-employee of the

British East India Company who attempted to start the first news paper in India in

1776. Bolts had to beate a retreat under the disapproving gaze of the court of

directors of the company.

Then in 1780 James Augustus Hickey started Bengal Gazette, a two sheet

newspaper that published the private lives of the sahibs of the company. In the

Newspaper, Hickey even dared to mount scurrilous attacks on the Governor

General and chief Justice, for which he was sentenced to one year prison and

fined Rs.5000 which finally drove him to penury. These were the first tentative

steps of journalism in India. The madras courier was in the southern strong holdof madras. Richard Johnson, its founder was a government printer. Madras got its

second newspaper when, in 1791, Hugh Boyd, who was the editor of the courier

quit and founded the Hurkaru. Tragically for the paper, it ceased publication when

Boyd passed away within a year of its founding.

It was only in 1795 that competitors to the courier emerged within the founding

of the Madras Gazette followed by the Indian Herald. The latter was an

authorized publication which led to the deportation of its founder Humphreys.

The Madras courier was designated as the purveyor of official information in the

presidency.

In 1878 the Hindu was founded, and played vital role in promoting the cause of

Indian independence from the colonial yoke. Its founder Kasturi Ranga Lyenger

was a lawyer and his son K.Srinivasan assumed editorship of this pioneering

newspaper during the first half of 20th

century. Some prominent newspapers in

pre-independence India were The Times of India(1861), Pioneer(1865), The

Hindu(1878), Indian Express(1933), and Hindustan(1941). Compared with

many other developing countries the Indian press has flourished since

independence and exercises a large degree of independence. In 2001 India had

45,974 news papers including 5,346 daily newspapers published in over 100

languages.


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The largest number of newspapers were published in Hindi(20589) crores,

followed by English(7596), Marathi(2943), Urdu(2906), Bengali(2741),

Gujarati(2215), Tamil(2919), Kannada(1816), Malayalam(1289). The Hindi daily

press has a circulation of over 23 million copies, followed by English with over 8

million copies.

Newspaper in Kerala

Kerala is state with a high literacy rate, which implies that most of the

people in Kerala now at least to read their mother tongue. This provides the news

paper industry a good market in Kerala. This also might be the reason that many

new players are coming to this industry. Another reason for this emergency of the

new players is that Kerala is Known to be a consumer state ; it has got a sizeable

market for many products. So the competition between the newspapaers in

kerala is very high. The things which actually contribute the image of the

newspaper are its reputation, news coverage or edibility, reach, quality.


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Newspaper: Categories

While most newspapers are aimed at a broad spectrum of readers,

usually geographically defined, some focus on groups of readers defined more by

their interests than their location: for example, there are daily and weekly

business newspapers and sports newspapers. More specialist still are some

weekly newspapers, usually free and distributed within limited areas; these may

serve communities as specific as certain immigrant populations, or the local gay

community.

Daily:

A daily newspaper is issued everyday, sometimes with the expectation of Sundays

and occasionally Saturdays, and often of some national holidays. Saturday and,

where they exist, Sunday editions of daily newspapers tend to be larger, include

more specialized sections and advertising inserts, and cost more. Most daily

newspapers are published in the morning. Afternoon or evening papers are aimed

more at commuters and office workers.

Weekly:

Weekly newspapers are published once a week, and tend to be smaller than daily

papers. Some newspapers are published two or three times a week.

National:

Most nations have at least one newspaper that circulates throughout the whole

country: a national newspaper, as contrasted with a local newspaper serving a

city or region.


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International:

There is also a small group of newspapers which may be characterized as

international newspapers. Some, such as The International Herald Tribune,have

always had that focus, while others are repackaged national newspapers orinternational editions of national or large metropolitan newspapers. In some

cases articles that might not interest the wider range of readers are omitted from

international editions.

As English became the international language of business and technology, many

newspapers formerly published only in non-English languages have also

developed English-languages editions. In places as varied as Jerusalem and

Mumbai, newspapers are printed for a local and international English-speakingpublic, and for tourists. The advent of the internet has also allowed non-English-

language newspapers to put out a scaled-down English version to give their

newspapers a global outreach. Similarly, in many countries with a large foreign-

language-speaking population or many tourists, newspapers in languages other

than the national language are both published locally and imported.

Online:

An online newspaper, also known as a web newspaper, is a newspaper that exists

on the WWW or internet, either separately or an online version of a printed

periodical. Going online created more opportunities for newspapers in presenting

breaking news in a timely manner. The credibility and strong brand recognition of

well-established newspapers, and the close relationships they have with

advertisers, are also seen by many in the newspaper industry as strengthening

their chances of survival. The movement away from the printing process can alsohelp decrease costs.


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Customized:

A new trend in newspaper publishing is the introduction of individualization

through on-demand printing technologies. Customized newspapers allow the

reader to create their individual newspaper through the selection of individualpages from multiple publications. Customized newspapers online have been

offered by My from multiple publications. Customized newspapers online have

been offered by My Yahoo, I-Google, CRAYON, ICurrent.com, Kibboko.com,

Twitter.times and many others.

Format:

Most modern newspapers are in one of three sizes; such as broadsheets of

600mm by 380mm, tabloids at 380mm by 300mm which is half the size of

broadsheets and Berliner or midi of 470mm by 315mm.

Newspapers are usually printed on cheap, off-white paper known as newsprint.

Since the 1980s, the newspaper industry has largely moved away from lower-

quality letterpress printing to higher quality, four-color process, offset printing. In

addition, desktop computers, word processing software, digital cameras and

digital prepress and typesetting technologies have revolutionized the newspaper

production process. These technologies have enabled newspapers to publish

color photographs and graphics, as well as innovative layouts and better design.

Journalism:

Since newspapers began as a journal (record of current events), the professioninvolved in the making of newspapers began to be called journalism.


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Circulation and Readership:

The number of copies distributed, either on an average day or on particular days

(typically Sunday), is called the newspapers circulation and is one of the principal

factors used to set advertising rates. Circulation is not necessarily the same ascopies sold, since some copies or newspapers are distributed without cost.

Readership figures may be higher than circulation figures because many copies

are read by more than one person, although this is offset by the number of copies

distributed but not read especially for those distributed free.

Advertising:

A newspaper typically generates 70-80% of its revenue from advertising, and

remainder from sales and subscriptions. The portion of the newspaper that is not

advertising is called editorial content, editorial matter, or simply editorial,

although the last term is also used to refer specifically to those articles in which

the newspaper and its guest writers express their opinions. The business model of

having advertising subsidize the cost of printing and distributing newspapers and,

it is always hoped, the making of a profit rather than having subscribers cover the

full cost was first done.

Newspapers in countries with easy access to web have been hurt by the decline of

many traditional advertisers. Department stores and supermarkets could be

relied upon in the past to buy pages of newspaper advertisements, but due to

industry consolidation are much less likely to do so now. Additionally, newspapers

are seeing traditional advertisers shift to new media platforms. The classified

category is shifting to sites including craigslist, employment websites, and auto

sites. National advertisers are shifting to many types of digital content includingwebsites, rich media platforms, and mobile. In recent years, the advertorial

emerged. This most commonly recognized as an opposite-editorial which third-

parties pay a fee to have included in the paper and it commonly advertise the

new products or techniques.


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Zoned and other editions:

Newspapers often refine distribution of ads and news through zoning and

editioning. Zoning occurs when advertising and editorial content change to reflect

the location to which the product is delivered. The editorial content often maychange merely to reflect changes in advertising the quantity and layout of which

affects the space available for editorial or may contain region-specific news. In

rare instances, the advertising may not change from one zone to another, but

there will be different region-specific editorial content. As the content can vary

widely, zoned editions are often produced in parallel. Editioning occurs in the

main sections as news is updated throughout the night. As each edition

represents the latest news available for the next press run, these editions are

produced linearly, with one completed edition being copied and updated for the

next edition.

Impact of television and internet:

By the late 1990s, the availability of news via 24-hour television channels and

then the internet posed an ongoing challenge to the business model of most

newspapers in developed countries. Paid circulation has increased, while

advertising revenue - which makes up the bulk of most newspapers income - has

been shifting from print to the new media, resulting in a general decline in profits.

Many newspapers around the world launched online editions in an attempt to

follow or stay ahead of their audience. Cheaper printing and distribution,

increased literacy, the growing middle class and other factors have more than

compensated for the emergence of electronic media and newspapers continue to

grow. The future of newspapers in countries with easy internet access has been

widely debated as the industry has faced down soaring newsprint prices, slumping

ad sales, the loss of much classified advertising and precipitous drops in

circulation. In recent years the number of newspapers slated for closure,

bankruptcy or severe cutbacks has risen.


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Newspaper: Organization and Personnel

Most newspapers have four main departments devoted to publishing

the newspaper itself editorial, production/printing, circulation, and advertising,

although they are frequently referred to buy a variety of other names as well as

the non-newspaper specific departments also found in other businesses of

comparable size, such as accounting, marketing, human resources, and IT.

The person who selects the content for the newspaper is usually referred to as

the editor. Variations on this title such as editor-in-chief, executive editor, and so

on are common. For small newspapers, a single editor may be responsible for all

content areas. At large newspapers, the most senior editor is in overall charge of

the publication, while less senior editors may each focus on one subject area,such as local news or sports. These divisions are called news bureaus or desks,

and each is supervised by a designated editor. Most newspaper editors copy edit

the stories for their part of the newspaper, but they may share their workload

with proofreaders and fact checkers.

Reporters and journalists who primarily reports facts that they have gathered

and those who write longer, less news-oriented articles may be called feature

writers. Photographers and graphic artists provide images and illustrations to

support articles. Journalists often specialize in a subject area, called a beat, such

as sports, religion, or science. Columnists are journalists who write regular articles

recounting their personal opinions and experiences.

Printers and press operators physically print the newspaper. The staff of the

circulation department liaise with retailers who sell the newspaper; sell

subscriptions; and supervise distribution of the printed newspapers through the

mail, by newspaper carriers, at retailers, and through vending machines. Free

newspapers do not sell subscriptions, but they still have a circulation department

responsible for distributing the newspapers. Sales staff in the advertising

department not only sell space to clients, but also help advertisers design and

plan their advertising campaigns. Other members of the advertising department

may include graphic designers who design ads according to the customers.


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CHAPTER-3

COMPANY PROFILE


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THE MATHRUBHUMI PRINTING AND PUBLISHING CO.LTD

OWNERSHIP PATTERN:

Based on the northern Kerala town of kozhikode, mathrubhumi was founded in

1923 in the after march of Gandhijis non cooperation movement as a public

limited company. This status makes it rare among news papers, which tend to be

closely held private companies owned by a single family.

Mathrubhumi is governed by Board of Directors.There are 11 members in theBoard.

Chairman & Managing Director - M.P. Veerendra kumar

Managing Editor - P.V. Chandran

Other Directors - Mr. M.J. Vijaya Padman

Adv. Bhaskara Menon

Mr. P.V. Gangadharan

Col. A.V.M. Achuthan

Mr. P.V. Nidhish

Ms. Kalpana Krishna Mohan

Mr. Mohandas Radhakrishnan

Mr. M.V. Sreyams Kumar

Dr. T.K. Jayaraj


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HISTORY AND GROWTH:

Conceived as the mouthpiece of Indias freedom movement, Mathrubhumi is one

of the front-runners among the Malayalam newspapers. The first copy of

Mathrubhumi was published in 18th

of March 1923-the day before the firstanniversary of Mahathma Gandhis arrest for the first time by the British police.

Led by K.P. Kesava Menon, the prominent freedom fighter, as Editor and K.

Madhavan Nair as Managing Director, Matrubhumi was envisaged fir spreading

the message of the great National Movement. In the beginning the paper was

published a week and had just one edition from Kozhikode (calicut). A newspaper

born out of relentless passion of freedom fighters, Mathrubhumi went on to

become an inalienable part of Keralas social fabric.

Now with fourteen editions, including the ones at New Delhi, Bangalore, Chennai

and Mumbai it has an impressive circulation of over one million copies.

The history of Mathrubhumi is synonimous with the history of the states freedom

movement, and that of Indian National Congress. Before Mathrubhumi came into

being, there were four Malayalam News Papers (Kerala Patrika, Kozhikodan

Manorama papers Champion, West Coast Reformer and Spectator), which

were being published from Kozhikode. But none of these papers favoured thefreedom movement spearheaded by the Congress. Instead, they supported the

British Rule.

K.P. Kesava Menon, who was then secretary of Kerala State congress Committee,

realized the urgent need for a pro-freedom movement publication from the

Malabar region. And he, along with his confidants like K. Madhavan Nair, Kuroor

Neelakandan Nampoothirippad, K. Kesavan Nair and P. Achuthan, resolved to

register The Matrhubhumi Printing and Publishing Company Limitted with anauthorised capital of Rs. 1,00,000/- in 20,000 shares of Rs.5/- each. However, the

company was able to collect an amount of Rs. 15,000/- only. And the registration

took place on 15th

of February 1922.


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K.Madhavan Nair became the first Mnaging Director of the company. But, months

later, he resigned from the position due to reasons very personal, replaced by K.P.

Kesava Menon. On 13th

of November 1922, the company acquierd the Empress

Victoria Press owned by Kuruppath Kesava Menon.

The first edition of the paper carried a strong message of support for the national

movement and a pledge to unify the un-organized Malayalees. The editorial had

an intense patriotic tone; stressing on the need for real freedom from disparity,

divisions and distortions. Moreover, it expressed a willingness to stand with the

commoners during their trials and tribulations in life. Built on strong journalistic

ethics and high aesthetic outlook, Mathrubhumi soon excelled all other

newspapers of that time; and in the process rewriting the history of malayalam

newspapers.

Great poets like Vallathol Narayana Menon often expressed their patriotic

feelings through the columns of the Mathrubhumi, inspiring the freedom fighters.

Many patriotic songs, stories and features were popularized among the

commoners as well as the news and facts about the freedom movement.

Since then the Mathrubhumi has not looked back. All along the line, it has

consistently played crucial roles in social reformation movements such as Vaikom

Sathyagraha and the Guruvayur Sathyagraha. The day the Vaikom Sathyagraha

began (April 1, 1924), the Mathrubhumi came out with a harsh and sharp criticism

against the social discrimination practiced in Kerala. Moreover, while actively

participating in the Sathyagraha, K.P. Kesava Menon was arrested and sent to the

Pujappura Central Jail at Thiruvanandapuram. Eminent personalities like P.

Ramunni Menon, K. Kelappan, P. Narayanan Nair, C.H. Kunjappa, V.M. Nair, K.A.

Damodara Menon and so forth served as Editors of the paper.


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On a number of occasions Mathrubhumi had run into trouble for supporting the

national movement. The Madras Government ordered to endow a bail of

Rs.2000/- for an editorial piece that appeared on 7th

September 1932, which

reprobated the British rule. As a result the paper was forced to publish without

the editorials until January 11, 1933. Similarly, during the Quit India movement in

1942 the Mathrubhumi had to abandon the editorial column. And for publishing a

feature on the European soldiers misbehavoiur with women in Kochi, the

Government had the Mathrubhumi banned. But strong protests against the

decision made the Government cancel the order. Similarly, the newspaper was

banned in the Travancore region for nine years for a series of articles it wrote

against the dictatorship of Diwan Sir. C.P. Ramaswami Iyer.

In 1932, with the launch of Mathrubhumi Illustrated Weekly, the companyentered a new era that nurtured the careers of most titans of Malayalam

literature, like Jnanpith laureates G. Sankara Kurup, S.K. Pottakkad, Thakazhi

Sivasankara Pillai and M.T. Vasudevan Nair. And it still is the premier literary

magazine in Malayalam, publishing some of the most exciting voices in the poetry

and fiction.

In 1940, the Mathrubhumi launched a humorous magazine, Viswaroopam, with

Sanjayan(M.R. Nair) as the editor. Yugaprabhat, a bi-monthly in Hindi, was alsopublished with N.V. Krishna Warrier as Editor. These two publications are no

longer in print.

In 1979 the company launched Grihalakshmi, a magazine exclusively for the

women of Kerala. Chitrabhumi in 1982, a magazine catering the interests of the

Malayalam movie buffs, followed it. The weekly for job prospects Thozhilvartha

was launched in 1992. After two years, it was the turn of Mathrubhumi Sports

Masika, a monthly exclusively for the sports lovers. Balabhumi for children came

out in 1996 and in 1997 the health magazine in Malayalam, mathrubhumi Arogya

Masika happened.


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Mathrubhuimi books, the publishing house, has already made a mark of its own in

Malayalam Publishing industry. The house has published both the fictions and

non-fictions of almost all the well known writers in Malayalam.

On 5th

September, 1997 the company launched the online editionwww.mathrubhumi .com for the global Malayalees. And in the month of June,

2005 the internet edition was upgraded as a portal with many channels.

Today, the Mathrubhumi Group is not only a fast growing publishing house of

repute but also a corporate entity in the mass communication industry, and has

struck deep roots in the hearts of Malayalees wherever they are. It has also put an

indelible stamp on the art and cultural horizons of Kerala with annual mega

events such as Mathrubhumi Kalotsavam and The Mathrubhumi Film Award

Functions.

The company entered the world of telavision and telecasting with a significant

production house, MBTV (Mathrubhumi Television), which has been producing

Serials and Tele films of the highest quality. Taking a step into the world of

broadcasting, the group has launched FM stations in four major districts of Kerala,

namely Thiruvananthapuram, Eranakulam, Thrissur, and kannur. The stations

guarantee great music and greater funan effective blend of soul-stirring melody

and fast numbers for the youth. Round the clock it enchants you with scintillating

music, peppered with tips of fitness, fashion, beauty, quiz and lot more. The latest

addition to our wings is Mathrubhumi Music, which is a meaningful step into the

world of enchanting music.


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EDITIONS AND PUBLICATIONS:

Editions

Mathrubhumi is one of the most circulated newspapers in Kerala, and is head

quarted in Calicut.

Inside Kerala, it is printed from Calicut, Thiruvananthapuram, Kottayam, Kochi,

Thrissur, Kannur, Palakkad, Malappuram, Kollam, and Alappuzha.

Outside Kerala, it is published from Chennai, Bangalore, Mumbai and New Delhi.

It has current readership of 9444000 as per the Indian Readership Survey

2009(Round 1).

Publications

Balabhumi (Childrens publication)

Grihalakshmi (Womens publication)

Chithrabhumi (Film publication)

Thozhilvartha (Opportunities publication The leading career weekly in India)

Arogyamasika (Health publication The largest selling health magazine in India)

Mathrubhumi Azhchappathippu (Illustrated weekly)

Mathrubhumi Sports Masika (Sports publication in Malayalam)

Mathrubhumi Yathra (Travel magazine)

www.mathrubhumi.com(The complete multipurpose portal in Malayalam)

Mathrubhumi Minnaminni (For pre-primary/lower primary kids)

Mathrubhumi Yearbook plus (In English and Malayalam)

Mathrubhumi Cartoon plus
http://www.mathrubhumi.com/http://www.mathrubhumi.com/http://www.mathrubhumi.com/


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CHAPTER-4

REVIEW OF LITERATURE


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Introduction

Job satisfaction describes how content an individual is with his or her

job. The happier people are within their job, the more satisfied they are said to

be. Job satisfaction is not the same as motivation or aptitude, although it is clearly

linked. Job design aims to enhance job satisfaction and performance, methods

include job rotation, job enlargement, job enrichment and job re-engineering.

Other influences on satisfaction include the management style and culture,

employee involvement, empowerment and autonomous work position. Job

satisfaction is one of the most crucial but controversial issues in industrial

psychology and behavior management in organization.

Job satisfaction is the favourableness or unfavourableness with which employeesview their work. It results when there is a fit between job requirement and the

wants and expectations of employees. It expresses the extent of match between

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

satisfactory may refer either to a person or a group. Job satisfaction may be more

clearly understood in the content of the employees extent of the satisfaction in

general in his total life situation. Job satisfaction can be viewed in relation to

employees satisfaction with their home and community life. Some employees,

for instance, may be very satisfied with their home and community life, but view

their jobs as average. Consequently their job satisfaction is lower than their other

satisfaction. Some other employees may feel dissatisfied with home and

community but they also feel their jobs are average. In this case the employees

job satisfaction will be actively high. To the extent that a persons job fulfils his

dominant need and is consistent with his expectations and values, the job will be

satisfying.


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Definitions

GLIMMER says that job satisfaction or satisfaction is the result of various

attitudes the person holds towards his job, towards related factors and towards

life in general.

LOCKE defines job satisfaction as a pleasurable or positive emotional state

resulting from the appraisal of ones job or job experiences.

SINHA (1974) defines employees job satisfaction as an reintegration of affect

produced by individuals perception of fulfillment of his needs in relation to his

work and situations surrounding it.

Factors Influence Job Satisfaction

Job content in terms of achievement Recognition Advancement and responsibility Higher pay and better opportunities for promotion Healthy working environment Understanding with peers and superiors Personal characteristics

Attributes of Job Satisfaction

There are various attributes of job satisfaction.

a) Job Satisfaction with Salary: Salary refers to the monthly wages paid toclerical, administrative and employees. So it is an important variable in

determining satisfaction level of employees.


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b) Co-operative from Employees: Regarding co-operation from superior,most of the respondents from both sectors are satisfied. The level of

satisfaction regarding co-operation from superior is slightly higher in public

sector than private sector.

c) Personnel Policies: It includes transfer policy, recruitment policy andpromotion policy etc.

d) Satisfaction with working hours: Working hours or timings of the job playsan important role in satisfaction of employees.

e) Job security: The element of security being provided on any organizationaffects the level of performance of the employees on their respective jobs.

It in turn has an impact on the level of job satisfaction, which prevails

among the employees irrespective of the sector to which they belong.

f) Relationship with co-workers: An employees level of job satisfaction isalso affected by his group or his co-workers. The level of job satisfaction

regarding is higher in case of private sector than public sector.

g) Extent of authority given by superior: According to the prescribed normsand not much authority was provided to perform the job in your own way

increase the job dissatisfaction.

h) Security of old age: The level of satisfaction regarding for old age should behigher. May it is because of there are so pension schemes increase the jobsatisfaction levels.

i) Reward for good work: Rewards act as motivation to the employees,which result in enhancement of their performance on job. It also provides a

sense of belongingness among them. Rewards have a positive effect on job

satisfaction. So company should adopt a fair and clear reward policy.

j) Fair and efficient work evaluation: There should be much fair and efficientwork evaluation. Salary should be based on performance.

k) Participating in planning and decision: Employees participation in planningand decision making increase their job satisfaction level. It motivates the

employees to give their best effort.


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Theories of Job Satisfaction

There are 3 major theories of job satisfaction.

Herzbergs Motivation Hygiene Theory

Need Fulfillment Theory Social Reference Group Theory

1) Employees MotivationHerzbergs Hygiene Theory:

This theory was proposed by Herzberg in 1969. He established that there are two

separate sets of conditions which are responsible for the motivation and

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 act as motivators:

Achievement Recognition Advancement Work itself Possibility of growth Responsibility

Hygiene factors are:

Company policy and administration Technical supervision Salary Job security


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Inter-personal relations with supervisors, peers and subordinates Personal life Working conditions Status

Herzberg found that events which led people to extreme satisfaction were

generally characterized by motivators and 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 and

absence of one does not mean presence of the other. In pleasant situations

motivators appear more frequently than hygiene factors while their

predominance is reversed in unpleasant situations.

2) Need Fulfillment Theory:

Under this theory, it is believed that a person is satisfied if he gets what he wants

and the more he wants something or the more important it is to him, the more

satisfied he is when he gets it and the more dissatisfied he is when he does not

get it. Needs may be need for personal achievement, social achievement and for

influence.

a) Career Development Need: Desires for career development, improvementin ones own life standards, better education and prospects for children

and desire for improving ones own work performance.

b) Need for influence: A desire to influence other people and surroundingsenvironment.


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c) Social Achievement Need: It is indexed in terms of desires to increaseoverall productivity, increased national prosperity, better life community

and safety for everyone.

3) Social References Group Theory:

It takes into account the point of view and 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. It would be

predicted, according to this theory that if a job meets the interest, desires and

requirements of a persons reference group, he will like it and if it does not, he

will not like it.

Determinants of Job 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 2) Personal Variables.

Organizational Variables

1) Occupational Level: The higher the level of the job, the greater is thesatisfaction 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 lessrepetitiveness 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 in higher job satisfaction than

inconsiderate leadership.


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4) Pay and Promotional Opportunities: All other things being equal thesetwo variables are positively related to job satisfaction.

5) Interaction in the work group: Here the question is: when is interaction inthe 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 persons attitudes are similarto ones own. Since this permits the ready calculability of others

behavior and constitutes a validation of ones self;

b) It results in being accepted by others; andc) 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 jobsatisfaction, 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 anegative relationship between the educational level and job satisfaction.The higher the education, the higher the reference group which the

individuals looks to for guidance to evaluate his job rewards.


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3) Role Perception: Different individuals hold different perceptions abouttheir 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.

4) Sex: There is as yet no consistent evident as to whether women are moresatisfied 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 determinants of job satisfaction are as follows:

a) General working conditionsb) Grievance handling procedurec) Fair evaluation of work doned) Job securitye) Company prestigef) Working hours

Relationship of Job Satisfaction with other Factors

1) Employees Motivation and Attitude:

This implies the willingness to work or produce. A person may be talented and

equipped with all kinds of abilities and 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. The terms job attitude and job satisfaction are

used interchangeably. Attitudes are predispositions that make the individual

behave in a characteristic way across the situations. They are precursors to

behave and determine its intensity and direction.


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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.

2) Employees Morale:

Morale is a condition which exists in a context where people are:

a) Motivated towards high productivityb) Want to remain with organizationc) Act effectively in crisisd) Accept necessary changes without resentment or resistancee) Actually promote the interest of the organization andf) Are satisfied with their job.

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

3) Work Behavior:

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. In other words, whether work behavior make a workermore 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.


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4) Productivity:

Experiments have shown that there is very little positive relationship between the

job satisfaction and job performance of an individual. This is because the two are

caused by quite different factors. Job satisfaction is closely affected by theamount of rewards that an individual derives from 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 job provides him with

what he desires, and he performs effectively in his job to the extent 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 thegood performers. Thus, when a better performer gets more rewards he will

naturally feel more satisfied.

To sum up, job satisfaction is a subjective, personal state perceived by

the individual as being in his favour. It is the result of various attitudes processed

by worker. In a narrow sense, these attitudes are related to the job and

concerned with such specific factors as wages, supervision, working conditions,

advancement opportunities, recognitions of abilities, fair redressal of grievances

and other similar items. Job satisfaction is a function of or is positively related to

the degree to which the characteristics of the job meet with approved and the

desires of the group to which the individual looks for guidance in evaluating the

world and defining social reality.


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CHAPTER-5

JOB SATISFACTION

AN

ANALYSIS


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Introduction to Analysis

In real world data are obtained with a large quantum and in a

variety of forms that any meaningful interpretation of data cannot be achieve in a

strait way. The data is gathered here in the form of questionnaire or interview.

The data obtained has to be analyzed to get a clear inference. Analysis of data

means critical examination of the assembled and grouped data for studying the

characteristics of the object of the study. For analyzing the data and drawing the

inference, tables and charts are used.

Tabulation is the process of summarizing the data and displaying them on

compact statistical table for further analysis. In addition to tabular form, the

graphical presentation involving the graphs and charts are also used. These

devices reduce the large mass of statistical data to form that can be quickly

understood at a glance. Mainly bar diagrams and other charts are used in this for

analyzing the data and drawing the inferences.


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Table-1: Showing Age Group of Employees

There is generally a positive relationship between the two variables; age group

and job satisfaction. The given below table and chart shows the age group of

employees.

Age

Number of Respondents

Percentage

Below 25 2 7

25-30 4 13

30-35 7 23

35-40 11 37

Above 40 6 20Total 30 100

Source: Primary data

Chart-1: Showing Employees Age Group

Interpretation: Here, it can be inferred that out of total respondents, 7% of

employees are below the age of 25, 13% are coming under 25-30, 23% are in 30-

35, 37% are comes under 35-40, and 20% of them are in above 40 years of age.

0

2

4

6

8

10

12

Below

25

25-30 30-35 35-40 Above

40

Age Group



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Table-2: Showing Employees Gender

Usually most of the employees who have been working in the printing and

publishing companies will be male employees. The table and chart given below

shows employees gender.

Gender

Number of

Respondents Percentage

Male 20 67

Female 10 33

Total 30 100


Chart-2: Showing Employees Gender

Interpretation: The above chart shows that 67% of employees are male and 33%

are female. So, majority of the workers are male.

0

5

10

15

20

Male Female

Gender of Employees



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Table-3: Showing Marital Status of Employees

The marital status of an employee may have an influence on his/her job

satisfaction. The following table and chart shows the marital status of employees.

Status


Percentage

Married 18 60

Unmarried 12 40

Total 30 100


Chart-3: Showing Marital Status

Interpretation: Here, we can see that 60% of employees of the organization aremarried and 40% of them are unmarried.

60%

Married

40%

Unmarried

Marital Status


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Table-4: Showing Educational Qualification of Employees

Educational qualification has great influence on employees job category and their

level of job satisfaction. The following chart and table shows educational

qualification of employees.

Qualification

Number of


SSLC 5 17

Pre-Degree 5 17

Degree 7 23

Diploma 3 10

Post Graduation 10 33

Total 30 100


Chart-4: Showing Qualification

Interpretation: This chart shows that 17% of employees have SSLC and pre

degree. 23% of them are graduates and 10% have diploma. Then the highest

number, that is 33% of them are post graduates.

0123456789

10

Qualification



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Table-5: Showing Working Period of Employees

Employees working period and their level of satisfaction are related. Working

period shows satisfaction level of employees towards their organization. This is

shown in the following table and chart.

Period

Number of


Below 2 Years 4 13

2-4 0 0

4-6 7 23

6-8 8 27

Above 8 Years 11 37

Total 30 100


Chart-5: Showing Working Period

Interpretation: From this chart, it is clear that 13% of employees are working in

the organization below 2 years. No one is there by 2-4 years. Then 23% are there

for 4-6 years. 27% by 6-8 years and many of the workers are working there for

above 8 years that is 37% of employees.

0

2

4

6

8

10

12

Below 2

Years

2-4

Year

4-6

Year

6-8

Year

Above

8 Years

Working Period



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Table-6: Showing Salary of Employees

Employees pay scale and job satisfaction are positively related. Organizations

should be conscious in the salary scale of its workers. The following chart and

table shows salary scale existing in the organization.

Salary

Number of


Below 4000 0 0

4001-6000 8 27

6001-8000 4 13

8001-10000 8 27

Above 10000 10 33

Total 30 100Source: Primary data

Chart-5: Showing Salary of Employees

Interpretation: No is receiving their salary at below 4000. Then 27% of employees

have their salary in between 4001 to 6000 and 8001-10000. And 13% have salary

between 6001-8000. Above 10000 as salary is receiving 33% of employees.

012345678910

Employees Salary



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Table-7: Showing Opinion Regarding Job

Opinion regarding job directly shows employees level of satisfaction. The

following table and chart shows the satisfaction level of employees towards their

existing job.

Level of Satisfaction

Number of


Highly Satisfied 4 13

Satisfied 14 47

Neither Satisfied

Nor Dissatisfied

12 40

Dissatisfied 0 0

Highly Dissatisfied 0 0Total 30 100


Chart-7: Showing Opinion Regarding Job

Interpretation: In the above chart, 13% of employees are highly satisfied with

their job. 47% are satisfied. 40% are neither satisfied nor dissatisfied with their

job. There are no dissatisfied or highly dissatisfied employees.

0

2

4

6

8

10

12

14

Opinion About Job



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Table-8: Showing Opinion Regarding Working Environment

The working environment in the organization should be supportive for the

betterment of work. Below table and chart shows employees satisfaction

towards their working environment.

Opinion

Number of


Excellent 5 17

Good 15 50

Average 10 33

Poor 0 0

Very Poor 0 0


Chart-8: Showing Opinion Regarding Working Environment

Interpretation: Regarding working environment, 17% of employees consider it as

excellent. 50% considered it as good and 30% as average. Nobody considered it as

poor and very poor.

0

2

4

6

8

10

12

14

16

Working Environment



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Table-9: Showing Rating of Salary

Most of the employees satisfaction on their job is related to salary in every

organization. The following table and chart shows rating of the existing salary by

the employees of the organization.

Opinion

Number of


Excellent 9 30

Good 14 47

Average 7 23

Poor 0 0

Very Poor 0 0


Chart-9: Showing Salary Rating

Interpretation: It shows that 30% of employees rate their salary as excellent. For

47% of employees, it is good. The rest 27% rate it as average. There is no rating as

poor and very poor.

0

2

4

6

8

10

1214

Salary Rating



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Table-10: Showing Factor Attracted to Organization

There are certain factors which attracted employees to the organization. These

are different to each of the employees. The table and chart below showing the

factors attracted to the organization by the employees.

Factor

Number of


Salary 7 23

Recognition 11 37

Stability 10 33

Working Environment 2 7

Total 30 100


Chart-10: Showing Factors Attracted to Organization

Interpretation: In this pie chart is clear that, 23% of employees are attracted to

the organization because of salary. Recognition is the reason for 37%. For 33% of

them, stability is the factor. The rest 7% are due to working environment.

Attracted Factors

37%

Recognition

23%Salary

33%

Working Environment

Stability

7%


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Table-11: Showing Secure Feel in Job

Secure feel in job is an important factor which makes the employees satisfied

towards their work as well as organization. Following table and chart shows the

secure feel in job by the employees.

Opinion

Number of


High Secure 5 17

Secure 15 50

Average 10 33

Insecure 0 0

Need Improvement 0 0

Total 30 100


Table-11: Showing Secure Feel in Job

Interpretation: About the security in job, 17% have opined that it is highly

secured. For 50% of employees it is secured. And for the rest 33% it is average.

Nobody opined it as insecure or need improvement.

02468

10121416

Secure Feel In Job



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Table-12: Showing Satisfaction on Induction/Orientation Program

Induction and orientation programs are conducted by the organization to increase

performance of employees and their satisfaction. The satisfaction of employees

towards such programs are given in the table and chart below.


Number of


Highly satisfied 5 17

satisfied 20 66

Neither Satisfied Nor

Dissatisfied

5 17

Dissatisfied 0 0

Highly Dissatisfied 0 0

Total 30 100


Table-12: Showing Satisfaction on Induction/Orientation Program

Interpretation: Here, 17% of employees are highly satisfied with the orientation

programs. 67% are satisfied. And then the rest of 17% are neither satisfied nor

dissatisfied with the programs.

02468

10121416

Satisfaction on Programs



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Table-13: Showing Satisfaction on Appreciation/Reward System

The appreciation or reward system is another important factor which will help to

create a sense of belongingness among employees towards the organization.

Following table and chart shows employees satisfaction towards this.


Number of



Satisfied 15 50


Dissatisfied

5 17

Dissatisfied 0 0


Total 30 100


Chart-13: Showing Satisfaction on Appreciation/Reward System

Interpretation: About the appreciation or reward system, 33% are highly

satisfied. 50% of employees are satisfied and 17% are under neither satisfied nor

dissatisfied. There are no any dissatisfied or highly dissatisfied employees.

02468

10121416

Satisfaction on Reward System



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Table-14: Showing Opinion about Disciplinary Action

A disciplined working environment and employees are essential for the success of

every organization. The following table and chart shows employees opinion about

their disciplinary action.

Opinion

Number of


Excellent 4 13

Good 20 67

Average 6 20

Poor 0 0

Very Poor 0 0

Total 30 100


Chart-14: Showing Opinion about Disciplinary Action

Interpretation: About the disciplinary action of the organization, 13% of

employees have opined it as excellent. 67% said that there is a good disciplinary

system. For 10% of employees it is average. The disciplinary system is not poor or

very poor according to the employees.

0

2

4

6

8

10

12

14

16

1820

Disciplinary Action



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Table-15: Showing Satisfaction on Bonus and Incentives

Providing bonus and incentives is an important factor to increase the satisfaction

of employees towards their work and organization. Following table and chart

showing this.

Satisfaction Level


Percentage


Satisfied 18 60


Dissatisfied

6 20

Dissatisfied 0 0


Total 30 100


Chart-15: Showing Satisfaction on Bonus and Incentives

Interpretation: 20% are highly satisfied and neither satisfied nor dissatisfied

about the bonus and incentives given to them. 60% are satisfied with this. There

are no highly dissatisfied or dissatisfied employees.

02468

1012141618

Bonus and Incentives



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Table-16: Showing Satisfaction on Welfare Scheme

For the success of an organization, employees welfare is essential. Organizations

should consider their employees welfare to increase their satisfaction. Following

table and chart shows their satisfaction on welfare scheme.


Number of



Satisfied 25 83


Dissatisfied

0 0

Dissatisfied 0 0


Total 30 100


Chart-16: Showing Satisfaction on Welfare Scheme

Interpretation: Majority of the employees, that is 83% are satisfied with the

welfare scheme and the rest of them are 17% are highly satisfied.

0

5

10

15

20

25

Welfare Scheme



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Table-17: Showing Satisfaction on Compensation Package

Compensation packages are relevant to increase the level of satisfaction of

employees. The following table and chart shows satisfaction of employees on

compensation package.

Satisfaction Level

Number of



Satisfied 15 50


Dissatisfied

11 37

Dissatisfied 0 0


Total 30 100


Chart-17: Showing Satisfaction on Compensation Package

Interpretation: In this chart, 13% are highly satisfied with the compensation

package. Then 50% are satisfied and then the other 37% are neither satisfied nor

dissatisfied. No one is dissatisfied or highly dissatisfied.

02468

10121416

Compensation Package



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Table-18: Showing Satisfaction on Working Hours

Working hours provided by the organization to do the work is important to

determine the satisfaction towards their job by the employees. Following table

and chart shows the satisfaction on working hours for the employees.

Satisfaction Level

Number of



satisfied 24 80


Dissatisfied

3 10

Dissatisfied 0 0

Highly Dissatisfied 0 0Total 30 100


Table-18: Showing Satisfaction on Working Hours

Interpretation: About the working hours, 80% of employees are satisfied. 10%

each employees are highly satisfied and neither satisfied nor dissatisfied about

the working hours of the organization.

0

5

10

15

20

25

Working Hours

Number of respondents


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Table-19: Showing Opinion on Workers participation in Organizational Activities

There are some organizational activities provided to the employees by the

organization to improve their skills and talents. Thus the following table and chart

showing workers opinion on participation in organizational activities.

Opinion

Number of


Excellent 4 13

Good 8 27

Average 15 50

Poor 3 10

Very Poor 0 0Total 30 100


Chart-19: Showing Workers Participation in Activities

Interpretation: Here 13% have opined that the workers participation in

organizational activities is excellent. For 27% it is good. 50% opined it as average

and other 10% it as poor. There is no opinion it as very poor.

02468

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Organizational Activities

Number Of Respondents


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Table-20: Showing Health Problems while Working

While working, there is a chance for occurring health problems. Health problems

while working in the organization is shown in the following table and chart.

Category

Number of


Regularly 3 10

Occasionally 11 37

Rarely 11 37

Often 3 10


Table-20: Showing Health Problems while Working

Interpretation: According to this chart, 37% of employees had health problemswhile working rarely and occasionally. 10% each have opined that they had

regularly and often. Only for 7%, they had not any health problems while working.

Health Problems

37%

37%

7%10%

10% Regularly

Occasionaly

Rarely

Never

Often


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Tables Showing Satisfaction Regarding Intra-Mural Welfare Amenities

Intra-mural amenities are the infrastructure facilities provided within

the organization for meeting employees primary needs and for smoothening the

job. Tables and charts from 21- 27 showing satisfaction towards this facilities.

Table-21: Showing Opinion Regarding Drinking water Facility

Opinion

Number of


Excellent 12 40

Good 12 40

Average 6 20

Poor 0 0Very Poor 0 0


Chart-21: Showing Opinion Regarding Drinking Water

Interpretation: Here 40% each of employees have opined that their drinking

water facility is excellent and good. Then the rest 20% said it as average. No

opinion it as poor and very poor.

0

2

4

6

8

10

12

Excellent Good Average Poor Very Poor

Drinking Water



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Table-22: Showing Opinion Regarding Uniforms and Protective

Opinion

Number of


Excellent 16 53

Good 8 27

Average 6 20

Poor 0 0

Very Poor 0 0

Total 30 100


Chart-22: Showing Opinion Regarding Uniforms and Protective

Interpretation: In this chart, 53% have the opinion that their uniforms andprotective are excellent. Then the other 27% said it as good and for 20% it is

average.

0

2

4

6

8

10

12

14

16

Uniforms and Protective



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Table-23: Showing Opinion Regarding Canteen Facility

Opinion

Number of


Excellent 24 80

Good 3 10

Average 3 10

Poor 0 0

Very Poor 0 0

Total 30 100


Chart-23: Showing Opinion Regarding Canteen

Interpretation: About the canteen facility, 80% of employees have the opinion

that their canteen facility is excellent. 10% each have the opinion that it is good

and average.

0

5

10

15

20

25

Canteen Facility



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Table-24: Showing Opinion Regarding Lighting and Ventilation

Opinion

Number of


Excellent 19 63

Good 8 27

Average 3 10

Poor 0 0

Very Poor 0 0

Total 30 100


Chart-24: Showing Opinion Regarding Lighting and Ventilation

Interpretation: In this chart, 63% of employees said their lighting and ventilation

facilities are excellent. 27% said it as good. Then for 10% it is average.

0

5

10

15

20

Lighting and Ventilation



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Table-25: Showing Opinion Regarding Toilet Facility

Opinion

Number of


Excellent 20 67

Good 7 23

Average 3 10

Poor 0 0

Very Poor 0 0

Total 30 100


Chart-25: Showing Opinion Regarding Toilet

Interpretation: Here 67% are said their toilet facility is excellent. For 23% it isgood and for 10% it is average.

0

2

4

6

8

10

1214

16

18

20

Toilet Facility



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Table-26: Showing Opinion Regarding Health and Medical Facilities

Opinion

Number of


Excellent 12 40

Good 12 40

Average 6 20

Poor 0 0

Very Poor 0 0

Total 30 100


Chart-26: Showing Opinion Regarding Health and Medical Facilities

Interpretation: About the health and medical facilities, 40% of employees

considered it as excellent and good. For 20% it is average. No opinion is there it as

poor and very poor.

0

2

4

6

8

10

12

Health and Medical Facilities



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Table-27: Showing whether higher authority accepts demand/suggestions

Opinion

Number of


Always 3 10

Sometimes 3 10

Rarely 12 40

Never 12 40

Total 30 100


Chart-27: Showing whether higher authority accepts demand/suggestions

Interpretation: Here 40% each of employees said that their higher authority

never and rarely accepts their suggestions. So majority of them have not a good

opinion. While the other 10% each opined that higher authority accepts their

demands always and sometimes.

Accceptence of suggestions

40%

Never

40%

Rarely

10%

Sometimes

10%Always


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Conclusion to Analysis

In this analysis part, the researcher had done a detailed study of the

job satisfaction of employees using the data obtained from primary sources i.e.

from questionnaire. These data has to be analyzed to get a clear inference about the

research study. This data analysis and interpretation part is very important to get a

clear inference about the research study. Analysis is the critical examination of the

data collected and for this purpose, tables and charts are used. These devices

reduce the large mass of statistical data to a form that can be quickly understood at

a glance. Mainly bar diagram and other charts are used in this study for analyzing

the data and drawing the inferences.


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CHAPTER-6

CONCLUSION


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SUMMARY

The research has been designed to make a study on the level of satisfactionof employees at The Mathrubhumi Printing and Publishing Co.Ltd. The study

reveals that almost all employees of the organization are satisfied with their job.

However, there are certain suggestions recommended by researcher considering

employees responses to make further improvements.

The study contains th

HR MINI Introduction,Profiles&Theory

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