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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
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.
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
When an employee is having high satisfation to an organization, he will
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
No of respondents Percentage
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
When an employee is having high satisfation to an organization, he will
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
No of respondents Percentage
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
Satisfied Neutral Dissatisfied Highly
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
measure. But it exercises a potent influence on the human relations climate
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/8/3/2019 Finished Doc Shank11
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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
Satisfied Neutral Dissatisfied Highly
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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