PROJECT REPORT ON A STUDY ON JOB SATISFACTION OF EMPLOYEES IN CHAITHANYA PAINTS PVT. LTD, KUREEKAD.

By Syama. V (Reg.No:161088)

Under the guidance of Sri. Binu.C.Kurian. M.Com, M.B.A XXXXXXXX

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CERTIFICATE This is to certify that the Dissertation titled A STUDY OF JOB SATISFACTION OF EMPLOYEES IN CHAITHANYA PAINTS PVT. LTD, KUREEKAD is a bona fide piece of research work done by Syama. V under the supervision and guidance of Sri.Binu.C.Kurian Assistant Professor of Commerce, Govt.College Manimalakkunnu in partial fulfilment of the award of the Degree of Master of Commerce in Mahatma Gandhi University Kottayam.

Place: Oliyappuram Date:

PROF. JOY JOHN Head of the Department of Commerce Government College Manimalakkunnu

DECLARATION

I Syama .v (Reg. No: 161088 IV semester M.Com, Govt. College Manimallakkunnu) declare that this dissertation entitled A STUDY OF JOB SATISFACTION OF EMPLOYEES IN CHAITHANYA PAINTS PVT LTD KUREEKKAD is a bona fide piece of research work done by me under the guidance and supervision of Sri.BINU.C.KURIAN Assistant Professor of Commerce, Govt.college ,Manimalakkunnu, Oliyappuram Koothattukkulam and this work has not previously formed the basis for the award of any academic qualification or fellowship of any other university or Board. The empirical findings in this report are based on the data collected by myself.

Place:Oliyappuram Date:

Syama .V

ACKNOWLEDGEMENT First of all I thank God for guiding me in fulfilling my intentions successfully. I express my profound gratitude to my guide Sri.Binu.C.Kurian Assistant Professor of Commerce, Post Graduate Department of Commerce, Government College Manimalakkunnu for his valuable guidance and suggestions rendered during the preparation of this dissertation. I extend my gratitude to Sri.Joy John, Head of the post Graduate Dept. of commerce, Government College Manimalakkunnu for his constant encouragement and providing the necessary facilities to carry out this work. I also express my thanks to all the teachers in the post Graduate Dept. of Commerce and library staffs of Government College Manimalakkunnu for their various services to complete this work. I express my sincere thanks to my friends for their co-operation and support in the completion of this work.

Syama .V

CONTENTS CERTIFICATES DECLARATION ACKNOWLEDGEMENT CONTENTS LIST OF TABLES LIST OF PICTURS CHAPTER 1 2 TITLE THE FRAME WORK OF THE STUDY CHAITHANYA PAINTS PVT. LTD. A PROFILE 3 JOB SATISFACTION A THEORETICAL FRAME WORK 4 ANALYSIS OF JOB SATISFACTION OF EMPLOYEES IN CHAITHANYA PAINTS PVT. LTD. 5 FINDINGS AND RECOMMENDATIOS OF THE STUDY PAGE NO.

APPENDIX: BIBLIOGRAPHY QUESTIONNAIRE

CHAPTER -1

THE FRAME WORK OF THE STUDY

Introduction: An organisation is nothing without human resources. Employees are the most precious asset of an organisation. So it is necessary to maintain a proper work environment, so that employees can give their maximum. In the present scenario where the world is being liberalized and everyone goes for privatization there is cut throat competition among the different units in the industry. Now the employees have more options because of the availability of numerous opportunities and so every organization must try to achieve a standard for the working environment.

The performance of human being is influenced by psychological and social factors such as family,age,sex,experience,education, personal likes and dislikes, job condition, emotion, welfare and privileges available to them recognition, wages and salaries, considerate leadership, promotional opportunities ,interaction with work group and above all job satisfaction and material reward and punishment they receive.

The success of a company basically depends upon its ability to attain goals and objectives .Among the five Ms namely man, machine, materials, money and method, human resources of an organization. No firm can reach its ultimate aims of profit maximum and wealth maximum without satisfying its manpower .Now a days it is a widely accepted fact that a happy worker is an invaluable asset to any organization contributing to prosperity. It is true that man can never be fully satisfied in his life. As employees spent much time in their work. They will be satisfied in life only, if the job is satisfactory. Job satisfaction means a function which is positively related to the degree to which ones personal needs are fulfilled in the job situation. Employees are the most satisfied and highly productive when their job offers them security from economic strain ,recognition of their effort ,clean policy of grievances ,opportunity to contribute ideas and suggestions ,participation in decision making and managing the affairs ,clean definitions of duties and responsibilities and

opportunities for promotion ,fringe benefits ,sound payment structure ,incentive plans and profit sharing activities ,health and safety measures ,social security ,compensation ,communication ,communication system and finally ,atmosphere of mutual trust respect.

As the employees are the precious asset of an organization, the satisfaction of all employees in their work is very important. Job satisfaction is a part of life satisfaction. It is the favourableness within which employees view their work. It expresses the amount of agreement between ones expectation of the job and the reward that the job provides. So it is the result of employees perception of what the organizations provide. The surveys conducted on employees had identified job dissatisfaction as the root cause of job issues and low level of labour productivity and loyalty.

Statement of the Problem and Significance of the Study

Job satisfaction may be favourable or unfavourable according to the view of the employee towards job. It expresses the amount of agreement between ones expectations of the job and rewards that the job provides. It has been observed that employees dissatisfaction with certain conditions of the job causes serious industrial problems and on the other hand employees satisfaction with job leads organizational goal of productivity.

The present study aims to assess the job satisfaction of employees in Chaithanya Paints Pvt.Ltd, Kureekad Chaithanya Paints Pvt.Ltd. Which established in the year 1998 is presently working with hundred permanent employees under the energetic leadership of Mr.L.R.Potty, the Managing Director. This study has been designed to analyse whether the employees of Chaithanya Paints Pvt.Ltd. were satisfied with their job. This study will be helpful to the company to know about the satisfaction level of the employees and can take measures to improve the areas under dissatisfaction. This study will also help the management in directing and coordinating the human relations in the organizations so as to achieve maximum production with the minimum effort and with proper regard for the genuine well-being of the workers.

Scope of the study The study captioned, job satisfaction of employees: a study with reference to employees in Chaithanya Paints Pvt.Ltd is mainly focused on the determination of the degree of job satisfaction. There are 100 employees in the company and from among them 50 are selected on random basis for the study (excluding supervisory and other managerial level).This study is designed to cover the analysis of factors influencing job satisfaction and there by identify how far the workers are satisfied in their job.

Objectives of the study

1. To assess the nature and satisfaction level of employees of Chaithanya Paints Pvt.Ltd. regarding monetary benefits and non monetary benefits from employment. 2. To assess the level of satisfaction of employees of Chaithanya Paints Pvt.Ltd regarding work environment and other facilities. 3. To make possible recommendation and offer useful suggestions to improve the level of satisfaction among the employees in Chaithanya Paints Pvt.Ltd.

Sample As mentioned above the study has been conducted by selecting fifty non managerial employees (random selection) from among a total of hundred employees in the Chaithanya paints Pvt. Ltd. a detailed view of the selection is given below:

Details of population and sample

Item Men Women Total

Population 79 21 100

Sample 40 10 50

Data collection The data required for the study were collected from both from primary and secondary sources. The primary data were collected from the fifty selected respondents using a structured interview schedule. The views of the respondents regarding level of satisfaction on indicated variables were collected on a three-point scale. The secondary data were collected from published reports, books, journals, administrative report of the company and websites.

Data Analysis The primary data collected from the respondents were analysed grouping the respondents based on sex.result are reported primarily using percentage. Graphical representations in the form of charts and graphs are also given for improved understanding.

Limitations of the study

The following were the major limitations of the study; 1. The employees attitude and opinion may change in future, so future relevance to the study cannot be assured. 2. Reliability of the study depends greatly on the reliability of information provided by the respondents. The personal bias of the respondents is another limiting factor. 3. The results obtained from the analysis would not be applicable to similar organizations in the industry.

Chapterisation:

First Chapter: The Framework of the study.

This chapter contains the details of the study. It includes significance of the study, scope of the study, methodology, limitations of the study and chapterisation scheme. Second Chapter: Chaithanya paints pvt.ltd .Kureekkad A profile.

This chapter gives a description about the company where the study has been conducted.

Third Chapter: Job satisfaction-A Theoretical Frame Work.

A theoretical description of job satisfaction has been given in this chapter.

Fourth Chapter: Data analysis and Interpretation.

Analysis of Job Satisfaction of Employees in Chaithanya paints Pvt.ltd. The analysis of data collected from the employees of the company has been done in this chapter.

Fifth Chapter: Findings and Recommendations.

Major findings of the study and the recommendations based on findings have been given in this chapter

CHAPTER-2 CHAITHANYA PAINTS PVT.LTD.KUREEKKAD A PROFILE

General introduction

Chaithanya paints is a member of Duckeem group of companies who have establish edits home in the field of cement paints industry for quality and reliability in the brand name Duckeem.the company is established in the year 1998 and is under the energetic leadership of Mr. l. R. potty who is the managing director and a prominent industries in India.

Chaithanya paints has imprinted its position in the market in a short span of time, under the indoor duke interior plastic emulsion, royal duke pried exterior Emulsion, Duromax Distemper and other 24 paints products with a rich experience in paint products more than two decades the architects of Chaithanya paints possess a colourful vision to meet the demand in the industry, the slogan the products with quality mark can only exit in the future, has smoothened the way of success.

As the paint industry is dominated by the multinational brands more than decades finding a position for a medium sized company like Chaithanya paints is tough, but the architects made it simple by a valid vision: i.e. to exit grow not by size and name alone, but by meeting the growing demands by quality and economy also. True to the spirit of times prestigious of Chaithanya remains in the forefront of quality and economy. Companys quality vision is approved and appreciated by granting ISO Certificate ISO9001-2001.

Capital of the company In order to finance its activities, the company needs to have capital. The share capital is the capital raised by the company by issue of shares. The company finances its activities with the amount raised by way of issue of shares and through secured and unsecured loans. The company has a total capital amounted to Rs 78,93,07,396/-

Quality policy of the company

All the operations of chaithanya paints PVT LTD have undertaken as per the quality manual of the company. a quality manual has been prepared ,reviewed, approved and issued with a view to provide functional areas of the organization. The quality manual conforms to the requirements of ISO: 9001-2000 clauses and sub clauses as being applied in the organization.

The quality manual has been prepared, reviewed and issued to all concerned with the following aims:

To give a brief description of the quality management system this reflects in the policy of management on quality.

To serve as reference to all departments or sectors in the company in fulfilling their responsibility towards quality as well as customer requirement.

To serve as a guide for internal audit. To enable the management to measure analyze and improve the quality management system as and when necessary.

To describe the interaction between the process of quality management system. To provide guidelines for abolishing the objectives and processes to deliver results in accordance with customer requirements and the organizations policies.

Product Profile

Indoor Duke Plastic Emulsion The newest and prestigious products of chaithanya paints is Indoor Duke Plastic Emulsion specially create for impressive interiors in a cost effective style. Definitely a better edge than all the existing competitive brands. Smooth finish, colour range ,cost etc.

Royal Duke

Royal Duke is a Hi-performance Exterior finish based on 100 % acrylic emulsion with silicone, which protects and decorates the surface. It forms a tough algae and fungus resistant .No peeling and non fading, yet flexible smooth film, which provides a total protection against all types of weathering conditions.

Duke Pride

Royal pride is a water thinnable exterior wall coating which gives excellent performance in all climate conditions. It is the best substitute for ordinary paints and requires no curing. The shades are light fast and do not fade. The coated film is resistant to algae and fungal growth.

Acrylic Distemper

Duromax acrylic distemper is an ideally formulated premium quality distemper based on acrylic emulsion .extra excellent pigmented good quality adhesives added to get more coverage glossy and smooth finish. Durable duromax distemper is ideal for your beautiful interiors, it is highly economic and is available in 32 attractive bright shades and in different pickings.

Water Thinnable Cement Primer

Duromax cement primer water thinnable is suitable for plastered wall asbestos, cement concrete etc. Its special features are easy brushing ,excellent covering, alkali resistance,quick drying and good sealing properties.

Acrylic Wall Putty

Duromax acrylic putty is the most economical and is manufactured technology based an acrylic emulsion and special additives added to get smooth finish and good coverage.

Other Item Paint

Roof paints red &blue Black board paint Enamel paints White, Yellow, and Black Clear varnish Aluminium paint Matt Block Matt Brown Matt white.

Satin Finish Enamel Mahogany Rosewood Timber golden brown.

Floor paints Floor red Royal Duke Premium 100%Acrylic Emulsion with silicone Floor black.

Primers Wood primer white Wood primer pink Zink chromate yellow primer Red oxide oil primer Red oxide metal primer Auto oil primer.

Other Items Fire Retardant paint Coir Matt paint Chassis red Chassis black Universal basic strainer.

Future Though Multinational companies have launched similar products substituted the cement paint concepts with innovative products chaithanya paints finds a brighter future still as Dukecems acceptance in the market by the quality mark and economy will have a tremendous future, which is certain.

Market Initially Dukecem cement had its performance in the home state with in short time it could enter in to the neighbouring state. As Tamilnadu has also welcomed and approved Dukecem cement paints performance, the slogan: if quality is there nobody checks it : becomes more vibrant and colourful.

Dukecem super cement paint Dukecem deluxe cement paint ISI Grade Dukecem cement primer (oil base) Dukecem wood primer (white) Dukecem wood primer (pink) Dukecem red oxide metal primer Dukecem red oxide oil primer Dukecem Zinchromate yellow primer.

The Drive for Innovation: Research &Development

Chaiyhanya paints having a well equipped Research and Development halls and ISI labs for strict quality controls. Research and development has established the company as an industry leading name for cutting edge paint and coating solutions that meet the changing needs of people everywhere. Today, we are known as one of the most innovation producers of paint and solutions and a leader in anti-corrosion and chemical resistant products. Our original paint innovations have continually redefined the paint industry. At the same time, Chaithanya paint adds value to life and the environment through our complete paint and coating solutions.

Innovations, coupled with state of the art technology, are the key principle behind chaithanya paints. Behind the drive to set the pace for innovative products is chaithanya paints sense of mission to improve current products as well as develop breakthrough coating solutions.

We apply analytical skills, strategic thinking and a close understanding of customer needs to deliver high quality paints and coats that meet societys changing needs.

The results are breakthrough products that respond to new and anticipated demand, as well as more efficient manufacturing processes that cut down on delivery time.

Our strengths include developing environmentally friendly products and processes, as well as innovative coating that enhance the way different industries function.

Sister Concern

Cochin Paints

Cochin paints manufactures of Dukecem cement paint had a humble beginning .to start with company had a vision; just enter the market with a quality product.

Though Cochin paints couldnt later even the initial demands of the cement paint market due to the several constraints company never allowed to adulterate the quality. That quality policy paved the way for a grand success in conquering the markets and gradually positioning the product along with the major established brands.

Organisation Chart

An organization chart detailing organizational position and delegation is given in figure2.1

ORGANISATION CHART (FIGURE2.1)

MANAGING DIRECTOR GENERAL MANAGER GENERAL MANAGER OFFICE MANAGER MARKETING MANAGER CHIEF FOREMAN DRIVERS DEPUTY FOREMAN OPERATORS OFFICE ASSISTANTS MARKET DEVELOPMENT MANAGER SALES EXECUTIVES HELPERS

Chapter3

THEORETICAL FRAMEWORKS OF JOB SATISFACTION

Introduction

Personnel management is relatively a new profession, of human engineering and scientific management of human beings, endowed with the dignity of statutory recognition. It is the responsibility of management to look after the total well being of an individual worker. A happy worker is an asset to the organization. He turns out more work.

It is necessary to take all possible steps to promote a correct attitude in the worker, to win his confidence and co-operation to make him put in his maximum effort to attain the common goal of the organization and to make him feel that he is an essential link in the productive process. Job satisfaction

Job Satisfaction

The term job satisfaction was brought to limelight by Hop pock in 1935.according to him job satisfaction is a combination of psychological, physiological and environmental factors that makes a person to admit, I am happy at my job. It has also been defined as the end state of feeling. it emphasizes the fact that the feeling is experienced after a task is accomplished. The feeling would be positive or negative depending up on whether need is satisfied or not.

The term job satisfaction covers that the satisfaction derived from being engaged in work or in my pursuit of a higher order. It is essentially related to human needs, and their fulfilment through work. It is generated by the individuals perception of how well his job satisfies in various needs. In short job satisfaction is the persons attitude towards the job. The job satisfaction is an integral component organizational health and an important element in industrial relation. The level of job satisfaction has some relation with various aspects of work behaviour such as accidents, absenteeism, turnover and productivity etc.

Generally job satisfaction is an individual feeling, which could be earned by a variety if factors. Job satisfaction is a distribute on. It refers to the general attitude of workers towards their work.

Concept of Job satisfaction Job satisfaction is a combination of two words. Job and satisfaction. Mikes and firm define work as a general activity cantering around subsistence and the specific routines of this activity as occupation. Job satisfaction is the end feeling of a person after performing a task. Job satisfaction is different from motivation and moral. Motivation refers to the willing new to work. Morale implies a general attitude towards and work environment. It is a group phenomenon whereas job satisfaction is an individual feeling. Job satisfaction may be considered a dimension of morale and morale could also be a same of satisfaction.

Importance to worker and organization Frequently, work underlies self esteem and identity while unemployment lowers self-growth and produces anxiety. At the same time monotonous job can erode a workers initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem and selfdevelopment.to the worker job satisfaction brings a pleasurable emotional state that often leads to a positive work attitude. a satisfied worker is more likely to be creative , flexible, innovative and loyal.

For the organization job satisfaction of its workers means a work force that is motivated and committed to high quality performance increased productivity the quantity and quality of output per hour worked seems to be a by-product of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However studies dating back to Hertzbergs (1957) have shown at least low correlation high morale and high productivity and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employers who are motivated by fens of job cost will not give 100 percentage of effort for every long. Though fear

is a powerful motivator, it is also a temporary one and as soon as the threat is lifted, performance will decline.

Definitions of job satisfaction Any combination of psychological, physiological and environmental circumstances the cause a person truthfully to say Iam satisfied with my job. R Hoppoch

Job satisfaction will be defined as the amount of overall positive effect or feelings that individual have towards their job. Field Man and Arnold

Job satisfaction is the set of favourable or unfavourable feelings with employees view their work. Keith Davis and Newstrom

Job satisfaction is the amount of pleasure or contentment associated with a job if you like your job intensely you will experience job dissatisfaction. Andrew Bin

job satisfaction is the positive orientation of an individual towards the work role which he is presently occupying. This can be easily paraphrases.As an individual liking more aspects of his work than his dislikes it refers to an employees general towards his job. Vroom

Factors Influencing job satisfaction There are a number of factors that influences job satisfaction these factors can be explained with the help of the following chart given below:

Figure 3.1 Source of job satisfaction

Source of job satisfaction

Organizational Factors

work environmental factors

work itself

personal factors

Salaries & wages

supervision

job scope & variety

age & seniority

Promotion chances

work group

autonomy & freedom

sex

Company policies Occupational level role conflict marital status Experience working condition role ambiguity & education level

Interesting work

1. Oranizational Factors Some of the organizational factors while affect job satisfaction: (a) Salaries and wages:

Wages and salaries play significant role in influencing job satisfaction. Living wages is based on the family budget and cost of living. It takes in to account the social and personal need of the workers providing for his food, house and education of his children medical aid and other amenities of life. If wages are to give satisfaction they must be fair. (b) Promotion Chances:

A better opportunity for promotion too is a factor, which lead to higher job satisfaction promotion indicates on employees works to the organization which highly moderate boosting. Employees take promotion is the ultimate achievement in his career and when it is realized he

feels extremely satisfied. It is true that individual seek satisfaction in their job in the context of job nature and work environment but they also attach importance to the opportunity for promotion that these job offer. (c) Company Policies:

Organizational structure and polices also an important role in affecting the job satisfaction of employees. An autocratic and highly authoritative structure, which is more open and democratic in nature. Organizational polices also govern the human behaviour in the organization. Liberal and fair polices usually result in more job satisfaction .strict polices will create dissatisfaction among the employees became they feel that they are not being treated fairly and may feel constrained. (d) Job security:

Job security is an important motivating factor for attaining job satisfaction. Job security implies that an employee shall enjoy economic and social security through health and welfare programmes by providing security against sickness,disability,old age and death if be continues on the job. (e) Occupational Level:

Higher the level of in organizational hierarchy greater satisfaction of the individual. This is being position at higher level are generally better paid, more challenging and provide greater freedoms of operation such job carry greater prestige self control and need satisfaction.

2. Work Environmental Factors: The work environmental factors includes the following: (a) Supervision:

The employee centred supervisory style enhances job satisfaction as the leaders looks after the subordinates carefully display friendship, respect and warmth etc towards them. On the other hand, production oriented leaders may causes low job satisfaction to the employees and may affect the turnover and absenteeism adversely. (b) Work Group:

It is the work group that fulfil the needs for social interaction of the members. If worker has good relation with the fellow employees and the supervisor ,he will satisfied. If the work group enjoys a higher status. His job satisfaction will increase further.

(C)

Working Condition:

Job satisfaction is related to working condition also. The work will be more attractive if working conditions are congenial to the task a worker proposes to accomplish. Good working conditions involve such facilities as adequate light, comfortable temperature, attractive surroundings etc. (d) Job Content:

Herzberg suggested that job content is term of achievement, recognition, advancement, responsibility and the work itself tend to provide satisfaction but their does nit cause dissatisfaction where the job is less repetitive and there is variation in job content job satisfaction tends to be higher.

3.

Work Itself:

The content of work itself plays a major in determining the level of job satisfaction some of the aspects of the work, which affect job satisfaction, are;

(a)

Job Scope:

It provides the amount of responsibility work pace and feed back the higher level of theses factor higher the job scope and higher the level of satisfaction. (b) Variety:

A moderate amount of variety is very effective. Excessive variety produces confusion and a too little variety causes monotony and fatigue, which are dissatisfaction. (c) Lack of Autonomy and Freedom:

Lack of autonomy and freedom over work method and work pace can create helplessness and dissatisfaction. Employees do not like it when their every step and very action are determined by this supervisor. (d) Role Ambiguity and Role Conflict:

Role ambiguity and role conflicts also lead to confusion and job satisfaction because employees do not know exactly what their task is and what is expected of them. (d) Interesting Work:

A work which is very interesting the challenging and provide status will be providing satisfaction to the employees and compared to work which is boring and monotonous.

4.Personal Factors

Personal attributes of the individuals also play a very important role as to whether they are satisfied at the job or not. Pessimists always complain about everything including the job. They will always find something wrong in every job to complain about some of the important personal factors is:

(a)

Age:

There is a positive correlation between age and job satisfaction. workers in the advanced age group tend to be more satisfied probably because they have adjusted with their job condition and also they became more mature and realistic and less idealistic. So they are willing to accept available resources and be satisfied about the situation. (b) Sex:

Studies revealed that women are less satisfied than men due to fewer job opportunities for females. But female workers may be more satisfied due to their lower occupational aspiration. (c) Educational

Level of education of an individual is a factor which determines the degree of job satisfaction with occupational level held constant there is a negative relationship between the educational level and job satisfaction. The higher the education the higher the reference group which the individual looks to for guidance to evaluate his job. (d) Marital Status:

The general impression is that married employees and employees having more dependents tend to be more satisfied due to their greater responsibilities. But such employees may be more satisfied because they value their job more than unmarried workers. (e) Experience:

Job satisfaction tends to increase with increasing year of experience .but it may decrease after 20 years of experience particularly among people who have not realized their job expectations. (f) Role perception:

Different individuals hold different perceptions about role the kind of activities and behaviour they should engage in to perform their job successfully job satisfaction in determined by this factor. The more accurate the perception of an individual the greater his satisfaction.

(g)

Interpersonal Relations With superiors peer and subordinates:

Relationship with superiors co-workers and subordinates should be cordial .this is one of the main factors, which influence the job satisfaction.

Superior while discharging his duty, if he maintains a cordial atmosphere and give criticism in a friendly way it pays way for better understanding and it lead to higher job satisfaction.

Dimensions of job satisfaction There are 3 important dimensions of job satisfaction 1. A job satisfaction is an emotional response to a job solution. As such it cant be seen .it can only inferred. 2. Job satisfaction is often determined by how will outcome meet or exceed expectations. 3. Job satisfactions represent several related attitude. Smith, Kendall and Hulin (1964) have suggested that there are 6 job dimensions that represent the most important characteristics of a job about which people have effective response. They are;

(1)

The Work itself:

The extent to which the job provides the individual with interesting tasks, opportunities for learning and the chance to accept responsibilities. (2) Pay:

The amount of financial remunerations that is received and the degree to which this is viewed as equitable vice versa that of other in the organization. (3) Promotion opportunities:

Promotional opportunities seem to have a varying effect on job satisfaction. This is because promotions take different forms and include a variety of rewards. (4) Supervision:

Supervision is another moderately important source of job satisfaction; there are two dimensions of supervisory style that affects job satisfaction. One is employee-centeredness, which is measured by the degree to which a supervisor takes personal interest in the welfare of the employees. The other dimension is participation or influence, as illustrated by managers who

allow their people to participate in decisions that affect their own jobs. This approach, generally, leads to higher job satisfaction. It is proved that a participative environment created by the supervisor has a more substantial effect on workers satisfaction than participation in a specific decision. (5) Co-Workers:

Friendly, co-operative co-workers are a modest source of job satisfaction. the work group serves as a source of support,comfort,advice,and assistance to the individual .a good work group makes the job more enjoyable. (6) Work environment:

Work environment and working conditions are factors that have a modest effect on job satisfaction. If working conditions are good clean, attractive surroundings-employees find it easier to carry out their job. Most people do not give working conditions a great deal of thought unless they are extremely bad.

Theories Of job satisfaction

The main theoretical approaches to job satisfaction are as follows; (a) Need Fulfilment Theory:

According to this theory a person is satisfied when he gets from his job what he wants. The more he wants something or the more important is to him, the more satisfied he is when he received it. In other words, job satisfaction will vary directly with the extent to which those needs of an individual which can be satisfied are actually satisfied. Vroom views satisfaction in terms of the positively valued outcomes that a job provides to a person. Thus, job satisfaction is positively related to the degree to which ones needs are fulfilled. The fulfilled theory suffers from a major drawback. Satisfaction is a function of not only what a person receives but what he feels he should receive. What may satisfy one individual may not satisfy the order due to difference in their expectations. The strength of an individual desire or his level of inspiration is an important determinant of job satisfaction.thus; job satisfaction is a function of the degree to which the employees needs are fulfilled in the job satisfaction.

(b)

Equity Theory:

Under this theory, it is believed that a persons job satisfaction depends up on his perceived equity as determined by his input-output balance in comparison with the input output balance of others. Every individual compares his reward with those of a reference group. if he feels his rewards are equitable in comparison with others doing similar work, he feels satisfied. Job satisfaction is thus a function of the degree to which job characteristics meet the desire of the reference group. For e.g:Studies of the effect of community features on job satisfaction revealed that works living in a well to do neighbourhood fell less satisfied from those living in poor neighbourhood. Equity theory takes in to account not only the need of an individual but also the opinion of the reference group to which the individual looks for guidance.

Figure 3.2 Equity Theory of job satisfaction Perceived Perceivedpersonl inputs (A )

Outcomes actually received

A=B Satisfaction A<B Dissatisfaction A>B Guilt discomfort

Perceived Inputs of Comparison others

Perceived outcomes comparison others of

Perceived(B) Personal outcomes that should received be

(c)

Two factor theory:

This theory was developed by Frederick Herzberg and his colleagues. According to this theory satisfaction and dissatisfaction are interdependent of each other and exist on a separate continuum. There are two factors viz hygiene factors which affect job satisfaction Hygiene factors like company policy and administration,supervision,pay,working condition and interpersonal relation as dissatisfies thus absence cause dissatisfaction but their presence doesnt result in positive satisfaction. The satisfies like achievement, advancement, recognition, work itself and responsibility leads to satisfaction.

(d)

Discrepancy Theory:

According to this theory job satisfaction depends up on what a person actually receive from his job and what he expects to receive. When the rewards actually received are less than the expected rewards it causes dissatisfaction in the words of Locke, job satisfaction and dissatisfaction are functions of perceived relationship between what one wants from ones job and what one perceives it is actually offering .in other words, satisfaction is the different between what one actually received and what he feels he should receive. This theory fail to reveal whether over satisfaction is or not a dimension of dissatisfaction and if somehow does it differ dissatisfaction arising out of the situation when received outcomes one less the outcomes one feels he should receive

Figure 3.3 Discrepancy approach to job satisfaction

Perceived out(B) Comes received

A=B Perceived Dissatisfaction A>B Perceived Dissatisfaction A<B Perceived over satisfaction

Outcomes one(A) Feels receive he should

(e)

Equity Discrepancy Theory:

This is a combination of equity and discrepancy theories.lawler has accepted the difference approach of discrepancy theory rather than the ratio approach of equity theory. From equity theory the concept of comparison has been selected to serve an intervening variable. Under this theory satisfaction is defined as the difference between the outcomes that one perceives he actually received and outcomes that one feels he should receive in comparison with other. When the individual feel that what he actually received in equal to what he perceives he should receive there is satisfaction. Thus an individual reception of his reward is influenced b y more than just the objective amount of that factor. This model reveals that a person perception of what he should receive is influenced by the input and output of other.lawler suggest that those individuals are likely to be more satisfied who perceive.

(a) (b) (c) (d) (e)

their input are low Their jobs are less demanding Their reference group have less favourable input output balance They are receiving a high outcome level Their referent group are receiving less output

Figure 3.4 Equity discrepancy theory of job satisfaction

Perceived amount (B) received

Perceived amount that (A) Should be received

Perceived outcomes of different group

Actual outcomes received

Perceived inputs And outcomes of different groups

(f)

Social Reference group theory:

Reference group defined the way an individual look at the world. According to this theory job satisfaction occurs when job meets the interest, desire and requirements of a persons reference group .in other word, job satisfaction is a function of the degree to which the job meets the approval of the group to which the individual looks for guidance in evaluating the world and defining social reality. The social reference group theory is similar to the need fulfilment theory except that it takes into account not the desires need and interest of the given individual but rather the point of view and opinion of the group to whom the individual looks for guiadance.This theory an incomplete explanation to the extent some people are independent of group opinions and group pressure.

Consequences of job satisfaction

Research has concluded that there is a relationship between job satisfaction and performance of the employees high job satisfaction may lead to improved productivity ,decreased turnover ,improved attendance, reduced accidents ,less job stress and less unionisation. The following subtopics explain the outcomes of job satisfaction:1. Job satisfaction and productivity

Is there any positive relationship between satisfaction and productivity? This controversy has been there over a number of years.Alothoug ,majority of people believe that there is a positive relationship between these two. According to the research findings of Vroom conducted in 1964, the median correlation between satisfaction and performance is only 0.14.lawler and porter found that there is more evidence to suggest that job performance leads to job satisfaction. 2. Job satisfaction and Employee Turnover

Unlike the relationship between satisfaction and performance research has concluded a moderate relationship between job satisfaction and turnover. High employee turnover is a matter of concern for the management as it disrupts the normal operations and continuous replacement of employees who leave the organizations costly and technically undesirable. managerial concern is mostly for the turnover which arises because of job dissatisfaction, the employees thus tries to keep the employees satisfied on their jobs to minimize the turnover. Though high satisfaction in

itself cannot beep the turnover low,but considerable job dissatisfaction will definitely increase the employee turnover. 3. Job satisfaction and Absenteeism

It has been conclusively proved that there is an inverse relationship between job satisfaction and absenteeism. When satisfaction is high ,absenteeism is low and when satisfaction low, absenteeism is high. Less satisfied employees are more likely to be absent from work due to avoidable reasons. This is known as voluntary absenteeism because it is related to job satisfaction. Absenteeism can be modified by certain factors; research has found that people who believe that their work is important have lower absenteeism as compared to those who do not feel that way. Moreover it is important to remember that while high job satisfaction will not necessarily result in low absenteeism (because of unavoidable absenteeism) .but low job satisfaction will definitely bring about high absenteeism. 4. Job satisfaction and Union Activities

It has been proved that satisfied employees are generally not interested in unions and they do not perceive them as necessary. Job dissatisfaction has proved to be the major cause of unionisation. Job The employees join the unions because they feel that individually they are unable to influence changes which would eliminate the causes of job dissatisfaction. The level of union activities is related to the level of job dissatisfaction. Low level of dissatisfaction results in only grievances while higher levels of dissatisfaction will results in employees strikes. 5. Job satisfaction and safety

When people are dissatisfied with their jobs, company and supervisors, they are prone to experience accidents. An underlying reason for this is that dissatisfaction takes ones attention away from the task at hand leads directly his job, and the chances of accidents will be less. 6. Other Effects of Job satisfaction

In addition there a number of other effects brought about by high job satisfaction. Highly satisfied employees tend to have better physical and mental. Such employees will become more co-operative such as helping co-workers, helping customers etc.such behaviour will improve unit performance and organizational effectiveness. Job satisfaction results from the employees

perception that the job content actually provides what an employee values in the work situation. Organizationally speaking high level of job satisfaction reflects a highly favourable. Organizational climate resulting in attracting and retaining better workers.

CHAPTER 4

ANALYSIS OF JOB SATISFACTION OF EMPLOYEES IN CHAITHANYA PAINTS PVT. LTD.

Job satisfaction is the favorableness or unfavorable with which employees view their work. It expresses the amount of agreement between ones expectations of the job and reward that the job provides. The study of employees satisfaction helps the company to maintain a standard and increase productivity by motivating the employees.

This study reveals the level of satisfaction of employees and also the areas of dissatisfaction. Nowadays, most of the work is done by machines, but the importance of human resources cannot be under estimated. The study on job satisfaction is much relevant in this contest.

For the purpose of the study, out of 100 employees in the company 50 were randomly selected (excluding supervisory and other managerial level). The data were collected with the help of a structured interview schedule.

Part I - Profile of the Respondents

In this part, various personal data like age, sex, family size, educational status, work experience, monthly income and martial status have been analyzed.

Sex of Respondents Sex wise details of the 50 respondents are given in table 4.1 Table 4.1 Sex of Respondents Sex Male Female Total Source: Primary data No. of respondents 40 10 50 Percentage 80 20 100

20%

Male Female

80%

Eighty per cent of the respondents are male and rest 20 per cent is female employees. Age of respondents On the basis of age, sample respondents are classified in to four age groups. The first age group is between 20-30 years, the second age group is between 30-40 years, the next age group is between 40-50 years and the highest age group is between 40-50 years. Age wise classification of respondents are given in table 4.2

Table 4.2 Age of Respondents Age group 20-30 30-40 40-50 50-60 Total Source: Primary data Male 12 12 11 5 40 Percentage 30 30 27.5 12.5 100 Female 3 3 4 10 Percentage 30 30 40 100

40 35 30 25 20 15 10 5 0 20-30 30-40 30 30 30 30

40

27.5

Male Female 12.5

0 40-50 50-60

Thirty per cent of the male respondents are between the age of 20-30 years and between 30-40 years. While 27.5 per cent of the males are 40- 50 years, 12.5 per cent belongs to the age group of 50-60 years. 30 per cent of the female respondents are between the age of 20-30 years and between 30-40 years. While 40 per cent belongs to the age group of 40-50 years.

Marital Status of Respondents The marital status of the respondents are given in table4.3 Table 4.3 Martial Status of Respondents Martial Status Single Married Total Source: Primary data
100 100 90 80 70 60 50 40 30 20 10 0 Male Female 0 20 Single Married 75

Male 10 30 40

Percentage 25 75 100

Female 100 100

Percentage 100 100

Twenty five per cent of the male respondents are not married and the rest 75 per cent of the males are married. 100 per cent of the female employees are married. Educational Status of Respondents On the basis of education, the respondents were classified in to four different groups as below S.S.L.C., Pre- Degree, and Graduates. Distribution of respondents based on educational status are given in table 4.4

Table 4.4 Respondents Based on Educational Qualification Educational Status Below S.S.L.C. S.S.L.C. Pre- Degree Graduates Total Source: Primary data Male 12 22 4 2 40 Percentage 30 55 10 5 100 Female 4 6 10 Percentage 40 60 100

60 50 40 30 20 10 0 Below SSLC 30 40

60 55

male female 10 5 0 SSLC Predegree 0 Graduates

Thirty per cent of the male employees are below S.S.L.C. and 55 per cent male employees have passed S.S.L.C., 10 Per cent have completed their Pre- Degree and 5 per cent of the employees have done their Graduation. Female employees 40 per cent are below S.S.L.C. and the rest 60 per cent of the female employees are passed S.S.L.C. Figure 4.4 shows the diagrammatic representation of table 4.4.

Family Size of the Respondents Family size of the respondents were classified as, small family up to 3 persons, medium family is 4 to 5 persons and large family consisting of more than 5 persons. Distribution of respondents based on family size are given in table 4.5

Table 4.5 Respondents Based on Family Size Family Size Small family Medium family Large family Total Source: Primary data
60 50 40 30 20 10 0 small family Medium family large family 10 5 40 35 male female 60 50

Male 14 24 2 40

Percentage 35 60 5 100

Female 4 5 1 10

Percentage 40 50 10 100

In case of male employees 35 per cent of employees belong to small size family i.e. families having 1 to 3 persons and 60 per cent male employees belongs to medium family i.e. families having 4 to 5 persons and only 5 per cent belongs to large family i.e. families having above 5 persons. In case of female employees 40 per cent belongs to small size families and 50 per cent belongs to medium family, only 10 per cent of the female employees belong to large family.

Monthly Income of Respondents Sample respondents are classified in to four categories, based on their monthly salary i.e. between Rs. 3000 to 5000, between Rs. 5001 to 7000, between Rs. 7001 to 9000, between Rs. 9001 to 11000. Distribution of respondents based on monthly income are given in table 4.6 Table 4.6 Respondents Based on Monthly Income

Monthly Income 3000 to 5000 50001 to 7000 7001 to 9000 9001 to 11000 Total Source: Primary data
50 45 40 35 30 25 20 15 10 5 0 0 3000 to 5000 20

Male 12 19 9 40

Percentage 30 47.5 22.5 100

Female 2 4 4 10

Percentage 20 40 40 100

47.5 40 30 22.5 male female 40

0 5001 to 7000 7001 to 9000 9001 to 11000

Majority of the male employees i.e. 47.5 per cent are having as income between Rs. 7001 to 9000 per month. There is nobody who is drawing a monthly income less than Rs. 5000 and 30 per cent are earning a monthly salary between Rs. 5001 to 7000, 22.5 per cent are earning between Rs. 9001 to 11000.

In case of female employees it is found that 20 per cent of the employees are earning a monthly salary between Rs 3000 to 5000, 40 per cent are earning between Rs 5001 to 7000 and rest of the 40 per cent are earning between Rs. 7001 to 9000. There is nobody who is drawing a monthly income between Rs 9001 to 11000.

Job Experience of Respondents Sample respondents are classified in to four groups based on their job experience i.e. below 1 year, between 1 to 4 years, between 5 to 8 years, between 9 to 12 years are shown in table 4.7.

Table 4.7 Respondents Based on Years of Experience Years of Experience Below 1 year 1 to 4 years 5 to 8 years 9 to 12 years Total Source: Primary data
60 50 40 30 20 10 0 0 Below 1 year 1 to 4 years 5 to 8 years 9 to 12 years 20 27.5 20 17.5 10 male female

Male 11 22 7 40

Percentage 27.5 55 17.5 100

Female 2 2 5 1 10

Percentage 20 20 50 10 100

55 50

In case of male employees 27.5 per cent male employees having experience between 1 to 4 years, 55 per cent of the employees have an experience between 5 to 8 years, 17.5 per cent have an experience between 9 to 12 years.

In case of female employees 20 percent of the female employees having experience below 1 year, 20 per cent have an experience between 1 to 4 years, 50 per cent have an experience between 5 to 8 years and 10 per cent have an experience between 9 to 12 years. Figure 4.7 shows the diagrammatic representation of table 4.7.

Part II Analysis of Job Satisfaction

The analysis of job satisfaction of employees in Chaithanya Paints Pvt. Ltd., Kureekkad is done on the basis of various factors related to job satisfaction.

Opinion on Prompt Payment of Salary Respondents opinion on prompt payment of salaries are given in table 4.8

Table 4.8 Respondents Opinion on Prompt Payment of Salary Opinion Always Often Never Total Source: Primary data Male 40 40 Percentage 100 100 Female 10 10 Percentage 100 100

100 90 80 70 60 50 40 30 20 10 0

100 100

Male Female

0 Always Often

0 Never

Hundred per cent of the male employees agree that the company makes prompt payment of salary.

Amount of Salary Respondents satisfaction level of salaries and wages are given in table 4.9 Table 4.9 Satisfaction Level Amount of Salaries and Wages Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data
60 50 40 30 20 10 0 Highly satisfied Satisfied Not satisfied 10 5 37.5 30 Male Female 57.5 60

Male 2 23 15 40

Percentage 5 57.5 37.5 100

Female 1 6 3 10

Percentage 10 60 30 100

Majority of the male and female employees are satisfied with the amount of salaries and wages. In case of male employees 5 per cent are highly satisfied, 57.5 per cent are satisfied, 37.5 per cent are not satisfied with the amount of salaries and wages. In case of female employees 10 per cent are highly satisfied, 60 per cent are satisfied and 30 per cent are not satisfied with the amount of salaries and wages. Figure 4.9 shows the diagrammatic representation of table 4.9.

Revision of Salaries and Wages Respondents opinion about revision of salaries and wages are given in table 4.10

Table 4.10 Respondents Opinion about Revision of Salaries & Wages Opinion Yes No Total Source: Primary data Male 40 40 Percentage 100 100 Female 10 10 Percentage 100 100

100 100 90 80 70 60 50 40 30 20 10 0 male 0

100

yes no

0 female

Hundred per cent of the male and female employees agree that the company make periodical revision of salaries and wages.

Other Monetary Benefits Respondents opinion about monetary benefits other than salaries and wages are given in table 4.11

Table 4.10 Respondents Opinion about Other Monetary Benefits Opinion Yes No Total Source: Primary data
100 100 90 80 70 60 50 40 30 20 10 0 male female 0 0 yes no 100

Male 40 40

Percentage 100 100

Female 10 10

Percentage 100 100

Hundred per cent of the male and female employees agree that the company provide monetary benefits other than salaries and wages.

Amount of Other Monetary Benefits Respondents satisfaction level of monetary benefits other than salaries and wages are given in table 4.12

Table 4.12 Satisfaction Level Other Monetary Benefits Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data
60 50 40 30 20 10 0 Highly satisfied Satisfied Not satisfied 10 5 30 Male Female 47.5 60 47.5

Male 2 19 19 40

Percentage 5 47.5 47.5 100

Female 1 6 3 10

Percentage 10 60 30 100

In case of male employees 47.5 per cent are satisfied and not satisfied with the monetary benefits other than salaries and wages, only 5 per cent of the male employees are highly satisfied. In case of female employees 10 per cent are highly satisfied, majority of the female employees i.e. 60 per cent are satisfied, rest of the 30 per cent are not satisfied with the monetary benefits other than salaries and wages. Figure 4.12 shows the diagrammatic representation of table 4.12.

Working Time Respondents opinion about working time are shown in table 4.13

Table 4.13 Satisfaction Level Working Time Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data
70 60 50 40 30 20 10 0 Highly satisfied Satisfied Not satisfied 10 5 20 50 35 Male Female 70

Male 6 20 14 40

Percentage 5 50 35 100

Female 1 7 2 10

Percentage 10 70 20 100

Fifteen per cent of the male employees are highly satisfied with the working time, 50 per cent are satisfied and 35 per cent are not satisfied with working time. In case of female employees 70 per cent are satisfied, 20 per cent are not satisfied with the working time. Figure 4.13 shows the diagrammatic representation of table 4.13

Attitude of Supervisors

Employees opinion about the attitude of supervisors are given in table 4.14

Table 4.14 Satisfaction Level Attitude of Supervisors Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data
100 90 80 70 60 50 40 30 20 10 0 2.5 0 Highly satisfied Satisfied 10 0 Not satisfied Male Female 100 87.5

Male 1 35 4 40

Percentage 2.5 87.5 10 100

Female 10 10

Percentage 100 100

Majority of the male employees (87.5 per cent) are satisfied, 10 per cent are not satisfied with the attitude of supervisors and 100 per cent of the female employees are satisfied with the attitude of supervisors.

Work Environment Respondents opinion about work environment are shown in table 4.15. Work environment such as proper lightings, proper ventilation, proper security measures etc.

Table 4.15 Satisfaction Level Work Environment Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data
60 52.5 50 40 30 20 10 2.5 0 Highly satisfied Satisfied Not satisfied 10 30 Male Female 45 60

Male 1 21 18 40

Percentage 2.5 52.5 45 100

Female 1 6 3 10

Percentage 10 60 30 100

In case of male employees 2.5 per cent are highly satisfied, 52.5 per cent are satisfied, 45 per cent are not satisfied with the work environment and 60 per cent of the female employees are satisfied, 30 per cent are not satisfied with the work environment. Figure 4.15 shows the diagrammatic representation of table 4.15.

Working Conditions of Machines Importance of good and healthy working conditions has been recognized as an element of job satisfaction. The opinions of employees about the working conditions of machines are shown in table 4.16.

Table 4.16 Respondents Opinion about Working Conditions of Machines Opinion Better Moderate Poor Total Source: Primary data
90 80 70 60 50 40 30 20 10 0 Better Moderate Poor 15 2.5 0 40 60 Male Female

Male 6 33 1 40

Percentage 15 82.5 2.5 100

Female 4 6 10

Percentage 40 60 100

82.5

Majority of the employees i.e. 82.5 per cent of the male employees and 60 per cent of the female employees agree that working conditions of the machines are moderate. Only 2.5 per cent of the male employees opinion that working conditions of machines are poor.

Break Time / Leisure Time Respondents opinion about break time / leisure time are given in table 4.17

Table 4.17 Respondents Opinion about Break Time Opinion Yes No Total Source: Primary data Male 40 40 Percentage 100 100 Female 10 10 Percentage 100 100

100 100 90 80 70 60 50 40 30 20 10 0 male 0

100

yes no

0 female

Hundred per cent of the male and female employees agree that company gives leisure time/ break time for relaxation.

Satisfaction Level of Break Time / Leisure Time Respondents satisfaction level of leisure time/ break time are given in table 4.18

Table 4.18 Satisfaction Level - Break Time / Leisure Time Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data Male 2 20 18 40 Percentage 5 50 45 100 Female 2 5 3 10 Percentage 20 50 30 100

50 45 40 35 30 25 20 15 10 5 0 Highly satisfied 5 20

50 50 45

30 Male Female

Satisfied

Not satisfied

Fifty per cent of the male and female employees are satisfied with the leisure time provided by the company, 45 per cent of the male employees and 30 per cent of the female employees are not satisfied with duration of leisure time provided by the company. Figure 4.18 shows the diagrammatic representation of table 4.18. Sanitary Facilities Respondents opinion about sanitary facilities in the company are shown in table 4.19

Table 4.19 Satisfaction Level - Sanitary Facilities Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data Male 12 20 8 40 Percentage 30 50 20 100 Female 1 7 2 10 Percentage 10 70 20 100

70 60 50 40 30 20 10 0 Highly satisfied 10 30 50

70

Male 20 20 Female

Satisfied

Not satisfied

In case of male employees 50 per cent are satisfied, 30 per cent are highly satisfied with the sanitary facilities in the company, 70 per cent of the female employees are satisfied, 10 per cent are highly satisfied, only 20 per cent of the female and male employees are not satisfied with the sanitary facilities in the company. Figure 4.19 shows the diagrammatic representation of table 4.19.

Availability of Purified Drinking Water Respondents opinion about availability of purified drinking water are shown in table 4.20

Table 4.20 Respondents Opinion about Availability of Purified Drinking Water Opinion Yes No Total Source: Primary data Male 40 40 Percentage 100 100 Female 10 10 Percentage 100 100

100 100 90 80 70 60 50 40 30 20 10 0 male 0

100

yes no

0 female

Hundred per cent of the male and female employees are getting purified drinking water from the company.

Educational Scholarship Respondents opinion about education scholarship are given in table 4.21

Table 4.21 Respondents Opinion about Educational Scholarship Opinion Yes No Total Source: Primary data
100 100 90 80 70 60 50 40 30 20 10 0 male female 0 0 yes no 100

Male 40 40

Percentage 100 100

Female 10 10

Percentage 100 100

Hundred per cent of the male and female employees are not getting educational scholarship for their childrens education from the company.

Medical Facilities and Insurance Coverage Respondents opinion about medical facilities and insurance coverage are given in table 4.22

Table 4.22 Respondents Opinion about Medical Facilities & Insurance Coverage Opinion Yes No Total Source: Primary data Male 40 40 Percentage 100 100 Female 10 10 Percentage 100 100

100 100 90 80 70 60 50 40 30 20 10 0 male 0

100

yes no

0 female

Hundred per cent of the male and female employees agree that company provide medical facilities and insurance coverage.

Satisfaction Level of Medical Facilities & Insurance Coverage Respondents satisfaction level of medical facilities and insurance coverage are given in table 4.23

Table 4.23 Satisfaction Level Medical Facilities & Insurance Coverage Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data
80 70 60 50 40 30 20 10 0 Highly satisfied Satisfied Not satisfied 10 10 10 22.5 Male Female 67.5 80

Male 4 27 9 40

Percentage 10 67.5 22.5 100

Female 1 8 1 10

Percentage 10 80 10 100

Ten per cent of the male employees are highly satisfied, 67.5 per cent are satisfied, 22.5 per cent are not satisfied. In case of female employees 10 per cent are highly satisfied 80 per cent are satisfied, only 10 per cent are not satisfied with the medical facilities and insurance coverage provide by the company. Figure 4.23 shows the diagrammatic representation of table 4.23

Pension Fund Contribution Respondents opinion about pension fund contribution are given in table 4.24

Table 4.24 Respondents Opinion about Pension Fund Contribution Opinion Yes No Total Source: Primary data Male 40 40 Percentage 100 100 Female 10 10 Percentage 100 100

100 100 90 80 70 60 50 40 30 20 10 0 male 0

100

yes no

0 female

Hundred per cent of the male and female employees are a member of pension fund contribution.

Amount of Pension Fund Contribution Respondents satisfaction level of the amount of pension fund contribution are given in table 4.25.

Table 4.25 Satisfaction Level Amount of Pension Fund Contribution Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data Male 2 27 11 40 Percentage 5 67.5 27.5 100 Female 2 7 1 10 Percentage 20 70 10 100

70 60 50 40 30 20 10 0 Highly satisfied 5 20

67.5

70

27.5

Male Female 10

Satisfied

Not satisfied

Five per cent of the male employees are highly satisfied, 67.5 per cent are satisfied and 27.5 per cent are not satisfied with the amount of pension fund contribution provide by the company. In case of female employees 20 per cent are highly satisfied, 70 per cent are satisfied and 10 per cent are not satisfied with the amount of pension fund contribution provide by the company.

Opportunities for Promotion Respondents opinion about opportunities for promotion are given in table 4.26

Table 4.26 Respondents Opinion about Opportunities for Promotion Opinion Periodical Rare No opportunity Total Source: Primary data Male 15 25 40 Percentage 37. 5 62.5 100 Female 3 7 10 Percentage 30 70 100

70 62.5 60 50 40 30 20 10 0 Periodical 37.5 30

70

Male Female

0 Rare

No opportunity

Majority of the male employees 62.5 per cent and 70 per cent female employees opinion about opportunities for promotion of employees are rare, rest of the 37.5 per cent male employees and 30 per cent of the female employees opinion about opportunities for promotion of employees are periodical.

Reward for Higher Performance Respondents opinion about reward for higher performance given in table 4.27

Table 4.27 Respondents Opinion about Reward for Higher Performance Opinion Yes No Total Source: Primary data Male 40 40 Percentage 100 100 Female 10 10 Percentage 100 100

100 100 90 80 70 60 50 40 30 20 10 0 male female 0 0

100

yes no

Hundred per cent of the male and female employees are not getting reward for higher performance from the company.

Training for Improvement of Performance Respondents opinion about training for improvement of performance are given in table 4.28

Table 4.28 Respondents Opinion about Training for Improvement of Performance Opinion Yes No Total Source: Primary data Male 40 40 Percentage 100 100 Female 10 10 Percentage 100 100

100 100 90 80 70 60 50 40 30 20 10 0 male 0

100

yes no

0 female

Hundred per cent of the male and female employees are getting training for the improvement of performance.

Satisfaction Level of Training

Respondents satisfaction level of training given by the company are shown in table 4.29.

Table 4.29 Satisfaction Level -Training Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data
70 60 50 40 30 20 10 0 Highly satisfied Satisfied Not satisfied 5 20 10 Male 25 Female 70 65

Male 4 26 10 40

Percentage 5 65 25 100

Female 2 7 1 10

Percentage 20 70 10 100

Majority of the employees i.e. 65 per cent of the male and 70 per cent of the female employees are satisfied with the training provide by the company for the improvement of performance, only 25 per cent of the male and 10 per cent of the female employees are not satisfied with the training given by the company. Bonus Respondents opinion about bonus are given in table 4.30

Table 4.30 Respondents Opinion about Bonus Opinion Yes No Total Source: Primary data Male 40 40 Percentage 100 100 Female 10 10 Percentage 100 100

100 100 90 80 70 60 50 40 30 20 10 0 male 0

100

yes no

0 female

Hundred per cent of the male and female employees are getting bonus from the company.

Amount of Bonus Respondents satisfaction level of bonus are given in table 4.31

Table 4.31 Satisfaction Level Amount of Bonus Level of Satisfaction Highly satisfied Satisfied Not satisfied Total Source: Primary data
80 70 60 50 40 30 20 10 0 Highly satisfied Satisfied Not satisfied 7.5 10 10 37.5 Male Female 55 80

Male 3 22 15 40

Percentage 7.5 55 37.5 100

Female 1 8 1 10

Percentage 10 80 10 100

In case of male employees 7.5 per cent are highly satisfied, 55 per cent are satisfied, 37.5 per cent of the male employees are not satisfied with the bonus given by the company. In case of female employees 10 per cent are highly satisfied, 80 per cent are satisfied and 10 per cent are not satisfied with the bonus given by the company.

Participation in Decision Making Process Respondents opinion about Participation in Decision Making Process are given in table 4.32

Table 4.32 Respondents opinion about Participation in Decision Making Process Opinion Yes No Total Source: Primary data Male 40 40 Percentage 100 100 Female 10 10 Percentage 100 100

100 100 90 80 70 60 50 40 30 20 10 0 male 0

100

yes no

0 female

Hundred per cent of the male and female employees are contributing their own ideas and opinions for decision making process.

Influence of Family Problems in the Job Respondents opinion about Influence of Family Problems in the Job are shown in table 4.33

Table 4.33 Respondents Opinion about the Influence of Family Problems in the Job Level of Influencing Highly Influencing Influencing Not Influencing Total Source: Primary data
70 62.5 60 50 40 30 20 10 0 Highly influencing Influencing Not influencing 10 10 30 27.5 Male Female 60

Male 4 25 11 40

Percentage 10 62.5 27.5 100

Female 3 6 1 10

Percentage 30 60 10 100

Family problems are highly influencing in the male employees at 10 per cent and influencing at 62.5 per cent, not influencing at 27.5 per cent. In case of female employees family problems are highly influencing at 30 per cent, influencing at 60 per cent, not influencing family problems in the job only 10 per cent.

Influence of Health Problems in the Job Respondents opinion about the Influence of Health Problems in the Job are shown in table 4.34

Table 4.34 Respondents opinion about the Influence of Health Problems in the Job Level of Influencing Highly Influencing Influencing Not Influencing Total Source: Primary data Male 3 17 20 40 Percentage 7.5 42.5 50 100 Female 1 4 5 10 Percentage 10 40 50 100

50 45 40 35 30 25 20 15 10 5 0 Highly influencing Influencing 7.5 10 42.5 40

50 50

Male Female

Not influencing

Fifty per cent of the male and female employees health problems are not influencing the job. In case of male employees health problems are highly influencing at 7.5 per cent, influencing at 42.5 per cent. In case of female employees health problems highly influencing at 10 per cent, influencing at 40 per cent.

Family Life and Work Life Respondents opinion about balance between family life and work life are shown in table 4.35

Table 4.35 Respondents Opinion about the Balance Between Family Life and Work Life Opinion Always Often Rare Total Source: Primary data Male 10 30 40 Percentage 25 75 100 Female 1 9 10 Percentage 10 90 100

90 80 70 60 50 40 30 20 10 0 Always 10 25 75

90

Male Female

0 Often Rare

Twenty five per cent of the male employees, 10 per cent of the female employees are always balance between family life and work life and rest of the 75 per cent of the male and 90 per cent of the female employees are often balance between family life and work life. The foregoing analyses revealed many facts about the different variables assessing job satisfaction of employees of Chaithanya Paints Pvt. Ltd. Altogether the views of the respondents were conclusive.

CHAPTER 5

FINDINGS AND RECOMMENDATIONS OF THE STUDY

Employees are the most valuable asset in any organization. Unlike other assets, the effective utilization of this asset is possible only if they are kept satisfied. The study captioned Job satisfaction of Employees: A Study with Reference to Employees in Chaithanya Paints Pvt. Ltd, Kureekkad. was conducted to find the level of job satisfaction among employees of Chaithanya Paints Pvt. Ltd, Kureekkad.

The main objectives of the study were;

1. To assess the nature and satisfaction level of employees of Chaithanya regarding monetary benefits and non monetary benefits from employment.

paints Pvt. Ltd.

2. To assess the level of employees of Chaithanya Paints Pvt. Ltd. regarding work environment and other facilities. 3. To make possible recommendation and offer useful suggestions to improve the level of satisfaction among the employees in Chaithanya Paints Pvt. Ltd.

Major findings of the study

I Profile Part 1. Out of 50 respondents, 40 respondents (80%) are males and 10 respondents are females (20%). 2. Majority of the male respondents (60%) are between the age group of 20-40 years and 40% of the female respondents are between the age group of 40 to 50 years. 3. Seventy five per cent of the male respondents and 100 per cent of the female respondents are married. Twenty five per cent of the male respondents are not married.

1. Education qualification of majority of the male and female respondents(55% to 60%) is SSLC. While 30 per cent of males have qualification below S.S.L.C., the respective share in the case of female employees is 40 per cent. 2. Most of the male and female respondents (50% to 60%) belongs to medium family size i.e. families having 4 to 5 persons. 3. Male respondents (47.5%) earning a monthly salary between Rs.7001 to Rs.9000.While 40 per cent of female respondents earning a monthly salary between Rs. 5001 to Rs.7000 another 40 per cent earn monthly salary between Rs.7001 to Rs. 9000. 4. Out of 50 respondents, fifty four per cent of the respondents having experience between 5 to 8 years.

II Analysis of Job Satisfaction

1. Hundred per cent of the male and female respondents agree that the company makes prom payment of salary 2. Majority of the respondents (altogether 58 per cent) are satisfied with the amount of salaries and wages. In case of male employees 5 per cent are highly satisfied, 57.5 per cent are satisfied, and 37.5 per cent are not satisfied with the amount of salaries and wages. In case of female employees 10 per cent are highly satisfied, 60 per cent are satisfied and 30 per cent are not satisfied with the amount of salaries and wages. 3. Hundred per cent of the male and female respondents agree that the Company make periodical revision of salaries and wages. 4. Hundred per cent of the respondents agree that the company provide monetary benefits other than salaries and wages. 5. Most of the female employees (60%) are satisfied with the monetary benefits other than salaries and wages. While 5 per cent of the male employees are highly satisfied, 47.5 per cent are satisfied with other monetary benefits.

Majority of the female and male respondents (altogether 54 per cent) are satisfied With the working time and altogether 14 per cent are highly satisfied with the working time.

Most of the male and female respondents (altogether 90 per cent) are satisfied with the attitude of supervisors. 15. Out of 50 respondents majority of the respondents (altogether 54 per cent) are Satisfied with the work environment and (altogether 42 per cent) are not satisfied with the work environment. Majority of the male and female respondents (altogether 78 per cent) opinion for working conditions of machines are moderate. Altogether 20 per cent reported better working conditions.

Hundred per cent of the respondents agree that company gives leisure time for relaxation.

Fifty per cent of both male and female respondents are satisfied with the leisure time provided by the company. Five per cent of males and 20 per cent of females are highly satisfied with the leisure time given.

Most of the male and female respondents (54 per cent) are satisfied with the sanitary facilities in the company.

Hundred per cent of the respondents are getting purified drinking water from the company.

Hundred per cent of the respondents are not getting education scholarship for their childrens educations from the company.

Hundred per cent of the respondents agree that company provides medical facilities and insurance coverage.

Out of 50 respondents majority of the respondents (altogether 70 per cent) are satisfied with the medical facilities and insurance coverage.

Hundred per cent of the respondents are a member of pension fund. Most of the female and male respondents (68 per cent) are satisfied with the amount of pension fund contribution by the employer.

Majority of the male and female respondents (64 per cent) opined that the opportunities for promotion are rare.

Hundred per cent of the respondents are not getting reward for higher performance from the company.

Hundred per cent of the respondents are getting training for the improvement of performance.

Out of 50 respondents majority of the respondents (altogether 66 per cent) are with the training provided by the company.

satisfied

Hundred per cent of the respondents are getting bonus from the company. Most of the respondents (altogether 60 per cent) are satisfied with the bonus given by the company and 32 per cent are not satisfied.

Hundred per cent of the respondents are contribute their own ideas and opinions for the decision making process.

Most of the respondents (altogether 62 per cent) have family problems influencing in the job.

Fifty per cent of both the male and female respondents reported that of health problems not influencing the job. On the other hand 42 per cent (altogether) reported that it is influencing the job performance. Ninety per cent of the female respondents and 75 per cent of the male

respondents are often able to balance between family life and work life.

Recommendations

Altogether 36 per cent of the respondents (37.5%of the males and 30% of the females) have reported dissatisfaction about the volume of salaries &wages. Careful revision of salaries &wages so as to accommodate the dissatisfied group may further improve the job satisfaction level in the company ultimately resulting in better productivity.

Regarding other monetary benefits such as allowances altogether 44% reported dissatisfaction. Positive steps to rationally hike allowances may bring more satisfaction.

Altogether 42% of the respondents are not satisfied with the work environment such as proper ventilation, proper lightings, and proper security measures etc.efforts to improve the working conditions may bring higher satisfaction among employees.

The satisfaction level about the sufficiency of the leisure time among 42% of the employees are poor. Rationalizing the duration of leisure time seeking opinion from employees can improve the situation.

BIBILIOGRAPHY

Books

Davis Keith (1995), Human Behavior at Work, New Delhi, Vikas Publishing House. C. B. Guptha (2001), Human Resource Management, New Delhi, Sultan Chand & Sons P.Subha Rao(2003), Personal and Human Resource Management, Mumbai, Himalaya Publishing House

Shashi k. Guptha & Rosy Joshy (2004), Human Resource Management, New Delhi T.N. Chhabra (2006 ) Human Resource Management, Dhanpat Rai & Co.

Websites

www. en. Wikipedia. Org / Wiki / Job Satisfaction www. All business. Com / Human Resources www. Chaithanya Paints. Com

QUESTIONNAIRE

JOB STASFACTION OF EMPLOYEES: A STUDY WITH REFERENCE TO EMPLOYEES IN CHAITHANYA PAINTS PVT.LTD, KUREEKKAD

Personal data

Name Age Sex Martial status Educational qualification

: : : Male/ Female : Single/ Married :

No of dependents in the family : Monthly salary Years of experience : :

1. Are you getting prompt payment of salary? Always Often Never

2. Are you satisfied with the amount of salaries & wages? Highly satisfied Satisfied Not Satisfied

3. Whether your salaries & wages are periodically revised? Yes No

4. Are you getting any monetary benefits other than salaries and wages? Yes No

5. Are you satisfied with the amount of other monetary benefits? Highly satisfied Satisfied Not Satisfied

6. Are you satisfied with the working time? Highly satisfied Satisfied Not Satisfied

7. Please rate the attitude of supervisors? Highly satisfied Satisfied Not Satisfied

8. Please rate the team sprit in your work environment? Highly satisfied Satisfied Not Satisfied

9. Please rate the working conditions of machines? Better Moderate Poor

10. Please rate the working atmosphere? Highly satisfied Satisfied Not Satisfied

11. Are you getting leisure time / break time? Yes No

12. Are you satisfied with the leisure time / break time? Highly satisfied Satisfied Not Satisfied

13. Are you satisfied with the sanitary facilities? Highly satisfied Satisfied Not Satisfied

14. Are you getting purified drinking water? Yes No

15. If you getting any education scholarship for your children education? Yes No

16. If you getting any medical facilities & insurance from Company? Yes No

17. Are you satisfied with the medical facilities & insurance from Company? Highly satisfied Satisfied Not Satisfied

18. If you getting any pension fund from the Company? Yes No

19. Are you satisfied with the amount of pension fund from the Company? Highly satisfied Satisfied Not Satisfied

20. Please rate the opportunities for promotion? Periodical Rare Not opportunity

21. Do you any reward for performance? Yes No

22. Are you satisfied with the reward for performance? Highly satisfied Satisfied Not Satisfied

23. If you getting any training for improvement of performance? Yes No

24. Are you satisfied with the training? Highly satisfied 25. If you getting any bonus? Yes No Satisfied Not Satisfied

26. Are you satisfied with the bonus? Highly satisfied Satisfied Not Satisfied

27. Does family problems influencing your job? Highly influencing Influencing Not influencing

28. Does health problems influencing your job? Highly influencing Influencing Not influencing

29. Can you maintain a reasonable balance between the family life and your work life? Always Often Never