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CHAPTER 1 INRODUCTION AND FRAME WORK

INTRODUCTION OF THE STUDY Job satisfaction has been defined as a pleasurable emotional state resulting the appraisal of ones job; an affective reaction to ones job; and an attitude towards ones job. Weiss (2000) has argued that job satisfaction is an attitude but point out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we form attitude towards our jobs by taking into account, our beliefs, and our behaviors Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is very important attribute which is frequently measured by organizations. In recent years, the emphases on human issues and involvement of employees have increased with in the field of quality management practices. The important of the organization culture is enhanced through its impact on employee morale and work attitudes. Consequently, job satisfaction is likely to be influenced by any aspects. Job satisfaction is important because of well-established association with a range of organization outcomes. The most common way of measurement is the use of rating scales where employees report their reactions to their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself and co-employees.

1.2 STATEMENT OF THE PROBLEM Employee turnover past 6-8 month and due to this Production level is decreased. So the Organization needs to measure the satisfaction level of the employees to reduce the employee turnover and to retain the existing employees. So Job satisfaction is very important attitude which is to be frequently measured. The study mainly focused on the selected factors such as Teamwork, organization trust, reward and recognition, Customer focus, employee involvement , organization culture and job satisfaction.

1.3 OBJECTIVEES OF THE STUDY To study job satisfaction level of employees with reference to selected factors. To study the employees perception towards their and Job or organizational practices To assess the satisfaction level of employees in sri ganapathi apparels pvt ltd. To identify the factor which improves on satisfaction level of employees To find that whether the employees are satisfied or not. To analyze the companys working environment. To find that they are satisfied with their job profile or not. To find that employees are working with their full capabilities or not.

1.4 LIMITATIONS OF STUDY The study is based on the employees self-reported survey, it may have Respondent biases. The study is done with selected factors on viz., teamwork, organizational trust, reward and recognition, customer focus, employee involvement and organizational culture there may be many other factors which influence the job satisfaction such as motivation, welfare activities training and development ,etc.., are not included in this study.

1.5 RESEARCH METHODOLOGY

RESEARCH DESIGN For this study the descriptive type of research is chosen. This research includes surveys and fact-finding enquires of different kinds. The major purpose of descriptive is description o the state of affairs, as it exists at present.

SAMPLING DESIGN The type of sampling used in this research is stratified random sampling. The employees were partitioned into different groups (strata) based on their working departments. From each group, 50% of the population is taken for sampling.

SAMPLE SIZE Population: 418 200 questionnaires were sending to the respondents of the employees.

DATA COLLECTION Primary and secondary data is used for this research. The primary data collection was done through questions were framed in such a way that respondent could answer question by proper understanding of the intention for the question that is being asked. The survey proceeds by making the respondent express his view step by step, providing all the information starting from the five elements, team work, reward and recognition, customer focus, organizational culture and organizational trust. The questions were asked to respondents who are working in different departments.

Besides the primary data, secondary data was also collected for the study; websites, related, journals, and magazines were referred for this purpose from the library to facilitate proper understanding of the conceptual framework and profile and study area. QUESTIONNAIRE DESIGN The questionnaire design is basically closed ended questions. With multiple option are given to the employees for their convenience.

TOOLS FOR ANALYSIS The data collected from the primary sources were arranged in the sample tabular statement by using percentage analysis and chi-square analysis.

PERCENTAGE ANALYSIS Percentage refers to a special kind of ratio in marking comparison between two or more data and to describe relationships. Percentage can also be used to compare the relation terms the distribution of two or more sources of data Number of Respondents Percentage of Respondents = ------------------------------------ 100 Total Respondents

CHI-SQUARE ANALYSIS Chi-square is a non-parametric test of statistical significance for vicariate tabular analysis. A non-parametric test is a rough estimate of confidence. Chi-square is used most frequently to test the statistical significance of results resorted in bivariate tables and interpreting bivariate tables is integral to interpreting the result of chi-square test. CHI-SQUARE TEST METHOD The chi-square method is the application of testing the significant different between observed and expected values. NULL HYPOTHESIS (H0) The hypothesis, or assumption, about a population parameter we wish to test, usually an assumption the status quo. ALTERNATIVE HYPOTHESIS (H1) The conclusion we accept when the data fail to support the null hypothesis STATISTICAL TEST Chi-square test (x) = (0-E) -------------E Degrees of freedom = (R-1) (C-1) Whereas, O E R C = observed frequency = Expected frequency = Number of rows = Number of columns

To find E Expected frequency = Row total column total ------------------------------------Grand Total LEVEL OF SIGNIFICANCE () A value indicating the percentage of values that is outside certain limits, assuming the null hypothesis is correct, that the probability of rejecting the null hypothesis when it is true.

CHAPTER 2

REVIEW OF LITERATURE

Muhammed masroor Alam, jamilha fakir mohammed in their study on level of job satisfaction and intent to leave among Malaysian nurses investigated the level of job satisfaction and intent to leave among Malaysian nurses. The objectives of the study were to examine the level of perceived job satisfaction and intention to leave. Finding of this study suggested that the nursing staffs were moderately satisfied with their job in all the six facets of job satisfaction i.e. satisfaction with supervisor job variety, closure, compensation, co-employees and HRM/management polices and therefore exhibits a perceived lower level of their intention to leave the hospital and job.

K. chandraiah S.C. Agrawal, P. marimuthu and N. manoharan conducted on occupational stress and job satisfaction among managers. A sample of 105 industrial managers working in different large-scale organizations was selected randomly for the study .The study also found that the age found to be negatively correlated with occupational stress and positively with job satisfaction.

Anu singh lather and shilpa jain in their analysis onmotivation and job satisfaction a study of associates of public and private sector studied the relationship between the job satisfaction and various motivational need at different managerial, supervisory and staff levels. The sample consisted of 480 associates. The result show significant positive correlation between the job satisfaction and need for autonomy and self actualization of level managers.

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Noorliza karia, Dr.Zainal Ariffin in their study on quality practice that pay: empowerment and teamwork focused on the impact of empowerment and teamwork(E&T) practices the greater the employees job satisfaction, organizational commitment, career satisfaction and job significant job satisfaction and job involvement. Meanwhile, trust in the organizational commitment and career satisfaction. Paul Boselie and Ton van der Wiele in their analysis on employee perceptions of hrm and tqm, and the effects on satisfaction and intention to level concepts such with relatively large database. This analysis gives new insight into concepts such as co-operation, information, salary, work conditions , and goal setting.

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Lsaiah O. Ugbore and Kofi Obeng in their study on top management leadership, employee empowerment, job satisfaction in TQM organizations: an empirical study found that top management leadership and employee management (TQM) because of their assumed relationship with customer satisfaction, effective strategies for management leadership roles in a TQM environment, are identified and discussed. A.Minjoon Jun, Shaohan Cai and Hojung Shin did research on tqm practice in maquiladora: antecedents of employee satisfaction and loyalty. In this manufacturing firms by validating direct and indirect relationship among, and employee loyalty. The improved employee satisfaction leads to a higher level of employee loyalty. John E. and Michael R. organizational equity perceptions, employee job satisfaction, and department absence and turnover rates examined the association of the two constructs, and, in a field setting, compares them as separate variable relating to absence and turnover. Employee perceptions of equitable treatment were found were found to be stronger predictors of absence and turnover than were job satisfaction variables.

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CHAPTER 3

INDUSTRY AND COMPANY OVERVIEW

3.1 Industry overview The term textile is a Latin word which comes from the word Texere which means to weave textile originally referred to a woven fabric but latter on the term textile as well as the plural textiles refers to fibbers, filaments and yarns. Textile industry occupies a significant position in our country. In India, textile industry represents the rich culture, tradition, heritage & economic well-being of country with diversified range and versatility. At the same time industry is competitive enough to fulfill different demand patterns of domestic and global markets.

The textile plays vital role in countrys economic development and contributes 14% to industrial production in the country. Textile industry contributes around 4% of GDP, 9% of excise collections, 18% of employment in industrial sector, and has 16% share in countrys export. Indian textile Industry is valued is valued at US $ 36bn.

The development of Indian textile industry started in 1985. This was the year when, for the first time textile sector was considered as an important industry and a separate policy was formulated for sectors development. In the year 2000, National textile policy was announced. With further development textile Industry came out of Quota Regime of import restrictions under the Multi fibber Arrangement (MFA). This development came on 1st January 2005 under the World trade Organization (WTO) Agreement on Textiles & clothing.

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Because of the elimination of quota restrictions, most of the developing countries now can develop the potential market at both domestic and international level. It will help for foreign direct investment in industry that will create great opportunity to strengthen the sector. Some of the strengths of Indian textile industry are large and potential domestic & international market, large pool of skilled and cheap labor, well-established industry, promising export potential etc. There is a huge demand of Indian textile products in international market because of its versatility and contribute towards economic development of the country handsomely.

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3.2 COMPANY PROFILE Sri Ganapathi apparel was found by late Mr.R.Nithiyakumar of Avinashilingampalayam in Tirupur District. It was established in year 2003. The Location was situated in avinashilingampalayam, avinashi. The land area of the company is about 50cents near SCM textile, lux textile on Tirupur main road. The companies have ISO 9002 certification for knitting, printing and stitching units. The spinning division has modernized equipments and the Capacity is 20,000 spindles. It has high technology machinery and also high-tech equipments in the testing laboratory. The company category is Textile Company produced all types of cloths.

Name of the business is manufacture and export to other countries. Manufactured single jersey, double jersey, Maternity, Mens wears, New Born, jacquard clothing products. Importing machines are used for production in the company. Company have 120 machines are used for production. Scope To demonstrate the managements ability to consistently provide Product that meets customer requirement and applicable regulatory Requirement Mission To enhance customer satisfaction through the effective application and Continual improvement of the system and the assurance of conformity to customer as well as applicable regulatory requirements.

Location of the company office The company office is located at Door no: 5/89, Tirupur main Road, Avinashilingampalayam, Avinashi -641454, tirupur. The company is controlled by its proprietor Mr.R.Nithiyakumar

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Employees The company is engages around 418 workers. 350 are permanent Workers 68 are temporary workers in all departments for its production. Out of this around 268 workers are female workers and the balances 150 are male workers. The company is working under shift basic. The company paid salary for employees at weekly based.

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CHAPTER 4 ANALYSIS AND INTERPRETATION Table 4.1 Age Age <20 years 20-25 years 25-30 years >30 years Total
140 120 100 80 60 40 20 4 0 <20 years 20-25 years 25-30 years >30 years 2 76 118

Respondents 76 118 4 2 200

Percentage 38 59 2 1 100

This table shows that out of 200 respondents, 59% of employees are in the age group of 20-25 years and 38% of the employees are less than 20 years old. Only 1% of the employees are more than 30 years old. This shows that organization consists of younger generation which will help them to innovate the new things and work energetically

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Table 4.2 Gender

Gender Female Male Total

Frequency 139 61 200

Percent 69.5 30.5 100

80 70 60 50 40 30.5 30 20 10 0 Female Male 69.5

This table shows that 69.5% of the employees are female and 30.5% of the employees are male. The organization has more female employees than male.

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Table 4.3 Educational qualification

Qualification PG UG Diploma School level Total

Respondents 7 30 20 143 200

Percentage 3.5 15 10 71.5 100

80 70 60 50 40 30 20 10 0 PG UG Diploma 3.5 15 10

71.5

School level

This shows that only 3.5% of the employees have done masters degree. And 10% of the employees have completed diploma. But 71.5% of the employees are with school level education. It shows that employees need training programmer to understand their working roles and responsibilities.

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Table 4.4 Years of Experience Experience <1 1-2 years 2-3 years 3-4 years >4 years Total Respondents 81 65 32 10 12 200 Percentage 40.5 32.5 16 5 6 100

45 40 35 30 25 20 15 10

40.5 32.5

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5 5 0 <1 1-2 years 2-3 years 3-4 years

>4 years

This table explains s 40.5% of the employees are having less than one year of experience. There are only 6% of the employees working more than four years. It shows that many of the employees are fresher and the experienced people are less. The organization should take some measures to retain the talents.

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Table 4.5 working as a team in order to coordinate and improve quality Satisfaction level strongly agree Agree Neither agree or disagree Total Source :primary data Respondents 99 87 14 200 Percent 49.5 43.5 7 100

60 50 40 30 20 10 0 strongly agree Agree Neither agree or disagree 7 49.5 43.5

This shows table that 49.5% of the employees strongly agree to work as a team.43.5% of the employees agree to work as team. Totally 93% of the employees were expressed their interest to work as a team. This will improve the organizational performance.

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Table 4.6 co-operation with other department Respondents Rating strongly agree Agree Neither agree or disagree Disagree Total Respondents 98 81 17 4 200 Percentage 49 40.5 8.5 2 100

60 50 40 30 20 10 0 strongly agree Agree Neither agree or disagree Disagree 8.5 2 49 40.5

There are 49% of the employees strongly agreed that they are getting help from other departments whenever they need assistance. Only 2% of the employees have expresses their views negatively. This reveals that there is good co-ordination between departments.

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Table 4.7 Working in team helps to solve complex problems Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 81 89 29 1 200 Percent 40.5 44.5 14.5 0.5 100

50 45 40 35 30 25 20 15 10 5 0 strongly agree 40.5

44.5

14.5

0.5 Agree Neither agree or disagree Disagree

This table shows that 89% of the employees have agreed that working in team helps to solve the problems. 44.5% of the total respondents have their strong agreement and 14.5% of the employees neither agree nor disagree for this.

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Table 4.8 Working in team helps to produce Zero defective products Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 65 90 32 13 200 Percent 32.5 45 16 6.5 100

50 45 40 35 30 25 20 15 10 5 0 strongly agree 32.5

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16 6.5

Agree

Neither agree or disagree

Disagree

There are 32.5% of the employees believes that working in team help them to produce zero defective products. But 6.5% of the employees are accepting this and they feel individual work is better. Nearly 90 of the population understands the concept of team work that is producing quality products

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Table 4.9 Openness, honesty and constructive feedback are highly valued and demonstrated as organizational traits Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 74 88 32 6 200 Percent 37 44 16 3 100

50 45 40 35 30 25 20 15 10 5 0 strongly agree Agree Neither agree or disagree Disagree 3 16 37 44

This result shows that 44% of the employees agreed that openness, honesty and constructive feedback are highly valued and demonstrated as organizational traits. Only 3% of the respondents indicated their vies as disagree. This indicates that organizational culture and communication and feedback system are implemented correctly.

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Table 4.10 Having clear idea about the process and roles Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 77 88 30 5 200 Percent 38.5 44 15 2.5 100

50 45 40 35 30 25 20 15 10 5 0 strongly agree Agree Neither agree or disagree Disagree 2.5 15 38.5 44

There are 38.5% of the employees who are all having very clear idea about organizational process and their roles and 44% are having the knowledge about it. Totally 97.5% of the people have a clear idea except 2.5% of the employees.

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Table 4.11 Organization values and culture are satisfied Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 72 101 26 1 200 Percent 36 50.5 13 0.5 100

60 50.5 50 40 30 20 10 0.5 0 strongly agree Agree Neither agree or disagree Disagree 36

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There are 50.5% of the employees are satisfied with organization values and culture. 13% of the employees are having no idea on this. But 0.5 % of the is not satisfied and this is also very small portion in that population. Most of them satisfied with the values and culture.

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Table 4.12 Compensation system encourage team and individual contribution Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total
50 45 40 35 30 25 20 15 10 5 0 strongly agree Agree Neither agree or disagree Disagree 1 11 43.5

Frequency 87 89 22 2 200

Percent 43.5 44.5 11 1 100

44.5

This result shows 43.5% of the employees strongly believe in this statement. The compensation system is directly related to individual contribution. This result indicates that 88% of the people are encouraged through good compensation system.

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Table 4.13 Reward and recognition is based on work quality Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 82 88 29 1 200 Percent 41 44 14.5 0.5 100

50 45 40 35 30 25 20 15 10 5 0 strongly agree Agree Neither agree or disagree Disagree 0.5 14.5 44 41

This results shows that reward and recognition is based on the work quality. Because 44% of the respondents are agreed this. Only 0.5% of them disagreed for this. So the organization recognizes the quality of work rather than the amount of work.

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4.14 Awareness about of the level of customer satisfaction Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 35 110 51 4 200 Percent 17.5 55 25.5 2 100

60 50 40 30 20 10 17.5

55

25.5

2 0 strongly agree Agree Neither agree or disagree Disagree

There are 55% of the respondents who aware of the customer satisfaction level through their managers. Only 2% of them did not know about the customer satisfaction level. It is due to their dissatisfaction in that environment and job.

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Table 4.15 Continuous improvement in the product to attain the customer satisfaction Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 25 123 47 5 200 Percent 12.5 61.5 23.5 2.5 100

70 61.5 60 50 40 30 20 10 0 strongly agree Agree Neither agree or disagree Disagree 12.5 2.5 23.5

This shows that 61.5% of the employees agreed that the product improvement is related with the customer feedback the employees perceive that customer feedback and face to face meeting is important for the continuous improvement of the product.

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Table 4.16 Ready to work beyond the expectancy level in order help the organization to be successful Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 47 96 40 17 200 Percent 23.5 48 20 8.5 100

60 50 40 30 20 10 0 strongly agree Agree Neither agree or disagree Disagree 8.5 48

23.5

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These results show that 71.5% of the employees accepted that they are often put into deal of effort. Only 8.5% of them are disagreeing this. The employees are given with the great work that helps the organization to be successful.. This is in practice, because of the employees accepted this statement.

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Table 4.17 Active participation in decision making Satisfaction level strongly agree Agree Neither agree or disagree Disagree strongly disagree Total Frequency 44 80 58 17 1 200 Percent 22 40 29 8.5 0.5 100

45 40 35 30 25 20 15 10 5 0 strongly agree 22

40

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8.5 0.5 Agree Neither agree or disagree Disagree strongly disagree

This table shows that there are 62% of the employees agreed that they are actively participating in decision making process. 9% of the employees expressed their view that they are not involved in decision making. This may be due to their job position or individual perception.

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Table 4.18 Active involvement in quality-related actives Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 19 121 50 10 200 Percent 9.5 60.5 25 5 100

70 60.5 60 50 40 30 20 10 0 strongly agree Agree Neither agree or disagree Disagree 9.5 5 25

This result shows that 70% of the employees indicated that are participating in quality activities. Only 5.4% of the respondents indicated as disagree for this statement. Quality is the main motto for this company so that at least 60-70% of employees have been made to involve all the quality related activities.

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Table 4.19 No status between managers and employees Satisfaction level strongly agree Agree Neither agree or disagree Disagree strongly disagree Total Frequency 22 114 50 12 2 200 Percent 11 57 25 6 1 100

60 50 40 30 20 11 10 0 strongly agree

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6 1 Agree Neither agree or disagree Disagree strongly disagree

This results show that 68% of the respondents indicates that there is only some status different between the managers and employees, 7% of the employees are having negative views towards status difference. So that more than half of the respondents feel that there is friendly relationship exists in the organization.

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Table 4.20 Employees are encouraged to innovate new things Satisfaction level strongly agree Agree Neither agree or disagree Disagree strongly disagree Total
70 60 50 40 30 20 10 0 strongly agree Agree Neither agree or disagree Disagree strongly disagree 5 6 0.5 26 62.5

Frequency 10 125 52 12 1 200

Percent 5 62.5 26 6 0.5 100

This shows that 68% have agreed that they are motivated to do innovate new things. But 6.05% of the respondents shown their dissatisfaction level. So the management can take some measures to satisfy them and it will help them to come with new ideas. That will help the organization in future.

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Table 4.21 comprehensive culture exist within the company to support and enhance effective people and to learn Satisfaction level strongly agree Agree Neither agree or disagree Total Frequency 55 101 44 200 Percent 27.5 50.5 22 100

60 50.5 50 40 30 20 10 0 strongly agree Agree Neither agree or disagree 27.5 22

This result shows that 78% of the employees have agrees that the culture helps to learn. No respondent has disagreed this statement. So culture of the company provides support to learn and develop them. It will create a situation to achieve organizational as well as personal goals.

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Table 4.22 Satisfaction with salary package and working environment Satisfaction level strongly agree Agree Neither agree or disagree Disagree strongly disagree Total Frequency 8 110 59 19 4 200 Percent 4 55 29.5 9.5 2 100

60 50 40 30 20 10 0 strongly agree

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29.5

9.5 4 Agree Neither agree or disagree Disagree 2 strongly disagree

This shows that 59% of the employees are satisfied with their current salary and working environment. 11.5% of the respondents are not satisfied with this. But 79.5% of them expresses positively towards salary and work environment. It means that there is a good compensation system present in this organization.

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Table 4.23 Regular feedback & its implementation Satisfaction level strongly agree Agree Neither agree or disagree Disagree strongly disagree Total Frequency 10 96 54 37 3 200 Percent 5 48 27 18.5 1.5 100

60 50 40 30 20 10 0 strongly agree Agree Neither agree or disagree Disagree strongly disagree 5 27 18.5 48

1.5

This table and chart shows that only48 % of the employees agreed that managers receive feedback and put into action 20% of the employees disagreed this statement. It reveals that managers can also consider their subordinates feedback which helps to improve them personal as well as organizational level.

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Table 4.24 Speak highly with friends as a great to work for this organization Satisfaction level strongly agree Agree Neither agree or disagree Disagree Total Frequency 40 99 52 9 200 Percent 20 49.5 26 4.5 100

60 50 40 30 20 20 10 0 strongly agree Agree Neither agree or disagree Disagree 4.5 26 49.5

This result shows that only 20% of the respondents are having strong agreement in this statement 49.5% of the employees agreed that they use to speak highly to work for this organization. Only 4.5% of the respondents did not agree this and it is very less when comparing with whole population.

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Table 4.25 this job will suit for education qualification Satisfaction level strongly agree Agree Neither agree or disagree Total Frequency 77 100 23 200 Percent 38.5 50 11.5 100

60 50 50 40 30 20 11.5 10 0 strongly agree Agree Neither agree or disagree 38.5

This result shows that 88.5% of the employees were accepted that their job and qualification are correctly matched. Most of the employees have completed their school level education. Based on their qualification the particular job is allocated to each member. This helps to increase the satisfaction level.

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Table 4.26 Ready to accept almost any type of job assignment in order to keep working for this organization Satisfaction level strongly agree Agree Neither agree or disagree Total Frequency 40 117 43 200 Percent 20 58.5 21.5 100

70 60 50 40 30 20 20 10 0 strongly agree Agree Neither agree or disagree 21.5 58.5

This result shows that 78.5% of the employees are ready to accept the challenging jobs and they have interest to work for this organization. 21.5% of the employees are given their opinions that they are ready to take any type of job and this shows their loyalty towards their organization.

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Table 4.27 Working hours convenience Satisfaction level strongly agree Agree Neither agree or disagree Total Frequency 75 112 13 200 Percent 37.5 56 6.5 100

60 50 40 30 20 10 0 strongly agree 37.5

56

6.5

Agree

Neither agree or disagree

This result shows that there are 37.5% of the employees convenient in their working at night shifts. 93.5% of the employees expressed their interest positively to work at any shifts.

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Table 4.28 Satisfaction level on safety and security Satisfaction level strongly agree Agree Neither agree or disagree Total Frequency 72 106 22 200 Percent 36 53 11 100

60 53 50 40 30 20 11 10 0 strongly agree Agree Neither agree or disagree 36

This results shows that 36% of the employees feel that they are very safe and secure in this organization and 53% of the employees feels as safe and secure. But none of them expressed their disagreement. This show that most of the employees having satisfaction on their job.

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EXPERIENCE AND LEVEL OF SATISFACTION ON JOB SAFETY AND SECURITY With the view to find out the relationship between the experience of the respondent and level of satisfaction on job safety and security, chi-square test is used and result is given below. Null Hypothesis [Ho] : There is no significance relationship between The experience of the respondent and level of

Satisfaction on job safety and security.

Alternative Hypothesis [H1] : There is significance relationship between The experience of the respondent and level of Satisfaction on job safety and security

Table 4.29 Experience and level of satisfaction on job safety and security

Experience

I am safe and secure in this Organization strongly agree agree neither agree or disagree Total 0 0 0 10 12 22 81 65 32 10 12 200

year

<1

72

9 65 32 0 0 106

1-2year 0 2-3year 0 3-4year 0 >4year 0 Total 72

Factor

Calculated Value

Table Value

Degree Freedom

of Level Significance 5%

of

Experience

3.627

15.51

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This table shows that calculated value is less than table value .It means that null hypothesis is true. There is no significance relationship between the experience of the respondent and level of satisfaction on job safety and security.

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GENDER AND LEVEL OF SATISFACTION ON JOB SAFETY AND SECURITY

With the view to find out the relationship between gender and level of satisfaction on job safety and security of the employees, chi-square test is used and result is given below. Null Hypothesis [Ho] : There is no significance relationship between The gender of the respondent and level of Satisfaction on job safety and security. Alternative Hypothesis [H1] : There is significance relationship between the experience of the respondent and level of

Satisfaction on job safety and security. Table 4.31 gender and level of satisfaction on job safety and security

Gender *I am safe and secure in this organization. neither agree or disagree 22 0 22 61 139 200

strongly agree agree Gender male female Total 0 72 72 39 67 106

Total

Factor Gender

Calculated Value 83.708

Table Value 5.99

Degree Freedom 2

of Level Significance 5%

of

This table shows that calculated value is more than table value .It means that Alternative hypothesis is true. There is significance relationship between the gender of the respondent and level of satisfaction on job safety and security.

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GENDER AND LEVEL OF SATISFACTION ON SALARY AND WORKING ENVIRONMENT

With the view to find out the relationship between the department of the respondent and level of satisfaction on salary and working environment, chi-square test is used and result is given below. Null Hypothesis [Ho] : There is no significance relationship between The gender of the respondent and level of Satisfaction on salary and working environment

Alternative Hypothesis [H1] : There is significance relationship between The gender of the respondent and level of Satisfaction on salary and working environment

Table 4.33 Gender and level of satisfaction level on salary package and working Environment

Gender *I am satisfy with the salary package and working environment Strongly agree Gender Male Total Factor Department 0 8 Calculated Value 1.382 Agree 0 111 111 Neither agree Strongly or disagree Disagree disagree 38 20 58 Table Value 9.49 19 0 19 Degree Freedom 4 4 0 4 Total 61 139 200 of Level of Significance 5%

female 8

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This table shows that calculated value is less than table value .It means that null hypothesis is true. There is no significance relationship between the gender of the respondent and level of satisfaction on salary and working environment.

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EDUCATIONAL QUALIFICATION AND LEVEL OF SATISFACTION ON SALARY AND WORKING ENVIRONMENT Null Hypothesis [Ho] : There is no significance relationship between The educational qualification of the respondent and Level of satisfaction on salary and working environment

Alternative Hypothesis [H1]: There is significance relationship between The educational qualification of the respondent and Level of satisfaction on salary and working environment Table 4.34 Educational qualification and level of satisfaction on salary and working Environment

Educational qualification * I am satisfy with the salary package and working environment strongly agree Qualificati on Bachelor degree Masters degree Diploma Total 7 1 0 Agree 0 29 20 62 111 Neither agree Strongly or disagree Disagree disagree 0 0 0 58 58 0 0 0 19 19 0 0 0 4 4 Total 7 30 20 143 200

School level 0 8

Factor Department

Calculated Value 2.241

Table Value 21.03

Degree Freedom 12

of Level of Significance 5%

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This Table shows that calculated value is more than value. It means that Alternative hypothesis is true. There is Significance relationship between the educational qualification and level of satisfaction on salary and working environment.

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5.1Findings More than 69.5% of the employees are female. Nearly 71.5% of the employees are having only school level education.

More than 80% of the employees are satisfied with their compensation, working environment, culture and job. It indicates that the organization provides good working environment for the employees. The organization consisted of 95% (<25 years old) of the younger population which helps the organization to improve the efficiency.

55% of the employees feel safety and security in the organization. 48% of the employees agreed that managers receive regular feedback from their subordinates.

92% of the respondents willing to work at any shift (3 shifts /day). There is significance relationship between the gender of the respondent and level of satisfaction on job safety and security (83.708>5.99)

There is Significance relationship between the educational qualification and level of satisfaction on salary and working environment (2.241>21.03)

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5.2SUGGESTIONS Most of the employees are less then 1year of experience .Only 6% of the employees are in the organization more than four years. So there should be some measures required to retain the talents.

Most of the employees are with school level education. The organization can provide assistance for continuing their education and to improve the knowledge. So that employees morale and loyalty will increase and that will increase the organization productivity.

The performance appraisal system and communication system can be improved because the managers are receiving feedback from their subordinates, but they are not putting that into action. If the feedback is implemented successfully, the satisfaction level will be improved for the lower level employees . As the labor turnover is high, to find out the grievances exit interview can be conducted to know reasons for leaving and helps to redress the grievances.

To understand the individual roles and the organization policies, training programmers are needed for the employees. That makes them to work perfect and it will help to improve satisfaction level and organization efficiency.

Blending of experienced employees and new employees as a team help them to share the knowledge and to learn about their job that will help to satisfaction level.

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CHAPTER 6 Conclusion This study helps to understand the satisfaction level of the employees in their team organization and on job. This study identified several areas where in improvement could be made the managers are receiving regular feedback from their subordinates and they are not implementing the suggestions made by the subordinates.

This study reveals the most of the employees are with school level education many respondents willing to work at any shift (3 shifts/days). Most of the employees are lesser than 1 year of experience. Only some of the employees are in the organization more than 4 years. This indicates that there is more employee turnover in this organization.

This study shows that there is a relationship between job satisfaction and working department. Educational qualification also influences the job satisfaction. The necessary suggestions are provided to improve the job satisfaction level.

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BIBLIOGRAPHY BOOKS Boselie, P., Wiele, T.V.D (2002), Employee perceptions of HRM and TQM And the effects on satisfaction and intention to leave, Managing Service Quality, Vol. 12 no. 3, pp. 165-72. Rao V.S.P, Human Resource management, Second Edition Books, Executive Guide, Black well, Beacon Books, New Delhi Dale, B, Cooper, C. (1992), Total Quality and Human Resources; An Executive Guide, Black well, Beacon Books, New Delhi. C.R.Kothari Research Methodology Secondary Edition. Vishwa Prakasam, New delhi.

JOURNALS Organization dynamics, Vol.39,Issue 4, Oct-December 2012. International labour Review,Vol, December 2012 The Indian journal of industrial Relations, Vol,46, No 2, October 2012. WESITES www.textilesource.com www.textileweb.com www.emeraldinsight.com http://mpra.ub.uni-muenchen.de www.citehr.com www.scribd.com www.managementparadise.com www.sciencedirect.com

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QUESTIONNAIRE EMPLOYEES JOB SATIDFACTION IN SRI GANAPATHI APPREALS PRIVATE LIMITED WITH REFEREENCE TO SELECTED FACTORS PERSONAL DETAILS
1.Name :____________________________(optional) 2.Age: <20 years 20-25 years

25-30 years

> 30 years

3.Gender: 4.Qualification:

Male

Female Master degree School level Spinning Garments <1 years 3-4 years 1-2 years above 4 years 2-3 years

Bachelor Degree Diploma

5.Department :

Administration Knitting

6.Years of experience :

56 Please indicate your of agreement in connection with various factors: FIVE POINT RATING SCALE

1.STRONGLY AGREE 2.AGREE 3.NEITHER AGREE NOR DISAGREE 4. DISAGREE 5. STRONGLY DISAGREE

S.NO

QUESTIONAIRE

Teamwork 1 I am working together as a team in order to coordinate work and improve quality Other department always co-operate with me when I need assistance Working in team help me to solve complex problem Working in team help to produces zero defective products Organization trust 5 Openness, honesty and constructive feedback are highly valued and demonstrated as organizational traits I have clear idea about the process and roles in this organization Organization values and culture are satisfied Reward and recognition 8 The organization compensation system encourages team and individual contribution

3 4

57 9 Reward and recognition is based on work quality Customers Focus 10 11 I am aware of the level of customer satisfaction Through customer feedback and face-to-face meeting, organization identified their requirement and improve the product continuous to attain the customer satisfaction Employee involvement 12 We often put in a great deal of effort beyond what is normally expected in order to help this organization be successful We are actively participate in decision making We actively involved in quality-related activities Organizational culture 15 There are few status distinctions between managers and employees We are encouraged to innovate new things A comprehensive culture exist within the company to support and enhance effectively people and to learn I am satisfied with the salary package and working environment Job satisfaction

13 14

16 17

18

58 19 Managers also receive regular feedback from their subordinates, and put that feedback into action I speak highly with my friends as a great to work for this organization This job will suit for my educational qualification I would accept almost any type of job assignment in order to keep working for this organization Working hours are convenient for me I am safe and secure in this organization

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