SYNOPSIS OF THE PROJECT

PROPOSAL

TITTLE: STUDY ON JOB SATISFACTION

AMONG EMPLOYEES IN CHENNAI
PORT TRUST, CHENNAI.

RATIONALE FOR THE STUDY

One of the surest signs of deteriorating condition in an organization is low

job satisfaction. In its more sinister forms it lurks behind wildcat strikes,

shutdowns, absenteeism and employees turnover. It also may be a part of

grievance, low productivity, disciplinary problems and other organizational

dilemmas. High job satisfaction, on the other hand, gladdens the hearts of the

administrators, because it tends to be connected with positive conditions that the

administrators want. Although high job satisfaction is the hallmark of all

managed organization, it cannot be persuaded into existence or even is bought.

The term job satisfaction came into vogue with publication of a book “Job

Satisfaction” by HOPPAK (1935). Since then, number of investigators in this field

has defined the term job satisfaction. Hoppak defined job satisfaction as any

combination of psychological, physiological and environmental circumstances

that causes a person truthfully to say, “I am satisfied with the Job”. Hoppock has

included both the job and off the job factors.

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 Bullock considers job satisfaction as an attitude, which results from a

balancing, and summation of many likes and dislikes experiences in connection

with the job. This attitude manifests itself in evaluations of the job and of the

employing organization. These evaluations may rest largely upon one’s own

success or failure in the achievements of personal objectives and upon the

perceived contribution of the job and company towards these ends. Thus an

employee may like certain aspects of his work, yet thoroughly dislike others.

The purpose of the project is to study and analyze the job satisfaction

among employees in Chennai Port Trust.

B. OBJECTIVE OF THE STUDY

1. To analyze whether the personal factors affect the job satisfaction

2. To ascertain whether the economic factors increase the job satisfaction

3. To exposure whether the working environment increase the job

satisfaction

4. To examine whether the promotion policy affect the job satisfaction.

5. To find out whether the employer and employees relationship affect the
job satisfaction.

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C. RESEARCH METHODOLOGY
Job satisfactions being a very important factor contribute to the capacity

and productivity of the worker. “Job Satisfaction is one of the most crucial but

controversial issues in Industrial Psychology and behavior management in

Organization”. Job satisfaction varies considerably from one man to other. Job

status and social status go hand in hand. When a man become enthusiastic

about his job he will do his work in best manner and become satisfied with his

job.

Employee’s satisfaction is a function not only of how much a person

received from job satisfaction, but also where he stands with respect of his level

of aspiration. One of the most commonly recognized strains in the industry is the

occurrence of fatigue, boredom among workers, which affect the productivity.

The employees produced more if they have group goals which require his

productivity of their satisfaction and they are satisfied with their working condition

and the productivity equipments” so there is a strong relationship between,

productivity and satisfaction.

For the purpose of the study the data will be obtained from employees of

Chennai Port Trust, Chennai. The data includes Personal Data, Job

Satisfaction, Authority & Recognition, Monetary Benefits, Promotion aspects and

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Company Policy and working condition. A sample of 100 employees will be

selected using convenience of sample method.

A questionnaire will be drafted based on the above data’s and it will be

supplied to the selected employees and their response will be obtained.

D. THE EXPECTED CONTRIBUTION FROM

THE STUDY
Job satisfactions something, which is abstract in the sense that it can be

felt and experienced but cannot be seen. Based on the responses to the

questionnaire and analysis of the data will be made. The brief analysis of the

background of the staff and workers like their age, educational background,

experience etc in the job will be discussed.

The study can analyze the factors relating to the job satisfaction among

the employees of Chennai Port Trust which may reflect in similar such

organizations.

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 CHAPTER – I

INTRODUCTION
The welfare of the Nation is very much dependent on the extent to

which is Industries developed and also the enthusiasm with which the workers

performance. Like other developed countries India is progressing fast in the

industrial field due to urbanization and industrialization. A society is becoming

more and more industrialized, urbanized and secularized, almost all the

traditional institutional values are called in to question. Both Industrialization and

urbanization are resulted through the hard work of men. The Nineteenth Century

was the golden age for the idea of work. It is an era of unprecedented progress

in the material intellectual and spiritual life of man. This brought out new

conceptions in every society, where every one will have to work. The

technological progress, high divisions of labour and scientific management that

characterized work in modern society have scientifically destroyed the creativity

in work. Technological process extended the man’s control over his

environment.

Work is the one of the most important social function of human

beings. The majority of the adults population works, a very much smaller

proportion supervises the labour.

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 The modern world is characterized by the increasingly minute

division of labour by and almost universal trend towards bureaucratization and by

an intricate dependence upon productive machinery.

In India the early days of the factory system of production, workers

were considered a commodity, which could be easily procured and readily

replaced. The doctrine of supply and demand governs the employment position.

MEANING OF WORK
From time in memorial work has been charged with emotional

significance. Work is necessary for the production of goods and service whether

in the so called primitive stage of mankind or in more advanced stages of culture.

Women have no innate genetically Gene orientation towards work.

Work in the occupation sense is the effort expanded to produce something

useful.

The concise oxford dictionary defines work as an expenditure of

energy striving applications of effect to some purpose. While economists speak

of it as one of the major factors of production consisting of mutual or mutual

exertion for which wages, salaries and professional fees are rewarded. The

activity peculiar to work is centered on the object.

One of the most important question about work is why man works?

There is no satisfactory answer to this question. Both the reviews of the some of

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the Researches and Enquirer conducted on this subject helps us to realize that

man works for wide range of motives among which once education, culture and

tradition play an important role. According to Lawrence L Bethel people works

for these reasons. (i) A decent living (ii) Trust in Leadership (iii) Opportunity

(iv) Doing something worthwhile.

Work needs manpower, which is a Universal concept. The

assumption is that all men every where can and should achieve self actualization

with an organizational context structured to promote psychological growth.

The extrinsic or material needs are of the great importance. Some

of the psychological factors are (i) Work is a source of subsistence. Work is

more than means for economic support. (ii) Work regulates activities (iii) Work

provides patterns of association (iv) Work provides Identity (v) work determines

social status.

Historically the mass of the population has not been consciously

concerned with the meaning of work. No systematic history of work has been

written. As an integral part of every day life, work was mashed with all major

institutional junctions.

Accordingly to Homer and God “Hated mankind and out of spite

condemned to men to toil. Xenophon called work, the painful price the God’s

charge for the goods of life. At last Ciccro speaks for the majority of the Romans

when he lays it down that there are but two occupation worthy of freeman. First

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agriculture and the next is big business. Both Greek and Roman attempted

clearly enough to link together their theory of work and of wealth”. According to

Eclesiater, the labour of man does not satisfy the soul. In course of time work

has lost its linkage with religion. It has gone hand in hand with a profound

revolution of daily life. Man has always been a tool user. A vision of unlimited

progress by means of science and technology provided greater dignity for work,

technological and scientific process extended the man’s control over his

environment.

JOB SATISFACTION
The subject selected for the study is “Job Satisfaction among

factory and office employees”. Job satisfaction can identified as any combination

of psychological, physiological and environmental circumstances that cause a

person truthfully to say. “ I am satisfied with my job”. “ He may stay on job

because of the necessity of making a living although his work brings no satisfying

rewards except the means of lively hood”. Satisfaction generally increases with

age. But that need not be always true. There have been several hundred

studies of job of work satisfaction and it is not possible to do more here than

review some of their main conclusion and draw attention to some their

limitations”. The most interesting findings in the area of job satisfaction are those

which indicate the degree to which people do adjust to the job conditions and to

opportunities which are available to them. Each of the occupation shows quite

different pattern of satisfaction resources. There appear to be tendency for the

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individual to react positively to his work situation and to emphasis the favorable

aspect of it.

“Job satisfaction does not mean self satisfaction”. It varies from

one man to another. “Job satisfaction has a relation to job expectancy”. This job

status and social status go hand in hand. When an employee says he is satisfied

with his job, he normally means he can put up with it, for want of something

better job satisfaction is indicated. When workers indicated are determined to

executed the efficiency when they think collectively in terms of ‘WE’, rather than

‘I’ react spontaneously to discipline and cooperation and are cheerful and

enthusiastic about their job.

A standard of wages must be settled and the future provided for the

satisfaction of both employer and employee. The nature of human relationship in

Industry is divided to a great extent by the conduct of those in authority success

in business depend on unity in the workers group when a man has become

enthusiastic about his job he will do his best work. Enthusiasm derives from

interest in job breeds devotion to it and these together create job satisfaction.

DEFINITION
Many researchers and investigators have experienced their

opinion, Knowledge and ideas on Job satisfaction. Every one differs from other

in defining the term Job satisfaction. Every one defines from his own angle and

the definition appears to be correct from the angle.

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 According to Milton L Blum “Job satisfaction is the result of various

possessed attitudes which are related to the job and are concerned with such

specific factor such as wages, steadiness of employment, condition of ability, fare

evaluation of work, social relations on the job.

Job satisfactions according to Hoppock are is a complex

phenomenon and it is a combination of psychological, environmental

circumstances, which leads a person to actually to say “ I am satisfied with my

job”.

Job satisfaction according to Keith Davis “ Favorable ness or

Unfavorable ness”. Feeling and emotions with which employees view their work.

Locks give a comprehensive definition of job satisfaction, as a

pleasure is positive emotional stage resulting from the appraisal of one’s job or

job experience.

Bullock defines job satisfaction as the individuals generalized

attitude of satisfaction resulting from an evolution of the Job as a whole. In

viewing the definition of job satisfaction, it is evident that the different people

have used the term job satisfaction.

Most men satisfy many of their needs by working on a job. Work is

a potent source of need gratification of all type as physical, social and ego needs.

It is realized that a job grants certain status, power, dignity and feeling of

achievements to individual, yet also all men do not feel so strongly about their

job.

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JOB RELATIONSHIP
Employee dissatisfaction can manifest itself in many smaller ways

before it reaches what seems to be its final extreme expression. Some of the

common causes of employee dissatisfaction are given below:

POOR ORGANIZATION
Work organization is a network of relationship among persons who

perform work and other activity that are expected because they held certain

position. It may be distorted by (i) the Political system, which relates to internal

struggles over the distribution and regulations of power, (ii) status structures

which produces rivalries and conflict between members over rights on privileged.

Social organization consists of patterned uniformities of behavior.

INEFFECTIVE MANAGEMENT
The management dreamed by Taylor “Scientific management, the

management of the future consist of the applications of all three elements the

last, begin left almost out of sight. While the close hearty cooperation of the

management with the workmen becomes the most prominent and a good by

plum is kept always in sight. The ineffectiveness of the management may lead to

dissatisfaction. The personalities of higher management are either rise or restrict

output employee’s dislike in consistency unnecessary regulations.

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INCONSIDERABLE SUPERVISION
Supervision is the representative of all higher levels of

management. Most of the employers are distinctively concerned about the

quality of supervision and the attitude of supervisors. Problem of supervision

raised out of the failure to maintain satisfactory pay differential for programmer

because of it s constant day to day relationship, immediate supervision is more

vital to and more effective on employment’s that higher management can be.

THE WORKING ENVIRONMENT

The environment must be broken down into its principal elements

including ventilation, temperature, humidity, light and noise. These conditions as

a whole make up the physical milieu of the work.

UNFRIENDLY ASSOCIATION
Teamwork is advanced when employees can work together in

harmony. Some consideration might also be given to external relationships such

as family problem, recreational facilities and educational provision. Cause of

dissatisfaction varies from urgent, serious and fundamental conditions to usual

trivial and superficial matters. They are neither common to all industry nor same

for all in the company. The development of job satisfaction has two aspects

general and particular.

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 In addition to these, unsuitable working condition, lack of interest in

work, problem of salary etc., are the causes for dissatisfaction of job.

JOB SATISFACTION AND PRODUCTIVITY

Job satisfaction affects the rate of production of the industry. If the

employees are not satisfied in the facilities, job satisfaction is the result. The

employees want all the benefits and facilities for the job satisfaction. The

responsible for job satisfaction can be divided into three causes inside the

organization, outside the organization and personal causes. Unsuitable working

condition may lead to dissatisfaction and this affects productivity, as mentioned

above. In short, satisfied professional stressed achievement, recognition of the

work itself, responsibility and advancement as the factor that contribute to job

satisfaction.

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PROFILE OF THE ORGANISATION

1. A BRIEF NOTE ON CHENNAI PORT

In the year 1639 a piece of land along the coast was bought by Francis

Day from the native Indians for business in which a building was constructed and

named as Fort St. George. In the sea opposite to this fort cargo was brought in

ships, which were anchored about half a mile off the coast and brought to the

shore by Masula Boats. As the volume of trade increased, an Iron Screw Pile

Pier was built in 1861 to handle cargo. But as the pier could not cater to the

increased traffic, the then British Government decided to build a harbour in

Madras for which the foundation stone was laid in 1875 and a port with southern

and northern break waters and an eastern entrance started functioning from

1881, even though a severe storm ripped off a large portion of the northern break

water that year.

During the initial period of operations, about 600 ships called each year at

the port and an annual cargo throughput of 3 lakhs tons, of which, import cargoes

belonging to the Railways were predominant. The exported cargo included

Cotton, and Groundnuts. The requirements for the Kolar Gold fields such as Wax

to light the candles, Dynamite and Coal were also handled at this port.

Phase I Development

Though the construction of the old harbour was supervised by William

Parks, the real architect who placed Madras Port on the world map as a sea

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trade centre was Sir Francis Spring, who was in charge from 1904 to1919.

During his tenure as Chairman and Chief Engineer of Madras Port, the Eastern

Entrance which faced sand accumulation problem was closed and a new

entrance was opened at the northeastern side, with a sheltering arm. Sir Francis

Spring built most of the Quays at the old harbour (the present Dr. Ambedkar

Dock). The Iron Screw Pile Pier was removed during his tenure. Of the ten

berths at the present Dr. Ambedkar Dock, 6 berths were built between 1904 and

1920.

North Quay was built in the year 1931 for enhancing coal handling. In the

year 1936, South Quay 2 became operational. The West Quay, which was

functioning with four berths, added another berth - Centre Quay - sandwiched

between WQ2 and WQ3 in the year 1942.

After 50 years of operation, the major commodities handled at the port

were cement, logs, cotton bales, dye materials, oil, coal, fertilizer, sugar and food

grains. It is significant to note that the port has a long history in handling

automobiles. During the years 1934 and 1935, around 1258 cars were imported

from America and Europe through this Port.

Several Welfare Schemes were initiated for the benefit of the employees

during the 1950s. A hospital was built in the year 1950 at Spring Haven Road

exclusively for the employees of Madras Port. Residential Quarters for officers

were also constructed along the same route. A housing colony was built for the

employees and workers at Tondiarpet. The berths at South Quay 3, 4, and 5

were built during the same period to handle coal and Iron Ore. The First

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Passenger Station and a Transit Shed were also built during that time at North

Quay.

Phase II Development

A new Wet Dock was developed in the accumulated sand area at the

southern side of the Port. This was the major berth work after 84 years of

functioning of the port. The dock called Jawahar Dock which was one of the

deepest in the country at that point of time, could handle large vessels of that

period.

Phase III Development

Major break water construction works to the north of the Inner Harbour

were completed in 1972. This Outer Harbour was named as Bharathi Dock and

was dedicated to handle deep drafted Oil & Iron Ore vessels. From the year

1977 onwards, Iron Ore handling was mechanized at this dock. There are two

berths – BD I and BD III – dedicated to Oil and one berth, BD II for handling Ore.

Phase IV Development
Setting a trend in container trade, a dedicated terminal for handling

containers was established for the first time in India during 1983 at Bharathi Dock

and this was extended to 885 M length in two stages – the first in 1991 and the

second in 2004. Realizing the necessity and potential for Private Sector

participation, the Container Terminal was handed over to a Consortium headed

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by P&O Ports during the year 2001 for a 30 year lease. During the year 2005-06,

7,31,078 TEU containers were handled at the Container Terminal.

CHENNAI PORT IN THE 21st CENTURY

Prior to 2000, automobiles were imported through the port. After the

setting up of automobile manufacturing units in the suburban, the port began

exporting cars on a regular basis. Ro-Ro vessels began to call frequently and

during the year 2005-06, 1,02,692 units of cars were exported to various

countries, thus making this Port, the premier Port in the country in car handling.

The Port with plans to shift the dusty cargoes, developed a Satellite Port

at Ennore. But the latter evolved as another Major Port and was dedicated to

the nation on 01.02.2001, as the first Corporate Major Port in the Country.

A state-of-the-art Cruise cum Passenger Terminal with all modern facilities

was developed at West Quay.

FUTURE DEVELOPMENT PLANS

As part of the National Maritime Development Programme, the following

developmental projects are planned for Chennai Port to augment its capacity:

Containerization and multi-modalism spells the future for Port Sector. The

phenomenal growth in container trade and the existing deep drafted container

berths have made the port an ideal gateway Port. With increase in volumes of

cargo handled, Chennai Port has become one of the top 100 Ports in the World.

In its 125th year of operations, the port is developing a second container terminal

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at East Quay and South Quay III berths with an ultimate depth of 15.5 M with

state-of-the-art technology for container handling.

M/s. Hyundai Motors is exporting its entire shipment of cars through

Chennai Port and have major expansion plans. The port intends to develop a

multilevel car-parking infrastructure to meet the expected phenomenal growth in

the export of cars and make optimum use of the available land area.

The port has developed a state-of-the-art passenger facility. Further, the

port intends to develop an exclusive Cruise Terminal to tap the boom in cruise

passenger traffic.

With the increase in the parcel sizes of the vessels and the Government

directive to provide a minimum depth of 14 M at all Major Ports, the Port has

embarked on a project to deepen the channels, basins and berths in the Port.

Work has already commenced on the modernization of Jawahar Dock Berths and

will later be taken up at South Quay I and North Quay. The capital dredging will

follow after completion of the berth modernization.

To augment the storage space, plans are afoot to reclaim land. Around 60

hectares will be reclaimed at the north eastern side of Bharathi Dock and 8

hectares to the east of East Quay.

To facilitate a smoother aggregation and evacuation of cargo, the port has

become a partner in the Special Purpose Vehicle formed to execute the

Ennore-Manali Road Improvement Project now renamed as the Chennai–

Ennore Port Road Connectivity Project to connect Chennai Port with the

National Highway Network.

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 To provide free flow for the south and west bound road traffic, the port has

planned for a dedicated elevated corridor over the Coovum River from the port to

Maduravoyal.

2. SAFETY

1. SAFETY MEASURES TAKEN IN DOCK OPERATIONS

Functions of Chennai Port Trust are governed by Dock workers

(Safety, Health & Welfare) Regulations, 1990. A Safety Officer (Cargo &

Gear) has been appointed as required in the Regulations. The duties and

responsibilities of Safety Officer (Cargo & Gear) are as below:

i) To advise the departments concerned in planning and execution of

measures necessary for effective prevention of personal injuries;

ii) To advise on safety aspects in all dock work and to carry out

detailed studies on safety in selected dock work;

iii) To check and evaluate the effectiveness of the action taken or

proposed to be taken for prevention of personal injuries;

iv) To advise the Stores Department in ensuring the availability and

procurement of good quality personal protective equipments;

v) To carry out safety inspections in dock work in order to study the

physical conditions of workers, practices and procedures followed

by workers and to render advice on measures to be adopted for

removing unsafe physical conditions and preventing unsafe actions

by workers;

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 vi) To investigate all fatal and other accidents.

vii) To investigate the cases of occupational diseases contracted and

reportable dangerous occurrences and to advice on the

maintenance of such records that are necessary relating to

accidents, dangerous occurrences and occupational diseases;

viii) To promote setting up of Safety Committees and act as advisor and

catalyst of such committees;

ix) To organize in association with the departments concerned,

campaigns, competitions, contests and other activities which will

develop and maintain the interest of the workers in establishing and

maintaining safe working conditions and procedures;

x) To develop and conduct either independently or in collaboration with

the Training Department, suitable training and educational

programmes for prevention of accidents to dock workers;

xi) Frame departmental rules on safety and safe working practices, in

consultation with the various departments or authorities; and

xii) To supervise and guide in respect of precautions to be taken while

handling dangerous cargo.

2. A. A safety committee headed by the Chairman, Chennai Port Trust

has been constituted and is functioning in Chennai Port. The functions of

the Safety Committee shall be:

a) To investigate into the causes of accidents and unsafe practices in

dock work and to suggest remedial measures;

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 b) To stimulate interest of employers and workers in safety by

organizing safety weeks, competitions, talks and film shows on safety

and preparing posters or taking similar such other measures;

c) To conduct round the clock inspections to check unsafe practices,

detect unsafe conditions and to recommend remedial measures for

their rectification;

d) To organize training programmes for the supervisory staff and

workers.

e) Looking into health hazards associated with handling different types

of cargoes and suggest remedial measures including use of proper

protective equipments;

f) Suggest measures for improving welfare amenities inside the docks

and other miscellaneous aspects of safety, Health & Welfare in the

dock work.

B. The Safety Committee is constituted by the Chairman of the Port

and includes Port officials, representatives of Port Users, the Recognized

Labour Unions and Dy. Director Dock Safety.

C. The Safety Committee meets at least once every quarter and

minutes of the meetings are circulated to departments concerned of the

Port agencies and organizations and to the Committee Members.

D. To ensure the decisions and recommendations of the Safety

Committee are complied with by the Port Authorities, Port users and the

employers of Dockworkers.

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3. The following Safety measures are implemented in

Chennai Port Trust:

i) Personnel protective equipment like helmets, shoes, socks and

nose-mask etc. are provided to all workers, out door staff and

supervisory staff.

ii) Drinking water, toilet, and canteen facilities are sufficiently provided

to all workers and staff employed in Chennai port Trust.

iii) Continuous training is imparted to all cargo handling Mazdoors and

Dockworkers at the centre for Human Resources Development at

Chennai Port Trust.

iv) Frequent checking of vehicles is carried out to check the condition

of vehicle, for offences like speeding and driving without valid

driving license etc., their entry passes are cancelled immediately if

any violation is detected.

v) Trailers entering the Port area are for the purposes of transport of

containers, are allowed in only with the provision of twist locks.

vi) A Safety Policy has already been framed with emphasize on Safe

working, of safety and health in every activity, education and training

at all levels for personal safety and environment, adherence to

National and International laws and conventions on safety and

health with suitable upgradation of work practices.

vii) It is being ensured that all contractors and other Port Users

engaged in work inside the Port comply with SAFETY

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 PROCEDURES laid down by the Port and fulfil the statuary

obligations.

viii) Guidelines on safety are issued periodically to all port users and

stevedores including dust control measures and proper personnel

protective equipments for all private workers.

ix) Training in defensive driving is being arranged in coordination with

Loss Prevention Association for the drivers of Trailers / Tippers /

Tankers / Pay loaders etc. plying inside the Port.

x) Safety Week Celebrations for this year are proposed to be

conducted during February / March 2007.

II. SAFETY MEASURES TAKEN IN THE WORKSHOPS

The employees working in the workshop are provided with personal

protective equipments like safety shoes, earmuffs, gloves etc. The employees

are given training in safety to deal not only with day to day operations but also to

take proper measures during crisis situations like fire fighting, gas cylinders, fire

etc. They are also constantly instructed to wear safety goggles and gloves

whenever they are engaged in grinding, welding operations. They are provided

with respirators whenever they are engaged in painting, spray-painting

operations etc.

There are Safety Committees in various divisions and meetings are

held with workers to highlight the unsafe operations, to discuss causes of

dangerous occurrences and to take remedial measures, to suggest safety

measures for the improvement in the work places. In addition, safety posters are

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displayed in all the workshops to educate employees on safe methods of

working.

A Safety Officer has been functioning exclusively in Electrical &

Mechanical Department as required under Factories Act. He oversees the

implementation of safety measures, inspect and report unsafe conditions,

educate the employees on safety measures to be adopted and to liaise with

Factory Inspectorate regarding identification of safety measures to be adopted

and implementation of their recommendations.

The regulations regarding periodical testing of pressure vessels,

lifting equipments and lifting tackles etc. are followed and records maintained.

The employees are also sent for periodical medical examination as required

under Dock Safety Regulation. First Aid boxes with necessary medicines are

provided in all the workshops.

All fatal accidents and dangerous occurrences are investigated by

Chennai Port Trust and Inspectorate Dock Safety to find out the cause of

accidents and remedial measures are implemented. As regards other accidents

of minor nature, the workers are informed through Circulars regarding the safety

measures to be followed to avoid recurrence of such accidents. Chennai Port

Trust has given wide publicity regarding accident prevention through hoardings

and training classes on safety.

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III. CARGO HANDLING DIVISION

The Madras Dock Labour Board merged with the Chennai Port

Trust with effect from 28.5.2001 as per the Memorandum of Settlement arrived

under section 2(p) and 12(3) of the Industrial Dispute Act, 1947 as contained in

sec.(3) of The Dock Workers (Regulation of employment) (Inapplicability to Major

Port) Act, 1997, on 25.5.2001, between the Management of Madras Dock Labour

Board, the Workmen of Madras Dock Labour Board represented by the Chennai

Port & Dock Workers Congress (INTUC), the Madras Harbour Workers' Union

(AITUC) and the Employers represented by the Chennai Port Stevedores

Association, the Chennai Customs House Agents Association, before the

Asst.Labour Commissioner(Central)- 1, Chennai.

CALL STAND

The CHD Workers assemble at the Call stand prior to

commencement of the work to get posted to various work-spots. The call stand

is kept tidy well ventilated and illuminated with toilets facility, drinking water and

bathrooms.

The CHD Workers are deployed round the clock in three shifts i.e.

Ist shift - 06.00 a.m. to 02.00 p.m.: recess 11.00 a.m. to 12 Noon.

IInd shift - 02.00 p.m. to 10.00 p.m.: recess 07.00 p.m. to 07.30 p.m.

IIIrd shift - 10.00 p.m. to 06.00 a.m.: recess 02.00 a.m. to 02.30 a.m.

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PROTECTIVE EQUIPMENT

The following protective equipments are provided to CHD workers:

1. Safety Shoes - one pair to all workers and Supervisors once a year.

2. Safety Helmet to all workers and Supervisors once in four years.

The Officers on the operation side are also provided with helmets.

3. One pair of Leather gloves to Winch Drivers and one pair of cotton

gloves to Signallers once a year.

4. Woollen Jersey to all permanent workers including shift supervisor

personnel once in four years.

5. Three sets of Uniform are issued every year to Shift Supervisors,

On-Board Supervisors, Tally Clerks, Tindal, Maistry, Winch Driver,

Signaller and Mazdoors

6. Panama Caps to all permanent workers once in 6 months.

7. Every month Two Rin Soaps and Two Hamam Soaps are given to

all workers.

8. Two metres of dungry cloth to the category of Tindals, Winch

Drivers, Signalman, Maistry and Mazdoors and one metre of dungry cloth

to the category of Tally Clerks and On Board Supervisors are given

once in a year.

9. One Turkish towel to all workers once a year.

10. Rain Coat to all workers once in four years.

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 Other personal protective equipments are being supplied by the

employers who deploy the workers on shifts, depending on the cargo handled by

the workers and such supply is strictly inspected and monitored by Inspectorate

Dock Safety and Safety Officer, Chennai Port Trust. For eg., Tissue type nose

pads for dusty cargoes and gloves for hard and rough cargoes, gumboots,

goggles and nose pads for handling bulk fertilizers are being supplied by the

employers.

WINCH AND CRANE OPERATORS

As regards to appointment of Winch Operators, the Mazdoors for

Winch Operators are deputed for prescribed Training Programme at the Trust’s

Training Institute, besides 3 weeks practical training programme for the

Mazdoors are given before they posted as Winch Operators, which is first of its

kind in any Ports in India and only on completion of the training, the Mazdoors

are posted as Winch Drivers.

SIGNALLERS

For appointment as Signallers, the senior most Mazdoors are given

charge as acting Signallers before they are posted as Signallers. For each

working hatch, irrespective of cargo, one Signaller and one Reliever is

posted upto 3 hatches and an additional Reliever is posted for more than

three hatches.

HANDLING OF HAZARDOUS CARGO

The Port authority (Deputy Conservator) and the Port Fire Officer

are responsible for issue of permits for handling of hazardous cargo inside the

27
Port. The CHD Workers handling hazardous cargo are provided with suitable

protective gears as cargo warrants and are being strictly monitored. The CHD

Workers are also specially trained in identification, handling and storing of the

hazardous cargo.

TRANSPORT OF CHD WORKERS ON LAND

The work area of the CHD workers does not exceed one k.m., in

most cases and to a maximum of 2 kms., for the extreme wharves. Two buses

have been provided in the dock area for the transportation of CHD workers, free

of cost.

TRANSPORTATION OF WORKERS ON WATER

Deployment of CHD workers at mooring point is a rare

phenomenon. However, on such occasions, the workers are transported safely

on launches by the employers and adequate care is taken for the safe boarding

and alighting of the workers from ship to launch.

REPORTING OF ACCIDENTS

As per the statutes, the employers immediately report to the

Inspectorate of Dock Safety and CHD of all accidents and dangerous

occurrence, followed by procedural reporting. All fatal accidents and dangerous

occurrences are intimated to the authorities concerned immediately and such

accidents and occurrence are investigated by the Inspectorate Dock Safety as

well as the Safety Officer of Chennai Port Trust.

28
DRINKING WATER

Sufficient hot and cold drinking water facility is provided at Call

stand, Shift Section and Rest places. The Port authorities provide such facility

inside the Port area at different wharves through taps, tanks and water coolers.

LATRINES AND URINALS

Enough latrines, urinals and bathrooms are available at the CHD

Call Stand. Latrines, Urinals and Wash facilities are adequately provided by the

Port at various places inside the Port area, which are easily accessible to the

workers.

FIRST AID BOXES

Adequate number of First Aid Boxes are provided at the Call stand

and in the Shed Masters room at various wharves. First Aid rooms have also

been provided by the Port.

REST SHED AND SHELTERS

Rest sheds and shelters are provided by the Port authorities near

work spots and the CHD has provided such facility near the Call-point.

MEDICAL EXAMINATION OF DOCK WORKERS

The CHD workers are medically examined as per pre-employment

requisite according to the standard prescribed. As and when they are promoted

to higher categories they are medically examined as per the required medical

standards. Further periodical medical examinations are also being taken up.

29
STATEMENT OF ACCIDENTS ETC

The CHD is forwarding the Appendix No.26 (Certificate of Accident

on duty) form to the M.R.Section and the statements of accidents are furnished

to the Inspectorate Dock Safety.

TRAINING TO CHD WORKERS, RESPONSIBLE PERSONS, ETC

The CHD Workers of different categories viz. Mazdoors, Signallers

and Winch Drivers are periodically exposed to the training in safety, health and

cargo handling. Further, to acquire more skill in Winch operation, Signalling,

handling of dangerous cargo, etc. the workers are given in-plant training at the

Centre for Human Resources Development, as well as on board the vessels. For

example the Winch Drivers must complete a three week training programme and

only on their successful completion, they are posted as Winch Drivers.

SAFETY COMMITTEE

Safety Committee is constituted under the Chairmanship of the

Port, in which the Traffic Manager, Sr. Administrative Officer are the members.

The CHD is participating actively in all the activities of the Committee.

FIRE PROTECTION

Call stand and other buildings used by CHD workers are provided

with adequate fire extinguishers.

30
3. HEALTH
Chennai Port Trust has a 185 bedded multi-specialty hospital which caters

to the health care of the serving employees, retired employees, CISF personnel,

employees of industrial canteen, spillage handling workers and their families.

The Medical set-up in Chennai Port Trust consists of:

MAIN HOSPITAL

The Main Hospital has a bed strength of 185 with modern well equipped

Laboratory, Blood Bank, Radiology Section, ICCU, Dialysis Unit, and a state-of-the-art

Operation Theatre Complex.

It is manned by highly qualified medical professionals. The Hospital

provides the following Specialty and Super-specialty services:

 Cardiology  E.N.T.

 Nephrology  Ophthalmology

 Urology  Dental

 Neurology  Diabetic

 General Medicine  Dermatology

 Surgery  Paediatrics

 Orthopaedics  Psychiatry

31
  Gynaecology

Wholesome diet is provided free of cost to the in-patients through the

Hospital Kitchen under the supervision of a qualified Dietician.

ANCHOR GATE DISPENSARY

It is an outpatient dispensary functioning from 08:00 AM to 04:00 PM on

all working days. The patients requiring admission or specialist care are referred to the

Main Hospital.

TONDIARPET HOUSING COLONY DISPENSARY

An Out-patient dispensary is located in the Housing Colony where majority

of the employees reside.

DIABETES SPECIALITY CENTRE

A new Diabetes Speciality Centre was inaugurated by the Hon’ble Chief

Minister of Tamilnadu on 17.01.2007. It is an ultra-modern, sophisticated and well-

equipped Centre to cater to the needs of the employees who are diabetic. It will start

functioning shortly and will also be thrown open to general public in due course.

FIRST AID AND AMBULANCE SERVICES

There are seven First Aid centres located at different work spots in the

Port area. These centres are manned by First Aid personnel to attend to any emergency

and provide immediate first aid. Ambulance services including a fully equipped cardiac

ambulance are available round-the-clock for transport of injured and sick employees.

32
REFERRALS

For advanced and specialized treatment for which facilities are not

available in Trust’s Hospital, there is a system of referral to approved hospitals. The

total cost of the treatment is borne by the Port.

PREVENTIVE & PROMOTIVE HEALTHCARE SERVICES

1. Immunization

2. Pulse Polio

3. Diabetes Detection Camp

4. Diabetic Neuropathy Camp

5. Asthma Camp

6. HIV Awareness

7. Patient Contact Programmes

8. DOTS

OCCUPATIONAL HEALTH

• Periodic medical check-up of employees working in high risk areas like Ore-

handling berth, coal berth, etc. is done.

• Periodic medical check-up and immunization against Typhoid and Hepatitis B

is done for employees of canteen.

• Immunization of sanitary workers against Hepatitis B.

OTHER WELFARE MEASURES

Calipers, Artificial limbs, Hearing Aids are supplied free of cost and money

in lieu of Spectacles to both serving and retired employees and their dependents.

33
 Facilities to transport the dead to the residence of the deceased are

provided.

Assistance from Centenary Commemoration Fund for medical expenses

of retired employees for treatment / investigations in outside Centres.

4. WELFARE

WELFARE MEASURES EXTENDED TO THE EMPLOYEES AND THEIR

FAMILIES

The Port has implemented a number of welfare measures for its Employees.

The major schemes implemented by the Port are listed below:-

 Accommodation for about 26% of employees.

 Scholarships for the children of employees.

 Cash Award of Rs.300/- to the children of employees who secure 80%

and above, in the 10th and 12th Std. Examinations.

 Cash Incentive for the Officers and employees who pass the Hindi
Examinations, conducted under Hindi Teaching Scheme and by the
Dakashin Bharath Hindi Prachar Sabha.

 Port and Dock Educational Trust Higher Secondary School at the

Tondairpet Housing Colony for the children of the employees.

 A Creche in the Administrative Offices Building for the babies of

employees working in the Port.

 Canteen facilities at various work points.

34
  Welfare amenities for the Physically Handicapped Employees, such as
3% reservation, provision of motorized three-wheelers, additional
conveyance allowance, etc.

 Financial assistance for the purchase of Text books for the children of
employees.

 Special Coaching Classes for the children of employees who appear for
various Professional Entrance Examinations.

 Reimbursement of Tuition Fees and Examination Fees for the employees

who pursue higher studies.

 A Centenary Commemoration Fund created to reimburse the medical

expenses incurred by the retired employees.

 Appointment in the Port on compassionate grounds for the dependents of

deceased employees.

 Grant of Cash Incentive / Increment for adopting small family norms.

 Grant of House Building Advance to the employees.

5. INDUSTRIAL RELATIONS
The Madras Dock Labour Board has been merged with Chennai Port Trust with

effect from 28.05.2001 as per the Notification issued by the Central Government based

on the settlement reached with recognized Trade Unions on 25.05.2001.

To represent the Class III & IV employees, there are eighteen Registered Trade

Unions functioning in this Port. Of these, the following five Unions are treated as

recognized Unions.

1. Madras Port Trust Employees Union

2. Madras Port Trust Railwaymen’s Union

3. Madras Port United Labour Union

35
 4. Chennai Port & Dock Workers Congress

5. Madras Harbour Workers’ Union.

The Industrial Relations in the Port are generally cordial. There was no

strike / stoppage of work during the years 2005 – 2006 and 2006 - 2007.

36
 ORGANIZATION CHART

CHAIRMAN

DEPUTY
CHAIRMAN

Chief Financial Chief Chief

Secretary Chief Mechanical Deputy Traffic Adviser & Medical Controller Vigilance
Engineer Engineer Chief Accounts Officer of Stores Officer
Conservator Manager
Officer

37
 TRAFFIC PERFORMANCE FOR THE LAST
FOUR YEARS

In Million Tonnes

COMMODITY 2003-2004 2004-2005 2005-2006 2006-2007

POL 9.20 11.42 13.21 12.94

Iron Ore 8.92 9.62 9.46 10.48

Fertilizer 0.41 0.57 0.70 0.65

Fertilizer (Raw) 0.33 0.34 0.37 0.36

T. Coal 1.84 1.98 1.91 2.18

C. Coal 0.99 1.30 1.26 1.39

Container Cargo 8.63 9.86 11.76 14.17

Other Cargo 6.39 8.71 8.58 11.24

Total 36.71 43.80 47.25 53.41

38
 FINANCIAL PERFORMANCE FOR THE LAST FOUR YEARS

(Rs. in Crores)

Projection
DESCRIPTION 2003-04 2004-05 2005-06 for the year
2006-07

A OPERATING INCOME
1 Cargo Handling & Storage 218.31 250.46 263.42 322.27
including Container
2 Port and Dock Charges 103.65 113.53 119.75 139.00
3 Railway Earnings 31.72 32.72 34.92 39.94
4 Estate Rentals 14.88 6.93 13.60 10.84
TOTAL - (A) 368.56 403.64 431.69 512.05
B OPERATING EXPENDITURE
1 Cargo Handling & Storage 100.43 103.52 112.02 134.13
including Container
2 Port and Dock Facilities 47.91 59.20 55.53 63.05
3 Railway Workings 19.89 19.38 24.09 25.65
4 Rentable Land & Buildings 2.52 3.45 4.34 4.76
5 Management and General 90.64 100.92 116.97 144.39
Administration
TOTAL - (B) 261.39 286.47 312.95 371.98
C Operating Surplus (A) -(B) 107.17 117.17 118.74 140.07
D Finance & Misc. Income 45.02 71.32 88.57 101.96
E Finance & Misc. Expenditure 78.00 72.55 48.95 71.96
F NET SURPLUS BEFORE TAX 74.19 115.94 158.36 170.07
(C +D - E)
LESS: Provision for Taxation -- -- 24.80 40.37
ADD: Provision of Taxation withdrawn -- 31.58 -- --
G NET SURPLUS AFTER TAX 74.19 147.52 133.56 129.70

TOTAL INCOME 413.58 474.96 520.26 614.01

TOTAL EXPENDITURE 339.39 359.02 361.90 443.94

39
 BERTH PARTICULARS

Sl.No. Name of Berth Capacity of Cranes Length Draft in Cargo Handled

In meters Meters
JAWAHAR DOCK
1. Jawahar Dock -1 10T (J) – 1 No. 218.33 10.40 Dry bulk/break bulk
2. Jawahar Dock-3 218.33 10.40 Dry bulk/break bulk
3. Jawahar Dock-5 20T Under BRS –1 No. 218.33 10.40 BRS
4. Jawahar Dock-2 218.33 11.00 Dry bulk, edible oil
5. Jawahar Dock-4 G1 - 20T – 1 No. 218.33 11.00 Dry bulk, edible oil, phosphoric acid
6. Jawahar Dock-6 G2 – 20T – 1 No. 218.33 11.00 Dry bulk, edible oil
G3 – 20T – 1 No.
Dr. AMBEDKAR DOCK
7. North Quay 198.00 08.50 Passenger Terminal, lube oil
8. West Quay -1 170.60 11.00 Break bulk, edible oil, general cargo
9. West Quay -2 15T (L&T) – 2 Nos. 170.60 12.00 Break bulk, edible oil, cars, general cargo
10. Centre Berth 170.60 12.00 Break bulk, general cargo
11. West Quay -3 10T (Jessop) – 1 No. 170.60 12.00 Break bulk, general cargo
12. West Quay -4 15T (Jessop) – 2 Nos. 170.60 11.00 Passenger Terminal
13. South Quay -1 10T (Jessop) – 1 No. 246.00 09.50 Dry bulk/break bulk
50T (H) – 1 No.
14. South Quay -2 179.00 09.50 Edible oil, dry bulk
15. South Quay -3 15T (L&T) – 2 Nos. 254.00 09.14 Edible oil, dry bulk
16. East Quay (Centre) 372.00 12.00 Dry bulk
17. East Quay (South) 200.00 09.00
BHARATHI DOCK
18. Bharathi Dock -1 MLA – 5 Nos. 355.65 16.00 POL
19. Bharathi Dock -3 MLA – 5 Nos. 307.50 17.40 POL
20. Bharathi Dock -2 Ship Loader – 2 Nos. 382.00* 17.40 Iron Ore / POL
* Length between extreme dolphins
CONTAINER TERMINAL
21. Container Terminal -1 200.00 13.40 Containers
22. Container Terminal -2 RMQC – 7 Nos. 200.00 13.40 Containers
23. Container Terminal-3 RTG – 24 Nos. 200.00 13.40 Containers
24. Container Terminal -4 285.00 13.40 Containers

40
THEORIES OF JOB SATISFACTION

Several different theories exist concerning the dynamic of job satisfaction

and it s general impact upon worker behavior. A brief mention of the more prominent of

these seems highly appropriate.

MASLOW’S THEORY

The need hierarchy notion of Maslow says jobs, which are able to satisfy

more of the Maslow needs would be jobs, which would result in greater satisfaction of

the part of the employers.

VROOMS THEORY
Like the Maslow Model, Vroom’s Valence force theory says, Job

satisfaction reflects valence of the job for its incumbent. From proposition 2 it would

therefore follow that the strength of the force on a worker to remain on his job is an

increasing function of the valence of his job. Thus satisfaction should be negatively

relatively related to turnover and absenteeism, which it seems to be. Whether or not

this valence should also lead to greater production while on the job is less clear,

however points which again seems to be upheld by the highly ambiguous existing data.

41
STOGDILL’S THEORY
As we have pointed out several times, one of the major sources of

frustration in Job satisfaction research is that there does not seem to be any clearly

defined relationship between degree of Job satisfaction and quality or quantity of job

performance. Stogdill (1959) extremely concerned with this, decided that it was timed

to stop trying to view satisfaction as a “cause” of job performance. Instead, he felt it

much more appropriate to view the individual in terms of the context of the total

organization.

In an extremely well documented and well-organized book, he proceeded

logically to integrate prior research findings. His conclusions were that the “output “ of

organization and group integration is production and morale. Further, satisfaction of

individual expectation results in group integration and cohesiveness but it not

necessarily related to production.

Instead, both morale and production are a function of group structure.

Therefore morale and production will only be related to satisfaction when the condition,

which leads to high morale and production, are also those, which lead to the

reinforcement of worker expectations.

The general notion of job satisfaction being an output or dependent

variable has also been suggested by other workers in this area, most notably in the

work of Katzell, Barrett and Parker (1961), and of Locke, Smit, Kendall, Hulin and Miller

(1964).

42
HERZBERG THEORY
No theory of Job satisfaction has received as much attention or has been

subjected to as much criticism as has the model proposed by Herzberg, Mansner and

Snyderman (1959). Herzberg says that only the fulfillment of the motivational factors

can lead to positive satisfaction the job and the fulfillment of the hygiene factors on

prevent dissatisfaction but cannot contribute to positive satisfaction.

In other words in Herzberg’s view Job satisfaction and dissatisfaction

should not be considered as opposite ends of the same continuous but rather as

different factors. Thus in the words of Whitsett and Winslow the opposite of satisfaction

is not satisfaction, whereas the opposite of dissatisfaction is not satisfaction.

43
 CHAPTER – II

OBJECTIVES

1. To analyze whether the personal factors affect the job satisfaction

2. To ascertain whether the economic factors increase the job satisfaction

3. To exposure whether the working environment increase the job satisfaction

4. To examine whether the promotion policy affect the job satisfaction.

5. To find out whether the employer and employees relationship affect the job
satisfaction.

44
 CHAPTER - III

RESEARCH METHODOLOGY

Job satisfactions being a very important factor contribute to the capacity

and productivity of the worker. “Job Satisfaction is one of the most crucial but

controversial issues in Industrial Psychology and behavior management in

Organization”. Job satisfaction varies considerably from one man to other. Job status

and social status go hand in hand. When a man become enthusiastic about his job he

will do his work in best manner and become satisfied with his job.

Employee’s satisfaction is a function not only of how much a person

received from job satisfaction, but also where he stands with respect of his level of

aspiration. One of the most commonly recognized strains in the industry is the

occurrence of fatigue, boredom among workers, which affect the productivity.

The employees produced more if they have group goals which require his

productivity of their satisfaction and they are satisfied with their working condition and

the productivity equipments” so there is a strong relationship between, productivity and

satisfaction.

For the purpose of the study the data will be obtained from employees of

Chennai Port Trust, Chennai. The data includes Personal Data, Job Satisfaction,

Authority & Recognition, Monetary Benefits, Promotion aspects and Organization Policy

and working condition. A sample of 100 employees will be selected using convenience

of sample method.

45
 A questionnaire will be drafted based on the above data’s and it will be

supplied to the selected employees and their response will be obtained.

SOCIAL SURVEY
Scientific procedure is an essential aspect of any kind of research and

scientific method is regard as the sine guenon of it. Scientific method involves judicious

and systematic observation, verification, classification and the interpretation of

phenomena to solve problems. “Social research assembles organizes and interprets

facts that help to explain human society. The major goal of this scientific phenomena”.

The method of social research has got an important role in social science.

The necessity of taking in extreme care in selecting and using of the

methods of research is increased when the research is conducted in the social field due

to the complexity and intangibility of social phenomena. At the time of the application of

the methods of this study, this truth was always remembered, and utmost care was

given to maintain its scientific nature and objectivity.

According to P.V. Yound, “the social researcher does not direct his

attention in the first place towards practical ends, for it would not yield good scientific

results.

“Social research is a systematic method of exploring, analyzing and

conceptualizing social life in order to extend correct, or verify knowledge whether that

knowledge aid the proactive of an act”. The method of social research has got an

important role in social science.

46
LOCATION OF THE STUDY

The study on Job satisfaction was conducted in Chennai Port

Trust.

TARGET GROUP
The study is confined to the employees and officers of the Chennai

Port Trust totaling to 8386, out of which 964 are women.

The departments covered are Secretary’s (Personnel), Civil Engineering,

Mechanical Engineering, Marine, Traffic, Accounts, Controller of Stores and Medical

SAMPLING DESIGN
Since utilizing the universe sample is not possible and so it was decided to

draw a sample of 100 respondents.

TOOLS OF DATA COLLECTION

After the formation of the problem its objectives the next important step is

collection of data, which is very vital for drawing conclusion and suggestions. It

depends upon the nature, purpose of study and availability of time. Even though the

secondary sources are consulted, the tool of data collection and its interview schedule

requires time. However, the tool has been validated to face valid procedures. Similarly

the reliability has been established through split of method.

47
SAMPLING TECHNIQUE

The data are collected using convenient sampling techniques in which all

the categories of employees and officers were surveyed.

STATISTICAL ANALYSIS

The data collected were classified, tabulated and analyzed. The result of

which is presented in the following pages.

48
 CHAPTER – IV

ANALYSIS AND INTERPRETATION

Job satisfaction is something, which is abstract in the sense that it can be

felt and experienced, but cannot be seen. Based on the response to the questionnaire

and analysis of the data has been made. The brief analysis of the background of the

staff and officers like their age, educational background, experience etc., in the job were

discussed. It is followed by analysis of the actors relating to job satisfaction.

TABLE – I
DISTRIBUTION OF RESPONDENTS BY AGE

Sl. No. Age Range in years Respondents Percentage

1. 18-28 5 5
2. 29-38 41 41
3. 39-48 30 30
4. 49-58 24 24
TOTAL 100 100

INFERANCE:

From the above table it is evident that 41% of the employees belong to the

age group of 29-38 years. 30% of the employees belong to the age group of 39-48

years. 24% of the employees belong to the age group of 49-58 years and 5% of the

employees belong to the age group of 18-28 years.

DISTRIBUTION OF RESPONDENTS BY AGE

49
 5%
24%

18-28
29-38
41%
39-48
49-58

30%

TABLE – 2

50
 DISTRIBUTION OF RESPONDENTS BY
MARITAL STATUS

Sl. No. Marital status Respondents Percentage

1. Unmarried 21 21
Married 76 76
2.
Widow/Widower 3 3
3.
Separated 0 0
4.
TOTAL 100 100

INFERENCE:
It is widely clear that big majority of 76% respondents are married and

21% of the respondents are unmarried. 3% of the respondents belongs to Widow /

Widower. It clearly shows that majority of the respondents are married who have more

family responsibility.

DISTRIBUTION OF RESPONDENTS BY
MARITAL STATUS

51
 0%
3%
21%

Unmarried

Married

Widow/Widower

Seperated

76%

TABLE- 3

DISTRIBUTION OF RESPONDENTS BY
EDUCATIONAL QUALIFICATION

52
 Sl. No. Education Respondents Percentage
1. Non Graduate 7 7
Diploma 10 10
2.
Graduate 37 37
3.
Post Graduate 28 28
4.
Professional 18 18
5.
Qualification
TOTAL 100 100

INFERENCE:
The study covers 100 respondents, out of which 7% are Non Graduate,

10% are Diploma holders, 37% are Graduates, 28 % are Post Graduates and 18% are

Professionals.

DISTRIBUTION OF RESPONDENTS BY
EDUCATIONAL QUALIFICATION

53
 7%
18%
10%

Non Graduate

Diploma

Graduate

28% Post Graduate

37% Professional
Qualification

TABLE – 4

DISTRIBUTION OF RESPONDENTS BY SALARY

54
 Sl. No. Salary Level Respondents Percentage
1. Rs.5,000-10,000 5 5
Rs.10,001-15,000 39 39
2.
Rs.15,001-20,000 31 31
3.
Rs.20,001 and 25 25
4.
above
TOTAL 100 100

INFERENCE:
From the above table it is evident that 39% of the respondents are

drawing a salary of Rs.10,001-15,000, 31% of the respondents are drawing a salary of

Rs.15,001-20,000, 25% of the respondents are drawing a salary of Rs.20,001 and

above and 5% of the respondents are drawing a salary of Rs.5,000-10,000.

DISTRIBUTION OF RESPONDENTS BY
SALARY

55
 0%
5%
25%

Rs.5,000-10,000
39%
Rs.10,001-
15,000

Rs.15,001-
20,000

Rs.20,001 and
above
31%

TABLE – 5

56
 DISTRIBUTION OF RESPONDENTS BY WHAT
MADE THEM TO JOIN THE PRESENT
ORGANISATION
Sl. No. Particulars Respondents Percentage
1. Initial Employment 60 60
Reasonable Salary 15 15
2.
Better 10 10
3.
Environment
Job Security 5 5
4.
Interest on the 10 10
5.
Present Job
Nearer to the Place 0 0
6.
TOTAL 100 100

INFERENCE:
Table 5 clearly shows that the majority 60% of the employees has joined

the present organization because of initial employment in the organization. While 15%

of the employees have joined the organization due to reasonable salary thus this table

proves that job satisfaction had made the employees to join the present organization.

While better environment 10%, Job security 5%, Interest on the present job 10% are

the reasons for the employees to join the present organization.

DISTRIBUTION OF RESPONDENTS BY WHAT

MADE THEM TO JOIN THE PRESENT
ORGANISATION

57
 Initial
employment
10% 0%
Reasonable
5% Salary

Better
Environmen
10% t
Job
Security

Interest on
60%
the Present
15% Job
Nearer to
the House

TABLE – 6
DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH SATISFACTION OF

58
 THEIR JOB

Sl. No. Particulars Respondents Percentage

1. Highly Satisfied 70 70
Satisfied 20 20
2.
Some what 7 7
3.
satisfied
Dissatisfied 3 3
4.
TOTAL 100 100

INFERENCE:
Table clearly shows that the majority of 70% of respondents are highly

satisfied of their job while 20% of respondents are satisfied of their job. 7% of

respondents are somewhat satisfied and another 3% are dissatisfied with their job.

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH
SATISFACTION OF THEIR JOB

59
 3%
7% 0%

Highly Satisfied
20%
Satisfied

Some what
Satisfied
Dissatisfied
70%

TABLE – 7

DISTRIBUTION OF RESPONDENTS BY
ANNUAL INCREMENT

60
 Sl. No. Particulars Respondents Percentage
1. Highly Satisfied 52 52
Satisfied 38 38
2.
Some what 6 6
3.
satisfied
Dissatisfied 4 4
4.
TOTAL 100 100

INFERENCE:
The above table reveals that majority of 52% of the respondents are highly

satisfied with their annual increment. While 38% of respondents are satisfied with their

annual increment, 6% of respondents are somewhat satisfied with their annual

increment and only 4% of respondents are dissatisfied with their annual increment.

DISTRIBUTION OF RESPONDENTS
BY ANNUAL INCREMENT

61
 4% Highly
Satisfied
6% 0%
Satisfied

Some what
Satisfied
52%
38% Dissatisfied

TABLE – 8

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH

62
 BASIC PAY AND HOUSE RENT ALLOWANCE

Sl. No. Particulars Respondents Percentage

1. Highly Satisfied 54 54
Satisfied 29 29
2.
Some what 10 10
3.
satisfied
Dissatisfied 7 7
4.
TOTAL 100 100

INFERENCE:
Table 8 reveals that majority of the respondents is highly satisfied (54%)

and 29% are satisfied. Only 10% and 7% of respondents are somewhat satisfied and

dissatisfied respectively.

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH
BASIC PAY AND HOUSE RENT ALLOWANCE

63
 Highly
7% 0% Satisfied

10% Satisfied

Some what
Satisfied
54%
Dissatisfied

29%

TABLE – 9

DISTRIBUTION OF RESPONDENTS

64
 TO KNOW THEIR PERCEPTION ABOUT
CONVEYANCE ALLOWANCE

Sl. No. Particulars Respondents Percentage

1. Highly Satisfied 47 47
Satisfied 33 33
2.
Some what 17 17
3.
satisfied
Dissatisfied 3 3
4.
TOTAL 100 100

INFERENCE:
Table 9 reveals that majority of 47% of the respondents are highly

satisfied with the rate of conveyance while 33% of the respondents are satisfied with the

rate of conveyance. 17% of the respondents are somewhat satisfied and 3% are

dissatisfied with their conveyance.

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH
CONVEYANCE ALLOWANCE

65
 Highly
3% Satisfied
0%
17%
Satisfied

Some what
47% Satisfied

Dissatisfied

33%

TABLE – 10

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH

66
 LEAVE TRAVEL CONCESSION

Sl. No. Particulars Respondents Percentage

1. Highly Satisfied 70 70
Satisfied 20 20
2.
Some what 3 3
3.
satisfied
Dissatisfied 7 7
4.
TOTAL 100 100

INFERENCE:
The above table reveals that obviously majority of 70% of the respondents

are highly satisfied with the leave travel concession given by the organization and 20%

shows satisfaction with regard to leave travel concession. Only 3% shows somewhat

satisfaction and 7% are not satisfied with the leave travel concession.

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH
LEAVE TRAVEL CONCESSION

67
 Highly
7% 0% Satisfied
3%
Satisfied

20%
Some what
Satisfied

Dissatisfied

70%

TABLE – 11

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH

68
 RELATIONSHIP WITH SUPERIORS

Sl. No. Particulars Respondents Percentage

1. Highly Satisfied 40 40
Satisfied 42 42
2.
Some what 18 18
3.
satisfied
Dissatisfied 0 0
4.
TOTAL 100 100

INFERENCE:
From the above table it reveals that 42% of respondents are satisfied with

the relationship with the Heads of Department. While 40% respondents are highly

satisfied and only 18% of respondents are somewhat satisfied with the relationship with

their Heads of Department.

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH
RELATIONSHIP WITH SUPERIORS

69
 0% Highly
Satisfied
0%
18%
Satisfied

40%
Some what
Satisfied

Dissatisfied

42%

TABLE – 12

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH

70
 RELATIONSHIP WITH COLLEAGUES

Sl. No. Particulars Respondents Percentage

1. Highly Satisfied 60 60
Satisfied 30 30
2.
Some what 10 10
3.
satisfied
Dissatisfied 0 0
4.
TOTAL 100 100

INFERENCE:
Table 12 obviously reveals that 60% of respondents are highly satisfied

with the relationship with colleagues and 30% of respondents are satisfied with the

relationship with colleagues. While 10% are some what satisfied with the relationship

with colleagues.

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH
RELATIONSHIP WITH COLLEAGUS

71
 0% Highly
10% Satisfied
0%
Satisfied

Some what
Satisfied
30%
Dissatisfied
60%

TABLE – 13

72
 DISTRIBUTION OF RESPONDENTS IN
ACCORDANCE WITH THE QUALITY OF FOOD
SERVED IN THE CANTEEN

Sl. No. Particulars Respondents Percentage

1. Highly Satisfied 15 15
Satisfied 20 20
2.
Some what 35 35
3.
satisfied
Dissatisfied 30 30
4.
TOTAL 100 100

INFERENCE:
The above table reveals that 35% of the respondents are somewhat

satisfied with the quality of food served in the canteen and 20% of respondents are

satisfied and 15% of respondents are highly satisfied with the quality of food served in

the canteen. 30% of the respondents are dissatisfied with the quality of food served in

the canteen.

DISTRIBUTION OF RESPONDENTS IN
ACCORDANCE WITH THE QUALITY OF FOOD
SERVED IN THE CANTEEN

73
 0%
15%

30% Highly
Satisfied

Satisfied
20%

Some what
Satisfied

Dissatisfied

35%

TABLE – 14

DISTRIBUTION OF RESPONDENTS
IN ACCORDANCE WITH THE INDEPENDENT

74
 AUTONOMY OF THE EMPLOYEES

Sl. No. Particulars Respondents Percentage

1. All the times 23 23
Sometimes 62 62
2.
Not at all 15 15
3.
TOTAL 100 100

INFERENCE:
The above table widely shows that 62% of the respondents feel that they

have sufficient independent autonomy in performing their daily work sometimes. While

23% of the respondents feel that only all the times they have sufficient independent

autonomy in performing their daily work. Finally 15% of the respondents feel that they

have not at all sufficient independent autonomy in performing their daily work.

DISTRIBUTION OF RESPONDENTS IN
ACCORDANCE WITH THE INDEPENDENT
AUTONOMY OF THE EMPLOYEES

75
 0% All the times
15%
23%

Sometimes

Not at all

62%

TABLE – 15

DISTRIBUTION OF RESPONDENTS

76
 IN ACCORDANCE WITH THE SUGGESTION
CONSIDERED BY THE TOP MANAGEMENT

Sl. No. Particulars Respondents Percentage

1. All the times 10 10
Sometimes 73 73
2.
Not at all 17 17
3.
TOTAL 100 100

INFERENCE:
The above table 15 widely shows that 73% of the respondents felt that

only sometimes the top management considers their suggestion. While10% of the

respondents feel that their suggestion are considered by the top management all the

times and 17% are not at all considered by the top management.

DISTRIBUTION OF RESPONDENTS IN
ACCORDANCE WITH THE SUGGESTION
CONSIDERED BY THE TOP MANAGEMENT

77
 0% 10% All the times
17%

Sometimes

Not at all

73%

TABLE – 16

DISTRIBUTION OF RESPONDENTS IN
ACCORDANCE WITH THE MONETARY BENEFIT

78
 Sl. No. Particulars Respondents Percentage
1. Very High 7 7
High 22 22
2.
Fair 45 45
3.
Low 20 20
4.
Very Low 6 6
5.
TOTAL 100 100

INFERENCE:
From the above table, it reveals that 45% of the respondents feels that

their salary is fair compared to other organizations. While 22% of the respondents feels

that the salary is high compared to other organizations. While 20% feels low, 7% feels

very high and 6% of the respondents feel very low salary compared to other

organizations.

DISTRIBUTION OF RESPONDENTS IN
ACCORDANCE WITH THE MONETARY BENEFIT

79
 6% 0% 7%
Very High

20% High
22%
Fair

Low

Very Low

45%

TABLE – 17

DISTRIBUTION OF RESPONDENTS IN
ACCORDANCE WITH THE ALLOWANCES

80
 Sl. No. Particulars Respondents Percentage
1. Highly Satisfied 11 11
Satisfied 52 52
2.
Some What 27 27
3.
Satisfied
Dissatisfied 10 10
4.
TOTAL 100 100

INFERENCE:
Table 17 reveals that 52% of the respondents are satisfied with the

allowances while 27% of the respondents are some what satisfied with the allowances

and 11% of the respondents feels that they are highly satisfied with the allowances.

Only 10% of the respondents are dissatisfied with the allowances.

DISTRIBUTION OF RESPONDENTS IN
ACCORDANCE WITH THE ALLOWANCES

81
 10% 0% 11%

Highly
Satisfied

Satisfied
27%

Some what
Satisfied

52% Dissatisfied

TABLE – 18

DISTRIBUTION OF RESPONDENTS IN
ACCORDANCE WITH THE PROMOTION POLICY

82
 Sl. No. Particulars Respondents Percentage
1. Highly Satisfied 7 7
Satisfied 21 21
2.
Some What 42 42
3.
Satisfied
Dissatisfied 30 30
4.
TOTAL 100 100

INFERENCE:
The above table obviously shows that 41% of the respondents are

somewhat satisfied with the promotion policy while 21% shows satisfied with the

promotion policy and only 7% shows highly satisfied with the promotion policy. On the

contrary 30% of the respondents shows dissatisfied with the organization’s promotion

policy.

DISTRIBUTION OF RESPONDENTS IN
ACCORDANCE WITH THE PROMOTION POLICY

83
 0% 7%

30% Highly
21% Satisfied

Satisfied

Some what
Satisfied

Dissatisfied

42%

TABLE – 19
WORKING CONDITION
SL. Particulars Highly Satisfied Some What Dissatisfied Total

84
 NO Satisfied Satisfied
1. Working of 71 20 9 0 100
office
equipments

2. Facility clean 61 25 14 0 100

and up to date

3. Comfortable 67 29 4 0 100
office situation

4. Adequate 62 22 16 0 100
personal space
for individuals

INFERENCE:
The above table clearly shows the working condition of the employees in

the organization. Working condition play a vital role in job satisfaction of the employee.

The table shows that the majority of the employees are highly satisfied with the working

of office equipment (61%), facility clean and up to date (61%), comfortable office

condition (67%) and individuals have adequate moving space (62%). The same way

the satisfied of the respondents 20%, 25%, 29% and 22% respectively. In somewhat

satisfied of the respondents 9%, 14%, 4% and 16%. The table shows none of the

respondents shows dissatisfaction on the above aspects. Thus this table shows that

good working condition in the organization gives immense of job satisfaction to the

employees in the organization.

DISTRIBUTION OF RESPONDENTS
IN WORKING CONDITION

85
 0
10
20
30
40
50
60
70
80
Working of
Office
Equipment

Facility Clean
upto Date

Comfortable

86
Office Condition

TABLE – 20
Adequate

ACHIEVEMENT
Moving space
of Individuals
Highly

Satisfied
Satisfied
Satisfied

Dissatisfied
Some What
 SL. Particulars Highly Satisfied Some What Dissatisfied Total
NO Satisfied Satisfied
1. Individual have 12 63 17 8 100
clear, achievable
goals

2. Receive regular, 21 47 28 4 100

timely feedback

3. Talent being 5 23 55 17 100

utilized

4. Adequately 4 18 62 16 100
challenged in their
jobs
5. Formal program 0 7 8 85 100
(Employee
awarded for
achievement in a
year)

INFERENCE:
The above table clearly shows the achievement of the employees in the

organization. Achievement individuals have clear, achievable goals and standards for

their positions, should received regular, timely feedback on how they are doing, and

their talents being utilized, adequately challenged in their jobs and finally the practice

have a formal program (Such as Employee awarded for achievement in a year) for

recognizing employee’s achievement on their jobs and other activities.

CHAPTER – V

FINDINGS

87
 The finding in regard to the socio-economic characteristics of the

employees shows that majority of the employees belong to the age group of 29-38

years and 76% of the respondents are married. Study also reveals that the majority of

the respondents are Graduates. The study shows that 39% of the respondents draw

salary of Rs.10,001 -15,000. While 31% of the respondents Rs.15,001 – 20,000.

Regarding job satisfaction of the respondents the findings suggests that

the majority 60% of the Respondents have joined the organization due to the

reasonable salary. In regard to the job satisfaction of the Respondents the finding

suggests that 70% of them are highly satisfied, while 20% are satisfied with the job

satisfaction. Only 7% are somewhat satisfied with their jobs.

The finding reveals that 52% of the respondents are highly satisfied with

their increment and 38% are satisfied. These shows that as the respondents in their

increment satisfied with the annual increment that immensely have job satisfaction.

The finding shows that the majority (46%) of the respondents are highly

satisfied with their bonus, while 32% of the respondents are satisfied with their bonus.

The finding shows that 54% of the respondents are highly satisfied with their basic and

rate of HRA and 29% of Respondents are satisfied with their basic and rate of HRA.

This proves that, as respondents are highly satisfied with the Bonus and HRA. They

have job satisfaction in an ample measure.

The finding shows that majority of 70% of respondents are highly satisfied

with Leave Travel Concession.

88
 The finding in regard to the relationship with Superiors and Colleagues

shows that majority (42%) of the respondents are satisfied with the relationship with

superiors while 40% of them are highly satisfied with relationship with superiors. The

findings also show that majority of the respondents have close acquaintance with the

colleagues.

The finding shows that 35% of respondents are somewhat satisfied with

the quality of food served in the canteen and 20% of the respondents are satisfied with

the quality of food served in the canteen.

With regard to authority and recognition the finding suggest that 62% of

the respondents feel that they have sufficient independent autonomy in performing their

daily work. The finding shows that majority (73%) of the respondents’ feel that only

sometimes the suggestions are taken into considerations by top management.

Regarding Monetary Benefit the finding suggest that 45% of the

respondents feel that the salary is fair compared to other organization. The finding

shows that 52% of the respondents are satisfied with the allowances. While that 11% of

the respondents feel that they are highly satisfied with their allowances.

In regard to Promotion aspects and company policy, the finding suggests

that 21% of the respondents are satisfied with the promotion policy, while 42% of the

respondents are somewhat satisfied with the promotion policy.

In regard to working conditions the finding suggest that majority of the

employees are satisfied with their practices” s equipment’s (everything from computer to

scales) work properly (71%) highly satisfied, facility clean and up to date (61%) highly

89
satisfied, office conditions comfortable (67%) highly satisfied and individual have

adequate personal space (62%) highly satisfied facility provided for the purpose.

The overall finding of the study indicate that the respondents are satisfied

with the Annual Increment, Bonus, House Rent Allowance and they are also satisfied

with the relationship with superiors and colleagues. In regard to monetary benefit and

promotion aspect and company policy, working conditions the respondents are satisfied.

Thus the Officers and Employees of Chennai Port Trust are ample
satisfied with the environment, working condition, monetary benefit provided by the

organization and also good support with the management.

CHAPTER – VI

90
 SUGGESTIONS & RECOMMENDATIONS

Job satisfaction is too broad to discuss, and too subjective to understand.

As a whole, the employees of Chennai Port Trust appear to be satisfied with

their job.

In addition, from the results, generally it can be proved that a combination

of positive job climate and extrinsic reward will lead to job satisfaction, which in turn

increased performance.

1. As a recommendation, despite commitment of employees toward

the organization should consider achievement, the reward system since

this is one aspect that employees are not really satisfied with. This is an

effective way to retain employees and a way to be grateful of the

employee’s sacrifices.

2. In a nutshell most of the employees are found to be satisfied with

the facilities provided by the company. There are 1 to 2% of respondents

who were not satisfied with the facilities provided. This dissatisfaction is

common among all employees group in all such similar organizations.

The resentment can be overcome by proper counseling. As regards the

quality of food served in the canteen, nearly 1/3 of the employees (30%)

show dissatisfaction, which requires immediate attention of the

Management.

CHAPTER – VII

91
 CONCLUSION

It is concluded that the officers and employees of Chennai Port Trust,

Chennai are fully satisfied with the welfare facilities and amenities provided by the

organization. They are also extremely happy about the working environment and the

encouragement by the superiors.

The employees also feel that they have adequate job security in view of

the additional support and care in which the organization is concentrating apart from the

organization’s goals and targets.

BIBLIOGRAPHY

92
Alan Fox, P : “A Sociology of Work in Industry”
Collier Mac Millon Publishers, London.

George Fried Man : “Industrial Society”

Hoppock, R 1935 : Job Satisfaction, Newyark

Marse, N.C. 1953 : Satisfaction in White Color Job, University of

Michigan.

Thomas will and Harrell : “Industrial Psychology” Oxford and ISH

Blushing Company, New Delhi, 1964

Vol Haller Gilman : “Industrial Psychology”

Blauner, R : Alienation and Freedom: the factory workers

and his industry Newyark, Chicago University
Press.

Blum M.L, 1952 : “A contribution to manual aptitude

measurement in industry”, Journal of
Applied Psychology.

Young P.V. : “Scientific Social Surveys and Research”

Third Edition Asia Publishing House,
Bombay 1956.

Chennai Port Trust : Administration Report for the year 2005-2006

History of Chennai Port - Released in view of
125th year celebrations.

93
 A STUDY ON “JOB SATISFACTION” AMONG

EMPLOYEES IN

CHENNAI PORT TRUST, CHENNAI

Please answer to the following questions and the answers given by you will be kept as

confidential. Kindly put a tick mark in the appropriate box / space (wherever applicable).

Personal Data:

1. Name (Optional) :

2. Designation & Grade :

3. Department & Section :

4. Age Group : a. 18-28 years [ ]

b. 29-38 years [ ]

c. 39-48 years [ ]

d. 49-60 years [ ]

5. Marital Status : Married [ ]

Unmarried [ ]

6. Qualification : a. Non –Graduate [ ]

b. Diploma [ ]

c. Graduate [ ]

d. Post Graduate [ ]

e. Professional [ ]

94
Subject Data

1. What made you to join this organization?

Initial employment in the Organization [ ]

Reasonable Salary [ ]
Better Environment [ ]
Job Security [ ]
Interest in the present job [ ]
Nearer to your place [ ]

2. Are you satisfied with your job?

Highly Satisfied [ ]
Satisfied [ ]
Neither Satisfied nor Dissatisfied [ ]
Somewhat satisfied [ ]
Dissatisfied [ ]

3. Are you satisfied with your increment system currently

Followed in your organization?

Highly Satisfied [ ]
Satisfied [ ]
Somewhat satisfied [ ]
Dissatisfied [ ]

4. Are you satisfied with your Bonus (Productivity linked reward)?

Highly Satisfied [ ]
Satisfied [ ]
Somewhat satisfied [ ]
Dissatisfied [ ]

5. Are you satisfied with your Basic Pay and Rate of HRA?

Highly Satisfied [ ]
Satisfied [ ]
Somewhat satisfied [ ]
Dissatisfied [ ]

95
6. Are you satisfied with your rate of Conveyance Allowance?

Highly Satisfied [ ]
Satisfied [ ]
Somewhat satisfied [ ]
Dissatisfied ]

7. Are you satisfied with your Leave Travel Concession?

Highly Satisfied [ ]
Satisfied [ ]
Somewhat satisfied [ ]
Dissatisfied [ ]

8. How is your relationship with your Superior(s)?

Excellent [ ]
Very Good [ ]
Satisfactory [ ]
Unsatisfactory [ ]

9. How is your relationship with your Colleagues?

Excellent [ ]
Very Good [ ]
Satisfactory [ ]
Unsatisfactory [ ]

10. Are your suggestions to improve the productivity

considered by the Organization?

Always [ ]
Sometimes [ ]
Not at all [ ]

11. How do you feel about the salary you get when compared
with similarly qualified employees in other organizations?

Very High [ ]
High [ ]
Fair [ ]
Low [ ]
Very Low [ ]

96
 12. Are your satisfied with your allowances you get from
Your organization?

Highly Satisfied [ ]
Satisfied [ ]
Somewhat satisfied [ ]
Dissatisfied [ ]

13. On what basis promotions are given in your organization?

Seniority [ ]
Merit [ ]
Seniority cum Merit [ ]

14. Are your satisfied with the work environment and its
atmosphere?

Highly Satisfied [ ]
Satisfied [ ]
Somewhat satisfied [ ]
Dissatisfied [ ]

15. Do Individuals have clear achievable goals and standards for their positions?

Yes [ ] No [ ] Do not know [ ]

16. Do individuals receive regular, timely feed back on how they are doing?

Yes [ ] No [ ] Do not know [ ]

17. Are individual’s talents being utilized?

Yes [ ] No [ ]

18. Are you satisfied with the Safety Measures adopted by the Organization?

Yes [ ] No [ ]

97