Job Satisfaction Among Employees of DC Mills

Job satisfaction among employees of DC Mills
JOB SATISFACTION
The project is titled A Study on the Job satisfaction of Employees with Special Reference to DC Mills, Alappuzha. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; an affective reaction to ones job; and an attitude towards ones job. Weiss has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors. Job satisfaction is not the same as motivation. It is more if an attitude, an internal state of the person concerned. It could, for example, be associated with personal feeling of achievement. Job satisfaction is an individuals emotional reaction to the job itself. It is his attitude towards his job. they believe they should receive. Human life has become very complex and completed in now-a-days. In modern society the needs and requirements of the people are ever increasing and ever changing. When the people are ever increasing and ever changing, when the peoples needs are not fulfilled they become dissatisfied. Dissatisfied people are likely to contribute very little for any purpose. Job satisfaction of industrial workers us very important for the industry to function successfully. Apart from managerial and technical aspects, employers can be considered as backbone of any industrial development. To utilize their contribution they should be provided with good working conditions to boost their job satisfaction. Any business can achieve success and peace only when the problem of satisfaction and dissatisfaction of workers are felt understood and solved, problem of efficiency, absenteeism, labour turnover require a Job satisfaction is a general attitude towards ones job: the difference between the amount of reward workers receive and the amount
MET Advanced Studies, Presidency Campus, Charummoodu.
social skill of understanding human problems and dealing with them scientific investigation serves the purpose to solve the human problems in the industry. a) Pay. b) The work itself. c) Promotion d) The work group. e) Working condition. f) Supervision. Effect of Job Satisfaction Job satisfaction has a variety of effects. These effects may be seen in the context of an individuals physical and mental health, productivity, absenteeism, and turnover. Benefits of job satisfaction study Job satisfaction surveys can produce positive, neutral or negative results. If planned properly and administered, they will usually produce a number of important benefits such as comparing the response to several alternatives and encouraging manager to modify their original plans. Follow up surveys allows management to evaluate the actual response to a change and study its success or failure. Creating Job Satisfaction Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful. Organizations that aspire to creating a work environment that enhances job satisfaction need to incorporate the following: Flexible work arrangements. Training and other professional growth opportunities. Opportunities to use one's talents and to be creative. Opportunities to take responsibility and direct one's own work.
Assuring Job Satisfaction Assuring job satisfaction, over the long term, requires careful planning and effort both by management and by workers. Managers are encouraged to consider such theories as Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to a stimulating, challenging, supportive, and rewarding work environment is vital. Because of the relative prominence of pay in the reward system, it is very important that salaries be tied to job responsibilities and that pay increases be tied to performance rather than seniority. So, in essence, job satisfaction is a product of the events and conditions that people experience on their jobs. Very simply put, if the pleasures associated with one's job outweigh the pains, there is some level of job satisfaction. STATEMENT OF PROBLEM Employers face dynamic and ever increasing challenges in this economy. A global economy of discriminating consumers has placed demands on employers never before seen. Employers face the challenges of maintaining productivity, profitability as well as keeping their workforce engaged and satisfied with their jobs. Environmental pressures, rising health care costs, and the needs of the workforce have placed management in a complicated and tenuous situation. The answer lies with creating a work environment that maintains employee job satisfaction as well as motivates people toward exceptional performance. Those that fail to improve job satisfaction are at risk of losing their top talented people to the competition. Supervisors and managers who maximize the potential, creative abilities, and talents of the entire workforce have a greater competitive advantage than those who dont. Employees that are engaged in their work have a higher level of job satisfaction. Motivated workers provide the health insurance businesses desperately needed in these chaotic times. SCOPE OF THE STUDY 3
This study emphasis in the following scope: To identify the employees level of satisfaction upon that job. This study is helpful to that organisation for conducting further research. It is helpful to identify the employers level of satisfaction towards welfare measure. This study is helpful to the organization for identifying the area of dissatisfaction of job of the employees. This study helps to make a managerial decision to the company. The research is conducted for study purpose and research had its own limitations OBJECTIVE OF THESTUDY The objective of the study is to find out the satisfaction level of employee in DC Mills, Alappuzha. To find that whether the employees are satisfied or not.
To analyse the companys working environment.
To check the Degree of satisfaction of employees.
To find that they are satisfied with their job profile or not.
To study the measures to be employed to improve the level of job satisfaction.
To suggest ways and means of improving job management existing in the
organization. METHODOLOGY
Sources of data are divided into two ways. 1. Primary data Primary data is specially designed data, which is collected for the first time and fresh in nature, and happen to be original in character through field survey. The key point here is that the data you collect is unique to you and your research and, until you publish, no one else has access to it. The primary data are collected through tools like * Questionnaire. * Formal interview with various employees, human resource officers & other concerned people 2. Secondary data The secondary data was collected from already published or unpublished courses. The data needed to prepare this project was obtained from * Annual report of the organization * Information collected from internet * Books Population The study includes employees working in Nitta Gelatin India Ltd, Cochin Sample Investigator has collected data from 50 employees of Nitta Gelatin India Ltd. All the employees were of different designations. 5
Sampling design Sampling design is a definite plan for obtaining a sample from a given population. It refers to the techniques or the procedure the researcher would adopt in selecting items for the sample. Sample design may as well lay down the number of items to be included in the sample i.e., the size of the sample. Sampling Technique Sampling technique adopted by the investigator for the study is Convenience Sampling Method Tools Simple Percentage Method is used for analyzing the data. Various charts & tables are used to represent the data Analyzing After the data collection it was analyzed, and a master chart was drawn by using simple statistical tool like percentage method & average method. After that separate tables are prepared to interpret the data according to the need of the investigator.
LIMITATIONS OF THE STUDY 6
1. The company has a workforce of more than 1500 employees with another 5000 people indirectly involved in its operations. But this study was conducted only for 100 workers. So the entire workforce of the organization was not included. 2. Some employees were not willing to disclose the truth due to personal reasons. 3. Time constraints were another problem. 4. Certain departments required special permission to get surveys filled by employees.
INDUSTRIAL PROFILE Global Coir Trade 7
Currently, the global annual production of coir fiber is about 350,000 metric tons (MT). Yet, even in the worlds top two producers, India and Sri Lanka, which account for about 90% of global coir fiber production, combined, this renewable resource is under utilized; local coir mills process only a fraction of the available husks, which accrue more or less year round as a waste during coconut processing. Traditional uses for the resilient and durable coir fiber include rope and twine, brooms and brushes, doormats, rugs, mattresses and other upholstery, often in the form of rubberized coir pads. In the 1980s and 90s, global exports of coir fiber fell by almost half, as Western consumers shifted to synthetic foam and fibers. Then, since 1990, rapidly growing domestic demand in India more than doubled global production benefiting exclusively the Indian coir industry. Finally, since 2001, a rising Chinese demand for coir, an expanding market for coir-based erosion control products, and the spread of coir pith as a peat moss substitute in horticulture has further pushed up global production and prices. In turn, other coconut growing countries, including Philippines, Thailand and Vietnam are now expanding their production and export of coir fiber. These changes are also reflected in the international trade in coir. Historically, Sri Lanka had been the worlds largest exporter of various fiber grades, whereas India exports largely value added products yarn, mats, and rugs. Moreover, coir milling and value addition, mostly spinning and weaving, are important regional employers, particularly in rural Southern India and coastal Sri Lanka. They give work to 500,000+ people, many of them women working part-time. Yet, working conditions and productivity are generally poor. The challenge for industry is to sustainably expand markets for this versatile renewable resource while maintaining its role as employer for the rural poor. This may require producers to innovate production, improve product consistency, and in particular develop novel applications jointly with their customers in importing countries. Businesses, public agencies and research institutes are now addressing this challenge in multilateral projects worldwide setting examples that global trade can be beneficial to all parties involved. Coir Industry in INDIA
Indian coir industry is an important cottage industry contributing significantly to the economy of the major coconut growing States and Union Territories, i.e., Kerala, Tamil Nadu, Andhra Pradesh, Karnataka, Maharashtra, Goa, Orissa, Assam, Andaman & Nicobar, Lakshadweed, Pondicherry, etc. About .5.5 lakh persons get employment, mostly part time, in this industry. The exports from this industry are around Rs. 70 crores. Coconut husk is the basic raw material for coir products. Around 50 per cent of the available coir husk is used to produce coir products. Hence, there is scope for growth of coir industry. The Eighth Plan programmes for coir industry aimed at increased utilisation of coconut husk for production of coir fibre, growth of the domestic market, strengthening of research and development to find out new uses of coir fibre especially in the areas of geo-fibre, fire retardant, cement and gypsum polymer development, acquiring of new technology like PVC-tufted coir products, encouragement to cooperativisation and providing social welfare, civic amenities and medical facilities to coir workers. Emphasis would be laid on mechanisation in a phased manner without affecting employment to make Indian coir products competitive in the export market. Brown coir fiber production would be encouraged by providing seed capital assistance. Modernization of coir units has been envisaged by providing incentives for installation of modern equipments to make coir industry more competitive in the export market. Special training programmes have been formulated for women artisans. Improved modern treadle ratts would be provided to trained women artisans to increase employment and earnings. Medical facilities, creche for children of coir workers, model coir villages for SC/ST coir workers and social welfare schemes would be implemented during the Eighth Plan period. Emphasis has been given on developing devices/equipment/machinery through R&D to reduce drudgery and to improve productivity of coir workers. Development of improved variety of ratts and looms would help in improving the production of coir yarn spinning, coir mats, etc. In order to boost exports, the scheme of cooperative publicity/programme in the export markets which was started in the Seventh Plan would be continued.
Coir Industry in KERALA India accounts for more than two-thirds of the world production of coir and coir products. Kerala is the home of Indian coir industry, particularly white fibre, accounting for 61 per cent of coconut production and over 85 per cent of coir products. Although India has a long coastline dotted with coconut palms, growth of coir industry in other coastal States has been insignificant. Not more than 50 per cent of the coconut husks is utilised in the coir industry, the remaining being used as fuel in rural areas. Production in the cooperative fold is not more than 20 to 25 per cent. The development programmes so far undertaken aimed at revitalisation of coir cooperatives, improvement in quality and products diversification. Efforts were also made for exploring wider export markets for coir and coir products. Judged from the increase in production and employment, the progress has been rather slow and exports in physical terms have remained mere or less static.
COIR INDUSTRY IN ALAPPUZHA Alleppey (Alappuzha in Malayalam) is the nerve centre of Kerala's famous Coir industry. Here, one can see coconut husks being beaten into fibre for making beautiful mats and other coir products. Both men and women are actively involved in the production of Coir. The women are mainly involved in the yarn spinning sector and the men in the productweaving sector. Coir Industry enjoys the status as the largest Cottage Industry in the State of Kerala, giving employment to over a million people. Kerala also has a very fine natural harbour located at Cochin ( Kochi). From the ancient times itself Cochin had found a place in the minds of Europeans as a trading centre because of its port and spices. Some of the historical monuments left behind by the early travelers at Cochin are the 10
Chinese fishing nets that were introduced during the medieval ages by traders from the Court of Kublai Khan. St. Francis Church considered as the oldest European church in India was built by the Portuguese sailor Vasco Da Gama during the period 1503 to 1524. The Jew Synagogue built by early Jewish settlers in the period 1568 is another notable historical monument.
COMPANY PROFILE DC Mills is the first ISO 9001-2000 certified company for coir products in India from TUV CERT OF RHEINISCH-WESTFALISCHER TUV E.V. and first in the world for vinyl backed coir products from TUV CERT The company has a workforce of more than 1500 employees with another 5000 people indirectly involved in its operations. At DC Mills, constant innovation is of prime importance. To this effect, a modern and a highly sophisticated R & D division equipped
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with the latest information software and hardware forms an integral part of DC Mills. A team of well-experienced software professionals head the department. The plethora of awards the company has been earning ever since its inception stands as a solid testimony to the commitment, success and efficiency of the companys production team. Spanning two decades, DC Mills foray in the coir products exports is a magnificent example of growth rooted in determination of a management with a vision seldom seen. Attentiveness to customer tastes and preferences, commitment to quality, dedication to timely delivery and extensive range of products make D.C. Mills the numero uno in floor covering business. In the year 1982 D C Mills started export of Indian natural fiber door mats and floor coverings under a young and dynamic management, with its own manufactories by Mr. K. J. Dennis. Now they have six manufacturing units with modern and sophisticated machineries in Valavanad, Puthenambalam, Pollachy, Pathirappally, U.S.A and U.A.E. D C Mills is presently manufacturing coco, sisal, jute, wall to wall carpet in 4 meter width and sea grass. A Holland made power loom machines used by the company to manufacture good quality latex backed carpets. Company also manufacturing high quality door mats and area rugs in good colorfastness in water and sunlight. Its own modern dyeing and printing factory for the best result of color
fastness its quality checking department ensures the quality to the taste of all global customers. In 1997 D C Mills started a new factory on 3 million US dollars for vinyl backed coco rolls and door mats with flock designs of World class, as same as European style company also manufacturing different types of rubber doormats and outdoors. Now the customer can have all the requirements of natural fiber floor covering from DC Mills collections. Another new product range from the company for their customers are the new generation mats made of softolefine, nylon, wool and yarns. The company has the most modern BCF machine for extruding yarns and multi operational coating machine for the square pyramid and bubble backing. 12
The company also owns highly advanced fully automated tufting machines imported from England and USA for the production of poly propylene mats. The present production capacity of the company is around 100 containers of 40 feet size per month. The installed capacity of plant is 10000 squire meters per day. The company has a workforce of more than 1500 employees with another 5000 people indirectly involved in its operations. At Chills, constant innovation is of prime importance. To this effect, a modern and a highly sophisticated R & D division equipped with the latest information software and hardware forms an integral part of DC Mills. A team of well-experienced software professionals head the department. The plethora of awards the company has been earning ever since its inception stands as a solid testimony to the commitment, success and efficiency of the companys production team. A significant milestone in the growth trajectory of the company was accreditation by British retail consortium (BRC) in 2008. The company is now BRC certified global recognition for safe consumer products. The company has been regularly receiving awards in recognition of outstanding export performance. In recognition of highest performance in export, D.C Mills has received the prestigious award from the Prime minister of India consecutively for the past 14 years. The latest award was the one honored by coir board for the best export of 2006-07.
Group concerns

D C Mills (P) Ltd. Detlish Rugs (P) Ltd. Denny Steels (P) Ltd. Quality controls using high - tech laboratory technology. Computer based planning, phased production, scheduling of shipments. Individual attention to specifications of each product by skilled operators & Applying proper Management Expertise to each area of operations, in order to 13
COMMITMENTS 1. 2. 3. 4.
competent supervisors. make the finished product presentable, and attractive.

5. 6. needs.
Standard Packing & Packaging of each Product. Supporting Certificates of Quality from reputed inspecting / surveying companies.
MISSION: To offer D.C. Mills as one step shopping point for your entire floor covering
Objectives of the DC MILLS (P) LTD. Quality objectives: a. To meet the customer demands for new designs and develop. b. T o reduce fuel consumption and production wastage. c. T o reduce customer complaints. d. To control the cost of manufacturing. T o improve the online delivery. T o achieve continual improvement on MIS. Quality policy: 1. Market innovative products fully conforming to or surpassing customer specifications, delivered on time. 2. Use ecofriendly manufacturing process. 3. Achieve continual improvement of products and manufacturing process. 4. Always fulfill social commitments. Company Policy: The DC Mills follows a 30-30-30 policy which was formulated by the M.D, Mr. K.J. Dennis. Every query from the part of the customer will be addressed within 30minutes.The customer will be provided with a sample within 30 hours and the shipment will be made within a period of 30days from the receipt of the order. This is the 0-30-30policy. AWARDS 1. 2. Certificate of merit for the export of coir products 3rd position during the year Second position during the year 1993-94 14 1992-93
3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18.
Merit certificate for the outstanding performance in pioneering efforts during the Second position during the year 1995-96 Certificate of merit from the government of India for outstanding export First position for outstanding performance in the export of coir products during the First position for outstanding performance in the effort in promoting export and First position for outstanding performance in growth in export of coir products First position for the outstanding performance in research & development efforts in Highest position for the outstanding performance in export of coir products during Millennium award for the contribution for the development &promotion of coir Award for the top exporter under CEPZ for 2000-2001 Award for the top exporter - coir products by Coir Board for 2002 Award for the top exporter - coir products by Coir Board for 2003 Award for the top exporter - coir products by Coir Board for 2004 Award for the top exporter - Chamber of commerce 2005 Award for the top exporter - Chamber of commerce - 2006 Award for the top exporter - Chamber of commerce 2007
year 1994-95
performance in coir matts and matting during the period 1995-96 year 1996-97 investment in coir industry during the year 1998-99 during the year 1999-2000 product development & product diversification during the year 1999-2000 the year 1999-2000 industry
DEPARTMENT PROFILE Various departments in DC Mills are: Sample Department

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Purchase Department St ores Department Product ion Department Human resource Department Marketing Department Finance Department Information Technology Department SAMPLE DEPARTMENT Sample department is the first and important department that comes before the production department. The duty of sample department is to develop the samples according to buyers requirement and developing samples according to the world fashion and trend. In sample department first the buyer gives the order of any mat of his choice to the sample department. When the buyer sends the request, some time he sends the design of his choice and in some cases he asks the company to send the design for him. The sample department has its own designers who draw the design for the buyers. When the buyer accepts the design send by the company, then that particular design is given a specific number. If there any changes recommended by the buyer, it will done and given a new serial number. Then the buyer sends the acceptance of the design. Functions of sample department 1. Receiving sample request from buyer through marketing department. 2. Developing own samples with fashion and trend with the co. ordination of designs. 3. Sourcing of new articles in market. 4. Checking and Processing. 5. Check the faults. PURCHASE DEPARTMENT 16
Purchase department is responsible for bargaining, procuring, managing and storing the raw material needed for the production. This department plays a very vital role in carrying out the production process very smoothly. The main function of this department is to maintain the needed stock in order to avoid the delay in production. Purpose of buying of material and the control of stock are of great importance in any business. If the proper quantity and style of merchandise is bought at the right place and time, half the task of selling is completed. Purchases include: Mat Purchase Miscellaneous Purchase. The function of purchase department starts from recognizing the needs of raw materials as per the requisition of the customers. Then the vendor selection takes place and after that price is determined. After this purchase order is prepared and acceptance of it takes place. Then the payment is made. Functions of purchase department Planning inventory level In purchase department, inventory consists of a list of goods and materials held available in stock. Identifying vendors The company has a data base which contains a list of vendors. From these list vendors have to identified. Procurement of quality raw materials Issue of purchase order Co-ordinate with production department Periodical feedback to vendor through an evaluation process For the procurement of quality raw materials, keeping up quality standards. Purchase order being issued by the purchase department. Purchase department co-ordinate with production department for achieving the target.
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By proper evaluation in a periodical manner, purchase department check the satisfaction of vendors and made changes if any. STORES DEPARTMENT The stores department is functioning as a part of purchase department. They are following both FIFO & LIFO method for issue and receipt of materials. They are maintaining different stock levels so as to avoid the shortage of stock. Purchase department make orders according to the instructions of the stores department. Stores department find out any shortage and surplus in stock and inform purchase department for giving and taking orders. Warehousing facility is comparatively less for the company. Sub divisions of store department: PVC Mat Store Coir Store Dying House Store Paint Store Chemical Store
Finished Goods Store Stenciling Store
PRODUCTION DEPARTMENT Production is the key function in almost all industrial or manufacturing concerns. Production is the functional area responsible for turning inputs into finished outputs through a series of production process. DC MILLS have 6 units and its main unit is at Valavanadu. Several types of Mats are produced here. The production is based on the orders. The production departments under
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the head of production manager is coordinate with all other departments to see that production is according to the standard of ISO 9001:2000 and then it tries to achieve the objectives of the organization. Functions of production department: Receiving orders from marketing department. Receiving original samples from sample department or develop samples as per Production planning according to the time and ordered quantity. Inspection of produced or purchased mat. Stenciling. Inspection. Packing. Final inspection of goods ready to dispatch Forward to shipping.
buyer specification.
HUMAN RESOURCE DEPARTMENT DC Mills has an eminent HR department managing around 1500employees, to enable the smooth functioning of the company. HR department is practicing various programmes including human resources planning, recruitment and selection, training and development, orientation placement and induction programmes, welfare and social security measures, job analysis and evaluation, compensation management system, grievance handling measures, work committee, measures to reduce turnover and absenteeism. Responsibilities of the human resource manager To ensure better working condition for the employees. To implement the policies framed by the top management. 19
To encourage employees welfare activities. Formulation of policies on wage and salary administration, performance appraisal,
welfare activities etc. Establishment of a proper system for the collection of feed back. Problem solving like grievance over distribution of overtime work, annual increase
in pay, transfer, promotion and so on. MARKETING DEPARTMENT Objectives of Marketing Department Achieving and sustaining customer satisfaction Explore new markets of the company Explore new distribution channels Develop new marketing policies Conducting market research Reports at regular intervals. Control marketing activities. Order enquiry In D C Mills order enquiry is made through trade fairs, through Export, through Promotion councils etc. Samples are developed according to the buyers requirement and forwarded along with prices. Sample Department takes care of the same. On acceptance, the buyer forwards an order sheet containing details as to the item required, quantity, price, and terms of payment and with Ship date as required. Terms of payment
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The various terms of payment, which the company accepts by mutual consent are as follows: Telegraphic Transfer Cash against document Letter of Credit Terms of shipping The terms for shipment include: Free on Board Cost & Freight Cost, Insurance & Freight Invoice It covers the value of goods, port of discharge, final destination, terms of payment etc. Packing list It covers packing details of the goods i.e. number of cartons, number of pieces packed per carton, net weight, gross weight, volume etc. Dispatch of goods Once the goods are inspected and packed, they are ready for dispatch and arrangements are made for the same. The goods that are dispatched can be of two types: 1. 2. FCL - Full Load Container LCL - Low Container Load
FINANCE DEPARTMENT
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This department deals with finance and its management. And also keeps all the accounts of the company. Finance is the life blood of the every company. So its management merits special importance. For the effective functioning of an organization, the primary necessity needed is adequate finance. Proper allocation of finance at right time is necessary for the achievement of company goals and objectives Activities of the finance department Sources of finance Sales realization Credit from supplier Short term and long term loans Ploughing back of profits Maintenance of records The company using mercantile system for the maintenance of records. The company preparing cash account all other statutory accounts.
Depreciation policy The company is following written down value of depreciation. Budgets The company is preparing budgets annually to forecast the expenses and revenues. Working capital management Stock management, Debtors management, Creditors management, cash management etc are made by the company as a part of working capital management and using all details after assessing the working capital need of the company. Provision for acquisition of assets
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Company is not taking much effort to make provision for acquiring new assets. The reason is that the owner of the company is using major part of the profit for Companys expansion and development. Credit policy The company is providing maximum of one month credit to its buyers and they are getting credit periods of one week to one month from its suppliers. Some suppliers are needed to be paid immediately. Ratio analysis The company is making ratio analysis to assess its operational efficiency. Turn over ratio, current ratio etc are analyzed every year. Functions of finance department Financial analysis, planning and control of finance. Management of current assets. Identification of sources and use of funds. Preparation of financial statement. INFORMATION TECHNOLOGY DEPARTMENT DC MILLS are fully computerized and all its transactions are recorded through computers. DC MILLS have developed a separate ERP program for its operation. Once the order is entered, it will go to the purchase department, stores, finance and partially to the production department. For accounting function visual basics are used for programming. DBMS is also there in the organization on an SQL server. In the company there are 60 computers interconnected as WAN with OFC technology.
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Functions of IT department Co- ordination of technology throughout organization. Assist departments in applying technology to meet the irrespective needs. Purchase equipment. Concept planning. Install, support and maintain systems and standard technologies. PRODUCT PROFILE DC Mills mainly deals with coir products, rubber products, washable indoor products (in cotton, nylon and wool), coir rubber products, jute runners and sisac runner. The major products of the company are: Imperial mat Elegant mat Croma mat Paragon Rolex Endure Coral Lovers mat Rub flocky Coco flock Products made from coir: Coco shift Bangal Queen Prince Classic
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Super form Passion Rainbow Magic mat Darken Crown Products made from rubber: Shoe mat Iron mat Hollow mat Hexagon Products made from poly propylene: Poly rope mat Non brush mat Raven Colombo Massio Condor Crown mat Product made from Sea Grass: Orissa mat Products made of Sisal: Sultan Mugal Bombay
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Products made of Jute: Hawal Hook Miami Jaipoor Washable collection includes: Acqa Lily Lorry Milky Parry Sigma Sofine Coroma Elite Eva Tribo
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Job satisfaction describes how content an individual is with his /her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement, job enrichment and job re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself and coworkers. One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies sought to find the effects of various conditions on workers productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase
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resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general wellbeing, stress at work, control at work, home-work interface, and working conditions. Affect Theory Edwin A. Lockes Range of Affect Theory is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. Two-Factor Theory (Motivator-Hygiene Theory)
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Frederick Herzbergs Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. An employees motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organizational goals. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out. Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzberg's model has stimulated much research, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured. Factors that influence job satisfaction Environmental factors: Communication Overload and Communication Underload One of the most important aspects of an individuals work in a modern organization concerns the management of communication demands that he or she encounters on the job. Demands can be characterized as a communication load, which refers to the rate and complexity of communication inputs an individual must process in a particular time frame. Individuals in an organization can experience communication over-load and communication underload which can affect their level of job satisfaction. Communication overload can occur when an individual receives too many messages in a short period of time which can result in unprocessed information or when an individual faces more complex messages that are more difficult to. Communication under load can
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occur when messages or inputs are sent below the individuals ability to process them. According to the ideas of communication over-load and under-load, if an individual does not receive enough input on the job or is unsuccessful in processing these inputs, the individual is more likely to become dissatisfied, aggravated, and unhappy with their work which leads to a low level of job satisfaction.
Superior-Subordinate Communication Superior-subordinate communication is an important influence on job satisfaction in the workplace. The way in which subordinates perceive a supervisor's behavior can positively or negatively influence job satisfaction. Communication behavior such as facial expression, eye contact, vocal expression, and body movement is crucial to the superiorsubordinate relationship. The manner in which supervisors communicate with their subordinates non-verbally may be more important than the verbal content. Individuals who dislike and think negatively about their supervisor are less willing to communicate or have motivation to work whereas individuals who like and think positively of their supervisor are more likely to communicate and are satisfied with their job and work environment. A supervisor who uses nonverbal immediacy, friendliness, and open communication lines is more likely to receive positive feedback and high job satisfaction from a subordinate. Emotions Mood and emotions form the affective element of job satisfaction. Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, short-lived and have a clear object or cause. There is some evidence in the literature that moods are related to overall job satisfaction. Positive and negative emotions were also found to be significantly related. Emotion work refers to various types of efforts to manage emotional states and displays. Emotion management includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion. Although early studies of the consequences of emotional work emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional work are not uniformly negative.
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PERSONAL FACTORS Personal attributes of the individuals also play a very important role as to whether they are satisfied at the job or not. Pessimists and people with negative attitudes will complain about everything including the job. They will always find something wrong in every job to complain about. Some of the important personal factors are: 1. Age and Seniority: With age, people become more mature and realistic and less idealistic so that they are willing to accept available resources and rewards and be satisfied about the situation. With the passage of time, people move into more challenging and responsible positions. People who do not move up at all with time are more likely to be dissatisfied with their jobs. 2. Tenure: Employees with longer tenure are expected to be highly satisfied with their jobs. Tenure assures job security, which is highly satisfactory to employees. They can easily plan for their future without any fear of losing their jobs. 3. Personality: Some of the personality traits which are directly related to job satisfaction are self assurance, self esteem, and maturity, and decisiveness, sense of autonomy, challenge and responsibility. Higher the person is on Maslow's needs hierarchy, the higher is the job satisfaction. This type of satisfaction comes from within the person and is a function of his personality.
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Measuring job satisfaction There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale. Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. This data are sometimes collected using an Enterprise Feedback Management (EFM) system. The Job Descriptive Index (JDI), is a specific questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or cant decide in response to whether given statements accurately describe ones job. The Job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general. Dimensions Of Job Satisfaction There 1. 2. are Job three important is an dimensions emotional of job to satisfaction, the work namely: situation satisfaction response
Job satisfaction is defined as how well the results meet expectations
3. Job satisfaction present attitude of care or work related. Six important factors that affect employee job satisfaction, namely: 1) The Work Itself, the extent to which the job provides the individual with interesting task, opportunities for learning, and the chance to accept responsibility. The content of the work itself plays a major role in determining the job satisfaction. Some of the aspects of the work which affect job satisfaction are: 1.Job Scope: It provides the amount of responsibility, work pace and feedback. The higher the level of these factors, higher the job scope and higher the level of satisfaction. 2 . Variety: A moderate amount of variety is very effective. Excessive variety produces confusion
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and stress and a too little variety causes monotony and fatigue which is dissatisfies. 3. Lack of Autonomy and Freedom: Lack of autonomy and freedom over work methods and work pace can create helplessness and dissatisfaction. Employees do not like it when their every step and every action are determined by their supervisor. 4. Role Ambiguity and Role Conflict: Role ambiguity and role conflict also lead to confusion and job dissatisfaction because employees do not know exactly what their task is and what is expected of them. 5. Interesting Work: A work which is very interesting the challenging and provides status will be providing satisfaction to the employees as compared to work which is boring and monotonous. 2) Pay, the amount of financial remuneration that is received and the degree to which that is equitable viewed vis--vis that of other in organization. Wages or salary, an amount of financial remuneration received by the employee and the rate at which it is viewed as a fair thing in the organization. Non monetary benefits are also important, but they are not as influential. One reason for that that is that most of the employees do not even know how much they are receiving in benefits. Moreover, a few tend to under value there benefits because they do not realise their monetary value. The employees, generally, want a pay system which is simple, fair and in line with their expectations. 3) Promotion opportunities, the chance for advancement in the hierarchy, opportunity for advancement in career. Firstly, Promotion indicates an employee's worth to the organization which is highly morale boosting. This is particularly true in case of high level jobs. Secondly, Employee takes promotion as the ultimate achievement in his career and when it is realised, he feels extremely satisfied. Thirdly, Promotion involves positive changes e.g. higher salary, less supervision, more freedom, more challenging work assignments, increased responsibilities, status and like. 33
Company Policies: Organisational structure and policies also play an important role in affecting the job satisfaction of employees. An autocratic and highly authoritative structure causes resentment among the employees as compared to a structure which is more open and democratic in nature. Organisational policies also govern the human behaviour in the organisations. These policies can generate positive or negative feelings towards the organisation. Liberal and fair policies usually result in more job satisfactions. Strict policies will create dissatisfaction among the employees because they feel that they are not being treated fairly and may feel constrained. Thus, a democratic organisational structure with fair and liberal policies is associated with high job satisfaction. 4) Supervision of the supervisor is the ability to provide technical assistance and provide support. In this style, the supervisor takes personal interest in employee's welfare 5) Co-worker, the degree to which fellow workers are technically proficient sportive socially. Colleagues, is a level where co-workers provide support. A friendly and co-operative group provides opportunities to the group members to interact with each other. It serves as a source of support, comfort, advice and assistance to the individual group members. If on the other hand, the people are difficult to get along with, the work group will have a negative impact on job satisfaction. The work group will be even a stronger source of satisfaction when members have similar attitudes and values. In such a group, there will less friction on day to day basis. Smaller groups provide greater opportunity for building mutual trust and understanding as compared to larger groups. Thus, the group size and quality of interpersonal relations within the group play a significant role in worker's satisfaction. 6) Working condition, if the is good working condition (clean, attractive, surrounding, for instance) the personnel will find it easier to carry out their job. 34 Working conditions, if the working conditions of employees good (clean, attractive and
pleasant working environment) will make them easy to complete the job. People desire that there should be a clean and healthy working environment. While the desirable working conditions are taken for granted and may not contribute heavily towards job satisfaction, poor working conditions do become a source of job dissatisfaction. Simply because they lead to physical discomfort and physical danger. Creating Job Satisfaction So, how is job satisfaction created? What are the elements of a job that create job satisfaction? Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful. Organizations that aspire to creating a work environment that enhances job satisfaction need to incorporate the following: Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to "put his or her signature" on the finished product Opportunities to use one's talents and to be creative Opportunities to take responsibility and direct one's own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members
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Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion Probably the most important point to bear in mind when considering job satisfaction is that there are many factors that affect job satisfaction and that what makes workers happy with their jobs varies from one worker to another and from day to day. Apart from the factors mentioned above, job satisfaction is also influenced by the employee's personal characteristics, the manager's personal characteristics and management style, and the nature of the work itself. Managers who want to maintain a high level of job satisfaction in the work force must try to understand the needs of each member of the work force. For example, when creating work teams, managers can enhance worker satisfaction by placing people with similar backgrounds, experiences, or needs in the same workgroup. Also, managers can enhance job satisfaction by carefully matching workers with the type of work. For example, a person who does not pay attention to detail would hardly make a good inspector, and a shy worker is unlikely to be a good salesperson. As much as possible, managers should match job tasks to employees' personalities. Managers who are serious about the job satisfaction of workers can also take other deliberate steps to create a stimulating work environment. One such step is job enrichment. Job enrichment is a deliberate upgrading of responsibility, scope, and challenge in the work itself. Job enrichment usually includes increased responsibility, recognition, and opportunities for growth, learning, and achievement. Large companies that have used job-enrichment programs to increase employee motivation and job satisfaction. Good management has the potential for creating high morale, high productivity, and a sense of purpose and meaning for the organization and its employees. Empirical findings show that job characteristics such as pay, promotional opportunity, task clarity and significance, and skills utilization, as well as organizational characteristics such as commitment and relationship with supervisors and co-workers, have significant effects on job satisfaction. These job characteristics can be carefully managed to enhance job satisfaction.69
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Of course, a worker who takes some responsibility for his or her job satisfaction will probably find many more satisfying elements in the work environment. Everett (1995) suggests that employees ask themselves the following questions: When have I come closest to expressing my full potential in a work situation? What did it look like? What aspects of the workplace were most supportive? What aspects of the work itself were most satisfying? What did I learn from that experience that could be applied to the present situation?
Workers' Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employers value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. 37
Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can leadto satisfaction with the work itself. This helps to give meaning to one's existence, thus playing a vital role in job satisfaction.
Effects of job satisfaction on employees Job satisfaction brings about more employee productivity, as studies have repeatedly shown. Also the particular effects of overall job satisfaction apart from increased productivity are that employees are able to solve problems better, are more helpful and generous and likewise exhibit more positive attitudes to other co-workers. Job satisfaction also brings about other positive workplace related attitudes, such as less gossiping among co-workers.
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Job Satisfaction Among Employees of DC Mills

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MET Advanced Studies, Presidency Campus, Charummoodu.