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INTRODUCTION
INTRODUCTION
Job satisfaction describes how content an individual is with his or her
job. It is a relatively recent term since in previous centuries the jobs available
to a particular person were often predetermined by the occupation of that
persons parent. There are a variety of factors that can influence a persons
level of job satisfaction. Some of these factors include the level of pay and
benefits, the perceived fairness of the promotion system within a company,
the quality of the working conditions, leadership and social relationships, the
job itself (the variety of tasks involved, the interest and challenge the job
generates, and the clarity of the job description/requirements).
The happier people are within their job, the more satisfied they are said
to be. Job satisfaction is not the same as motivation, although it is clearly
linked. Job design aims to enhance job satisfaction and performance methods
include job rotation, job enlargement and job enrichment. Other influences on
satisfaction include the management style and culture, employee involvement,
empowerment and autonomous workgroups. 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 relate of pay, work
responsibilities, variety of tasks, promotional opportunities the work itself and
co-workers. Some questioners ask yes or no questions while others ask to rate
satisfaction on 1 5 scale where 1 represents not all satisfied and 5
represents extremely satisfied).
RESEARCH METHODOLOGY
Research methodology is the systematic way to solve the research
problem. It gives an idea about various steps adopted by the researcher in a
systematic manner with an objective to determine various manners.
Research Design
A research design is considered as the framework or plan for a study
that guides as well as helps the data collection and analysis of data. The
research design may be exploratory, descriptive and experimental for the
present study. The descriptive research design is adopted for this project.
Research Approach
The research worker contacted the respondents personally with wellprepared sequentially arranged questions. The questionnaire is prepared on
the basis of objectives of the study. Direct contract is used for survey, i.e.,
contacting employees directly in order to collect data.
Sample size
The study sample constitutes 100 respondents constituting in the
research area.
Sampling Area
The study is conducted about employees in Travancore Sugars and
Chemicals Ltd..
Sampling Design
The researcher has used probability sampling in which simple random
sampling is used.
Collection of Data
Most of the data collected by the researcher is primary data through
personal interview, where the researcher and the respondent operate face to
face.
Research Instrument
The researcher has used a structured questionnaire as a research
instrument tool which consists of open ended questions, multiple choice
Statistical Tools
The statistical tools used for analyzing the data collected are
percentage method, bar diagrams and pie diagrams.
Research period
The research period of the study has for two month
CHAPTER 2
REVIEW OF LITERATURE
REVIEW OF LITERATURE
Definitions:
"Job satisfaction does not seem to reduce absence, turnover and perhaps
accident rates".
-Robert L. Kahn T
"Job satisfaction is a general attitude towards one's job: the difference
between the amount of reward workers receive and the amount they believe
they should receive."
-P. Robbins
Job satisfaction defines as "The amount of overall positive affect (or feeling)
that individuals have toward their jobs."
Andrew J DuBrins, The practice of supervision, New Delhi
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 cab achieve success and peace only when the problem of
satisfaction and dissatisfaction of workers are felt understood and solved,
9
Pay.
b)
c)
Promotion
d)
e)
Working condition.
f)
Supervision. PAY
10
In general, job with a moderate amount of variety produce the most job
satisfaction. Jobs with too little variety cause workers to feel bored and
fatigue. Jobs with too much variety and stimulation cause workers to feel
psychologically stressed and 'burnout'.
PROMOTION
Promotional opportunities have a moderate impact on job satisfaction. A
promotion to a higher level in an organization typically involves positive
changes I supervision, job content and pay. Jobs that are at the higher level of
an organization usually provide workers with more freedom, more
challenging work assignments and high salary.
SUPERVISION
Two dimensions of supervisor style:
1.
decision making, employee who participates in decision that affect their job,
display a much higher level of satisfaction with supervisor an the overall work
situation.
WORK GROUP
Having friendly and co-operative co-workers is a modest source of job
satisfaction to individual employees. The working groups also serve as a
social support system of employees. People often used their co-workers as
sounding board for their problem of as a source of comfort.
11
WORK CONDITION
The employees desire good working condition because they lead to greater
physical comfort. The working conditions are important to employees because
they can influence life outside of work. If people are require to work long
hours and / or overtime, they will have very little felt for their families,
friends and recreation outside work.
Determinants of job satisfaction:
While analyzing the various determinants of job satisfaction, we have to keep
in mind that: all individuals do no derive the same degree of satisfaction
though they perform the same job in the same job environment and at the
same time. Therefore, it appears that besides the nature of job and job
environment, there are individual variables which affect job satisfaction.
Thus, all those factors which provide a fit among individual variables, nature
of job, and situational variables determine the degree of job satisfaction. Let
us see what these factors are.
Individual factors:
Individuals have certain expectations from their jobs. If their expectations are
met from the jobs, they feel satisfied. These expectations are based on an
individual's level of education, age and other factors.
Level of education: Level of education of an individual is a factor which
determines the degree of job satisfaction. For example, several studies have
found negative correlation between the level of education, particularly higher
level of education, and job satisfaction. The possible reason for this
phenomenon may be that highly educated persons have very high
12
expectations from their jobs which remain unsatisfied. In their case, Peter's
principle which V suggests that every individual tries to reach his level of
incompetence, applies more quickly.
Age: Individuals experience different degree of job satisfaction at different
stages of their life. Job satisfaction is high at the initial stage, gets gradually
reduced, starts rising upto certain stage, and finally dips to a low degree. The
possible reasons for this phenomenon are like this.
When individuals join an organization, they may have some unrealistic
assumptions about what they are going to drive from their work. These
assumptions make them more satisfied. However, when these assumptions
fall short of reality, job satisfaction goes down. It starts rising again as the
people start to assess the jobs in right perspective and correct their
assumptions. At the last, particularly at the far end of the career, job
satisfaction goes down because of fear of retirement and future outcome.
Other factors: Besides the above two factors, there are other individual factors
which affect job satisfaction. If an individual does not have favorable social
and family life, he may not feel happy at the workplace. Similarly, other
personal problems associated with him may affect his level of job satisfaction.
Personal problems associated with him may affect his level of job satisfaction.
Nature of job:
Nature of job determines job satisfaction which is in the form of occupation
level and job content.
Occupation level: Higher level jobs provide more satisfaction as compared to
lower levels. This happens because high level jobs carry prestige and status in
the society which itself becomes source of satisfaction for the job holders. For
13
14
3.
the context of job nature and work environment by they also attach
importance to opportunities for promotion that these job offer. If the present
job offers opportunity of promotion is lacking, it reduces satisfaction.
5.
15
harmful jobs. Further, since a job is an important part of life, job satisfaction
influences general life satisfaction. The result is that there is spillover effect
which occurs in both directions between job and life satisfaction.
Productivity:
There are two views about the relationship between job satisfaction and
productivity:
1.
2.
extrinsic. The intrinsic reward stems from the job itself which may be in the
form of growth potential, challenging job, etc. The satisfaction on such a type
of reward may help to increase productivity. The extrinsic reward is subject to
control by management such as salary, bonus, etc. Any increase in these
factors does not help to increase productivity though these factors increase job
satisfaction.
2. A happy worker does not necessarily contribute to higher productivity
because he has to operate under certain technological constraints and,
therefore, he cannot go beyond certain output. Further, this constraint affects
the management's expectations from the individual in the form of lower
output. Thus, the work situation is pegged to minimally acceptable level of
performance.
However, it does not mean that the job satisfaction has no impact o
productivity. A satisfied worker may not necessarily lead to increased
productivity but a dissatisfied worker leads to lower productivity.
Absenteeism:
Absenteeism refers to the frequency of absence of job holder from the
workplace either unexcused absence due to some avoidable reasons or long
absence due to some unavoidable reasons. It is the former type of absence
which is a matter of concern. This absence is due to lack of satisfaction from
the job which produces a 'lack of will to work' and alienate a worker form
work as for as possible. Thus, job satisfaction is related to absenteeism.
Employee turnover:
Turnover of employees is the rate at which employees leave the organization
within a given period of time. When an individual feels dissatisfaction in the
17
2.
3.
4.
18
CHAPTER 3
INDUSTRY PROFILE
19
INDUSTRY PROFILE
Liquor production is one of the profitable businesses in todays
world. In India, several private, public and government companies are
producing liquor and making huge profits. But this liquor consumption is
injurious to human body. It will spoil the life of the young generations of
the country. The government cannot stop the production and distribution
of liquor because it accelerates the revenue in the form of tax. The
turnover tax of liquor (IMFL) sales is 96%.
KSBC (Kerala State Beverages Corporation) has the monopoly
right to distribute liquor throughout the state by KSBC and any other
selling activities within the state are illegal and are subject to severe
punishment including imprisonment.
The Kerala State Beverages (M&M) Corporation handles
potable liquor made out of Extra Neutral Alcohol. Potable liquor is a
consumable item containing potable Alcohol and other chemicals.
The role of KSBC is channelizing all kinds of liquor/beer/wine from
manufactures throughout the country for the consumers in Kerala.
Any non-availability of any item is the decision of the
respective manufacturer not to sell the item in Kerala. As such KSBC is
not restricting purchase of liquor from any manufacturer who is prepared
to enter into a valid contract. KSBC performs the role of procuring liquor
and take adequate steps to ensure the quality standards of liquor and place
them to the consumer through the various channels of distribution enabling
the consumer to take his preference. The liquor bought through KSBC
contains the holographic stickers pasted on the bottle caps.
20
21
Objectives:
1. To provide genuine quality liquor consumers at reasonable prices.
2. To make available supplies of liquor commensurate to demand.
3. To evolve proper system to prevent misuse, distribution of
spurious liquor through unauthorized sources and evasion of duties
and taxes by middlemen.
4. Consumer protection and satisfaction.
22
CHAPTER 4
COMPANY PROFILE
23
COMPANY PROFILE
The Travancore Sugars and Chemicals Ltd (T.S. & C. Ltd.)
was incorporated in June 1937 with an authorized share capital of Rs.
60,00,000 with an objective to acquire carry on and transact the trades
and business of planters, general merchants and importers, manufactures
of dealers in sugar, wine and spirits. Now the company is concentrating
on Indian Made Fine Liquor (IMFL) production. There is no marketing
department in this company because the sales of IMFL products are only
done through the Kerala State Beverages Corporation (KSBC) Ltd. This
government company registered under joint stock Companies Act 1956
and its share capital, as at 2012 is Rs13,15,68,909.Manpower of the
company is 218 employees at present and turnover approximately for the
year ended 2013-2014 is 111cores. The operations of the company are
highly sophisticated over the years and the company has developed very
high reputation for the quality of its products. The products are resilient,
inexpensive and hygienic/ the companys products are successfully
accepted in all over Kerala because the company follows strict quality
control measures.
Selection of proper location for a new plant is essential for the
smooth functioning of the company. Travancore Sugars and Chemicals
Ltd situated at the place called Valanjavattom near Thiruvalla. Major
reason for the selection of this location is availability of transportation
facilities, banking facilities and well skilled labour forces etc
24
BOARD OF DIRECTORS
CHAIRMAN
: Mr. C. K. Viswanathan,
DIRECTOR
: Mr. P. Marapandyan,
: Mr. Ishita Roy, IAS
MANAGING DIRECTOR
AUDITOR
BANKERS
LEGAL ADVISOR
25
LOGISTICS
Internal Movement
Trolley and vehicles are used to move semi-finished goods from one
process station to another process station.
External Movement
In case of road transport, TSC has made contract with various transport
companies like K.R.W. (Kerala Road Ways Ltd.) and A.C cargo
management. Other mode of transportation is rail.
PRODUCT PROFILE
Travancore Sugars and Chemicals Ltd. produce variety of products,
which are given below:
1.
During the financial year 2013-2014 the company sold 28275637 bulk
litres of IMFL valued Rs. 84136231. Now the company produces so
many brands of liquor, which are given below.
a)
Festival xxx Rum is a leading in middle class segment. During the year
2013-2014 as per sales report, this brand makes good sales.
26
c)
During the year 2011-2012 as per the sales report, this is the mist profitmaking brand of the company. The brand targets mainly on middle class
segment. Price of the product around Rs. 180 for 750 ml bottle. The main
ingredients are caromic colour, essence, extra 96% neutral alcohol + food
flavour.
d)
This is a special brand for low class segment. These brands also keep
good sales report, but low compared to others.
2.
During the year 2011-2012 the company sold 17944 litres of metylated
spirit valued Rs. 792775 and 3259 litres of Denaturated spirit costing Rs.
143746, the earning from these were much high compared to its earnings
in previous year. In the previous year 2011-2012 total earnings from both
was around 6.5 lakhs only.
3.
RECTIFIED SPIRIT:
27
CHAPTER 5
DATA ANALYSIS AND
INTERPRETATION
28
29
SI. No.
Department
No. of Respondents
Percentage
1.
Electrical
30
30
2.
Civil
25
25
3.
Mechanical
35
35
4.
Others
10
10
Total
100
100
Inference:
From the above table it shows that 35% of employees are
belongs to Mechanical stream. Also there is
belongs to the Electrical stream also in majority.
30
30% of respondents
FIGURE .1
REPRESENTS THE DEPARTMENT
10
30
35
25
31
Below 2 years
13
13
2.
2 4 years
30
30
3.
4 6 years
34
34
4.
Above 6 years
23
23
100
100
Total
Source: survey data
Inference:
From the above table it shows that 34% of the employees have 4 6 years
experience.
32
FIGURE .2
REPRESENTS THE EXPERIENCE OF THE EMPLOYEES
40
34
35
30
30
34
30
25
23
23
20
15
13
13
10
5
0
Below 2 years
2 4 years
4 6 years
33
Above 6 years
Working
No. of
No.
Environment
Respondents
Percentage
1.
Excellent
12
12
2.
Good
57
57
3.
Fair
28
28
4.
Poor
5.
Very Poor
100
100
Total
Source: survey data
Inference:
From the above table it shows that 57% of the employees were
feeling good about the working environment
34
FIGURE .3
REPRESENTS THE PHYSICAL WOKING ENVIRONMENT
3% 0%
12%
28%
Excellent
Good
Fair
57%
Poor
Very Poor
35
Table 4 To know the satisfaction level of employees towards the nonmonitory benefits
SI.
No. of
No.
Employees
Respondents
Percentage
1.
Highly satisfied
14
14
2.
Satisfied
54
54
3.
25
25
4.
Dissatisfied
5.
Highly Dissatisfied
100
100
Total
Source: survey data
Inference:
From the above table it shows that 54% of the employees were satisfied
towards the non-monitory benefits
36
FIGURE 4
REPRESENTS THE SATISFACTION LEVEL OF EMPLOYEES
TOWARDS THE NON-MONITORY BENEFITS
60
54
50
40
30
25
20
10
14
5
0
Highly satisfied
Satisfied
Neither
Satisfied nor
Dissatisatisfied
37
Dissatisfied
2
Highly
Dissatisfied
Amount of Work
No. of
Percentag
Respondents
1.
Highly satisfied
20
20
2.
Satisfied
45
45
3.
12
12
Dissatisfied
4.
Dissatisfied
18
18
5.
Highly Dissatisfied
100
100
Total
Source: survey data
Inference:
From the above table it shows that 45% of the respondents were
satisfied towards the work assigned.
38
FIGURE .5
REPRESENTS THE SATISFACTION LEVEL OF
RESPONDENTS TOWARDS THE WORK ASSIGNED
50
45
45
45
40
35
30
25
20
20
20
18
15
12
18
12
10
5
0
Highly satisfied
Satisfied
Neither
Satisfied nor
Dissatisfied
39
Dissatisfied
Highly
Dissatisfied
No. of
Career Development
No.
Respondents
Percentage
1.
Highly satisfied
12
12
2.
Satisfied
56
56
3.
22
22
Dissatisfied
4.
Dissatisfied
10
10
5.
Highly Dissatisfied
100
100
Total
Source: survey data
Inference:
From the above table it shows that 56% of the employees were
satisfied with the opinion about the carrier development programme in
their organisation.
40
FIGURE 6
REPRESENTS OPINION ABOUT THE CAREER DEVELOPMENT
PROGRAMME IN THEIR ORGANISATION
60
56
56
50
40
30
22
22
20
12
12
10
10
10
0
Highly satisfied
Satisfied
Neither Satisfied
nor Dissatisfied
41
Dissatisfied
Highly Dissatisfied
Co-operation of Workers
No.
No. of
Respondents
Percentage
1.
Highly satisfied
20
20
2.
Satisfied
66
66
3.
11
11
Dissatisfied
4.
Dissatisfied
5.
Highly Dissatisfied
100
100
Total
Source: survey data
Inference:
From the above table it shows that 66% of the employees were
satisfied with the cooperation of co-workers.
42
FIGURE 7
REPRESENTS THE COOPERATION OF CO-WORKERS
0%
3%
11%
20%
Highly satisfied
Satisfied
Neither Satisfied nor
Dissatisfeid
Dissatisfied
Highly Dissatisfied
66%
43
No.
Management
1.
Highly satisfied
26
26
2.
Satisfied
51
51
3.
17
17
3.
Dissatisfied
4.
Highly Dissatisfied
100
100
Total
Source: survey data
Inference:
From the above table it shows that 51% of the employees were satisfied with
the top management.
44
FIGURE 8
REPRESENTS THE SATISFACTION OF RESPONDENTS
WITH TOP MANAGEMENT
Highly satisfied
Satisfied
17%
51%
6%
6%
26%
0%
45
Highly Dissatisfied
Satisfaction with
No. of
No.
Subordinates
Respondents
Percentage
1.
Highly satisfied
12
12
2.
Satisfied
67
67
3.
14
14
Dissatisfied
4.
Dissatisfied
5.
Highly Dissatisfied
100
100
Total
Source: survey data
Inference:
From the above table it shows that 67% of the employees were
satisfied with their subordinates.
46
FIGURE 9
REPRESENTS THE SATISFACTION OF RESPONDENTS WITH
THEIR SUBORDINATES
0%
7%
12%
Highly satisfied
14%
Satisfied
Neither Satisfied nor
Dissatisfied
Dissatisfied
Highly Dissatisfied
67%
47
Job Satisfaction
No.
1.
Highly satisfied
22
22
2.
Satisfied
55
55
3.
16
16
Dissatisfied
4.
Dissatisfied
5.
Highly Dissatisfied
100
100
Total
Source: survey data
Inference:
From the above table it shows that 56% of the employees were
satisfied with their job.
48
FIGURE 10
REPRESENTS THE LEVEL OF SATISFACTION REGARDING
THE NATURE OF JOB
0%
7%
22%
16%
Highly satisfied
Satisfied
Neither Satisfied nor
Dissatisfied
Dissatisfied
Highly Dissatisfied
55%
49
Job Pressure
No. of Respondents
Percentage
No.
1.
Yes
72
72
2.
No
28
28
100
100
Total
50
FIGURE 11
REPRESENTS WHETHER THERE IS ANY JOB PRESSURE IN
THEIR WORK
28%
Yes
No
72%
51
No.
Talents
1.
Highly Agree
12
12
2.
Agree
52
52
3.
28
28
4.
Disagree
5.
Highly Disagree
100
100
Total
Source: survey data
Inference:
52
FIRGURE 12
REPRESENTS THE OPPORTUNITY PROVIDED BY THE
ORGANISATION IN DEVELOPING SKILLS & TALENTS
2%
6%
12%
Highly Agree
Agree
28%
53
Welfare Facilities
No.
1.
Highly satisfied
2.
Satisfied
57
57
3.
29
29
Dissatisfied
4.
Dissatisfied
Highly Dissatisfied
100
100
Total
54
FIGURE 13
REPRESENTS THE SATISFACTION LEVEL
FACILITIES PROVIDED BY THE MANGEMENT
0%
5%
OF
WELFARE
Highly satisfied
9%
Satisfied
29%
57%
55
Payment Satisfaction
No. of Respondents
Percentage
No.
1.
Yes
67
67
2.
No
33
33
100
100
Total
Source: survey data
Inference:
From the above table it shows that 67% of the employees were
satisfied with their salary.
56
FIGURE 14
REPRESENTS THE SATISFACTION TOWARDS THE SALARY
67
70
60
50
40
33
30
20
10
0
Yes
No
57
Willingness to Work
No. of Respondents
Percentage
No.
1.
Yes
59
59
2.
No
41
41
100
100
Total
Source: survey data
Inference:
From the above table it shows that 59% of the employees were
willing to continue in this organisation.
58
FIGURE 15
REPRESENTS THE EMPLOYEES WILLINGNESS TO CONTINUE
59
60
41
40
20
0
Yes
No
59
No.
Practices
No. of Respondents
Percentage
1.
Excellent
13
13
2.
Very Good
23
23
3.
Good
47
47
4.
Bad
12
12
5.
Very Bad
100
100
Total
Source: survey data
Inference:
From the above table it shows that 47% of the employees were
feels good about the policy and practices.
60
FIGURE 16
REPRESENTS THE OPINION ABOUT POLICY AND PRACTICES
5%
13%
12%
Excellent
Very Good
23%
Good
Bad
Very Bad
47%
61
Companys Promotion
No.
Policy
1.
Highly Satisfied
14
14
2.
Satisfied
57
57
3.
20
20
Dissatisfied
3.
Dissatisfied
4.
Highly Dissatisfied
100
100
Total
Source: survey data
Inference:
From the above table it shows that 57% of the employees were
satisfied about the companys promotion policy.
62
FIGURE 17
REPRESENTS THE COMPANYS POLICY
2%
7%
Highly Satisfied
14%
Satisfied
20%
57%
63
1.
Highly Satisfied
22
22
2.
Satisfied
30
30
3.
29
29
Dissatisfied
4.
Dissatisfied
12
12
5.
Highly Dissatisfied
100
100
Total
Source: survey data
Inference:
From the above table it shows that 30% of the employees were
satisfied in their over all job satisfaction.
64
FIGURE 18
REPRESENTS THE OVERALL JOB SATISFACTION
35
30 30
30
25
29 29
22 22
20
15
12 12
10
7 7
5
0
65
No. of Respondents
Percentage
TABLE 19
TABLE SHOWING RATING OF WELFARE MEASURES ADOPTED
BY THE COMPANY
Respondents
No. of
opinion
Respondents
Excellent
60
60
Good
30
30
Satisfactory
10
10
SL NO
Total
Percentage
100
Interpretation
60% of the respondents says that welfare measures are excellent and 30%
says it is good and 10% are satisfied with it.
66
FIGURE 19
RATING OF WELFARE MEASURES ADOPTED BY THE COMPANY
60
60
50
30
40
30
20
10
10
0
Excellent
Good
67
Satisfactory
CHAPTER 6
FINDINGS SUGGESTIONS AND
CONCLUSION
68
FINDINGS
About 35% of the employees belong to Mechanical field. .
It is found that majority i.e.34% of the employees are having 4to 6
years experience.
Majority of the employees feel that their working environment is good.
Majority of the respondents were satisfied towards the non monitory
benefits provided by the company.
the respondents were satisfied towards the work assigned to them.
It is found from the study majority of the employees were satisfied with
the opinion about the carrier development program in their
organisation.
About 66% of the employees were satisfied with the cooperation of the
co-workers
Most of the employees are satisfied with the top management.
55% of the respondents responded that they are satisfied with their job.
About 72%of the respondents replied that there is job pressure in their
work.
60% of the respondents says that welfare measures are excellent and
30% says it is good and 10% are satisfied with it.
69
SUGGESTIONS
After the study it is found that majority of the employees working in
the organisation are well experienced. They are assets of the
organisation because they are helpful to the organisation to overcome
various problems. Try to retain the existing employees.
Employees are interested to work in a good and pleasant environment.
This will increase their production capacity. After this study it is found
that this organisation is providing good working conditions to the
employees, try to maintain the same.
Carrier development programs are a good tool to achieving the carrier
aspirations of the employees. Try to provide the same.
Adequate care should be taken for satisfying payment of wages Act,
Factory Act 1948, maternity benefit Act, 1961.
Most of the workers are casual workers, So job security is not in
mentioned. So adequate steps should be taken for securing job for the
workers.
70
CONCLUSION
From the study, the researcher has come to know that most of the respondents
have job satisfaction; the management has taken the best efforts to maintain
cordial relationship with the employees. Most of the motivates the employees
by giving fair wages and maintaining them with hygienic atmosphere, safety
and welfare facilities. From this study we can conclude that good job
satisfaction will increase the productivity and morale of employees.
71
BIBLIOGRAPHY
www.google.com
www.wikkipedia.com
72
QUESTIONNAIRE
1. Which department you belong to?
Mechanical
Electrical
Civil
Others
2 4 years
4 6 years
Above 6 years
Good
Fair
Poor
Very Poor
Satisfied
Dissatisfied Highly
Dissatisfied
Satisfied
Highly Dissatisfied
Satisfied
Highly Dissatisfied
Satisfied
Highly Dissatisfied
Satisfied
Highly Dissatisfied
73
Satisfied
Dissatisfied
Highly Dissatisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No
Highly satisfied
Dissatisfied
Highly Dissatisfied
13. Do you satisfied with the welfare facilities provided by the management
Satisfied
Highly satisfied
Dissatisfied
Highly Dissatisfied
Yes
Yes
Good
Fair
Poor
Very Poor
Satisfied
Highly Dissatisfied
74
Satisfied
Highly Dissatisfied
19. How do you rate the welfare measures adopted by the company
Excellent
Good
Satisfactory
Disagree
75