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A STUDY ON EMPLOYEE SATISFACTION AT
ROOTS PRECISION PRODUCT PRIVATE

LIMITED
Summer training report submitted to the ANNA UNIVERSITY
COIMBATORE
for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION

Submitted by
A.SHEETAL
7601129045
Under the Supervision and Guidance of
Mr. THOMAS MICHAEL, MBA.

Lecturer
SCHOOL OF MANAGEMENT
V.L.B.JANAKIAMMAL COLLEGE OF
ENGINEERING & TECHNOLOGY
COIMBATORE -
September 2008
BONAFIDE CERTIFICATE
This is to certify that the summer training report, entitled

‘A STUDY ON EMPLOYEE SATISFACTION AT ROOTS
PRECISION PRODUCT PRIVATE LIMITED’, submitted to the
Anna University Coimbatore in Partial fulfillment of the
requirements for the award of the Degree of MASTER OF
BUSINESS ADMINISTRATION is a record of original research
work done by A.SHEETAL, during the period July 2008 to
August 2008 of his/her study in the SCHOOL OF
MANAGEMENT at V.L.B.JANAKIAMMAL COLLEGE OF
ENGINEERING & TECHNOLOGY, COIMBATORE, under the
supervision and guidance of Mr. THOMAS MICHAEL, and the
training report has not formed the basis for the award of any
Degree / Diploma / Associateship / Fellowship or other similar
title to any candidate of any University.
Faculty Guide Director /
HOD
Vivavoce examination held on: ______________________.
Internal Examiner External
Examiner
Date :
Place :
DECLARATION
I, A.SHEETAL, hereby declare that the summer training

report, entitled ‘A STUDY ON EMPLOYEE SATISFACTION AT
ROOTS PRECISION PRODUCT PRIVATE LIMITED’,
submitted to the Anna University Coimbatore in Partial
fulfillment of the requirements for the award of the Degree of
MASTER OF BUSINESS ADMINISTRATION is a record of
original and independent research work done by me during July
2008 to August 2008 under the supervision and guidance of Mr.
THOMAS MICHAEL, lecturer, School Of Management,
V.L.B.Janakiammal College of Engineering & Technology,
Coimbatore and it has not formed the basis for the award of any
Degree / Diploma / Associateship / Fellowship or other similar
title to any candidate of any University.
Date : Signature of the

Student
Place : Sheetal.A
ACKNOWLEDGEMENT
I would like to thank at first our principal Dr.V .SOUNDARARAJAN,

Principal, V.L.B.Janakiammal College of Engineering & Technology, for
providing sufficient facilities for conducting the study.
I express my gratitude to Dr. R. SUBRAMANIAM, Director, School
Of management for lending his support to carry on this study.
I sincerely thank Prof.R.Saravanan, Head-School of Management
for providing me support, assistance and for having guided me in
completing this project successfully.
I would like to express my sincere gratitude to Mr. THOMAS
MICHAEL, faculty guide for his invaluable support and guidance, which
has helped me in the successful completion and compilation of this
project.
I would also like to extend my thanks to all the faculty members as
well as to my family who have always stood by me and helped me through
the course of study.
I record my heart felt gratitude and appreciation to Mr. SAMPATH,
Manager of Roots Industries Private Limited, for having permitted me
to undergo this project.
I would like to extend my thanks to all Other Staffs and Non
Teaching Staffs in our department.
SHEETAL.A
CONTENTS
DESCRIPTION
Acknowledgement
Contents
List of tables
List of charts
Abstract
1. Introduction
1.1 About the project
1.2 About the industry
1.3 About the company

2. Methodology
3. Analysis & Interpretation
4. Findings
5. Suggestions
6. Conclusion
Appendices
Bibliography
LIST OF TABLES
S.No CONTENTS
TABLE SHOWING EMPLOYEE SATISFACTION-

EXECUTIVES
3.1 Working Condition
3.2 Relationship with superiors and Colleagues
3.3 Motivation and Recognition
3.4 Salary
3.5 Welfare facilities
3.6 Job Security
3.7 Grievance Handling
3.8 Performance Appraisal

3.9 Training
3.10 Management Style
3.11 Quality Policy
3.12 Career Counseling
3.13 Individual’s Growth Opportunities
3.14 Goals And Responsibilities
3.15 Image of the Organization

S.No CONTENTS

STAFFS
3.19 Salary
3.21 Job Security

3.34 Training
3.26 Quality Policy

S.No CONTENTS

OPERATORS
3.34 Salary
3.36 Job Security

3.39 Training
3.41 Quality Policy
3.45 Table showing overall employee satisfaction

LIST OF CHARTS
S.No CONTENTS
CHARTS SHOWING EMPLOYEE SATISFACTION-

EXECUTIVES
3.4 Salary
3.6 Job Security

3.9 Training
3.11 Quality Policy

S.No CONTENTS

STAFFS
3.19 Salary
3.21 Job Security

3.34 Training
3.26 Quality Policy

S.No CONTENTS

OPERATORS
3.34 Salary
3.36 Job Security

3.39 Training
3.41 Quality Policy

ABSTRACT
Roots industries India limited belongs to the Roots group,

Coimbatore. The Present Project entitled “EMPLOYEE SATISFACTION”
was carried out in Roots Precision Products Private Limited. The main
objective of this project is to study the level of satisfaction among the
employees and to give suggestions to overcome the draw back faced by
the organization to satisfy the employees.
The data used for the study is the primary data. Primary data was
collected from the employees of various category i.e., executive level, staff
level and operator level in Roots Precision Products Private limited. The
tools and techniques used for the analysis are Percentage Analysis,
charts are drawn and based on the analysis, findings and conclusion was
drawn.
1. INTRODUCTION
1.1. ABOUT THE PROJECT
Employee job Satisfaction was a much popularized subject during

the 1980’s and 1990’s, where much of the literature (Stoner & Wankel, 1986;
Brewster, Dowling, Grobler, Holland & Warnich, 2000), focused on the link
between Employee Satisfaction and Employee Performance. Subsequent
research has, however, proven that this link is not particularly strong, (Kreitner &
Kinicki, 2005; Ivancevich & Matteson, 2002). What recent research has
confirmed is that there is a clear reciprocal relationship between Employee
Satisfaction and Customer Satisfaction (Kraut, 1996). For example, one of the
most detailed studies undertaken was that carried out by Heskett, Sasser and
Schlesinger (1995). The authors point out that, “When companies put
employees and customers first, their employees are satisfied, their customers are
loyal, their profits increase, and their continued success is sustained” (as cited in
Bailey & Dandrade, 1997).
The concept of Employee Satisfaction can be traced back to Edward
Thorndike, who in the early 1900’s published an article in the Journal of
Applied Psychology where he explored the relationship between work and
satisfaction. The concept of Employee Satisfaction has certainly been
researched very thoroughly over the years and has been linked to many other
issues like employee loyalty, employee commitment, employee engagement and
job satisfaction.
One of the most quoted theorists is Hertzberg who during the 1950’s
developed his theory which identified two dimensions of satisfaction, namely
motivation and hygiene. Hertzberg maintained that the hygiene factors could not
motivate employees but rather helped minimize dissatisfaction levels if
addressed. These hygiene factors include topics such as; company policies,
supervision, salary, interpersonal relationships and working conditions. The
motivating factors addressed topics such as: the work itself, achievement,
recognition, responsibility, and advancement. If continuously good levels are
maintained in respect of these topics, a motivated work force is created.
Modern management considers human being as resource and it is an
importance for the success of any organization. It is the strength and aid.
Therefore employees attitudes, interest, quality, job satisfaction, etc., have a
bearing productivity of a firm unless the management is able to recognize
employees needs and wants they will lose motivation and morale and it will
affect the best interest of the firm.
Work is one of the most important activities in a person’s life .who do
have satisfying job rarely have fully satisfying lives. Dissatisfaction in work can
lead in many circumstances to lower production and friction on the job. So that it
must be considered by the management and steps should be taken to find out
the factors which cause job dissatisfaction and to reduce such dissatisfaction.
In general employee satisfaction is the attitude towards the work
environment, salary, relationship with their colleagues, job security, grievance
handling, performance appraisal, training and development, management style,
quality policy, career counseling and so on.
In this project factors that are taken into consideration for the employee
satisfaction are:
1. Work Environment:
Work environment is the atmosphere to which the employee is

actually exposed. This constitutes a major portion of the influence on
the employees. This typically included the quantum of work allotted,
nature and complexities, system being followed, support from
colleagues etc.
2. Relationship with the Superiors and Subordinates:
Healthy and cordial relationship in the department will not only provide
healthy environment but also paves way for smooth flow of work,
increases productivity and qualitative performance.
3. Relationship with Colleagues:
Better understanding and friendly relations with colleagues is

necessity for a good environment. Joining hands together and helping
each other enhance stability and confidence among themselves that
contributes to the security and improve performance as a whole.
4. Motivation and Recognition:
The level of performance of an employee is a function of his abilities.

If there is a strong positive motivation, the output increases and
decreases if it is negative. Motivation is a core element of
management which shows that every human being earnestly seeks a
secure, friendly and supportive relationship that gives him a sense of
warmth and recognition in groups that are most important to him.
5. Salary:
Salaries are influenced by the size of the company, by a specific

industry and in part by the contribution of the incumbent to the
process of decision making. The bigger the firm, the greater is the
compensation to the employees. The more attractive the salary, the
more attractive will be the performance of the employees.
6. Job security:
A person who is satisfied with the current job would continue to

remain in the same job. So job security plays a crucial role in the
maintenance of job satisfaction among employees.
7. Grievance handling:
This is a corrective measure however important when grievances or

difficulties or constraints enter in on employee’s job. The approaches
of management, time taken to provide counter measures etc are the
constraints of this factor.
8. Performance appraisal:
Most firms do not have a choice whether or not it should appraise its
personnel and their performance of the hired personnel will be
evaluated by someone at sometime.
9. Management practices:
The approach of the management towards employees in the

interfaces like appraisal and reward schemes, permitting employees
in the interfaces like appraisal and reward schemes, permitting
employees to participate in the organizational issues etc, is also
determining the employee satisfaction. This company has set
employee of the year award etc, ensures positive management
approach. These approaches have made the employees to have a
good view over their job.
10. Opportunities for development:
This is a factor strongly related to the higher order needs of the

employees on their personal development. Many people like a
challenging job, since that assures them to think and undergo series
development measures. This factor is an essential one for satisfaction
of permanent employees.
11. Quality policy:
Quality is a core concept that rules today’s business. It is a non-

comprising factor of any industry in today’s business world.
Companies would adopt themselves to the recognize quality
standards to sustain in the market and to provide a better working
condition to the employees and job security.
The study on employee satisfaction is relatively recent phenomenon. It
can perhaps he said to have begun in earnest with the famous Hawthrone
experiment conducted by Elton Mayo at western electrical company in 1920s.
During the course of their investigation, however they became convinced that the
factors of social nature were affecting employee satisfaction with the job and
productivity. Since the Hawthrone studies, there has be enormous output of work
on the nature, causes, correct employee satisfaction. The traditional model of
employee satisfaction is that it consist of training and development, salary,
management style, quality policy than an individual has about his work. The total
body of influence of the job, the nature of the job itself, the pay, the promotion
prospects, nature of supervision and so on, where the sum total of influences
gives to rise to the feeling of employee satisfaction, the employee is satisfied,
where in total, they give rise to psychological and environmental circumstances
that cause a person truly to say “I am Satisfied”. Employee satisfaction means a
pleasurable positive emotional state resulting from the appraisal of one’s
feelings.
OBJECTIVES
Primary Objective:
To find out the present level of employees satisfaction in RPPPL at three
levels namely executives, staffs and operators.
Secondary Objective:
§ To analyze the satisfaction level of employees.
§ To analyze work conditions.
§ To study the job security level among the employees.
§ To study how far the employees are satisfied with the training
activities of the company.
§ To study the welfare activities of the company.
§ To study relationship between employees and supervisors.
SCOPE AND LIMITATION OF THE STUDY
SCOPE OF THE STUDY:
The success of an organization depends upon ability of his employees. It
is said that “A happy employee is producing employee“. This study was
conducted to know the satisfaction level of workers. It helps in identify the
problems of the workers and reason for those problems. It is used to rectify some
problems by giving suggestions and recommendations. It also refers to general
attitude of employees towards his job.
LIMITATION OF THE STUDY:

Any research study will be restricted in scope by certain inherent
limitations that are caused by research design sampling procedure and
respondent reflection.
§ Due to lack of time the sample size is restricted to 86 and hence accuracy
will be less.
§ Lack of cooperation of respondents.
§ Chances of respondents bias are true in this study
§ Since study is limited to particular unit only the conclusion may not have
universal validity in it.
1.2. INDUSTRY PROFILE
ROOTS INDUSTRIES LTD:
Roots Industries limited is a leading manufacturer of horns in India and the
11th largest horn manufacturing company in the world, with the manufacturing
capacity of 2 million horns. Head quarter in Coimbatore India Roots has been a
dominant player in the manufacture of horns and other product like casting
industrial cleaning machines. Since it’s establishment in 1970 Roots has had
vision and commitments to produce and delivery quality product adhering to
international standard.
Roots Industries Limited is managed by excellent team of path breakers,
chief among them being the chairman Mr. K. Ramasamy. The horns
manufactured by Roots Industries limited are employed as original equipment by
a number of vehicles manufactures like Ashok Leyland, Fiat India, Ford Motor,
Hindustan Motors, Mahendra & Mahendra , Mercedes Benz, Mitsubishi Lancer,
Tata Engineering, Toyota Kirloskar, Bharat Earth Movers, Cater pillar India,
kerala Auto mobiles, TVS Motor company limited etc. Roots Industries
specializes in the manufacture of wide range and line up of automobile horns.
Roots Industries limited places a premium on original technology and innovation.
It’s technical collaboration with Robert Bosch S.S of Spain in 1995 as helped it to
further strength is R&D activities and technical competence. This collaboration
along with the Roots Industries indigenous talent has kicked off a spree of growth
un-matched in the history of automobile ordinary equipments manufacturers.
Roots Industries limited, has now entered into a strategic alliance with
compact Electric Ltd, Chennai to introduce ‘XeLiTE’, the next generation range of
halogen lamps which was hitherto being exported, is now being introduced into
the market. The advantages of Roots XeLiTE has high lumen efficiency, a large
coverage, UV shield, longer life, extra safety, resistance to vibration, shock proof,
stable color temperature.
ROOTS PRECISION PRODUCTS
Roots precision product was established in 1987 to address the in-house
tooling needs of the divers Industries in Roots Group. Owing to continuous
improvements and investment into better resources, the company has become
self sufficient. It is catering to the needs of the various Industries. RPP acts as a
lone stop solution for tooling and precision machining. They specialize in design
and manufacture of press tools, injection modules, die casting dyes, jigs and
fixtures. Their customers are Lakshmi Machine Works Ltd., Lucas TVS, Pricol,
Salzer electronics, TVS electronics, TVS Motor Company Ltd., Troika Auto
products.
PRODUCT PROFILE
The major products manufactured by Roots Precisions Product Private
Limited are:
Die Casting Dies:
Specification: 60 Ton to 400 Ton Cold Chamber & Hot Chamber
Component Material: Zinc & Aluminium alloys
Die Material: HDS H13 & Orvar Supreme
Engineering Plastic Modules:
Specification: 30 Ton to 250 Ton cold runner, hot runner, 2 Plate, 3 Plate, Split
mould
Component Material: ABS, Nylon, PPS, HDPE, LDPE, Delrin, PP
Die Material: HPM 38, HDS H11, Stavax ESR, Impax Supreme, Calmax
Press Tools:
Specification: 10 Ton to 250 Ton progressive compound & combination draw
tools
Component Material: CRCS, Spring Steel, Stainless Steel, Brass, Phosphor
Bronze, Copper, Aluminium
Die Material: HSS, HCHCr
Jigs & Fixtures:
Specification: Machining and Assembly
Die Material: OHNS, EN 24, En8, and HCHCR
1.3. COMPANY PROFILE
Roots groups of companies are well known all over the world. They specialize
in manufacturing horns and major establishment stand as their customers. The
roots industries have mainly two branches one of which is situated in the
Ganapathy area and other one in Thopampatty. Apart from this the Root family is
a large concern, with divisions as follows:
• Roots Industries Limited
• Roots Auto Products (p) Ltd
• Roots Cast (p) Ltd
• Roots precision product
• Roots Digital Engineering Services (p) Ltd
• Roots Multi-Clean Ltd
• Roots poly crafts
Roots was the first company in India to get the European Homologation
certificate from Germany. The company has had a tremendous growth in export
sectors and an enviable track record of over Rs. 35 million foreign exchange on
just under 4years. Roots horns are exported to over 25 countries world wide and
hold of about 60% of the Indian market share. The exports go to Canada, USA,
Brazil, Japan, Middle East, South Africa, China, Australia and South America etc.
It becomes the first company in the world to introduce musical air horn.
2. RESEARCH METHODOLOGIES
Research Methodology is a way to systematically solve the research
problem as it guides how research is done scientifically. It consist of different
steps that are generally adopted by the researcher to study his research problem
with the logic behind them.
RESEARCH DESIGN
Research design constitutes the blue print for the collection,
measurement and analysis of data. Thus research design is a conceptual
framework within the research is conducted.
Descriptive research:
It includes surveys and fact finding enquiries of different kind. The major
purpose of descriptive research is the description of the state of affairs as it
exists at present.
Exploratory research:
Exploratory research is concerned with the finding out any new problem
and development of hypothesis rather than their testing.
The research design of this project is description as it is used to accurately
portray the characteristics of a particular individual or a group accurately.
METHOD OF DATA COLLECTION
This study pertains to collection of data from the primary source called the
primary data.
Primary data:
Primary data’s are those which are collected for the first time by the
researcher. It is the fresh data. In this project, the primary data was collected
through questionnaire from the employees of three levels namely the executives,
staffs and operators.
Secondary data:
Secondary data are those which have already been collected. In this
project, secondary source such as the magazines, certain published journals of
the company have been used to collect the information.
RESEARCH INSTRUMENT
The instrument which has been utilized for the collection of data is the
questionnaire. Questionnaire is a Performa containing sequence of questions to
collect information from the respondent. Thus, questionnaire consists of number
of questions printed or typed in a definite order on a form or set of forms.
SAMPLING DESIGN:
A sample design is a definite plan for obtaining in sample from a given
population. It refers to the technique or the procedure the researcher would adopt
in selecting the items for the sample.
In this project, the samples have been selected from the population using
simple random sampling technique.
In this research the sampling unit being the employees of Roots Precision
Product Private Limited.
The size of the sample is 86 which includes 5 executives, 41 staffs and
40 operators out of a population of 102
3. DATA ANALYSIS AND INTERPRETATION
The success of the study rules on the clear interpretation of the data that
is presentation of qualitative information in an understandable way for the
purpose of this study statistical tools namely percentage analysis, chi-square
test, charts, graphics and diagram were used.
Classification, tabulation and charting of data are done with greater
clarity. Classification gives prominence to important information gathered
dropping out unnecessary details. The tabulation helps to simplify the
presentation of data and facilitate a comparison which enables the researcher to
quickly locate the desire information.
Statistical Tool used in this project is Percentage analysis and charts.
TABLES SHOWING EMPLOYEE SATISFACTION
Category: Executive
Sample Size: 5
3.1. WORKING CONDITIONS:
CATEGORY NO OF RESPONDENTS %
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
Opi ni on of R espondent s
INFERENCE:
From the above table it was observed that all the respondents are satisfied with
the existing environment.
3.2. RELATIONSHIP WITH SUPERIORS AND COLLEAGUES
AGREE 5 100
DISAGREE
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that all the executives are satisfied with the
relationship with the superior and colleagues.
3.3. MOTIVATION ANDRECOGNITION:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that all the executives are satisfied with the
motivation and recognition.
3.4. SALARY:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that all of the executives are satisfied with
the salary that offered.
3.5. WELFARE FACILITIES:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
welfare facilities.
3. 6. JOB SECURITY:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that all the respondents feel they are
secured with their job.
3.7. GRIEVANCE HANDLING:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
the grievance handling.
3.8. PERFORMANCE APPRAISAL:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE
the performance appraisal.
3.9. TRAINING:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
the training the company offer for their job.
3.10. MANAGEMENT STYLE:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
the style of management.
3.11. QUALITY POLICY:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
the quality policy.
3.12. CAREER COUNSELING:
AGREE 3 60
DISAGREE 2 40
TOTAL 5 100
70%
60%
60%
50%
40%
40%
30%
20%
10%
0%
A gr ee Di sagr ee
O pi ni on of R espondent s
INFERNCE:
From the above table it was observed that 93% of the respondents are satisfied
with the career counseling and the remaining 7% of the respondents are not
satisfied with the career counseling.
3.13. INDIVIDUAL’S GROWTH OPPORTUNITIES:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that all the employees are satisfied with
the growth opportunities the organization offers for the individual.
3.14. GOALS AND RESPONSIBILITIES:
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that all of the employees are satisfied with
the goals and responsibilities the organization assigns.
3.15. IMAGE OF THE ORGANIZATION
AGREE 5 100
DISAGREE - -
TOTAL 5 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
the image of the organization.
Category: Staff
Sample Size: 41
AGREE 26 63
DISAGREE 15 37
TOTAL 41 100
70% 63%
60%
50%
37%
40%
30%
20%
10%
0%
A gr ee Di sagr ee
INFERENCE:
From the above table it was observed that nearly 63% of the respondents are
satisfied with the existing environment and 37% are not satisfied with existing
environment.
3.17. RELATIONSHIP WITH SUPERIORS AND COLLEAGUES:
AGREE 38 92
DISAGREE 3 8
TOTAL 41 100
100% 92%
90%
80%
70%
60%
50%
40%
30%
20% 8%
10%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that 92% are satisfied with the relationship
with the superior and colleagues and only 8% are not satisfied.
3.18. MOTIVATION AND RECOGNITION:
AGREE 36 87
DISAGREE 5 13
TOTAL 41 100
100%
87%
90%
80%
70%
60%
50%
40%
30%
20% 13%
10%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that 87% of the employees are satisfied
with the motivation and recognition and the remaining 13% are not satisfied with
the motivation and recognition.
3.19. SALARY:
AGREE 34 83
DISAGREE 7 17
TOTAL 41 100
90% 83%
80%
70%
60%
50%
40%
30%
17%
20%
10%
0%
A gr ee Di sagr ee
INFERENCE:
with the salary that offer and remaining 17% are not satisfied with the
remuneration they offer.
AGREE 29 71
DISAGREE 16 29
TOTAL 41 100
80% 71%
70%
60%
50%
40%
29%
30%
20%
10%
0%
A gr ee Di sagr ee
INFERENCE:
with welfare facilities and 29% are not satisfied.
3.21. JOB SECURITY:
AGREE 38 93
DISAGREE 3 7
TOTAL 41 100
100% 93%
90%
80%
70%
60%
50%
40%
30%
17%
20%
10%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that 93% the respondents are satisfied
with the security they offer for the jobs and 7% the respondents are not satisfied
with the security they offer for the jobs.
AGREE 41 100
DISAGREE - -
TOTAL 41 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
the grievance handling.
AGREE 41 100
DISAGREE - -
TOTAL 41 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE
the performance appraisal.
3.24. TRAINING:
AGREE 41 100
DISAGREE - -
TOTAL 41 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
the training the company offer for their job.
AGREE 39 95
DISAGREE 2 5
TOTAL 41 100
95%
100%
90%
80%
70%
60%
50%
40%
30%
20%
5%
10%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that 95% the respondents are satisfied
with the style of management and 5% the respondents are not satisfied with the
style of management.
AGREE 41 100
DISAGREE - -
TOTAL 41 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
the quality policy.
3.27. CAREER COUNSELING:
AGREE 38 93
DISAGREE 3 7
41 100
100% 93%
90%
80%
70%
60%
50%
40%
30%
20%
7%
10%
0%
A gr ee Di s agr ee
INFERNCE:
with the career counseling and the remaining 7% of the respondents are not
satisfied with the career counseling.
AGREE 39 95
DISAGREE 2 5
TOTAL 41 100
95%
100%
90%
80%
70%
60%
50%
40%
30%
20%
5%
10%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that 95% the employees are satisfied with
the growth opportunities the organization offer for the individual and 5% are not
satisfied.
AGREE 38 93
DISAGREE 3 7
TOTAL 41 100
100% 93%
90%
80%
70%
60%
50%
40%
30%
20%
7%
10%
0%
A gr ee Di s agr ee
INFERENCE:
with the goals and responsibilities the organization assigns and 7% are not
satisfied.
AGREE 41 100
DISAGREE - -
TOTAL 41 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
the image of the organization.
Category: OPERATORS
Sample Size: 40

AGREE 34 85
DISAGREE 6 15
TOTAL 40 100
85%
90%
80%
70%
60%
50%
40%
30%
15%
20%
10%
0%
A gr ee Di sagr ee
INFERENCE:
From the above table it was observed that nearly 85% of the respondents are
satisfied with the existing environment and 15% are not satisfied with existing
environment
3.32. RELATIONSHIP WITH SUPERIORS AND COLLEAGUES
AGREE 36 90
DISAGREE 4 10
TOTAL 40 100
100% 90%
90%
80%
70%
60%
50%
40%
30%
20% 10%
10%
0%
A gr ee Di s agr ee
INFERENCE:
with the relationship among the superiors and colleagues and remaining 10% are
not satisfied with it.
3.33. MOTIVATION ANDRECOGNITION:
AGREE 38 95
DISAGREE 2 5
TOTAL 40 100
95%
100%
90%
80%
70%
60%
50%
40%
30%
20%
5%
10%
0%
A gr ee Di s agr ee
INFERENCE:
with the motivation and recognition and the remaining 5% are not satisfied with
the motivation and recognition
3.34. SALARY:
AGREE 34 85
DISAGREE 6 15
TOTAL 40 100
85%
90%
80%
70%
60%
50%
40%
30%
15%
20%
10%
0%
A gr ee Di sagr ee
INFERENCE:
with the salary that offer and remaining 15% are not satisfied with the
remuneration they offer.
AGREE 12 30
DISAGREE 28 70
TOTAL 40 100
80%
70%
70%
60%
50%
40% 30%
30%
20%
10%
0%
A gr ee Di sagr ee
INFERENCE:
From the above table it was observed that only 30% of the employees are
satisfied with the welfare facilities that they offer and remaining 70% are not
satisfied.
3.36. JOB SECURITY:
AGREE 39 98
DISAGREE 1 2
TOTAL 40 100
120%
98%
100%
80%
60%
40%
20%
2%
0%
A gr ee Di s agr ee
INFERENCE:
satisfied with the job security that they offer and remaining 2% are not satisfied.
AGREE 38 95
DISAGREE 2 5
TOTAL 40 100
95%
100%
90%
80%
70%
60%
50%
40%
30%
20%
5%
10%
0%
A gr ee Di s agr ee
INFERENCE:
satisfied with the grievance handling that they offer and remaining 5% are not
satisfied.
AGREE 39 98
DISAGREE 1 2
TOTAL 40 100
120%
98%
100%
80%
60%
40%
20%
2%
0%
A gr ee Di s agr ee
INFERENCE
satisfied with the performance appraisal that they offer and remaining 2% are not
satisfied.
3.39. TRAINING:
AGREE 36 90
DISAGREE 4 10
TOTAL 40 100
100% 90%
90%
80%
70%
60%
50%
40%
30%
20% 10%
10%
0%
A gr ee Di s agr ee
INFERENCE:
satisfied with the training that they offer and remaining 10% are not
satisfied.
AGREE 39 98
DISAGREE 1 2
TOTAL 40 100
120%
98%
100%
80%
60%
40%
20%
2%
0%
A gr ee Di s agr ee
INFERENCE:
satisfied with the style of management and remaining 2% are not satisfied.
AGREE 40 100
DISAGREE - -
TOTAL 40 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
the quality policy
AGREE 36 90
DISAGREE 4 10
TOTAL 40 100
100% 90%
90%
80%
70%
60%
50%
40%
30%
20% 10%
10%
0%
A gr ee Di s agr ee
INFERENCE:
satisfied with the individual’s growth opportunities achieved and remaining 10%
are not satisfied.
AGREE 38 95
DISAGREE 2 5
TOTAL 40 100
95%
100%
90%
80%
70%
60%
50%
40%
30%
20%
5%
10%
0%
A gr ee Di s agr ee
INFERENCE:
satisfied with the goals and responsibilities and remaining 5% are not
satisfied.
AGREE 40 100
DISAGREE - -
TOTAL 40 100
120%
100%
100%
80%
60%
40%
20%
0%
0%
A gr ee Di s agr ee
INFERENCE:
From the above table it was observed that all the employees are satisfied
with the image of the organization
3.45. ROOTS PRECISION PRODUCT PRIVATE LIMITED
STAFF OPERATOR
PARTICULARS EXECUTIVES TOTAL
S S
WORKING CONDITIONS 100 63 85 83
RELATIONSHIP WITH
SUPERIORS 100 92 90 94
AND COLLEAGUES
MOTIVATION
100 87 95 94
ANDRECOGNITION
SALARY 100 83 85 89
WELFARE FACILITY
100 71 30 67
JOB SECURITY 100 93 98 97

GRIEVANCE HANDLING: 100 100 95 98
PERFORMANCE APPRAISAL 100 100 98 99
TRAINING:
100 100 90 97
MANAGEMENT STYLE 100 95 98 98

QUALITY POLICY 100 100 100 100
CAREER COUNSELING 60 93 - 77
INDIVIDUAL’S GROWTH
100 95 90 95
OPPORTUNITIES
IMAGE OF THE
100 100 100 100
ORGANIZATION
GOALS AND
100 93 95 96
RESPONSIBILITIES
AVERAGE 97 91 89 92
4. FINDINGS
• From the questionnaires it’s found that the executives are satisfied with all
the facilities except that 40% are dissatisfied with the career counseling
programme conducted by the organization.
• As of the staffs it is found that total of 91% of the sample size are satisfied
with the company. The least satisfied area among the staffs is the
working condition of the company.
• From the research conducted among the operators it is known that 70%
of the operators from the sample size are not satisfied with the welfare
facilities provided by the company. And a total of 89% percent of
operators are satisfied.
• The employees of the company completely are satisfied with quality

policy adopted and the image of the organization. Almost all of them are
satisfied with management style and grievances handling method of the
organization.
• The goals and responsibilities, job security, training and individual’s

growth opportunity is given importance according to the research
conducted among employees of the organization.
• It is also found that operators are less satisfied comparing to that of the
upper level employees.
5. SUGGESTIONS
• Proper working condition can be provided to the staffs by providing proper
and comfortable furniture and space within the work space.
• A fully fledged canteen facility may be provided which may also reduce
the time of the staffs in moving in and out of the organization. This would
motivate the employees
• Non-monetary rewards may be given to the employees for their good

performance by the organization.
• Job rotation may be introduced to give the employees a diverse

background.
• Welfare facilities may be increased for the employees.
• A mentor may also be appointed for further enhancing the career

counseling programme conducted by the organization.
6. CONCLUSIONS
From this survey I hope the organization will be benefited and with the
help of the suggestions given the organization can improve its condition and the
overall satisfaction level in the organization might increase.
The executives of the firm are more satisfied comparing to the staffs and
operators. Hence more focus should be given in the satisfaction level of the
employees in the operators and staffs level respectively.
APPENDIX
EMPLOYEE SATISFACTION SURVEY

QUESTIONNAIRE FOR EXECUTIVES
1. Name:
2. Age:
3. Sex:
4. Marital Status:
5. Dependants:
6. Designation:
7. Department:
8. No. of years of service:
9. Education qualification:
10. Technical qualification:

You are requested to tick in any one of the alternatives a, b, c, d, & e
which you feel correct in your opinion, against each statement.
5 point scale: (a) Strongly agree (b) Agree (c) Neither agree nor
disagree (d) disagree (e) strongly disagree.
I Work environment (a) (b) (c) (d) (e)
1 I am comfortable with working
hours
2 I am comfortable with the
machinery and materials handling
equipment
3 I am comfortable with the space
allotted between the Furniture and
Equipment
4 My department is adequately
illuminated
ventilated
6 I am satisfied with the infrastructure
provided by the organization
7 I find my working hours
comfortable
II Relationship with the superiors
8 I share a good rapport with my
superiors
9 I am able to maintain cordial
relationship with my subordinates
and colleagues
10 I am able to maintain control over
my subordinates
11 I am consulted and respected in
major decision making (by
subordinates and superiors)
delegation of responsibility among
my subordinates
13 I do not find overlapping of
authority among departments
III Motivation
14 I am duly recognized for my efforts
and hard work
15 I am rewarded for innovative
ideas/suggestions by the
organization
16 I am satisfied with the promotion
policies of my organization
17 I am happy with my present job/it
holds good future prospects
IV Remuneration
18 I find the present pay scale
commensurate with my efforts
19 I am satisfied with the fringe
benefits the organization provides
V Perks
20 I am satisfied with the perks the
organization provides
VI Job Security
21 My organization provides me job
security
22 My job security is based on my
performance
VII Grievance Handling
23 The grievance handling procedure
in my organization is effective
24 I am able to freely communicate
my grievance
VIII Performance Appraisal
25 I am satisfied wit the organization’s
techniques for evaluating my
performance
26 I find the policies to favour
individuals & organizational
development
IX Training & Development
27 I am highly satisfied with the
training and development
programme the organized provides
X Management Style
28 I am satisfied with the line of
management in my concern
29 I am satisfied with the decision
making standards and plan of the
organization
30 Opinion given is given due
importance in decision making and
for any change in respective
department
XI Quality Policy
31 I am aware of the quality standards
of the organization
32 I am satisfied with the ISO/QS
certified of the company
33 I am adaptable to the changes due
to ISO/QS certification
34 I have wide prospects due to
ISO/QS certification
35 The quality policy of the company
is challenging yet
XII Career Counseling
36 I am aware of the career
counseling programme the
organization offers
37 Career counseling helps in career
planning
XIII Individual’s Growth
Opportunities
38 I feel that there is adequate
opportunity for me to grow further
39 I am provided with ample
opportunities by the management
for my development
40 I find my job interesting and
prospective
41 If I enhance my skills, I will be
given additional responsibility
42 Internal promotions are
encouraged based on the
individual performance
XIV Goals and Responsibilities
43 The job descriptions are clearly
given to me by the management
44 My individual goals are clear
45 Organizational goals are clearly
defined
46 My contribution for the
achievement of the organizational
goal is clear to me
47 I have been given adequate
authority to fulfill my responsibility
XV Image of the Organization
48 The job in this organization gives
me a better status in the society
49 I feel proud to work in my
organization
50 My organization’s products have
good name among the public
51 I am happy about the growth of my
organization
52 Goodwill of the organization is
increasing
QUESTIONNAIRE FOR STAFFS
1. Name:
2. Age:
3. Sex:
4. Marital Status:
5. Dependants:
6. Designation:
7. Department:
8. No. of years of service:
9. Education qualification:
10. Technical qualification:

hours
machinery and materials handling
equipment
3 I am comfortable with the space
allotted between the Furniture and
Equipment
illuminated
ventilated
6 I am satisfied with the infrastructure
7 I find my working hours
comfortable
8 I share a good rapport with my
superiors
9 I am able to maintain cordial
relationship with my subordinates
and colleagues
10 I am able to maintain control over
my subordinates
11 I am consulted and respected in
major decision making (by
subordinates and superiors)
delegation of responsibility among
my subordinates
13 I do not find overlapping of
authority among departments
III Motivation
and hard work
15 I am rewarded for innovative
ideas/suggestions by the
organization
17 I am happy with my present job/it
holds good future prospects
IV Remuneration
18 I find the present pay scale
commensurate with my efforts
19 I am satisfied with the fringe
benefits the organization provides
V Perks
20 I am satisfied with the perks the
organization provides
VI Job Security
security
performance
VII Grievance Handling
my grievance
VIII Performance Appraisal
25 I am satisfied wit the organization’s
techniques for evaluating my
performance
26 I find the policies to favour
individuals & organizational
development
IX Training & Development
27 I am highly satisfied with the
training and development
programme the organized provides
X Management Style
organization
30 Opinion given is given due
importance in decision making and
for any change in respective
department
XI Quality Policy
of the organization
certified of the company
34 I have wide prospects due to
ISO/QS certification
35 The quality policy of the company
is challenging yet
XII Career Counseling
36 I am aware of the career
counseling programme the
organization offers
37 Career counseling helps in career
planning
XIII Individual’s Growth
Opportunities
38 I feel that there is adequate
opportunity for me to grow further
39 I am provided with ample
opportunities by the management
for my development
40 I find my job interesting and
prospective
41 If I enhance my skills, I will be
given additional responsibility
42 Internal promotions are
encouraged based on the
individual performance
XIV Goals and Responsibilities
43 The job descriptions are clearly
given to me by the management
44 My individual goals are clear
45 Organizational goals are clearly
defined
46 My contribution for the
achievement of the organizational
goal is clear to me
47 I have been given adequate
authority to fulfill my responsibility
XV Image of the Organization
48 The job in this organization gives
me a better status in the society
49 I feel proud to work in my
organization
50 My organization’s products have
good name among the public
51 I am happy about the growth of my
organization
52 Goodwill of the organization is
increasing
QUESTIONNAIRE FOR OPERATOR
1. Name
2. Age
3. Sex
4. Marital Status
5. Dependants
6. Designation
7. Department
8. No. of years of service
9. Education qualification
10. Technical qualification

hours
2 There is excessive work load given
3 Adequate rest intervals are given
4 Provided with adequate safety
provisions
5 I have a proper work place
6 I am satisfied with work
environment of the organization
7 I have proper superiors assistance
8 I am consulted in decision making
9 I am duly recognized for the right
job done
10 I am appreciated for my
performances
11 My Participation is welcomed
12 I can easily approach my superiors
13 Superiors are competent enough to
guide
14 Our ability is utilized in full
III Relationship with the
Colleagues:
15 The colleagues of the organization
are friendly
16 I have a cordial work environment
17 The colleagues are helpful in
nature
IV Motivation and Recognition
and hard work
20 I feel proud to work in this
organization
21 I am rewarded for the innovative
ideas
22 I am rewarded for my performance
V Salary
23 I am satisfied with the salary
24 I am provided with commensurate
salary
25 I need a rise in the pay scale
VI Welfare Facilities
26 The organization has adequate
transport facility
transport facilities
medical facilities
29 The organization provides loan
30 I am provided by benefits for the
family
31 I have various plans and ideas
VII Job security
security
performance
34 The job security is based on
workers welfare principle
VIII Grievance Handling
my grievance
IX Performance Appraisal
37 I am satisfied with the
organization’s techniques for
evaluating my performance
38 The appraisal policies of the
organization improves the
performance
X Training
39 I am satisfied with the training
programmes provided by the
organization
40 Training is given whenever needed
41 Training provided is useful
42 The training increases the
performance
XI Management Style
organization
45 Opinion given is due importance in
decision making and for any
change in respective department
XII Quality Policy
of the organization
certificate of the company
49 I am happy and acceptable to the
change
50 The change is on the basis of
future reference
51 I am familiar with the authority
responsible for the growth
BIBLIOGRAHY
C. R. KOTHARI, Research Methodology, New Age International Publications Pvt.
Ltd., 1982, Second Edition.
V. S. P. Rao, Human Resource Management, Text and Cases, Excel Books

Publications Pvt. Ltd., 2005, Second Edition.
WEBSITES:
www.hr.com
http://www.busreslab.com
http://www.confirmit.com

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A STUDY ON EMPLOYEE SATISFACTION AT

ROOTS PRECISION PRODUCT PRIVATE

MASTER OF BUSINESS ADMINISTRATION

Mr. THOMAS MICHAEL, MBA.

This is to certify that the summer training report, entitled

Faculty Guide Director /

Vivavoce examination held on: ______________________.

Internal Examiner External

I, A.SHEETAL, hereby declare that the summer training

Date : Signature of the

I would like to thank at first our principal Dr.V .SOUNDARARAJAN,

1.1 About the project

1.2 About the industry

1.3 About the company

3. Analysis & Interpretation

TABLE SHOWING EMPLOYEE SATISFACTION-

3.2 Relationship with superiors and Colleagues

3.3 Motivation and Recognition

3.5 Welfare facilities

3.6 Job Security

3.7 Grievance Handling

3.8 Performance Appraisal

3.10 Management Style

3.11 Quality Policy

3.12 Career Counseling

3.13 Individual’s Growth Opportunities

3.14 Goals And Responsibilities

3.15 Image of the Organization

TABLE SHOWING EMPLOYEE SATISFACTION-

3.17 Relationship with superiors and Colleagues

3.18 Motivation and Recognition

3.20 Welfare facilities

3.21 Job Security

3.22 Grievance Handling

3.23 Performance Appraisal

3.25 Management Style

3.26 Quality Policy

3.27 Career Counseling

3.28 Individual’s Growth Opportunities

3.29 Goals And Responsibilities

3.30 Image of the Organization

TABLE SHOWING EMPLOYEE SATISFACTION-

3.32 Relationship with superiors and Colleagues

3.33 Motivation and Recognition

3.35 Welfare facilities

3.36 Job Security

3.37 Grievance Handling

3.38 Performance Appraisal

3.40 Management Style

3.41 Quality Policy

3.42 Individual’s Growth Opportunities

3.43 Goals And Responsibilities

3.44 Image of the Organization

3.45 Table showing overall employee satisfaction

CHARTS SHOWING EMPLOYEE SATISFACTION-

3.2 Relationship with superiors and Colleagues

3.3 Motivation and Recognition

3.5 Welfare facilities

3.6 Job Security

3.7 Grievance Handling

3.8 Performance Appraisal

3.10 Management Style

3.11 Quality Policy