CHAPTER- I 1. JOB SATISFACTION OVERVIEW 1.

1 INTRODUCTION
It is set of favourable and unfavourable feeling with which the employees views of their work. Job satisfaction is the feelings of relative pleasure are pain it is typically refers to the attitudes of a single employee. Job satisfaction is one part of satisfaction. The nature of ones environment of job influences ones feelings on the job. Since a job is important part of life, job satisfaction influences one general life satisfaction.

IMPORTANCE OF JOB SATISFACTION IN AN ORGANIZATION

Job satisfaction has some relation with the mental health of a people. Both scientific study and casual observation is important for psychological adjustments and happy living of individual. A higher job satisfaction reduces labor turnover and absenteeism, a serious consequences of job satisfaction can be the employee turn over

VARIABLES OF JOB SATISFACTION

GENERAL WORKING CONDITIONS Hours worked each week Flexibility in scheduling Location of work Amount of paid vacation time/sick leave offered PAY AND PROMOTION POTENTIAL Salary Opportunities for Promotion Benefits (Health insurance, life insurance, etc.) Job Security Recognition for work accomplished WORK RELATIONSHIPS Relationships with your co-workers Relationship(s) with your supervisor(s) Relationships with your subordinates (if applicable)
2

1.2 INDUSTRY PROFILE

INDIAN TEXTILE INDUSTRY

The Textile Sector in India ranks next only to Agriculture. It accounts for 20 per cent of the country's industrial output and 30% of the foreign exchange earnings. About 16 per cent of the country's work force is employed in this sector. But presently, the Indian textile industry stands at the cross-roads. It is facing challenges and exciting opportunities at the same time, following a focus thrust on this sector in the planning process, economic liberalization and globalization of trade. It can either flourish or perish.

Man-Made Fiber
Till the early seventies, the Indian man-made fiber textile industry was minuscule. Fiber flexibility introduced by the Government's Textile Policy of 1985 has, however, helped manmade fibers to grow rapidly in the last two decades. Falling input prices and ease of maintenance have popularized man-made and blended fabrics among the common masses. They are also increasingly being used in industrial applications. India's man-made textile industry is capable of expansion in terms of raw material base and yarn and fabric conversion facilities. Today, it accounts for almost 32 per cent of the fibre/yarn base. Given the Indian advantages of lower production costs, dominance of medium-sized units capable of catering to a small lot and volume orders, large domestic consumption which could neutralize adverse effects of overseas demand fluctuations and decline in production in the developed countries, the Indian synthetic textile producers have an edge. The cotton man-made fiber ratio is expected to be 60:40 by 2002 A.D. This will release more cotton for value-added exports.
3

Spinning and Weaving

With 32.21 million spindles and 2,34,000 rotors, India has almost 19 per cent of the world spindle. The spinning sector has kept itself healthy through timely investments and technology up gradation. Consequently, it is doing excellently in exports. Failure of the handloom sector to meet the national clothing demand and the restrictions on the mill sector loom age expansion led to an unplanned growth of the decentralized power loom sector. Since 1947, the mill sector loom age has declined from two lakhs to 1.33 lakhs, while that of the power looms has grown from 24,000 to almost 14 lakhs. Now the mill sector accounts for only six per cent of cloth production, while the unorganized /decentralized power loom, hosiery and handloom sectors account for 54.17 per cent and 23 per cent respectively. But the power loom sector suffers from serious technological infirmities, leading to the production of low-value items, including downstream garments. Though the per capita cloth production (inclusive of exports) and per capita cloth availability are on the incline (22.92 to 34.82 sq. mtr. in 1985-86 and 1995-96 and 21 to 27.99 sq.mtr during this period respectively), meeting the cloth requirements of India's teeming millions, its poor quality acts as dampener on increasing our export market share. For this, a Technology Up gradation Fund Scheme is being mounted during the Ninth Plan. Upgrading technology level in the weaving sector by installing shuttle less or automatic looms and related accessories would ensure productivity enhancement and production of defect-free fabrics with value addition.

Processing
Processing and finishing are the weakest links in the Indian textile industry today. A conscious drive has been initiated to upgrade it by incentives in investment to the high-tech processing machinery, strengthening testing infrastructure by upgrading or setting up new laboratories, developing natural and vegetable dyes for commercial scale application, providing support for eco-friendly processing and other such measures. This would help improve the garment quality, contributing to value addition and higher unit value realizations in exports and hence a larger market share.

1.3 Company profile

UMAYAL COTTON MILLS (INDIA) PVT. LIMITED located at Thamaraipadi , Dindigul was incorporated in 2002 and has a total land extent of 6.19 acres . Business here commenced from 2004 and till now it has reached a notable growth in the Dindigul district. The primary activity carried on is Spinning of yarn and the business is promoted by Mr.R.Karunanithi M.E., Managing Director and Mrs. K.Vasanthi , Director. The basic raw material required is raw cotton which is procured mainly from Andhra Pradesh, Maharastra, Karnataka, Madhya Pradesh, the major growers of cotton in India. Cotton is got based on tenders and at times bulk procurement is made. The price of cotton keeps fluctuating seasonally and thereby the price of cotton also.

The manufacturing process can be given as,

BLOWROOM/ CARDING (CHUTE FEED SYSTEM)

DRAWING

SIMPLEX

SPINNING

WINDING

PACKING

The production capacity is 2000 kgs per day which runs to 7,00,000 kgs per annum. The production capacity is achieved with the spindle capacity of 9472 spindles. There are various count patterns of cotton yarn produced and here the count pattern is 30s. Production is done with autoconers and also in traditional ways where 150 workers work in three shifts per day with each shift being for a duration of 8 hours and rest hour of 30 minutes. The mill draws power both from E.B and on shut downs from GenSet . Genset was erected recently due to frequent power cuts in the recent years . The production capacity is sufficient to meet its orders from the nearby places and thus the major customers are from areas in and around Erode and Somanur. The hosieries in these places have huge demand for the 30s count yarn.

SALES PROCEDURE:
REGISTRATION

LETTER OF CREDIT

PROFOMA INVOICE

PRODUCTION OF GOODS

SHIPMENT OF GOODS
7

1.4 SCOPE FOR THE STUDY:

This study has been undertaken from the point view of workers in umayal spinning mills Pvt., Ltd., the present study aims at understanding the job satisfaction, and its impact among the employees various aspects like performance appraisal, planning, review & feedback, training & evaluation and Career planning & development.

1.5 OBJECTIVES OF THE STUDY:

Primary objective To study the motivation and its impact among employees in Umayal cotton mills(india) Pvt Ltd.

Secondary objective To identify the needs of all employees in the organization To analyze the training needs and level of satisfaction with the training provide to respondent. To analyze the opinion of the respondent about, Umayal cotton mills(india) Pvt Ltd, and top management. To measure the factors that influencing the job satisfaction of employees in Umayal cotton mills(india) Pvt Ltd.

1.6 LIMITATIONS OF THE STUDY: The finding of the study is limited to the employees of Umayal cotton mills(india)Pvt Ltd. As the employees of Umayal cotton mills(india) Pvt Ltd, are large, the sample size is small and findings cannot be generalized. There is time constrain for the study. The management restricted sometimes as it is interruption to the production and management activities.

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CHAPTER -2

REVIEW OF LITERATURE

One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) 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 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.

Scientific management also had a significant impact on the study of job satisfaction. Frederick Winslow Taylor 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munster berg set the tone for Taylor work

11

Some argue that Maslow 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 selfactualization. This model served as a good basis from which early researchers could develop job satisfaction theories 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

Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion

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CHAPTER - 3

3.1 RESEARCH METHODOLOGY The success of a research depends mostly on the methodology on which it is carried out. The appropriate methodology will improve the validity of the findings. This chapter discusses the method of data collection sampling plan and statistical tools.

3.2 RESEARCH DESIGN

A master plan specifies the methods and procedure for collecting and analyzing the information. Since the study considered the attitude and opinion of the employees, a design of the study is descriptive nature. The purpose in descriptive research was to describe the state of affairs as it exists at the time of study.

13

3.3 SIZE OF THE SAMPLE: The numbers of employees are study in 180. Out of which 100 samples were selected for the study.

CONVENIENT SAMPLING: The technique for the study is convenient sampling. In this technique samples were selected as per the convenience of the researcher and the respondent. When population elements are selected for inclusion in the sample based on the case of access.

3.4 DATA COLLECTION METHODS:

Primary data is through observation or through direct communication with respondents in one from or anther or through personal interviews. Secondary data are already available the researcher would have to decide which sort of data he would be using.

14

SOURCE OF DATA:

Primary data was collected from the selected employees through questionnaire. The primary data includes employees opinion about job satisfaction in the organization. The standing rules company profile, catalogs, yearbook, websites and manuals published by the organization from the secondary data.

3.5 TOOLS USED: For the analyze the statistical methods used or given below Simple Percentage analysis Chi-square test

Simple percentage analysis With this method it is found out low much percentage is for or against particular factor.

Formula = (sample size*100) / total sample size

15

Chi-square test Chi-square test is a non-parametric test. Formula (O-E)^2/E Where, O= observed frequency, E=expected frequency, E= (row total *column total) / grand total

Accept or reject criterion If the calculated value is greater than the table value, reject the null hypothesis if the calculated value is less than the table value rejects the alternative hypothesis.

16

CHAPTER III

ANALYSIS & INTERPRETATION

TABLE -1

TABLE SHOWING THAT THE AGE GROUP OF RESPONDENTS Sample size-100 AGE GROUPS 21-30 31-40 41-50 51-55 ABOVE 55 TOTAL NUMBER OF RESPONDENTS 56 21 8 9 6 100 PERCENTAGE 56 21 8 9 6 100

Source: Primary data

INTERPRETATION: The above table show that the 56% of the respondents are in 21-30 years ,21% of the respondents are in 31-40 years ,2% of respondents are 41-50 years ,9% of respondents are in 51-55 years ,6% of respondents are above 55 years.

17

60 50
percentage

56

40 30 21 20 10 0 21-30 31-40 41-50 age group 51-55 ABOVE 55 8 9 6 PERCENTAGE

FIGURE.1 FIGURE SHOWING THAT THE AGE GROUP OF RESPONDENTS

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TABLE -2 TABLE SHOWING THAT THE GENDER RATIO OF THE RESPONDENTS Sample size-100 GENDER MALE FEMALE TOTAL NUMBER OF THE RESPONDENTS 36 64 100 PERCENTAGE 36 64 100

Source: Primary data INTERPRETATION: The above table shows that 36% of male respondents and 64% of female respondents in the organization.

19

36% MALE FEMALE 64%

FIGURE-2 FIGURE SHOWING THAT THE GENDER RATIO OF THE RESPONDENTS

20

TABLE -3 TABLE SHOWING THAT THE EDUCATIONAL QUALIFICATION Sample size-100 EDUCATIONAL QUALIFICATION SCHOOL LEVEL GRADUATION POST GRADUATION PROFESSIONAL OTHERS TOTAL NUMBER OF THE RESPONDENTS 58 16 7 4 15 100 PERCENTAGE 58 16 7 4 15 100

Source: Primary data INTERPRETATION: The above table show that the 58% of the respondents educational qualification is school level, 16% of the respondents are graduates, 7% of respondents are post graduates and 4% of respondents are professionals and 15% of respondents are other category.

21

PERCENTAGE

70 60 50 40 30 20 10 0
LE VE L

58 16
IO N IO N

7
SS IO NA L

4
O TH ER

15
S

UA T

O L

AD

AD

UA T PO ST G R

EDUCATIONAL QUALIFICATION

FIGURE-3 FIGURE SHOWING THAT THE EDUCATIONAL QUALIFICATION

PR O FE

SC HO

G R

22

TABLE -4 TABLE SHOWING THAT THE YEAR OF THE EXPERIENCE OF THE RESPONDENTS Sample size-100 PERIOD OF SERVICE BELOW 5 YEARS 5-10 YEARS 11-15 YEARS 16-20 YEARS ABOVE 20 YEARS TOTAL NUMBER OF THE RESPONDENTS 62 18 9 8 3 100 PERCENTAGE 62 18 9 8 3 100

Source: Primary data INTERPRETATION: the above table show that experience of respondents, 62% of the respondents are having below 5 years experience, 18% of respondents are 5-10 years ,9% of respondents are in 11-15 years ,8% of respondents are 16-20 years,3% of respondents are above 20 years.

23

ABOVE 20 YEARS
EXPERIENCE

16-20 YEARS

11-15 YEARS

5-10 YEARS

18

BELOW 5 YEARS 0 10 20

62 30 40 50 60 70

PERCENTAGE

FIGURE-4 FIGURE SHOWING THAT THE YEAR OF THE EXPERIENCE OF THE RESPONDENTS

24

TABLE -5 TABLE SHOWING THAT THE MONTHLY INCOME OF THE RESPONDENTS Sample size-100 MONTHLY INCOME BELOW 3000 3001-5000 5001-7000 7001-10,000 ABOVE 10,000 TOTAL NUMBER OF THE RESPONDENTS 58 18 11 8 5 100 PERCENTAGE 58 18 11 8 5 100

Source: Primary data INTERPRETATION: The above table show that the income level of the employees, 58% of the respondents are getting below 3000Rs, 18% of the respondents are getting 3001-5000Rs ,11% of respondents are getting 5001-7000Rs, 8% of respondents are 7001-10,000Rs and 5% of respondents getting above 10,000Rs per month.

25

60 50 40 PERCENTAGE 30 20 10 0 BELOW 3001-5000 5001-7000 3000 700110,000 ABOVE 10,000 18 11 58

MONTHLY INCOME

FIGURE-5 FIGURE SHOWING THAT THE MONTHLY INCOME OF THE RESPONDENTS

26

TABLE -6 TABLE SHOWING THAT THE JOB SATISFACTION OF RESPONDENTS Sample size-100 OPINION YES NO TOTAL NUMBER OF RESPONDENT 82 18 100 PERCENTAGE 82 18 100

Source: Primary data INTERPRETATION: The above table shows that the 82% of the respondents are satisfied with their work and 18% of respondents are dissatisfied.

27

18%

YES NO

82%

FIGURE-6 FIGURE SHOWING THAT THE JOB SATISFACTION OF RESPONDENTS

28

TABLE -7

TABLE SHOWING THAT THE WORKERS POSITION IN COMPANY Sample size-100 OPINION Temporary Permanent TOTAL NUMBER OF RESPONDENT 38 62 100 PERCENTAGE 38 62 100

Source: Primary data

INTERPRETATION: The above table shows that the 38% of respondents are in temporary and 62% of permanent employees.

29

38% Temporary Permanent 62%

FIGURE-7 FIGURE SHOWING THAT THE WORKERS POSITION IN COMPANY

30

TABLE -8 TABLE SHOWING THAT THE RESPONDENTS OPINION ABOUT THE RECENT JOB Sample size-100 SATISFACTION LEVEL EXTREMELY SATISFIED SATISFIED UNDECIDED DIS-SATISFIED EXTREMELY DISSATISFIED TOTAL NUMBER OF RESPONDENT 17 61 9 6 7 100 PERCENTAGE 17 61 9 6 7 100

Source: Primary data INTERPRETATION: The above table shows that the satisfaction of recent job,17% of the respondents are extremely satisfied, 61% of respondents are satisfied, 9% of respondents are undecided, 6% of respondents are dissatisfied, 7% of respondents are extremely dissatisfied.

31

70 60
PERCENTAGE

50 40 30 20 10 0 EXTREMELY SATISFIED SATISFIED 17 9 UNDECIDED 6 DISSATISFIED 7 EXTREMELY DISSATISFIED 61

SATISFACTION LEVEL

FIGURE-8 FIGURE SHOWING THAT THE RESPONDENTS OPINION ABOUT THE RECENT JOB

32

TABLE -9 TABLE SHOWING THAT THE RESPONDENTS RELATIONSHIP WITH SUPERIORS Sample size-100 OPINION GOOD AVERAGE POOR TOTAL NUMBER OF RESPONDENT 73 18 9 100 PERCENTAGE 73 18 9 100

Source: Primary data INTERPRETATION: The above table shows that the respondents relationship with superiors.73% of respondents maintaining good relationship,18% are average, 9% are poor.

33

9% 18% GOOD AVERAGE POOR 73%

FIGURE-9 FIGURE SHOWING THAT THE RESPONDENTS RELATIONSHIP WITH SUPERIORS

34

TABLE -10

TABLE SHOWING THAT THE RESPONDENTS OPINION ABOUT OVER TIME Sample size-100 OPINION Yes No TOTAL NUMBER OF RESPONDENT 58 42 100 PERCENTAGE 58 42 100

Source: Primary data INTERPRETATION: The above table shows that the respondents opinion about over time in company.58% of respondents are said yes for overtime,42% are said no.

35

60 50 40 Percentage 30 20 10 0 Yes Opinion No 58 42 PERCENTAGE

FIGURE-10 FIGURE SHOWING THAT THE RESPONDENTS OPINION ABOUT OVER TIME

36

TABLE -11 TABLE SHOWING THAT THE COMPANY AS A PLACE TO WORK Sample size-100 SATISFACTION LEVEL EXTREMELY SATISFIED SATISFIED UNDECIDED DIS-SATISFIED EXTREMELY DISSATISFIED TOTAL NUMBER OF RESPONDENT 6 72 3 8 11 100 PERCENTAGE 6 72 3 8 11 100

Source: Primary data INTERPRETATION: The above table shows that the respondents opinion about the company as a place to work. 6% of respondents are extremely satisfied, 72% are satisfied, 3% are undecided, 8% are dissatisfied, 11% are extremely dissatisfied.

37

EXTREMELY DISSATISFIED
SATISFACTION LEVEL

11

DIS-SATISFIED

UNDECIDED 3

SATISFIED EXTREMELY SATISFIED 0

72

6 10 20 30 40 50 60 70 80

PERCENTAGE

FIGURE-11 FIGURE SHOWING THAT THE COMPANY AS A PLACE TO WORK

38

TABLE -12 TABLE SHOWING THAT THE RESPONDENTS RELATIONSHIP WITH COWORKERS Sample size-100 OPINION GOOD AVERAGE POOR TOTAL NUMBER OF RESPONDENT 81 11 8 100 PERCENTAGE 81 11 8 100

Source: Primary data INTERPRETATION: The above table shows that the respondents relationship with co-workers.81% of respondents relationship is good, 11% is average, 8% is poor.

39

11%

8% GOOD AVERAGE POOR 81%

FIGURE-12 FIGURE SHOWING THAT THE RESPONDENTS RELATIONSHIP WITH COWORKERS

40

TABLE -13 TABLE SHOWING THAT THE RESPONDENTS PERFORMANCE ON THE JOB Sample size-100 OPINION Yes No TOTAL NUMBER OF RESPONDENT 27 73 100 PERCENTAGE 27 73 100

Source: Primary data INTERPRETATION: The above table shows that the respondents opinion about Personal problems affects the performance of the job. 27% of respondents said yes and 73% is said No.

41

80 70 60 50 Percentage40 30 20 10 0

73

27

PERCENTAGE

Yes Opinion

No

FIGURE-13 FIGURE SHOWING THAT THE RESPONDENTS PERFORMANCE ON THE JOB

42

TABLE -14 TABLE SHOWING THAT THE SATISFACTION LEVEL OF MEDICAL FACILITIES PROVIDED BY THE COMPANY Sample size-100 OPINION Yes No TOTAL NUMBER OF RESPONDENT 84 16 100 PERCENTAGE 84 16 100

Source: Primary data INTERPRETATION: The above table shows that the respondents level of Satisfaction of medical facilities provided by the company. 84% of respondents said yes and 16% said No.

43

90 80 70 60 50 Percentage 40 30 20 10 0

84

PERCENTAGE 16

Yes Opinion

No

FIGURE-14 FIGURE SHOWING THAT THE SATISFACTION LEVEL OF MEDICAL FACILITIES PROVIDED BY THE COMPANY

44

TABLE -15 TABLE SHOWING THAT THE SATISFACTION LEVEL OF SHIFT TIMINGS Sample size-100 SATISFACTION LEVEL EXTREMELY SATISFIED SATISFIED UNDECIDED DIS-SATISFIED EXTREMELY DISSATISFIED TOTAL NUMBER OF RESPONDENT 7 64 8 11 10 100 PERCENTAGE 7 64 8 11 10 100

Source: Primary data INTERPRETATION: The above table shows that the respondents opinion about the shift timings.7% of respondents are extremely satisfied, 64% is satisfied, 8% is undecided, 11% is dissatisfied, 10% is extremely dissatisfied.

45

EXTREMELY DISSATISFIED
SATISFACTION LEVEL

10

DIS-SATISFIED

11

UNDECIDED

SATISFIED EXTREMELY SATISFIED 0

64

7 10 20 30 40 50 60 70

PERCENTAGE

FIGURE-15 FIGURE SHOWING THAT THE SATISFACTION LEVEL OF SHIFT TIMINGS

46

TABLE -16 TABLE SHOWING THAT THE SATISFACTION LEVEL OF ABILITY UTILIZED BY THE COMPANY Sample size-100 SATISFACTION LEVEL EXTREMELY SATISFIED SATISFIED UNDECIDED DIS-SATISFIED EXTREMELY DISSATISFIED TOTAL NUMBER OF RESPONDENT 4 56 9 21 10 100 PERCENTAGE 4 56 9 21 10 100

Source: Primary data INTERPRETATION: The above table shows that the opinion about the respondents abilities is utilized by the company or not. 4% of respondents are extremely satisfied, 56% are satisfied, 9% are undecided, 21% are dissatisfied, 10% are extremely dissatisfied.

47

SATISFACTION LEVEL

EXTREMELY DIS-SATISFIED DIS-SATISFIED UNDECIDED SATISFIED EXTREMELY SATISFIED 0 4

10 21 9 56

10

20

30

40

50

60

PERCENTAGE

FIGURE-16 FIGURE SHOWING THAT THE SATISFACTION LEVEL OF ABILITY UTILIZED BY THE COMPANY

48

TABLE -17 TABLE SHOWING THAT THE LEADERS ARE THE POSITIVE ROLE MODELS IN THE WORK ENVIRONMENT Sample size-100 OPINION AGREE UNDECIDED DISAGREE TOTAL NUMBER OF RESPONDENT 69 17 14 100 PERCENTAGE 69 17 14 100

Source: Primary data INTERPRETATION: The above table shows that the respondents opinion about the leaders is positive role models. 69% of respondents are agree this statement, 17% are undecided, and 14% are disagree.

49

14%

17%

AGREE UNDECIDED DISAGREE 69%

FIGURE-17 FIGURE SHOWING THAT THE LEADERS ARE THE POSITIVE ROLE MODELS IN THE WORK ENVIRONMENT

50

TABLE -18 TABLE SHOWING THAT THE SUPERSIVISORS KEEP WELL INFORMED TO THE RESPONDENTS ABOUT COMPANY Sample size-100 OPINION AGREE UNDECIDED DISAGREE TOTAL NUMBER OF RESPONDENT 63 22 15 100 PERCENTAGE 63 22 15 100

Source: Primary data INTERPRETATION: The above table shows that the opinion about the supervisors are keep well informed to the respondents to the company.63% of respondents are agree, 22% are undecided, 15% are disagree.

51

70 60 50 40 Percentage 30 20 10 0

63

22 15

AGREE UNDECIDED DISAGREE Opinion

FIGURE-18 FIGURE SHOWING THAT THE SUPERSIVISORS KEEP WELL INFORMED TO THE RESPONDENTS ABOUT COMPANY

52

TABLE -19 TABLE SHOWING THAT THE RESPONDENTS OPINION ABOUT TRAINING PROGRAM Sample size-100 OPINION Yes No TOTAL NUMBER OF RESPONDENT 74 26 100 PERCENTAGE 74 26 100

Source: Primary data INTERPRETATION: The above table shows opinion of respondents about the training program. 74% of respondents said yes and 26% are said no.

53

80 70 60 50 PERCENTAGE 40 30 20 10 0 Yes OPINION No 26 74

FIGURE-19 FIGURE SHOWING THAT THE RESPONDENTS OPINION ABOUT TRAINING PROGRAM

54

TABLE -20 TABLE SHOWING THAT THE SATISFACTION OF THE RESPONDENTS WITH AWARDS/REWARDS GIVEN BY THE COMPANY Sample size-100 OPINION NUMBER OF THE RESPONDENTS 5 7 12 66 10 100 PERCENTAGE

EXTERMELY DISSATISFIED DISSATISFIED UNDECIDED SATISFIED EXTERMELY SATISFIED TOTAL

5 7 12 66 10 100

Source: Primary data INTERPRETATION: The above table shows that the respondents opinion about awards and rewards given by the company. 5% are extremely dissatisfied, 7% are dissatisfied, 12% are undecided, 66% are extremely dissatisfied, 10% is extremely satisfied.

55

SATIFACION LEVEL

EXTERMELY SATISFIED SATISFIED UNDECIDED DISSATISFIED EXTERMELY DISSATISFIED 0 7 5

10 66 12

10

20

30

40

50

60

70

PERCENTAGE

FIGURE-20 FIGURE SHOWING THAT THE SATISFACTION OF THE RESPONDENTS WITH AWARDS/REWARDS GIVEN BY THE COMPANY

56

TABLE -21 TABLE SHOWING THAT THE OVERALL SATISFACTION OF THE RESPONDENTS Sample size-100 OPINION NUMBER OF THE RESPONDENTS 7 11 8 69 5 100 PERCENTAGE

EXTERMELY DISSATISFIED DISSATISFIED UNDECIDED SATISFIED EXTERMELY SATISFIED TOTAL

7 11 8 69 5 100

Source: Primary data INTERPRETATION: The above table shows that the overall satisfaction about the company. 7% are extremely dissatisfied, 11% are dissatisfied, 8% are undecided, 69% are satisfied, 5% are extremely satisfied.

57

EXTERMELY DISSATISFIED

DISSATISFIED

SATISFIED

SATISFACTION LEVEL

FIGURE-21 FIGURE SHOWING THAT THE OVERALL SATISFACTION OF THE RESPONDENTS

58

EXTERMELY SATISFIED

80 70 60 50 40 30 20 10 0

PERCENTAGE

69

11

8
UNDECIDED

TABLE -22 TABLE SHOWING THAT THE RESPONDENTS OPINION ABOUT HEALTH AFFECTED BY JOB Sample size-100 OPINION Yes No TOTAL NUMBER OF RESPONDENT 23 77 100 PERCENTAGE 23 77 100

Source: Primary data INTERPRETATION: The above table shows that the opinion of respondents about the health affected by the job. 23% of respondents said yes and 77% of respondents said no.

59

23%

Yes No

77%

FIGURE-22 FIGURE SHOWING THAT THE RESPONDENTS OPINION ABOUT HEALTH AFFECTED BY JOB

60

TABLE -23 TABLE SHOWING THAT THE SATISFICATION OF THE RESPONDENTS WITH FACILITIES PROVIDED BY THE COMPANY Sample size-100 OPINION NUMBER OF THE RESPONDENTS 5 16 9 59 11 100 PERCENTAGE

EXTERMELY DISSATISFIED DISSATISFIED UNDECIDED SATISFIED EXTERMELY SATISFIED TOTAL

5 16 9 59 11 100

Source: Primary data INTERPRETATION: The above table shows that the satisfaction level of respondents about the facilities provided by the company. 5% are extremely dissatisfied, 16%are dissatisfied, 9% are undecided, 59% are satisfied, 11% are extremely satisfied.

61

EXTERMELY SATISFIED SATISFIED

OPINION

11

59

UNDECIDED

DISSATISFIED EXTERMELY DISSATISFIED 0

16

5 10 20 30 40 50 60 70

PERCENTAGE

FIGURE-23 FIGURE SHOWING THAT THE SATISFICATION OF THE RESPONDENTS WITH FACILITIES PROVIDED BY THE COMPANY
62

COMPARISION BETWEEN THE YEAR OF EXPERIENCE AND FACILITIES PROVIDED BY THE COMPANY Ho : Null hypothesis H1 : Alternative hypothesis Experience/facility Below 5 yrs Extremely 1 dissatisfied Dissatisfied 2 Undecided 6 Satisfied 3 Extremely 2 satisfied Total 14 5-10 yrs 1 1 14 2 3 21 11-15 yrs 0 3 28 21 8 60 16-20 yrs 1 0 0 1 0 2 Above 20 yrs 1 2 0 0 0 3 Total 4 8 48 27 13 100

Expected frequency =row total column total / grand total

63

O 1 1 0 1 1 2 1 3 0 2 6 14 28 0 0 3 2 21 1 0 2 3 8 0 0

E .56 .84 2.4 .08 .12 1.12 1.68 4.8 .01 .24 6.72 10.08 28.8 0.96 1.44 3.78 5.67 16.3 0.54 0.81 1.82 2.73 7.8 .26 .39

(O- E) .44 .16 2.4 .92 .88 .88 .68 1.8 .01 1.76 .72 3.92 .8 .96 1.44 .78 3.67 4.8 .46 .081 .18 .27 .2 -(.26) -(.39)

(E-O)2 .193 .025 5.76 5.76 .77 .77 .46 3.24 .0001 3.09 .518 15.36 .64 .92 2.07 .60 13.46 23.04 .211 6.4 .03 .072 .04 .067 .152

(E-O)n / E .344 .029 2.4 7.2 6.41 .68 .273 .67 .01 12.87 .077 1.52 .022 .95 1.437 .158 2.37 1.42 .39 7.90 .016 .026 5.12 .25 .38

117.712

64

INTERPRETATION: Level of significant = (R-1) (C-1) = (5-1) (5-1) =44 = 16 Level of significant = 0.05% Table value Calculated value = 26.296 = 117.712

CONCLUSION: Table value is less than the calculated value so the hypothesis rejected. NULL HYPOTHESIS: There is no significant difference between year of experience and facilities provided by the company. ALTERNATIVE HYPOTHESIS: There is significant difference between year of experience and facilities provided by the company.

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CHAPTER - V 5.1 FINDINGS

56% of the respondents are age group between 21-30years of employees. 64% of the respondents are Female category. 58% of the respondents are School level 62% of the respondents are year of the experience below 5years of employees. 58% of the respondents are monthly income below Rs3000 82% of the respondents are satisfied with the working conditions in the company. 62% of the respondents are permanent employees. 61% of the respondents are satisfied with the recent job. 73% of the respondents are maintains good relationship with their superiors. 58% of the respondents want over time. 72% of respondents are agreeing with the company as a place to work. 81% of the respondents maintain good relationship with the co-workers. 73% of the respondents performance is not affected by their personal problems. 84% of the respondents are satisfied with the medical facilities provided by the company.

64% of the respondents are satisfied the shift times. 56% of the respondents are satisfied by the ability utilized by the company.

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69% of the respondents agree to the leaders are positive role models in work environment.

63% of the respondents are agreeing the supervisors are well informed about what is going on in the company.

74% of the respondents satisfied with the training program. 66% of the respondents are satisfied the rewards/awards provided by the company.

77% of the respondents are disagree with the health is not affected by the job. 59% of the respondents are satisfied the facilities provided by the company.

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5.2 RECOMANDATIONS

A good work environment will increase the job satisfaction of the employees. Management should check working condition of the company on regular intervals; this will reduce fatigue, health hazards and pollution. The organization can appoint new employees for the further development for the organization. The company should give rewards in the organization. Company may take steps to improve the welfare activities of employees. Company can take steps to utilize the abilities of employees which may increase the morale and loyalty of employees To provide loan facilities for home, medical, children welfares etc.

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5.3 CONCLUSION

An attempt is being made in this study to assert the level of job satisfaction of umayal cotton mills(india) Pvt Ltd The study further endeavors to find out whether there is relationship between the factor and job satisfaction of the employees In the modern society the needs and requirements of the people are enlarging and even changing. When people needs are not fulfilled they become dissatisfied. Dissatisfied people are likely to contribute for little for any purpose satisfied mind will be the base for productive work There are some dissatisfaction especially in the welfare measures, benefits and ability utilizations, and were have take proper step For smooth running of the organization to satisfaction of employees is of vital importance.

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A STUDY ON JOB SATISFICATION AT UMAYAL COTTON MILLS(INDIA) Pvt Ltd QUESTIONNAIRE: 1. Name:

2. Age: a) 21-30 b) 31-40 c) 41-50 d) 50-55 e) above 55

3. Gender: a) Male b) Female

4. Educational Qualification: a) School level b) Graduate c) post graduate d) professional e) others

5. Year of experience: a) Below 5years b) 5 -10years c) 11 -20 d) 21-25years e) Above 30 years

6. Monthly income level a) Below 3,000 e) above 10,000 b) 3,001 -5,000 c) 5,001 -7,000 d) 7001-10,000

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7. Dept you work:

8. Are you satisfied with the working conditions here? (a) Yes (b) no

9 Are you a temporary / permanent worker? (a) Yes (b) no

10. Do you maintain your family with your income? (a) Yes (b) no

11. Are you satisfied with the recent job? 1 extremely satisfied 2 Satisfied 3 Undecided 4 dissatisfied 5 Extremely dissatisfied

12. The relation with your superiors (a) Good (b) average (c) poor

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13. Do you like to work overtime? (a) Yes (b) no

14. The company as a place to work 1 extremely satisfied 2 Satisfied 3 Undecided 4 dissatisfied 5 Extremely dissatisfied

15. Do you have good relationship with co-workers? (a) Good (b) average (c) poor

16. Does personal problems affect your performance on the job? (a) Yes (b) no

17. Are you satisfied with the medical facility provided by the company? (a) Yes (b) no

18. Are you satisfied with the shift timings? 1 extremely satisfied 2 Satisfied 3 Undecided 4 dissatisfied 5 Extremely dissatisfied

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19. Do you think your ability is utilized effectively by the company? 1 extremely satisfied 2 Satisfied 3 Undecided 4 dissatisfied 5 Extremely dissatisfied

\20. The leaders in your work environment are positive role models (a) Agree (b) undecided (c) disagree

21. Your supervisor keeps you well informed about what's going on in the company (a) Agree (b) undecided (c) disagree

22. Are you satisfied with the training programme? (a) Yes (b) no

23. How do you feel regarding the awards/rewards that you get in your job? 1 extremely satisfied 2 Satisfied 3 Undecided 4 dissatisfied 5 Extremely dissatisfied

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24. What is your opinion on overall satisfaction at umayal cotton mills? 1 extremely satisfied 2 Satisfied 3 Undecided 4 Dissatisfied 5 Extremely dissatisfied

25. Is your health affected in any way by doing the job? (a) Yes (b) no

26. Are you satisfied with the facilities provided by the company? 1 extremely satisfied 2 satisfied 3 Undecided 4 Dissatisfied 5 Extremely dissatisfied

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BIBILOGRAPHY K.ASWATHAPPA , Human resource management (5-th edition) C.R.KOTHARI - Research methodology and techniques 2-nd revised edition
About Their Jobs and How It Affects Their Performance. New York: Lexington Books. Daft, Richard L. (1997). Management, 4th edition. New York: Dryden Press, Harcourt Brace College Publishers. Everett, Melissa. (1995). Making a Living While Making a Difference: A Guide to Creating Careers with a Conscience. New York: Bantam Books. Herzberg, Frederick. (1968). "One More Time: How Do You Motivate Employees?" Harvard Business Review 46 (January)

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