employee satisfaction in toolfab engineering i

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A STUDY ON EMPOLYEE SATISFACTION IN TOOLFAB

ENGINEERING INDUSTRIES (P) LTD

PROJECT REPORT

Submitted by

VIDYA.K

REGISTER NO: 2007391247

Under the Guidance of

Mr.G. BALA SENTHIL KUMAR, B.E., MBA., faculty

Department of management studies

In partial fulfillment for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

PONDICHERRY UNIVERSITY

PUDUCHERRY, INDIA

MAY-2009

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BONAFIDE CERTIFICATE

This to certify that the project work entitled A STUDY ON EMPLOYEE

SATISFACTION IN TOOLFAB ENGINEERING (P) LTD. is a bonafide work done by

VIDYA.K [REGISTER NO: 2007391247] in partial fulfillment of the requirement for the

award of Master of Business Administration by Puducherry University during the academic

year 2008 2009.

HEAD OF DEPARTMENT GUIDE

Viva-Voce Examination held on

EXTERNAL EXAMINER

1.

2.

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TABLE OF CONTENTSCHAPTER TITLE PAGE NO

ACKNOWLEDGEMENT

ABSTRACT

LIST OF TABLES

LIST OF CHARTS

ii

iii

iv

vi

I

INTRODUCTION

1.1 Profile of Organization

1.2 Company vision

1.3 Process of manufacture

1.4 Achievements

NEED FOR STUDY

1

3

4

4

5

II REVIEW OF LITERATURE 6

III OBJECTIVES 12

IV RESEARCH METHODOLOGY 13

V DATA ANALYSIS AND INTERPRETATION 16

VI

FINDINGS OF THE STUDY

SUGGESTION AND RECOMMENDATIONS

CONCLUSIONS

54

56

57

VII

LIMITATIONS OF TH STUDY

SCOPE FOR THE FUTHER STUDY

58

58

ANNEXURE

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ACKNOWLEDGEMENT

I am extremely grateful to Our Principal Dr. V.S.K. VENGATACHALAPATHY to

provide necessary and essential facilities to do this project report.

I am extremely grateful to Our Chairman Mr. N. KEASAVAN voice chairman

Mr. S.V. SUGUMARAN and Managing Director Mr. M. DHANASEKRAN to provide

necessary and essential facilities to do this project report.

I express our sincere thanks and deep sense of gratitude to our Head of Department

Mr.S.JAYAKUMAR, Department of Management Studies for providing me with an

opportunity to study and to do this report.

I express a deep sense of gratitude to my Guide Mr.G.BALA SENTHIL KUMAR

Department of Management Studies, for his encouragement, support and guidance to

complete this project work successfully.

I convey my heartiest thanks to Mr.N.N. SETHUANAND HR (MANAGER)TOOLFAB

ENGINEERING INDUSTRIES (P) LTD, who kindly granted permission to do this

project report in his esteemed organization.

Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends

for giving timely advice in all the ways and in all aspects for doing the project

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ABSTRACT

This project is undertaken to study the employee satisfaction in TOOLFAB ENGINEERING

INDUSTRIES (P) LTD.

The study has been conducted by adopting survey method among the employees in TOOLFAB

ENGINEERING INDUSTRIES (P) LTD, with the help of questionnaire. The sample of size of

100 respondents from the company was chosen for the study.

The scope of the study consists of the importance of the employee satisfaction is to find out thesatisfaction level of the employees. The objectives tell about the necessity of the study.

The research methodology consists of design, sample size & sample technique. The project work

is based on descriptive research. Simple random sampling is used for data collection. Percentage

analysis, weighted average method and chi-square are used for data collected through

questionnaire.

The study provides some findings that were interrupted from the analysis of the collected data.

The suggestion and recommendations were given by the researcher which may help the company

to improve their employee satisfaction.

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LIST OF TABLES

S.no TABLE NAME Page No

1 Department Of The Respondents 16

2 Satisfaction Of Their Work 17

3 Job Are Challenging And Interesting 18

4 Relevant Training 19

5 Expected Of Their Work 20

6 Material And Equipments 21

7 Working Condition 22

8 Over All present Job 23

9 Effort Of Filling Vacancies 24

10 Job Opportunities 2511 Promotion 26

12 Opportunity For Training 27

13 My Manager Immediate Supervisor 28

14 Manager Helps To Improve Myself 29

15 Prompt And Fair Corrective Action 30

16 Manager Available When I Need Advice 31

17 I Feel Free To Talk Openly And Honestly To My Manager 32

18 Manager Know What Is going In My Group 33

19 Manager Doing A Good Job 34

20 Fairly Distributed In My Work Group 3521 How Members Of My Work Are Solve Problems 36

22 Work Group Works Well37

23 Feel Free To Openly And Honestly With Group Member 38

24 Monthly Income 39

25 Satisfaction Of Salary Level 40

26 Monitory Benefits 41

27 Over Time Wages 42

28 Incentives 43

29 Fringe Benefits 44

30 Facilities 45

31 Welfare Programs 46

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32 Recreational Activities 47

33 Companys People Programs 48

34 Work Timings 49

CHAPTER-I

1.1 COMPANY PROFILE

TOOLFAB ENGINEERING INDUSTRIES (P) LTD an over view

The first plant of what is now known as TOOLFAB ENGINEERINGINDUSTRIES (P) LTD

was established more than 35 years ago at Trichy by the persons Mr. C. Madan Mohan and Mr.

C. Harshavardhan. TOOLFAB ENGINEERING INDUSTRIES (P) LTD is one of the largest and

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leading engineering manufacturing enterprises, its kind in Trichy with a well recognized track

record of performance, earning profit continuously since 1972-73.

Work-Force

Administration staff : 45

Manager : 18

Engineers : 20

Asst. Engineers : 25

Foreman : 20

Technician : 15

Skilled Workers : 120

Semi Skilled : 60

Blasters & Painters : 20

Rigger : 18

Total : 361

Auxiliary Process Facilities available in Industrial Estate

Pipe Bending

Tube Expansion

Heat Treatment

Radiographic testing

Galvanizing

Heavy machining centers

Quality Accreditations and Inspection Agencies

Barath Heavy Electricals Ltd

National Thermal Power Corporation

Lloyds

Indian Institute of Quality Assurance

Tata projects Ltd

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Tata consultant Engineers

M.N.Dastur & Co.,

D.N.V. Inspection

Customers

M/s Bharth Heavy Electricals Ltd,. Trichy.

M/s Neyveli Lignite Corporation. Neyveli.

M/s Suzlon Energy Ltd., Pune.

M/s Larsen & Turbo Ltd., Mumbai, Kanchipuram & Chennai.

M/s Tata Projects Ltd., Hyderabad.

M/s Fouress Engineering (India) Ltd., Bangalore

M/s Pioneer Wincon Ltd. Chennai.

M/s Das Largerwey Wind Turbines Ltd., Pondicherry.

M/s Wescare India Ltd., Chennai.

M/s Arul mariamman Textiles ltd., Pollachi.

M/s Wind Power Ltd., Chennai.

M/s Textool Wind Energy Ltd., Combatore.

M/s IVRCL infrastructures projects Ltd., Thiruvarur.

M/s Hindustan Construction Co., Ltd., Kudankulam, Tirunelveli.

M/s Man Takraf (India) Pvt. Ltd.,

M/s Southern Railways

WELFARE ACTIVITIES

1. Three sets of uniform dresses are being issued for once in 2 years for all employees.

2. One pair of safety shoe for all employees.

3. Medical facilities are being extended to all employees at our factory dispensary.

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4. Provided rest shed for employees.

5. Lockers provided to all employees.

6. Bonus payment is adopted for all employees under productivity linked bonus scheme and

performance bonus scheme.

7. Festival advances for all employees.

8. Company picnic scheme.

9. Incentives scheme.

10. Insurance for all the employees.

11. Provident fund scheme for all employees.

12. Education advance for employees` son / daughter.

13. Group personal accident policy 24 hours coverage for all employees.

14. Sick leaves are introduced for the employees.

15. Moped loan scheme to employee.

1.2 COMPANY VISSION

Top 5 Engineering and manufacturing company in Trichy before 2009.

1.3 Product Manufactured

Significant job

Asias Largest 2 MW Wind Mill Tower trough

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M/s suzlon Energy Ltd., Pune.

Other Jobs

Ducting

Dampers

Structural columns

Structural Beams

Wind-Mill Towers

Expansion Bellows and

Steam Flow Diverter frame, etc,

1.4 ACHIVEMENTS

Companies turn over

The company has achieved sales turn over 1.72 million US$ in the year 2003-2004, 1.89million US$ in the year 2004-2005, 3.39million US$ in the year 2005-2007 and the last

assessment year its turn over is 4.5 million US$. 2006-2007 the company has projected 6.5

million US$

The company got ISO 9001 2000

The Second unit was started in year 1990 by the same persons

The Tired unit was started in year 1994 by the same persons

The Fourth unit was started in year 2001 by the same persons

The company got Private Limited Company in the year 2004 December

NEED FOR STUDY

The problem undertaken for the study identify and analysis the behaviour of the workers

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There is a need to understand how the workers react to the companys program and policies of the

organaization

The need of the organaization to know what are the various requirement and expectation of the

workers and various problems that the workers face in working place

Such a study and analysis would help TOOLFAB ENGINEERING INDUSTRIES (P) LTD, to

know about its strenth and weakness in their job, manager, compensation, employee benefits,

aand their work group.

It is the need of the organaization to know what type of program to be offer to workers

The company in taking certain policies and decision and to bring in new ideas and innovation may

use the finding of the study

CHAPTER-III

REVIEW OF LITERATURE

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EMPLOYEE SATSFACTION

INTRODUCTION

Job satisfaction plays an important in ensuring the organization commitment of its employees.

When an employee is satisfied, he/she is more committed to the organization. It is therefore

necessary to understand how job satisfaction can be enhanced in organization. Some researchers

are of the opinion that organizations willing to successful must know what workers want. What

keeps them happy, and what makes them stay. Some of the very important factors of employeessatisfaction are pay, Fringe benefits, operating conditions, co-workers, etc., That can be reviewed

from time to time to make employee satisfied and stay with the organization

The study of job satisfaction started with mayos study of productivity at the western electric

hawthorne plant in Chicago in 1933 (hodson, 1991) since then many researchers have studied the

various aspects of job satisfaction including mobley et al. (1979) ; Price and Mueller

(1981a,1981b, 1986); Bluedorn (1982); and mowday et al. (1982) among others . Job satisfaction

is defined as the extent of the positive affective orientation towards a job (Blegen and Mueller,

1987). Spector (1997) defined job satisfaction as the liking (satisfaction) or disliking

(dissatisfaction) behavior of the employees towards their job. Thus, it is the employees

emotional bond to their jobs.

Job satisfaction is often seen as a concept that concerns only an employees overall feeling about

the job, not the employees behavior towards the job, i.e., lateness, absenteeism, etc. (Smith et

al.,1969; and Blegen and Mueller, 1987). Porter et al. (1974) view job satisfaction as the sum

total of an individuals met expectations. Some researchers have attempted to measure the global

job satisfaction but there was also a concern to measure different dimensions of job satisfaction.

Careful analysis of these dimensions in an organization can bring more depth to devising

strategies to enhance the job satisfaction of employees. Some of the traditional factors that

contribute to job satisfaction are co-workers, pay, job conditions, supervision, nature of the work,

and benefits.

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DEFINITION

Job satisfaction a worker's sense of achievement and success, is generally perceived to be directly

linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one

enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction further

implies enthusiasm and happiness with one's work. The Harvard Professional Group (1998) sees

job satisfaction as the keying redient that leads to recognition, income, promotion, and the

achievement of other goals that lead to a general feeling of fulfillment.

Importance of Employee Satisfaction

Employee satisfaction is important in all the organization because it: keeps and motivate people

to work well in the organization

Pay

Promotion

Work Task

Coworkers

Supervisors

Safety

Training and development

Co operation

Friendliness

Fair treatment

Equalopportunity

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Many economists consider self-reported job satisfaction as a fascinating

subjective variable (Levy-Garboua and Montmarquette, 2002:1). This

attraction recently resulted in a number of studies in the empirical analysis

of well-being, specifically in job satisfaction. Job satisfaction has been

investigated in several disciplines such as psychology (Argyle 1989),

sociology (Hodson,1985; Kalleberg and Loscocco ,1983), economics

(Hamermesh 1977, 2001; Freeman, 1978), and management sciences (Hunt

and Saul ,1975). Employers prefer that their employees be satisfied, since

employees satisfaction is closely related to their labor market behavior such

as productivity, quits and absenteeism. Several findings indicate that job

satisfaction is as good predictor of quits as wages(Freeman, 1978; Akerlof et

al., 1988; Clark et al. (1998). For this reason it is important to study the

determinants of job satisfaction. Different aspects of job satisfaction are

studied in the literature.

These include job satisfaction with gender (Clark ,1997), wage growth (Clark ,

1999), age (Hunt and Saul (1975), Clark et al., 1996), comparison income and

unemployment (Clark and Oswald, 1994,1996) work environment (Idson,

1990), work environment and relations with managers (Gazioglu and Tansel,

2002). Locke (1976) defines the job satisfaction as the individuals subjective

valuation of different aspects of their job. Higher job satisfaction may be due

to improvements in the objective aspects of the job either from reduced

expectations or dissatisfing aspect of job is downplayed while pleasing

aspects are given greater weight. Hamermesh (1977) is one of the first

studies that used job satisfaction data to investigate a model of occupational

choice. This paper analyses four different measures of job satisfaction, using

British data and investigates their relationship to individual and job

characteristics. Individual characteristics include age, sex, education and

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gender. Job characteristic include income, establishments size, hours of work

and industrial composition.

Clark (1996)used British Household Panel Data (BHPD91) from 1991 to

investigate the determinants of job satisfaction. We use a more recent (1997)

and larger data set in order to see whether the previously obtained results

are upheld. Although the job satisfaction measures we use are somewhat

different than those of Clark and others, a number of results that are

commonly obtained with international data are found to hold in our data set

as well.

One special difference from the previous results in that the married

individuals have lower job satisfaction levels than the unmarried in our data

set. Further, it was noteworthy that individuals in education and health

sectors are less satisfied with their pay but more satisfied with their sense of

achievement. 4 Section 2 presents a brief discussion of our data and the

various measures of job satisfaction used in this study. Section 3 analyses

the ordered probit estimation results of the relationship between job

satisfaction measures and a number of individual and job characteristics.

Section 4 includes concluding remarks

It is an obvious statement but high employee satisfaction levels can reduce employee turnover

Dissatisfied employees tend to perform below their capabilities, result in high turnover of staff

and leave their jobs relatively quickly , and are not very likely to recommend your company as an

employer. Employee satisfaction research gives employees a voice and also allows the

pinpointing of problematic areas, leading to the raising of staff satisfaction levels, developing and

reviewing of staff management, and optimizing corporate communication.

Issues our research covers the current workplace situation, management styles/attitudes, internal

communication, workplace atmosphere, corporate culture/vision and image.

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Employee satisfaction research encompasses many different research techniques but the

measurement of satisfaction is only the first step to improving employee.Employee satisfaction

market research may not be as expensive as you think. Moving your staff satisfaction research to

the web will dramatically reduce the cost and significantly improve the quality of the results you

receive. In fact, employee surveys conducted online have resulted in approximately 75%

completion rates compared to 65% for the traditional paper and pencil methodology.

Job Security

With regards to job security the survey question asked if the respondent

agrees with the following statement: I feel that that my job is secure in this

work place. In this study, those who strongly agree or agree with this

statement are assigned a value of one and zero otherwise. Inclusion of this

dummy variable in the regressions in Table 3 indicates that a secure job

leads to highly significant, higher satisfaction levels for all measures of

satisfacion considered.

The issue of job security and job satisfaction is investigated by Blanchflower

and Oswald (1999). They also found that job satisfaction is higher among

those with secure jobs. Blanch flower and Oswald further asked the question

if US job satisfaction falling because of increasing job insecurity or because of

the decline of trade unions. They found that the answer was negative to both

of the querries

EMPLOYEE

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Someone hired by an employer under a contract of employment to perform work on a regular

basis at the employer's behest. An employee works either at the employer's premises or at a place

otherwise agreed, is paid regularly, and enjoys fringe benefits and employment protection.

EMPLOYEE BENEFITS

Employee benefits are the assortment of rewards and compensation schemes that move from the

employer to the employee. It is an effective instrument for boosting the motivation level of the

employees. The paper examines the different employee benefit options. In this context, some

related federal laws are also discussed.

SATISFACTION

The act of satisfying, or the state of being satisfied; gratification of desire; contentment in

possession and enjoyment; repose of mind resulting from compliance with its desires or demands.

"The mind having a power to suspend the execution and satisfaction of any of its desires." Locke.

Settlement of a claim, due, or demand; payment; indemnification; adequate compensation. "Weshall make full satisfaction." Shak

That which satisfies or gratifies; atonement. "Die he, or justice must; unless or him some other,

able, and as willing, pay the rigid satisfaction, death for death." Milto

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CHAPTER-IV

OBJECTIVES OF THE STUDY

To study about employees expectation on their job

To study the employees opinion about their career development and their manager

To study about employees opinion about their training program and work group

To study about employees satisfaction level welfare measure and other benefits

To study about employees compensation level

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CHAPTER-V

RESEARCH METHODOLOGY

5.1 INTRODUCTION

Business research is a systematic enquiry that provides Information to guide business decisions

and aimed to solve managerial problems. Business research is of recent origin and it is largely

supported by business organizations that hope to achieve competitive advantages.

Research methodology is a way to systematically solve the research problems. It may be

understood as a science of studying how research is done scientifically. It includes the overall

research design, the sampling procedure, data collection method and analysis procedure.

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5.2 RESEARCH DESIGN

The research design stands for advance planning of the method to be adopted for collection the

relevant data and the techniques to be used in adopted for collecting the relevant data and the

techniques to be used in analysis, keeping the view the objectives of the research and availability

time.

In general, research design is the conceptual structure within which research is conducted: it

constitutes the blue print for the collection, measurement and analysis of data.

Descriptive Research

Descriptive research study includes surveys and fact-finding enquires of different kinds, which

help the researchers to describe the present situation that makes the analysis about the

effectiveness of employee satisfaction among the employees and helps to reach the objective.

5.3 SAMLING DESIGN/TECHNIQUES

Sampling design is to clearly define set of objective, technically called the universe to be studied.

This research has finite set of universe and the sampling design used in the study is probability

sampling. Sampling technique used is simple random sampling method.

5.4 SAMPLE UNIT/SAMPLE SIZE

The item selected from the population constitutes the sample size. The study covers the

employees of all level people in the company. Total sample size for the study is 100. The

population size is 361.

5.5 DATA COLLECTION METHOD

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Source of Data

Both primary and secondary data are used for the data collection.

Primary data

The primary data is collected from the respondents through questionnaire. The questionnaire

consists of various questions focusing on the internal communication process between employer

and employee relationship in the company. The responses are collected from them and used for

analysis. The questionnaire is constructed as the heart of survey operation.

Secondary data

The research collected the secondary data from books, Web sites etc. The data relating to the

history of the company is collected from the personal manual and the records of the company.

5.6 DATA ANALYSIS TOOLS

Tools for analysis

The collected data analyzed sing the methods of simple percentage, chi-squre test and

weighted average method. The analyzed data is presented using charts and tables.

CHI-SQUARE

(Oij-Eij)

2

2 = ___________

Eij

Where

Oij = Observed frequency of the cell inith row and jth column.

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Eij = Expected frequency of the cell inith row and jth column.

WEIGHTED AVERAGE METHOD

X = WX/W

W = Number of respondents

X = Rating given by the respondents

CORRELATION

CHAPTER-VI

ANALYSIS AND INTERPERTATION

TABLE-6.1 DEPARTMENT OF RESPONDENTS

S.No DEPARTMENTNo. Of RESPONDENTS

(in 100 )

1 PRODUCTION 45

2 QUALITY CONTROL 7

3 LOGISTIC 9

4 HR 6

5 OTHERS 33

INFERENCE

From the above table, it is clear that 45% of the respondents are belong the production

department, 7% of the respondents are belong to the quality control, 9% of the respondents

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are belong logistic department, 6% of the respondent are belong the HR ( HUMAN

RESOURCE ) department and 33% of respondents are belong to the other departments

(material planning, stores, etc,.)

D

40

45

50

PERCENTAG

ETABLE-6.2 SATISFACTION OF THEIR WORK

S.No OpinionNo. Of RESPONDENTS

(in 100 )

1 MOST AGREE 53

2 AGREE 26

3 NUETRAL 13

4 DIS AGREE 8

5 MOST DISAGREE 0

INFERENCE

From the above table, it is clear that 53% of the respondents are most agree with their job

and kind of work I do, 26% of the respondent are agree, 13 of the respondents are neutral,

8% of the respondents are disagree and no one get most disagree in the above statement.

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SATISFACTION OF THEIR WORK

53

26

13

8

0

0

10

20

30

40

50

60

MOST AGREE AGREE NUETRAL DIS AGREE MOST DISAGREE

1 2 3 4 5

TABLE-6.3 JOB ARE CHALLENGING AND INTERSTING


(in 100 )

1 MOST AGREE 29

2 AGREE 37

3 NUETRAL 27

4 DIS AGREE 4

5 MOST DISAGREE 3

INFERENCE

From the above table, it is clear that 29% of the respondents are most agree with their job

challenging and interesting, 37% of the respondent are agree, 27%of the respondents are

neutral, 4% of the respondents are disagree and 3% of the respondent are most disagree in

the above statement.

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J OB ARE CHALLENGING AND INTERSTING No. Of RESPONDENTS (in 100 )

29

37

27

43

0

5

10

15

20

25

30

35

40


1 2 3 4 5

TABLE-6.4 RELEVENT TRAINNIG


(in 100 )

1 MOST AGREE 26

2 AGREE 31

3 NUETRAL 25

4 DIS AGREE 9

5 MOST DISAGREE 9

INFERENCE

From the above table, it is clear that 26% of the respondents are most agree with their

training for present job, 31% of the respondent are agree, 25%of the respondents are neutral,

9% of the respondents are disagree and 9% of the respondent are most disagree in the above

statement.

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RELEVENT TRAINING

26

31

25

9 9

0

5

10

15

20

25

30

35


TABLE-6.5 EXPECTED OF THEIR WORK


(in 100 )

1 MOST AGREE 34

2 AGREE 16

3 NUETRAL 29

4 DIS AGREE 17

5 MOST DISAGREE 4

INFERENCE


expected work, 16% of the respondent are agree, 29%of the respondents are neutral, 17% of

the respondents are disagree and 4% of the respondent are most disagree in the above

statement

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EXPECTED OF THEIR WORK

34

16

29

17

4

0

5

10

15

20

25

30

35

40


TABLE-6.6 MATERIAL / EQUIPMENTS

S.No OpinionNo. Of

RESPONDENTS

(in 100 )

1 MOST AGREE 42

2 AGREE 20

3 NUETRAL 22

4 DIS AGREE 16

5 MOST DISAGREE 2

INFERENCE


material/equipment and tools are, 20% of the respondent are agree, 22%of the respondents

are neutral, 16% of the respondents are disagree and 2% of the respondent are most disagree

in the above statement.

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MATERIAL / EQUIPMENTS No. Of RESP ONDENTS (in 100 )

42

20

22

16

2

0

5

10

15

20

25

30

35

40

45


1 2 3 4 5

TABLE-6.7 WORKING CONDITION

S.No Opinion

No. Of

RESPONDENTS(in 100 )

1 MOST AGREE 29

2 AGREE 39

3 NUETRAL 24

4 DIS AGREE 10

5 MOST DISAGREE 3

INFERENCE


working conditions, 39% of the respondent are agree, 24%of the respondents are neutral,

10% of the respondents are disagree and 3% of the respondent are most disagree in the

above statement.

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WORKING CONDITION No. Of RESP ONDENTS ( in 100 )

29

39

24

10

3

0

5

10

15

20

25

30

35

40

45


1 2 3 4 5

TABLE-6.8 PRESENT JOB


(in 100 )

1 MOST AGREE 31

2 AGREE 20

3 NUETRAL 25

4 DIS AGREE 18

5 MOST DISAGREE 7

INFERENCE


present job, 20% of the respondent are agree, 25%of the respondents are neutral, 18% of the

respondents are disagree and 7% of the respondent are most disagree in the above statement.

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PRESENT JOB

31

20

25

18

7

0

5

10

15

20

25

30

35


1 2 3 4 5

TABLE-6.9 EFFORT OF FILLING VACANCIES


(in 100 )

1 MOST AGREE 52

2 AGREE 24

3 NUETRAL 8

4 DIS AGREE 15

5 MOST DISAGREE 1

INFERENCE

From the above table, it is clear that 52% of the respondents are most agree with company

requirement, 24% of the respondent are agree, 8%of the respondents are neutral, 15% of the


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EFFORT OF FILLING VACANCIES

52

24

8

15

1

0

10

20

30

40

50

60


1 2 3 4 5

TABLE-6.10

JOB OPPERTUNITIES


(in 100 )

1 MOST AGREE 13

2 AGREE 39

3 NUETRAL 42

4 DIS AGREE 5

5 MOST DISAGREE 1

INFERENCE

From the above table, it is clear that 13% of the respondents are most agree with job

opportunities, 39% of the respondent are agree, 42%of the respondents are neutral, 5% of the


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JOB OPPERTUNITIES

13

39

42

5

1

0

5

10

15

20

25

30

35

40

45


1 2 3 4 5

TABLE-6.11 PROMOTION


(in 100 )

1 MOST AGREE 25

2 AGREE 28

3 NUETRAL 19

4 DIS AGREE 12

5 MOST DISAGREE 16

INFERENCE


promotion, 28% of the respondent are agree, 19%of the respondents are neutral, 12% of the

respondents are disagree and 16% of the respondent are most disagree in the above

statement.

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PROMOTION

25

28

19

12

16

0

5

10

15

20

25

30


1 2 3 4 5

TABLE-6.12 OPPERTUNITIES FOR TRAINING


(in 100 )

1 MOST AGREE 34

2 AGREE 24

3 NUETRAL 22

4 DIS AGREE 15

5 MOST DISAGREE 5

INFERENCE


training opportunity, 24% of the respondent are agree, 22%of the respondents are neutral,


above statement

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OPPERTUNITIES FOR TRAINING

34

24

22

15

5

0

5

10

15

20

25

30

35

40


1 2 3 4 5

TABLE- 6.13 MY MANAGER IMMEDIATE SUPERVISOR


(in 100 )

1 MOST AGREE 42

2 AGREE 28

3 NUETRAL 23

4 DIS AGREE 6

5 MOST DISAGREE 3

INFERENCE


manager trust, 28% of the respondent are agree, 23%of the respondents are neutral, 6% of

the respondents are disagree and 3% of the respondent are most disagree in the above

statement.

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MY MANAGER IMMEDIATE SUPERVISOR

42

28

23

6

3

0

5

10

15

20

25

30

35

40

45


1 2 3 4 5

36


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TABLE 6.14 MANAGERS HELPS TO IMPROVE MYSELF


(in 100 )

1 MOST AGREE 10

2 AGREE 35

3 NUETRAL 46

4 DIS AGREE 6

5 MOST DISAGREE 3

INFERENCE


manager helps to improve myself, 35% of the respondent are agree, 46%of the respondents

are neutral, l6% of the respondents are disagree and 3% of the respondent are most disagree


MANAGER HELPS TO IMPROVE MYSELF

10

35

46

6

3

0

5

10

15

20

25

30

35

40

45

50


1 2 3 4 5

TABLE 6.15 PROMPT AND FAIR CORRCTIVE ACTION

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(in 100 )

1 MOST AGREE 30

2 AGREE 23

3 NUETRAL 27

4 DIS AGREE 17

5 MOST DISAGREE 3

INFERENCE


manager takes prompt and fair corrective action on employees who fail to perform, 23% of

the respondent are agree, 27%of the respondents are neutral, 17% of the respondents are

disagree and 3% of the respondent are most disagree in the above statement.

PROMPT AND FAIR CORRCTIVE ACTION

30

23

27

17

3

0

5

10

15

20

25

30

35


1 2 3 4 5

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TABLE 6.16 MANAGERS AVAILABLE WHEN I NEED ADVICE


(in 100 )

1 MOST AGREE 54

2 AGREE 12

3 NUETRAL 19

4 DIS AGREE 13

5 MOST DISAGREE 2

INFERENCE

From the above table, it is clear that 54% of the respondents are most agree with there is

available when they need advice, 12% of the respondent are agree, 19%of the respondents



MANAGER AVAILABLE WHEN I NEED ADVICE

54

12

19

13

2

0

10

20

30

40

50

60


1 2 3 4 5

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TABLE 6.17 I FEEL FREE TO TALK OPENLY AND HONESTLY TO

MY MANAGER


(in 100 )

1 MOST AGREE 17

2 AGREE 43

3 NUETRAL 28

4 DIS AGREE 10

5 MOST DISAGREE 2

INFERENCE


manager talk freely and honestly, 43% of the respondent are agree, 28%of the respondents



I FEEL FREE TO TALK OPENLY AND HONESTLY TO MY MANAGER

17

43

28

10

2

0

5

10

15

20

25

30

35

40

45

50


1 2 3 4 5

40


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TABLE 6. 18 MANAGER KNOW WHAT IS GOING IN MY GROUP

S.No Opinion

No. Of

RESPONDENTS

(in 100 )

1 MOST AGREE 26

2 AGREE 25

3 NUETRAL 32

4 DIS AGREE 4

5 MOST DISAGREE 5

INFERENCE


manager know what is going in my group, 25% of the respondent are agree, 32%of the

respondents are neutral,4% of the respondents are disagree and 5% of the respondent are

most disagree in the above statement.

MANAGER KNOW WHAT IS GOING IN MY GROUP

2625

32

45

0

5

10

15

20

25

30

35


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TABLE 6.19

MANAGER DOING A GOOD JOB


(in 100 )

1 MOST AGREE 35

2 AGREE 26

3 NUETRAL 22

4 DIS AGREE 15

5 MOST DISAGREE 2

INFERENCE


manager s doing good job, 26% of the respondent are agree, 22%of the respondents are

neutral, l5% of the respondents are disagree and 2% of the respondent are most disagree in


MANAGER DOING A GOOD JOB

35

26

22

15

2

0

5

10

15

20

25

30

35

40


1 2 3 4 5

TABLE 6.20 FAIRLY DISTRIBUTED IN MY WORK GROUP

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S.No Opinion

No. Of

RESPONDENTS

(in 100 )

1 MOST AGREE 42

2 AGREE 21

3 NUETRAL 24

4 DIS AGREE 9

5 MOST DISAGREE 4

INFERENCEFrom the above table, it is clear that 42% of the respondents are most agree with their work

fairly distributed in my wok group, 21% of the respondent are agree, 24%of the respondents

are neutral, 9% of the respondents are disagree and 4% of the respondent are most disagree


FAIRLY DISTRIBUTED IN MY WORK GROUP

42

21

24

9

4

0

5

10

15

20

25

30

35

40

45


1 2 3 4 5

43


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TABLE 6.21 HOW MEMBERS OF MY GROUP SOLVE PROBLEMS


(in 100 )

1 MOST AGREE 12

2 AGREE 33

3 NUETRAL 39

4 DIS AGREE 14

5 MOST DISAGREE 2

INFERENCE

From the above table, it is clear that 12% of the respondents are most agree with how

members of my group solve problem, 33% of the respondent are agree,39%of the

respondents are neutral, l4% of the respondents are disagree and 2% of the respondent are


HOW MEMBERS OF MY GROUP SOLVE PROBLEMS

12

33

39

14

2

0

5

10

15

20

25

30

35

40

45


1 2 3 4 5

44


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TABLE 6. 22 WORK GROUP WORKS WELL


(in 100 )

1 MOST AGREE 24

2 AGREE 28

3 NUETRAL 30

4 DIS AGREE 16

5 MOST DISAGREE 2

INFERENCE

From the above table, it is clear that 24% of the respondents are most agree with their work

group works well together, 28% of the respondent are agree, 30%of the respondents are



WORK GROUP WORKS WELL

24

28

30

16

2

0

5

10

15

20

25

30

35


1 2 3 4 5

TABLE 6.23 FEEL FREE TO TALK OPENLY AND HONESTLY

WITH GROYP MEMBER

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(in 100 )

1 MOST AGREE 27

2 AGREE 18

3 NUETRAL 17

4 DIS AGREE 28

5 MOST DISAGREE 10

INFERENCE

From the above table, is shows that 27% of the respondents are most agree with we able to

talk freely and honestly with their group18% of the respondent are agree, 17%of the

respondents are neutral, 28% of the respondents are disagree and 10% of the respondent are


FEEL FREE TO TALK OPENLY AND HONESTLY WITH GROUP MEMBERS

27

1817

28

10

0

5

10

15

20

25

30


1 2 3 4 5

TABLE 6.24 MONTHLY SALARY

S.No MONTHLY INCOME NO. OF

RESPONDENTS

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(in 100 )

1 BELOW 5000 22

2 5000-10000 56

3 10000-20000 16

4 ABOVE 20000 6

INFERENCE

From the above table, it is shows that 22% of the respondents are getting monthly income

below 5000, 56% of the respondents are getting monthly income

5000-10000, 16% of the respondents are getting monthly income 10000-20000 and 6% of

respondents are getting monthly income Above 20000.

MONTHLY SALARY

22

56

16

6

0

10

20

30

40

50

60

BELOW 5000 5000-10000 10000-20000 ABOVE 20000

1 2 3 4

TABLE 6.25 SATIFACTION OF SALARY LEVEL


(in 100 )

1 MOST AGREE 35

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2 AGREE 33

3 NUETRAL 16

4 DIS AGREE 6

5 MOST DISAGREE 10

INFERENCE

From the above table, it is clear that 35% of the respondents are most agree with their salary

is satisfied, 33% of the respondent are agree, 16%of the respondents are neutral, 6% of the

respondents are disagree and 10% of the respondent are most disagree in the above

statement.

SATIFACTION OF SALARY LEVEL

35

33

16

6

10

0

5

10

15

20

25

30

35

40


1 2 3 4 5

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TABLE 6.26 MONITORY BENIFITIES


(in 100 )

1 MOST AGREE 15

2 AGREE 40

3 NUETRAL 34

4 DIS AGREE 8

5 MOST DISAGREE 3

INFERENCE


monitory benefits are satisfied, 40% of the respondent are agree, 34%of the respondents are



MONITORY BENIFITIES

15

40

34

8

3

0

5

10

15

20

25

30

35

40

45


1 2 3 4 5

TABLE 6.27 OVER TIME WAGES

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S.No Opinion

No. Of

RESPONDENTS

(in 100 )

1 MOST AGREE 26

2 AGREE 32

3 NUETRAL 26

4 DIS AGREE 12

5 MOST DISAGREE 4

INFERENCE

From the above table, it is clear that 26% of the respondents are most agree with their over

time wages are satisfied, 32% of the respondent are agree, 26%of the respondents are



OVER TIME WAGES

26

32

26

12

4

0

5

10

15

20

25

30

35


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TABLE 6.28 INCENTIVES

S.No Opinion

No. Of

RESPONDENTS

(in 100 )

1 MOST AGREE 17

2 AGREE 29

3 NUETRAL 23

4 DIS AGREE 22

5 MOST DISAGREE 9

INFERENCE


incentives are satisfied, 29% of the respondent are agree, 23%of the respondents are neutral,


above statement.

INCENTIVES

17

29

2322

9

0

5

10

15

20

25

30

35


1 2 3 4 5

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TABLE 6.29 FRINGE BENIFITIES

S.No Opinion

No. Of

RESPONDENTS

(in 100 )

1 MOST AGREE 14

2 AGREE 17

3 NUETRAL 13

4 DIS AGREE 37

5 MOST DISAGREE 19

INFERENCE

From the above table, it is clear that 14% of the respondents are most agree with their fringe

benefits are satisfied, 17% of the respondent are agree, 13%of the respondents are neutral,


above statement.

FRINGE BENIFITIES

14

17

13

37

19

0

5

10

15

20

25

30

35

40


1 2 3 4 5

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TABLE 6.30 FACILITIES


(in 100 )

1 MOST AGREE 22

2 AGREE 44

3 NUETRAL 15

4 DIS AGREE 12

5 MOST DISAGREE 17

INFERENCE


facilities are satisfied, 44% of the respondent are agree, 15%of the respondents are neutral,


above statement.

FACILITIES

22

44

15

12

17

0

5

10

15

20

25

30

35

40

45

50


1 2 3 4 5

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TABLE 6.31 WELFARE PROGRAMS


(in 100 )

1 MOST AGREE 40

2 AGREE 29

3 NUETRAL 14

4 DIS AGREE 7

5 MOST DISAGREE 10

INFERENCE

From the above table, it is clear that 40% of the respondents are most agree with employee

welfare program such as rewards and food coupons are satisfied, 29% of the respondent are

agree,14 %of the respondents are neutral, 7% of the respondents are disagree and 10% of the

respondent are most disagree in the above statement.

WELFARE PROGRAMS

40

29

14

7

10

0

5

10

15

20

25

30

35

40

45


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TABLE 3.32 RECREATIONAL ACTIVITIES

S.No Opinion

No. Of

RESPONDENTS

(in 100 )

1 MOST AGREE 12

2 AGREE 25

3 NUETRAL 33

4 DIS AGREE 13

5 MOST DISAGREE 17

INFERENCE

From the above table, it is clear that 12% of the respondents are most agree with the

recreational activities are satisfied, 25% of the respondent are agree,33 %of the respondents

are neutral, 13% of the respondents are disagree and 17% of the respondent are most

disagree in the above statement.

RECREATIONAL ACTIVITIES

12

25

33

13

17

0

5

10

15

20

25

30

35


1 2 3 4 5

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TABLE 3.33 COMPANYS PEOPLE PROGRAMS

S.No Opinion

No. Of

RESPONDENTS

(in 100 )

1 MOST AGREE 29

2 AGREE 27

3 NUETRAL 23

4 DIS AGREE 12

5 MOST DISAGREE 9

INFERENCE

From the above table, it is clear that 29% of the respondents are most agree with companys

people program are satisfied, 27% of the respondent are agree,23%of the respondents are



COMPANYS PEOPLE PROGRAMS

29

27

23

12

9

0

5

10

15

20

25

30

35


1 2 3 4 5

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TABLE 3.34 WORK TIMINGS

S.No TIMINGS

No. Of

RESPONDENTS

(in 100 )

1 9:00-5:30 43

2 9:30-6:00 11

3 10:00-7:00 10

4 FLEXI TIME 36

INFERENCE

From the above table, is shows that 43% of respondents are like to work the timings 9:00-

5:30, 11% of respondents are like to work the timings 9:30-6:00, 10% of respondents are like

to work the timings 10:00:7:00 and 36% of respondents are like to work in flexi timings.

WORK TIM INGS

43

1110

36

0

5

10

15

20

25

30

35

40

45

50

9:00-5:30 9:30-6:00 10:00-7:00 FLEXI TIME

CHI-SQUARE TEST

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The chi-square test is an important test amongst the several tests of significant. Chi-square,

symbolically written as 2(pronounced as ki-square), is a statistical measure used in the

context of sampling analysis for comparing a variance to a theoretical variance.

It can also be used to make comparisons between theoretical populations and actual data

when categories are used. Thus, the chi-squre is applicable in large number of problems. The

test is, in fact, a technique to through the use of which it is possible got all researchers to (i)

test the goodness of fit; (ii) test the significant of association between two attributes, and (iii)

test the homogeneity or the significance of population variance.

(Oij-Eij)2

2 = ----------------

Eij

Where

Oij = Observed frequency of the cell inith row and jth column.

Eij = Expected frequency of the cell inith row and jth column.

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Chi-square test between various department respondents and the

employee monthly income in their work task.

DEPARTMENT

MONTHLY INCOMETOTAL

MOST AGREE AGREE NEUTRAL DIS AGREEMOST

DISAGREE

PRODUCTION16 16 6 2 5 45

LOGISTIC 3 4 2 0 0 9

QUALITY

CONTROL2 4 0 0 1 7

HR 2 2 1 0 1 6

OTHERS 11 8 7 4 3 33

TOTAL 34 34 16 6 10 100

Source: Primary Data

(H0): There is no significant relationship between various departments and monthly

Income of the employee.

(H1): There is significant relationship between various departments and monthly income

Of the employee

CHI-SQARE TEST

Calculated 2Value

Table Value Degree of

Freedom

Significant

level

11.4104 7.962 16 5%

INFERENCE

Its observed above the table that the calculated value is of chi-square is greater than the table

value. Hence the null hypothesis is rejected and it is concluded that there is significant

relationship between various department respondents and monthly income of the employee.

WEIGHTED AVERAGE METHOD

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Weighted average method for rank the monitory benefits what are all given by the organization

S.N

o Attributes Advances

Traveling

Allowances

House Rent

Allowances

Dearness

Allowances

1 Most Agree 73 5 2 22 32

2 Agree 13 18 25 14 18

3 Neutral 8 24 24 24 27

4 Dis Agree 6 30 19 21 8

5Most Dis

Agree0 23 30 19 15

6 Total 100 100 100 100 100

Formula

X = WX/W

W = Number of respondents

X = Rating given by the respondents

AdvancesTraveling

AllowancesHouse RentAllowances

DearnessAllowances

Providentfund

X W X1 Wx1 X2 Wx2 X3 Wx3 X4 Wx4 X5 Wx5

1 5 73 365 5 25 2 10 22 110 32 160

2 4 13 52 18 72 25 100 14 56 18 72

33 8 24 24 72 24 72 24 72 27 82

4 2 6 12 30 24 19 38 21 42 8 16

5 1 0 0 23 30 30 30 19 19 15 15

Total 100 453 100 223 100 250 100 299 100 345

CW 4.53 2.23 2.5 2.99 3.45

Rank 1 5 4 3 2

INFERENCE

From the above table most of the respondents are satisfied with Advances followed by

Provident fund.

CORRELATION

The correlation between working conditions and organization promotion can be find out

trough the table

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Correlation between table working conditions and organization promotions structure

Opinion Monthly

income

Over time

wages

X

X-x

Y

Y-y

X2 Y2 XY

MOST

AGREE35 26

15 6 225 36 75

AGREE 33 32 13 12 169 144 104

NUETRAL 16 26 -4 6 16 36 4

DISAGREE 6 12 -16 -8 256 64 128

MOST

DISAGREE10 4

-10 -16 100 256 40

TOTAL 100 100 766 536 351

R = 0.547

INFERENCE

There is positive correlation between monthly income and over time wages. It means the

increase or decrease in monthly income and it will leads to increase or decrease overtime

wages.

CHAPTER-VII

FINDINGS OF STUDY

Majority of the respondents (45%) belong to the production department.

53% of respondents most agree that their works are satisfied.

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37% of respondents agree that their works are interesting and challenging.

31% of respondents agree that they are get relevant training.

34% of respondents agree that they are understood what work expected from

them.

42% of respondents most agree that they have material/ equipments and tools

for do

their job.

39% of respondents agree that working condition is satisfied.

31% of respondents agree that over all present job are satisfied.

52% of respondents most agree that the company take efforts to fill the

vacancies.

42% of respondents neutral about the company job opportunities.

28% of respondents agree and 16% are most disagree, 12% are disagree the

Promotions are satisfied.

34% of respondents most agree that opportunity for training.

42% of respondents most agree that their manager immediate supervisor.

46% of respondents neutral about manager helps to improve them self.

30% of respondents most agree that manager takes prompt and fair corrective

action

on employee who fails to work perform.

54% of respondents most agree that manager is available when they need

advice.

43% of respondents agree that I feel free to talk openly and honestly to my

manager.

42% of respondents most agree that work fairly distributed in my work group.

28% of respondents disagree and 10% of respondents most disagree that feel

free to

Talk openly and honestly with group members.

Majority of the respondents (56%) belong the salary level Rs5000-10000.

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35% of the respondents most agree 33% of respondents are agree and 10% of

respondents most disagree with their salary are satisfied.

40% of respondents agree that the monitory benefits are satisfied.

32% of respondents agree and 26% of respondents most agree that over time

wages

are satisfied.

37% of respondents disagree and 19% most disagree that their fringe benefits

are

Satisfied.

44% of respondents agree that over all facilities are satisfied.

40% of respondents most agree their welfare programs are satisfied.

Majority of the respondents (43%) are like 9:00 5:30 and 36% of

respondents are

like flexi timings

There is having Differences between Monthly Salary and Departments.

Because of salary problem turn over get increases.

There is have differences between various department employees and their

monthly

Income.

Most of the respondents are satisfied with Advances followed by Provident

fund.

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RECOMMENDATION AND SUGGESION

Proper mechanism for communication for all levels

Safety & fire training for contract labour.

Performance oriented awards should be given.

Implementation of performance appraisal programme.

There is no personal motivation in individuals. So want motivate the employee.

Promotion policy & criteria of qualifications at each level for promotion.

There are no such welfare activities taking place which needs improvement.

Organizing the annual day and family tour to develop belongingness.

Respect to everyone because all are important.

Giving job opportunity to respondents, its helps to develop the company and reach top level

soon.

Treat all the department employees are equally and give salary according to their job.

According to project want to change the work timings.

More & more discussions should take place between superiors & subordinates. Get

together should take place on department & company level.

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CONCLUSION

The aspect employee satisfaction is important vital role of the organization its helps improve

the productivity of on organization. TOOLFAB ENGINEERING INDUSTRIES (P) LTD,

Majority of the employees is satisfied about their facilities and all the benefits, so company

work going very smoothly.

Some of them not satisfied about their salary, other monitory benefits and their promotions.

The company communicates express their objectives and targets to the labours. Apart from

the available facilities, the company should look into the problems and introduce for better

work environment, working condition and better productivity

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CHAPTER-X

LIMITATION OF THE STUDY

The study may be applicable only to TOOLFAB ENGINEERING

INDUSTRIES (P) LTD.

The data have been collected from the present permanent employees only. So it may

vary in the future.

There may be a personal bias of the respondent, when affect the result of the study.

The duration of the study is limited. So it may not be able to cover the entire

scope.

The statistical tools have got that own weakness, it may affect the

interpretation of

the study.

Most of the employees not co operate with the research.

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SCOPE FOR FURTHER STUDY

The study on employee satisfaction provides an attempt to know the satisfaction level

of employee in TOOLFAB ENGINEERING INDUSTRIES (P) LTD.

This study serves as a base for taking up many other research studies in the

forthcoming years. Further, the study can be expended in the filed of studying the

tools for develop the employee satisfaction and employee reaction and it helps to

analyze the scope for the improvement of existing system and it helps to analyze the

interaction among various level of the employee.

BIBLOGRAPHY

Dipak Kumar Bhattacharyya, Human Resource Management, Excel books, New

Delhi, 2006

Kothari.C.R., Research Methodology, New Age International (p) limited, New Delhi,

Reference Websites

www.citehr.com

www.goole.com

www.yahoo.com

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http://www.citehr.com/http://www.goole.com/http://www.yahoo.com/http://www.citehr.com/http://www.goole.com/http://www.yahoo.com/


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ANNEXURE

Employee Satisfaction Survey

Name:

Designation:

Department:

1 Most agree, 2 Agree, 3 neutral, 4 Disagree, 5 Most Disagree

Your JOB

1. I am satisfied with my job and the kind ofwork I do.

(1) (2) (3) (4) (5)

2. My job are challenging and interesting.(1) (2) (3) (4) (5)

3. I am getting enough relevant training formy present job.

(1) (2) (3) (4) (5)

4. I understand what is expected of me inmy work.

(1) (2) (3) (4) (5)

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5. I have the material/equipment and tools Ineed to do my job well

(1) (2) (3) (4) (5)

6.I am satisfied with my working conditions.

(1) (2) (3) (4) (5)

7. Overall, I am satisfied with my present job. (1) (2) (3) (4) (5)

Career and Development

1. The company makes every effort to fillvacancies from within before recruitingfrom outside.

(1) (2) (3) (4) (5)

2. I am satisfied with the job opportunities inthe company. (1) (2) (3) (4) (5)

3Promotion goes to those who mostdeserve it.

(1) (2) (3) (4) (5)

I am satisfied with the opportunities for

training.

(1) (2) (3) (4) (5)

Your Manager

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1.

My manager (immediate supervisor) trusts me.

(1) (2) (3) (4) (5)

2. My manager helps me to improve myself.(1) (2) (3) (4) (5)

3. My manager takes prompt and faircorrective action on employees who fail to

perform their work satisfactorily.

(1) (2) (3) (4) (5)

4.My manager is available when I needadvice. (1) (2) (3) (4) (5)

5.I feel free to talk openly and honestly to mymanager

(1) (2) (3) (4) (5)

6. My manager knows what is going on in mywork group. (1) (2) (3) (4) (5)

7. My manager is doing a good job. (1) (2) (3) (4) (5)

My Work Group

1. Work is fairly distributed in my workgroup.

(1) (2) (3) (4) (5)

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2. I am satisfied with how members of my work

group solve problems.

(1) (2) (3) (4) (5)

3. My work group works well together. (1) (2) (3) (4) (5)

4. I feel free to talk openly and honestly withmembers of my work group.

(1) (2) (3) (4) (5)

Compensation

Monthly Salary:

(1) Below 5000 (2) 5000-10000 (3) 10000-20000 (4) Above 20000

1I am satisfied with my salary (1) (2) (3) (4) (5)

2 I am satisfied with monitory benefits what areall given by the organization

(1) (2) (3) (4) (5)

3. I am satisfied with over time wages of thisorganization

(1) (2) (3) (4) (5)

4. I am satisfied with other incentives what are allgiven by the organization (1) (2) (3) (4) (5)

5. I am satisfied with fringe benefits of thisorganization

(1) (2) (3) (4) (5)

6. I am satisfied with facilities what are all givenby the organization ( water, transport, etc.,)

(1) (2) (3) (4) (5)

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Employee Benefit

1. I am satisfied with the companysemployee welfare programs such as rewards,incentives, food coupons,insurance and health care, etc.

(1) (2) (3) (4) (5)

2. I am satisfied with the recreationalactivities provided by the company,e.g. picnics and annual dinner.

(1) (2) (3) (4) (5)

3. I am satisfied with the companys peopleprograms, such as birthdayannouncements, valuable employee of themonth, bulletins and newsletter, etc.

(1) (2) (3) (4) (5)

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4.

Please Rank the Monitory Benefitssatisfaction level in descending order

1-Dearness allowances,

2- House rent allowances,

3-Provident fund,

4-Advances,

5-Transportation allowances

5.Please Rank the facilities satisfaction levelwhat are all provide by the organization indescending order

1- Water Facilities

2-Drinking Water

3-Transport

4-Hospital

5-Safety Equipment

Open Ended Questions

What timings would you be comfortable for you to come and work?

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a)9:00-5:30 b)9:30-6:00 c)10:00-7:00 d)Flexi Time

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employee satisfaction in toolfab engineering i

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