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    CHAPTER - 1

    INTRODUCTION

    COMPANY PROFILE

    MANATECis one of Asias largest original equipment manufacturers of

    automotive garage equipments. Located in Pondicherry, India, the company

    manufactures Wheel Aligners, Wheel Balancers, To Post Lifts, !as analysers,

    "mo#e $eters, %ead lamp aligners & 'igital Air Tire inflators.

    (sta)lished in the year *+-, as a manufacturer of industrial shaft aligners,

    $anatec diversified into garage equipment industry in *++*. The company, through

    its inhouse /&', indigenously designed and developed 0ptical heel alignment

    systems in *++*, to )ecome the first company to design a heel aligner in the hole

    of Asia. 1olloing this the companys /&' dept continuously designed & developed

    heel )alancers, tyre changers, e2haust gas analysers, smo#e meters, head lamp

    aligners, 3 post lifts & automatic tyre inflators. With this, $anatec is one of very fe

    companies in the orld to have design & technology of eight different garage

    equipments. Advanced versions of heel aligners ere also developed in these years

    simultaneously. $anatecs e2tensive Wheel Aligner installation across the orld

    spea#s for our quality, speciali4ation and lead role e play in this industry.

    $anatecs inhouse /&' facility is spread over *5,555 sq.ft ith more than

    67 electronics, mechanical & softare and hardare engineers. All the products are

    designed )y the /&' are indigenous ith proprietary softare, hardare and

    electronics design. The /&' strength of $anatec has ena)led the company to e2port

    its products orldide and provide technical support to its overseas )uyers.

    Beyond ith increasing e2port orders, a ne !reenfield manufacturing facility

    is coming up in an area of *65,555 "q.ft, near Pondicherry. This facility ill ensure in

    meeting the e2ports demand and ill produce aligners & )alancers on a mass scale.

    $anatec is I"0 +55*83555 certified since *++, hich confirms its

    commitment to quality systems ithin the company that ill result in quality

    1

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    products. The entire organi4ation is driven )y fullyintegrated (/P system that as

    introduced in 355-.

    $anatec e2ports to more than 75 countries across the glo)e through its

    distri)utor netor#. This as achieved through a unique value proposition $anatec

    as a)le to offer its )uyers 'esigning garage equipments ith orldclass

    technology & quality and offering at prices competitive to (uropean and 9hinese

    products. Today $anatec has emerged as a truly glo)al player in the automotive after

    mar#et and has evolved its and mission for the long term.

    MILESTONES:

    In its 23 years ! "esi#nin# $ %r"&'in# #ara#e e(&i%)ent* Manate' +as 'rsse"

    ,ari&s )iestnes.

    Pr"&'t Miestne:

    Year Pr"&'ts

    1/0 "haft Alignment 9omputer

    1//2 'igital Wheel Aligner :0ptical $odel;

    1//3

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    PRODUCTS:

    3

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    Wheel aligners Wheel )alancers

    Tyre changers

    (2haust gas analyser %ead lamp aligners Lifting equipment

    4

    http://manatec.net/products.php?categories_id=57http://manatec.net/products.php?categories_id=574
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    =itrogen generators Paint spray )ooths To heeler

    equipment

    Tyre changers Tyre inflators >tility equipments

    Welding machines A?9 gas charger Auto car ash

    'iesel smo#e meter

    5

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    5UALITY:

    0ne of the value propositions $anatec offers its )uyers is the @uality of its

    equipments. (2cellent quality com)ined ith economic prices ill offer a unique

    value to the )uyers and place $anatec competitively against a Western or 9hinese

    product. $anatec understands the importance of this value and has alays prioriti4ed

    quality assurance of its products.

    (2tensive process quality system ensure strict adherence to the norms

    prescri)ed. Incoming ra material or vendor assem)lies are su)ect to quality

    chec#s. With longesta)lished vendor )ase, onsite self chec# methods are esta)lished

    at the vendor premises itself. 9ustomdesigned quality igs are esta)lished inhouse

    and the vendors premises to chec# deviations if any.

    The companys quality policy as follos8

    5UALITYPOLICY:

    (very employee of $anatec is responsi)le for achieving the ultimate customer

    satisfaction through effective design, systematic production, timely delivery and

    prompt customer service. These are reinforced )y periodic updation of technology,

    #noledge and systems through proper training and motivationC

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    E6HI7ITION:

    Exhibition Place Date Picture Gallery

    Nandambakk

    am, Chennai

    19th Nov 21st Nov

    21

    !uenos

    "ires,

    "r#entina

    1$th Nov % 2th Nov

    21

    &as 'e#as,

    ()"

    2nd Nov % *th Nov

    21

    +rankurt,

    Germany

    1*th )e- % 19th )e-

    21

    .exico2*th /ul % 2$th /ul

    21

    Dubai, ("E2*th .ay %2$th .ay

    21

    !an#alore,

    0ndia

    th "-r to 11th "-r

    21

    7

    http://manatec.net/egallery15.phphttp://manatec.net/egallery16.phphttp://manatec.net/egallery17.phphttp://manatec.net/egallery18.phphttp://manatec.net/egallery19.phphttp://manatec.net/egallery21.phphttp://manatec.net/egallery20.php
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    /akarta,

    0ndonesia

    2*th .ar % 2$th .ar

    21

    Ne Delhi,

    0ndia

    3th /an% 12th /an

    21

    )han#ai,

    China

    9th Dec % 11th Dec

    29

    .exico city,

    .exico

    13th to 1$th /uly

    29

    Dubai, ("E41st .ay to 2nd

    /une 29

    Dhaka,

    !an#ladesh

    1th .ar% 21st .ar

    29

    Chennai,

    0ndia

    $th Nov % 9th Nov

    2

    .osco,

    5ussia

    2th "u# % 1st )e-

    2

    8

    http://manatec.net/egallery9.phphttp://manatec.net/egallery3.phphttp://manatec.net/egallery13.phphttp://manatec.net/egallery7.phphttp://manatec.net/egallery10.phphttp://manatec.net/egallery11.phphttp://manatec.net/egallery12.phphttp://manatec.net/egallery14.php
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    Ne Delhi,

    0ndia

    1th /an % 1$th /an

    2

    Dubai % ("E2$th .ay % 29th .ay

    2$

    Chennai,

    0ndia

    11th Nov % 14th Nov

    26

    /ohannesbur

    #, )outh

    "rica

    41st 7ct to 4rd Nov

    26

    !an#kok,

    8hailand

    1th .ay % 14th .ay

    26

    PRESS RELEASES:

    Autocar professional Dun *5 Auto care professional Apr 5+

    9

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    Auto care professional $ay 5 Auto care professional Apr

    AD8ERTISEMENTS:

    Auto care professional 5*+*5 Tamil motor 5*5**5 Pu)lished on motor India

    3*5+5+

    Pu)lished on Auto care professional 7E5+ Pu)lished on motor India 6555

    CREDENTIALS:

    10

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    A9ARDS:

    $anatec has received many aards, recognitions & accreditations. Team Wor#

    is the core factor that ma#es this organi4ation an emerging leader in all fronts.

    The aards, recognitions, associations & accreditations are selfe2planatory.

    The company )elieves in Fsuccess )y motivationF and these aards are the stepping

    stones for our ultimate o)ective.

    "ilver shield for star performer for the year 355E355-

    "ilver shield for star performer as small enterprise for the year 3557355E

    Best /&' Aard from Prof. $urali $anohar Doshi, from the

    year *++*+++

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    Aard for (2cellence in /&' :(lectronics; for the year *++E

    Best productivity performance aard for the year *++5*++*

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    CHAPTER I

    INTRODUCTION OF

    ;O7 SATISFACTION

    The term Do) satisfactionC refers to an employees general attitude toard his

    o). Do) satisfaction is one of the important factors, hich has dran attention of

    managers in the organisation as ell as academicians.

    Do) satisfaction is the mental feelings of favora)leness, hich an individual

    has a)out his o).

    DEFINITIONS OF ;O7 SATISFACTION

    'u)rins has defined o) satisfactions as, Do) satisfaction is the amount of

    pleasure of contentment associated ith a o). If you li#e your o) intensely, you ill

    e2perience high o) satisfaction. If you disli#e your o) intensely, you ill e2perience

    o) dissatisfactionC.

    (.A. Loc#e defines o) satisfaction as a, Pleasura)le or positive emotionalstate resulting from the appraisal of ones o) or o) e2perienceC.

    DETERMINANTS OF ;O7 SATISFACTION

    There are various factors determining the degree of o) satisfaction as follos8

    1. INDI8IDUAL FACTORS

    Individuals have certain e2pectations from their o)s. If these e2pectations are

    met from the o)s, they feel satisfied.

    A. Le,e ! e"&'atin

    Level of education of an individual is a main factor in determining the degree

    of o) satisfaction. 1or e2ample, several studies have found negative correction

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    )eteen the level of education, particularly higher level of education, and o)

    satisfaction.

    7. A#e

    Individuals are e2perienced in different degree of o) satisfaction at different

    stages of their life. Do) satisfaction is high at the initial stage, gets gradually reduced,

    starts rising upto certain stage, and finally dips to a lo degree.

    C. Ot+er !a'trs

    Besides the a)ove to factors, there are other individual factors such as, se2

    hich affect o) satisfaction. If an individual does not have favora)le social and

    family life, he may not feel happy at the or#place.

    2. NATURE OF ;O7

    A. O''&%atina e,e

    %igherlevel o)s provide more satisfaction as compared to loer levels. This

    happens )ecause highlevel o)s carry prestige and status in the society hich itself

    )ecomes sources of satisfaction for the o)holders.

    7. ;< 'ntent

    Do) content refers to the intrinsic value of the o), hich depends on the

    requirement of s#ills for performing it, and the degree of responsi)ility and groth it

    offers. A higher content of three factors provides higher satisfaction.

    3. SITUATIONAL 8ARIA7LES

    "ituational varia)les related to o) satisfaction in organi4ational conte2t

    formal and informal.

    A. 9r=in# 'n"itins

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    Wor#ing conditions, particularly physical or# environment, li#e conditions

    of or#place and associated facilities for performing the o) determine o)

    satisfaction.

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    7. S&%er,isin

    The type of supervision affects o) satisfaction as in each type of supervision

    the degree of importance attached to individual varies. The employee G oriented

    supervision provides more satisfaction than o)oriented supervision.

    C. E(&itaar"s

    The type of lin#age that is provided )eteen o) performance and reards

    determines the degree of o) satisfaction. If the reard is )ased on the o)

    performance, it offers higher satisfaction.

    D. O%%rt&nity !r %r)tin

    It is true that individuals see# satisfaction in their o)s in the conte2t of o)

    nature and or# environment )ut they also attach importance to the opportunities for

    promotion that these o) offer.

    .

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    CHAPTER II

    O7;ECTI8ES OF THE STUDY

    The folloings are study of o)ectives8

    *. To study a)out the factors involved in the o) satisfaction.

    3. To study the opinion of the employees regarding the or#ing conditions of the

    $A=AT(9 (L(9T/0=I9" P

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    CHAPTER -III

    RE8IE9 OF LITERATURE:

    INDUSTRIAL RELATIONS

    Industrial /elations refer to a dynamic and developing concept, hich is not

    limited to The comple2 of relationship )eteen trade unions and management. But

    also refers to the general e) of relationships normally o)taining )eteen employers

    and employees a e) much more comple2 than the simple of La)our 9apital

    9onflictC.

    A num)er of terms are used to denote the ord Industrial /elationsC such as

    (mployer(mployee /elationshipC. La)our /elationship and La)our

    $anagement /elationsC and so on.

    Thus it is used to donate industrial relations of all those associated in

    productive or# including industry, agriculture, and mining, 9ommerce, 1inance,

    transport and other services. A good industrial relationship increases the morale of theor#ers and motivates the or#ers to or# more. When )oth parties thin# of mutual

    interest, it gives more chances of neer development.

    9asual $ans La)our dictionary defines the term industrial relations as The

    relations )eteen employer and employees in industry. In the )road sense, the term

    also includes the relations )eteen the various unions, )eteen the "tate and the

    unions as ell as those )eteen the employees and the !overnmentC.

    Industrial relations are an integral aspect of social relations arising out of

    employer employee interaction in modern industries, hich are regulated )y the state

    in varying degrees, in conunction ith organi4ed social forces and influenced )y the

    e2isting institutions. This involves a study to the state, the legal system, and the

    or#ers and employers organi4ation at the institution level, and of the patterns of

    industrial organi4ation :including management;, capital structure :including

    Technology;. 9ompensation of the employee force and a study of mar#et forces all at

    the economic level.

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    HUMAN RESOURCE DE8ELOPMENT

    De!initin

    %uman resource development is concerned ith the people dimensions in

    management, since every organi4ation is made up of people acquiring their servicesdeveloping their s#ills, motivating them to high levels of performance and ensuring

    that they continue to maintain their commitment to the organi4ation are essential to

    achieving organi4ational o)ectives. This is true, regardless of the type of

    organi4ation !overnment, )usiness, education, health, recreation or social actionC.

    A popular definition quoted in any )oo# on human resource?personnel

    management is the one given )y (din B.1lippo. According to him $anagement is

    the planning, organi4ing, directing and controlling of the procurement, development,

    compensation, integration, maintenance, and separation of human resources to the end

    that individual, organi4ational and social o)ectives are accomplished.C

    p gradation of

    s#ills of the employees. Personnel also had )een sent for training to outside agencies

    and for training a)road.

    De!initins an" Meanin#

    The o) satisfaction is a part of the life satisfaction. The nature of ones

    environment of the o) does affect ones feelings on the o).

    The term o) satisfactionC refers to an employees general attitude to o).

    The o) satisfaction is a dynamic thing. $anagers cannot esta)lish high o)

    satisfaction once and then forget a)out it for several years. "o it has to )e maintained

    ee# after ee#, month after month, year after year.

    Loc# defines o) satisfactionC as a pleasura)le or positive emotional state

    resulting from the appraisal of ones o) e2periencedC.

    Do) satisfaction ill )e defined as the amount of overall positive effect :or

    feeling; that individuals have toard their o)C.

    (ssentially o) satisfaction is a personal attitude toards the o), it represents

    a comple2 assem)lage of cognition, emotions and )ehavioral tendenciesC.

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    DETERMINATIONS OF ;O7 SATISFACTION:

    ?1@ Attit&"e

    The 4eal of their or# over the o) gives o) satisfaction, o) satisfaction and

    employees morale are special varieties of organi4ational attitudeC. They are reflectedin certain specific )ehavior li#e performance :quality as also quantity; a)senteeism

    and accidents.

    "o it is also considered as an important factor that affects o) satisfaction.

    ?2@ 9a#es

    Wages plays an significant role in determining o) satisfaction and as

    significant to hite collar or#ers play in such an important determinants of o)

    satisfaction )ecause it is instrumental, in fulfilling so many of the needs. "ic# age

    structure affects the organi4ation effectiveness and it also affects the or#ers 4eal for

    the or#. $oney facilitates the o)taining of food, shelter and clothing and provides

    the means to enoy valued leisure interest outside of or#. $ore over pay can serve as

    a sym)ol of achievement and a source of recognition. (mployees often see pay as a

    reflection often of management esteem for their contri)ution to the organi4ation.

    ?3@ 9r= #r&%

    The nature of or# group influences o) satisfaction. 1riendly 9ooperative

    9oor#ers or team mem)ers are a modest source of o) satisfaction to individual

    employees, the or# group especially a tightC team, serves as a source of support,

    comfort, advice and assistance to the individual or#ers.

    A !oodC or# group of effective team ma#es the o) more enoya)le.

    ?@ 9r=in# 'n"itin

    The or#ers o) may affect it there is poor or#ing condition. Wor#ing

    environment too, contri)utes in a modest ay of o) satisfaction.

    Feat&res s&'+ as

    *. Temperature

    3. %umidity

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    6.

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    "ince o) content in terms of variety and nature of tas#s called for is a function of

    occupational level, the theoretical arguments given a)ove apply here also.

    ?iii@ Cnsi"erate Lea"ers+i%

    People li#e to )e treated ith consideration. %ence considerate leadership

    results in higher o) satisfaction than inconsiderate leadership.

    ?i,@ Pay an" %r)tina O%%rt&nities

    All other things )eing equal these to varia)les are positively related to o)

    satisfaction. An e2planation for this finding lies in )oth theories discussed a)ove.

    ?,@ Intera'tin in t+e >r= Br&%

    ?1@ It results in the cognition that other persons attitudes are similar to ones

    on, since this permits the ready calculation of the others )ehaviour and

    constitutes a validation of ones self.

    ?2@ It results in )eing accepted )y others.

    ?3@ It facilitates the achievement of goods.

    2. PERSONAL 8ARIA7LES:

    a@. A#e

    $ost of the evidence is related )eteen age and o) satisfaction, holding such

    factors as occupational level constant, same to indicate that there is generally positive

    relationship )eteen the to varia)les up to the preferment years and then there is a

    sharp decrease in satisfaction.

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    3. ROLE PERCEPTION

    'ifferent individual hold different perceptions a)out their role, i.e., the #ind of

    activities and )ehaviours they should engage in to perform their o) successfully. Do)

    satisfaction is determined )y this factor also.

    There is as yet no consistent evidence as to hether omen are more satisfied

    ith their o)s as men, holding such factors as o) and occupational level constant.

    0ne might predict this to )e the case considering the generally loer occupational

    aspiration of omen.

    THEORIES OF ;O7 SATISFACTION:

    1. E(&ity t+ery

    People generally ant to get hat they consider fair :equita)le; return for their

    effort. This suggests that there is greater o) satisfaction if the or#er perceives that

    the return for this or# is good.

    2. Peters %rin'i%e

    This principle says that every employee in an organi4ation tends to rise this

    level of competence and there)y he may get o) satisfaction.

    3. Instr&)enta t+ery

    Do) satisfaction is said to )e high to the e2tent of the o) is instrumental in

    getting the or#er hat he ants from the o). This may )e due to pleasure in doing.

    :a; Particular or#

    :); "ocial importance

    :c; $onetary )enefits or anything, hich has considera)le value.

    . Nee" !&!i)ent t+ery

    This theory is )ased on to assumptions

    a. A person is satisfied if he gets hat he ants.

    ). The more he ant something or the more important it is to him, the more

    satisfied he is hen he get it and more satisfied hen he does not get it.

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    CHAPTER I8

    RESEARCH METHODOLOBY

    H.* Resear'+

    The advanced learners dictionary of current (nglish as a careful investigation

    or inquiry especially through search for ne facts in any )ranch of #noledgeC

    /edman and more define research as a systemati4ed efforts to gain ne

    #noledgeC

    Resear'+ "esi#n:

    A plan of proposed study prepared )y a researcher stating the research activities

    to )e performed in this proposed study )efore he underta#es his research or# iscalled /esearch 'esignC.

    De!inin# t+e %%&atin:

    The total employees or#ing in the organi4ation is 355

    Sa)%in# %an:

    0ut of 355employees this study as carried out ta#ing into the account of only

    *55employees.

    .2 Data &se":

    Both primary data and secondary are used in this study.

    .3 Data 'e'tin )et+":

    A survey method is used to collect the data @uestionnaire.

    Ty%e ! (&estin:

    The folloing are the type of questions hich are used in this research.

    *. Di'+t)&s (&estin

    'ichotomous question are type of question normally, to option such as yes?no.

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    3. M&ti%e '+i'e (&estins8

    This type of questions is more than to options to e2press the employees

    vie.

    Fie"->r=

    The field or# of study as done at $A=AT(9 (L(9T/0=I9 P9%(//K

    Peri" ! s&r,ey:

    The period of survey as nearly * month.

    . Des'ri%tin ! statisti'a t &se":

    According to this proect, there are to statistical tools used. They are

    *; Per'enta#e anaysis8

    The percentage method as e2tensively used for analysis and interpretation. It

    can )e generally calculated as follos

    =um)er of respondents favora)le

    M *55

    Total =o. of respondents

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    CHAPTER 8

    ANALYSIS OF DATA

    ABE:

    *55 respondents of this study are in different age groups. The age groups are

    shon in the folloing ta)le8

    TA7LE .1

    ABE-9ISE CLASSIFICATION OF RESPONDENTS

    S.N. A#e Br&% N. ! Res%n"ents

    * 35 G 65

    3 65 G H5 HH HH

    6 H5 G 75 6- 6-H 75 and a)ove ** **

    Tta 144 144

    "ource8 Primary 'ata

    1rom the a)ove ta)le, it is clear that these respondents are in age group of 65 G

    H5, and they constitute maority.

    CHART .1

    ABE-9ISE CLASSIFICATION OF RESPONDENTS

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    MARITAL STATUS:

    $arital "tatus of the *55 respondents are given )elo8

    TA7LE .2

    MARITAL STATUS OF RESPONDENTS

    S.N. Marita Stat&s N. ! Res%n"ents

    * $arried +7 +7

    3 >nmarried 7 7

    Tta 144 144

    "ource8 Primary 'ata

    1rom the a)ove ta)le, it is clear that married persons are in maority :+7N;.

    CHART .2

    MARITAL STATUS OF RESPONDENTS

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    EDUCATIONAL 5UALIFICATION:

    (ducational @ualification of the respondents are shon in this ta)le8

    TA7LE .3

    EDUCATIONAL 5UALIFICATION OF RESPONDENTS

    S.N. E"&'atina

    5&ai!i'atin

    N. ! Res%n"ents

    * ".".L.9. * *

    3 %.".9.?P.>.9. 3E 3E

    6 'egree?'iploma HH HH

    H P.!. 'egree *3 *3

    Tta 144 144 "ource8 Primary 'ata

    The a)ove ta)le shos, that HHN of persons are degree? diploma holders.

    CHART .3

    EDUCATIONAL 5UALIFICATION OF RESPONDENTS

    MONTHLY

    INCOME:

    Income is one of

    the important factors, hich

    can determine the o)

    satisfaction to some e2tent.

    1olloing ta)le

    shos the monthly income

    of the *55 respondents.

    TA7LE .

    MONTHLY INCOME OF RESPONDENTS

    S.N. Mnt+y In')e ?Rs.@ N. ! Res%n"ents * 7555 G*5555 7 7

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    3 *5,555 G *7,555 6H 6H

    6 *7,555 G 35,555 6 6

    H 35,555 and a)ove 36 36

    Tta 144 144

    "ource8 Primary 'ata

    /s.*7, 555 G 35,555 is the income group in hich maority of respondents fall.

    CHART .

    MONTHLY INCOME OF RESPONDENTS

    ADDITIONAL 9OR LOAD:

    Additional or#load is sometimes given to the employees in some

    organisation. In the $A=AT(9 (L(9T/0=I9" P

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    Tta 144 144

    "ource8 Primary 'ata

    -5N of or#ers are of the opinion that no additional or#load is given to the

    staff on any ground.

    CHART .

    ADDITIONAL 9OR LOAD

    SATISFACTION 9ITH THE PRESENT INCOME:

    Levels of satisfaction of *55 respondents toards the income, are shon

    )elo8

    TA7LE .

    LE8EL OF SATISFACTION OF THE RESPONDENTS 9ITH THE PRESENT

    INCOME

    S.N. Le,e ! Satis!a'tin N. ! Res%n"ents

    * 1ully "atisfied * *

    3 "atisfied -3 -3

    6 =ot satisfied *5 *5

    Tta 144 144

    "ource8 Primary 'ata

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    There are totally +5N of persons in fully satisfiedC and satisfied groupC.

    CHART .

    LE8EL OF SATISFACTION OF THE RESPONDENTS 9ITH THE PRESENT

    INCOME

    RELATIONSHIP OF ;O7 9ITH EDUCATION:

    /elationship of o) and education of *55 respondents are ta)ulated as under.

    TA7LE .

    RELATIONSHIP OF ;O7 RESPONDENTS 9ITH THEIR EDUCATION

    S.N. Reatins+i% N. ! Res%n"ents

    * Kes 7* 7*

    3 =o H+ H+

    Tta 144 144

    "ource8 Primary 'ata

    Any one can understand that, 7*N of respondents say OKes to this question.

    They consider that there is a relationship )eteen their o) and their educational

    qualification.CHART .

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    RELATIONSHIP OF ;O7 RESPONDENTS 9ITH THEIR EDUCATION

    9ORINB HOURS:

    (2tent of or#ing hours ma#es an impact on o) satisfaction of employees.

    %ere, the respondents opinion regarding their or#ing hours are given in the

    folloing ta)le8

    TA7LE .0

    SATISFACTION TO9ARDS 9ORINB HOURS

    S.N. Le,e ! satis!a'tin N. ! Res%n"ents

    * 1ully "atisfied 3* 3*

    3 "atisfied -7 -7

    6 =ot satisfied H H

    Tta 144 144

    "ource8 Primary 'ata

    0nly HN of the respondents are not satisfied ith the e2tent of or#ing hour.

    CHART .0

    SATISFACTION TO9ARDS 9ORINB HOURS

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    33

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    9OR COMPLETION 9ITHIN TIME:

    Wor# completed ithin time is the ne2t aspect, ta#en into consideration.

    0pinion of respondents are shon )elo8

    TA7LE ./

    9OR COMPLETION 9ITHIN TIME

    S.N. O%inin N. ! Res%n"ents

    * Kes + +

    3 =o ** **

    Tta 144 144

    S&r'e8 Primary 'ata

    1rom the a)ove ta)le, it is shon that +N of respondents say that it is

    possi)le to complete or# ithin time.

    CHART ./

    9OR COMPLETION 9ITHIN TIME

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    SATISFACTION 9ITH TOP OFFICIALS:

    "mooth relationship ith top officials is very important to the employees.

    This aspect as also )rought in this study. The response are given )elo8

    TA7LE .14

    LE8EL OF SATISFACTION 9ITH TOP OFFICIALS

    S.N. Le,e N. ! Res%n"ents

    * 1ully "atisfied *6 *6

    3 "atisfied 7 7

    6 =ot "atisfied 3 3

    Tta 144 144

    "ource8 Primary 'ata

    In this ta)le, it is shon that 7N of respondents have disclosed their

    satisfaction and *6N are fully satisfied.

    CHART .14

    LE8EL OF SATISFACTION 9ITH TOP OFFICIALS

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    Me"i'a Fa'iities:

    $edical facilities, offered )y the firm, have an important hearing in ma#ing

    o) satisfaction of employees. In the present study, it is also ta#en into consideration.

    The levels of satisfaction are given )elo8

    TA7LE .11

    LE8EL OF SATISFACTION 9ITH MEDICAL FACILITIES

    S.N. Le,e N. ! Res%n"ents

    * 1ully "atisfied 6H 6H

    3 "atisfied E7 E7

    6 =ot "atisfied * *

    Tta 144 144

    S&r'e:Primary 'ata

    (2cept for *N of the respondents, the others are either fully satisfied or

    satisfied.

    CHART .11

    LE8EL OF SATISFACTION 9ITH MEDICAL FACILITIES

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    OPINION A7OUT TRANSPORT FACILITIES:

    Transport 1acilities offered )y the firm are very important. 1eelings of *55

    respondents are given )elo8

    TA7LE .12

    LE8EL OF SATISFACTION 9ITH TRANSPORT FACILITIES

    S.N. Le,e N. ! Res%n"ents

    * 1ully "atisfied *E *E

    3 "atisfied E- E-

    6 =ot "atisfied *- *-

    Tta 144 144

    "ource8 Primary 'ata

    In this case also, the satisfied group is the maority group :E-N;.

    CHART .12

    LE8EL OF SATISFACTION 9ITH TRANSPORT FACILITIES

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    SHIFT FACILITIES:

    "ometimes, the management implements shift system. It may )e convenient

    to some staff and others may feel it as a distur)ance to them. %ere, the respondents

    ere requested to disclose their opinion in this regard. Their responses are ta)ulatedhere )elo8

    TA7LE .13

    A8AILA7ILITY OF SHIFT FACILITY

    S.N. A,aia

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    SATISFACTION 9ITH SAFETY CONDITION:

    0pinion of employees toards safety are analyses here

    TA7LE .1LE8EL OF SATISFACTION 9ITH SAFETY CONDITION

    S.N. Le,e N. ! Res%n"ents

    * 1ully satisfied 33 33

    3 "atisfied -H -H

    6 =ot satisfied H H

    Tta 144 144

    S&r'e:Primary 'ata

    +EN of respondents have disclosed their satisfaction in this regard.

    CHART .1

    LE8EL OF SATISFACTION 9ITH SAFETY CONDITION

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    SATISFACTION 9ITH LOAN FACILITIES:

    Loan facilities granted )y the firm ill ma#e the o) satisfaction to a great

    e2tent. *55 respondents gave their opinion in this matter.

    TA7LE .1

    LE8EL OF SATISFACTION 9ITH SAFETY CONDITION

    S.N. Le,e N. ! Res%n"ents

    * 1ully satisfied 6H 6H

    3 "atisfied E* E*

    6 =ot satisfied 7 7

    Tta 144 144

    "ource8 Primary 'ata

    1rom the a)ove ta)le, E*N of responses are favoura)le for Osatisfaction and

    6HN are for fully satisfiedC.

    CHART .1

    LE8EL OF SATISFACTION 9ITH LOAN CONDITION

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    SATISFACTION 9ITH 9ORINB CONDITIONS:

    Wor#ing conditions have a great influence on o) satisfaction of employees.

    %ere, the respondents have revealed their opinion toards the or#ing condition of

    the $A=AT(9 (L(9T/0=I9" P

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    TA7LE .1

    BETTINB TRAININB FACILITY

    S.N. Bettin# Trainin#

    Fa'iity

    N. ! Res%n"ents

    * Kes * *

    3 =o *+ *+

    Tta 144 144

    "ource8 Primary 'ata

    1rom their definition *N of persons have the training facility.

    CHART .1

    BETTINB TRAININB FACILITY

    EDUCATIONAL FACILITIES FOR EMPLOYEES CHILDREN:

    These facilities are very important to staff. Is there any possi)ility to the

    $A=AT(9 (L(9T/0=I9" P

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    S.N. A,aia

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    In the a)ove ta)le, it is clear that all staff get the )onus.

    CHART .1/

    BETTINB 7ONUS

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    RETIREMENT 7ENEFITS:

    The Provident 1und and !ratuity are the to important retirement )enefits to

    the staff. %ere, the folloing ta)le indicates the responses for granting or not granting

    such facilities8

    TA7LE .24

    BETTINB PRO8IDENT FUND AND BRATUITY

    S.N. Re%ies N. ! Res%n"ents

    * Kes *55 *55

    3 =o 5 5

    Tta 144 144

    S&r'e8 Primary 'ata

    The a)ove ta)le shos that *55 persons get such facility.

    CHART .24

    BETTINB PRO8IDENT FUND AND BRATUITY

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    PENSION SCHEME:

    There are a fe pension schemes to the staff. Whether the staff satisfy ith

    the e2isting pension scheme or not The folloing ta)le gives ansers8

    TA7LE .21

    SATISFACTION TO9ARDS PENSION SCHEME

    S.N. Le,e ! Satis!a'tin N. ! Res%n"ents

    * 1ully "atisfied * *

    3 "atisfied -E -E

    6 =ot "atisfied E E

    Tta 144 144

    "ource8 Primary 'ata

    *N of the respondents are fully satisfied and -EN of respondents have a

    satisfactionC in their pension scheme.

    CHART .21

    SATISFACTION TO9ARDS PENSION SCHEME

    BETTINB HOUSINB FACILITY:

    /esidential facilities are essential to the staff. If the management providesthem, o) satisfaction emerges to great e2tent.

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    1olloing ta)le shos it8

    TA7LE .22

    BETTINB HOUSINB FACILITY

    S.N. Bettin# H&sin# N. ! Res%n"ents

    * Kes +3 +3

    3 =o

    Tta 144 144

    "ource8 Primary 'ata

    +3N of respondents get such facilities.

    CHART .22

    BETTINB HOUSINB FACILITY

    SATISFACTION 9ITH COLLEABUES:

    The relationship ith the 9olleagues is important, hich creates a level of

    satisfaction in the or#place. "o, the folloing ta)le shos the levels of "atisfaction:

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    TA7LE .23

    LE8EL OF SATISFACTION 9ITH COLLEABUES

    S.N. Le,e N. ! Res%n"ents

    * 1ully "atisfied *- *-

    3 "atisfied -+ -+6 =ot satisfied H H

    Tta 144 144

    S&r'e8 Primary 'ata

    +EN are satisfied ith the relationship ith colleagues in the organisation.

    CHART .23

    LE8EL OF SATISFACTION 9ITH COLLEABUES

    CHAPTER 8I

    SUMMARY OF FINDINBS

    The present study is focused on various aspects, hich can create o)

    satisfaction among the employees of the $A=AT(9 (L(9T/0=I9" P9%(//K. 1olloing are the findings derived from the analysis of data.

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    *. Present income has created a satisfaction among -3N respondents.

    3. 7*N respondents feel that there is a relationship )eteen their o) and their

    education

    6. -7N of or#ers are satisfied ith the or#ing hours.

    H. 7N of the respondents have a satisfaction that they have a good relationship

    ith their top satisfaction.

    7. The medical facilities have created E7 satisfied respondents.

    E. In the case of transport facilities E-, out of *55 have satisfaction.

    -. -HN of respondents are satisfied ith safety conditions.

    . E*N of respondents are satisfied ith loan facilities

    +. In the matter of or#ing conditions, -+N of respondents are fully satisfied.

    *5. Training facilities are given to *N of respondents. They are satisfied.

    **. -6N respondents are satisfied ith the educational facilities of the children of

    staffs.

    *3. *55N get )onus, and they get satisfaction also.

    *6. *55N are satisfied ith Provident 1und and !ratuity )enefits.

    *H. The e2isting pension scheme gives satisfaction to -EN of respondents.

    *7. +3N of them got housing facilities so that they are satisfied.

    *E. /elationship ith colleagues is a satisfactory matter to -+N of respondents.

    CHAPTER 8I

    CONCLUSION

    As maority of respondents are satisfied ith the or#ing condition, salary,

    )onus, retirement )enefits etc., it is clear that the $A=AT(9 (L(9T/0=I9" P

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    While the entire stoc# of officers?officials have e2pressed deep satisfaction

    ith all the facilities provided, there has )een a smaller group hich have e2pressed

    their dissatisfaction hich o)viously is prevalent in all maor organi4ations.

    Proper recruitment ith proper qualification may meet the ends of satisfaction

    for )oth the customer and staff.

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    7I7LIOBRAPHY

    1. Sidharth Chaturvedi - Managing job ati!a"tion

    2. #ri$athi %.C - %eronne& Manage'ent and (ndutria&

    )e&ation

    3.Ma'oria C.*.+ - %eronne& Manage'ent

    4. Chatterjee ,., - Manage'ent o! %eronne& in (ndia

    nter$rie.

    5. eith /avi - rganiation *ehaviour

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    5UESTIONNAIRES

    5UESTIONNAIRE OF ;O7 SATISFACTION OF EMPLOYEES

    *. =ame 8

    3. Age 8

    6. $arital status 8

    H. (ducational @ualification 8

    7. 'epartment 8

    E. 'ivision 8

    -. 'ate of Doining 8

    . $onthly Income 8

    +. If your management gives any additional or#

    :a; Kes Q

    :); =o Q

    *5. Are you satisfied ith the present income

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

    **. Whether your o) is related to your education

    :a; Kes Q

    :); =o Q

    *3. %o do you feel a)out your or#ing hours

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

    *6. Are you a)le to finish your or# ithin the allotted time

    :a; Kes Q

    :); =o Q

    *H. Are you satisfied ith your top officials moving

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

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    *7. %o do you feel a)out your medical facilities

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

    *E. %o do you feel a)out transport facilities

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

    *-. Is there any shift facilities

    :a; Kes Q

    :); =o Q

    *. Are you satisfied in your recreational facilities

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

    *+. %o do you feel a)out your safety measures hen or#ing in the

    telecommunication

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

    35. %o do you feel a)out loan facilities

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

    3*. Are you satisfied ith your or#ing conditions

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

    33. Are you getting training facilities

    :a; Kes Q

    :); =o Q

    36. Are you getting educational facilities

    :a; Kes Q

    :); =o Q

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    3H. Are you getting )onus

    :a; Kes Q

    :); =o Q

    37. Are you getting provident fund and gratuity

    :a; Kes Q

    :); =o Q

    3E. Are you getting housing facility

    :a; Kes Q

    :); =o Q

    3-. Are you satisfied ith your pension

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

    3. Are you satisfied ith your colleagues

    :a; 1ully satisfied Q

    :); "atisfied Q

    :c; =ot satisfied Q

    3+. Whether the management provides insurance and saving facility

    :a; Kes Q

    :); =o Q