gopika rajeesh project

“A STUDY ON JOB SATISFACTION OF

EMPLOYEES IN DESHABHIMANI”

PROJECT REPORT

Submitted by

GOPIKA.G

108001141010

In partial fulfilment of the requirements for the award of the degree

Of

Master of Business Administration

In

Department of Management Studies

SSK COLLEGE OF ENGINEERING & TECHNOLOGY COIMBATORE- 641105

JUNE 2012

SSK COLLEGE OF ENGINEERING & TECHNOLOGY

NH–47, Palakkad Main Road (Near Nandhi Temple)

Navakkarai Post, Coimbatore – 641105.

Department of Management Studies

PROJECT WORK

JUNE 2012

This is to certify that the project entitled

“A STUDY ON JOB SATISFACTION OF EMPLOYEES IN

DESHABHIMANI”

Is the bonafide record of the project work done by

GOPIKA.G

REGISTER. No: 108001141010

of MBA during the year 2011-2012.

---------------------- --------------------------------- Project Guide Head of the Department

Submitted for the Project Viva-Voce examination held on ___________.

--------------------------- -----------------------------Internal Examiner External Examiner

Certificate

16th April 2012

CERTIFICATE

This is to certify that Mrs.Gopika.G

(108001141010), MBA student of SSK college of Engineering & Technology

Coimbatore has successfully completed the Project entitled “A study on job

satisfaction of Employees” in Deshabhimani for the period of 6 months as a

part of her academic curriculum.

During the tenure she had shown keen interest in learning various related

aspects.

During the above period her conduct and character were found good.

2

DECLARATION

3

DECLARATION

I affirm that the project work titled “A Study on Job Satisfaction of

Employees in Deshabhimani”. Being submitted in partial fulfillment for the award degree

of Master of Business Administration is the original work carried out by me. It has not

formed the part of any other Project work submitted for award of any degree or diploma,

either in this or any other University.

Place:

Date:

(Signature of the Candidate)

GOPIKA.G

108001141010

I certify that the declaration made above by the candidate is true.

Signature of the Guide,

L .GOWRI LINGESWARI

(Assistant professor, MBA)

4

Acknowledgement

5

ACKNOWLEDGEMENT

With profound sentiment of gratitude. I

acknowledge the encouragement, I have received from all those contributed to the

successful completion of this element. First of all I would like to express my gratitude to

God Almighty for helping me to come up till now and for having gracefully blessed me

with the knowledge. Skill and enthusiasm for completing the Project work.

I extend my special gratitude to the management of SSK College of Engineering & Techno

logy and to our Principal Dr.C.S.RAVICHANDRAN for permitting me to undertake this

project.

I wish to acknowledge my sincere gratitude and

indebtedness to our beloved director of MBA department Dr. M.R.VANITHAMANI,

MBA, M.Phill, PhD, Department of Management studies SSK College of Engineering &

Technology, Coimbatore and to my project guide Mrs.L.GOWRI LINGESWARI,Assistant

professor, MBA(phd) for their valuable guidance and constructive suggestions in the

preparation of project report.

I extend my gratitude to Deshabhimani. And my external

coordinator Mr. MOHANAN, Manager and employees of Deshabhimani and my dear

friends for their encouragement, support, guidance and assistance for undergoing this

project and for preparing the project report.

Last but not least, I would like to express my thanks to my

beloved parents who have given me confidence and financial support without which

training would not have taken place.

GOPIKA.G

6

C

ONTENT

CONTENTS

CHAPTER

NO:

TITLE

PAGE

NO

List of tables

List of charts

CHAPTER 1 INTRODUCTION 1

I.1 Introduction to study 2

I.2 Industry profile 3

I.3 Company profile 6

I.4 Introduction to the variables 11

CHAPTER II MAIN THEME OF THE PROJECT

II.1 Need for the study 15

II.2 Scope of the study 16

II.3 Objectives of the study 17

II.4 Limitations of the study 18

CHAPTER III REVIEW OF LITERATURE 19

CHAPTER IV RESEARCH METHODOLOGY 22

CHAPTER V DATA ANALYSIS AND INTERPRETATION 24

CHAPTER VI FINDINGS,SUGGESTIONS AND

CONCLUSION

8

VI.1 Findings 65

VI.2 Suggestions 67

VI.3 Conclusion 68

CHAPTERVII Bibliography

Appendix

69

70

9

LISTS OF

TABLES

LISTS OF TABLES

TABLE

NO:

TITLE OF TABLE PAGE

NO:

1 Age group of respondents 24

2

Experience of respondents 25

3 Gender of the respondent 26

4 Marital status of respondent 27

5 Satisfaction of employees towards induction training 28

6

Satisfaction of employees towards effectiveness of

trade union

29

7

Satisfaction of employees toward addressing of

grievance

30

Satisfaction of employees towards medical and first 31

10

8 aid facilities provided

9

Satisfaction of employees towards the medium of

suggestion box

32

10

Satisfaction of employees towards the chance of

advancement of job

33

11 Satisfaction of employees towards education facilities

provided to their children

34

12 Satisfaction of employees towards the welfare schemes

provided

35

13 Satisfaction of employees towards family get

together and pleasure trips.

36

14 Satisfaction of employees towards the annual leaves

and holidays

37

15

Satisfaction of employees towards the facilities

provided in the company

38

16

Satisfaction of employees towards standard of living

after joining the company

39

17 Satisfaction of the employees towards the incentive

provided for creative ideas

40

18 Satisfaction of employees towards the reward provided

for the maintenance of attendance

41

19

Satisfaction of employees towards the club and

recreational facility

42

20 Satisfaction of employees towards the rest room

during leisure hours

43

11

21 Satisfaction of employees towards the dependents a

getting a job when the employee expires on job

44

22

Satisfaction of employee towards the remuneration

given

45

23

Satisfaction of employees towards the insurance

scheme provided

46

24 Satisfaction of employees towards the overall welfare

measures provided

47

25

Cross tabulation between Gender of the respondent and induction

training program

48

25.1

Chi square calculation 1 48

26

Cross tabulation between gender of the employees and addressing

of grievances

50

26.1 Chi square calculation 2 50

27

Cross tabulation between martial status of the employees and

standard of living of employees

52


28 Cross tabulation between martial status of the employees and the

welfare measures

54


29 Cross tabulation between age of employees and the insurance

schemes given to them.

56


30 Cross tabulation between experience of the employees and

incentives for creative ideas.

59

12

30.1 Two way ANOVA calculation 1 60

31 Cross tabulation between experience of the employees and medical

facilities given to the employees

61


32 Cross tabulation between experience of the employees and

remuneration given to the employees

63


13

LIST OF

CHARTS

LIST OF CHARTS

CHART

NO: TITLE OF CHARTS

PAGE NO:

1 Age group of respondents 24

2

Experience of respondents 25

3 Gender of the respondent 26

4 Marital status of respondent 27

5 Satisfaction of employees towards induction tra

ining

28

Satisfaction of employees towards effectiveness 29

14

6 of trade union

7

Satisfaction of employees towards addressing

of grievance

30

8

Satisfaction of employees towards medical and

first aid facilities provided

31

9

Satisfaction of employees towards the medium

of suggestion box

32

10

Satisfaction of employees towards the chance

of advancement of job

33

11

Satisfaction of employees towards education

facilities provided to their children

34

12 Satisfaction of employees towards the welfare

schemes provided

35

13 Satisfaction of employees towards family get

together and pleasure trips.

36

14 Satisfaction of employees towards the annual

leaves and holidays

37

15

Satisfaction of employees towards the facilities

provided in the company

38

16

Satisfaction of employees towards standard of

living after joining the company

39

17 Satisfaction of the employees towards the

incentive provided for creative ideas

40

18 Satisfaction of employees towards the reward

provided for the maintenance of attendance

41

19

Satisfaction of employees towards the club and

recreational facility

42

20 Satisfaction of employees towards the rest room

during leisure hours

43

15

21 Satisfaction of employees towards the

dependents a getting a job when the employee

expires on job

44

22

Satisfaction of employee towards the

remuneration given

45

23

Satisfaction of employees towards the

insurance scheme provided

46

24 Satisfaction of employees towards the over all

welfare measures

47

CHAPTER 1

INTRODUCTION

16

1. INTRODUCTION

Job satisfaction describes how content an individual is with

his or her job. It’s a relatively recent term since in previous centuries the jobs available to

particular person were often predetermined by the occupation of that person’s parent.

There are a variety of factors that can influence a person’s level of job satisfaction. Some

of these factors include the level of pay and benefits, the perceived fairness of the

promotion system within a company, the quality of the working conditions, leadership and

social relationships, the job itself (the variety of tasks involved, the interest and challenge

the job generates, and the clarity of the job description/requirements).The happier people

are within their job, the more satisfied they are said tube. Job satisfaction is not the same as

motivation, although it is clearly linked. Job design aims to enhance job satisfaction and

performance methods include job rotation, job enlargement and job enrichment. Other

influences on satisfaction include the management style and culture, involvement and

autonomous workgroups. Job satisfaction is a very important attribute which is frequently

measured by organizations.

Job satisfaction has been defined as a pleasurable emotional

state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an

attitude towards one’s job. Weiss (2007) has argued that job satisfaction is an attitude but

points out that researchers should clearly distinguish the objects of cognitive evaluation

which are affect (emotion), beliefs and behaviours. This definition suggests that we from

attitudes towards our jobs by taking into account our feelings, our beliefs, and our

behaviours.

Job satisfaction is a general or global affective reaction that

individuals hold about their job. While researchers and practitioners most often measure

global job satisfaction, there is also interest in measuring different "facets" or "dimensions"

of satisfaction. Examination of these facet conditions is often useful for amore careful

examination of employee satisfaction with critical job factors. Traditional job satisfaction

facets include: co-workers, pay, job conditions, supervision, nature of the work and

benefits."

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

17

one’s efforts. Job satisfaction further implies enthusiasm and happiness with one's work.

The Harvard Professional Group (1998) sees job satisfaction the keying redient that leads

to recognition, income, promotion, and the achievement of other goals that lead to general

feeling of fulfilment.

18

1..1 AN INTRODUCTION TO STUDY

This project is entitled as “STUDY ON JOB SATISFACTION

OF EMPLOYEES’’ with reference to Deshabhimani, Kaloor, Kochi.This project gives a

special emphasis on the level of satisfaction of employment regarding their jobs.

This project was done with the intension to determine the level of

satisfaction of the employees as well as to study the factors causing dissatisfaction. The

study was also made to find out the attitudes of employees towards their jobs and to give

certain suggestions inorder to reduce the dissatisfaction level of the workers in the

organization.

19

1.2INDUSTRY PROFILE

Newspaper is the first draft of history. The beginning of the nineteenth

century witnessed great developments in the techniques of news paper production. There

has been newspaper of a kind since the time of Christ. Probably the first newspapers were

the ‘Acta diurna’. ‘Public occurrence’ published by Benjamin harries in 1690 is the first

news paper in America. The first news paper published from England was weekly news

( 1622 ). The news paper, which started in France, was ‘gazette the frangs’ in (1631) and in

India it was ‘Bengal gazette’ started its operation from 29 th January 1780.

In the eighteenth century the news papers, by now quite numerous, fought a long

and determined battle against the government for what is now called, ‘The freedom of the

press’. The newspaper ‘The times' continued supremacy among newspapers until the end

of the nineteenth century in U.K.. Then age of popular newspaper began. The ‘Daily

Mirror ‘-(1896), the daily express (1900) and the Daily Mirror (1903) etc, where launched.

So great and rapid was the expansion of the newspaper industry between 1850’s and the

outbreak of First World War, in 1914, that this period is known as “The Golden Age of

British Journalism”. The First World War brought the newspaper industry a serious set

back.

But in since, followed by the growth of the industry field necessitated the

development of communication. Electronics has revolutionized the entire method of

printing and the newspaper industry witnessed an immediate growth in modern times. It is

very difficult to trace the history of newspaper with exact figures. We have to go years

back to trace the origin of newspapers. Here the researcher maid and attempt to trace the

history of newspaper especially the daily newspaper but can’t completely ignore other

publications because almost all the dailies changed its form from other publications.

It is believed that a conscious effort to communicate the news for the

first time in the World Wars maid by the king of maurya in India in BC 273 to 232. There

were also facilities for storing the news at the time. ‘The speaking Gazette’ which was

considered as the first newspaper in the world started its publications from 618 and

continued till the beginning 20th century. In 1950, Wall news paper appeared in Europe. It

was named as Gaskate and 30 volumes of it are kept in library in Florence.

20

Indian Newspaper Industry

India is one of the few countries in the world to have many

business newspapers, which not only reflects the vitality and vibrancy of the media, but

also the new vitality of our economy. The large readership for these business newspapers

transcends from the rapidly growing corporate sector, it also illustrates the growing interest

that the general public now evinces in economic matters which reflect the growing

importance of business and economy in our national discourse. There was a huge growth in

the sales of the newspapers for the past few years. According to the recent study by

Federation of Indian Chambers of Commerce and Industry (FICCI), this growth would

outperform the general economy each year till 2011.

The Indian print media industry netted $90.80 million in foreign

investment in the last three years; few papers like Business standard have tied up with

Financial Times of London. Newspaper the ability to carry the message in greater detail

and clarity, more in-depth information and analysis, which helps companies and their

business.

Newspapers are re-inventing themselves to protect their turf in a

fiercely competitive multi-media environment. They are using different strategies to attract

the customers of different sectors They have managed to hold the attention and fidelity of

more than 9,00, 00,000 readers (both individual and corporate across the nation). All the

newspapers in India (Economic Times, Hindu, Indian express, mathrubhumi, Business

Standard, Financial Times, Business Line, Mint and Financial Chronicle) are working

strategically to increase their sales.

The Indian Newspaper industry can be primarily segmented across two

categories; English Newspapers and Regional .The English medium dominates the industry

in terms of advertisement revenues, though vernacular newspapers outperform the English

newspapers in circulation.

English newspaper industry in India has been fragmented with the

players having a regional focus such as the Deccan Chronicle in Hyderabad, Hindustan

Times in Delhi, Times of India in Mumbai, Hindu in Chennai, Telegraph and Statesman in

Kolkata, Deccan Herald in Bangalore, Gujarat Samachar in Ahmedabad. However, the

21

industry is witnessing a trend whereby players are looking beyond their home territories

viz. Times of India’s and Business Standard’s entry into certain newer territories and

Deccan Chronicle and Hindustan Times also doing the same.

The competitive landscape has now drastically changed with major

publishers trying to expand to other geographic regions, initiating price wars and

marketing campaigns to win readers. The competitive intensity, which was quite “mild”

until few years ago, also reached a higher level with the launch of DNA and Hindustan

Times in the Mumbai market.

Newspapers reach only 35 per cent of our adult population even though

the adult literacy is about 65 per cent. To build this gap between readership and literacy

and also to remain competitive the publications have kept their prices low and depended

entirely on advertisers to subsidize the reader and to increase the sales

TOP TEN NEWSPAPERS IN INDIA

Rank Newspaper Language Circulation

1. Dainik Jagran Hindi 1,59,50,000

2. Dainik Bhaskar Hindi 1,34,88,000

3. Hindusthan Dainik Hindi 108,39,000

4. Malayala Manorama Malayalam 99,27,000

5. Amar Ujala Hindi 85,83,000

6. Lokmat Hindi 78,09,000

7. The Times OF India English 72,54,000

8. Dina Thanthi Tamil 72,45,000

9. Rajasthan Patrika Hindi 72,17,000

10. Eenadu Telegu 71,05,000

22

1.3 COMPANY PROFILE

Deshabhimani is a reputed daily newspaper based in kerala, it is the mouthpiece of the

kerala state committee of the communist party of India (Marxist),it is one of the most

prominent newspapers of the state. It is run by and published by the CPM of kerala, the

paper acts as a media through which the roots of the party can be firmly strengthened. As

of 2012 it is published in nine different editions,mainly

Kannur

Calicut

Malappuram

Thrissur

Kochi

Kottayam

Thiruvananthapuram

Bangalore

AbuDhabi

The news paper has enjoyed tremendous success in kerala due to

the high literacy rate of the state and the mind set of people of the state which has been

generally inclined towards revolutionary thoughts of those of communism and Marxist

theories. It is also considered as the peoples paper since the Marxist party always stood for

the upliftment of the deprived, communism is a theory which promotes the establishment

of a completely classless society where there would not be people deprived of means of

survival since the means of production would be owned by the public. According to the

Indian readership survey, Deshabhimani is the number 1daily in kerala based on per copy

readership.

Deshabhimani has now completed 68 years of operation; it fulfilled the

need of those turbulent days of the freedom movement. Its beginning was a culmination

point of hopes and aspirations of the oppressed, repressed and suppressed toiling masses;

the path the company went through was filled with hurdles in the form of authorities who

wanted to shut it down and other bureaucracies. The company now features state of the art

equipment like a fully computerized and networked infrastructure to a highly efficient and

fast printing system.

23

The company has worked on the principle of producing a newspaper with a

different perspective, they frequently take up the initiative to organise meaningful

discussions on a variety of topics, this has helped in giving the people a deep insight into

the current trends in the evolution of a Parallel democratic media.

The company features a tagline “With the truth and with the people”

HISTORY OF DESHABHIMANI

Deshabhimani was started as ‘Prabhatam’ (The Dawn) on the 9 th of

January at shornur near trichur under the editorship of EMS Namboothiripad.He is

considered to be the harbinger of the newspaper. It started as a weekly on the 6 th of the

September 1942,on the 8th of January 1946,Deshabhimani transformed in to a four page

daily.When the party started functioning in 1942,it took the initiative to have its own

mouthpiece and that is how deshabhimani was born in Kozhikode.The fund collected by

late comrade,A. k. Gopalan sustained it initially, later EMS Namboothiripad disposed of

his ancestral property and donated the entire amount Rs 50000 to the paper.

The deshabhimani editorial, “the call of the gallows” in connection with the

Kayyur martyrs infuriated the British imperialists. The madras government took revenge

and ordered the paper to deposit a fine of Rs 1000.But the people raised this amount within

days, four years later, despite all the onslaughts, deshabhimani changed to a four page

daily on the 18th of January 1946

The proletarian perspective and progressive views of these papers were against

the views of the erstwhile princely rules that the papers were banned once by the cochin

government and twice by the Diwan of Travancore during 1942-46.The newspaper has

raised its voice on several issues in the past which were considered too trivial for attention

by other newspapers such as the agitation of toddytappers of anthikkad(Thrissur) and the

strikes of Cochin harbour,Sitaram mill (Trichur) and Aaron mill (Kannur)These were some

of the outstanding struggles which had been featured on Deshabhimani’s pages. It played

its revolutionary role against landlordism and colonialism and diligently and highlighted

the sacrifices of those who laid down their lives at Karivallor,Kavumbai,Munayankunnu(K

annur) and Onchiam (Kozhikode) while fighting.

24

COMPANY LIFE CYCLE

In Life cycle of the organisation the important component is growth from the

lifecycle. We can analyse that as a growing stage.Deshabhimani was established in 1942.In

that year the paper introduced, more activity for the development of this organisation, It

will face more competition in the starting position. Now Deshabhimani is a growing stage.

The list of the top 7 publications that have recorded the highest growth in their average

issue readership (AIR) sees Deshabhimani (daily) right the top. Though the base numbers

of the publication is modest, the growth number seen is a significant 3,65,000 which takes

the AIR number of the publication to 2,027,000 in this round from the earlier 1,662,000.

OTHER PUBLICATION

1. Deshabhimani Weekly

2. Stree Shabdham (Women’s magazine)

3. Thathamma (Children’s magazine)

4. Deshabhimani Diary (Annual diary from Deshabhimani)

5. Deshabhimani Calendar

Competitors of Deshabimani

Rank Newspaper Marketshare

1. Malayala Manorama 40%

2. Mathrubhoomi 25%

3. Deshabhimani 20%

4. Deepika 15%

5. Chandrika 15%

6. Grihasree 15%

7. Janabhumi 15%

8. Kerala kaumudi 15%

9. Mangalam 15%

25

OPERATIONAL DEFINITIONS IN DESHABHIMANI

Employee welfare provided in Deshabhimani is as follows:

1. Medical check up

Once in every two years a medical check up is given for the employees and their

spouse. They can also under go laboratory investigation which will be arranged by the

company

2. Scholarship scheme for the employees children

Scholarship will be awarded to the children of Deshabhimani employees on the

basis of merit.

3. Attending sick person

The company has a system to get the list of persons who are absenting for more

than 4 days continuously, company will enquire about these persons & if their absence is

due to ailment, company will make necessary arrangement to get the best medical

attention.

4. Medical reimbursement facility

Those who are not covered by the ESI are eligible for the medical reimbursement.

5. Excurtions

Annual excursions are conducted by the company for all employees and their

spouse to various tourist locations. The welfare committee is given the task of deciding the

locations to be visited.

6. Marriage gift

Deshabhimani gifts Rs 5001 to the employees for their marriage and the same to the

children of the employees.

7. Night shift allowance

All employees who perform duties during night shifts are entitled for a night bata.

8. Pension schemes

All employees who retire from Deshabhimani are entitled for monthly pension at

30% of their last drawn salary for 10 years from the date of retirement.

27

9. Labour welfare fund

Employees are eligible to get various benefits under the labour welfare funds

scheme which the ministry of labour offers.

10. Insurance

In Deshabhimani group insurance of 1 lakh covering all the employees in the event

of death is made by the company for their employees and in certain risky jobs the covering

is Rs 5 lakhs.

11. Employees co-operative society

Regular employees can become a member of the employees co-operative society in

the respective units and can avail loans as per the rules of the society.

1.4 INTRODUCTION TO VARIABLE

28

Job satisfaction is one of the most crucial but controversial issues in

industrial psychology and behaviour management in organization. It ultimately decides the

extent of employee motivation through the development of organization climate or

environment job satisfactions has been a subject of hot chase by researchers. There have

been more than three thousand published studies on job satisfaction during the last 30-40

years. Job satisfaction is the attitude one has towards his or her job. Sated another way it is

one is affective response to the job. Job satisfaction is concerned with the ' feeling one has

towards the job. The importance of job satisfaction is fairly evident from a description of

the importance of maintaining moral in any industry. It a worker is not satisfied with work,

and then both the quantity and quality of his output will suffer. It his job satisfaction

increase then there is on improvement in both the quality and quantity of production.

Factories in which the workers are satisfied with their work are also characterized by a

high morale.

Factors associated with Job satisfaction:

A) PERSONAL FACTORS:

Number of department

Time on Job

Level and Range of Intelligence

Level of Education

Age

Attitude

Personality, Exclusive of Intelligence

SEX: Other things remaining the same, women are more satisfied with their work than

men because relatively women have limited needs and are less ambition.

NUMBER OF DEPENDANTS: An earlier study by Morse of white collar workers in

America Indicated that the more number of dependants one has, the less satisfaction he has

with his Job. It is possible that the stress of greater financial need due to increase in family

size widens the gap between the need and the satisfaction of it thereby bringing about

greater dissatisfaction with one job.

TIME ON JOB: The study of Sinha and Nair showed that workers with service of three

years and less and those with service of over six years were more satisfied than workers

with service of four to six years. The trend, in other words showed relatively high job

satisfaction at start, which dropped between the fourth and sixth years, then rose again with

29

greater length of service on the job.

RANGE OF INTELLIGENCE: Some studies in U.S.A. have shown the intelligent

workers to have same what poorer work attitudes. In an English investigation the most

intelligent girls employed in a chocolate factory were found to be most easily bored.

LEVEL OF EDUCATION: Indian studies have generally shown that there is a tendency

for the more educated workers to be less satisfied and conversely the less educated workers

to be more satisfied.

AGE: Usually young workers have higher level of job satisfaction but by and by it shows a

declining trend. However, certain studies on the subject have revealed positive results

between advancing age and job satisfaction.

PERSONALITY, EXCLUSIVE OF INTELLIGENCE: Studies have suggested that

personality is a major cause of job satisfaction and dissatisfaction such studies. However,

not been conclusive as true measures of personality characteristics have not yet been fully

possible.

B) FACTOR INHERENT IN JOB:

Type of work

Skill required

Occupational status

Size of the plant

Geography

1. Type of work:

Industrial psychologists have long considered "type of work" as the most

important factor inherent in a job. Studies abroad have shown that "variety in the job"

cause greater job satisfaction than routine work". Other studies have shown a majority of

factory workers to be dissatisfied whereas a minority of professionals was dissatisfied.

Thus, although the type of work must be considered as an important determinant of job

satisfaction in Indian organization the widely prevailing inadequate personnel policies and

ineffective personnel practices may have prevented the congenial relationship to be

established.

2. Skill required:

In one of the earlier studies it has been recognized that where skill exists

to a considerable degree it tends to become the first source of satisfaction to the workman.

30

The study also noted that satisfaction in conditions of work or in wages become prominent

only where satisfaction in skill has materially decreased.

3. Occupational Status:

Occupational are usually found to arrange themselves in hierarchy according to their

relative status, prestige or value, in the particular society. Occupational status and job

satisfaction are related but not identical with each other.The occupations which they would

like to enter most often were those of higher status is determined not only on the way the

individual employee regards the status of his job but also on the wav it is regarded by

others in the society whose opinion be values.

4. Size of the plant:

Usually in small plants, people get more job satisfaction because of attention they receive

from the management and also due to respect they get for their ability.

5. Geography:

Geography has been found to have some bearing an satisfaction and dissatisfaction of

workers. In study in the United States it was found that people on the pacific coast were the

most satisfied and those in the mountain states were the least satisfied. Other studies were

the least satisfied. Other studies have shown that workers in large cities are less satisfied

than those in smaller cities and towns. It is however difficult to separate the cause of

workers satisfaction and dissatisfaction can not however be attributed to geography alone

as it is inseparable from the working condition levels of industrial development the

political, social and economic, environment, the workers' characteristics and possible other

factors as well in the regions. Still, taking all these factors into account, the possibility of

regional variations attributable to geography cannot be fully ruled out.

C) FACTORS CONTROLLABLE BY MANAGEMENT

Adequate Salary

Fringe Benefits

Co-workers

Downward Communication

Working Conditions

Responsibility

Supervision

Wages

Opportunities for Advancement

31

1. Adequate salary:

Adequate salary emerges as the most predominant preference of all the job factors among

Indian workmen as is evident in the summary of the comparable Indian studies covering a

period of 21st years from 1951 to 1971. These studies, which report the “expressed

preferences” of worker, have led to certain controversies about interpretation of their

implications in Indian condition. The security of job, security of for retirement benefits,

security for life and security of finance provided by the management, the greater will be

the job satisfaction to the employees.

2. Fringe benefits:

Though the provision for fringe benefits affects the job satisfaction but these benefits

Occupy low position of importance.

3. Co-workers:

The job satisfactions are likely to be more it the workers are good. Hence management and

worker all should try to create and maintain good human relations in the industry in order

to create friendly environment.

4. Downward communication:

In case downward communication flows adequately and smoothly, workers are likely to

have more job satisfaction.

5. Working conditions:

Where working conditions are better workers get more job satisfaction because good

working conditions leave an impact on the mind of the worker.

6. Responsibility:

Those jobs in which a log of responsibility is involved give more job satisfaction especially

to the educated and highly educated people.

7. Supervision:

Job supervised by good tempered and human relations oriented - supervisors are source of

more job satisfaction whereas ill-tempered supervisors become the source of dissatisfaction

to the workers.

8. Wages:

Jobs carrying attraction wages and pay scales give more job satisfaction. Wages are more

significant as long as physiological needs are not fulfilled.

9. Opportunities for advancement:

32

Employees especially the ambitions and potential ones get more, job satisfaction in job

offering opportunities for advancement.

33

CHAPTER 2

MAIN THEME OF THE STUDY

2.1 NEED FOR THE STUDY

34

The basic need of the study is to find out the employee satisfaction towards

the welfare measures in Deshabhimani kochi.This study is necessitated on various aspects.

It help the management to review the welfare measures they now offer to their

employees and to improve it as per requirements and the need and among all the most

important need being to analyse the attitude of the workers towards the welfare schemes

provided.

2.2 Scope of the study

35

The scope of the study is to make an indepth analysis of employees

satisfaction level in the organization. The scope of the study is to provide valuable

information to the management. This helps the management to take necessary steps to

review the facilities provided and can take measures in case of necessity and there by

improve the satisfaction level of employees.

2.3 OBJECTIVE OF THE STUDY

36

To know the employees satisfaction level of Deshabhimani.

To identify the current problems of employees in the working environment.

To study the employees expectations and their motivational practices of the

management.

To suggest certain measures to improve the satisfaction level of employees.

To analyze the opinion of the worker’s about working condition.

To study the employees attitude towards Deshabhimani.

To analyze the satisfaction towards the monetary benefits and

Communication facilities in the company.

2.4 Limitations of the study

37

The sample size chosen for the study were only 100 and so the result would not be

applicable to the whole of Deshabhimani.

The study has been conducted purely for academic purpose and it is not an

exhaustive one.

Managers and the staff members from different departments are constantly engaged

in their work to meet deadlines; this caused a limitation in collection of data from

multiple sources.

This study requires large time because, huge number of the employees in the

organisation.

Due to the personal bias of the respondent there may be a slight variation in the

accuracy of the result.

For the delicate question such as salary, age, respondent manipulate favourable

which may be inaccurate.

38

CHAPTER 3

REVIEW OF LITERATURE

39

3.1 REVIEW OF LITERATURE

Job satisfaction helps to get enjoyment feeling while

doing a work. This study deals with the review of previous studies on the “Employees job

satisfaction”. Many such studies were conducted by the government and the committees to

overview the satisfactional level of the employees in various organisations.

Satisfactions in the workplace have become common topics in

mainstream media. An individuals experience at work, whether they are physical,

emotional, mental, or social in nature obviously affects the person while he or she is in the

workplace. Researchers and managers have generally recognised that health and well being

can potentially affect both workers and organisations in negative ways.

According to Fredman and Arnold b’’ job satisfaction will

be defined as the amount of overall positive affect(feelings) must individual has

towards their jobs’’. Employee’s satisfaction includes job satisfaction of employees. A

satisfied employee is generally satisfied in this job. If the employees feels that they are

being paid continuously and treated will by the organization, they will be satisfied with

their jobs and will have positive attitudes.

Sandya (2008)

She has conducted a research on the title: To study on jobs satisfaction

among employees at G-Plast (p) ltd. The objective of the study is to analyze the employees

to understand their attitude towards job and expectations. The data is collected by primary

methods. The simple size was 85 workers. Questionnaire is prepared and distributed

among the employees as a part of collecting data’s. Probability sampling is used. Under,

this simple random sampling is used to collect the relevant information. She found out;

60% of the employees were satisfied with their job, working condition. All of them

satisfied with medical facilities and the some employees were not satisfied with

educational facilities.

MS. Gowri.G (2010)

She was conducted a research on the title: To study on job satisfaction among

employees at HNL. The objective of the study of employee’s expectations and their

motivational practices of management. The total no: of employees 1058, out of this 10% is

selected as random sample. The data is collected in primary and secondary. The data are

collected and tabulated for analyses. The data’s are analyzed by chi-square and percentage

method. Pie-charts were used to represent the results on the basis of this study; she found

40

the employees are satisfied with the physical environments in the company. Nearly 48% of

the employees are satisfied with the job.

Srikumar (1998)

He has conducted a research on title: A study on employee’s satisfaction

at Lakshmi Mills Company. The objective of the study is to analyze the employee’s

attitude and opinion of workers about working condition. The data as are collected by

primary and secondary. The data’s collected through primary on discussions with higher

officials, observations and questionnaire. Secondary method by various records, Manuals,

Magazines. Sample size is taken as 100. He found out that 38 % of the employees were

satisfied with working conditions, other remaining were satisfied and not satisfied.

Mohammed (2000)

He was conducted a research on title: To study on job satisfaction at

Rado tyres, Nellikuzhi. The objective of the study to suggest certain measures to improve

the level of employees. The data’s are collected through primary and secondary. There are

328 employees; out of this 100 is taken as sample. The questionnaire is circulated among

the 100 employees. He found that, the employees are satisfied in working conditions,

medical facilities and others. But they are not satisfied motivational practices of

management. He suggested to make a good relation ship or welfare activates to solve this

dissatisfaction of employees.

Karthik (2003)

He has conducted the research study on the title: job satisfaction of

employees at employees provident fund office, Tirunelveli, the objective of the study about

the systems, procedures, in sub regional office to achieve the employee’s job satisfaction.

Data’s are collected through primary data’s. Questionnaire and informal chat with

employees done for collecting data. The data’s were analyzed with statistical tools. As a

result of this study; he found that the employees are satisfied with working condition and

also satisfied in fringe benefits.

Mahesh Mohan (2005)

He has collected a research on the title: “A study on job satisfaction

and welfare activities” in spic methods. The sample size was 100. The primary method is

used for collecting data. Interview is conducted with the employees. The analyses are done

bye chi-square and percentage method. Pie- cheats is used for representing the analytical

data’s graphically. He found out that 70% of employees were satisfied with working

condition of the company.

41

Raman (1991)

He has conducted a study on workers expectations, and company

facilities at Kothari textile mills. The sample is taken as 80. The primary data’s are

collected by using the interview schedule and the secondary data were collected through

discussion officials with personal department and referring the files. From the data he

found out that almost every one were satisfied with the working conditions. All the

respondents have suggested that washing facilities are adequate. Majority of the workers

are satisfied with welfare facilities.

Saravano Rae civil and Gangly

In the study of job satisfaction among highly skilled personal, they

name shown the relationship with the co-workers usually considered as Hygiene, extrinsic

or rarely factor, is considered as most important satisfaction in a private sector electric

company in Bangalore; they found responsibility as one of the most important motivational

factors contributing to satisfaction. Study of productivity and job satisfaction conducted by

group investigators in SITRA revealed the level of jobs. Satisfaction to significantly higher

in high productivity units viewed more. Favourably the various aspects of there job as,

salary management, working conditions and so as.

In 1946,a committee named “The Labour in investigation

committee” surveyed the available welfare measures to the washer men employed in large

number of industrial undertakings. The committee covered different areas in labour welfare

such as housing policy, recreation, education facility, canteen relief in case of age olds and

deaths, medical aid etc.For the first time in India labour investigation committee

highlighted the importance of welfare measures for workers in improving their social &

economic need.

During 1966-69,A committee on labour welfare reviewed at length the

functioning of various statutory and non-statutory welfare schemes implemented in

industrial establishments, both in public and private sectors including mines, plantations,

etc.It had made comprehensive recommendations for their improvement.

In 1971, C.P.Thakhur and V.P.Pathak had done a study on corporate

objective and workers response on fringe benefits and labour welfare. They found that

none of the textile unit had the benefits and welfare measures it required. They found that

non-wage benefit and welfare programmes have a labour market role in allocating and re-

42

allocating labour and skills. This will have repercussions on labour mobility, buying in due

pressure on industrial enterprise lagging behind in this respect.

In 1984,Mr.D.Vijayaraghavan conducted a study on the opinion of the

workers towards the welfare facilities in Ruckmani mills, silaimani.This study revealed the

fact that implementation of welfare measure is one of the important factors for the increase

in productivity, reduced absenteeism and better industrial relations.

43

CHAPTER 4

RESEARCH METHODOLOGY

44

4.1 RESEARCH METHODOLOGY

Research is purposive analysis that tries to establish a basis for

prediction and control in the behaviour it studies.

Methodology is a systematic way to solve the problem. Methodology

gives the specific methods used for studying the detail of the sample size, sample selection,

population, sample technique and tool of analysis.

Research design

It is a conceptual structure with which the research would be analysed. In this study

descriptive research design was adopted. Descriptive research studies are those studies,

which are concerned with describing the characteristics of particular individual or a group.

It includes the fact-finding enquires of different kinds.

Nature of data

The nature of data used in this project is both primary and secondary date. The

primary data those, which are collected, afresh and for the first, time, and thus happens to

be original in character. The secondary data are those which are collected from company

profiles, registers, websites and magazines.

Population

All the items under consideration in any field of enquiry constitute or a universe or

population. Population size is considered to be 220 employees. It consists of people work

in different departments of Deshabhimani.

Samples

Sample is the selection of only few items from the universe on the assumption

the sample data will be able to estimate population parameters.

Sampling Method

In this project probability sampling is used and simple random sampling is chosen

from probability sampling. Simple random sampling from a finite population refers to that

method of sample selection, which gives each sample combination in equal probability of

being picked up and each item in the entire population to have an equal chance of being

included in the sample.

45

Sample size

Size of the sample means the number of sampling units selected from the

population for investigation. It serves to achieve the objective. The study is limited to few

employees. The sample size of my project is 100 employees.

Tools used for the data collection

1. Simple percentage

This tool is used in making comparison between 2 or more criteria.

This method is used to describe relationship

% analysis =no: of respondent /total sample size *100

2. Chi square method

The chi square test is one of the simplest and most widely used non-

parametric tests in statistical work. As a non-parametric test it can be used to determine if

categorical data shows dependency or the two classifications are independent. It can also

be used to make comparisons between theoretical population and actual data when

categories are used in Chi square.

χ²= ∑ (O-E) ² / Ei

O= observed frequency

E= expected frequency

3. Two way ANOVA

Two-Way ANOVA is useful when we desire to compare the effect of

multiple levels of two factors and we have multiple observations at each level.

46

CHAPTER 5

DATA ANALYSIS AND INTERPRETATION

47

CHI SQUARE TEST

1. The following table shows the cross tabulation between the gender of the employees

and the induction training program given to them.

TABLE 25

Gender Highly

satisfied

Satisfied Dissatisfied Highly

dissatisfied

No opinion

Male 18 44 0 0 2

Female 22 14 0 0 0

Total 40 58 0 0 2

Null hypothesis (Ho): There is no significance relationship between the gender of

employees and induction training program given to them.

Alternative hypothesis (Hi): There is significant relationship between the gender of the

Employees and induction training program given to them.

TABLE 26

O E O-E (O-E)2 (O-E)2/E

18 25.6 -7.6 .57 0.02

44 37.12 6.88 .47 0.02

0 0 0 0 0

0 0 0 0 0

2 1.28 .72 0.005 0.003

22 14.40 76 57.7 4.00

14 20.8 -6.8 0.46 0.022

0 0 0 0 0

0 0 0 0 0

0 .72 -.72 0.005 0.006

4.063

CALCULATED VALUE = 4.0

Table value:

=(r-1)*(c-1)

= (2-1) (5-1) = 4

D.o.f at 4 of 5% significant of tabulated value = 9.488

Calculated value < Tabulated value

73

Accept Null hypothesis.

Interference:

The calculated value of above table is 4.063 is lesser than the table value. So, the null

hypothesis is accepted. Hence, there is no significance relationship between the gender of

employees and induction training program given to them.

2. The following table shows the cross tabulation between the gender of the employees

and addressing grievances of employees in the company

TABLE 27

Gender Highly

satisfied

Satisfied dissatisfied Highly

dissatisfied

No

opinion

total

Male 12 47 0 0 5 64

Famale 10 17 6 0 3 36

Total 22 64 6 0 8 100

Null hypothesis (Ho): There is no significance relationship between the gender of

employees and addressing grievances of employees in the company

Alternative hypothesis (Hi): There is significant relationship between the gender of the

Employees and addressing grievances of employees in the company.

TABLE 28

O E O-E (O-E)2 (O-E)2/E

12 14 -2 4 0.28

47 40.9 6.1 37.21 0.909

0 3.84 -3.84 14.74 3.83

0 0 0 0 0

5 5.12 -.12 0.014 0.002

10 7.92 2.08 4.32 0.54

17 23.04 -6.04 36.48 1.58

6 2.16 3.84 14.74 6.82

0 0 0 0 0

3 2.88 0.12 0.014 0.004

13.965

74


Table value:

=(r-1)*(c-1)

= (2-1) (5-1) = 4

DF at 4 of 5% significant of tabulated value = 9.488

Calculated value > Tabulated value

Accept Alternative hypothesis

Interference:

The calculated value of above table is 13.965 is greater than the table value. So, the

alternative hypothesis is accepted. Hence, there is significant relationship between the

gender of employees and addressing grievances of employees in the company.

3. The following table shows the cross tabulation between the martial status of the

employees and standard of living of the employees.

TABLE 29

Martial

status

Highly

satisfied


dissatisfied

No

opinion

total

Single 6 43 1 0 5 55

Married 26 17 1 0 1 45

Total 32 60 2 0 6 100

Null hypothesis (Ho): There is no significance relationship between the martial status of

the employees and standard of living of the employees.

Alternative hypothesis (Hi): There is significant relationship between the martial status

of the employees and standard of living of the employees.

TABLE 30

O E O-E (O-E)2 (O-E)2/E

6 17.6 -11.6 134.5 7.6

43 33 10 100 3

1 1.10 -0.1 .01 0.009

0 0 0 0 0

5 3.30 1.7 2.89 .875

75

26 14.40 11.6 134.5 9.3

17 27.00 -10 100 3.7

1 .90 0.1 .01 0.01

0 0 0 0 0

1 2.70 -1.7 2.89 1.07

25.56


Table value:

=(r-1)*(c-1)

= (2-1) (5-1) = 4

DF at 4 of 5% significant of tabulated value = 9.488

Calculated value > Tabulated value

Accept Alternative hypothesis

Interference:

The calculated value of above table is 25.56ss is greater than the table

value. So, the alternative hypothesis is accepted. Hence, there is significant relationship

between the martial status of the employees and standard of living of the employees.

4. The following table shows the cross tabulation between the martial status of the

employees and welfare measures of the company

. TABLE 31

Martial

status

Highly

satisfied


dissatisfied

No

opinion

total

Single 8 39 0 0 8 55

Married 16 25 0 0 4 45

Total 32 64 0 0 12 100

Null hypothesis (Ho): There is no significance relationship between the martial status of

the employees and welfare measures of the company

Alternative hypothesis (Hi): There is significant relationship between the martial status

of the employees and welfare measures of the company.

76

TABLE 32

O E O-E (O-E)2 (O-E)2/E

8 13.2 -5.2 27.04 2

39 35.2 3.8 14.44 .41

0 0 0 .0 0

0 0 0 0 0

8 6.60 1.6 2.56 .38

16 10.80 5.2 27.04 2.5

25 28.80 -3.8 14.44 .50

0 0 0 0 0

0 0 0 0 0

4 5.40 -1.4 1.96 0.36

8.85


Table value:

= (2-1)*(5-1)

= (5-1) (2-1) = 4

D.o.f at 4 of 5% significant of tabulated value = 9.488


Accept Null hypothesis.

Interference:

The calculated value of above table is 4.063 is lesser than the table value.

So, the null hypothesis is accepted. Hence, there is no significance relationship between the

martial status of the employees and welfare measures of the company.

77

5. The following table shows the cross tabulation between the age of the employees and

insurance schemes in the company.

TABLE 33

Age Highly

satisfied


dissatisfied

No

opinion

total

20-30 10 43 2 0 1 56

31-40 5 12 0 0 11 28

41-50 3 9 0 0 0 12

50 & above

2 2 0 0 0 4

Total 20 66 2 0 12 100

Null hypothesis (Ho): There is no significance relationship between the age of the

employees and insurance schemes in the company.

Alternative hypothesis (Hi): There is significant relationship between the age of the


TABLE 34

O E O-E (O-E)2 (O-E) 2/E

10 11.2 -1.2 1.44 0.12

43 36.96 6.1 37.2 1

2 1.12 0.88 0.77 .68

0 0 0 0 0

1 6.72 -5.72 32.7 4.86

5 5.60 -0.6 .36 0.06

12 18.48 -6.48 41.9 2.26

0 .56 -5.60 .31 .55

0 0 0 0 0

78

11 3.36 7.64 58.3 17.35

3 2.40 0.6 .36 0.15

9 7.92 1.08 1.16 0.14

0 .24 -.24 0.05 0.20

0 0 0 0 0

0 1.44 -1.44 2.07 1.43

2 .80 1.2 1.44 1.8

2 2.64 -0.64 0.40 .15

0 .08 -.08 0.006 0.075

0 0 0 0 0

0 .48 -.48 0.23 0.479

31.30


Table value:

=(r-1)*(c-1)

= (20-1) (5-1)

=76

D.o.f at 76 of 5% significant of tabulated value =97.35


Accept null hypothesis

Interference:

The calculated value of above table is 25.56ss is lesseer than the table value. So, the null

hypothesis is accepted. Hence,. There is no significant relationship between the age of the


79

TWO WAY ANOVA

1. The following table shows the cross tabulation between the Experience of employees

and the incentives offered for creative ideas.

TABLE 35

Experience Highly

satisfied

satisfied dissatisfied Highly

dissatisfied

No opinion

Below 5years 20 20 5 0 3

6-10 yrs 0 20 5 5 0

11-15 yrs 2 0 0 0 10

16-20 yrs 2 6 0 1 1

21 and above 0 0 0 0 0

Null hypothesis 1: There is no significant relationship with the experience of employees.

Null hypothesis 2: There is significant relationship with incentives offered.

Alternative hypothesis 1: There is significant relationship with the experience of

employees

Alternative hypothesis 2: There is significant relationship with incentives offered.

CF=T2/N

=1002/25

=400

SSR =482/5+302/5+122/5+102/5+02/5

=460.8+180+28.8+20

=689.6-400 =289.6

SSC=242/5+462/5+102/5+62/5+142/5

=115.2+423.2+20+7.2+39.2

=604.8-400

=204.8

SSE=SST

80

=202+202+52+32+202+52+52+22+102+22+62+12+12

=400+400+25+9+400+25+25+4+100+4+36+1+1

=1430-400

=1030

SST=SSR+SSC+SSE

SSE=SST-(SSR+SSC)

=1030-(289.6+204.8)

=535.6

TABLE 36

Source of

variance

Sum source Degree of

freedom

Mean square Variance ratio

“f”

Between

experience

289.6 4 72.4 F1=2.16

Between

incentives

204.8 4 51.2 F2=1.52

SSE 535.6 16 33.475

F1 at 5% significant level of (4, 16) =4.0069


F1 calculated value < tabulated value

Accept alternative hypothesis and reject the null hypothesis



INTERFERENCE

The calculated value of F1 (2.16) is lesser than the table value(4.0069).so,


The calculated value of F2 (1.52) is lesser than the table value (4.0069).so,


81

Hence, it is concluding that, there is significant relationship between

experience and incentives offered for creative ideas.


and medical facilities given to the employees.

TABLE 37

Experience Highly

satisfied


dissatisfied

No opinion


6-10 yrs 5 25 0 0 0

11-15 yrs 2 8 2 0 0

16-20 yrs 5 3 0 0 2

21 and above 0 0 0 0 0


Null hypothesis 2: There is significant relationship with medical facilities given to the

employees.


employees

Alternative hypothesis 2: There is significant relationship with medical facilities given to

the employees.

CF=T2/N

=1002/25

=400

SSR =482/5+302/5+122/5+102/5+02/5

=460.8+180+28.8+20

=689.6-400 =289.6

SSC=382/5+582/5+2/25+0/25+22/5

=288.8+672.8+0.8+0.8

=963.2-400

=563.2

SSE = SST

=26+2222+52+252+22+82+22+52+32+22

=676+484+25+625+4+64+4+25+9+4

82

=1920-400

=1520

SST=SSR+SSC+SSE

SSE=SST-(SSR+SSC)

=1520-(289.6+563.2)

=667.2

TABLE 38

Source of

variance


freedom

Mean square Variance ratio

“f”

Between

experience

289.6 4 72.4 F1=1.73

Between

medical facility

563.2 4 140.8 F2=3.37

SSE 667.2 16 41.7







INTERFERENCE

The calculated value of F1 (1.73) is lesser than the table value

(4.0069).so, Accept alternative hypothesis and reject the null

hypothesis.

The calculated value of F2 (3.37)) is lesser than the table value

(4.0069).so, Accept alternative hypothesis and reject the null

hypothesis. Hence, it is concluding that, there is significant

relationship between experience and medical facilities given to the employees.

83


and remuneration given to them.

TABLE 39

Experience Highly

satisfied


disstisfied

No opinion


6-10 yrs 12 18 0 0 0

11-15 yrs 2 10 0 0 0

16-20 yrs 6 0 2 0 2

21 and above 0 0 0 0 0


Null hypothesis 2: There is significant relationship with remuneration given to the

employees


employees

Alternative hypothesis 2: There is significant relationship with remuneration given to the

employees

CF=T2/N

=1002/25

=400

SSR =482/5+302/5+122/5+102/5+02/5

=460.8+180+28.8+20

=689.6-400 =289.6

SSC =362/5+602/5+22/5+22/5+02/5

=259.2+720+.8+.8

=980.8-40

=580.8

SSE=SST

=162+322+122+182+22+102+22+22+62

=256+1024+144+324+4+100+4+4+36

=1896-400

84

=1496

SST=SSR+SSC+SSE

SSE = 1496-(289.6+580.8)

=625.6

TABLE 40

Source of

variance


freedom

Mean square Variance

ratio “f”

Between

experience

289.6 4 72.4 F1=1.85

Between

remuneration

580.8 4 145.2 F2=3.71

SSE 625.6 16 39.1







INTERFERENCE

The calculated value of F1 (1.85) is lesser than the table value

(4.0069).so, Accept alternative hypothesis and reject the null hypothesis

The calculated value of F2 (3.71)) is lesser than the table value

(4.0069).so, Accept alternative hypothesis and reject the null hypothesis

Hence, it is concluding that, there is significant relationship between

experience and remuneration given to the employees

85

CHAPTER 6

FINDINGS

It is found that most of the employees are satisfied on their jobs.

86

Majority of the employees are satisfied with the working conditions prevailing in

organisation.

Employees have a good chemistry between work groups.

The success of every organisation depends on the employee satisfied the most; the

performance will be up to the satisfactory level. here, the most of the employees

having satisfaction on their work.

Job can be always performed to a satisfactory level, if all the adequate information

is available to the employees. Here, most of them are satisfied with the

communication and team work.

Benefits are one of the factors, which leads to the productivity of the employees in

this organisation the employees are much satisfied with benefit package.

Recreational facilities helps to improve the employees working capacity &

productivity .In the organisation is good but not up to very much satisfied level.

About 40 percent of the employees are highly satisfied with the indication training

program providing by the organization.

.About 64 percent of the employees are satisfied with the trade union activities.

About 22 percent of the employees are highly satisfied with the addressing of

grievances in the organization.

About 58 percent of the employees are highly satisfied with the medical facilities

provided by the organization.

About 16 percent of employees are not satisfied with the suggestion box provided

by the organization.

About 66 percent of employees are satisfied with the chances of advancement of

job.

About 96 percent of employees satisfied with educational scheme to employee

children provided by the organization.

About 94 percent of employees are satisfied with the welfare schemes providing by

the organization.

About 46 percent of employees are satisfied with the moral & motivation of team

members in the organization.

87

About 34 percent of employees are highly satisfied with the annual leaves &

holidays provided by the organization.

About 66 percent of employees are satisfied with facilities provided by the

organization.

About 60 percent of employees are satisfied with living facility provided by the

organization.

About 24 percent of employees are satisfied with incentives provided by the

organization.

About 10 percent of employees are satisfied with retirement plans provided by the

organization.

About 36 percent of employees are satisfied with cultural recognition provided by

the organization.

About 66 percent of employees are satisfied with insurance scheme provided by the

organization.

About 64 percent of employees are satisfied with overall welfare scheme provided

by the organization.

SUGGESTIONS

1 Suggestion box could be placed in all the departments so that the employees can

come out with better ideas.

88

2. Employees could be rewarded well for suggesting creative ideas and thus they

can be motivated

3. The employees could be made aware about the medical facilities facilities and

first aid facilities by providing a training session on it

4. Facilities like drinking water, toilet etc can be provided at all adequate places

5. Employees should be given opportunities to use club and recreational

facilities effectively

6. Insurance schemes should be provided to all employees and it should not be

restricted to the journalists.

7. Better communication may yield some more results.

8. Make senior management more friendly with subordinates.

CONCLUSION

Deshabhimani is used as a vehicle to propagate the party philosophy of the

communist party of India (Marxist).Its main objective has always been acting as the

89

eloquent mouthpiece of the progressive forces with clear political vision on national and

international issues. Its vision is to make Deshabhimani the largest circulation daily.

The study helped me to know more about the employee satisfaction in the

organisation & the welfare measures taken by the organisation.

BIBLIOGRAPHY

90

BIBLIOGRAPHY

91

Books:

1. Fundamentals of business organisation and management, Y.K. Bushan, 2000 Edition

2. Marketing Management, Philip Kotler

3. Deshabhimani company manual, 2010

4. Cooper, Donald .r, schildler, Pamela .s, business research methods, by MC Graw hill

company, New Delhi

5. Memoria, CB Dynamics of industrial relation by Himalaya publishing house

6. Ashwatappa k, Human Resource & Personnel Management.

7. S.S.Khanka- s. Chand, Organizational behaviour,3rd revised edition 2005.

WEBSITES:

www.deshabhimani.com

www.wan-press.org

92

http://www.wan-press.org/

http://www.deshabhimani.com/

APPENDIX

93

Questionnaire

A study on identifying the satisfaction level of employees towards their jobs in

“Deshabhimani” kochi.

(Tick near the option)

1. NAME (OPTIONAL) :

2. SEX: MALE FEMALE

3. AGE: 20-30 30-40 40-50 50-60

4. EXPERIENCE OF THE EMPLOYEES

5 OR LESS THAN 5 6-10 11-15 16-20

5. MARITAL STATUS OF THE EMPLOYEE

SINGLE MARRIED

6. ARE YOU SATISFIED WITH THE INDUCTION TRAINING PROGRAM

PROVIDED BY THE COMPANY?

HIGHLY SATIFACTORY SATISFACTORY

DISATISFACTORY HIGHLY DISATISFACTORY

NO OPINION

7. ARE YOU SATISFIED WITH THE EFFECTIVENESS OF TRADE UNION IN THE

COMPANY?



NO OPINION

8. ARE YOU SATISFIED WITH THE SYSTEM OF ADDRESSING GRIEVENCES IN

THE COMPANY?



NO OPINION

9. ARE YOU SATISFIED WITH THE MEDICAL FACILITIES AND FIRST AID




NO OPINION

94

10. ARE YOU SATISFIED WITH THE SUGGESTION BOX GIVEN BY THE

COMPANY?



NO OPINION

11. ARE YOU SATISFIED WITH THE CHANCES OF ADVANCEMENT ON THE

JOB? HIGHLY SATIFACTORY SATISFACTORY


NO OPINION

12. ARE YOU SATISFIED WITH THE EDUCATIONAL SCHEMES TO EMPLOYEES

CHILDREN PROVIDED BY THE COMPANY?



NO OPINION

13. ARE YOU SATISFIED WITH THE WELFARE SCHEMES PROVIDED BY THE

COMPANY?



NO OPINION

14. ARE YOU SATISFIED WITH FAMILY GET TOGETHER AND PLEASURE TRIPS




NO OPINION

15. ARE YOU SATISFIED WITH ANNUAL LEAVES AND HOLIDAYS GIVEN BY

THE COMPANY?



NO OPINION

16.ARE YOU SATISFIED WITH THE FACILITIES PROVIDED BY THE COMPANY?



NO OPINION

95

17. ARE YOU SATISFIED WITH THE STANDARD OF LIVING AFTER JOIN IN THE

COMPANY?



NO OPINION

18. ARE YOU SATISFIED WITH THE INCENTIVES OFFERED FOR CREATIVE

IDEAS?



NO OPINION

19. ARE YOU SATISFIED WITH THE REWARD PROVIDED FOR MAINTENANCE

OF ATTENDENCE?



NO OPINION

20. ARE YOU SATISFIED WITH THE CLUB AND RECREATIONAL FACILITIES IN

THE ORGANISATION?



NO OPINION

21. ARE YOU SATISFIED WITH THE REST ROOM FACILITY DURING LEISURE

HOURS?



NO OPINION

22. ARE YOU SATISFIED WITH THE DEPENDENTS GETTING JOB WHILE,

EMPLOYEES EXPIRES ON JOB?



NO OPINION

23. ARE YOU SATISFIED WITH THE REMUNERATION FOR YOUR JOB?



NO OPINION

96

24. ARE YOU SATISFIED WITH THE INSURANCE SCHEMES PROVIDED BY THE

ORGANISATION?



NO OPINION

25. ARE YOU SATISFIED WITH THE OVER ALL WELFARE MEASURES

PROVIDED BY THE ORANISATION?



NO OPINION

Suggestions if any:

97

gopika rajeesh project

Documents

highly satifactory

induction

accept alternative

simple random

suggestion

recreational

accept null

leisure hours