job satisfaction of workers in pattaiya spinners private limited

A STUDY ON JOB SATISFACTION OF WORKERS IN PATTAIYA

SPINNERS PRIVATE LIMITED

KANDAMPALAYAM-NAMAKKAL DISTRICT

By

xxxxxx

REG.NO. xxxxxx

Of

xxxxxxx,

xxxxxx

A PROJECT REPORT

Submitted to the

FACULTY OF MANAGEMENT SCIENCES

In partial fulfillment of the requirements

for the award of the degree

Of

MASTER OF BUSINESS ADMINISTRATION

JUNE 2005

BONAFIDE CERTIFICATE

Certified that this project report titled “A STUDY ON JOB

SATISFACTION OF WORKERS IN PATTAIYA SPINNERS PRIVATE

LIMITED, KANDAMPALAYAM-NAMAKKAL DISTRICT” is the bonafide work

of Mr. xxxxxx who carried out the research under my supervision. Certified

further, that to the best of my knowledge the work reported herein does not form

part of any other project report or dissertation on the basis of which a degree or

award was conferred on an earlier occasion on this or any other candidate.

Supervisor Head of the Department

Viva –voce held on________________

Internal Examiner External Examiner

ABSTRACT

The topic of the project is “A STUDY ON JOB SATISFACTION OF

WORKERS IN PATTAIYA SPINNERS PRIVATE LIMITED ”.

The cost of labour in textile mills is increasing disproportionately along

with absenteeism, which leads to increased financial burden for the

management. The government provides less taxation and more concession

based on the location of the industry. In order to overcome the problems the

company has located its unit in a rural area and for labour they utilize the people

in and around Kandampalayam village with and without experience and providing

proper training to labour through experienced supervisors. The organisation

realizes the need to asses the workers satisfaction of their welfare schemes.

The objectives of the study were to asses employee’s job satisfaction

level and their satisfaction level in various welfare facilities provided by the mill.

The research design under taken for the study was descriptive research

type and the sampling method used was census method. The total population of

125 workers was covered.

The primary source of data was collected from the employees through

survey method using a structured questionnaire. The data was collected through

interview schedule on a 5-point scale questionnaire. The secondary data was

collected referring to the personnel manual of the organisation.

Chi-square and simple percentage analysis were used to analyze the data

collected. The results show that most of the employees were satisfied with the

factors of job satisfaction. Very few workers of different departments have some

specific problems relating to their work, environment and colleagues. Suitable

suggestions were given by the researcher to improve these facilities in the

organisation.

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ACKNOWLEDGEMENT

I am greatly indebted to many personalities for their kind help,

encouragement and guidance for me to prepare and finish this project

successfully. I take this opportunity to thank all of them.

I hereby acknowledge with sincere gratitude to the Kongu Vellalar

Institute of Technology Trust and to the principal of Kongu Engineering College

xxxxxxxx and the management for providing me an opportunity to undergo

M.B.A Degree course and to undertake this project work.

I wish to express my deep sense of gratitude to our Director

xxxxxx, I wish to express my hearty thanks to xxxxxxx, faculty of management

studies for his valuable advice and guidance to carryout the project work

successfully.

I express my sincere thanks to xxxxxx, General Manager, Pattaiya

spinners private limited, kandampalayam-namakkal district, for his kind guidance

in the project.

I also extend my thanks to all the other faculty members for

extending their helping hands to complete this project effectively. Finally, I would

like to profoundly thank all the respondents who helped me in collecting the

necessary information for completing this project.

TABLE OF CONTENTS

CHAPTER NO. PARTICULARS PAGE NO

I INTRODUCTION 1

1.1 INDUSTRY PROFILE 1

1.2 ABOUT THE COMPANY 2

1.3 PROJECT PROFILE 4

II2.1NEED FOR THE STUDY

7

2.2OBJECTIVES OF THE STUDY 7

2.3LIMITATION OF THE STUDY 7

III RESEARCH METHODOLOGY 8

3.1 RESEARCH DESIGN 8

3.2 DATA COLLECTION METHODS 8

IV ANALYSIS AND INTERPRETATION 9

4.1 SIMPLE PERCENTAGE ANALYSIS 10

4.2 CHI-SQUARE ANALYSIS 36

4.3 WEIGHTED AVERAGE METHOD 42

CHAPTER NO. PARTICULARS PAGE NO.

V 5.1 FINDINGS 44

5.2 SUGGESTIONS 46

5.3CONCLUSION 46

APPENDIX I 47

BIBILIOGRAPHY 50

LIST OF TABLES

TABLE

NO.

TITLE PAGE

NO.

4.1.1 DEPARTMENTWISE CLASSIFICATION OF

RESPONDENTS

10

4.1.2 AGEWISE CLASSIFICATION OF RESPONDENTS 12

4.1.3 GENDERWISE CLASSIFICATION OF

RESPONDENTS

14

4.1.4 EXPERIENCE OF RESPONDENTS 16

4.1.5 RESPONDENTS CORDIAL RELATIONSHIP WITH

SUPERIOR/SUPERVISOR

18

4.1.6 BENEFIT SCHEMES FOR RESPONDENTS 20

4.1.7 SAFETY MEASURES FOR RESPONDENTS 22

4.1.8 FAMILY WELFARE MEASURES – TAKEN CARE 24

4.1.9 WORKING HOURS ARE SUITABLE FIXED 26

4.1.10 WORKING CONDIONS ARE SATISFACTORY 28

4.1.11 JOB SECURITY ENSURED 30

4.1.12 LEAVE PROVISIONS ARE ADEQUATE 32

4.1.13 TOILET FACILITIES ARE ADEQUATE 34

4.2.1 RELATIONSHIP BETWEEN MARITAL STATUS

AND FAMILY WELFARE MEASURES

36

4.2.2 RELATIONSHIP BETWEEN EXPERIENCE OF

THE RESPONDENTS AND THEIR RELATION

WITH SUPERIOR/SUPERVISOR

38

4.2.3 RELATIONSHIP BETWEEN THE GENDER OF

THE RESPONDENT AND THEIR WORKING

HOURS

40

4.3.1 OVERALL JOB SATISFACTION LEVEL 42

LIST OF FIGURES

FIGURE

NO.

TITLE PAGE

NO.

4.1.1 DEPARTMENTWISE CLASSIFICATION OF

RESPONDENTS

11

4.1.2 AGEWISE CLASSIFICATION OF RESPONDENTS 13

4.1.3 GENDERWISE CLASSIFICATION OF

RESPONDENTS

15

4.1.4 EXPERIENCE OF RESPONDENTS 17

4.1.5 RESPONDENTS CORDIAL RELATIONSHIP WITH

SUPERIOR/SUPERVISOR

19

4.1.6 BENEFIT SCHEMES (BONUS) FOR

RESPONDENTS

21

4.1.7 SAFETY MEASURES FOR RESPONDENTS 23

4.1.8 FAMILY WELFARE MEASURES – TAKEN CARE 25

4.1.9 WORKING HOURS ARE SUITABLE FIXED 27

4.1.10 WORKING CONDIONS ARE SATISFACTORY 29

4.1.11 JOB SECURITY ENSURED 31

4.1.12 LEAVE PROVISIONS ARE ADEQUATE 33

4.1.13 TOILET FACILITIES ARE ADEQUATE 35

CHAPTER I

INTRODUCTION

1.1 INDUSTRY PROFILE

In India, the textile industry occupies a unique position in the economy

contributing nearly one third of the country’s export earnings. The textile industry

is a self-reliant industry starting from 6M’s namely Men, Money, Method,

Machine, Material and Market. The textile industry has a vast potential for

creation of employment provides opportunities in agricultural, industrial,

organized, and decentralized sectors both in rural and urban areas. The textile

industry occupies a vital role in Indian economy. It is the single largest industry in

India accounting for nearly 22% of the total industrial production.

In a developing country like India the key progress is done to increase

productivity. The textile industries cannot progress unless the man and work has

a good relationship. The major part of human life is spent in doing work. Work is

a social reality and social expectation to which men seems to conform. It not only

provides status to individual but also binds him to the society. On the surface, it

may seem with the growing complexities of the industrial society; in simple words

work means earning for living.

Materials can be purchased at most comparative rates; machines may be

worked at their maximum speed but the output maximized is only when the

employees work willingly. If we go further and motivate the employees the output

can be raised still higher with the same type of materials and machines.

Peter F.Drucker observes, ” The source capable of enlargement can only

be human resource. Other resources can be utilized or worse utilized, but they

can never have output greater than the sum of outputs. Man alone of all the

resources available can grow and develop “. Thus the importance of human

factor in any enterprise cannot be underrated.

1.2 ABOUT THE COMPANY

NAME OF THE COMPANY : PATTAIYA SPINNERS PRIVATE LIMITED

ADDRESS : SF.NO.58, Devanampalayam Village,

Kandampalayam, Paramathi – Velur TK,

NAMAKKAL _637 203 (TN).

PHONE : (04288) 221238.

E-MAIL : [email protected]

MANAGING DIRECTOR : Mr. P.RAMASAMY.

GENERAL MANAGER : Mr. N.NELLAIYAPPAN, D.T.T.

COMMENCEMENT OF BUSINESS : 06.12.1995.

MAIN FEATURES OF THE ORGANISATION

1. Located in rural area.

2. Have advanced carding Machines and

3. Mordernised Drawing and blowing Machines.

MARKET AREA

1. Utilizing part of the product for further processing (Weaving, Colouring)

2. Marketing in and around Tiruchengode, Namakkal District.

mailto:[email protected]

PROFILE OF THE COMPANY

The company commenced its production in 1995 with 4800 spindles. The

hard work brings them in raising the no: of spindles to 11800 in 10 years period

of time. The production capacity of the company is 80 to 95 metric tones. The

yarn is utilized for further processing and also for sale in and around

Tiruchengode.

The raw materials like pure cotton, waste cotton from 100’s and 80’s,

viscose are used in production. The varieties are mixed manually in a ratio for

quality yarn. The contaminations are removed by hand picking which is better

than machine picking. The voluminous cotton is converted in to lap form in Blow

room. The removal of foreign particles is done in further processing known as

carding. Short fibers are removed in sliver. Here it is processed in comber

frames. It is spun in uniform thickness. In winding it is wound on cones. The

product is packed in bags.

The company is utilizing part of the product for further processing

(Weaving and Colouring) and also selling the product in and around

Tiruchengode, Namakkal District.

The accounts department records the financial transaction. The

transactions are first recorded in the journal as and when they take place.

Subsequently these transactions are recorded in the bankbook, creditors ledger,

etc.

The minimum age limits for recruitment is above 18 years. Depending on

different designation the age limit varies. The manager of the company directly

selects the person by face-to-face interview. The company provides training for

fresher by highly skilled supervisor. During the training period the person is

watched and after the period the person is made permanent.

1.3 PROJECT PROFILE

INTRODUCTION - JOB SATISFACTION

Job satisfaction refers to an employee’s general attitude towards his job.

Locke defines Job satisfaction as a “Pleasurable or positive emotional state

resulting from the appraisal of one’s job or job experiences”.

According to P.C. Smith,” Job satisfaction is the persistence of feeling

towards discriminable aspect of the job “.

According to Keith Davis,” Job satisfaction is the favorableness or

unfavorableness with which employees view their work if results when there is a

fit between job characteristics and the wants of employees “.

According to Vroom,” Job satisfaction as the positive orientation of an

individual towards the work role which he is presently occupying”.

According to Stephen P. Robbins,” Job satisfaction is an individual’s

general attitude towards his or her job”.

MOTIVATION, ATTITUDE AND JOB SATISFACTION

Motivation means willingness to work or produce. A person may be

talented and equipped with all kinds of abilities and skills but may have no will to

work. Satisfaction on the other hand, implies the positive emotional state, which

may be totally unrelated to productivity. Similarly in the literature, the terms job

attitude and Job satisfaction are inter changeable. Attitudes and pre-dispositions

that make the individual behave in a characteristic way across situations. They

are precursors to behavior and determine its intensity and directions. Job

satisfaction on the other hand, is an end-state of feelings that may influence

subsequent behavior. In this respect job attitude and Job satisfaction would result

from motivation and their morale level.

EVALUVATING JOB SATISFACTION

Before management can develop policies and practices to increase

employee’s satisfaction or maintain existing levels if they are found to be

acceptable, information must be obtained from the organization’s work force.

Management can informally acquire some insights into satisfaction level based

on impressions obtained from employees. Unfortunately, sometimes information

gathered in this way may be misleading. Employees are often reluctant to tell

supervisors negative things about their jobs. Moreover, such information will

almost certainly be obtained from a non-representative sample of all employees.

An accurate assessment of employee’s satisfaction ordinarily requires a

more formal procedure. Satisfaction surveys are often conducted to get

systematic information from employees. Satisfaction survey can provide

information regarding how employees feel about their jobs and the organization.

However surveys are not completely neutral information-gathering devices.

Employees expectation may be raised simply because employees are asked to

participate in the survey process. Failure to follow up on the survey with

appropriate managerial action may result in decreased employee satisfaction

than what existed before.

Job satisfaction survey helps to find out the level of employee satisfaction

and to take collective actions if needed to improve employee satisfaction and

performance.

RELATIVE FACTORS INVOLVED IN JOB SATISFACTION

1. Nature of work

2. Working Environment

3. Working hours

4. Job security

5. Responsibility given for the job

6. Relationship with colleagues

7. Relationship with supervisors

8. Safety measures

9. Grievance handling

10.Wage rate system

11. Incentives

12.Canteen facilities

13.Bonus schemes

14.Family welfare measures

15.Medical / First Aid facilities

16.Recognition

17.Rewards

CHAPTER II

2.1 NEED FOR THE STUDY

The resource capable of enlargement mainly is human resource. Other

resources can be utilized or less utilized, but they can never have output greater

than the sum of outputs. Human resources available can grow and develop.

Human resource can be utilized at its maximum only when they are satisfied with

their job.

When an employee joins the company, various factors in and around the

company affects the mind setting of the employee either in positive or negative

way. Due to change in mind setting the employee may either change

himself/herself to be active or inactive.

It is very much essential to study the impact/contribution of various factors

of job satisfaction to the employees of the organisation to retain its human

resource and also to increase their productivity.

2.2 OBJECTIVES

The objectives of the study are

1. To study the existing welfare facilities provided by “PATTAIYA

SPINNERS PRIVATE LIMITED”.

2. To analyze the employees job satisfaction level in “PATTAIYA

SPINNERS PRIVATE LIMITED”.

2.3 LIMITATIONS

1. The study is applicable to “PATTAIYA SPINNERS PRIVATE LIMITED”

only. There fore it cannot be generated for other existing industries of the

owner.

2. There may be personal bias of the respondents, which may affect the

result of the study.

CHAPTER III

RESEARCH METHODOLOGY

3.1 RESEARCH DESIGN

DESCRIPTIVE RESEARCH

Descriptive research method has been followed to conduct the research

study. Descriptive study is concerned with describing the particular characteristic

of individual or a group. Our study describes the satisfactory level of employees

of PATTAIYA SPINNERS (P) LTD., NAMAKKAL.

SAMPLING DESIGN/TECHNIQUES

The study consisted of only 125 employees. The entire population has

been covered for the study. The sampling design we used here is census

method, which means a complete enumeration of all items in the population.

Since all the workers have been surveyed, it will help in knowing the real job

satisfaction level.

3.2 DATA COLLECTION METHOD

The primary source of data was collected from the employees through

survey method, considering the size of the company and time factor. The data

was collected through interview schedule on a 5-point scale questionnaire. The

secondary data was collected referring to the personnel manual of the

organisation.

CHAPTER IV

ANALYSIS AND INTERPRETATION

ANALYSIS

Analysis is the process of placing the data in the ordered form, combining

them with the existing information and extracting the meaning from them. Only

analysis brings out the information from the data.

INTERPRETATION

Interpretation is the process of relating various factors with other

information. It brings out the relation between the findings to the research

objectives and hypothesis framed for the study in the beginning.

STATISTICAL TOOLS

To analyze the data the following tools were applied:

Simple Percentage Analysis

Chi Square Test

Likerts Scale of rating

4.1 SIMPLE PERCENTAGE ANALYSIS

DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS

TABLE - 4.1.1

INFERENCE:

From the table it is found that spinning department is the biggest (main

department) with a work force of 53.6% of workers and drawing department the

second biggest department with 12% of workers.

DEPARTMENT NO:OF WORKERS PERCENTAGE

GENERAL 19 15.2

MIXING 9 7.2

BLOWING 6 4.8

CARDING 9 7.2

DRAWING 15 12

SPINNING 67 53.6

TOTAL 125 100

DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS

FIGURE - 4.1.1

AGEWISE CLASSIFICATION OF RESPONDENTS

TABLE – 4.1.2

S.NO: AGE NO:OF WORKERS PERCENTAGE

1. 18 - 25 49 39.2

2. 26 - 33 46 36.8

3. 34 - 41 18 14.4

4. 42 - 49 7 5.6

5. 50 & OVER 5 4

TOTAL 125 100

INFERENCE:

The above table indicates that a maximum number of workers are in the

age group between 18 years and 33 years.

AGEWISE CLASSIFICATION OF RESPONDENTS

FIGURE – 4.1.2

GENDERWISE CLASSIFICATION OF RESPONDENTS

TABLE – 4.1.3

S.NO: GENDER NO:OF WORKERS PERCENTAGE

1. FEMALE 65 52

2. MALE 60 48

TOTAL 125 100

INFERENCE:

From the above table, the total no: of Female workers are slightly higher

than the total no: of Male workers.

GENDERWISE CLASSIFICATION OF RESPONDENTS

FIGURE – 4.1.3

EXPERIENCE OF RESPONDENTS

TABLE - 4.1.4

S.NO: EXPERIENCE NO:OF WORKERS PERCENTAGE

1 LESS THAN 4 YEARS 44 35.2

2 4 - 6 YEARS 67 53.6

3 7 - 9 YEARS 14 11.2

TOTAL 125 100

INFERENCE:

From the table it is found that 67 workers (53.6%) have experience in

category 4 – 6 years and about 14 workers (11.2%) have experience in category

7 – 9 years.

EXPERIENCE OF RESPONDENTS

FIGURE - 4.1.4

RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR / SUPERVISOR

TABLE – 4.1.5

S.NO: RELATION NO:OF WORKERSPERCENTAGE

1 Strongly agree 26 20.8

2 Agree 79 63.2

3 Neutral 15 12

4 Disagree 5 4

5 Strongly disagree 0 0

Total 125 100

INFERENCE:

From the table it is inferred that most of the worker (83.8%) have cordial

relationship with the supervisors / superiors in the organization.

RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR / SUPERVISOR

FIGURE - 4.1.5

BENEFIT SCHEMES (BONUS) FOR RESPONDENTS

TABLE - 4.1.6

S.NO: RELATION NO:OF WORKERS PERCENTAGE


2 Agree 81 64.8

3 Neutral 6 4.8

4 Disagree 9 7.2

5 Strongly disagree 6 4.8

Total 125 100

INFERENCE:

From the table it is found that most of the workers (83.2%) have agreed that the concern is providing high rate of bonus.

BENEFIT SCHEMES (BONUS) FOR RESPONDENTS

FIGURE - 4.1.6

SAFETY MEASURES FOR RESPONDENTS

TABLE - 4.1.7



2 Agree 89 71.2

3 Neutral 9 7.2

4 Disagree 3 2.4

Total 125 100

INFERENCE:

From the table it is found that most of the workers (90.4%) agreed with the safety provisions provided by the concern while working.

SAFETY MEASURES FOR RESPONDENTS

FIGURE - 4.1.7

FAMILY WELFARE MEASURES – TAKEN CARE

TABLE – 4.1.8



2 Agree 94 75.2

3 Neutral 8 6.4

4 Disagree 7 5.6


Total 125 100

INFERENCE:

From the table it is found that most (84%) of the workers feels that the concern is taking enough care on their family welfare facilities.

FAMILY WELFARE MEASURES – TAKEN CARE

FIGURE - 4.1.8

WORKING HOURS ARE SUITABLE FIXED

TABLE - 4.1.9



2 Agree 89 71.2

3 Neutral 8 6.4

4 Disagree 4 3.2


Total 125 100

INFERENCE:

From the table it is inferred that the working hours are suitably fixed for most of the workers (90.4%).

WORKING HOURS ARE SUITABLE FIXED

FIGURE – 4.1.9

WORKING CONDITIONS ARE SATISFACTORY

TABLE – 4.1.10



2 Agree 90 72

3 Neutral 6 4.8

4 Disagree 18 14.4


Total 125 100

INFERENCE:

From the table it is found that most of the workers (76.8%) feels that the

environment is suitably fixed for working.

WORKING CONDITIONS ARE SATISFACTORY

FIGURE - 4.1.10

JOB SECURITY ENSURED

TABLE - 4.1.11


1 Strongly agree 5 4

2 Agree 100 80

3 Neutral 8 6.4

4 Disagree 6 4.8


Total 125 100

INFERENCE:

From the table it is found that as long as the workers are doing their job effectively and efficiently they are secured with their jobs.

JOB SECURITY ENSURED

FIGURE - 4.1.11

LEAVE PROVISIONS ARE ADEQUATE

TABLE - 4.1.12



2 Agree 36 28.8

3 Neutral 12 9.6

4 Disagree 70 56


Total 125 100

INFERENCE:

The above table brings a common problem of most of the workers that the leave provided to them is not sufficient.

LEAVE PROVISIONS ARE ADEQUATE

FIGURE - 4.1.12

TOILET FACILITIES ARE ADEQUATE

TABLE - 4.1.13



2 Agree 44 35.2

3 Neutral 28 22.4

4 Disagree 32 25.6


Total 125 100

INFERENCE:

From the table it is inferred that there is not enough lavatories provided and it is located at a distant place for many departments.

TOILET FACILITIES ARE ADEQUATE

FIGURE - 4.1.13

4.2 CHI-SQUARE ANALYSIS

RELATIONSHIP BETWEEN MARITAL STATUS AND FAMILY WELFARE

MEASURES

TABLE – 4.2.1

LEVEL OF SATISFACTION

Marital status

Highly satisfied

Satisfied Dissatisfied Total

Married 6 58 5 69

Single 5 36 15 56

Total11 94 20 125

NULL HYPOTHESIS (Ho) – There is no significant relationship between marital

status and family welfare measures.

ALTERNATE HYPOTHESIS (H1) – There is close relationship between marital status

and family welfare measures.

Fo Fe (Fo-Fe) (Fo-Fe)^2 (Fo-Fe)^2/Fe

6 6.072 -0.0720 0.0052 0.0009

58 51.888 6.1120 37.3565 0.7199

5 11.04 -6.0400 36.4816 3.3045

5 4.928 0.0720 0.0052 0.0011

36 42.112 -6.1120 37.3565 0.8871

15 8.96 6.0400 36.4816 4.0716

125 125 8.9850

CHISQUARE RESULT:

Calculated chi-square value = 8.985

Degree of freedom = 2

Table value = 5.9915

Level of significant = Sig. At 5% level

CONCLUSION

From the above analysis we conclude that there is close relationship

between marital status and family welfare measures. The company provides

educational fund to the children of the workers. It brings a motivation attitude to a

married worker towards the job than an unmarried worker.

RELATIONSHIP BETWEEN EXPERIENCE OF THE RESPONDENTS AND

THEIR RELATION WITH SUPERIOR /SUPERVISOR

TABLE – 4.2.2


ExperienceHighly

satisfiedSatisfied Dissatisfied Total

Less than 4 years 15 23 6 44

4 years to 9 years 11 56 14 81

Total 26 79 20 125

NULL HYPOTHESIS (Ho) – There is no significant relationship between the

experience of the respondents and their relation with superior/supervisor.

ALTERNATE HYPOTHESIS (H1) – There is close relationship between the

experience of the respondents and their relation with superior/supervisor.


15 9.152 5.8480 34.1991 3.7368

23 27.808 -4.8080 23.1169 0.8313

6 7.04 -1.0400 1.0816 0.1536

11 16.848 -5.8480 34.1991 2.0299

56 51.192 4.8080 23.1169 0.4516

14 12.96 1.0400 1.0816 0.0835125 125 7.2866

CHISQUARE RESULT:





CONCLUSION


between the experience of the respondents and their relation with

superior/supervisor. The experience of the respondent brings an understanding

with the superior/supervisor.

RELATIONSHIP BETWEEN THE GENDER OF RESPONDENT AND THEIR

WORKING HOURS

TABLE – 4.2.3


GENDERHighly

satisfiedSatisfied Dissatisfied Total

Female 18 42 5 65

Male 6 47 7 60

Total24 89 12 125

NULL HYPOTHESIS (Ho) – There is no significant relationship between the

gender of the respondent and their working hours.

ALTERNATE HYPOTHESIS (H1) – There is close relationship between the gender of

the respondent and their working hours.


18 12.48 5.5200 30.4704 2.4415

42 46.28 -4.2800 18.3184 0.3958

5 6.24 -1.2400 1.5376 0.2464

6 11.52 -5.5200 30.4704 2.6450

47 42.72 4.2800 18.3184 0.4288

7 5.76 1.2400 1.5376 0.2669

125 125 6.4245

CHISQUARE RESULT:





CONCLUSION


between the gender of the respondent and their working hours. The female

workers have only day shift. Most male workers work in night shift. Female

workers were highly satisfied with their working hours. Male workers were not

highly satisfied with working hours during night shift.

4.3 WEIGHTED AVERAGE METHOD

OVERALL JOB SATISFACTION LEVELTABLE – 4.3.1

S.NO: NO:OF 5'S NO:OF 4'S NO:OF 3'S NO:OF 2'S NO:OF 1'STOTAL

AVERAGE

1 12 84 10 12 7 3.6562 6 90 6 18 5 3.5923 18 76 20 6 5 3.7684 6 50 31 21 17 3.0565 24 89 8 4 6 4.1126 6 90 8 9 12 3.5527 3 36 12 70 4 2.7128 26 83 5 5 6 3.9449 20 92 8 5 0 4.01610 3 44 28 32 18 2.85611 32 66 6 13 8 3.80812 29 70 12 8 6 3.86413 21 70 20 8 6 3.73614 24 89 5 2 0 3.9615 5 100 8 6 6 3.736

T.Q.16 & & & & & &17 19 90 6 6 4 3.91218 26 83 10 6 0 4.03219 4 48 30 36 7 3.04820 36 66 6 10 7 3.91221 30 71 9 11 4 3.89622 40 68 6 5 6 4.048

T.Q.23 & & & & & &24 6 39 34 28 18 2.89625 23 81 6 9 6 3.84826 10 20 80 10 5 3.1627 6 99 16 3 1 3.848

TOTAL 90.968AVERAGE 3.63872

AVERAGE JOB SATISFACTION INDEX = 90.968 / 25.

OVERALL JOB SATISFACTION LEVEL = 3.638 (IN 5 TO 1 SCALE).

INFERENCE

The overall job satisfaction level in Likert Scale Method by WEIGHTED

AVERAGE METHOD is 3.638 (in 5 to 1 scale). When converting to percentage, it

indicates that workers were satisfied at 72.76% with their job.

CHAPTER V

5.1 FINDINGS

1. 72% of the respondents were satisfied and 5% of the respondents were

highly satisfied about the working conditions.


highly satisfied about the working hours.

3. 84% of the respondents feel that the job is secured as long as they do

good work.


highly satisfied with the supervisor/superior cooperative.

5. With respect to bonus schemes 65% of the respondents were satisfied

and 18% of the respondents were highly satisfied.


highly satisfied by the grievance handling of the company.

7. With respect to family welfare measures 48% of the respondents were

satisfied and 10% of the respondents were highly satisfied.

8. Almost 64% of the respondents feel neutral about the training during their

work.


highly satisfied with the periodical review of the workers in the company.

10.Almost 36.8% of the respondents feel negative about the savings from

their earnings.

11.With respect to opportunities to present the problems to the management

53% of the respondents were satisfied and 29% of the respondents were

highly satisfied.

12.Almost 52.8% of the respondents were negative about the rest pauses

provided by the company.

13.72% of the respondents were satisfied and 15% of the respondents were

highly satisfied with the cooperation of coworkers in the company.

14.With respect to safety provisions 68% of the respondents were satisfied

and 5% of the respondents were highly satisfied.

15.Nearly 56% respondents were satisfied and 23% of the respondents were

highly satisfied about drinking water facilities available in the company.

16.On first aid facilities 53% of the respondents were satisfied and 26% of the

respondents were highly satisfied.


highly satisfied about the washing facilities available in the company.


highly satisfied with the lighting and ventilation facilities in the company.

19.56% of the respondents were not satisfied with the leave facilities provided

by the company.

20.40% of the respondents were not satisfied with the bathroom and toilet

facilities provided by the company.


highly satisfied with the shift term facilities in the company.

5.2 SUGGESTIONS

1. Due to continuous work many feel mentally tired in short time. There fore

the company may provide short breaks.

2. It would be better to provide additional lavatory for the cone-winding

department.

3. It would be better to provide artificial roof forced fan to maintain fresh air

and to reduce cotton dust.

4. Organisation may take efforts to provide additional medical facilities for the

workers.

5.3 CONCLUSION

From this research it is concluded that most of the employees of

“PATTAIYA SPINNERS (P) LTD., NAMAKKAL” are satisfied with their job and

the welfare facilities provided by the organisation. Out of 17 welfare items

provided by the company improvements are required only in 3 items.

APPENDIX

A STUDY ON JOB SATISFACTION OF WORKERS IN

PATTAIYAH SPINNERS PRIVATE LIMITED

KANDAMPALAYAM-NAMAKKAL.

PERSONAL DATA

1. Name (optional) :

2. Department :

3. Age : (a) 18-25 (b) 26-33 (c) 34-41 (d) 42-49 (e) 50 and over 4. Sex : (a) Male (b) Female

5. Educational qualification :

6. Marital status : (a) Single (b) Married

7. Experience : (a) < 3Yrs (b) 4 – 6 Yrs (c) 7 – 9 Yrs

PLEASE INDICATE YOUR LEVEL OF SATISFACTION FOR THE FOLLOWING ASPECTS

01. I like the nature of my work.

02. Working conditions are satisfactory here.

03. There is a high team spirit in the work group.

04. As per work requirement my pay is fair.

05. Working hours are suitably fixed.

06. Shift work is properly organized & I like to work in shifts.

07. Enough leave facilities are given.

08. Lighting and Ventilation facilities are adequate.

09. Washing facilities are adequate.

10. Bath rooms, toilets are properly maintained.

Strongly Agree Agree Neutral Disagree Strongly Disagree









Strongly Agree

11. Medical / First Aid in needy times provided.

12. Drinking water arrangement is good.

13. Canteen and its services are good.

14. Adequate safety provisions are ensured.

15. My job is reasonably secure as long as I do good work.

16. I get promotions on my experience.

17. Co workers are cooperative in work.

18. My supervisors / superiors treat me well & properly.

19. Given rest pauses are sufficient.

20. I have opportunities to present my problems to the management.

21. Grievance handing is good.

22. Periodical review of workers in work.

23. I will not quit this job if I get a similar job elsewhere.

24. I agree that I can make some sort of savings.

Agree Neutral Disagree Strongly Disagree














Strongly Agree

25. I am satisfied with respect to Bonus schemes.

26. I get enough training by working in this concern.

27. The concern is taking care of my family welfare measures.

BIBLIOGRAPHY

1. Stephen. P. Robbins – Organizational Behaviour, ninth edition by

prentice hall.

2. Edwin. B. Flippo – Principles of Personnel Management, Mc Graw Hill

Kogusha Company Limited, Tokyo, sixth edition – 1998.

3. C.R.Kothari – Research Methodology Methods and Techniques,

Wishwa Prakashan, second edition – 1990.

4. C. B. Mamoria – Personnal Management, Himalaya Publishing House,

Bombay_4 – 1992.

5. Tripathi - Personnal Management and Industrial Relations, Sultan

Chand and Sons, New Delhi, Twelfth Edition – 1996.

Agree Neutral Disagree Strongly Disagree




job satisfaction of workers in pattaiya spinners private limited

Documents

family welfare measures

welfare facilities provided

point scale questionnaire

superior supervisor

textile industry occupies

jp epiy fwpj

job security ensured

adequate toilet facilities