CHAPTER 1

INTRODUCTION
INTRODUCTION TO THE TOPIC
The project was undergone to know about the levels of satisfaction among the
employees, as employees are the key assets of any organization, it is important to check the
satisfaction level because satisfaction has direct bearing on the employee productivity and
the morale of the employee is affected and in future there may be job hopping by the
employees in the organization and retaining employees has now become the corporate
imperative with such prevailing turnover it is important for the organization to improve
creative strategies and solution to keep valued members of the staff.
For many years, personnel management was viewed as a maintenance function of
the organization, a repository of records and information, but not as a function that had any
notable impact on the productivity and profitability of the organization as a whole.
Recent researchers have developed a new perspective of strategic human resource
management.

This perspective essentially takes a broader, more integrated view of

personnel function. It seeks to link the personnel function to the long-term strategies of an
organization and asks how it can facilitate the accomplishment of those strategies and
goals.

In this environment, the importance and status of personnel management will

continue to increase as a field, which proactively and creatively responds to changing job
satisfaction and expectations of the human side of any enterprise.
An understanding and knowledge of the organizations broad objectives is directly
related to the success of the organization. Knowledge of present must precede forecasting
for the future. Forecasting is the way in which the personnel manager is able to know, how
and when changes are going to affect both individual and organizational goals.
Job satisfaction, which is usually the responsibility of the personnel department,
who should be notified whenever a new vacancy arises or one of the workers resign or
approaches the age of retirement or when the organization feels that the value of working
the department justifies the employment of extra staff.
For certain benefits, the people within the organization have a lot to be considered
for transfer or promotion for such positions. In most organizations as a matter of policy,
internal mobility is maintained by putting such vacancies on Notice Board or publishing by
other means, so that all employees know and can apply for the same.
1

When people are recruited from outside, there are several changes that need to be
overcome effectively in the open market.

The first challenge is to attract qualified

candidates through sound and appropriate job satisfaction methods. The second is to
comply with complex legislation designed to secure equal opportunity for all. The third
challenge is to identify the talented and select the most qualified from among the applied
candidates. After selection and hiring, management must evaluate and train new
employees.

Thus, the process of job satisfaction involves the development of a group of

potentially qualified employees.

REVIEW OF LITERATURE
Definition and Importance of Job Satisfaction
Different authors have different approaches towards defining job satisfaction. Some
of the most commonly cited definitions on job satisfaction are analyzed in the text that
follows. Hop pock defined job satisfaction as any combination of psychological,
physiological and environmental circumstances that cause a person truthfully to say I am
satisfied with my job (Hop pock, 1935). According to this approach although job
satisfaction is under the influence of many external factors, it remains something internal
that has to do with the way how the employee feels. That is job satisfaction presents a set of
factors that cause a feeling of satisfaction.
Vroom in his definition on job satisfaction focuses on the role of the employee in
the workplace. Thus he defines job satisfaction as affective orientations on the part of
individuals toward work roles which they are presently occupying (Vroom, 1964). One of
the most often cited definitions on job satisfaction is the one given by Spector according to
whom job satisfaction has to do with the way how people feel about their job and its various
aspects. It has to do with the extent to which people like or dislike their job. That is why job
satisfaction and job dissatisfaction can appear in any given work situation.
Job satisfaction represents a combination of positive or negative feelings that
workers have towards their work. Meanwhile, when a worker employed in a business
organization, brings with it the needs, desires and experiences which determinates
expectations that he has dismissed. Job satisfaction represents the extent to which
expectations are and match the real awards.

Job satisfaction is closely linked to that

individual's behavior in the work place (Davis et al., 1985).

2

Job satisfaction is a workers sense of achievement and success on the job. It is

generally perceived to be directly linked to productivity as well as to personal well-being.
Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for ones
efforts. Job satisfaction further implies enthusiasm and happiness with ones work. Job
satisfaction is the key ingredient that leads to recognition, income, promotion, and the
achievement of other goals that lead to a feeling of fulfillment (Kaliski, 2007).
Job satisfaction can be defined also as the extent to which a worker is content with
the rewards he or she gets out of his or her job, particularly in terms of intrinsic motivation
(Statt, 2004).
The term job satisfaction refers to the attitude and feelings people have about their
work. Positive and favorable attitudes towards the job indicate job satisfaction. Negative and
unfavorable attitudes towards the job indicate job dissatisfaction (Armstrong, 2006).
Job satisfaction is the collection of feeling and beliefs that people have about their
current job. Peoples levels of degrees of job satisfaction can range from extreme
satisfaction to extreme dissatisfaction. In addition to have attitudes about their jobs as a
whole. People also can have attitudes about various aspects of their jobs such as the kind of
work they do, their co-workers, supervisors or subordinates and their pay (George etal.
2008).
Job satisfaction is a complex and multifaceted concept which can mean different
things to different people. Job satisfaction is usually linked with motivation, but the nature
of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is
more of an attitude, an internal state. It could, for example, be associated with a personal
feeling of achievement, either quantitative or qualitative (Mullins, 2005)
Factors of Job Satisfaction
Job satisfaction is under the influence of a series of factors such as the nature of
work, Salary, Advancement opportunities, Management, Work groups and Work conditions.
A somewhat different approach regarding the factors of job satisfaction is provided by Rue
and Byars. When talking about factors of job satisfaction the fact that they can also cause
job dissatisfaction must be kept in mind. Therefore the issue weather job satisfaction and job
dissatisfaction are two opposite phenomena? There is no consensus regarding this issue
among authors. Herzbergs Two Factor Theory is probably the most often cited point of
3

view. In fact the main idea is that employees in their work environment are under the
influence of factors that cause job satisfaction and factors that cause job dissatisfaction.
Therefore al factors that have derived from a large empirical research and divided in
factors that cause job satisfaction (motivators) and factors that cause job dissatisfaction
(hygiene factors).
JOB SATISFACTION FACTORS
Hygiene factors
Company policies
Supervision
Interpersonal relations
Work conditions Responsibility
Salary
Status
Job Security

Motivators
Achievement
Recognition
Work itself
Advancement
Growth

Effect of job satisfaction on employees performance

High Productivity

Reduced Turnover

Improved attendance

Diminished miss-chances

Lower Unionization

Negative Effects of Job Satisfaction on Employees

Job Stress

Poor Overall Performance

High Employee Turnover Rates

OBJECTIVEOFTHESTUDY
The purpose of this study is to gain insight into the working of the personnel
department .One of the main criteria is satisfaction of employees in their job, which act as a
4

motivator and enhance the productivity level of the employees

1. To study the level of Job satisfaction at Aiswarya Beverages Company Ltd,
Thiruvalla.
2. To gain insight into the problems faced by the staff.
3. To analyze promotional aspect within the organization.
4. To summarize the findings and offer suggestion.
SCOPEOFTHESTUDY
The main scope of the study is to understand the employee perception of their job
satisfaction. This study was aimed at analyzing satisfaction of the employees in various
aspects like job content, working conditions, pay and benefit, etc. and helping the
management to realize areas of weakness and offer suggestions to increase the satisfaction
level of the employees
LIMITATIONOFTHESTUDY
The limitation of this study is as follows
The report suffers from the limitation imposed on the researchers towards restrictive
time period within which it has to be observed.
The Bias of the respondent may have introduced errors in the survey findings.
The analysis is based on the belief that all the answers received are true.
The respondent may have been affected by the respondent frame of mind at the time of
filling the questionnaire.

CHAPTER 2
INDUSTRY PROFILE & COMPANY PROFILE
INDUSTRY PROFILE
Indian Scenario
Indians currently spending about $330M a year on bottled water, analyst estimate. The
package water market constitutes 15 per cent of the overall package beverage industry, which
has annual sales of at least $ 2.6B, Deepak Jolly, a spokesperson for Coca-Cola India said.
Almost all the major international and national brands water bottles are available in
Indian market right from the malls to the railway stations, bus stations, grocery stores and even
at panwalas shop. Before few years bottle water was considered as the rich peoples choice, but
now it is penetrated even in rural areas. The growth and status of Indian Bottled Industry in
comparison with Western or Asian market, India is far behind in terms of quantum,
infrastructure, professionalism and standards implementation.
Water Consumption in India
India receives abundant rains. The average annual precipitation is estimated to be 4000
billion m. Only 1000 billion m/year is available as usable surface water and ground water.
At present the water consumption in India is about 750 billion m/year for all the applications,
viz agricultural, industrial, domestic and commercial. Assuming a conservative figure of per
capita water consumption of 1000 m/year, the water availability in the country is likely to get
fully stretched by the year 2010 unless augmentation is planned right now. The consumption
norm of 1000 m/year is only 10-20% of the per capita consumption in industrialized
countries. Moreover, the geographical distribution and seasonal variation of rainfall are not
uniform. There are pockets like Saurashtra and Kutch, the coastal areas of Tamil Nadu and land
locked areas of Western Rajasthan and Marathwada in Maharashtra with scanty rainfall and
perennial water scarcity. In addition, a large number of villages in various parts of the country
are known to be suffering from excess salinity, fluoride, nitrate, iron, arsenic and microbial
contaminations of ground water. These invariably lead to widespread water borne diseases and
6

cause enormous hardships to the inhabitants. A holistic approach is therefore called for to cope
with the fresh water needs of the country in the coming decades.
Global Scenario
Mineral water is water containing minerals or other dissolved substances that alter its
taste or give it therapeutic value, generally obtained from a naturally occurring mineral spring or
source. Dissolved substances in the water may include various salts and sulphur compounds.
Mineral water can be sparking (with effervescence), or still (without effervescence).
Traditionally, mineral waters were used or consumed at their source, often referred to as
taking the waters or taking the cure, at sites such as spas, baths or wells. The term spa was
used for place where the water was consumed and bathed in; bath where the water was used
primarily for bathing, therapeutics, or recreation; and well where the water was to be consumed.
Active tourist centres have grown up around many mineral water sites since ancient times, such
as Hungary, Hisarya (Bulgaria), Vichy (France), Jermuk (Armeni), Yessentuki(Russia),
Spa(Belgium),

Krynica-Zdroj(Poland),

Sulphur

Baths(Tbilisi,

Republic

of

Georgia),

bath(England), or Karlovy Vary(Czech Republic). In Romania, a country enjoying a privileged

position as home to over one-third of the European mineral and thermal springs, resorts
developed since antiquity in places such as Baile Herculane, Geoagiu or Slanic. Tourist
development resulted in spa towns and hydropathical hotels (often shortned to hydros).
Key Players
The main key players of classic mineral waters are following;
Aquafina
Aquafina has been built through refreshing and sharp advertising. The What a Body
campaign has helped the brand to drive premium, modern and youthful imagery in an otherwise
undifferentiated category.
Bottled across India in 19 plants, Aquafina is available across more than half a million
outlets. Catering to diverse consumer needs and occasions, it is available in various pack sizes
like 300ml, 500ml, and 1 ltr bottles and in bulk water jars of 25 ltrs.
7

Aquafina is the face of PepsiCos water conservation initiatives and builds awareness
about PepsiCos efforts to replenish and restore the water through its pack labels. Such a big gun
is a great key player for CLASSIC.
Kinley
Kinley water comes with the4 assurance of safety from the Coca-Cola Company. They
introduced Kinley with reverse-osmosis along with the latest technology to ensure purity of
their product. Because they believe that right to pure, safe drinking water is fundamental.
According to this policy Kinley has a great goodwill and well image among the competitors.
Bisleri
A brand that pioneered the concept of mineral water, bottled with its distinct green label,
Bisleri, today, is a household name. Powered by 17 owned plants, 33 co-packers, 11 franchiees
and a wide distribution and retail network pan India, Bisleri is at the center of the Aqua Green
Revolution. Bisleri is proud to have pioneered the concept of bottled water in India, way back in
1969.
BIBO
Bibo Water is a BIS Approved brand manufacturing by ACER Engineers Pvt Ltd, an ISP
9001:2000 certified organization, and the 20ltrs BIBO water is delivered to the doorstep of over
3200 customers. BIBO water in different packs is distributed through 720 retail outlets across
the twin cities. The 1 ltr BIBO water is also a preferred Indian Railway approved brand. Acer
Engineers Pvt Ltd is basically a Water Treatment Technology company having executed various
industrial water treatment and drinking water plants, the company diversified into
manufacturing of Mineral water in 1996. BIBO water, established in 1997 has strong presence
across the state of Andhra Pradesh, has been recording a consistent growth rate of 18% per
annum.

Others

Kent
8

Green

Mount Mist

Green Valley

Mountain Valley

Crystal Aqua

Aquafine

COMPANY PROFILE OF AISWARYA BEVERAGES CO.

The company was established by Mr Emmanuel Mathew in 21 January 2001 at
Thiruvalla with an initial investment of Rs. 20 lakhs and started its functioning with 10
employees. The company rapidly grew of the increase in the demand for its quality of its
products. In order to meet the rising demand for its products, this has to expand and it was
shifted to one new building with modern facilities in 2005. With an experience of over 30 years
in beverages field, classic has provided consumers with consistently high quality products.
Classic is the fourteenth company in Kerala to get ISI Certification from Bureau of Indian
Standards.

This unit has its incision in 2001 and hence was the last unit to be setup. This unit
mainly deals with packaged drinking water. The brand name is Classic and it is available in one
litre, two litre and 20 litre jars. The water for this purpose is obtained from well and from other
10

available stored tanks within the boundary of the units. The company gives utmost priority to
quality and therefore stringent methods are followed to attain Indian Standard Institute (ISI) as a
symbol or mark for product quality. A batch is forwarded only after the lab test is being
conducted at the companys very own lab. Therefore products are being certified fit for drinking
only after the supervision of these experts. The unit has its own office at chumathra near
muthoor in Thiruvalla.
To put it in a Nut Shell
Classic is packed pure drinking water brought to the market by Aiswarya Beverages
Company, Thiruvalla, Kerala. Water filtered and purified under modern Swedish Technology.
The classic water is pure, clear, colourless, odourless and disinfected. Classic confirms to all the
health standards and specifications on drinking water stipulated by Bureau of Indian Standards
(BIS) and it ensure health and protects from water born diseases.
Classic pure, crystal clear water goes through a rigorous multiple stage purification
process to meet the most stringent Bureau of Standards (BIS) for water purity.
VISION MISSION AND OBJECTIVES
Vision
Our vision is to be the worlds premier consumer product company focused on
convenient foods and beverages. We seek to produce financial rewards to investors as we
provide opportunities for growth and enrichment to our employees. Our business partners and
the communities in which we operate. And in everything we do, we strive for honesty, fairness
and integrity.
Mission
Our responsibility is to continually improve all aspects of the world in which we operate
environment, social, economic- creating a better tomorrow than today.
Objectives
Provide cost effective products.
11

 Improve productive development cycle time.

To satisfy customer needs and wants.
Improve in time delivery of goods.

12

PRODUCT PROFILE
This unit had its inclusion in 2001 and hence was the last unit to be set up. This unit is
mainly deals with packaged drinking water. The brand name is CLASSIC and it is available in
one litre, two litre and 20 litre pet jars. The water for this purpose is obtained from well and
from other available stored tanks within the boundary of the units. The company gives utmost
priority to quality and therefore stringent methods are followed to attain top quality. The unit
has obtained licence from Bureau of Indian Standards (BIS) and therefore has attained Indian
Standard Institute (ISI) as a symbol or mark for product quality. A batch is forwarded only after
the lab test is being conducted at the companys very own lab. Therefore products are being
certified fit for drinking only after the supervision of these experts. The unit has its own office at
chumathra near muthoor in Thiruvalla.
Awards and Achievements
ISO 9001-2000 certified.
Best Mineral Water Award for the year 2010 (Kerala circle).
One if the great achievement is, in Pathanamthitta district and Kottayam district Classic
is the market leader with more than 70% market share to almost all its products.
PRESENT BOARD OF DIRECTORS
o Chairman & Managing Director : Mr Emmanuel Mathew
o Mrs Sherly Emmanuel (Executive Director).
Chain of Directors

Mr Aby Emmanuel

Mr Navin Scaria

Mrs Sherly Emmanuel

13

Mr Kishore Jacob

Mr Boby George

PRODUCTS AND SERVICES OFFERED

Services
Aiswarya Beverages Ltd is arraying on various welfare services, social and cultural
activities for the benefit of the employee and their family members. The various welfare
measures are as follows;
1. Employee Bus Facility
Company shift bus facility is providing to employees, covering all the four shift to
facilitate them to attend to shift duties.
2. Issue of Uniform
The company are issued with 2 sets of stitched cotton uniform and also issued with a
pair of head covering to the employee safety.
3. Issue of Chappals
Employees are issued with one pair of chappals every year for safety reasons,
depending upon the place of work.
4. Payment of Food Allowances as Incentive
Company is paying special allowance Rs. 6.50 per head per day and Rs. 7.50 per head
per day for other calculated on the basis of number of days actually attended duty subsidies the
food/eatable expenses incurred by employee during the working hours.
5. Education Allowance
Company is paying education allowance to all other employee at 15 days salary/wages
14

once in a year to meet requirements of their childrens education expenses.

6. Merits Scholarship for Professional Courses
Merit Scholarship is given to employees childrens for MBBS and B.E students as
detailed below;
MBBS

Rs. 10,000 per year

B.E

Rs. 9,000 per year

7. Sickness Benefit Scheme

Company is paying 50% of salary/wages to employee up to a period of 6 months at a
stretch for those who are availing long medical leave on loss of pay for disease which require
continuous treatment and bed rest to sickness period.
8. Free Medical Treatment
Free medical treatment facility is extended to all employees including outside references
also. The employees wife, children and dependents, parents are also availed medical treatment
at subsidized rates.
9. Aiswarya Beverages Employees Association (Benefit Fund)
Company is paying a nominal pension at Rs. 750 per annual for a period of 3 years to
the superannuated and retired member.
10. Gifts
A gift worth Sovereign on Gold is given to superannuated employee for appreciation
of their service.
11. Salary Advance
Salary Advance is given to employees for marriage in their family and medicated
treatment purpose.
15

12. Insurance
Company insure the employee pays every under Personal Insurance Rs. 30 in which
the company bears Rs. 15.

13. Workers Education Programme

Workers Education Programme is conducted for 25 employees every year and once in
two the programme is arranged for those employees, numbering 50 to see other factories and
other important places in Kerala. The entire expenditure is borne by the company.
14. Medical Leave
Medical leave accumulation up to 80 days is allowed.

16

CHAPTER 3
RESEACH METHODOLOGY
RESEARCH METHODOLOGY
Research is an academic activity and such the term should be used in technical
sense. According to Clifford Woody, Research comprises defining and redefining problem,
formulating hypothesis or suggested solutions; collecting, organizing and evaluating data;
making deductions and research conclusions; and at last carefully testing the conclusions to
determine whether they fit the formulating hypothesis. Research is thus an original contribution
to the existing stock of knowledge making for its advertisement. It is pursuit of truth with the
help of study, observation, comparison and experiment. In short the search for knowledge
through objective and systematic method of finding solution to problem is research.
RESEARCH DESIGN:
A Research design is the arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the Research purpose with economy in
procedure. In fact the Research design is the conceptual structure within which Research is
conducted: it constitutes the blueprint for the collection measurement and analysis of data. It
must be able to define clearly what they want to measure and must find adequate methods for
measuring it along with a clear cut definition of population wants to study. It is descriptive in
nature.
DATA COLLECTION:
The source from where data can be acquired is known as data source. The
sources are classified into two types, they are;

17

Primary Data:Primary data has been collected from the respondents through the printed
questionnaire.

Secondary Data:Secondary data is the data collected though the following sources such as

Annual report of the company

Journals
Newspapers
Magazine

SAMPLE SIZE & SAMPLING METHOD:

Simple Random Sampling
In this method each individual is chosen randomly and entirely by chance, such
that each individual has the same probability of being chosen at any stage during the sampling
process.
Sample Size
The sample size of this study is 150.

18

CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
4.1 PERCENTAGE ANALYSIS METHOD:
TABLE 4.1.1:- TABLE SHOWING MARITAL STATUS OF THE RESPONDENTS
OPTIONS

NO. OF RESPONDENTS

MARRIED

85

UNMARRIED

65

TOTAL

150

PERCENTAGE

56.67
43.33
100

INTERPRETATION
From the above table, 56.67 percentages of the respondents are married and 43.33 of the
respondents are unmarried.
CHART 4.1.1:- CHART SHOWING THE MARITAL STATUS OF THE RESPONDENTS

19

MARITAL STATUS

MARRIED
UNMARRIED

TABLE 4.1.2:- TABLE SHOWING THE AGE OF RESPONDENTS

AGE

NO. OF RESPONDENTS

PERCENTAGE

18-25

10

6.66

25-35

25

16.67

35-45

75

50

ABOVE 45

40

26.67

TOTAL

150

100

INTERPRETATION
From the table, 50% of the respondents are in the age group of 35-45, 24.67% are in the group
of above 40, 16.67% are in the group of 25-35 and 6.66% of the respondents are in the age
group of 18-25.
CHART 4.1.2:- CHART SHOWING THE AGE OF RESPONDENTS

20

AGE OF RESPONDENTS
60
50
40

PERCENTAGE

30
20
10
0
18-25

25-35

35-45

ABOVE 45

TABLE 4.1.3:- TABLE SHOWING THE EXPERIENCE OF THE RESPONDENTS

EXPERIENCE

NO. OF RESPONDENTS

PERCENTAGE

BELOW 5 YEARS

15

10

5-10 YEARS

25

16.67

10-15 YEARS

65

43.33

ABOVE 15

45

30

TOTAL

150

100

INTERPRETATION
43.33% of the respondents have the experience between 10-15years, 30% of the respondents
have the experience between above 15, 16.67% of the respondents have the experience
between 5-10 years, 10% of the respondents have the experience below 5 years
CHART 4.1.3:- CHART SHOWING THE EXPERIENCE OF THE RESPONDENTS

21

EXPERIENCE OF RESPONDETNS
PERCENTAGE
43.33
30
16.67
10

BELOW 5 YEARS

5-10 YEARS

10-15 YEARS

ABOVE 15

TABLE 4.1.4:- TABLE SHOWING THE WORKING CONDITION

OPTION

NO. OF RESPONDENTS

PERCENTAGE

EXCELLENT
GOOD
SATISFACTORY
AVERAGE
BELOW AVERAGE
TOTAL

45
65
20
15
5
150

30
43.33
13.33
10
3.34
100

INTERPRETATION
43.33% of the respondents have the opinion that the working condition of the organization are
Good, 30% the respondents have the opinion respondents have the opinion that the organization
are Excellent, 13.33% of the respondents have the opinion that the organization are satisfactory,
10% of the respondents have the opinion that the organization are average, 3.34% of the
respondents have the opinion that the working condition of the organization are below average
CHART 4.1.4:- CHART SHOWING THE OPNION ON WORKING CONDITION

22

PERCEPTION OF RESPONDENTS ABOUT WORKING CONDITION

PERCENTAGE
43.33
30

13.33

10
3.34

EXCELLENT

GOOD

SATISFACTORY

AVERAGE

BELOW AVERAGE

TABLE 4.1.5:- TABLE SHOWING THE OPINION ON SAFETY MEASURES

OPTION

NO. OF RESPONDENTS

PERCENTAGE

EXCELLENT
GOOD
SATISFACTORY
AVERAGE
BELOW AVERAGE
TOTAL

32
58
45
10
5
150

21.33
38.67
30
6.67
3.33
100

INTERPRETATION
38.67% of the respondents have the opinion that the safety measures are good, 30% of
the respondents have the opinion that the safety measures are satisfactory,21.33% of the
respondents have the opinion that the safety measures are excellent,6.67% of the respondents
have the opinion that the safety measures are average,3.33% of the respondents have the
opinion that the safety measure are below average
CHART 4.1.5:- CHART SHOWING THE OPINION ON THE SAFETY MEASURES

23

PERCEPTION OF RESPONDENT ABOUT SAFETY MEASURES

PERCENTAGE
38.67
30
21.33

6.67
EXCELLENT

GOOD

SATISFACTORY

AVERAGE

3.33
BELOW AVERAGE

TABLE 4.1.6:- TABLE SHOWING THE OPINION ON LIGHTING AND VENTILATION

OPTION
EXCELLENT
GOOD
SATISFACTORY
AVERAGE
BELOW AVERAGE

NO. OF RESPONDENTS
50
40
10
35
15

PERCENTAGE
33.33
26.67
6.67
23.33
1

TOTAL

150

100

INTERPRETATION
33.33% of the respondents says that the lighting and ventilation are excellent, 26.67%
of the respondents say that the lighting and ventilation are good, 23.33% of the respondents say
that the lighting and ventilation are average, 6.67% of the respondents say that the lighting and
ventilation are satisfactory, 1% of the respondent say that the lighting and ventilation are below
average

24

CHART 4.1.6:- CHART SHOWING THE OPINION ON THE LIGHTING AND

VENTILLATION

PTION OF THE RESPONDENTS ABOUT THE LIGHTING AND VENT

PERCENTAGE
33.33
26.67
23.33

6.67
1
EXCELLENT

GOOD

SATISFACTORY

25

AVERAGE

BELOW AVERAGE

TABLE 4.1.7:- TABLE SHOWING THE RESPONDENTS OPINION ON CANTEEN

FACILITIES
OPTION

NO. OF RESPONDENTS

PERCENTAGE

Excellent

40

26.67

Good

60

40

Satisfactory

30

20

Average

15

10

Below Average

3.33

Total

150

100

INTERPRETATION
40% of the respondents say that the canteen facilities are good,26.67% of the respondents say
that the canteen facilities are excellent,20% of the respondents say that the canteen facilities are
satisfactory,10% of the respondents say that the canteen facilities are average,3.33% of the
26

respondents say that the canteen facilities are below average

CHART 4.1.7:- CHART SHOWING THE RESPONDENTS OPINION ON THE CANTEEN

FACILITY

PERCEPTION OF EMPLOYEES ABOUT CANTEEN FACILITY

PERCENTAGE
40

26.67
20
10
3.33
EXCELLENT

GOOD

SATISFACTORY

27

AVERAGE

BELOW AVERAGE

TABLE 4.1.8:- TABLE SHOWING THE RESPONDENTS OPINION ON THE MEDICAL

FACILITIES
OPTION

NO. OF RESPONDENTS

PERCENTAGE

Excellent

50

33.34

Good

50

33.33

Satisfactory

20

13.33

Average

20

13.33

Below Average

10

6.67

Total

150

100

INTERPRETATION
33.34% of the respondents say that the medical facility are excellent, 33.33% of the respondents
say that the medical facility are good, 13.33% of the respondents say that the medical facility
are satisfactory, 13.33% of the respondents say that the medical facility are average, 6.67% of
28

the respondents say that the medical facility are below average.
CHART 4.1.8:- CHART SHOWING THE RESPONDENTS OPINION ON THE MEDICAL
FACILITIES

RESPONDENTS RATING ABOUT MEDICAL FACILITY

PERCENTAGE
33.34

33.33

13.33

13.33
6.67

EXCELLENT

GOOD

SATISFACTORY

AVERAGE

BELOW AVERAGE

TABLE 4.1.9:- TABLE SHOWING THE OPINION ON THE SANITARY FACILITIES

OPTION

NO. OF RESPONDENTS

PERCENTAGE

Excellent

55

36.67

Good

45

30

Satisfactory

25

16.67

Average

20

13.33

Below Average

3.33

Total

150

100

INTERPRETATION
36.67% of the respondents say that the sanitary facilities are excellent,30% of the respondents
say that the sanitary facilities are good, 16.67% of the respondents say that the sanitary facilities
are satisfactory, 13.33% of the respondents say that the sanitary facilities are average,3.33% of
the respondents say that the sanitary facilities are below average
29

CHART 4.1.9:- CHART SHOWING THE OPINION ON THE SANITARY FACILITIES

RESPONDENT'S RATING ABOUT SANITARY FACILITIES

PERCENTAGE
36.67
30

16.67

13.33
3.33

EXCELLENT

GOOD

SATISFACTORY

AVERAGE

BELOW AVERAGE

TABLE 4.1.10:- TABLE SHOWING THE OPINION ON THE FINANCIAL ASSISTANCE

OPTION

NO. OF RESPONDENTS

PERCENTAGE

Excellent

65

43.33

Good

35

23.43

Satisfactory

30

20

Average

18

12

Below Average

1.33

Total

150

100

INTERPRETATION

30

43.33% of the respondents say that the financial assistance are excellent, 23.43% of the
respondents say that the financial assistance are good, 20% of the respondents say that the
financial assistance are satisfactory, 12% of the respondents say that the financial assistance are
average, 1.33% of the respondents say that the financial assistance are below average.
CHART 4.1.10:- CHART SHOWING THE OPINION ON THE FINANCIAL ASSISTANCE

RESPONDENT'S RATING ABOUT FINANCIAL ASSISTANCE

PERCENTAGE
43.33

23.43

20
12
1.33

EXCELLENT

GOOD

SATISFACTORY

AVERAGE

BELOW AVERAGE

TABLE 4.1.11:- TABLE SHOWING THE OPINION ON TRANSPORTATION FACILITIES

OPTION

NO. OF RESPONDENTS

PERCENTAGE

Good

40

26.67

Satisfactory

30

20

Average

60

40

Below Average

20

13.33

Total

150

100

INTERPRETATION
40% of the respondents say that the transportation facility are average, 26.67% of the
respondents say that the transportation facility are good, 20% of the respondents say that the
transportation facility are satisfactory, 13.33% of the respondents say that the transportation
31

facility are below average.

CHART 4.1.11:- CHART SHOWING THE OPINION ON THE TRANSPORTATION
FACILITIES

RESPONDENT'S RATING ABOUT TRANSPORTATION FACILITIES

PERCENTAGE
40
26.67
20
13.33

GOOD

SATISFACTORY

AVERAGE

BELOW AVERAGE

TABLE 4.1.12:- TABLE SHOWING THE OPINION ON SALARY/ COMPENSATION

POLICY
OPTION

NO. OF RESPONDENTS

PERCENTAGE

Excellent

45

30

Good

60

40

Satisfactory

25

16.67

Average

10

6.67

Below Average
Total

10
150

6.67
100

INTERPRETATION
40% of the respondents say that salary/compensation policy are good, 30% of the respondents
say that salary/compensation policy are excellent, 16.67% of the respondents say that
salary/compensation

policy

are

satisfactory,
32

6.67%

of

the

respondents

say

that

salary/compensation policy are average, 6.67% of the respondents say that salary/compensation
policy are below average.
CHART 4.1.12:- CHART SHOWING THE OPINION ON SALARY / COMPENSATION
POLICY

RESPONDENT'S RATING OF SALARY/COMPENSATION POLICY

PERCENTAGE
40
30
16.67

EXCELLENT

GOOD

SATISFACTORY

6.67

6.67

AVERAGE

BELOW AVERAGE

TABLE 4.1.13:- TABLE SHOWING THE OPINION ON THE WORK STRESS

OPTION

NO. OF RESPONDENTS

PERCENTAGE

HEAVY

10

6.67

FAIR

80

53.33

MANAGEABLE

60

40

TOTAL

150

100

INTERPRETATION
53.33% of the respondents say that the work stress are fair, 40% of the respondents say that the
33

work stress are manageable, 6.67% of the respondents say that the work stress are heavy.
CHART 4.1.13:- CHART SHOWING THE OPINION ON THE WORK STRESS

RESPONDENT'S OPINION ABOUT WORK STRESS

7%
HEAVY
FAIR

40%

MANAGEABLE
53%

TABLE 4.1.14:- TABLE SHOWING THE OPINION ABOUT JOB

OPTION

NO. OF RESPONDENTS

PERCENTAGE

EXCELLENT

60

40

GOOD

38

25.33

SATISFACTORY

22

14.67

AVERAGE

15

10

BELOW AVERAGE

15

10

TOTAL

150

100

INTERPRETATION
34

40% of respondents say that the job are excellent,25.33% of respondents say that the job are
good,14.67% of respondents say that the job are satisfactory,10% of respondents say that the job
are average,10% of respondents say that the job are below average.
CHART 4.1.14:- CHART SHOWING THE OPINION ON THE JOB

OPINION ABOUT JOB

PERCENTAGE
40

25.33
14.67

EXCELLENT

GOOD

SATISFACTORY

10

10

AVERAGE

BELOW AVERAGE

TABLE 4.1.15:- TABLE SHOWING OPINION ON SUPERIORS APPRECIATION ON

HARDWORK
OPINION

NO. OF RESPONDENTS

PERCENTAGE

STRONGLY DISAGREE

0.67

DISAGREE

1.33

NEUTRAL

30

20

AGREE

69

46

STRONGLY AGREE

48

32

TOTAL

150

100

INTERPRETATION
35

46% of the respondents agree that the superior appreciate their hard work, 32% of the
respondents strongly agree that the superior appreciate their hardwork,20% of the respondents
have neutral opinion of the superior appreciate their hard work ,1.33% of the respondents
disagree that the superior appreciate their hard work,0.67% of the respondents strongly disagree
that superior appreciate their hard work

CHART 4.1.15:- CHART SHOWING THE SUPERIORS APPRECIATION ON

HARDWORK

36

SUPERIOR'S APPRECIATION
PERCENTAGE
46
32
20

ST
RO
N

AG
RE
E
ST
RO
N

G
LY

AG
RE
E

TR
AL
EU
N

D
IS
AG
RE
E

1.33

G
LY

D
IS
AG
RE
E

0.67

TABLE 4.1.16:- TABLE SHOWING OPINION ON CO-WORKERS ATTITUDE ARE

37

FRIENDLY AND HELPFUL

OPINION
STRONGLY DISAGREE
DISAGREE
NEUTRAL
AGREE
STRONGLY AGREE
TOTAL

NO. OF RESPONDENTS
4
5
31
72
38
150

PERCENTAGE
2.67
3.33
20.67
48
25.33
100

INTERPRETATION
48% of the respondents agree that the co-workers are friendly and helpful,25.33% of the
respondents strongly agree that the co-workers are friendly and helpful,20.67% of the
respondents are neutral that the co-workers are friendly and helpful,3.33% of the respondents
disagree that the co-workers are friendly and helpful,2.67% of the respondents

CHART 4.1.16:- CHART SHOWING OPINION ON CO WORKERS ARE FRIENDLY AND

HELPFUL

38

CO-WORKERS ARE FRIENDLY AND HELPFUL

STRONGLY DISAGREE

DISAGREE

NEUTRAL

AGREE

STRONGLY AGREE

3% 3%
25%

21%

48%

TABLE 4.1.17:- TABLE SHOWING OPINION ON THE INSECURITY IN THE JOB

OPINION

NO. OF RESPONDENTS
39

PERCENTAGE

STRONGLY DISAGREE
DISAGREE
NEUTRAL
AGREE
STRONGLY AGREE
TOTAL

59
40
31
17
3
150

39.33
26.67
20.67
11.33
2
100

INTERPRETATION
39.33% of the respondents strongly disagree that the job are insecure,26.67% disagree that the
job are insecure,20.67% of the respondents is neutral that the job are insecure,11.33% of the
respondents agree that the job are insecure,2% of the respondents is strongly agree that the job
are insecure.
CHART 4.1.17:- CHART SHOWING OPINION ON THE INSECURITY OF JOB

INSECURITY OF JOB
PERCENTAGE

2
AG
RE
E
G
LY

TR
AL
EU

11.33

D
IS
AG
RE
E

20.67

ST
RO
N

ST
RO
N
G
LY

D
IS
AG
RE
E

26.67

AG
RE
E

39.33

TABLE 4.1.18:- TABLE SHOWING THE OPINION ON THE REASON FOR

ABSENTEEISM
OPTION
SICKNESS
WORKLOAD
WORKING CONDITION
LACK OF CO-OPERATION

NO. OF RESPONDENTS
118
30
0
2
40

PERCENTAGE
78.667
20
0
1.33333333

TOTAL

150

100

INTERPRETATION
79% of respondents said sickness as reason for absenteeism, 20% of the respondents said
workload as the reason for absenteeism, 1% of the respondents said working condition as reason
for absenteeism, 0% of the respondents said lack of co-operation as reason for absenteeism
CHART 4.1.18:- CHART SHOWING THE OPINION ON THE REASON FOR
ABSENTEESM

REASON FOR ABSENTEEISM

SICKNESS

WORKLOAD

WORKING CONDITION

LACK OF CO-OPERATION

20%

1%

79%

TABLE 4.1.19:- TABLE SHOWING THE OPINION ON AFFECTS OF PERSONAL

PROBLEMS PERFORMANCE OJ JOB
OPTION

NO.OF RESPONDENTS

41

PERCENTAGE

YES

28

18.67

NO

122

81.33

TOTAL

150

100

INTERPRETATION
81.33% of the respondents said yes for personal problem affecting the performance of the job,
18.67% of the respondents said no for personal problem affecting the performance of the job.
CHART 4.1.19:- CHART SHOWING THE OPINION ON THE AFFECTS OF PERSONAL
PROBLEMS ON THE PERFORMANCE OF JOB

PERSONAL PROBLEMS AFFECTING PERFORMANCE OF JOB

YES

NO

19%

81%

TABLE 4.1.20:- TABLE SHOWING OPINION ON COMPANY IS CONDUCIVE TO MY

PROGRESS TOWARDS SELF-ACTUALISATION.
OPINION
STRONGLY DISAGREE
DISAGREE

NO. OF RESPONDENTS
7
13
42

PERCENTAGE
4.67
8.67

NEUTRAL
AGREE
STRONGLY AGREE
TOTAL

11
30
89
150

7.33
20
59.33
100

INTERPRETATION
59.33% of the respondents strongly agree that the company is conducive for my progress
toward self actualisation,20% of the respondents agree that the company is conducive for my
progress toward self-actualisation,8.67% of the respondents disagree that the company is
conducive to my progress toward self-actualisation,7.33% of the respondents is neutral that the
company is conducive for my progress toward self-actualisation,4.67% of the respondents
strongly disagree that the company is conducive for my progress toward self-actualisation.

CHART 4.1.20:- CHART SHOWING OPINION ON COMPANY IS CONDUCIVE TO MY

PROGRESS TOWARDS SELF-ACTUALISATION.

43

NY IS CONDUCIVE FOR MY PROGRESS TOWARDS SELF-ACTUAL

PERCENTAGE
59.33

20

ST
RO
N

ST
RO
N

G
LY

AG
RE
E

AG
RE
E

EU

TR
AL

7.33

D
IS
AG
RE
E

8.67

G
LY

D
IS
AG
RE
E

4.67

TABLE 4.1.21:- TABLE SHOWING THE OPINION ON RATING OF OPPORTUNITIES

FOR CARRER DEVELOPMENT
44

OPTION

NO. OF RESPONDENTS

PERCENTAGE

Excellent

13

8.66

Good

67

44.67

Satisfactory
Average

24
36

16
24

Below Average

10

6.67

Total

150

100

INTERPRETATION
44.67% of the respondents say that career development is good, 24% of the respondents say
that career development is average. 16% of the respondents say that career development is
satisfactory, 8.66% of the respondents say that career development is excellent & 6.67% of the
respondents say that career development is below average.
CHART 4.1.21:- CHART SHOWING THE OPINION ON THE RESPONDENTS RATING
ABOUT OPPORTUNITIES FOR CAREER DEVELOPMENT

NDENT'S RATING ABOUT OPPORTUNITIES FOR CARRER DEVELO

PERCENTAGE

BE
LO
W

AV
ER
AG
E

SA
TI
SF
AC
TO
RY

EX
CE
LL
EN
T

50
45
40
35
30
25
20
15
10
5
0

TABLE 4.1.22:- TABLE SHOWING THE OPINION ON THE INCENTIVES PROVIDED

ARE GOOD

45

OPINION
STRONGLY DISAGREE
DISAGREE
NEUTRAL
AGREE
STRONGLY AGREE
TOTAL

NO. OF RESPONDENTS
3
6
31
73
37
150

PERCENTAGE
2
4
20.66666667
48.66666667
24.66666667
100

INTERPRETATION
48.66% of the respondents agree that the incentives provided are good,24.66% of the
respondents strongly agree that the incentives provided are good,20.66% of the respondents are
neutral to the incentives provided are good,4% of the respondents disagree that the incentives
provided are good,2% of the respondents strongly disagree that the incentives provided are good

CHART 4.1.22:- CHART SHOWING THE OPINION ON THE INCENTIVES PROVIDED

BY THE COMPANY ARE GOOD

46

INCENTIVES PROVIDED ARE GOOD

PERCENTAGE
48.67

24.67

20.67

ST
RO
N

AG
RE
E

ST
RO
N

G
LY

AG
RE
E

TR
AL
EU
N

D
IS
AG
RE
E

G
LY

D
IS
AG
RE
E

47

TABLE 4.1.23:- TABLE SHOWING THE OPINION ON THE GOODNESS OF THE JOB
ROTATION POLICY
OPINION
STRONGLY DISAGREE
DISAGREE
NEUTRAL
AGREE
STRONGLY AGREE
TOTAL

NO. OF RESPONDENTS
2
7
34
66
41
150

PERCENTAGE
1.33
4.67
22.67
44
27.33
100

INTERPRETATION
44% of the respondents agree the job rotation policy, 27.33% of the respondents strongly agree
the job rotation policy, 22.67% of the respondents are neutral to job rotation policy, 4.67% of
the respondents disagree the job rotation policy, and 1.33% of the respondents strongly disagree
the job rotation policy.

CHART 4.1.23:- CHART SHOWING THE OPINION ON THE GOODNESS OF THE JOB
ROTATION POLICY

48

RESPONDENT'S OPINION ABOUT JOB ROTATION POLICY

PERCENTAGE
44
27.33

22.67

ST
RO
N

ST
RO
N

G
LY

AG
RE
E

AG
RE
E

TR
AL
EU
N

D
IS
AG
RE
E

4.67

G
LY

D
IS
AG
RE
E

1.33

49

TABLE 4.1.24:- TABLE SHOWING THE OPINION ON COMPANY PROVIDE

ADEQUATE SUPPORT TO ENHANCE YOUR SKILL
OPTION
YES
NO
TOTAL

NO.OF RESPONDENTS
137
13
150

PERCENTAGE
91.33
8.67
100

INTERPRETATION
91.33% of the respondents say yes that the company provide adequate support to enhance their
skill,8.67% of the respondents say that the company provide adequate support to enhance their
skill.
CHART 4.1.24:- CHART SHOWING OPINION ON THE COMPANY PROVIDE
ADEQUATE SUPPORT TO ENHANCE YOUR SKILL

OMPANY PROVIDE ADEQUATE SUPPOR TO ENHANCE YOUR SKI

YES

NO

9%

91%

TABLE 4.1.25:- TABLE SHOWING THE OPINION ON WHETHER USEFUL IF YES

50

OPTION

NO.OF RESPONDENTS

PERCENTAGE

YES

120

87.88

NO

17

12.12

TOTAL

137

100

INTERPRETATION
87.88% of the respondents say yes, 12.12% of the respondents say no
CHART 4.1.25:- CHART SHOWING THE OPINION WHETHER IT IS USEFUL IF YES
YES

NO

12%

88%

25

20.

TABLE 4.1.26:- TABLE SHOWING THE OPINION ON THE JOB SATISFACTION

OPTION

NO. OF RESPONDENTS

51

PERCENTAGE

EXCELLENT
GOOD

31
79

20.67
52.67

SATISFACTORY

21

14

AVERAGE

17

11.33

BELOW AVERAGE

1.33

TOTAL

150

100

INTERPRETATION
52.67% of the respondents say the job satisfaction are good, 20.67% of the respondents say the
job satisfaction are excellent, 14% of the respondents say the job satisfaction are satisfactory,
11.33% of the respondents say the job satisfaction are average,1.33% of the respondents say the
job satisfaction are below average
CHART 4.1.26:- CHART SHOWING THE OPINION ON THE JOB SATISFACTION

JOB SATISFACTION
PERCENTAGE
52.67

20.67
14

11.33
1.33

EXCELLENT

GOOD

SATISFACTORY

AVERAGE

BELOW AVERAGE

TABLE 4.1.27:- TABLE SHOWING THE OPINION ON THE RATING OF PERFORMANCE

APPRAISAL SYSTEM

52

OPTION

NO. OF RESPONDENTS

PERCENTAGE

EXCELLENT
GOOD

53
46

35.33
30.67

SATISFACTORY

20

13.33

AVERAGE
BELOW AVERAGE
TOTAL

24
7
150

16
4.67
100

INTERPRETATION
35.33% of the respondents say the performance appraisal is excellent, 30.67% of the
respondents say the performance appraisal is good, 13.33% of the respondents say the
performance appraisal is satisfactory, 16% of the respondents say the performance appraisal is
average, 4.67% of the respondents say the performance appraisal is below average.

CHART 4.1.27:- CHART SHOWING THE OPINION ON THE RATING OF THE

PERFORMANCE APPRAISAL SYSTEM

53

PERFORMANCE APPRAISAL
PERCENTAGE
35.33
30.67

13.33

16

4.67

EXCELLENT

GOOD

SATISFACTORY

AVERAGE

BELOW AVERAGE

TABLE 4.1.28:- TABLE SHOWING THE OPINION ON THE GRIEVANCE REDRESSAL IS

54

NOT ADEQUATE
OPINION

NO. OF RESPONDENTS

PERCENTAGE

STRONGLY DISAGREE

98

65.33

DISAGREE

34

22.67

NEUTRAL

12

AGREE

2.67

STRONGLY AGREE

1.33

TOTAL

150

100

INTERPRETATION
65.33%strongly disagree the grievance redressal is not good,22.67%disagree the grievance
redressal is not good,8% are neutral the grievance redressal is not good,2.67% agree the
grievance redressal is not good,1.33% strongly agree the grievance redressal is not good.
CHART 4.1.28 CHART SHOWING THE OPINION ON THE GRIEVANCE REDRESSAL IS
NOT ADEQUATE

GRIEVANCE REDRESSAL IS NOT GOOD

PERCENTAGE

2.67

1.33

ST
RO
N

AG
RE
E

ST
RO
N

G
LY

TR
AL
EU
N

D
IS
AG
RE
E

G
LY

D
IS
AG
RE
E

22.67

AG
RE
E

65.33

TABLE 4.1.29:- TABLE SHOWING THE OPINION ON THE RELATIONSHIP WITH

TRADE UNION

55

OPTION

NO. OF RESPONDENTS

PERCENTAGE

EXCELLENT
GOOD

112
20

74.67
13.33

SATISFACTORY

10

6.67

AVERAGE

5.33

BELOW AVERAGE

TOTAL

150

100

INTERPRETATION
74.67% of the respondents say the relation with trade union is excellent,13.33%

of the

respondents say the relation with trade union is good, 6.67% of the respondents say the relation
with trade union is satisfactory, 5.33% of the respondents say the relation with trade union is
average, 0% of the respondents say the relation with trade union is below average.
CHART 4.1.29:- CHART SHOWING THE OPINION ON THE RELATIONSHIP WITH
TRADE UNION

RELATIONSHIP WITH TRADE UNION

PERCENTAGE
74.67

13.33

EXCELLENT

GOOD

6.67
SATISFACTORY

5.33
AVERAGE BELOW AVERAGE
0

TABLE 4.1.30:- TABLE SHOWING THE OPINION ON THE WILLINGNESS TO

CONTINUE

56

OPTION

NO.OF RESPONDENTS

PERCENTAGE

YES

145

96.67

NO

3.33

TOTAL

150

100

INTERPRETATION
96.67% says that they are willing to continue in the organization but 3.33% responded that they
are not willing to continue in the organization.
CHART 4.1.30:- CHART SHOWING THE OPINION ON THE WILLINGNESS TO
CONTINUE

WILLINGNESS TO CONTINUE
YES

NO

3%

97%

TABLE 4.1.31:- TABLE SHOWING THE OPINION ON ANY DISCIPLINARY ACTION

TAKEN AGAINST EMPLOYEES IS DONE AFTER PROVIDING ENOUGH
OPPORTUNITIES TO DEFEND THEMSELVES.

57

OPTION

NO.OF RESPONDENTS

PERCENTAGE

YES

148

98.67

NO

1.33

TOTAL

150

100

INTERPRETATION
98.67% responded that any disciplinary action taken against employees is done after providing
enough opportunities to defend themselves and 1.33% of the responded that any disciplinary
action taken against employees is done not after providing enough opportunity to defend
themselves.
CHART 4.1.31:- CHART SHOWING THE OPINION ON ANY DISCIPLINARY ACTION
TAKEN AGAINST EMPLOYEES IS DONE AFTER PROVIDING ENOUGH
OPPORTUNITIES TO DEFEND THEMSELVES.
YES

NO

1%

99%

TABLE 4.1.32:- TABLE SHOWING THE OPINION ON WOULD YOU RECOMMEND THE
ORGANIZATION TO OTHERS
OPTION
YES

NO.OF RESPONDENTS
147
58

PERCENTAGE
98

NO
TOTAL

3
150

2
100

INTERPRETATION
98% of the respondents will recommend the organization to others, 2% of the respondents will
not recommend the organization to others

PERCENTAGE
YES

NO

2%

98%

CHA
RT 4.1.32:- CHART SHOWING THE OPINION ON WOULD YOU RECOMMEND THE
ORGANIZATION TO OTHERS

CHAPTER 5
FINDINGS, SUGGESTIONS & CONCLUSION
FINDINGS

56.67 percentages of the respondents are married.

50% of the respondents are in the age group of 35-45.
59

43.33% of the respondents have the experience between 10-15years.

43.33% of the respondents have the opinion that the working condition of the

organization is excellent.
38.67% of the respondents have the opinion that the safety measures is good
33.33% of the respondents says that the lighting and ventilation is excellent
40% of the respondents say that the canteen facilities is good
33.34% of the respondents say that the medical facility is excellent
36.67% of the respondents say that the sanitary facilities is excellent
43.33% of the respondents say that the financial assistance is excellent
40% of the respondents say that salary/compensation policy is good
53.33% of the respondents say that the work stress is fair
46% of the respondents agree that the superior appreciate their hard work
48% of the respondents agree that the co-workers are friendly and helpful
39.33% of the respondents strongly disagree that the job is insecure
44% of the respondents agree the job rotation policy
91.33% of the respondents say yes that the company provide adequate support to

enhance their skill

59.33% of the respondents strongly agree that the company is conducive for my progress

toward self actualization

35.33% of the respondents say the performance appraisal is excellent
65.33%strongly disagree the grievance redressal is not good
74.67% of the respondents say the relation with trade union is excellent
96.67% says that they are willing to continue in the organization
148% of the responded that any disciplinary action taken against employees is done after

providing enough opportunities to defend themselves

98% of the respondents will recommend the organization to others

60

SUGGESTIONS

Introduce more increase in the profit and the goodwill of the company
Provide maximum possible leave facilities to the employees in order to satisfy them
The working environment should be kept clean
The company should implement new training programs in order to increase the
efficiency of the workers

61

5.3 CONCLUSION
The study conducted at Aiswarya Beverages Company Ltd helped to identify
employees opinion about job satisfaction also to give suggestion for improving the level of
satisfaction. Only certain areas require improvements like pattern of promotion, present
compensation package, benefits provided etc.
The co-operation from the side of workers and management and employees are
appeasable. If the organization provides a good relation with the workers, then a partial way of
dissatisfaction can be avoided
Thus from the above study it is concluded that the employees at Aiswarya
Beverages Company Ltd were satisfied in almost all the aspects. Any organizations functions
with good and better satisfaction employees will surely increase the performance of the
organization.

62