A STUDY ON JOB SATISFACTION AMONG THE EMPLOYEES

ANNAI ENTERPRISES PVT.LTD

CHAPTER 1
INTRODUCTION

1
INTRODUCTION OF STUDY
Job satisfaction describes how content an individual is with his or her job. It is a
relatively recent term since in previous centuries the jobs available to a 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 o 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 to be. 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, employee
involvement, empowerment and autonomous workgroups. Job satisfaction is a very important
attribute which is frequently measured by organizations. The most common way of measurement
is the use of rating scales where employees report their reactions to their jobs.

DEFINITION OF JOB SATISFACTION

The term job satisfaction figures prominently in any discussions on management of

human resources. Job satisfaction refers to a person’s feeling of satisfaction on the job, which
acts as a motivation to work. It is not the self-satisfaction, happiness or self- contentment but the
satisfaction on the job. Job satisfaction is an individual’s felling regarding his or her work. It can
be influenced by a multitude of factors. The term relates to the total relationship between an
individual and the employer for which he is paid. Satisfaction does mean the simple feeling state
accompanying the attainment of any goal; the end state is feeling accompanying the attainment
by an impulse of its objective.

2
IMPORTANCE OF JOB SATISFACTION

The study of job satisfaction enriches management with a range of information pertaining
to job, employee, environment etc. which facilitated it in decision making and correcting the path
of organizational policies and behavior. It indicates the general level of satisfaction in the
organization about its programmers, policies etc.

Factors of Workplace Satisfaction

Keeping employees engaged and satisfied takes more than just good pay and benefits.
The following list reveals some of the key job satisfaction aspects cited by employees:

 Respect: According to the SHRM report, employees rate respectful treatment of all
employees as the most important factor in job satisfaction.
 Trust: Perhaps because of workplace uncertainty in the years following the Great
Recession, employees indicated that trust between themselves and senior management
was another highly important satisfaction factor.
 Security: If you’ve ever had to go to work each day wondering whether your job is
secure, you know it can cause a great deal of anxiety. Organizations can provide a sense
of security through honest communication and transparency about the company’s health
and long-term viability. 
 Healthy Environment: Workplaces that are free from stress, morale issues, harassment
and discriminatory practices can create a positive and healthy environment for everyone. 
 Career Path: No one wants a dead-end job. Employees are more likely to excel when
they can see an established upward path, with the opportunity to earn a higher wage and
take on greater responsibilities.
 Pay and Benefits: Good wages aren’t the only reason employees find satisfaction in their
jobs, but they typically rank high on the list. Competitive pay generally makes employees
feel valued and gives them less reason to look elsewhere for work. 

3
1.2 COMPANY PROFILE
ANNAI ENETRPRISES (P) LTD: No. SP-146, 1st Main Road, Industrial Estate,
Ambattur, Chennai - 600 058.

A wide range of custom builded products specifically Engineered with sophisticated technology
offering high productivity, Variability, Accuracy and cost effectiveness.

ESTABLISHMENT

The company was established in the year 1980 for the manufacture of automobile
components for two wheelers and four wheelers.

MANAGEMENT

As well dedicated team of high motivated persons ventured by Mr. S. V. Kannan

managing director and Mr S. V. Subramanian director professionally & technically experience
for about 33 years committed to provide total quality solution with the efficient team with highly
qualified technically in production, quality and good communication skills to deal with the
customers in excellent manner.

CUSTOMER BASE

ANNAI ENTERPRISES (P) LTD again manifested its supremacy in the customer’s end
by bagging prestigious orders for special purpose components to

M/s. Eicher Limited and Brakes India Group of Companies. M/s. Turbo Energy Ltd (Brakes
India Group of Companies), Sanmar Group of Companies, Delphi TVS Diesel System Ltd. And
INZI control India Ltd, Severn Glocon India Pvt Ltd.,

PRODUCTS AND DEVELOPMENTS

ANNAI ENTERPRISES (P) LTD has a wide range of proposals of vide range of
expansions in productivity to set up new plants time to which is already in progress to ensure
development. Reliability and quality system of products to complete satisfaction of customers in

the engineering industry like other than Automobile products to achieve the continual
improvement. Having sophisticated CNC & VNC machineries with conventional machine shop.
also capable to install special purpose machineries to compete and type of products.

4
QUALITY ACCREDITS

ISO 9001-2008 certified to ensure the complete satisfaction of customers using the latest
quality system with well sophisticated standards room. And now in the row of proposals on
quality system up gradation of TSI 6949.

CAPACITY

The company having fully automated set up of machineries of CITIZEN Brand A20 Type
VII. Having adequate spare capacity to ensure the requirements of customers. We are also
specialist in bar turned and hot forging components. We are also having adequate spare capacity
of machineries for other Turned components.

Annai Enterprises Pvt. Ltd. (AEPL), an ISO 9001:2008 certified company, having

more than 32 years of expertise, is one of the leading manufacturers of automobile components
for two & four wheelers.

Annai Enterprises enjoys an enviable position in the list of manufacturers preferred by

the leaders of the automobile industry. Regularly, AEPL has bagged sizeable orders for
supplying special purpose components from prestigious companies like M/S BRAKES INDIA
GROUP OF COMPANIES, M/S EICHER MOTOR GROUP OF COMPANIES, M/S
TURBO ENERGY LIMITED, M/S REAL TALENT ENGINEERS, M/S INZI
CONTROLS INDIA and M/S DELPHI TVS LIMITED.

For such discerning buyers, AEPL is a name that stands for a wide range of custom build
quality products. Each one of them is engineered with sophisticated
technology. AEPL's manufacturing is highly productive, well known for delivering precision and
meets concerns of cost effectiveness.

AEPL's course is charted by the able leadership of Mr.S.V.Kannan, Manging Director and

Mr.S.V.Subramanian , Director experts with professional and technical experience of over 32
years each. A team of dedicated individuals translate the direction they provide into action.

AEPL has CNC machineries, 5 axis sliding head stock machineries and uses state - of - the -art
technology with conventional machine shop. AEPL has dedicated itself in the field by using
modern machineries, applying cutting edge technology and updating to the current requirements

5
of it's customers. Also capable of installing special purpose machineries to competitively make
any type of products.

AEPL's ISO 9001:2008 certification ensures complete satisfaction of customers, using the latest
quality system and very sophiscated standard room.

AEPL has, for the future, a wide range of proposals to ensure highest reliability in development
and quality, to the complete satisfaction of customers in the Engineering Industry. In extension
of its Endeavour for excellence, AEPL plans to venture into new areas and produce parts for
other industries as well.

6
1.3 INDUSTRY PROFILE

AUTOMOBILE INDUSTRY

In India, as in many other countries, the auto industry is one of the largest industries. It is
one of the key sectors of the economy. The industry comprises of automobile and the auto
components sectors and encompasses commercial vehicles, multi utility vehicles, passenger cars,
two-wheelers, three-wheelers, tractors and related auto components. The industry has shown
great advances secede licensing and opening up of the sector to foreign direct investment (FDI)
in1993. It has deep forward and backward linkages with the rest of the economy, and hence, has
a strong multiplier effect. This results in the auto industry being the driver of economic growth
and India is keen to use it as a lever of accelerated growth in the country.

Since the first car rolled out on the streets of Mumbai (then Bombay) in1898, the
Automobile Industry of India has come a long way. During its early stages the auto industry was
overlooked by the then Government and the policies were also not favorable. The liberalization
policy and various tax reliefs by the Govt. of India in recent years have made remarkable impacts
on Indian Automobile Industry, which is currently growing at the pace of around 25%
per annum, has become a hot destination for global auto players like Volvo, General

Motors, Ford, Hyundai, Tata motors and other big players who are emerging slowly.
Today Indian automotive industry is fully capable of producing various kinds of vehicles and can
be divided into 03 broad categories: Cars, two-wheelers and heavy vehicles. A well-developed
transportation system plays a key role in the development of an economy, and India is no
exception to it. With the growth of transportation system, the Automotive Industry of India is
also growing at rapid speed, occupying an important place on the ‘canvas’ of Indian economy.

During the early stages of its development, Indian automobile industry heavily depended
on foreign technologies. However, over the years, the manufacturers in India have started using
their own technology evolved in the native soil. The thriving market place in the country has
attracted a number of automobile manufacturers including some of the reputed global leaders to
set their foot in the soil looking forward to enhancing their profile and prospects to new heights.

At present about 75 percent of India’s automobile industry is made up by small cars, with the
figures ranking the nation on top of any other country on the globe. Over the next two or three

7
years, the country is expecting the arrival of more than a dozen new brands making compact car
models. The automobile sector of India is the seventh largest in the world. In the year, the
country manufacturers about 2.6 million cars making up an identifiable chunk in the world’s
annual production of about 73 million cars in a year.

EVOLUTION OF THE AUTOMOBILE INDUSTRY IN INDIA

In India, since the early 1940s when the auto industry rolled out first passenger car, its
significance in the economy has progressively increased. However, from its early days until the
mid-1980s for two-wheelers and LCVs, and until the early1990s for passenger cars, the focus of
development of the automotive industry has been on import substitution. The current low
penetration levels in India in all three segments of the industry, namely commercial vehicles,
passenger cars and two wheelers and under-exploitation of the potential of this industry to foster.

The growth of the economy have resulted in the auto industry contributing a
relatively low (nearly 5 per cent) share of industrial output in India compared to the 8-10 per cent
range in other developing countries such as Mexico and Brazil and much higher (15-17 per cent
range) in developed countries such as the United States and Germany. Even the share of
employment is low at 2.5 per cent for the auto industry in India compared to 3-7 per cent
in developing countries and around15 per cent in mature economies. The economic liberalization
that dawned in India in the year 1991 has succeeded in bringing about a sustained growth in the
automotive production sector triggered by enhanced competitiveness and relaxed restrictions
prevailing in the India soil.

A number of Indian automobile manufacturers including Tata Motors, Maruti Suzuki,

Mahindra and Mahindra, and TVS motors have dramatically and internationally to attain its
rightful place in the world trade. A global recession for last two year notwithstanding, the
industry has shown appreciable resilience and adjusted to the challenges of the environment.

8
1.4 NEED FOR THE STUDY

The reason for choosing this topic is that, man is the most important of every business.
Organization depends for effective functioning not so much on its material or financial resources
as on its pool of able and willing human resources hence there as on are summarized as follows:

The successful formula of any business environment depends mainly on the satisfaction
level of employees.

Job satisfaction has some relation with the mental health of the people. It spreads goodwill about
the organization. It has some degree of positive correlation with physical health of an individual.

Job satisfaction reduces absenteeism and turn over. If job satisfaction increases, then there is an
improvement in both the quantity and quality of production. A worker will be satisfied if he gets
what he expected. Job satisfaction relates to work environment. Job satisfaction it helps an
employee in making better decision and effective problem solving.

1.5 OBJECTIVES

PRIMARY OBJECTIVES:

 To study the satisfaction level of the employees on their job with reference to
“ANNAI ENTERPRISES PVT LTD”.

SECONDARY OBJECTIVES:

 To study the job satisfaction level of the employees.

 To find out the nature of problems which the persons face to perform their work
effectively.
 To study the welfare facilities provided by the company.
 To explore whether win-win situation is existing in the organization.
 To find out superior-subordinate relationship in the organization

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1.6 SCOPE OF THE STUDY

Job satisfaction refers to an employee’s general attitude towards his job. To the extent
that the person’s job fulfillment his dominant and is consistent with his expectation and values,
the job will be satisfying. By analyzing the employee’s satisfaction in Domain2Host, it came to
notice their satisfaction, interest towards work, payment, relation with superior, working
environment, counseling hours and by that suggestions were made to their expectation to
increase their satisfaction in the premises.

1.7 LIMITATIONS OF THE STUDY

 The research was conducted within a limited duration. So, a detailed study could not be
made.
 The Study is some extent based on the opinions expressed by the employees. So, there
may be chances for bias.
 Study was conducted only among the employees of the general shift.
 The study is confined to a single organization. Hence the findings of the study will be
applicable to this organization only.


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 CHAPTER 2
REVIEW OF LITERATURE

11
 Landry (2000) discussed the importance of Job Satisfaction for Library staff working at
the reference desk. It not only affected their quality of life and overall level of life
satisfaction experienced by the reference staff but also the quality of the reference work
itself. The study found a moderate positive relationship between life satisfaction and job
satisfaction. A moderate negative relationship was found between Life Satisfaction and
the desire to find a comparable job in another Library.

 Adeyinka Tella, ET, al. (2007) examined the work motivation, job satisfaction and
organizational commitment of library personnel in Academic and Research libraries in
Oyo State, Nigeria. They analyzed 200 Library Personnel (41% female, 59% male)
through questionnaire from five research libraries. The findings of the study revealed that
a correlation exists between perceived motivation, job satisfaction and commitment,
although correlation between motivation and commitment was negative.

 Balasubramanian (2011) studied the Job Satisfaction. He stated that the Job Satisfaction
refers to an individual’s complex reaction towards his job. It seems eminently logical that
a happy employee is a better employee. The study concluded that job satisfaction of an
employee is related to an individual’s expectations and attainment of their perceptions.
He stated that the Job Satisfaction refers to an individual’s complex reaction towards his
job. It seems eminently logical that a happy employee is a better employee. This article
studied about Job Satisfaction of Library professionals. The study concluded that job
satisfaction of an employee is related to an individual’s expectations and attainment of
their perceptions.

 Hang-yue, Foley, & Loi (2005) Uncertainty of job expectations, volume of work,
incompatibility of expectations, and work-family conflict increase emotional exhaustion,
and uncertainty of expectations decreases job satisfaction

12
 Rovik et al. (2007) A study of physicians, who tend to work more than 40 hours per
week as clergy do, also points to family issues relating to job stress.

 Lewis, Turton and Francis (2007) introduce the issue with a summary of its contents,
which may be a helpful resource. All studies included in the issue use the Maslach
Burnout Inventory, which seems to be a helpful tool

 Rane (2011) studied the importance of employee Job Satisfaction. He explained that the
employee Job Satisfaction was essential to face the dynamic and ever-increasing
challenges of maintaining productivity of the organization by keeping their work force
constantly engaged and motivated. The study found that the high Job Satisfaction
correlated strongly with the feeling of having fun at work.

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 CHAPTER 3
METHODOLOGY

14
3.1 MEANING OF RESEARCH
The advance learners of current English lays down the meaning of research as “a careful
investigation or inquiry especially through search for new facts in any branch of knowledge”.

3.2 TYPE OF THE PROJECT

Research design is the specification of the method and procedure for acquiring the
information needed to solve the problem. The research design followed for this research study is
descriptive research design where we find a solution to an existing problem. The researcher in
the study followed systematic steps. These steps are the guiding stones to reach the desired
destination. The systematic that are adopted for the study are given below.
3.3 RESEARCH METHODOLOGY:
Research methodology is a way to systematically solve the research problem. It may be
understood as a science of study how research is done scientifically. In it we study the various
steps that are generally adopted by a researcher in studying his research problem along with the
logic behind them. Researchers not only need to know how to develop various tests, but also to
apply particular research techniques that are relevant. Research methodology can be undertaken
by many creative and affordable ways such as:

a) Engaging students or professors to carry out the projects.

b) Internet can be used to collect considerable information at very little cost by examining
competitor’s websites and accessing published data.
c) Checking out rivals also does it.
Research in common parlance refers to a search for knowledge. One can also
define research as a scientific investigation. The advanced learner’s Dictionary of current
English lays down the meaning of research as “A careful investigation or inquiry especially
through search for new facts in any branch of knowledge.” Redman and Mory defines research
as “A systemized effort to gain new knowledge.” Some people consider research as a movement
from the known to unknown it is actually a voyage of discovery.

15
DESCRIPTIVE RESEARCH:

Descriptive research study includes surveys and fact-finding enquires of different kinds,
which help the researchers to describe the present situation that make the analysis about the
effectiveness of job satisfaction among the employees and help to reach the objective.

3.4 SOURCES OF DATA

DATA COLLECTION:

The task of the data collection begins after a research problem has been defined and
research design plan chalked out while about the method of data collection to be used for the
study. There are two types of data.

 PRIMARY DATA
 SECONDARY DATA
Primary data

The primary data was collected from the employees of the “ANNAI ENTERPRISES
PVT LTD. primary data are collected a fresh and for the first time and thus happen to be original
in character.

Secondary data

Apart from primary data collected, the data that are already available i.e., they
refers to the data which have been collected and analyzed by someone else. They can also be
collected through text books and internet is used for the study. The data collection method used
here is primary data and secondary data.

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3.5 SAMPLING DESIGN

SAMPLE TECHNIQUES:

Sampling design is to clearly define set of objective, technically called the universe to be
studied. This research has finite set of universe and the sampling design used in the study is
probability sampling. Sampling technique used is simple random sampling method.

SAMPLING FRAME:

The list of all the units with their identification is sampling frame. The study
was restricted to only to some department within the organization. For the purpose of sampling
the respondents were making a total of 190 respondents in all.

SAMPLE SIZE:

Sample size means the number of sampling units selected from the total population of
the Organization for investigation. The total sample size that is taken for this study is 151.

3.6 RESEARCH INSTRUMENT:

The Research instrument used in the study is questionnaire. A questionnaire is

a sheet of paper containing Questions related to certain specific aspect, regarding which the
researcher collects the data.

3.7 STATISTICAL TOOL FOR ANALYSIS:

DESCRIPTION OF STATISTICAL TOOLS:

Statistics are numerical statements of facts in any dependent of enquiry placed in

relation to each other”. It is employed as a tool in solving or analyzing the problems of the state.

Tools used for analysis:

 Percentage analysis
 Weighted average method
 Chi-square test

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PERCENTAGE ANALYSIS:

Percentage method refers to the special kind of ratio is used in marketing comparison between
two or more series of data. Percentage is used to describe relationship.

Percentage of respondents = No. of respondents *100

Total No. Of respondents

WEIGHTED AVERAGE METHOD:

The weighted mean is a mean where there is some variation in the relative contribution of
individual data values to the mean. Each data value (Χi) has a weight assigned to it(Wi). Data
values with larger weights contribute more to the weighted mean and data values with smaller
weights contribute less to the weighted mean. The formula is:

∑ (No of respondents)* (Frequency)

Weighted average = ______________________________

∑(Total respondents)

∑ ( Wi Xi)
Weighted average =
∑ Wi

CHI- SQUARE TEST I – (Ψ2)

It explains “ the magnitude of discrepancy between theory and

observation”. By using Ψ², it can be ascertained whether the given discrepancy between theory
and observation is due to chance or whether it is due to failure of theory to fit in to the observed
facts. The observed and expected frequencies completed coincide when the value of Ψ² is zero.

18
Since, the value of Ψ² increases, the difference between observed and expected frequency
increases. The following formula can be used to calculate of value of chi-square:

Ψ² = (O-E)²

Where, O- Refers to the observed frequency

E- Refers to the expected frequency

The objective of the chi-square test is to determine comparison of expected frequency

(E) with the observed frequency (O) to determine where the difference between the two is
greater than which might occur by chance.

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 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

20
(Below tables and chart’ are prepared by the survey taken in the year 2018 to 2019)
4.1 SIMPLE PERCENTAGE ANALYSIS –
TABLE.NO-4.1.1 AGE CLASSIFICATION

NUMBER OF
RESPONDENTS
S.NO AGE GROUP PERCENTAGE

1. 18-25 56 37

2. 26-40 49 32

3. 41-50 37 25

4. 51-58 9 6

Total 151 100

CHART.NO-4.1.1 AGE CLASSIFICATION

37

32

25

18-25 26-40 41-50 51-58

INFERENCE:

The above table shows the age of the respondents working in the organization. 37% of the
respondents are between 18-25 years of age, 32% of them are between 26-40 years, 25% of them
are between41-50 years and 6% of them are 51-58 years of age.

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TABLE.N O – 4.1.2 GENDER CLASSIFICATION

NUMBER OF
RESPONDENTS
S.NO GENDER PERCENTAGE

1. Male 82 54.30

2. Female 69 45.69

Total 151 100

CHART.NO – 4.1.2 GENDER CLASSIFICATION

37
32
25

18-25 26-40 41-50 51-58

INFERENCE:
The above table shows the gender wise classification of the respondents working in the
respondents working in the organization. 54.30% of the respondents are male and 45.69% of
them are female.

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TABLE.NO – 4.1.3 EDUCATIONAL QUALIFICATIONS

S.NO EDUCATIONAL NUMBER OF PERCENTAGE

QUALIFICATIONS RESPONDENTS

1. Below SSLC 47 31

2. SSLC 32 21

3. Diploma 26 17

4. Pre degree/HSC 37 25

5. Degree 9 6

Total 151 100

CHART.NO – 4.1.3 EDUCATIONAL QUALIFICATIONS

Degree
6%

Below SSLC
31%
Pre degree/HSC
25%

Diploma
17%
SSLC
21%

INFERENCE
The above table shows the qualification level of the respondents working in the organization.
31% of respondents are Below SSLC, 25% of respondents are Pre degree/HSC 21% of
respondents are SSLC, 17% of respondents are diploma and 6% of the respondents are degree

23
 .TABLE.NO –4.1.4 EXPERIENCE

S.NO Experience NUMBER OF PERCENTAGE

RESPONDENTS

1. 0-3 Years 35 23

2. 4-6Years 60 40

3. 7-10Years 32 21

4. above10Years 24 16

TOTAL 151 100

CHART.NO – 4.1.4 EXPERIENCE

above10Years
16% 0-3 Years
23%

7-10Years
21%

4-6Years
40%

INFERENCE:
The above table shows that 40% of the respondents have experience between 4-6years, 23%
have experience between 0-3years, 21% have experience between 7-10years and 16% of the
respondents are above 10years.

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 TABLE.NO – 4.1.5 MONTHLY INCOME

S.NO MONTHLY INCOME NUMBER OF PERCENTAGE

RESPONDENTS

1. Above 15000 60 40

2. Above 20000 48 32

3. Above 30000 23 15

4. Above 40000 20 13

Total 151 100

CHART.NO – 4.1.5 MONTHLY INCOME

Above 40000
13%
Above 15000
Above 30000 40%
15%

Above 20000
32%

INFERENCE:
The above table shows 40% of the respondents monthly income are above 15000, 32%
of the respondents monthly income are above 20000, 15% of the respondents monthly income
are above 30000 and 13% of the respondents are above 40000.

25
 TABLE.NO – 4.1.6 POSITION OF RESPONDENTS

S.NO POSITION OF NUMBER OF

RESPONDENTS RESPONDENTS
PERCENTAGE

1. Technician 50 33

2. Mechanic 48 32

3. Engineers 25 16

4. Electrician 16 11

5. Others 12 8

Total 151 100

CAHRT.NO-4.1.6 POSITION OF RESPONDENTS

33
32

16

11
8

Technician Mechanic Engineers Electrician Others

INFERENCE:
The above table shows 33% of the respondents are Technician, 32% of the respondents are
belongs to mechanic, 16% of the respondents are engineers, 11% of the respondents are
electrician and 8% of the respondents are others

26
27
 .TABLE.NO – 4.1.7 TRANING TYPES
S.NO TRANING TYPES NO OF RESPONDENT PERCENTAGE
1 On-the-job 52 35
2 Job-rotation 61 40
3 Apprenticeship training 20 13
5 Others 18 12
TOTAL 151 100

CHART. NO-4.1.7 TRANING TYPES

40
35

13 12

On-the-job Job-rotation Apprenticeship training Others

INFERENCE:
The above table shows 40% of the respondents are belongs to Job-rotation, 35% of the
respondents are on-the-job, 13% of the respondents are apprenticeship training and 12% of the
respondents are belongs to others.

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 TABLE.NO – 4.1.8 COMPANIES TRANING AND SEMINERS
S.NO COMPANIES TRANING NUMBER OF PERCENTAGE
AND SEMINERS RESPONDENTS

1 YES 147 97
2 NO 4 3
TOTAL 151 100
CHART.NO – 4.1.8 COMPANIES TRANING AND SEMINERS

97

YES NO

INFERENCE:
The above table shows the companies training and seminars 97% of the respondents are access
the companies training and seminars and 3% of the respondents are not access the companies
tanning and seminars.

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 TABLE.NO – 4.1.9 SKILL AND ABILITY LEVEL
S.NO SKILL AND ABILITY NUMBER OF PERCENTAGE
LEVEL RESPONDENTS
1 Strongly Agree 30 19.86
2 Agree 51 33.77
3 Neutral 32 21.19
4 Disagree 18 11.92
5 Strongly Disagree 20 13.24
TOTAL 151 100

CHART.NO-4.1.9 SKILL AND ABILITY LEVEL

33.77

19.86 21.19

11.92 13.24

Strongly Agree Agree Neutral Disagree Strongly Disagree

INFERENCE:
The above table shows the skills and abilities 33.77% of the respondents are agree with the
skills and abilities, 21.19% of the respondents are Neutral, 19.86% of the respondents are
strongly agree, 13.24% of the respondents are strongly disagree and 11.92% of the respondents
are disagree.

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31
 TABLE.NO-4.1.10 COMPANY’S PAY ROLE
S.NO COMPANIES PAY ROLE NUMBER OF PERCENTAGE
RESPONDENTS

1 YES 147 97.35

2 NO 4 2.64
TOTAL 151 100

CHART.NO- 4.1.10 COMPANY’ S PAY ROLE

120

97.35
100

80

60

40

20

2.64 0 0 0
0
YES NO

PERCENTAGE

INFERENCE:
The above table shows the company’s pay role 97.35% of the respondents are satisfied with
the company pay role and remaining 2.64% of respondents are not satisfied with the pay role.

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 TABLE.NO-4.1.11 ENCOURAGING EMPLOYEES

S.NO ENCOURAGING NUMBER OF

EMPLOYEES RESPONDENTS PERCENTAGE
1 Strongly agree 42 27.8
2 Agree 63 41.72
3 Neutral 32 21.19
4 Disagree 14 9.27
5 Strongly disagree 0 0
TOTAL 151 100

CHART.NO- 4.1.11 ENCOURAGING EMPLOYEES

41.72

27.8

21.19

9.27

0
strongly agree agree neutral disagree strongly disagree

INFERENCE:
The above table represent the majority of 41.72 of the respondents are Agree, 27.8% of the
respondents are Strongly Agree , 21.19% of the respondents are Neutral, 9.27% of the
respondents are disagree and remains 0% of the respondents Strongly disagree

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 TABLE.NO-4.1.12 LEVEL OF SATISFICATION

NUMBER OF
S.NO LEVEL OF SATISFICATION RESPONDENTS PERCENTAGE
1 Increase in salary/ bonus 58 38
2 Job security 46 31

3 Promotion, appreciation 35 23
4 Flexible 12 8
TOTAL 151 100

CHART.NO-4.1. 12 LEVEL OF SATISFICATION

38

31

23

Increase in salary/ bonus Job security Promotion, appreciation Flexible

INFERENCE:
The above table shows the enhance high level of satisfaction 38% of the respondents are increase
in salary/bonus, 31% of the respondents are job security, 23% of the respondents are promotion,
appreciation and 8% of the respondents are flexible.

34
 TABLE.NO-4.1.13 REWARDED FOR QUALITY

S.NO REWARDED FOR NUMBER OF PERCENTAGE

QUALITY RESPONDENTS
1 Strongly Agree 39 26
2 Agree 67 44
3 Neutral 34 23
4 Disagree 11 7
5 Strongly Disagree 0 0
TOTAL 151 100
CHART.NO-4.1.13 REWARDED FOR QUALITY

44

26
23

0
Strongly Agree Agree Neutral Disagree Strongly Disagree

INFERENCE:
The above table shows the rewarded of quality of your work 44% of the respondents are agree,
26% of the respondents are strongly agree, 23% of the respondents are neutral, 7% of the
respondents are disagree and 0% of the respondents are strongly disagree

35
 TABLE.NO-4.1.14 MOTIVATING THE TEAM WORK
S.NO MOTIVATING THE NUMBER OF PERCENTAGE
TEAM WORK RESPONDENTS

1 Strongly Agree 52 34
2 Agree 65 43
3 Neutral 22 15
4 Disagree 11 7
5 Strongly Disagree 1 1
TOTAL 151 100

CHART.NO-4.1.14 MOTIVATING THE TEAM WORK

43

34

15

Strongly Agree Agree Neutral Disagree Strongly Disagree

INFERENCE:
The above table shows the superior motivating level 43% of the respondents are agree, 34% of
the respondent are strongly agree, 15% of the respondents are neutral, 7% of the respondents are
disagree and 1% of the respondents are strongly disagree

36
 . TABLE.NO-4.1.15 LEVEL OF SATISFACTION DERIVED OUT OF JOB
S.NO LEVEL OF SATISFACTION NUMBER OF PERCENTAGE
DERIVED OUT OF JOB RESPONDENTS
1 Highly satisfied 53 35
2 Satisfied 68 45
3 Neutral 18 12
4 Dissatisfied 12 8
5 Highly dissatisfied 0 0
TOTAL 151 100

CHART.NO-4.1.15 LEVEL OF SATISFACTION DERIVED OUT OF JOB

45

35

12
8

0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

INFERENCE:
The above table shows level of satisfaction derived in job 45% of the respondents are satisfied,
35% of the respondents are highly satisfied, 12% of the respondents are neutral, 8% of the
respondents are dissatisfied and 0% of the respondents are highly dissatisfied.

37
 TABLE.NO-4.1.16 JOB INVOLVEMENT
S.NO JOB NUMBER OF PERCENTAGE
INVOLVEMENT RESPONDENTS
1 Strongly Agree 46 30
2 Agree 78 52
3 Neutral 17 11
4 Disagree 10 7
5 Strongly Disagree 0 0
TOTAL 151 100

CHART.NO-4.1.16 JOB INVOLVEMENT

52

30

11
7

0
Strongly Agree Agree Neutral Disagree Strongly Disagree

INFERENCE:
The above shows the job involvement 52% of the respondents are agree, 30% of the respondents
are strongly agree, 11% of the respondents are neutral, 75 of the respondents are disagree and 0%
of the respondents are strongly disagree.

38
 TABLE.NO-4.1.17 INSURANCE POLICIES LEVEL

S.NO INSURANCE NUMBER OF PERCENTAGE

POLICIES LEVEL RESPONDENTS
1 Strongly Agree 45 30
2 Agree 74 49
3 Neutral 22 14
4 Disagree 10 7
5 Strongly Disagree 0 0
TOTAL 151 100

CHART.NO-4.1.17 INSURANCE POLICIES LEVEL

Strongly Disa... 0

Disagr... 7

Neu 14

Agr 49

Strongly A... 30

INFERENCE:
The above table shows satisfaction level of insurance and policies 49% of the respondents are
agree, 30% of the respondents are strongly agree, 14% of the respondents are neutral, 75 of the
respondents are disagree and 0% of the respondents are strongly disagree

39
 TABLE.NO-4.1.18 FACILITY NEEDS IMPROVISED ON PRIORTY
S.NO FACILITYIMPROVISE NUMBER OF PERCENTAGE
D ON PRIORTY RESPONDENTS
1 Medical facility 33 22
2 Cab facility 51 34
3 Canteen facility 60 40
4 Others 7 4
TOTAL 151 100

CHART.NO-4.1.18 FACILITY NEEDS IMPROVISED ON PRIORTY

40
34

22

4
Medical facility
Cab facility
Canteen facility
Others

INFERENCE:
The above table shows facilities needs to be improvised 40% of the respondents are canteen
facility, 34% of the respondents are cab facility, 22% of the respondents are medical facility and
4% of the respondents are others.

40
 TABLE.NO-4.1.19 FACILITIES PROVIDED BY COMPANY
S.NO FACILITIES PROVIDED NUMBER OF PERCENTAG
BY COMPANY RESPONDENTS E
1 Strongly Agree 43 29
2 Agree 83 55
3 Neutral 15 10
4 Disagree 10 6
5 Strongly Disagree 0 0
TOTAL 151 100

CHART.NO-4.1.19 FACILITIES PROVIDED BY COMPANY

0
Strongly Disagree

Disagree 6

Neutral 10

Agree 55

Strongly Agree 29

INFERENCE:
The above table shows satisfied with company provided facilities 55% of the respondents are
agree, 29% of the respondents are strongly agree, 10% of the respondents are neutral, 65 of the
respondents are disagree and 0% of the respondents are strongly disagree.

41
 TABLE.NO-4.1.20 PHYSICAL WORKING CONDUCTION
S.NO PHYSICAL NUMBER OF PERCENTAGE
WORKING RESPONDENTS
CONDUCTION
1 Strongly Agree 54 36
2 Agree 62 41
3 Neutral 22 14
4 Disagree 12 8
5 Strongly Disagree 2 1
TOTAL 151 100

CHART.NO-4.1.20 PHYSICAL WORKING CONDUCTION

41
36

14
8

1
Strongly Agree Agree Neutral Disagree Strongly Disagree

INFERENCE:
are strongly agree, 41% of the respondents are agree, 14% of the respondents are neutral, 8% of
the respondents are disagree and 1% of the respondents are strongly disagree. The above table
shows the physical working conduction is satisfactory 56% of the respondents

42
 TABLE.NO-4.1.21 REST ROOM & LUNCH ROOM FACILITIES
S.NO REST ROOM & LUNCH NUMBER OF PERCENTAGE
ROOM FACILITIES RESPONDENTS
1 Strongly Agree 46 30
2 Agree 70 46
3 Neutral 22 15
4 Disagree 12 8
5 Strongly Disagree 1 1
TOTAL 151 100

CHART.NO-4.1.21 REST ROOM & LUNCH ROOM FACILITIES

46

30

15

Strongly Agree Agree Neutral Disagree Strongly Disagree

INFERENCE:
The above table shows the satisfies of rest room & lunch room felicities 46% of the respondents
are agree, 30% of the respondents are strongly agree, 15% of the respondents are neutral, 8% of
the respondents are disagree and 1% of the respondents are strongly disagree.

43
 TABLE.NO-4.1.22 SUPORT TO MANAGE PEAKS
S.NO SUPORT TO MANAGE NUMBER OF PERCENTAGE
PEAKS RESPONDENTS

1 Strongly Agree 43 29
2 Agree 83 55
3 Neutral 15 10
4 Disagree 10 6
5 Strongly Disagree 0 0
TOTAL 151 100

CHART.NO-4.1.22 SUPORT TO MANAGE PEAKS

0
Strongly Disagree

6
Disagree

10
Neutral

55
Agree

29
Strongly Agree

INFERENCE:
The above table shows the support to manage peaks. 55% of the respondents are agree, 29% of
the respondents are strongly agree, 10% of the respondents are neutral, 6% of the responders are
disagree and 0% of the responders are strongly disagree.

44
 TABLE.NO-4.1.23 COMPANY SUCCEED

S.NO COMPANY SUCCEED NUMBER OF PERCENTAGE

RESPONDENTS
1 Very motivated 81 54
2 Motivation level is 52 34
satisfactory
3 Motivation level is not 18 12
satisfactory
4 Not motivated at all 0 0
TOTAL 151 100

CHART.NO-4.1.23 COMPANY SUCCEED

0
Not motivated at...

12
Motivation level is not satisfactor...

34
Motivation level is satisfact...

54
Very motivate...

INFERENCE:
The above table shows motivate to see the company succeed. 54% of the respondents are very
motivated, 34% of the respondents motivation level in satisfactory, 12% of the respondents are
motivation level is not satisfactory and 0% of the respondents are not motivated at all.

45
 TABLE.NO-4.1.24 SATISFIED WITH YOUR JOB

SATISFIED WITH YOUR NUMBER OF PERCENTAGE

S.NO JOB RESPONDENTS
1 Highly satisfied 55 37
2 Satisfied 64 42
3 Neutral 21 14
4 Dissatisfied 11 7
5 Highly dissatisfied 0 0
TOTAL 151 100

CHART.NO-4.1.24 SATISFIED WITH YOUR JOB

Highly dissatisfied 0

Dissatisfied 7

Neutral 14

Satisfied 42

Highly satisfied 37

INFERENCE:
The above table shows satisfied with the job. 42% of the respondents are satisfied, 37% of the
respondents are highly satisfied, 14% of the respondents are neutral, 75 of the respondents are
dissatisfied and 0% of the respondents are highly dissatisfied.

46
 TABLE.NO-4.1.25 BENEFITS OFFERED TO THROUGH THIS JOB
S.NO BENEFITS OFFERED NUMBER OF PERCENTAGE
TO THROUGH THIS RESPONDENTS
JOB
1 Strongly Agree 43 29
2 Agree 83 55
3 Neutral 15 10
4 Disagree 10 6
5 Strongly Disagree 0 0

TOTAL 151 100

CHART.NO-4.1.25 BENEFITS OFFERED TO THROUGH THIS JOB

47
 60
55

50

40

3029

20

10
10 6
0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree

INFERENCE:
The above table shows satisfied with benefits offered through job. 55% of the respondents are
agree, 29% of the respondents are strongly agree, 10% of the respondents are neutral, 6% of the
respondents are disagree and 0% of the respondents are strongly disagree

48
 TABLE.NO-4.1.26 DISCRIMINATION OR HARASSMENT
S.NO DISCRIMINATION OR NUMBER OF PERCENTAGE
HARASSMENT RESPONDENTS
1 Racial discrimination 0 0
2 Sexual harassment 0 0
3 Gender discrimination 0 0
4 Non-observed 151 100
TOTAL 151 100
,

CHART.NO-4.1.26 DISCRIMINATION OR HARASSMENT

100

0 0 0

Racial discrimination Sexual harassment Gender discrimination Non-observed

INFERENCE:
The above table shows discrimination or harassment in companies. 100% of the respondents are
belongs to Non-observed, 0% of the respondents in racial discrimination, 0% of the respondents
in sexual harassment and 0% of the respondents in gender discrimination.

49
 TABLE.NO-4.1.27 DURING MEDICAL LEAVE, SALARY PAID

S.NO DURING MEDICAL NUMBER OF PERCENTAGE

LEAVE, SALARY PAID RESPONDENTS

1 Strongly Agree 48 32
2 Agree 87 58
3 Neutral 11 7
4 Disagree 5 3
5 Strongly Disagree 0 0
TOTAL 151 100

CHART.NO-4.1.27 DURING MEDICAL LEAVE, SALARY PAID

58

32

7 0
3

Strongly Agree Agree Neutral Disagree Strongly Disagree

INFERENCE:
The above table shows medical leave salary paid. 58% of the respondents are agree, 32% of the
respondents are strongly agree, 7% of the respondents are neutral, 3% of the respondents are
disagree and 0% of the respondents are strongly disagree.

50
 TABLE.NO-4.1.28 ESIC MEDICAL BENEFITS
S.NO ESIC MEDICAL NUMBER OF PERCENTAGE
BENEFITS RESPONDENTS
1 Strongly Agree 43 29
2 Agree 83 55
3 Neutral 15 10
4 Disagree 10 6
5 Strongly Disagree 0 0
TOTAL 151 100

CHART.NO-4.1.28 ESIC MEDICAL BENEFITS

55

29

10
6

0
Strongly Agree Agree Neutral Disagree Strongly Disagree

INFERENCE:
The above table shows ESIC medical benefits. 55% of the respondents are agree, 29% of the
respondents are strongly agree, 10% of respondents are neutral, 6% of the respondents are
disagree and 0% of the respondents are strongly agree.

51
 TABLE.NO-4.1.29 PROVIDENT FUND CONTRIBUTION

S.NO PROVIDENT FUND NUMBER OF PERCENTAGE

CONTRIBUTION RESPONDENTS
1 Strongly Agree 43 29
2 Agree 83 55
3 Neutral 15 10
4 Disagree 10 6
5 Strongly Disagree 0 0
TOTAL 151 100

CHART.NO-4.1.29 PROVIDENT FUND CONTRIBUTION

55

29

10
6
0
Strongly Agree Agree Neutral Disagree Strongly Disagree

INFERENCE:
The above table shows P.F of the employees. 55% of the respondents are agree, 29% of the
respondents are strongly agree, 10% of the respondents are neutral, 6% of the respondents are
disagree and 0% of are strongly agree

52
.
TABLE.NO-4.1.30 ORGANIZATION ORGANIZE COUNSELING

S.NO ORGANIZATION ORGANIZE NUMBER OF PERCENTAGE

RESPONDENTS
COUNSELING

1 Strongly Agree 46 30
2 Agree 70 46
3 Neutral 22 15
4 Disagree 12 8
5 Strongly Disagree 1 1
TOTAL 151 100

CHART.NO-4.1.30 ORGANIZATION ORGANIZE COUNSELING

46

30

15

Strongly Agree 1
Agree
Neutral
Disagree
Strongly Disagree

INFERENCE:
The above table shows Organization organizes counseling. 46% of the respondents are agree,
30% of the respondents are strongly agree, 15% of the respondents are neutral, 8% of the
respondents are disagree and 15 of the respondents are strongly disagree.

53
 4.2 WEIGHTED AVERAGE
TABLE NO-4.2.1 OVERTIME DOUBLE WAGES PAID
S.NO PARTICULARS NO.OF PERCENTAGE
RESPONDENTS
1 AGREE 76 51
2 NETURAL 44 29
3 DISAGREE 31 20
TOTAL 151 100

TABLE NO-4.2.1 OVERTIME DOUBLE WAGES PAID

Xi Wi Xiwi
76 3 228
44 2 88
31 1 31

∑ ( Wi Xi)
Weighted average =
∑ Wi

=347/151=2.5=3

INFERENCE:
The result of the weighted average from the above calculation interpreted that majority of the
respondents are satisfied overtime double wages paid.

54
4.3CHI- SQUARE

TABLE.NO.5.2- OVERALL SATISFACTION IN JOB

MONTHLY
INCOME IN HS S N D HAS TOTAL
Rs.

Above 15K 23 16 11 8 4 62

Above 20K 28 11 8 5 2 56

Above 30K 9 4 3 3 1 18

Above 40K 8 5 2 2 1 17

TOTAL 68 36 24 15 8 151

Source: survey data

Null hypothesis: (Ho)

There is no significant relationship between the monthly income of the respondents

and the opinion on whether their financial needs are fulfilled adequately.

Alternative hypothesis: (H1)

There is a significant relationship between the monthly income of the respondents and the
opinion on whether their financial needs are fulfilled adequately

Chi-square table

O E O-E (O-E)² (O-E)²/E

23 27.9 -4.9 24.01 0.86

16 14.7 1.3 1.69 0.11

11 9.85 1.15 1.32 0.13

8 6.15 1.85 3.42 0.55

4 3.28 0.72 0.51 0.15

55
28 24.3 3.7 13.69 0.56

11 12.8 -1.8 3.24 0.25

8 8.58 -0.58 0.33 0.03

5 5.36 -0.36 0.12 0.02

2 2.86 -0.86 0.73 0.1

9 8.10 0.9 0.81 0.01

4 4.29 -0.29 0.08 0.00

3 2.86 0.14 0.01 0.33
1 1.78 -0.78 0.60 2.63

1 0.95 0.05 2.5 0.01

8 7.65 0.35 0.12 0.22

5 4.05 0.95 0.90 0.03

2 2.70 0.3 0.09 0.27

1 1.68 -0.68 0.46 0.01

1 0.90 0.1 0.01 0.288

TOTAL ∑χ² = 3.55
RESULT

DEGREES OF FREEDOM TABLE CHI-SQUARE CALCULATED CHI-

VALUE AT 5% LEVEL SQUARE VALUE

12 21.026 3.55

INFERENCE

At 5% level of significance and 12 degrees of freedom the calculated value of chi-square is 3.55
and chi-square value is 21.026 from the table. Since the calculated value is lesser than the table
value, the null hypothesis is accepted. Hence, there is no significant relationship between the
monthly income of the respondents and the opinion on whether their financial needs are fulfilled
adequately.

56
 CHAPTER 5

FINDING AND SUGGESTION CONCLUSION

57
5.1 FINDINGS

 The most of the respondents (37%) are from the age group of the 18-25 years.
 It repents that (56.30%) of respondents are male, and (45.69%) of the respondents are
female.
 The majority of the respondents (31%) are below SSCL, and the remaining respondents
 (6%) are from degree.
 The majority of the respondents (40%) are 4-6 years experience, and the (16%) are above
10 years
 The most of the respondents (40 %) are from the salary group of 15k-20k, and some
(32%) of them are from 20k-30k, and some (15%) are from 30k-40k, and the remaining
(13%) are from 40k and above.
 It repents that (33%) of respondents are belong to Technician, and the (8%) of
respondents are Others
 The (40%) of the respondents are belongs to Job- rotation, (12%) of the respondents are
belongs to others.
 The companies training and seminars (97%) of the respondents are access the companies
training and seminars and (3%) of the respondents are not access the companies tanning
and seminars.
 The (33.77%) of respondents are with skills and abilities
 The company’s pay role (97.35%) of the respondents is satisfied with the company pay
role and remaining (2.64%) of respondents is not satisfied with the pay role.
 The (41.72%) of the respondents are agree with the Supervisors encourage and value of
the best
 The (38%) respondents are enhanced gives a high level of satisfaction in increase in
salary/bonus
 It repents that (44%) of the respondents are agree rewarded of quality of your work
 It repents that (43%) of the respondents are agree the superior motivating level
 The (45%) of the respondents are satisfied level of satisfaction derived in job
 The (52%) of the respondents are agree job involvements
 The (49%) of the respondents are agree satisfaction level of insurance and policies

58
 The (40%) of the respondents are needs canteen facility facilities to improvised
 The (55%) of the respondents are agree with company provided facilities
 The (56%) of the respondents are strongly agree the physical working conduction is
satisfactory
 The (46%) of the respondents are agree rest room & lunch room felicities
 The (55%) of the respondents are agree the manage peaks
 The (54%) of the respondents are very motivated motivate to see the company succeed
 The (42%) of the respondents are satisfied with the job.
 The (100%) of the respondents are belongs to Non-observed discrimination or
harassment in companies
 The (55%) of the respondents are agree satisfied with benefits offered through job.
 The (58%) of the respondents are agree medical leave salary paid.
 The (55%) of the respondents are agree ESIC medical benefits.
 The (55%) of the respondents are agree P.F of the employees.
 The (46%) of the respondents are agree Organization organizes counseling.
 The result of the weighted average from the above calculation inferred that the majority
of the respondents are highly satisfied with the step by step instructions and
coaching/lecture method.
 At 5% level of significance and 12 degrees of freedom the calculated value of chi-square
is 3.55 and chi-square value is 21.026 from the table. Since the calculated value is lesser
than the table value, the hypothesis is accepted. Hence, there is no significant relationship
between the monthly income of the respondents and the opinion on whether their
financial needs are fulfilled adequately

59
5.2 SUGGESTIONS

 From the study it is found that most of the employees are satisfied with work
environment, lob location, work satisfaction facilities. It is suggested that company
can follow the same practice and policies relating to employee satisfaction as the
employees feel more secured and willing to continue rest of their service. Service
programs on work life balance are suggested.

 Creating job satisfaction begins by first providing a positive work environment.

 A motivating working environment requires going over and beyond the call of duty
and providing for the needs of the worker.
 People are more committed and engaged when there is a process for them to
contribute their ideas and employee suggestions.
 There are many reasons training and development makes sense.  Well-trained
employees are more capable and willing to assume more control over their jobs.
 The primary purpose of evaluation is to measure progress and determine what needs
improving.  Continuous evaluation includes, but is not limited to, the measurement
of attitudes, morale, and motivation of the workforce.  It includes the identification
of problem areas needing improvement and the design and implementation of an
improvement plan. 
 These devices provide only temporary solutions.  The true competitive advantage is
trained and motivated people proudly working together, contributing their vitality
and energy toward the goals of the enterprise.

60
5.3 CONCLUSION
 Every company develops a positives attitude among the employees towards the firm or
himself. The services rendered by the employees are satisfactory to the company.
Through the employee remains satisfied there are certain needs and desire that are not yet
fulfilled by the firm.

 A survey of job satisfaction was conducted on behalf of on Annai Enterprises Pvt Ltd to
understand the opinion of employees. The company should initiate actions immediately
to fulfill the unsatisfied needs and wants of the employees. Even the firm should be in
touch with the employees and try to increase the volume of the employees.

 One of the biggest impacts on a company's productivity is the satisfaction of the
employees.

 If the high performing employees leave the company it is even more difficult to attract
new talent if your company is not satisfying the employees.

 This survey provides valuable input which is directly given by employees; it provides an
understanding that how the employees perceive the organization.

 This survey provides valuable input which is directly given by employees; it provides an
understanding that how the employees perceive the organization.

 Job provides an opportunity for the employees to exercise their skills at work place. From
analysis it was observed that was there is a scope for the improvement of working
conditions

61
 APPENDIX
Questionnaire
“A STUDY ON JOB SATISFACTION AMONG EMPLOYEES
WITH REFERENCE TO ANNAI ENTERPRISES PVT LTD”

PERSONAL DETAILS:

I) Name of the respondent:

II) Age group:

a) 18- 25 b) 26- 40 c) 41- 45 d) 51 – 58

III) Gender:

a) Male b) Female

IV) Educational Qualifications:

a) Below SSLC b) HSC c) Pre degree/ HSC d) Degree

V) Experience in the present organization:

a) 0-3 Years b) 4-6Years c) 7-10Years d) above 10 Years

VI) Salary:

a) 15,000 b) 20,000 c) 30,000 d) 40,000 and above

VII) Position:
a) Technician b) Mechanic c) Engineers d) Electrician e) Others

1. What type of training did you undergo before taking your position?

62
 o On-the-job
o Job-rotation
o Apprenticeship training
o Others
2. Have you access to your companies training and seminars?
A) Yes B) No
3. My job makes good use of my skills and abilities?
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
4. Are you satisfied with the companies pay role?
a) Yes b) No
5. Supervisors encourage and value me to be the best?
o Strongly agree
o Agree
o Neutral
o Disagree
o Strongly disagree
6. What are the factors if enhanced gives you a high level of satisfaction?
o Increase in salary/ bonus
o Job security
o Promotion, appreciation
o Flexible

7. Whether you are rewarded for the quality of your efforts?

o Strongly Agree
o Agree
o Neutral

63
 o Disagree
o Strongly Disagree
8. Is your superior motivating you in terms of work given?
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
9. How do you rate the level of satisfaction derived out of your job?
o Highly satisfied
o Satisfied
o Neutral
o Dissatisfied
o Highly dissatisfied
10. Is your job involvement is high?
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
11. How satisfied are you with the insurance and leave policies?
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagre
12. What is the facility that needs to be improvised on priority?
o Medical facility
o Cab facility
o Canteen facility

64
 o Others
13. How satisfied are you with the facilities provided by the company?
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
14. “Physical working conduction in the company is satisfactory”
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
15. Whether you are satisfied with the rest room & lunch room facilities provided by the
organization?
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
16. Have you given support to manage peaks in workload?
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

17. How motivate are you to see the company succeed?

o Very motivated

65
 o Motivation level is satisfactory
o Motivation level is not satisfactory
o Not motivated at all
18. On the whole you are satisfied with your job?
o Highly satisfied
o Satisfied
o Neutral
o Dissatisfied
o Highly dissatisfied
19. Whether you are satisfied with the benefits offered to me through this job?
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
20. Have you ever observed or experienced any of the following forms of discrimination or
harassment at this company?
o Racial discrimination
o Sexual harassment
o Gender discrimination
o Non-observed
21. During medical leave, salary is paid?
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
o
22. ESIC medical benefits are provided?

66
 o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
23. Provident fund contribution amount is remitted and the claim amount is settled
through P.F office after getting relieved from the employment?
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
24. “Organization organizes counseling programs for the employees regularly”
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
25. Rate your overall satisfaction with your job?
o Highly satisfied
o Satisfied
o Neutral
o Dissatisfied
o Highly dissatisfied
26. Overtime double wages are paid?
o Agree
o Neutral
o Disagree

67
REFERENCES

 Al-Aameri, A.S. Job satisfaction and organizational commitment for nurses. Saudi

Medical Journal. 2000

 Afza, M. 2005. Superior - subordinate relationships and satisfaction in Indian small

business enterprises.

 Adam. 1965. In Furnham, A. 2005. The psychology of behavior at work: The

individual in the organization. East Sussex: Psychology Press.

 Ackoff. 1974. In Rao, M.G. Rao, K.K and Rao, V.S.P. 1991. Motivation: Concepts,
models and theories. Ed. Rao, V.S.P. Motivation and job satisfaction. New Delhi:
Discovery Publishing House.

 hn et. al. 2001. In Saiyadain, S. Demberel, Z. and Murerwa, M. 2004. Demographic

variables and job satisfaction amongst Mongolian and Ugandian employees.
Management and Change. 8 (land 2): 91-103. Aiyar. 2008. Reforms pay apathy drags.
33 (38): 46-48. India Today. Ali. 1978. In Goyal, P. 1995. Labour welfare and job
satisfaction. New Delhi: Deep and Deep Publications. Anand. 1972. In Bhatt, D.J.
1998. A study of socio-personal variables and job satisfaction of LIC employees.
Journal of the Indian Academy of Applied Psychology.

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