A

PROJECT REPORT
ON

“A STUDY ON JOB SATISFACTION AT TAMIL NADU

NEWSPRINT AND PAPERS LIMITED”

Submitted in Partial Fulfilment for the award of

Degree of Bachelor of Commerce (Marketing Management)

UNIVERSITY OF MADRAS

SUBMITTED BY
YOGAPRAKASH .S (1913141045053)
JAGATH RATCHAGAN .M.B (1913141045021)
DHANASEKAR .K (1913141045011)

UNDER THE GUIDANCE OF

LT. DR. P. RAJAN

M.COM., MBA, P.HD., SET

ASSISTANT PROFESSOR
DEPARTMENT OF COMMERCE (MARKETING MANAGEMENT)

DEPARTMENT OF COMMERCE (MARKETING MANAGEMENT)

GURU NANAK COLLEGE (AUTONOMOUS),
VELACHERY, CHENNAI – 42
APRIL – 2022
LT. DR. P. RAJAN

M.COM., MBA, P.HD., SET

ASSISTANT PROFESSOR

DEPARTMENT OF COMMERCE (MARKETING MANAGEMENT)

GURU NANAK COLLEGE (AUTONOMOUS),

VELACHERY, CHENNAI- 42

CERTIFICATE

This is to certify that the project work entitled “A STUDY ON JOB SATISFACTION AT
TAMIL NADU NEWSPRINT AND PAPERS LIMITED” submitted to the Guru Nanak
College (Autonomous) in partial fulfilment of requirements for the award of the Bachelor
Degree in Commerce (Marketing Management). It is a record of original project work done by
YOGAPRAKASH .S (1913141045053) JAGATH RATCHAGAN .M.B (1913141045021)
DHANASEKAR .K (1913141045011) during the academic year 2019-2022 in the Department
of Commerce (Marketing Management), Guru Nanak College (Autonomous) under my
supervision.

LT. DR. P. RAJAN

M.COM., MBA, P.HD., SET

Place : Chennai

Date : 30th May 2022

 DECLARATION

We hereby declare that the project work entitled “A STUDY ON JOB SATISFACTION AT
TAMIL NADU NEWSPRINT AND PAPERS LIMITED” submitted to Guru Nanak
College (Autonomous) in partial fulfilment of the requirements for the award of the Bachelor
Degree in Commerce (Marketing Management). It is a record of original work done by us under
the supervision and guidance of Lt. Dr. P. Rajan. This work has not been submitted anywhere
for the award of Degree/Diploma/Associate ship/Fellowship or any other similar title before.

Place : Chennai

Date : 30th May 2022

YOGAPRAKASH S JAGATH RATCHAGAN M B DHANASEKAR K

(1913141045053) (1913141045021) (1913141045011)

 VIVA – VOCE EXAMINATION APRIL /MAY 2022

The project report titled “A STUDY ON JOB SATISFACTION AT TAMIL NADU

NEWSPRINT AND PAPERS LIMITED” submitted for the Viva – voce by
YOGAPRAKASH .S (1913141045053) JAGATH RATCHAGAN .M.B (1913141045021)
DHANASEKAR .K (1913141045011) for the examination held on ___________ for the
Department of Commerce (Marketing Management), Guru Nanak College (Autonomous),
Velachery, Chennai -42.

SIGNATURE OF INTERNAL SIGNATURE OF EXTERNAL

EXAMINER EXAMINER

SIGNATURE OF

HEAD OF THE DEPARTMENT

 BONAFIDE CERTIFICATE

This is to certify that the report entitled “A STUDY ON JOB SATISFACTION

AT TAMIL NADU NEWSPRINT AND PAPERS LIMITED” submitted to
the University of Madras in partial fulfilment of the curriculum (Project Work)
for the award of Degree of Commerce (Marketing Management) is a record of
original and Independent work done by YOGAPRAKASH .S (1913141045053)
JAGATH RATCHAGAN .M.B (1913141045021) DHANASEKAR .K (1913141045011)
during the period of study: 14/03/2022 – 18/04/2022.

HEAD OF THE DEPARTMENT

B.COM (MARKETING MANAGEMENT)
GURU NANAK COLLEGE (AUTONOMOS)
CHENNAI – 42
 TAMILNADU NEWSPRINT & PAPERS LIMITED
(A Govt. of Tamil Nadu Enterprise)
Regd. Office : 67, Mount Road, Guindy, Chennai 600 032
Phone : (91) (044) 22301094-97, 22354415-16 & 18 Fax : 22350834

_________________________________________
Web : www.tnpl.com Email : [email protected],
CIN : L22121TN1979PLC007799

Date: 18th April 2022

TO WHOM SO EVER IT MAY CONCERN

This is to certify that JAGATH RATCHAGAN M B

(1913141045021) 3rd Year B.Com (Marketing Management)
studying in Guru Nanak College (Autonomous), Chennai has
successfully completed his internship training in our “Human
Resource Department” of our organisation during the period from
14/03/2022 to 18/04/2022.

During the period of training program , he was found hardworking,

sincere and a committed team player. We wish him every success in
his future Endeavors.

Regards

Authorized Signatory
For TAMIL NADU NEWSPRINT AND PAPERS LIMITED
 TAMILNADU NEWSPRINT & PAPERS LIMITED
(A Govt. of Tamil Nadu Enterprise)
Regd. Office : 67, Mount Road, Guindy, Chennai 600 032
Phone : (91) (044) 22301094-97, 22354415-16 & 18 Fax : 22350834

_________________________________________
Web : www.tnpl.com Email : [email protected],
CIN : L22121TN1979PLC007799

Date: 18th April 2022

TO WHOM SO EVER IT MAY CONCERN

This is to certify that YOGAPRAKASH .S (1913141045053) 3rd

Year B.Com (Marketing Management) studying in Guru Nanak
College (Autonomous), Chennai has successfully completed his
internship training in our “Human Resource Department” of our
organisation during the period from 14/03/2022 to 18/04/2022.

During the period of training program , he was found hardworking,

sincere and a committed team player. We wish him every success in
his future Endeavors.

Regards

Authorized Signatory
For TAMIL NADU NEWSPRINT AND PAPERS LIMITED
 TAMILNADU NEWSPRINT & PAPERS LIMITED
(A Govt. of Tamil Nadu Enterprise)
Regd. Office : 67, Mount Road, Guindy, Chennai 600 032
Phone : (91) (044) 22301094-97, 22354415-16 & 18 Fax : 22350834

_________________________________________
Web : www.tnpl.com Email : [email protected],
CIN : L22121TN1979PLC007799

Date: 18th April 2022

TO WHOM SO EVER IT MAY CONCERN

This is to certify that DHANASEKAR K (1913141045011) 3rd Year

B.Com (Marketing Management) studying in Guru Nanak College
(Autonomous), Chennai has successfully completed his internship
training in our “Human Resource Department” of our organisation
during the period from 14/03/2022 to 18/04/2022.

During the period of training program , he was found hardworking,

sincere and a committed team player. We wish him every success in
his future Endeavors.

Regards

Authorized Signatory
For TAMIL NADU NEWSPRINT AND PAPERS LIMITED
 ACKNOWLEDGEMENT

Inspiration and hard work always play a key role in the success of any venture. We thank God
for providing us with everything that we required in completing this report during the pandemic
period.

We would like to thank our Principal Dr. M.G. Ragunathan, M.Sc., M.Phil., Ph.D., FIAAB,
FZSI, FSLSc, FSAB, FIAES, FICCB, FMSET, FIASN, PGDESD who encouraged us
constantly for all our endeavours.

We thank the Vice Principal Shift II Dr. N.C.Rajashree for constant source of encouragement.

We are extremely thankful to Dr. M.K. Shakila, Dean-Admin-Management for their support
to carry out the course successfully.

We extend our hearty thanks to Ms. M L Mayalekshmi, M.Com, M.B.A., M.Phil., SET.,
M.A(PM&IR) P.G.D.H.R.M (Ph.D.) & Head of the Department, Department of Commerce
(Marketing Management) for her continuous motivation.

We are extremely indebted to our Guide Lt. Dr. P. Rajan, Assistant Professor, Department of
Commerce (Marketing Management) who motivated and guided us throughout for the
successful completion of this project report.

We express our sincere thanks to department faculties Dr. Sandhiya. V, M. Com, M.Phil.,
Ph.D., Dr. G. Kalpana MBA, M.Phil., Ph.D., A.R. Hari Hara Shanmugam, MBA (Ph.D.),
V Karthik MA, MBA, M.Phil., M.Com., Ph.D.

We extend our sincere thanks to Tata Consultancy Services Ltd for providing the valuable
information we sought for our project & making it a wonderful learning experience.

Finally, we thank all our family members and friends who stood by us throughout the course
of this project.

YOGAPRAKASH .S (1913141045053)
JAGATH RATCHAGAN .M.B (1913141045021)
DHANASEKAR .K (1913141045011)
 INDEX

CHAPTER PARTICULARS PAGE NO.

1 INTRODUCTION 1-5

2 REVIEW OF LITERATURE 6-25

3 RESEARCH METHODOLOGY 26-29

4 DATA ANALYSIS AND INTERPRETATION 30-40

5 FINDINGS 41-44

6 BIBLOGRAPHY 45-46

7 QUESTIONNAIRE 47-50
 LIST OF TABLES

TABLE NO NAME OF THE TABLE PAGE NO.

4.1 Distribution of Respondents on The Basis of

Gender 31

4.2 Distribution of The Respondents on The

Basis of Age Group 32

4.3 Showing the Promotion of Employees as Per

the Qualification and Experience 33

4.4 Showing the Confidence Level That

Employees Have with The Management 34

4.5 Showing Favouritism Does Not Have Any

Role in The Organization 35

4.6 Showing the Employees Are Being Treated

Fairly in The Organization 36

4.7 Showing the Good Relation with The

Employees and Supervisor 37

4.8 Showing That the Pay Is Better in The

38
Organization Compared to Others
4.9 Showing That the Management Considers
the Performance Appraisal of The 39
Employees
4.10 Showing the Satisfaction Level of Welfare
Facilities Provided 40
 CHAPTER – 1
INTRODUCTION

1
1.1 INTRODUCTION

Human Resource Management is considered to be the most valuable asset in any organization.

It is the sum-total of inherent abilities, acquired knowledge and skills represented by the talents

and aptitudes of the employed persons who comprise of executives, supervisors, and

employees. It may be noted here that human resources should be utilized to the maximum

possible extent, in order to achieve individual and organizational goals. It is thus the

employee’s performance which ultimately decides the attainment of goals. However, the

employee performance is to a large extent, influenced by motivation and job satisfaction

Human resource management is a specialized functional area of business that attempts to

develop programs, policies, and activities to promote the job satisfaction of both individual and

organizational needs, goals and objectives.

People join organizations with certain motives like security of income and job, better prospects

in future, and satisfaction of social and psychological needs. Every person has different sets of

needs at different times. It is the responsibility of management to recognize this basic fact and

provide appropriate opportunities and environments to people at work to satisfy their needs. In

this chapter the researcher wants to explain about job satisfaction, nursing and nursing job

satisfaction.

2
1.2 OBJECTIVE OF THE STUDY

The main objective of the study is to find out the satisfaction level of the employees in the

organization and how to improve the satisfaction level in the future.

• To understand the various problems faced by employees in the organization

• To analyze and understand the behavior of employees towards management

• To study and identify employee satisfaction towards the management

• To develop effective suggestions and opinions to overcome those problems

3
1.3 SCOPE OF THE STUDY

➢ it is helpful to identify the satisfaction level of the employee

➢ The study is helpful to the management to identify the dissatisfaction level of the

employees

➢ The study made on the topic - job satisfaction brings out the factor that influences the

employees satisfaction

➢ It is very significant and core area for conducting research

➢ The report will be beneficial for both the students and management which can be

referred for future reference

4
1.4 LIMITATIONS OF THE STUDY

❖ Low rate of return of the duly filled in questionnaire’s

❖ It can be used only when the respondents are educated and cooperating

❖ The control over the questionnaire may be lost once it is sent

❖ There is also the possibility of ambiguous replies or omission

❖ It is difficult to know whether willing respondents are truly representative

5
CHAPTER – 2

REVIEW OF

LITERATURE

6
2.1 INDUSTRY PROFILE

Paper is a material made in thin sheet as an aqueous deposit from linen rags, wood pulp or
other form of cellulose which is used for writing, printing and wrapping etc..,

Paper plays a vital role in communication purpose. Paper was invented by TSAI-LUN in LEI-
YANG province of china. The first paper machine was invented by a French man,
NICOLOUS-LOUIS ROBERT in 1799. In India the first paper machine was set up at
Scrampore in West Bengal.

Ts'ai Lun seems to have made his paper by mixing finely chopped mulberry bark and hemp
rags with water, mashing it flat, and then pressing out the water and letting it dry in the sun.
He may have based his idea on bark cloth, which was very common in China and also made
from mulberry bark. Ts'ai Lun's paper was a big success, and began to be used all over China.
By the 400's AD, people in India were also making paper. People all over the Islamic world
soon began using paper, from India to Spain. By AD, the Italians had learned to make good
paper and sold it all over Europe. In 1338, French monks began to make their own paper. Once
they had learned to make paper, they became more interested in also learning about Chinese
printing, and a man called Gutenberg produced the first printed Bible in 1453. By this time,
people in the country of the Aztecs (modern Mexico) had also, independently, invented paper.
Their paper was made out of agarve plant fibers, and people used it to make books.

Meanwhile, in China people were using paper in more and more different ways. They were
using it for kites, and even for toilet paper!

Pulp and Paper manufacturing industry is one of the largest among the top ten in the world.
Today the world paper production has crossed 300 millions per annum.

The Introduction About Industry

Paper industry plays an important role in the industries development in India. Paper industry
occupies a large percentage in India market. It provides wide employment opportunities. Paper
industry not only plays vital role in India economy but also enhances our product values in
world market.
From the time, human life stared in this world, people realized the need for communication
and they wanted to record certain thing for future generation. Initially rocks and trees were

7
used to carve the message. After that palm leave were used for communication process. Then
mental sheet with sharp tools for writing were used. In olden days the kings used silicon cloth
to write important documents.

Origin of paper

The origin of Paper is Papyrus, which grows in abundance in delta of Egypt. After processing,
the leaves were used for writing. Ancient Egyptians this method.

The art of paper making

The art of paper making was first discovered in china its origin was kept as secret by the
Chinese for a long time. Then the art of paper making slowly travelled westward and reached
Samarkand in west Asian. Then the used and manufactures of paper gradually along southern
shores of Mediterranean. After that though Spain it reached morocco and then spread widely
all over the world.

First paper mill in the world

The first paper mill was stared in china and then Baghdad. After 40 year a paper mill was
started at Hainault in France. Then the art of paper making entered into England, Switzerland
and Netherlands. In 1800 a book was published describing the method of manufacturing paper
from wood pulp and vegetable pulp.

8
1.2 Company Profile

TNPL (Tamil Nadu Newsprint and Papers Limited) produce newsprint and writing paper

using bagasse, a sugarcane residue in India. The company was founded in 1999, has main
office as head office in Chennai. TNPL was established by the Government of Tamil Nadu,
India. The Unit I of TNPL at Kagithapuram, Karur district was commissioned in October 1985
with an installed capacity of 90,000 TPA of Newsprint / Fine Paper, in a single machine.
Below, you can check all types of contact details of TNPL India Company.

TNPL India Contact Information

❖ Company Full Name: Tamil Nadu Newsprint and Papers Limited

❖ Type: Public
❖ Industry: Bagasse based paper mill
❖ Founded Year: 1999
❖ Owner: Government
❖ Headquarters: Chennai
❖ Key People: Atulya Misra, IAS (Chairman)
❖ Parent Company: Department of Industries (Tamil Nadu)

COMPANY PROFILE

To be the market leader in the manufacture of world class eco-friendly papers by adopting
innovative technologies for sustainable development.

TNPL was formed by the Government of Tamil Nadu in April 1979. The primary objective
of the company is to produce Newsprint, Printing and Writing paper using bagasse a sugarcane
residue as the primary raw material. The registered office of the company is situated at Gundy,
Chennai.

9
The products are being marketed throughout the country and also being exported to 20
countries around the world. The factory is situated at kagithapuram in Karur district of
Tamilnadu. The initial capacity of the plant was 90,000 TPA of Newsprint, Printing and
writing paper, which commenced production in the year 1984. The capacity was doubled to
1, 80,000 TPA in January 1996 after implementation of the first project. Recently the capacity
has been further enhanced to 2, 30,000 TPA in April 2003 through up gradation of both the

paper machines.

The largest production capacity in India at a single location and paper machines with built in
flexibility for manufacturing Newsprint, Printing and writing papers in the same machine.

TNPL has the unique arrangement with the sugar mills for sourcing the raw material in the
form of exchange of steam/fuel for baggasse. TNPL is committed to manufacture and supply
eco-friendly papers to customer’s satisfaction with the emphasis on continual improvements
in its quality management systems. Meeting customers requirement with eco-friendly
rawmaterials

(viz.., Baggasse) for paper making through continuous process improvements is TNPL’s
Quality policy, Quality standardization without compromise on environment is being
accomplished with online quality control at various stages of production. Despite opening up
of Indian markets for imports, TNPL has been consistently recording increasing in year by
year, which demonstrates the company’s commitment to Quality. Direct interaction with
customers through customer service cell has helped the company in meeting the Customer

THE VISION:
be the market leader in the manufacture of eco-friendly world class papers adopting
innovative technologies.

10
THE MISSION:

1. Attain leadership in paper industry.

2. Promote the usage of Baggasse in the manufacturer of Newsprint and Printing and
Writingpaper.

3. Minimize environmental impact and become an environment friendly organization.

OBJECTIVES
• Providing technical support to TNPL Products

• Identifying source and solutions to consumer’s problems apart from quality

complaints.

• Assessing general nature of competition.

• Providing more reliable “Feed-Back” for ensuring quality assurance.

• Earning goodwill through better report with actual users.

• This has assured that TNPL not only meets requirements of the customer but ensures
their satisfaction also. Online quality control has been the hallmark of TNPL.

• TNPL sells its entire production printing & writing paper is being sold through a
network of dealers and distributors speed across the country. The following are the
distribution network for TNPL products.

COMPETITORS FOR TNPL

▪ JK
▪ ITC Bhatrachalam
▪ SPB
▪ Bathravathy Paper Mills
▪ Ballarpur Industries
▪ SPBLtd.
▪ SirpurPapers

11
MARKETING PRODUCTS OF TNPL OUR PRODUCTS
TNPL offers high-quality surface sized and non-surface sized paper to suit the needs of
modern high speed printing machines. TNPL's cutting edge technology backed by experienced
professionals ensures quality products to customers. TNPL’s manufacturing processes are
equipped with state-of-the-art control systems to maintain critical quality parameters on
line.The

paper produced by TNPL is eco- friendly as the pulp is manufactured out of renewable raw
material and is subjected to Elemental Chlorine Free (ECF) bleaching. As the paper is acid
free, it has a longer colour stability and enhanced permanency in terms of strength
characteristics.

TNPL caters to the requirements of multifunctional printing processes like sheet-fed, web
offset, and digital printers. The paper reels have uniform profile with strength properties to
cope even with high speed machines. TNPL manufactures Printing and Writing Papers in
substances ranging from 50 GSM to 90 GSM.

▪ TNPL ElegantMapilitho
▪ Hi-TechMaplitho
▪ TNPL Maplitho
▪ Radiant Printing
▪ Commander
▪ Hardbound Notebook
▪ TNPL Offset Printing
▪ Creamwove
▪ Copy Crown
▪ TNPL Copier
▪ Students'Favourites
▪ Super Print Maplitho
▪ Perfect Copier
▪ AceMarvel

12
Strength:

▪ World Bank Assistance.

▪ Capacity doubled within sdecade.
▪ Largest Bagasse based plant.
▪ Latest Technology Implemented.
▪ Working Continuously on Costreduction.
▪ Zero Stock of finished goods for the 16thContinuousYear.
▪ New Studies for alternative renewable RawMaterials.
▪ Product Line Extension.
▪ Excellent Customer Service.
▪ Strong R & D force.
▪ Innovations in Waste Management and Reusability.
▪ Well Established Network.
▪ Rising Demand-SupplyGap.
▪ Quick Decision through OIIS.

Weakness:

• Depend Sugar Mill for Bagasse.

• Depend on TAFCRN for Pulpwood.

• Depend on River Cauvery for water.

• Production Break-off due to water Shortage.

• Environment alI mpact.

• Selective Distribution Channel.

• No Promotional Campaign.

13
Opportunities:

▪ Raising demand for Paper in Future.

▪ A Produce Cement using mill waste.
▪ Expand Power Generation.
▪ Expand the Clonal Plantation Scheme.
▪ Expand the Methane Gas Production.
▪ Gain a Large Share in Existing Market.
▪ Study on Commercial Suitability of wild Sugarcane.
▪ Improve Environment Performance.
▪ Alkaline Sizing of Baggasse BasedPapers.

Threats:

▪ Scarcity of RawMaterials.
▪ Deforestation.
▪ Failure of Monsoon.
▪ Increasing Competition.
▪ Major prolonged economic depression.
▪ Reduce demand due to Paper lesoffice.
▪ Changes in Excise Duty Affect the Price of Paper.
▪ Availability of Low cost Paper in Foreign Market.

14
JOB SATISFCATION

Job satisfaction is a complex and important concept for human resource managers to

understand most employees do not believe their work is being properly rewarded. Nor do

they believe that their companies are doing enough to attract high quality performers, train

them, or manage them effectively.

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 has many dimensions. Commonly noted facets are satisfaction with the work

itself, wages, and recognition, rapport with supervisors and coworkers, and chance for

advancement. Each dimension contributes to an individual’s overall feeling of satisfaction

with the job itself.

Job satisfaction is the extent to which people like or dislike their jobs. It is a workers sense of

achievement and success on the job. Job satisfaction contributes to the efficiency and

effectiveness of the business. Positive and favorable towards the job indicate job satisfaction.

Happock, “any combination of psychological, psychological and environmental

circumstances that cause a person to truthfully say I am satisfied with my job”

15
NATURE, CHARACTERISTICS, AND FEATURES OF JOB SATISFACTION

i. Job satisfaction is influenced by both internal and external factor.

ii. It is related to the way how people feel about their jobs.

iii. It is closely linked to individual’s behavior in the work spot

iv. Job satisfaction represents the extent to which expectation are fulfilled

v. It represents a combination of positive and negative feelings that workers have

towards their work.

vi. Levels of job satisfaction can range from extreme satisfaction to extreme

dissatisfaction.

IMPORTANCE OF JOB SATISFACTION

Firstly, 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 programs, policies

etc. Secondly, it is a diagnostic instrument for knowing employees‟ problems, effecting

changes and correcting with least resistance.

Thirdly, it strengthens the communication system of the organization and management can

discuss the result for shaping the future course of action.

Fourthly, it helps in improving the attitudes of employees towards the job and facilitates

integration of employee with the organization. It inspires sense of belongingness and sense of

participation leading to the overall increase in the productivity of the organization.

Fifthly, it helps unions to know exactly what employees want and what management is doing.

16
Thus, it facilitates mutual settlement of grievances and other unwanted situations. Lastly, it

facilitates in determining the training and development needs of both, the employees and the

organization.

If we can improve job satisfaction and morale, we can improve job performance as well. Soon

the management set about to take advantage of this newly found insight and they took action

on two fronts.

First, they initiated attempts to measure the state of employee- feeling in order to know where

to concentrate their efforts in improving employee- satisfaction. Secondly, they set about to

train their managers, especially first-level supervisors, to pay attention to the attitudes and

feelings of their subordinates so that performance could thereby be improved.

The topic of job satisfaction at work is getting wider attention at this time. Job satisfaction is

the satisfaction one feels while doing the job. Job satisfaction is one of the important factors,

which affect not only the efficiency of the laborers but also such job behavior as absenteeism,

accidents, etc. Job satisfaction is the result of employee perception of how well the job

provides those things that are viewed important. For the success of any organization, job

satisfaction has vital importance. The employees who are satisfied are the biggest assets to an

organization whereas the dissatisfied employees are the biggest liabilities.

In fact no organization can successfully achieve its goal and mission unless and until those

who constitute the organization are satisfied in their jobs. Dissatisfaction leads to frustration

and frustration leads to aggression.

17
ORGANIZATIONAL STRUCTURE

MEANING
The organizational structure is a system used to define its hierarchy. Each employee’s
position is identified, including their function and who they report to within the firm. It is
the way in which a company or organization is organized, including the types of
relationships that exist between the directors, managers and employees. The organizational
structure, which may refer to the hierarchy of not just a business, but also any entity
such as a charity, government department, agency or education establishment, is developed
to establish how an entity operates and helps the organization in achieving its goals and
objectives.
Organizations are set up in specific ways to accomplish different goals, and the structure
of an organization can help or hinder its progress toward accomplishing these
goals. Organizations large and small can achieve higher sales and other profit by properly
matching their needs with the structure they use to operate structure.

DEFINITION

The typically hierarchical arrangement of lines of authority, communications, rights and

duties of an organization. Organizational structure determines how the roles, power and
responsibilities are assigned, controlled, and coordinated, and how information flows
between the different levels of management. A structure depends on the organization's
objectives and strategy. In a centralized structure, the top layer of management has most
of the decision-making power and has tight control over departments and divisions.
In a decentralized structure, the decision- m a k i n g power is distributed and
the departments and divisions may have different degrees of independence.

TYPES OF ORGANIZATIONAL STRUCTURE

Matrix Organizational structure
Functional Organizational Structure
Product Organizational Structure
Geographical Organizational Structure

18
MATRIX ORGANIZATIONAL STRUCTURE

The third main type of organizational structure, called the matrix structure, is a hybrid of
divisional and functional structure. Typically used in large multinational companies,
the matrix structure allows for the benefits of functional and divisional structures to exist
in one organization. This can create power struggles because most areas of the
company will have a dual management a functional manager and a product or divisional
manager working at the same level and covering some of the same managerial territory.

FUNCTIONAL ORGANIZATIONAL STRUCTURE

A functional organizational structure is centered on job functions, such as marketing,

research and development and finance. Small companies should use a functional
organization when they want to arrange their organizational structure by department. For
example, a small company may have a director, two managers and two analysts in the
marketing department. The director would likely report to the Chief Executive Officer, or
CEO, and both managers would report to the director. In addition, each manager may have
an analyst reporting to them. A functional organizational structure works well when
small companies are heavily project focused.

PRODUCT ORGANIZATIONAL STRUCTURE

A product organizational structure has managers reporting to the president or head of the
company by product type. Product organizational structures are primarily used by retail
companies that have stores in various cities to carry out functions locally. For example, a
small department store company may have a vice president of sporting goods, house wares
and general merchandise at the corporate office. One manager may report to each vice
president. However, each manager may oversee the work of one or more field marketing
employees who travel and handle local marketing stores in several states. These field
marketing employees may work for the sporting goods manager one week in League City,
Texas, then do merchandising for the house wares manager another week in the Sugarland,
Texas, market.

19
GEOGRAPHICAL ORGANIZATIONAL STRUCTURE

The Small Business Administration is responsible for defining small businesses in

different industries. For example, in manufacturing, the SBA usually considers a company
with 500 or fewer employees a small business. Point is, small businesses are still large enough
to use a geographical organizational structure. A geographical organizational structure
is when companies decentralize the functional areas. For example, unlike the product
organizational structure, there may be a local marketing, finance, accounting and research
development person based in each region. For example, a small consumer products food
company may be large enough to place a marketing research manager and analyst in each
of six different regions. This can be important because consumers in various areas have
different tastes. Hence, a geographical structure will enable the company to better serve the
local market.

20
ORGANISATION STRUCTURE CHART:

21
DEPARTMENTATION

INTRODUCTION
Departmentation is a part of the organization process. It involves the grouping of
common activities on the basis of function of the organization under a single person’s control.

MEANING
Departmentation is the process of dividing and grouping the activities and employees into
departments. The total work of an enterprise is divided into functions and sub-functions.

DEFINITION
According to Koontz and O‟Donnell, “A department is a distinct area, division or
branch of an enterprise over which a manager has authority for the performance of specified
activities.”
In the words of Louis Allen, “Divisionalisation is a means of dividing the large and
monolithic functional organization into smaller flexible administrative units.” In simple
words, departmentation is the process of classifying and grouping all the activities of an
enterprise into different units nd sub-units. The aim is to facilitate the carrying out of the
activities efficiently for achieving overall results.

PRODUCTIONDEPARTMENT
Production is a sequence of technical processes requiring either directly or indirectly the mental
and physical skill of craftsmen and consists of changing the type, shape, size, and properties of
materials and ultimately converting them into more useful article. Production means creation
of utilities which factors include the activities or procurement and utilization of production viz.,
manpower, material, machinery’s and buildings.

Production Department in TNPL headed by the General Manager and has the following two
major areas.

• Paper Machine

• Pulp Mill
The main task of this development is to achieve the target production with good quality of
Newsprint and Writing paper. Chief Managers, Deputy Managers, Engineers and operators
assist him.

22
RESEARCH AND DEVELOPMENTDEPARTMENT
The company adopted and developed the innovation technology of manufacturing newsprint
using mechanical bagasse pulp and its end owner is to perfect and hardness the bagasse
pulping technology. The in-house research laboratory facility of the company is recognized
by the department of scientific and Industrial research New Delhi. The Company has a full
pledged quality control assurance department which ensures highest quality standards of the
products.

QUALITY CONTROLDEPARTMENT
The quality control function in many paper mills is now undergoing with some changes. The
old approach to quality consisted of setting up of a quality control department, making spot
checks on incoming material, alone end of the plant performing some in process tests and
finally conducting evaluation of the finished product. Some statistical analysis was included
if such specialized talent was available. The competitive market of the future will demand
much more.

In progressive mill the classical quality control function just described is beginning to be
replaced by the concept of total quality management. This involves the orderly co-ordination
of all functions that relate to product quality even to seemingly unrelated areas such as
purchasing, engineering and accounting shipping and warehousing. If starts with a
management commitment to a total quality effort that impacts every phase of the company.

There is a good demand for the company’s products, despite the premium prices. Quality of
both Newsprint & printing & writing paper are comparable to imported products prices much
lower.

23
FUNCTIONS OF MARKETING DEPARTMENT IN TNPL

The marketing functions start from Madras Corporate office and the factory and pugillare.
The company has branch office at Calcutta, Delhi, Bombay, Cuttack, pune, Bangalore,
Cochin, Chandigarh, Visakhapatnam, Jaipur. Each branch office has the godown and is
functioned by the company. The marketing department is headed by the Director finance. He
assists the day-to-day affairs at the corporate office by the manager marketing, who in terms
assisted by senior sales officers and sales assistants. The site office is assisted by the chief
manager marketing.

PERSONNEL AND ADMINISTRATION DEPARTMENT

In TNPL they are having the good human resource department and this department controlling
the entire workforce of the employees. So, we are going to see the major activities of this
department.

The work of a personnel department deals with procuring, hiring, training, placement, utilizing
and maintaining an effective work force that will help in the accomplishment of the firms’
goals. The responsibility of good personnel administration rests on every supervisor and
manager in the organization.

24
HUMAN RESOURCE DEVELOPMENT
HRD must concentrate on the development of the overall organization. It has to improve the
organization diagnostic and problem-solving capabilities and make the organization more
effective one. HRD in TNPL mainly focus on Health, Safety and Welfare measures.

Gratuity:
Gratuity is paid for staffs and workmen as per the Gratuity Payment Act. For officer’s gratuity
is paid as the service rules of the company.

Leave:
In TNPL all the permanent employees are getting three different types of leaves. They are
explained in the following table.

• Casual leave
• Sick leave
• Privilege leaves
• Apart from these above leaves, the company is providing 9 days as national and
festival holidays.
.

FINANCE DEPARTMENT
Account department is the main department in the company. Various types of accounts are
maintained in the department. All the expenditure made and all the income gained in done
through this department. The department is divided in to various sections as follows.

PURCHASE DEPARTMENT

The purchase department is the mediator between the user and the vendor. Purchase is through
tenders which are of two types:

Closing

E-Procurement

25
 CHAPTER – 3

RESEARCH

METHEDOLOGY

26
3.1 RESEARCH METHOLODOGY:

Research is a careful and scientific enquiry into every subject, subject matter of area, which is

an endeavour to discover valuable information which would be useful for further application.

Thus, research is a systematic process and in-depth study or search for any specific topic,

subject or area of investigation. Research may involve a scientific study or experimental result

in discovery or invention, which would increase in scientific development or decision –

making. It would result in the formulation of new theories, techniques and an improvement in

the existing research field.

STEPS IN SAMPLING PROCESS:

1. Defining the target population.

2. Specifying the sampling frame.

3. Specifying the sampling unit.

4. Selection of the sampling method.

5. Determination of sample size.

6. Specifying the sampling plan.

7. Selecting the sample

RESEARCH DESIGN

Research design is the framework of research methods and techniques chosen by a researcher.

The design allows researchers to hone in on research methods that are suitable for the subject

matter and set up their studies up for success.

27
DESCRIPTIVE RESEARCH:

It can be conducted by using specific methods like observational method, case study

method and survey method Varied: Since the data collected is both qualitative and

quantitative, it gives a holistic understanding of a research topic.

SAMPLING:

Sampling is a process used in statistical analysis in which a predetermined number of

observations are taken from a larger population. The methodology used to sample from a larger

population depends on the type of analysis being performed.

SAMPLE SIZE:

The sample sizes were taken from 120 members for this survey.

SAMPLING TECHNIQUE:

Convenience sampling method was used.

METHODS OF DATA COLLECTION:

While deciding about the method of data collection to be used for the study, the researcher

should keep in mind two types of data viz., primary and secondary. The primary data are those

which are collected afresh and for the first time, and thus happen to be original in character.

The secondary data, on the other hand, are those which have already been collected by someone

else and which have already been passed through the statistical process.

PRIMARY DATA:

During survey the primary data were collected from the employees of TAMIL NADU

NEWSPRINT AND PAPERS LIMITED. In this survey method a questioner was personally

given to them with a request to answer the question s and return them. A questionnaire consists

of number of questions printed or typed in a definite order on a form or set of forms.

28
SECONDARY DATA:

They include data collected from various sources including from the internet, books, reports

and publication from various journals connected with business and industry. Reports prepared

by research scholars universities, economist etc.

PLAN OF ANALYSIS

Table, charts and diagrams were used for the collected data. The data are presented

systematically with help of statistical tools. Percentages and averages have also been included

to represent the data understandably and effectively.

QUESTIONNAIRE

The most popular method of data collection. These are designed based on the topic and

objective of the research project.

MULTIPLE CHOICE QUESTIONS

Multiple choice or objective response is a form of an objective assessment in which

respondents are asked to select only correct answers from the choices offered as a list.

Questions of this type offer the respondent to choose the most apt answer from the options

given. It is effective and efficient in collecting data and simplifies the tabulating process.

29
 CHAPTER – 4
DATA ANALYSIS
&
INTERPRETATION

30
 TABLE 4.1
DATA ANALYSIS AND INTERPREATATION

DISTRIBUTION OF RESPONDENTS ON THE BASIS OF GENDER

SI.No gender No. of respondents Percentage

1. Male 68 57

2. Female 52 43

Total 120 100

CHART 4.1
1 2

43%

57%

INTERPRETATION: The table states that 57% of the respondents are male and 43% of the
respondents are female.

31
 TABLE 4.2
DISTRIBUTION OF THE RESPONDENTS ON THE BASIS OF AGE GROUP

SI.No Age Respondents Percentage

1. 21-30 65 54

2. 31-40 35 29

3. 40-50 20 17

Total 120 100

CHART 4.2
21-30 31-40 above 40

17%

54%
29%

INTERPRETATION: The table states that 54% of the respondents are in the age group of
21-30, 29% of the respondents are in the age group of 31-40 and 17% of the respondents are
in the age group of above 40.

32
 TABLE 4.3
SHOWING THE PROMOTION OF EMPLOYESS AS PER THE QUALIFICATION
AND EXPERIENCE

particular No. of respondents Percentage

Agree 44 37

Strongly agree 56 47

Neutral 10 8

Disagree 5 4

Strongly disagree 5 4

Total 120 100

CHART 4.3
4%
4%
8% agree
37%
strongly agree
neutral
disagree
strongly disagree
47%

INTERPRETATION: The above table shows that 37% of the employees agree, 47%
strongly agree, 8% are neutral, 4% disagree and 4% strongly disagree.

33
 TABLE 4.4
SHOWING THE CONFIEDENCE LEVEL THAT EMPLOYESS HAVE WITH THE
MANAGEMENT

particular No. of respondents Percentage

Agree 35 29

Strongly agree 53 44

Neutral 25 21

Disagree 5 4

Strongly disagree 2 2

Total 120 100

CHART 4.4
4% 2%

agree
29%
21% strongly agree
neutral
disagree
strongly disagree
44%

INTERPRETATION: The above table shows that 44% of the employees agree, 29%
strongly agree, 21% are neutral, 4% disagree and 2% strongly disagree.

34
 TABLE 4.5
SHOWING FAVORTISIM DOES NOT HAVE ANY ROLE IN THE
ORGANIZATION

particular No. of respondents Percentage

Agree 26 22

Strongly agree 24 20

Neutral 25 20

Disagree 25 21

Strongly disagree 20 17

Total 120 100

CHART 4.5

17%
22%
agree
strongly agree
neutral
21%
20% disagree
strongly disagree

20%

INTERPRETATION: The above table shows that 21% of the employees agree, 20%
strongly agree, 20% are neutral, 21% disagree and 21% strongly disagree.

35
 TABLE 4.6
SHOWING THE EMPLOYEES ARE BEING TREATED FAIRLY IN THE
ORGANIZATION

particular No. of respondents Percentage

Agree 35 29

Strongly agree 25 21

Neutral 20 17

Disagree 15 13

Strongly disagree 25 20

Total 120 100

CHART 4.6

20% agree
29%
strongly agree
neutral
13%
disagree

17% 21% strongly disagree

+
INTERPRETATION: The above table shows that 29% of the employees agree, 21%
strongly agree, 17% are neutral, 13% disagree and 20% strongly disagree.

36
 TABLE 4.7
SHOWING THE GOOD RELATION WITH THE EMPLOYEES AND SUPERVISOR

particular No. of respondents Percentage

Agree 50 42

Strongly agree 40 33

Neutral 20 17

Disagree 5 4

Strongly disagree 5 4

Total 120 100

CHART 4.7
4%
4%

agree
17%
42% strongly agree
neutral
disagree
strongly disagree
33%

INTERPRETATION: The above table shows that 42% of the employees agree, 33%
strongly agree, 17% are neutral, 4% disagree and 4% strongly disagree.

37
 TABLE 4.8
SHOWING THAT THE PAY IS BETTER IN THE ORGANIZATION COMPARED
TO OTHERS

particular No. of respondents Percentage

Agree 10 8

Strongly agree 8 7

Neutral 27 23

Disagree 30 25

Strongly disagree 45 37

Total 120 100

CHART 4.8

8%
7% agree
37% strongly agree
neutral
23%
disagree
strongly disagree

25%

INTERPRETATION: The above table shows that 8% of the employees agree, 7% strongly
agree, 23% are neutral, 25% disagree, 37% strongly disagree.

38
 TABLE 4.9
SHOWING THAT THE MANAGEMENT TAKES INTO ACCOUNT THE
PERFORMANCE APPRAISAL OF THE EMPLOYEES

particular No. of respondents Percentage

Agree 3 2

Strongly agree 8 7

Neutral 20 17

Disagree 45 38

Strongly disagree 44 36

Total 120 100

CHART 4.9
2%

7%
agree
36% 17% strongly agree
neutral
disagree
strongly disagree
38%

INTERPRETATION: The above table shows that 2% of the employees agree, 7% strongly
agree, 17% are neutral, 37% disagree and 37% strongly disagree.

39
 TABLE 4.10
SHOWING THE SATISFACTION LEVEL OF WELFARE FACILITIES PROVIDED

particular No. of respondents Percentage

Agree 50 42

Strongly agree 38 31

Neutral 16 13

Disagree 8 7

Strongly disagree 8 7

Total 120 100

CHART 4.10

7%
7%
agree

13% 42% strongly agree

neutral
disagree
strongly disagree
31%

INTERPRETATION: The above table shows that 42% of the employees agree, 31%
strongly agree, 13% are neutral, 7% disagree and 7% strongly disagree.

40
CHAPTER – 5

41
5.1 FINDINGS
• The findings suggest that majority of the respondents are male

• Most of the respondents belong to the age group of 21 – 30

• Most of them have completed their UG

• 64% of the respondents are married

• 47% of the respondents agree that they get their promotion as per the qualification and
experience

• 44 % of the employees agree that they have full confidence in the management

• 22% of the employees agree that favoritism does not have any role in the organization

• 29% of the employees are satisfied with the working condition of the organization

• 29% of the employees believe that they are being treated fairly

• 43% of the employees agree that they have good opportunity to present their views and
problems in the management

• 43% of the employees agree that they have got their job as per their qualification and
experience

• 42% of the employees agree that they have good relation with the management

• 42% of the employees are happy to work in the organization

• 8% of the employees agree that their pay is better compared to similar to other
organization

• 7% of the employees agree that the management considers the performance appraisal of
the employees

• 38% of the employees strongly agree that they have acquired more skills at their job

• 24% of the employees agree that the promotion is made on merit basis

• 33% of the employees agree that their pay is enough to meet daily needs and wants

• 42% of the employees agree that there is a high level of team work in the organization

• 42% of the employees are satisfied with the welfare facilities provided

• 43% of the employees agree that they have good prospects of advancement in their job

42
5.2 SUGGESTIONS

1) The management should consider of the performance appraisal of the employees on a

weekly basis
2) The management should provide training and development programs to its employees
3) The management should make sure that their employees are considered to be an asset
for the company and not a liability
4) There should be a clear understanding of the goals and objectives of the organization
5) They should be able to identify and differentiate between their vision and mission
6) They should consider the views, problems, and opinions of all stakeholder’s in the
organization
7) The communication between the management and employees should be apt, clear, and
brief
8) They should provide both monetary and non- monetary benefits to their employees
9) The management should take care the interest of the employees
10) They should encourage and motivate employees to do better

43
5.3 CONCLUSION

It becomes very important for the company to keep all its employees satisfied, as with the
increase in satisfaction level, level of productivity also increases. A company can have
advantage to be ahead of its competitor by having best and talented employees working with
the them.
The gap should be filled between the employee’s expectation and management expectation
through proper guidelines and career counselling to improve the confidence level of the
employees.

44
 CHAPTER – 6

BIBLIOGRAPHY

45
BIBLIOGRAPHY

Website referred

• www.shodhganga.com

• www.tinypulse.com

• www.google.com

• www.tnpl.com

Books referred -

• Research methodology – C.R. Kothari

• Human resource management – Dr. C.D.Balaji

46
CHAPTER – 7

ANNEXURE

47
A study on job satisfaction at TAMIL NADU NEWSPRINT AND PAPERS LIMITED

QUESTIONNAIRE

1. Name:
2. Age:
a) 21 – 30 b) 31 – 40 c) above 40

3. Qualification
a) UG b) PG c) others

4. Marital status
a) Married b) un – married

5. I have been getting promotion as per my qualification and experience

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

6. I have full confidence in the management

a) Agree b) strongly agree c) neutral d) disagree e) strongly disagree

7. Favouritism does not have any role in the organization

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

8. I am satisfied with the general supervision in the organization

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

9. Working condition in the organization are satisfactory

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

48
10. My organization treats it employees fairly than any organization
a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

11. I have good opportunity to present my problems and views in the management
a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

12. My present job is as per my ability and qualification

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

13. I have goo relation with my employees and supervisor

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

14. I am happy to work in my organization

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

15. Compared to the salary for similar job in other organization, the pay is better
a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

16. The management considers of the performance appraisal of the employees

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

17. My job has helped me to acquire more skills

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

18. Promotion are made on merit basis in the organization

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

19. My pay is enough to meet daily needs and wants

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

49
20. There is high team spirit in the work group
a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

21. I am satisfied with the welfare facilities provided

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

22. I have good prospects of advancement in my job

a) Agree b) strongly agree c)neutral d) disagree e) strongly disagree

50