4 Rubco Final

INTRODUCTION

Job satisfaction describes how content an individual is with his or her job. Job

satisfaction may be defined as an attitude or feeling that helps in maintaining morale in any

industry or organization. It is a general perception that a person is satisfied if he gets something

additional and significant for the work he does. Job satisfaction shows the overall attitude of

employee towards the workers in the organization and to the social groups in large. Job

satisfaction is in regard to one’s feeling or state-of-mind regarding the nature of their work.

Satisfaction with various facets of the job directly and positively influences different

dimensions of organizational commitment. Job satisfaction is a very important attitude which is

frequently measured in organizations. It is an undeniable fact that the future of business

enterprise depends upon the satisfaction level of its workforce.

Attracting the most qualified employees and matching them to the jobs for which they are

best suited is important for the success of any organization. The all around acceptance of the

concept job satisfaction has been mainly due to the need to provide a better life for the workers,

which motivate them to increase the production and also achieve the objectives of the company.

Job satisfaction can be defined as a collection of feelings that an individual holds towards

his or her job. Jobs require interaction with co-workers and bosses, following organizational

rules and policies, meeting performance standards, living with working conditions that are often

less than ideal. This means that an employee’s assessment of how satisfied or dissatisfied he or

she is with his or her job is a complex summation of a number of discrete job elements.

Satisfied employees would seen more likely to talk positively about the organization, help

others, and go beyond the normal expectations in their job. Moreover, satisfied employees might

be more prone to go beyond the call of duty because they want to reciprocate their positive

experiences.

With so many organizations undergoing significant change in today’s competitive

environment, employee dissatisfaction is a frequent occurrence. When dissatisfaction occurs,

stability and organizational success are threatened. For any organization seeking to improve

processes, down size operations, improve customer service or grow in profitability,

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understanding and enhancing employee satisfaction can benefit both employees and employer.

Some of the personal factors influencing job satisfaction are age, time on job, intelligence,

education, personality, skills, responsibility and employees attitudes.

IMPORTANCE OF JOB SATISFACTION

The problem of job satisfaction has attracted considerable attention and industrial psychologist. It is

regarded as very significant factors in workers morale, absenteeism, accidents, turnover, and to some extent

productivity, through its relationship with productivity is not very clear.

The importance of job satisfaction is not only for the possible association with productivity, absenteeism,

turnover, and accidents. There is little dispute regarding its relationship with mental health of human beings. It is

generally agreed that poor job satisfaction (i.e.) dissatisfaction in the work one does is more often accompanied by

poor mental health and may be manifested in a number of condition from anxiety and headache to depression,

from loss of appetite to psychosomatic straits, such as acute hyperacidity.

A discounted worker, what so ever may be the underlying there is for more interested in his own

misfortune than in his job and tends to have an undesirable and demoralising influence on all those who work near

him. Dissatisfaction is infectious and quickly spreads to other workers and shape the morale in the organization.

The amount of co-operation that the management may receive from the employees would depend greatly on the

extent of satisfaction amongst them.

A dissatisfaction worker may seriously cause damage to the reputation our property of the company and

harm its business interests. Since individual join to make small groups, together make large organisations and large

organization committee the society. Job satisfaction is of great importance for the individuals the organization

which employs them and the society as a whole.

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INDUSTRY PROFILE

The tropical forests the world are exploited for the extraction of timber for various

purposes like human settlement, making of furniture etc. Such excessive harvest will decrease

the supply of tropical hard wood in the near future.

The ultimate solution in the scenario is the ‘Rubco wood’ an internationally recognized

“eco-friendly timber” which is light brown in colour, durable, easy to work on and attractive to

the eyes. Hence it is ideally suitable for furniture making.

The use of rubber wood as a key raw material for the production of furniture helps to

contribute the conservation of rain forest of the world at large. Rubber wood is a homogeneous

material suitable for the production of panel products such as particle board, MDF and wood

fibre, cement boards. Those products are expected to be one of the total world demands.

The economical and optimal utilization of their resources is a logical consequence of the

projected depletion of supply of logs from the natural technologies which allows for more

efficient processing, product utilization and in harvesting.

The rubber tree which is a native of Brazil is widely planted for the production of latex in

South East Asia, mainly in Indonesia, Malaysia and Thailand with positive development seen in

the production of rubber wood based products. Malaysia’s successes in utilization of their rubber

wood, more countries that process rubber plantation are expected to develop their industry by

globalizing the utilization of their wood.

In the Asian region where the timber supply from natural forest has been depleted, on

going progress of this sector depends on the availability of rubber wood plantation in order to

ensure continuous in meeting the growing demand the government of private sector to engage in

rubber forest plating activities.

Taking into consideration the depletion in the supply of the timber from the natural forest

especially like Malaysia, Thailand there is no doubt that rubber wood is an eco-friendly solution

for the industry and is will continue to play an important role in furniture, furniture parts and

wood based panel industries.

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COMPANY PROFILE

Rubco Huat Wood industry in a joint venture with Long Huat Group Berhad of

Malaysia, it was set up in the year 2002 with a plant capacity 40000 metric tone per year. It

manufacturers a range of elegant furniture and quality edge glued panel using the eco-friendly

rubber wood.

The division manufactures range elegant furniture edge glued panel using the eco-

friendly rubber wood which are treated and processed to strengthen the wooden pieces. Rubber

wood furniture range comprise of dining table and chairs designer wardrobe, kitchen cabinet,

computers and office furniture, available in a wide range of design and finish. The edge glued

panel manufactured using sophisticated finger joining technology is easy to sow, drill, bore or

stain and have excellent nail holding capacity.

Rubber wood furniture and panels are made according to the rules and regulations of the British

Wood Preserving Association. The furniture plant has a processing capacity of 40000 metric per

year. The products are being exported to UK, USA, Japan and many other countries across the

world.

Today Rubco group manufactures rubber footwear, cycle tubes and tires, rubberized

mattresses, processed rubber wood furniture and finger joint edge glued panel boards and rubber

molded coir markets. Many more new initiatives are on the anvil, in line with Rubco’s vision of

growing into a multi global competitive organization excelling in its very sphere of activity.

Location:

Rubco Huat Woods Pvt Ltd located in Thalassery, near Kannur in Kerala. The division is

started with technical, financial collaboration with M/S Long Huat Berhad of Malaysia. Rubco

Huat Wood Pvt Ltd has started commercial production in January 2001 with the capacity of 2500

cubic metric of rubber per year with around 300 employees.

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Infra Structure:

The company is located in17 acres land. It has sophisticated machineries imported from

Italy, Japan, Malaysia, Germany and UK. It has combined layout capable of producing standard

furniture continuously and customized production on the request of consumer. The upgrade

production capacity of their plant is 40000 metric rubber wood per year. The company has 456

worker and 45 employees working in office. Factory worker contain 412 unskilled, 30 skilled

workers and 14 specialist worker. The company’s machineries are pollution free. The pollution

free plant of the company was credited with pollution free award. The company has electrical

substation of 2500KVA and has stand by generator capable of producing 750KVA electrical

powers which serve the company during any frequent power failure.

The new multi storied office building was completed with in a short span of time. The

company has a good canteen for their employees. It also has computerized punching system for

keeping attendance. The factory building was built in single storey which has natural ventilation,

natural lighting and enough work space for the workers. The single storied building helps the

employees to easily move the materials with in the factory. The company provides drinking

water in the factory at the earliest access of workers.

The tool room and the store room are located at the centre of factory, so easy access from

different department is possible. The office of the chief executive of inside the factory the office

of the chief production manager and the quality control section is situated inside the factory.

Furniture range includes;

1. Dining table

2. Chairs

3. Designer wardrobe

4. Kitchen cabinet

5. Computer and office furniture

The products are widely exported to UK, USA, Japan and among other countries. The production

in Huat wood industry is based on orders. Management of industry is vested in the management

of Rubco group of undertaking.

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PLANT LAYOUT:

Plant layout refers to the arrangement of machinery, equipments and other industrial

facilities for the purpose of achieving the quickest and smoothest production at least cost. There

are mainly 3 kinds of layouts; product, process and combined layout.

Combined layout is the type of layout adopted in Rubco Huat Wood Pvt Ltd. This is

more flexible to adjust modification and changes in the production strategy. Each machine can

perform a wide range of similar operatives. Supervision and inspection are independently and

efficiently carried out by each section. The worker in each section slowly become much

specified in maintenance, thus more is saving of time in inspection and control operation. In this

way machine breakdown can be minimized.

PROMOTERS:

The govt of kerala along with rubber and some district cooperative bank are the main

promoters of the rubco. The top 10 share holders are;

Govt. of Kerala

Rubber board

Calicut dist cooperative bank

Palakkad dist cooperative bank

Kannur dist cooperative bank

Trissur dist cooperative bank

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RUBCO’S MILESTONE:

9th June 1997 Registered Rubco commenced operation in October in same year

5th October 1997 Commenced procurement of rubber

17th February 1998 Commenced procurement of rubber from farmer through depots

28th May 1998 Foundation stone laid for footwear manufacturing factory and

thread rubber manufacturing unit at Koothuparambu,

Valiyavelicham industrial centre

June–December1998 Exported rubber to Singapore and Nepal

July 1998 Rubco takes over the reins of Sreekandapuram Latex Pvt Ltd.

11th February 1999 Entered into an important agreement technological collaboration

for the manufacture of ultra light weight footwear with hi-tech

2nd March 1999 Foundation stone laid foe PLC factory in Sreekandapuram.

26th May 1999 Inauguration of footwear manufacturing unit and foundation

stone laid for cycle tire manufacturing unit.

15th June 1999 Floated Rubco Sales International Ltd to professionally market

the product of Rubco.

23rd June 1999 Signed a significant technical collaboration agreement with Long

Huat Berhad of Malaysia for the processing of rubber wood and

furniture.

13th August 1999 Rubco footwear hit the market.

19th October 1999 Foundation stone laid for the rubber wood processing and

manufacturing unit.

30th October 1999 Foundation stone laid for the rubberized factory at Pampady,

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Kottayam.

9th December 1999 Entered into an agreement with M/S Tong Teak Pvt Ltd of

Singapore to export 15000metric tones of rubber for the first time

from India

8th May 2000 Entered into technical collaboration with Pancarwana

Management consulting service Malaysia for the manufacturing

of casual shoes.

6th May 2000 Foundation stone laid for casual shoe project.

1st January 2001 Rubco Huat Wood furniture factory commenced commercial

production.

16th June 2001 Incorporation of Rubco tire s India Ltd.

20th April 2002 Started activities of coconut complex for the production of virgin

coconut oil and ancillary products

6th December 2002 Started Rubco Rufas Schemes(collection of natural rubber latex

from farmer)

20th December 2002 Expression of interest submitted to the govt of Kerala for setting

up. A unit for production of rubber compounds for automobiles

and railway with a capital outlay of 20 million US dollar.

23rd January 2003 Signed MDU with Kokonut Pacific Pvt Ltd Australia for the

virgin coconut oil.

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PRODUCT PROFILE:

Rubco wood plantation has exists for hundred years in tropical countries. These

plantations have been used mainly for the production of latex. After the economic life of the

rubber tree, which is generally 30 years the latex yield become extremely low and planter then

sell the rubber trees and plant new ones. This eco-friendly rubber wood when processed becomes

an excellent substitute for hard wood. Rubco in its modern plant, process the eco-friendly rubber

wood, makes furniture and finger jointed edge glued panel boards. These products are marketed

under the brand name of RUBWOOD.

Rub wood is manufactured with the help of technical and financial collaboration with

M/S Long Huat Berhad of Malaysia. The country’s largest rubber wood processing plants is

associated in Thalassery in Kerala. The Rubco wood range confirm to international standards in

finish and durability. Rub wood furniture is crafted from specially treated wood for extra

durability and finish.

Rubco wood is manufactured in the countries largest rubber wood processing plant

employee imported machinery and state of the art technology. The rub wood ranges truly

international in design finish and durability. The rub wood furniture and panel board are made

using rubber wood that is processed to the exacting standard of the British wood preserving

association. The fully automatic drier units keeping moist contents in the rubber wood below

10% level the result is furniture that offers lasting value with the added attraction of being eco

friendly.

The following are the various range of product offered by rubco wood pvt. Ltd.

Rubco Timber Panel:

Rubco Timber Panel are produced by sophisticated process of finger joining and edge

gluing using resins of polymer which are either white or transcelucent excellent finish and

durability is guaranteed. They also confirm to international standard. This solid timber panel of

rubco is easy to sow, drill, bore or stain. Sanded to 240 grit. They offer smooth finish, excellent

nail holding capacity making it the ideal user friendly choice of furniture manufactures and

carpenter. This proven concept which very popular among builder and architect in western

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countries, offer perfect solution to the problem routinely encountered in handling various cross

sections of timber.

Rubco Timber Panel is eco-friendly ensure lower wastage of materials and helps to cut down

labour, time, and overall cost. Rubco timber comes in varied size from 1.5mm thickness upwards

with a maximum cross section size of 5200mm*1300mm. Rubco Timber Panel can be applied

following user:-

Door and window frames

Office furniture and partitions

Modular tables

Designer wardrobes

Kitchen cabinets

Dining tables and chairs

RUBCO HUAT WOODS FURNITURE:

The colonial furniture collection is an ideal way to add splendor and comfort to homes.

Rubco range of finished furniture range come in varied shades quoted with several layer of

lacquers.

Furniture range offered by rubco huat is,

Dining with chairs:

Rubco range of dining tables is available in oval round and square shapes with matching

chair forming eye catching combination to grace the dining room. It is available in a range of

colour like honey, northern rose wood, natural etc.

Computer tables:

Computer table offered by rubco huat is thought fully designed to provide room for all

peripherals and accessories and offers unmatched convenience it is also available in different

colour like honey northern rose wood, natural west antique pine and pigment red.

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Television stand:

TV stands are well designed and they do not merely serve, their purpose but stand out

as elegant of home décor as well.

Sofa sets, diwan cots and rocker chairs:

Sofa sets, diwan cots and rocker chairs in exquisite design and in a range of finishes

help to create beautiful living places. It is also available in a range of colour such as honey

northern rose wood, natural west antique pine and pigment red.

FEATURES OF RUB WOOD:

Eco friendly

Strong and durable

Maximum dimensional stability

Resistance to borer attack

Ready to use panel

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ORGANISATION GROWTH

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OBJECTIVES OF THE STUDY

Primary objective

To study the job satisfaction level of the employees.

Secondary objective

To identity the ways and means to improve the employees job satisfaction.

To find whether they are satisfied with the pay structure.

To find out whether the employees are satisfied by the assistance and support given by

their superiors and co-workers.

To determine whether the employees are satisfied with the chances for advancement in

the organization.

To find out whether their job is interesting and challenging.

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NEED FOR THE STUDY

The researcher has considered the study necessary, because employees

Job satisfaction is directly related with the performance of the employees in the

organization. It is mainly carried out for identifying and analyzing the satisfaction

level of employees in the company.

Good job satisfaction is evidenced by employee’s enthusiasm, voluntary conformance

with regulations and orders, and a willingness to co-operate with others in the

accomplishment of an organizations objectives.

If job satisfaction is not up to the level, it affects the output, the quality of the

products, cost, cooperation, initiative, and other ingredients of success.

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SCOPE OF THE STUDY

Since job satisfaction plays a major role in enhancing productivity the study was

conducted to find out the degree to which they are satisfied with respect to various factors like

work, pay promotional opportunities, supervision and cooperation from co-workers which forms

the critical component of job satisfaction.

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

that the person’s job fulfilment his dominant and is consistent with his expectation and values,

the job will be satisfying. By analyzing the employee’s job satisfaction in RUBCO HUAT

WOODS.

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LIMITATIONS OF THE STUDY

Sample size of the study is only 100

Unwilling to respond – some of the respondents were not responding to some of the

questions

Short time period – due to time constraint the researcher was not able to complete the

project to desired level

The sample is restricted only up to the kannur branch of RUBCO HAUT WOODS.

The attitude of the employees may change from time to time. Hence the result of the

project may be applicable only at present.

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RESEARCH METHODOLOG

RESEARCH DESIGN

The success of formal research project depends on the sound research design. As the main aim of the project is to identify the satisfaction level of the employees in an organization. Descriptive research studies are those studies, which are concerned with describing the characteristic of particular individuals, or of a group

SAMPLING DESIGN

A sample design is a definite plan for obtaining a sample from a given population. It refers to the technique or procedure the researcher would adopt in selecting items from the sample.

SAMPLING TECHNIQUE

Out of 486 populations the probability of the sample size is restricted to 100 samples; hence convenience sampling technique is adopted for the research study.

DATA COLLECTION METHODS

Data collection method is an important task in every research process. There are two types of data is being used

Primary data: The data are collected directly from the respondents as the information is not already been provided.

Secondary data: the data are collected from the company records, newspaper, journals, magazines, library, etc.

TOOL USED FOR COLLECTING DATA

Questionnaire is the tool used for collecting data. Multiple choices, open - ended and close – ended questions of pre-formulated questionnaire have been designed for the study.

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ANALYSIS OF DATA

After collecting the data, they were entered in a single table called ‘master chart’. Different tables were prepared and analysis of data was done to find out the level of job satisfaction of staff member in the organization. To extract meaningful information from data collected, analysis of data and interpretation was carried out by using simple percentage analysis and chi-square test..Statistical tools used

1. Percentage analysis 2. Chi-square test

Charts used

1. Bar chart

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REVIEW OF LITERATURE

1. According to VROOM it is the positive orientation of an individual towards the work role

which he is presently occupying. This can be easy paraphrased as an individual’s liking more

aspects of his work than he dislikes.

2. The attribute of great interest is the general attitude of employees towards work or toward a

job often called job satisfaction.

-HELLRIGEL, SLOCUM, WOODMAN

3. BABIN and BOLES (1996) found when studying retail employees that employee perceptions

of co-worker involvement and supervisory support reduces stress and increases job satisfaction.

4. KOVACH (1995) found that while supervisors believe that good wages are most important to

employees, the employees themselves report that interesting work is most important.

5. A literature review on job satisfaction of academic librarians is divided into two sections. The

first section deals with the conceptual framework which includes two theoretical approaches to

job satisfaction. These theories include Maslow's Needs Hierarchy Theory and Herzberg's Two-

Factor (Motivation/Hygiene) Theory. Criticisms of these theories are also discussed. These

content theories attempted to determine factors contributing to the satisfaction/dissatisfaction of

an individual. Literature on job satisfaction among university faculty and school teachers is also

reviewed, since this literature is assumed to be analogous because of the identical job

characteristics of faculty and teaching responsibilities. The second section reviews available

literature regarding job satisfaction in general, and specifically factors related to job satisfaction

of academic librarians. In addition, demographic variables and their relation to job satisfaction,

particularly academic librarians are reviewed. A five-page reference list is included

6. A model examining the effects of customer orientation and job resources (supervisory support,

training, empowerment, and rewards) on frontline employees' job satisfaction, affective

organizational commitment, and turnover intentions is developed and tested. Data collected via

self-administered questionnaires from a sample of 723 frontline hotel employees in Turkey serve

as the study setting. Results show that customer orientation and job resources enhance frontline

employees' job satisfaction and affective organizational commitment, and diminish their turnover

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intentions. Also, job satisfaction has a significant positive impact on affective organizational

commitment and a negative effect on turnover intentions. Implications of the results are

discussed and future research avenues are offered.

7. The article offers information on the 2007 Job Satisfaction Survey Report conducted by the

Society for Human Resource Management (SHRM). The survey was aimed at understanding the

characteristics of job satisfaction better. It involved HR professionals, as well as non-HR

employees. It indicated the five important job satisfaction aspects for employees, which are

compensation, benefits, job security, work/life balance and communication.

8. The article states that high-school seniors' expectations for career success are rising, but their

economic achievements over time are not, and the resulting gap could fuel discontent that human

resources professionals will confront in the form of a continuing slide in employees' job

satisfaction. A recent study found that 20 percent of high-school seniors in 1976 said their goal

was to obtain an advanced degree after college and enter a profession such as medicine or

teaching.

9. This study explores how the Chinese values (Integrations, Confucian Work Dynamism,

Human-heartedness and Moral Discipline) impact employees' satisfaction (ES). Employees who

work in mainland China for companies whose parent companies are based in Taiwan were

surveyed. The results can be summarized as the following: 'Integration', 'Confucian Work

Dynamism' and 'Human-heartedness' are significantly different between Taiwanese and Chinese

employees, while 'Moral discipline' is not; Taiwanese employees have higher ES than Chinese

employees; Taiwanese employees view 'career planning' is the most important, while Chinese

employees think 'management system' is most important; For Taiwanese employees, 'Salary and

benefit', 'Working load' and 'Management system' have effects on ES; Age and Education have

effects on Chinese employees. suggest that the overall climate in a work unit has some influence

on individual attitudes, after accounting for individuals' idiosyncratic perceptions of the climate.

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DATA ANALYSIS AND INTERPRETATIONS

TABLE NO-1

Distribution of respondents on the basis of age

SL.NO VARIABLES RESPONDENTS PERCENTAGE

1 Below 20 years 04 4%

2 21 to 30 years 66 66%

3 31 to 40 years 21 21%

4 41 to 50 years 9 9%

5 Above 50 years

Total 100 100

INTERPRETATION

From the above table it can be seen that the majority 66% of the respondents belong to

the age group of 21 to 30 years, 21% of the respondents belongs to the age group of 31 to 40

years, 9% of the respondents belongs to the age group of 41 to 50 years, 4% of the respondents

belongs to the age group of below 20 years, and none of the respondents belongs to the age

group of above 50 years

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CHART NO-1

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TABLE NO-2

Distribution of respondents on the basis of gender


1 Male 88 88%

2 Female 12 12%

Total 100 100

INTERPRETATION

From the above table it can be seen that the majority 88% of the respondents are male

and remaining 12% of the respondents are female.

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CHART NO-2

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TABLE NO-3

Distribution of respondents on the basis of education qualification


1 Elementary school 14 14%

2 High school 35 35%

3 Diploma 17 17%

4 Undergraduate 29 29%

5 Postgraduate 5 5

6 Others

Total 100 100

INTERPRETATION

From the above table it can be seen that the majority 35% of the respondents are

qualified high school and 17% of respondents are qualified diploma, 14% of the respondents are

qualified elementary school and 29% of respondents are qualified undergraduate, none of the

respondents are qualified other craft courses and 5% of the respondents are qualified

postgraduate.

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CHART NO-3

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TABLE NO- 4

Distribution of respondents on the basis of marital status


1 Married 64 64%

2 Unmarried 36 36%

Total 100 100

INTERPRETATION

From the above table it can be seen that the majority 64% of the respondents are married

and the remaining 36% of respondents are unmarried.

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CHART NO-4

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TABLE NO-5

WORK EXPERIENCE IN THE PRESENT ORGANISATION


1. Less than 3 months 8 8

2. 3 months-1 year 26 26

3. 1 year-3 years 37 37

4. 4 years and above 29 29

Total 100 100

INTERPRETATION

From the above table it shows that 8% of the respondents have less than 3 months

experience, 26% of the respondents have experience of 3 months – 1 year, 37% of the

respondents have experience of 1 year – 3 years and 29% of the respondents have experience of

4 years and above.

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CHART NO-5

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TABLE NO-6

Distribution of respondents on the basis of monthly income


1 Below 2000 8 8%

2 2001 to 5000 26 26%

3 5001 to 7000 37 37%

4 7001 to 10000 24 24%

5 Above 10001 5 5%

Total 100 100

INTERPRETATION

From the above table it can be seen that the majority 37% of the respondents are

earning an income between 5001 to 7000, 8% of the respondents are earning an income below

2000, 26%% of the respondents are earning an income between 2001 to 5000, 24% of the

respondents are earning an income between 7001 to 10000 and none of the employees are getting

an income above 10000

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CHART NO -6

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TABLE NO – 7

EMPLOYEE FREEDOM


1 Always

2 Some times 20 20%

3 Not affected 80 80%

Total 100 100%

INTERPRETATION

It is clear from the above table that 80% of the employees say that the rules and

regulations do not affect their freedom. 20% of the employees say that it sometimes affect while

none of the employees think that always it affect their freedom.

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CHART NO – 7

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TABLE – 8

CHANGES IN SCHEDULES AND PROCEDURES


1 Frequently

2 Not very frequently 38 38%

3 No change 62 62%

Total 100 100%

INTERPRETATION

The above table shows that 62% of the employees say that the schedules and procedures

of the organization do not change. 38% of the employees say that it not changing very frequently

while none of the employees says that the schedules and procedures keep changing frequently.

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CHART NO - 8

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TABLE – 9

SATISFACTION WITH THE CHANGES IN

SCHEDULES AND PROCEDURES


1 Highly satisfied 21 21%

2 Highly dissatisfied

3 Dissatisfied 15 15%

4 Satisfied 64 64%

Total 100 100%

INTERPRETATION

According to the survey 21% of the employees are highly satisfied with the changes in

schedules and procedures 64% of the employees are satisfied and 15% of the employees are

dissatisfied.

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CHART NO - 9

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TABLE – 10

PHYSICAL CONDITION OF WORK PLACE


1 Good 79 79%

2 Very good 8 8%

3 Bad 13 13%

4 Very bad

Total 100 100%

INTERPRETATION

According to the survey 79% of the people say that physical condition of work place is

good 8% of the people say that it is very good while 13% of the people say that it is bad.

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CHART NO - 10

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TABLE – 11

RELATIONSHIP WITH THE SUPERIORS





4 Satisfied 68 68%

Total 100 100%

INTERPRETATION

It is clear from the above table that 68% of the employees are satisfied with the

relationship with the superiors and 19% of the employees are highly satisfied with superiors

while 13% of employees are dissatisfied with the relationship with superiors.

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CHART NO -11

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TABLE – 12

RELATIONSHIP WITH THE CO-WORKERS




3 Dissatisfied

4 Satisfied 77 77%

Total 100 100%

INTERPRETATION

According to the study 77% of the workers are satisfied with relationship with the co-

workers 23% of the workers are highly satisfied and none of the workers are dissatisfied or

highly dissatisfied.

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CHART NO - 12

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TABLE -13

WAGES AND PAYMENT PROCEDURE


1 Highly satisfied



4 Satisfied 84 84%

Total 100 100%

INTERPRETATION

According to the study 84% of the employees are satisfied and none of the employees are

highly satisfied or dissatisfied with the wages and payment procedure in the organization but

16% of the employees are dissatisfied with the wages and payment procedure.

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CHART NO – 13

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TABLE- 14

AVAILABILITY OF TOOLS, MACHINES

AND EQUIPMENT

SL NO VARIABLES RESPONDENTS PERCENTAGE

1 Yes 88 88%

2 No 12 12%

Total 100 100%

INTERPRETATION

The above table shows that 88% of the employees agree with the availability of tools,

machines and equipments 12% of the employees disagree with the availability of tools, machines

and equipments.

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CHART NO – 14

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TABLE – 15

PAY FOR OVERTIME


1 Yes

2 No 100 100%

Total 100 100%

INTERPRETATION

It is clear from the above table shows that none of the employees are not paid for

overtime.

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CHART NO – 15

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TABLE – 16

OVERTIME TO COMPLETE THE WORK


1 Always

2 Sometimes 31 31%

3 Never 69 69%

Total 100 100%

INTERPRETATION

It is clear from the above table that 31% of the employees sometimes take overtime to

complete the work while 69% of the employees never take overtime. None of the employees

always take overtime to complete the work.

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CHART NO – 16

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Table –17

Satisfaction about the HRD program conducted by the company


1Satisfied

64 64%

2 Not Satisfied36 36%

Total100 100

INTERPRETATION

It is clear from the above table that 64% of the respondents are satisfied with the HRD

program conducted by organization while 36% of the respondents are not satisfied with the HRD

program conducted.

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CHART NO – 17

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TABLE 18

Safety measures of the respondents

SL NOVARIABLES RESPONDENTS PERCENTAGE

1 Yes 100 100

2 No

Total 100 100

INTERPRETATION:

The above table shows that 100% of the respondents said that safety measures are

provided. While none of them said that safety measure are not provided by the organization.

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CHART NO – 18

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Table –19

Respondents opinion Regarding the Remunerations of the company with Similar Company in the area:


1 Favorable47 47%

2 Not favorable53 53%

Total100 100%

INTERPRETATION

It is clear from the above table that 47% of the respondents have favourable opinion

about the remunerations of the company with Similar Company while 53% of the respondents

are not favorable about the remunerations of the company with Similar Company.

CHART NO – 19

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Table –20

58

Satisfaction of employees regarding career growth in the company


1 Satisfied78 78%

2 Not satisfied22 22%

Total100 100%

INTERPRETATION

It is clear from the above table that 78% of the respondents are satisfied about regarding

career growth in the organization while 22% of employees are not satisfied with the company

growth.

CHART NO – 20

59

DATA ANALIYSIS AND HYPOTHESIS TESTING

60

Hypothesis test-1

Employee Freedom Vs Gender

GenderNot affected Some times

Total

Male73 15 88

70.4 17.6

Female7 5 12

9.6 2.4

Total 80 20 100

Chi-square value : 4.001

Degree of freedom : 1

Table value : 3.841

Level of significant : 0.05

H0: Null Hypothesis

There is no significant relationship between the Freedom of the employees and the

Gender of the respondents.

H1: Alternative Hypothesis

There is a significant relationship between the Freedom of the employees and the Gender

of the respondents.

c2 = (0 – E)2 = 4.001

E

INTERPRETATION

61

The result of the chi-square test reveals that the calculated chi-square value is greater

than the table chi-square value at 5% level of significance and therefore, the relationship between

the Freedom of the employees and the Gender of the respondents is a significant. Thus the

hypothesis is that the relationship between the Freedom of the employees and the Gender of the

respondents are accepted. Thus the null hypothesis is rejected.

Hypothesis test-2

Relationship between Career Group and Month Income

62

Income Satisfied Not satisfied Total

Rs.1000-20001 7

86.8 1.2

Rs.2001-500019 7

2622.1 3.9

Rs.5001-700035 2

3731.45 5.55

Rs.7001-1000020 4

2420.4 3.6

Above 100003 2

54.25 0.75

Total 78 22 100



Table value : 9.488


H0: Null Hypothesis

There is no significant relationship between employees regarding career growth in the

company and monthly income of the respondents


There is a significant relationship between employees regarding career growth in the

company and monthly income of the respondents.

c2 = (0 – E) 2 = 3.03

E

INTERPRETATION

63

The result of the chi-square test reveals that the calculated chi-square value is less than

the table chi-square value at 5% level of significance and therefore, relationship between

employees regarding career growth in the company and monthly income of the respondents is

not significant. Thus the hypothesis is that relationship between employees regarding career

growth in the company and monthly income of the respondents does not hold good. Thus the

null hypothesis is accepted.

Hypothesis teat-3

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Relationship With Co-Workers and Supervisors

Highly satisfied Satisfied Total

Highly Satisfied15 4 1914.63 4.37

Dissatisfied10 3 13

10.01 2.99

Satisfied52 14 68

52.36 15.64

Total 77 23 100



Table value : 5.991


H0: Null Hypothesis

There is no significant relationship between the co-workers and supervisors.


There is a significant relationship between the co-workers and supervisors.

c2 = (0 – E)2 = 3.03

E

INTERPRETATION

65


the table chi-square value at 5% level of significance and therefore, relationship between the co-

workers and supervisors is not significant. Thus the hypothesis is that relationship between the

co-workers and supervisors does not hold good. Thus the null hypothesis is accepted.

Hypothesis test-4

66

Availability of Tools with Physical Condition of Work Place

Yes No Total

Good70 9 79

69.52 9.48

Very Good6 2

87.04 0.96

Bad12 1

1311.44 1.56

Total 88 12 100



Table value : 5.991

Level of significant 0.05

H0: Null Hypothesis

There is no significant relationship between the availability of tools and physical

condition of the company.


There is a significant relationship between the availability of tools and physical condition

of the company.

c2 = (0 – E)2 = 1.536

E

INTERPRETATION

67


the table chi-square value at 5% level of significance and therefore, relationship between the

availability of tools and physical condition of the company is not significant. Thus the hypothesis

is that relationship between the availability of tools and physical condition of the company does

not hold good. Thus the null hypothesis is accepted.

FINDINGS

68

1. The study reveals that the majority 66% of the respondents belong to the age group of 21

to 30 years and none of the respondents belongs to the age group of above 50 years

2. The study reveals that the majority 88% of the respondents are male and remaining 12%

of the respondents are female.

3. The study reveals that the majority 35% of the respondents are qualified high school and

5% of the respondents are qualified postgraduate.

4. The study reveals that the majority 64% of the respondents are married and the remaining

36% of respondents are unmarried

5. The study reveals that the majority 37% of the respondents are earning an income

between 5001 to 7000, 8% of the respondents are earning an income below 2000.

6. The study reveals that 80% of the employees say that the rules and regulations do not

affect their freedom. 20% of the employees say that it sometimes affect.

7. The study reveals that 62% of the employees say that the schedules and procedures of the

organization do not change.

8. The study reveals that 21% of the employees are highly satisfied with the changes in

schedules and procedures but 15% of the employees are dissatisfied.

9. The study reveals that 79% of the people say that physical condition of work place is

good

10. The study reveals that 13% of employees are dissatisfied with the relationship with

superiors.

11. The study reveals that most of the workers are satisfied with relationship with the co-

workers.

12. The study reveals that some of the employees are dissatisfied with the wages and

payment procedure.

13. The study reveals that 12% of the employees disagree with the availability of tools,

machines and equipments.

14. The study reveals that none of the employees not get pay for overtime.

15. The study reveals that 31% of the employees sometimes take overtime to complete the

work.

16. The study reveals that 36% of the respondents are not satisfied with the HRD program

conducted.

69

17. The study reveals that 100% of the respondents said that safety measures are provided by

the organization.

18. The study reveals that 53% of the respondents are not favorable about the remunerations

of the company with Similar Company.

19. The study reveals that 22% of employees are not satisfied with the company growth.

20. The study reveals that the relationship between the Freedom of the employees and the

Gender of the respondents are accepted.

21. The study reveals that relationship between employees regarding career growth in the

company and monthly income of the respondents does not hold good.

22. The study reveals that relationship between the co-workers and supervisors is not

significant.

SUGGESTIONS

70

Some of the employees take overtime to complete the work. The superiors should identify those employees and provide them effective training to improve their efficiency

The existing wage & salary structure is to be revised as per the going rate in the similar industries

Work atmosphere is good even though the improvement is needed on the cleanliness and the first aid at the work place in the organization.

Company should maintain their rules and regulation according to the satisfaction of employees

It helps to improve the satisfaction of employees by providing overtime salary.

71

CONCLUSION

The research made in an attempt to find out the job satisfaction level of the employees in

RUBCO HUAT WOOD, KANNUR. In the study certain parameters has been defined to

measure. The parameters are set regarding factors related to work satisfaction, pay, promotions,

personal attitude, working environment, etc.

The satisfaction level for each parameter is identified individually from the employees. This

study helps the organization to concentrate on those parameters, which lack the employees’

satisfaction.

An overall study of the research reveals good satisfaction level of the employees in their

job, but at the same time the organization lacks on certain factors such as over time, rewards, and

promotion policy. If these factors are given little more care, the company can maintain good

workers with high level of satisfaction among the employees with organizational commitment

and involvement.

72

QUESTIONNAIRE

1. your name: ______________________

2. Age: Below 20 yrs 21-30 yrs 31-40yrs

41-50 yrs 51 yrs and above

3. Gender: male female

4. Education qualification:

Elementary school high School

diploma undergraduate

postgraduate others (specify)

5. Marital status:

married unmarried

6. How long have you worked in the company

Less than 3 months’ 3 months – 1 year

1 year – 3 year 4 year and above

7. Monthly income (in RS)

less than 2000 2000-5000

5001-7000 7001-10000 above 10000

8. Are you satisfied with the career growth in the company?

Satisfied Not satisfied

9. How is the physical condition of work place?

Good Very good Bad Very bad

73

10. Are you satisfied with the wages and payment procedure in the organization?

Highly Satisfied Highly Dissatisfied Dissatisfied

Satisfied

11. Does the rules and regulations of the organization affect your freedom?

Always Some times Not Affected

12. Does the schedule and procedure of the organization change every now and then?

Frequently Not very frequently

No change

13. Are you satisfied with the changes in schedules and procedures?


Satisfied

14. Are you satisfied with your relationship with your superiors?


Satisfied

15. Are you satisfied with your relationship with the co-workers?


Satisfied

16. Are you satisfied with the H.R.D. Programme of the Company?

Satisfied Not satisfied

74

17. Are you provided with the safety measures to avoid accidents?

Yes No

18. Do you think that the pay structure existing in the company is attractive when?

Compared to similar industry?

Favorable Not favorable

19. Do you get proper tools, machines and equipment for doing job?

Yes No

20. Does the organization pay for overtime?

Yes No

21. Do you take overtime to complete the work?

Always Sometimes Never

22. Any suggestions please specify:

Signature

Thank you

75

REFERENCE

1. Kothari.C.R (1990), Research Methodology, Wishwa prakasan publication, Seventh

edition.

2. Mamoria.C.B (1993), Personnel Management. Himalayan Publication, Eleventh edition.

3. Dr.Varma & Agarwal 1996), Organizational Behavior, Educational Publication, Ninth

edition.

4. Tripathi P.C. (1999), Organizational Behavior, Sulthan Chand and Sons Publication,

Fourteenth edition.

5. Richard l. Levin (2002), Statistics for Management, Seventh edition.

6. Stephin P. Robbins (2003), Organizational Behavior, Pearson Education, Ninth edition

7. Jerald Greenberg – Robert A. Baron (2003), Behavior in Organizations, Seventh edition.

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4 Rubco Final

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