A Study on Job Satisfaction

A STUDY ON JOB SATISFACTION

(A CASE STUDY OF APHMEL, KONDAPALLI.)

A PROJECT REPORT SUBMITTED TO

JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY, KAKINADA.

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS

FOR THE AWARD OF DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

BY

A.V. ACHYUTA KUMAR

REGD. NO. 08761E0057

Under the Guidance of

Dr. L. SRINIVAS M.B.A., M.Phil, Ph.D.

Associate Professor

DEPARTMENT OF BUSINESS ADMINISTRATION

LAKIREDDY BALI REDDY COLLEGE OF ENGINEERING

(AFFILIATED TO JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY,

KAKINADA)

MYLAVARAM – 521 230

2008-2010

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CERTIFICATE

This is to certify that this project report entitled ‘A STUDY ON JOB

SATISFACTION (A CASE STUDY OF APHMEL,KONDAPALLI.)’ is a bona

fide work done by Mr. A.V.ACHYUTA KUMAR , MBA IV Semester, Regd. No.

08761E0057 and submitted to Jawaharlal Nehru Technological University,

Kakinada as per the requirements for the award of the degree of ‘MASTER OF

BUSINESS ADMINISTRATION’.

Place: Mylavaram Dr. L. Srinivas

Date: Project Guide

Associate Professor

Department of Business Admn.

Lakireddy Bali Reddy College of Engg.

Mylavaram-521 230

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DECLARATION

I here by declare that this project report entitled ‘A STUDY

ON JOB SATISFACTION (A CASE STUDY OF APHMEL, KONDAPALLI.)’

Is an original and independent work done by me and has been submitted

to Jawaharlal Nehru Technological University, Kakinada in partial

fulfillment of the requirements for the award of the degree of ‘MASTER

OF BUSINESS ADMINISTRATION’.

This report has not been submitted earlier to any other University or

Institution for the award of any degree/diploma/certificate.

Place: Mylavaram (A.V. ACHYUTA KUMAR)

Date : Regd. No.: 08761E0057

ACKNOWLEDGEMENTS

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I take this opportunity to express my sincere gratitude to my

project supervisor Dr. L. Srinivas, Associate Professor, Department of Business

Administration, Lakireddy Bali Reddy College of Engineering for his valuable

guidance through out the period of this research work.

I am thankful to Dr. L.S.S. Reddy, Director, Dr. A. Adisesha

Reddy, HOD and other members of the Faculty, Department of Business

Administration, Lakireddy Bali Reddy College of Engineering for giving me the

opportunity to do this project work.

I am grateful to Mr. Rama Rao, Senior HR Officer, APHMEL,

Kondapalli for according permission and providing guidance during the period

of the study.

(A.V. ACHYUTA KUMAR)

CONTENTS

Page no.

CHAPTER-I INTRODUCTION 01-13

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CHAPTER-II INDUSTRY AND COMPANY PROFILE 14-37

CHAPTER-III METHODOLOGY 38-39

CHAPTER-IV DATA ANALYSIS 40-79

CHAPTER-V SUGGESTIONS AND CONCLUSIONS 80-81

BIBLIOGRAPHY 82-82

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CHAPTER-I

INTRODUCTION

The human resources represent the qualitative and quantitative measurements of work

force needs in an organization. The most significant resource of any organization is its

human resources. Human resources are the most precious of all resources. In a general

way, human resources are the people and their characteristics at work either at the

national level of organizational level from the national point of view human resources

are knowledge, skills, creative abilities, talents and aptitude obtained in the population.

Human resources are a paramount important for the success of any organization. It is a

source of strength and aid. Human resources are the wealth as an organization which

can help it in achieving its goal. HRM is concerned with the human beings in and

organization.

It reflects a new outlook which views organization man power as its resources and

assets. HR is the total knowledge, abilities, skills, talent and attitude of an organization

work force.

The values, ethics, beliefs of the individuals working in an organization also from a part

of human resources. The resourcefulness of various categories of people and other

people available to the organization can be treated as human resources. In the present

complex environment no business or organization can be exist and grow without

appropriate human resources. So human resources have become the focus of attention

of every progressive organization. HRM is that process of management which develops

and manages the human elements of an enterprise.

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The term job satisfaction was brought to limelight by Hop Pock. He reviewed 32 studies

on job satisfaction conducted prior to 1933. He observed that job satisfaction is a

combination of psychological, and environment circumstances that causes a person to

truthfully say “I am satisfied with my job” This description indicates the variety of

variables that affect the job satisfaction but does not indicate us the nature of the job

satisfaction . Job satisfaction refers to a person’s feelings after performing a task .It

meets his needs and is consistent with his expectations and values the job will be

satisfying. It is not self contentment. Happiness or self-satisfaction but satisfaction on

the job.

MEANING OF JOB SATISFACTION:

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 and like.

DEFINITION:

Job satisfaction is different from the morale and motivation. Morale refers a general

attitude towards work and work environment. It is a group phenomenon whereas job

satisfaction is an individual feeling. Job satisfaction on the other hand refers to positive

emotional state. Motivation implies to Locke defines job satisfaction as:

“A pleasurable or positive emotional state resulting from the appraisal of one’s job or

job experiences”

In India pesto gee developed as S-D (satisfaction-dis satisfaction) inventory consisting of

co interrogatory statement the items leading to yes-no type responses. There are four

areas including both on-the job and factors. Each area comprises 20 items some of

which are explained below.

JOB: Nature f work, working hours, fellow workers overtime regulations, physical

environment, machines and tools, interest I work opportunities for promotions and

advancement etc.

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MANAGEMENT; Reward and punishment praise and blames leaves policy, favorable

participation, supervisory treatment etc.

SOCIAL RELATIONS: Friend and associate, caste barriers, participation in social

activities, attitudes. Toward people in community etc.

PERSONAL ADJUSTMENT; Health, home and living conditions, finances, relations

with family members. Emotionalism, etc

JOB SATISFACTION AND WORK BEHAVIOUR:

Job satisfaction is an integral component of organizational health and important

element in industrial relation. The level of job satisfaction seems to have some relation

with various aspects of work behaviors such as absenteeism, accidents, productivity and

turnover. Several studies have reveled varying degrees of relationship between job

satisfaction and these factors of work behavior.

Research on the relationships between both satisfaction and accidents generally shows

hat satisfied employees cause fewer accidents. Studies on the relationships between job

satisfactions that low absentee employees were more satisfied with their jobs. Research

also

DETERMINATTS OF JOB SATIOSFCTION

The various factors influencing job satisfaction may be classified into categories;

Environmental factors

Personal factors

ENVIRONMENT FACTORS

JOB CONTENT:

Herzberg suggest that job content in terms of achievement, recognition ,advancement,

responsibility and the work itself tend to provide satisfaction but their absence not

cause dissatisfaction. Where the job is less repetitive and there is variation in job

content, job satisfaction tends to be higher.

OCCUPATIONAL LEVEL;

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The higher the level of the job in organizational hierarchy the greater the satisfaction of

the employee. This is because positions at higher levels involucel better pay more

challenge and provides greater freedom of operation. Such positions carry greater

prestige self control and job satisfaction.

PAY AND PROMOTION;

All other things being equal higher pay and better opportunities for promotion leads to

higher job satisfaction.

WORK GROUP:

Man is social animal and likes to be associated with others ion interaction in the work

group help to satisfy social and psychological needs and therefore isolated workers tend

to be dissatisfied. Job satisfaction is generally high when a worker is accepted by his

peers and e has a high need for affiliation.

SUPERVISION;

Considerate supervision helps to improve job satisfaction of employees. A considerate

supervision takes persona; interest subordinates and encourages them to participate in

the decision making process. However, authoritarian people may more satisfy under the

supervision of high status and strongly directive leaders. Employee satisfaction from

supervisory behavior depends upon the influence, which the supervisor exercises. On

his own superior

PERSONAL CHARACTERISTICS

Personal life exercises a significant on job satisfaction. The main elements of personal

life are given below:

AGE; Some research studies reveal a positive correlation between age and job

satisfaction. Workers in the advanced age group tend to be more satisfied probably

because they have adjusted with their job conditions.

SEX: one study revealed that women are less satisfied than men due to fewer job

opportunities for females. But female workers may be more satisfied due to their lower

occupational aspiration.

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MARITAK STATUS: Generally the married employees having more dependent are

more dissatisfied due to on their greater responsibilities. But such employees may be

more satisfied because they value their jobs more than unmarried.

EDUCATIONAL LEVEL: Generally more educated persons tend to be less satisfied

with their jobs due to their higher job aspiration. However research does not yield

conclusive relationship between these two variables.

EXPERIENCE: Job satisfaction increase with increasing years of experience. But it

may decrease after twenty years of experience particularly among people who have not

realized their job expectations.

THEORIES OF JOB SATISFACTION

The main theories of approaches to job satisfaction are as follows;

Need fulfillments theory

Two factors theory

Equity theory

Equity discrepancy theory

Discrepancy theory

1). NEED FULFILMENT THEORY;

According to this theory a person is satisfied when he gets from his job what he wants.

The more he wants something or the more important it is to him the more satisfied he is

when he received it. In other words “Job satisfied is actually satisfied”. The fulfillment

theory suffers from a major drawback.

2). TWO FACTORS THEORY:

Fredrick Herzberg and his colleagues developed the two factors theory. According to

this theory satisfaction and dissatisfaction are interdependent of each other and exist on

a separate continuum. One set of factors knows as hygiene factors (company policy and

admin, supervisory pay working conditions and interpersonal relations0.act as

dissatisfied. Their presence does not result in positive satisfaction

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3). EQUITY THEORY:

According to this theory a person’s job satisfaction depends upon his perceived as

determined by his input output balance in comparison with the input output balance of

theory. Every employee compares his reward with those of a reference.

4). EQUITY DISCREPANCY THEORY:

This is a combination of equity and discrepancy theories. Lawler has adopted the

different approaches of discrepancy theory rather than the ration approach of theory

From equity theory the concept of comparison has been selected to serve as an

intervening variable. Under this theory, satisfaction is defined as the different between

the outcomes that one perceives he actually received and outcomes that one feels.

5).SOCIAL REFERENCE GROUP THEORY

Reference group divines the way an individual looks at the world. According to this

theory job satisfaction occurs when the job meets the interest desires and requirements

of a person’s reference group.

FACTORS INHERENT IN THE JOB

1. Type of work

2. Skills required

FACTORS CONTROLLED BY MANAGEMENT

1. Security.

2. Participation.

3. Motivation.

GENERAL SETEMENTS

More important factors conductive to job satisfaction are mentally challenge work

equitable reward supportive colleagues.

1). MENTALLY CHAMMENGE WORK:

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Employee tent to perfect jobs that given them opportunities to use their skills and

abilities and offer a variety of tasks freedom and feedback o how well they are doing.

These characteristics make but too much challenges creates frustration and feeling of

failure. Under conditions of moderate challenges most employees will experiences

pleasure and satisfaction.

2). EQUITABLE REWARD:

Individual who perceive that promotion decisions are made in a fail and just manner

therefore are likely to experience satisfaction from their jobs.

3). SUPPORTIVE WORKING CONDITIONS;

Employees are concerned with their work environment for both personal comfort and

facilitating doing a good job.

4). SUPPORTIVE COLLEAGUES;

OX tangible we people get more out of work than merely and a for social achievements.

For most employees, work also fills the increase job interaction. Having friendly and

supportive co- workers lead to increase of job satisfaction. The behavior one’s also a

major increased satisfaction. Studies generally find that employee satisfaction praise for

when the immediate supervisor understands and friendly a personal good performance,

listen to employees opinions and interest in them.

DETERMINENTS :

Type of work

Working conditions

Pay

Co-workers

Ease of commuting to work

Advancement opportunities

Security

Supervision

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Company prestige, Working hours

IMPORTENCE OF JOB SATISFACTION:

Reduces absenteeism and turnover

Job satisfaction has some relation with mental health of people;

Spreads good will about the organization:

Job satisfaction has degree of positive correction with physical health of individual;

.

BENEFITS OF JOB SATISFACTION

A). IDENTIFICATION OF EMPLOYEES ATTITUDE

Survey reveals how employees feel about job, what parts of their jobs these feelings are

focused and which department5 are particularly affected a d whose feelings are

involved. Survey also indicated specific areas of satisfaction or dissatisfaction. The

survey is a power.

B). SATISFACTION SURVEYS IMPROVING ATTITUDE

For some employees the survey is a safety values on emotional realize, a chance to get

things off their chest, For other the survey is tangible expression of management’s

interest in employee welfare which gives employees reasons to fed better towards

management.

C). IMPROVES COMMUNICATION;

Communication flows horizontally, vertically, upwards and downwards. As people want

the survey talk and discuss its result particularly beneficial to the company is the

upward communication when employees are encouraged to comment about what they

really have in their minds.

D). JOB SATISFACTION IS THAT THEY HELP MANAGEMENT TO ASSESS

TRAINING NEEDS;

Employees are given an opportunity to report how they feel the supervisor perform

certain parts of jobs such as deleting work and giving adequate job instructions.

FACTORS:

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Various factors while managers can satisfy employee. A review of the evidence has

identified 4 factors conducive to high levels of employee job satisfaction.

Mentally Challenging Work

Equitable Reward

Supportive Working Conditions

Supportive Colleagues

1). MENTALLY CHALLENGING WORK;

People prefer jobs that given then opportunities to use their skills. abilities and offers a

variety of tasks freedom and feedback on how well they are doing. these characteristics

make work mentally challenging.

2). EQUITABLE REWARD;

Employee want [pay system and promotions policies that they perceive as being just,

unambiguous and in line with their expectations. When pay is scan as fair based on job

demands individual skill level, community pay standards and satisfaction is likely to

result, Similarly employees seek fair promotion policies and practices, promotions

provide opportunities for personal growth, more responsibilities in a fair and just

manner, therefore are likely to experience satisfaction from their jobs.

3). SUPPORTIVE WORKING CONDITIONS:

Employees are concerned with their work environment for both personal comfort and

facilitating doing a good job. Studies demonstrate that employees prefer working close

to home in cleans and relatively modern facilities and with adequate tools and

equipment.

4). SUPPORTIVE COLLEAGUES;

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People get more out of work than merely money or tangible achievement. For most

employees work also fills the need for social interaction not surprisingly therefore

having friendly and supportive co-workers leads to increased job satisfaction. the

behavior of one’s boss also is a major determinates of satisfaction. Studies generally

find that employee satisfaction is increased when the immediate supervisor understands

and friendly offer praise for good performance listen to employee’s opinions and shows

personal interest in them.

WHAT MANAGEMENT CAN DO PROMOTE JOB SATISFACTION?

1).Job Rotation: Many organizations are seeking a solution on the job satisfaction

boredom through systematically moving workers from one job to another. This practice

gives more variety and provides an employee a chance to learn additional skills and

abilities.

2). Job Enlargement:

To check the harmful effects of specialization, the engineering factors involved lines in

each individual’s job must be carefully analyzed. Perhaps the assembly lines can be

shortened so that there will be more lines and fewer employers on each line. Moreover

instead of assigned one employee to each job, a group of employees can be assigned to a

group of jobs and then allowed to decide for themselves how to organize the job.

3). Scheduled Rest Periods;

Researchers on the impact of rest periods reveal that they may enhance both

productivity and morals. Scheduled rest periods bring many advantages;

(A). they provide variety and relives monotony.

(B). they counteract physical fatigue.

(C). they provide opportunities for social contacts and interactions.

4). Change Of Peace;

Anything that will give an employee a chance to change his pace when he wishes will

lend a variety to his work. Further if employees are permitted to changes their pace that

would give them a sense of accomplishment.

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5). Automation;

The effect of automation on job satisfaction depends on the degree of automation that is

introduced. Clearly automation means different things in different situation and it is

difficult to say that it either increase or decrease job satisfaction. Thus it is a belief that

a satisfied employee is a good and efficient employee.

6). Greater Autonomy:

The most effective way of promoting job satisfaction is to give employees more freedom

to perform their job in their own way. People will work harder and derive satisfaction if

they are provided more freedom and independence to make their own decisions in

respect of their jobs.

THE JOB SATISFACTION PEOPLE WANT;

An opportunity to do worthwhile and praiseworthy.

Recognition as an individual.

Good wages and incentives for meritorious performance.

Job security for himself and his family members.

Opportunity for advancement and growth.

Adequate benefits and perquisites.

Satisfactory working conditions and living conditions.

Competent leadership bosses whom he can admire and respect as persons and as bosses

No arbitrary action a voice in matters affecting him.

Job satisfaction is of utmost significance from the standpoint of employee morale. It is a

complex of different attitudes possessed by an individual. These attitudes relate to

several aspects of the job such as wages, supervision, steadiness of employment,

conditions of work, opportunity for advancement, job security, working hours, fringe

benefits, recognition and allied factors. In addition to these job-related factors,

individual adjustment and group relationship outside the job also form major

determinants of job satisfaction.

Factors Affecting Job Satisfaction:

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a) THE WORK ITSELF: The content of the work itself major source of satisfaction.

For, example research related to the job characteristics approach to job design, shows

that feedbacks form the job itself and autonomy are two of the major job-related

motivational factors.

b) PROMOTIONS: Promotional opportunities seem to have a varying effect on the job

satisfaction. This is because promotions take a number of different forms and have a

variety of accompanying rewards. For example, individuals who are promoted on the

basis of seniority often experience job satisfaction but not as much as those who are

promoted on the job performance. Additionally, a promotion with a 10 percent salary

raise is typically not as satisfying as one with a 20 percent salary raise. This helps

explain why executive promotions may be more satisfying than promotions that occur

at the lower levels of organizations.

c) SUPERVISION: Supervision is another moderately important source of job

satisfaction. It can be said that there seem to be two dimensions of supervisory styles

that affect job satisfaction. One is employee centeredness. This is measured by the

degree to which a supervisor takes a personal interest in the employee's welfare. It

commonly is manifested in ways such as checking to see how well the subordinate is

doing, providing advise and assistance to the individual, and communicating with the

worker on a personal as well as on official level.

d) WORKING CONDITIONS: Working conditions are another factor that have a

modest effect on job satisfaction. If the working conditions are good (clean, attractive

the surroundings, for instance), the personnel will find it easier to carry out their roles.

If the working conditions are poor (hot, noisy surroundings for example), personnel will

find it more difficult to get things done. In other words, the effect of working conditions

on job satisfaction is similar to that of the work group. If things are good, there will not

be a job satisfaction problem; if things are poor, there will be.

MEASURING JOB SATISFACTION:

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Since job satisfaction is an attitude, it cannot be directly observed and therefore must

rely on the employees' self reports. These surveys are receiving renewed interest in the

practice of human resources management as seen in the accompanying application. For

ex. There are a number of ways of measuring job satisfaction. Some of the most

common are rating scales, critical incidents, interviews, and action tendencies.

a) RATING SCALES:

The most common approach for measuring job satisfaction is the use of rating scales.

One of the most popular is the Minnesota Satisfaction Questionnaire (MSQ). This

instrument (MSQ) provides a detailed picture of the specific satisfactions and

dissatisfactions of employees.

b) CRITICAL INCIDENTS:

Frederick Herzberg popularized the critical incidents approach to the measurement of

job satisfaction. He and his colleagues used this technique in their research on the two-

factor theory of motivation. Employees were asked to describe incidents on their job

when they are particularly satisfied and dissatisfied..

One of the major benefits of the critical incidents approach is that it allows the

respondents to say whatever they want. The individuals are not restricted by pre-

determined categories or events as on a structured questionnaire. On the other hand,

the approach is time-consuming and there is the interviewer what they think the

interviewer wants to hear or something that makes them look good such as, "I like it

best when my supervisor gets out of my hair and lets me do the job my way. No one

knows how to do this work better than I do."

c) INTERVIEWS:

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Another method of assessing job satisfaction is through the use of personal interviews.

This approach allows for an in-depth exploration of job attitudes. If the respondent says

something that the interviewer does not understand or would like to learn more about,

the interviewer can follow up with additional questions. On the negative side, responses

can be misinterpreted and thus lead to erroneous conclusions. A second problem is the

possibility of interviewer bias. The way in which the individual asks the questions or the

types of information the person chooses to record can affect the outcome. Finally, there

is the cost factor. Interviews are a relatively time consuming and thus expensive way of

gathering information.

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CHAPTER-2

INDUSTRY PROFILE AND COMPANY PROFILE

Industry profile:

The engineering industry plays a crucial role in the economic development of the

country. It meets the increased needs of the capital goods, construction, power and

mining sectors of the economy besides catering to achieve a high rate of industrial

growth of late, it has emerged as an export sector too through engineering goods were

not regarded as traditional export items of our country. The achievement of the

engineering industry are impressive particularly in the case of export of services several

Indian firms have won in the face of still competition from giant concerns from the

development world, prestigious contracts for turnkey jobs.

History:

The genesis of Indian engineering industry can be traced back roughly to mid

nineteenth century starting with wagon building and structural activities. However, it

developed in the sense only after independence; it gained momentum after the adoption

of Prof. P.C.Mahalnobhis model of heavy capital goods based growth strategy in the

second five year plan and subsequent plans. Since then Indian has not only become self

reliant in a variety of engineering equipment, but is also exporting engineering goods

the country is currently producing power generating transmission an distribution

equipment, plant and machinery for steel, chemical and fertilizers, cement plant and

machinery, electrical and construction machinery; machine tools railway rolling stock,

earth moving equipment and a large number of other industrial goods and consumer

durables.

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The Indian engineering industry is engaged in setting consultancy services and technical

know-how to a number of African and Arab states, as well as joint venture as an equal

partner with developed nations several countries. In the post independence era the

industry not only achieved significant enlargement of production capacity, but also has

attained a high degree of technical competence and product diversification.

Government measures:

A welcome policy change towards giving a boost in the machine tools production was

the inclusion of machine tools in. appendix I of the industrial policy announced in

February 1983 and as refined in April 1983. This has thrown open machine tools

manufacture to MRTP and FERA companies, providing item is not reserved for small

scale industries.

In addition the important policy of 1983-84 was designed to help machine tools

production. The provisions included (1) those small-scale units, which exported at least

25% of their output, would be allowed to improve prototype up to Rs. One lakh. (2) all

schedule industries will be allowed the facility of important of drawings and designs

once in a year for value not exceeding Rs. Ten lakhs, (3) a technology development fund

was created to cover foreign exchange requirements for import of balancing equipment

technical know-how foreign consultancy service etc.,

All these steps are designed to encourage fresh investment expansion and modernization

in the domestic machine tool industry.

Engineering exports: -

Our engineering industry has been making considerable progress on the export front.

From around Rs. 21 crores in 1965-66, the value of exports of engineering goods rose to

over Rs. 105 crores by the end of 60’s and continued to show an encouraging trend

during the 70’s.

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A various export promotion drive launched in the face of the oil crisis when import

needed to be stepped up. During this period engineering exports witnessed a great

spurt, thanks to various promotional measures. In the period 1971-75 the value of

exports more than treble and nearly doubled in the next three years. By the year1982-83

Rs. 1250 crores was reached. The engineering industry has now emerged as one of the

leading foreign exchange of the country.

Project exports: -

Project exports are the main plank of the strategy drawn up by the effects for achieving

the export, target set the industry. Against our engineering exports of Rs. 1060 crores in

1981-82 project report totaled Rs. 570 crores.

Project exports are double benefit. Besides the foreign exchange earnings by way of

labor management shill and so on.

They generate further exports because orders for equipment are generally give to the

country where the consultancy form is based.

Broadly project exports fall under the following four categories

(1) Turnkey project viz., supply of service such as design, erection commissioning and

supervision of the facility for the client besides the supply of the goods.

(2) Engineering contracts involving the supply of services as for instance, including the

capital equipment.

(3) Consultancy services-the preparation techno as well as advice on purchase of finance

and construction contacts.

Through India’s Projects have been successful, it is felt that the level of exports don’t

match our capabilities. India has a vast pool of trained manpower. According estimated

India has well over 250 consultancy firms, which can offer over 5 million man-days

year. For project right from conception and design to execution, supervision and

management thereafter. Thus in relation to the potential and in the background of the

total number of contracts backed by world bidders. The contract secured by Indian

project export has not been impressive.

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Also over the past one year international development have been providing unfavorable

to exports. The falling oil prices have affected the revenue and therefore the

development expenditure of the problem exporting countries of west Asia. There were

cutbacks in the expenditure of south-east Asia and African nations too. Which were

surfing from adverse terms of trade? The problem will be compounded by the

competition from contractors currently operating in Latin America countries whose

debt problems would hamper their old-financed development programmes. Thus the

major market for project export seems to be weakening in potential. Our project

exports during 1982-83 were therefore hit hard both in terms of fresh order and

payments for orders fulfilled. In the recent move to set up an institute for project

exports would be welcome.

COMPANY PROFILE

Profile of APHMEL:

The chapter gives a brief profile of the company. APHMEL stands for Andhra Pradesh

Heavy Machinery and engineering Limited, which is located at Kondapalli, A small

village famous for toys and which is located on the bank of River Krishna

professionalism is the Hallmark of this company from the beginning.

APHMEL – The beginning:

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It is well known that a country’s advancement mostly depends on industrial growth and

it is an index of development of any country realizing this some of the prominent

citizens of Krishna District witch in the year 1976 have decided to establish a heavy

industry in the District which was Agriculturally rich and lagging behind industrially

with this initiation by some of the prominent citizens of the District about 47,000

citizens have contributed Rs. 208 lakhs towards share capital and approached the

government of Andhra Pradesh. The Government appreciated the interest shown by the

citizens and sanctioned required funds for starting APHMEL project in Kondapalli.

NIDS (National Industrial Development Corporation Ltd.,) the reputed consultants

were asked to prepare the APHMEL project report. Product and consumer mix were

signed in record time. Machines were purchased form world famous manufacture like

Homma, Skoda, HMT (Hindustan Machines and Tools) and Hec (Heavy Engineering

Corporation). The companies become A Government Company and on 9th

November

1983 the factory was dedicated to the people by the Honorable Chief Minister of

Andhra Pradesh Mr.N.T.Ramarao. Thus APHMEL is truly a ‘people’s project.

APHMEL is in 206 acres with all infrastructure facilities like railway lines, Road,

Water Facilities, Power Supply Etc.,

With Great Foresight of APHMEL, at the early state It Self set Up Man power

Development programmers. To this end a training cell established at autonagar,

Vijayawada. From here emerged a vast Reservoir of skills in various disciplines.

OBJECTIVES OF APHMEL:

APHMEL have to design, Engineer and Develop, Manufacture and market heavy

industry machinery, plants and equipment including Components and spares and

services for power, Coal mining, Steel Chemical petrochemical, shipping Space and

Engineering Industries Etc.,

To Actively Cooperate with the Government the economic programme.

To utilize the capacity installed effectively.

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To develop exports markets from the point of view earning foreign exchange needed to

maintain imports.

To Develop and maintain technological leadership.

To develop components managerial personnel capable of meeting project and growth

objectives of company.

Hito continuously strive for the economic success of the enterprise so that the obligation

to share holders, Employees, customers, Suppliers, Government and Society is

discharged.

To strive for greater self reliance through import substitution and research and

Development.

To develop personnel policies that give quality of opportunity and fair pay to all.

Inspiring Confidence in and respect for management.

To Develop Employees attitude and skills for constitute achievement for economic

performance and technology growth.

PHILOSOPHY OF APHMEL:

APHMEL has show very good track record. The primary focus has an engineering and

technology. The function of marketing was somewhat depressed having come into focus

in the recent past.

This company’s philosophy is eagerly to provide the market technological and economic

utility. APHMEL believe that the only indication for marketing technology is to

provide.

Project Range: -

The Company is producing multi products and the types of the range are:

Bulk material handling equipment

All types conveyors

Various capacities of haulages

Sinking Minches

Strackers and recliners

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Gear Boxes.

Mining Equipment

Tunneling equipment/road headers (Market Leader)

Long wall roof conveyors

Armored face conveyors

Mining Haulages

Chemical Equipment

Pressure Vessels.

Heat Exchangers, Detractors.

Mini Cement plants

Textile machinery

Leather Machines

Pollution Control Equipment

general fabrication

Foreign Collaboration:-

The Company has the following foreign collaborations.

M/S Environment has the following element like electrostatic precipitators, fabric filters

and dusts collectors.

M/S Voest-Alphine, Austria for the manufacture of road headers.

M/S crane and Co, USA for water-pollution control Equipment.

M/S Robert Jenkins Ltd., U.K for chemical Equipment.

M/S JJ Harvey, U.K for embossing plates.

M/S License Intorg, U.S.S.R. for long wall roof supporting.

26

Customers: - The important customers of the company are

Product Customer

1. Material handling equipment Coal India limited

Singareni Coal Collieries. Ltd.,(Sccl )

Neyveli Linigite Corporation Ltd.

Western Coal Fields Ltd.,

Madras Port Trust Ltd.,

National Mineral development Corporation.

Visakhapatnam Steel Project

2. Size Reduction Equipment Bharat Heavy Electrical

Ltd (Bhel)

3. Chemical Equipment Bharat Heavy Electrical.,

Bharat Heavy plates and Vessels

Nagarjuna fertilizers and chemical Ltd.,

4. Silk reeling machine Director Sericulture of Andhra

Pradesh, Tamilnadu and Manipur.

5. Leather machinery Tenneries in various states.

Competitors:-

The Competitors of the company are:

Mc Knally Bharat

Kali material handling

Elecon

Hindustan

Mame(Mining And Machinery Corporation)

Hec(Heavy Engineering Corporation)

Voest-Alpine

27

Production Plan:-

The production plant has 5 sections namely

Heavy machine Shop

Light Machine Shop

Fabrication

Assembly

Painting

The Production is carried on 3-shift base.

Human Resource Element:-

Salary and Wages Administration:-

The Wage structure of the employee in government by Memorandum of settlement

entered into between the management and the unions of the company. The wage

revision is done one in every 4 years at the memorandum of understanding.

Payments and benefits:-

Salaries, Wages and Bonus 6, 44, 65, 737 5, 55, 24, 991

Employer’s Contribution Towards:

Employees State Insurance 2, 20, 525 14, 07, 831

Providence Fund 15, 37, 952 10, 14, 500

Family Pension Scheme 35, 46, 495 33, 83, 160

Death Relief payments 1, 50, 000 0

Group Gratuity assurance scheme 60, 33, 144 51, 42, 886

Deposit Linked Insurance Scheme 2, 13, 029 2, 03, 313

Administrator Charges On PF Trust 80, 950 77, 259

Staff Welfare Experience 28, 84, 822 18, 03, 208

Rent for residential accommodation to Officials 3, 83, 528 3, 43, 557

Workmen Compensation 0 1, 89, 535

--------------- ---------------

Total 7, 95, 16, 182 6, 90, 90, 240

28

Welfare Measures:-

For the Welfare of the Workmen canteen is running on a subsidiary rate mutually

agreed and for the transportation buses and run by the company.

Safety Measures:-

Personal protection equipment such as goggles, safety shoes, gloves, masks, helmets,

asbestos, apron, Pve/Rubber protective clothing, car duffs etc., safe Environment are

provided.

Administrations:

The personnel and overall administrations of the company is under the control of

managing director with board of directors as follows.

Chairman from singareni coal collieries Ltd.,(Sccl)

Managing Director from Sccl

Bifr’s Special director

Idbi’s Nominee Director

Director from Scci

Director from Andhra Pradesh Development Corporation

Director from Bhel

3 Director from share holder’s side.

.

Introduction:-

This was a subsidiary of the singareni collieries Co. Ltd.This was situated in kondapalli

of Andhra Pradesh heavy, Machinery and engineering Ltd., APHMEL. The company

was started in the year 1976. It was incorporated in September 1976 with main

objectives of designing, developing & Manufacturing the entire range of casting of all

types & heavy industrial machinery, machines tools Etc.,

Objectives:-

29

To understand the organization structure of APHMEL & observe the herm practices

adopted. Examine the grievance read procedure adapted by APHMEL. The study

issued involved in industry relations. To advise some useful suggestions to improve the

overall performance of organization.

Export Oriented Effort:

APHMEL has Negotiated & Got orders for manufacture & supply of conveyor idlers &

18 tons winches at an appropriate value of 120Lakhs to U.S.Sr. There is a possibility of

getting further orders & APHMEL would like to bag as orders as possible in this line.

Man power planning:

The management of APHMEL has realized that is very difficult to get trained personnel

at a time when the need arises setting up the factory. Hence a decision to result recruit

people at various levels & train them at once. Top improve establish production.

In pursuance of this decision recruitment is being made & major department like:-

Designs, planning manufacture etc., have been established in addition to the personnel

& account department & the short generation period.

The company has recruited engineering with vast experience from reputed public &

private sectors.

Training & placements:-

Human resource department act includes hiring, training, recruitment, solution &

performance appraisal.

Recruitment:-

The department head shall inform the recruitment of personnel based on availability of

vacancies on his department with vice chairman & manager director’s approval the

industry.

Placements:-

The placement such of person has been made in the factory as their sentence has been

done by written, test & viva.

Licensed capacity:- The company has licensed capacity as given below

30

S.NO Item licensed capacity

1st phase products:-

1) Material handling equipment 4710

(Mining & conveying equipment)

2) Chemical & pharmaceuticals machinery 2000

3) Size reduction equipment etc., 2000

4) Size leather processing machinery 500

5) Textile machinery 160

2nd

Phase products:-

6) Pollution control equipment 3000

7) Read headers 8.No’s

8) Mini cement plants 1000

Foreign collaboration: - The Company has the following foreign collaboration.

1) M/S Environment element corporation, U.S.A. For the manufacture of air

pollution control equipment like Esps, fabric filters & dusts collections.

2) M/S Voest - Alphine, Austria for the manufacture of road headers (tunneling

equipment)

The proposed collaboration is:

I) Scrapers with M/S tekraf, East Germany.

II) Long wall roof supporting systems with M/S Licensed in Torg, U.S.S.R

Production target:-

The company has fixed production target of 1595 lakhs for year 1986-87. Out of this

first phase product are 810 lakhs & 2nd

, products are 785 lakhs. Director General Pemb

during review meeting of the company has suggested that the company has to produce

1st phase product 800 lakhs during the year.

Development of small scale industry:-

The company has been off loading low technology item on local small scale units an sub

contract of foundries & fabrication units.

31

Results:-

The company during this year has achieved a production 892.62 lakhs up to December.

Project cost:-

S.NO Description Cost in lakhs

1. Land & site development building 40.60

2. Buildings 211.60

3. Plant and machinery 633.19

4. Technical know-how fees & expenses On 35.06 India

& foreign technicians

5. Miscellaneous fixed assets preliminary & 219.89 pre-

operation expense

6. Marginal for working capital 100.00

---------------

1422.00

Safety Measure:-

Personal protection equipment such as goggles, safety shoes, gloves, masks, helmets,

asbestos, apron, Pvc/Rubber protective clothing, car duffs etc., safe Environment are

provided.

This committee is chaired by the general manager, the members of all services depot.

Are the members of the committee & safety manager is convener. He is a member of

committee. This forms the management side. There are 5 representatives of employees

in the committee meeting are of the takes play safety provisions & precautions in the

man tool division press division & discussed.

32

The agenda prepare by the union is based on the observations made by the union

regarding any deficiencies in the safety procedure that are being followed by the

management. The item in the agenda are discussed in the meeting & the a decision are

limited to the services section for necessary clearness is needed from the finance

department most of it’s recommendations till data have been implemented there was a

demand from weakness of section for a special.

Customers:-

All the machinery manufacture is well received in the market. Some of the important

customers of the machinery are:

Material handling equipment like conveyor equipment, haulages, widches etc.,

Coal India limited sccl Nic Ltd.,

Western Coal Fields CCF Ltd., Madras, Port Trust Nmdc, Vsp Etc., USSR, Thus

Mamca

Size reduction equipment : Bhel

Chemical equipment : Bhel, Bjav, Nalco,Etc.,

Silk reading machines : Director sericulture of

A.P Tamilnadu & Manipure

Leather machinery : Tanneries in various states.

Pollution control equipment : Apseb, pan yam cements

Focus

Road headers : Coal India Limited, Sscl

General engineering : Vsp, Kcp, Sheer center etc.

Activities of different department:-

In this industry the candidates selected for the job by so many ways.

In the respective of executive selector has been done by written test & viva.

33

Performance appraisal: - in this company the performance appraisal of the employee is

mentioned by personnel department. They also maintain performance appraisal reports

for promotion (or) duration activities. APHMEL is using HR is (Human Resource

Information system) for gathering & maintaining the data describes Human Resource

transforming the data into conformation & they reporting employee compensation.

The translation process executed by the clerks concerned involves in preparing the

documents describes training specification, personnel data pay rate hours worked pay

checks & termination notice the persons involved in operation control are Dy. Manager

of personnel department. He requires decision procedure of action such a hiring

training termination charging pay rates & using benefits.

Management control system support management by providing Reports & Analysis

showing the vacancies resulting from difference between planned & actual

performance. It required information about No. Of employees hired, Cost of

recruitment composition of skills investing, Cost of training, salary paid distribution of

wage rates. The above activities are performed by strategic planning. It includes with

evaluation attains for rewriting salary, training & benefits. Analysis of shifting pattern

of employment education & wage by are the country information is required for

strategic planning.

Awards:-

1) Received an award for best machine produced with Indigenous Know – How far

splitting machine at international leather trade fair at madras on 04.02.1981.

2.) For the year 1982 the company bagged “productivity Award” from ministry of

Labor from government of A.P.

3). for the year 1983 the company once again received productivity Award from

Government of A.P.

34

4) APHMEL has received the maiden award for best technological development in

search and development from the year 1984 the federation of A.P chamber of

commerce and industry.

5) In 1984 the company received an award for “Distinct contribution towards

increased production and productivity and maintenance of better industrial relational”

from the Labors department government of A.P.

Thus the company is truly a people’s company.

The high yield formula:-

Men, machines & material the three basic input of any industry are the assets of

APHMEL too – but with a difference. As a policy & philosophy the growth here is

achieved from within. Setup a training center that impacts all necessary skills to

their men. it has already trained 600 artisans in different trades & also 50 graduates &

100 diploma holders to meet their requirements under special employee scheme the

company training 220 artisans per year in addition to training programmers.

End User’s:-

All the machinery manufactured by APHMEL has gained a good reputation & are well

received in the market.

Some of the important end users of their machinery

1) Material handling equipment various Coal Mines, ports trusts &

Like conveyer equipment steel plants

Handlings, winches stacker

Recliners of all capacity

Size reduction equipment power generating industry

Chemical equipment Fertilizer corporations

Dairy equipment Nddc’s & Sddc’j

Leather machinery agents all training & leather industry & these machinery.

Corporate rate:-

35

The company has prepared & corporate plan up to 1997-98 aiming a turnover if about

120 crores employment potential of 3000 in year 97-98.

Taxes & Duties:-

The company during 650 lakhs as taxes and duties.

Standing Orders:-

Workman:-

It has been classified into permanent, temporary, probationer, causal, and training.

Permanent:-

Workman Is A workman who has engaged on a permanent bases and includes any

person who is having satisfactory completed a probationary period of 12 consecutive

months in the aggregate of such extended probationary period the aggregate period of

probation shall include brakes due to sickness accident, leave lock-out, strike or

involuntary closure of the establishment.

Temporary:-

Workman means A workman who is engaged for work which is an especially of a

temporary nature likely to be finished within a limited period.

Probationary:-

He is a workman who is provisionally employed to permanent vacancy in a post and has

not completed his provisionary period of 12 consecutive months.

Casual workman:-

Means a work man who is employed in any work of an occasional or casual or

intermittent nature.

Training:- Is a learner who may or may not be paid salary or stipend during the

period of training and who is not an apprentice under apprentice act?

Conduct, Displain, Appeal Rules:-

Restriction for taking parts in political organizations.

No employee shall take part in or associate him with or subscribe way or in aid of or

otherwise assists in any political organization or its activities.

36

General conduct:-

Every employee shall at all times maintain absolute integrity & devotion to duty &

conduct himself in manner conductivity to the best interest of the company.

Acquisition / disposal of employee:-

When ever arm employee or disposes of any immovable property by lease mort age,

purchase sale gift or otherwise member of his family, he should from the component

authority of the company.

Restriction on other employee:

No employee shall Directly Or Indirectly Engage In Any Other Occupation Or Not

Count Side The Policy Laid Down By The Management (Line To Line) Expect With

The Permission Of The Competent Authority.

Restriction on publications –

No employee shall expect with the previous sanction of the competent authority

contribute any article or write to news paper or other periodical publication concerning

company or government interest /policy.

Inventions & patents:-

No employee shall without the previous consents in writing of the vice chairman &

managing director / executives apply for a patents or executive private in respect of any

invention made by his concerning the company’s business during his service in the

company shall not apply for a patent respect of products similar to that of the company

ford period a by from the data of his coasting to be in service of the company.

Gifts: -

All Employee receiving gifts from individual or business houses valued over 100/-mist

declare them to the component authority retained by the employee. If the value of such

gifts less than 450/- such gifts may be retained by employee. In the event the value of

gifts is more than 450/- such gifts shall be deposited with company & receipt obtained

there off.

37

Influence: -

No employee shall bring or attempt to bring nay outside influence to bear upon any

superior authority to Fortier his interest in respect of matter pertaining to his service in

the company.

Punishment for misconduct:-

Any one or more of the felonies punishment may be imposed by the competent

authority based on the serious of the misconduct.

Warning, Suspension, with holding of increment, with holding of promotion, recovery,

from pay or such other amount as may be due to him of whole part off any pewriary

loss caused to the company by negligence or breach of order.

Nature of Activity:-

APHMEL designs, engineering develops manufacture & market heavy industrial

machinery plants & equipments including component’s & services for power, coal

mines, steel chemicals, petro-chemicals shipping space & engineering industries Etc.,

Strengths:-

Good modern manufacturing facilities backed up by excellent quality control step.

Company has got good reputation for its quality & workmanship of its products.

Quality approved by international agencies like bureau vertias, IIlods, pavy power gas

Etc.,

Disciplined dedicated & skilled work fork.

Good design & engineering infrastructure.

Weakness:-

Company net worth has totally eroded.

Total working capital is net through high interest bearing cash credits facilities from

state bank of India.

Second third line management is inadequate in the areas of marketing design, finance of

project department.

38

CHAPTER-3

METHODOLOGY

Need for the study:

EMPLOYEE JOB SATISFACTION PROVIDES A TYPE OF WORK ENVIRONMENT IN WHICH

INDIVIDUAL FEELS SATISFIED OR DISSATISFIED. THE QUESTIONNAIRE ASSESSES AN

EMPLOYEE’S ATTITUDE TOWARDS THE ORGANIZATION. THE RESULTS WOULD ENABLE

WORK GROUPS AND MANAGEMENT TO IDENTIFY STRONG AND WEAK DIMENSIONS IN

ORDER TO PLAN AND IMPLEMENT ACTIONS TO IMPROVE THE FUNCTIONING OF THE

WEAKER ASPECTS.

Objectives of the Study:

to present a theoretical framework of job satisfaction and to discuss its implications for

organizations;

to conduct an attitudinal survey on job satisfaction in the selected organization ; and

To offer some useful suggestions for the improvement of employment conditions in the

organization under study.

Methodology of the Study :

Selection of Sample Organization:

Since, Vijaya Dairy a cooperative sector service organization, which is governed by

State Government rules and regulations, it was expected that ‘job satisfaction’ has been

a critical factor for the success of this organization. Hence, this organization has been

selected for the present study.

b) Selection of Sample Respondents:

The present study uses simple random sampling technique to choose sample

respondents from the employees working in Vijaya Dairy. The total number of

respondents is 50 in which 28 are male respondents and 22 are female respondents.

These are drawn from various sections of the selected organization.

Collection of Data

39

Data have been collected from both primary as well as secondary sources. For collecting

primary data, a structured questionnaire has been designed and administered among

the sample respondents in order to elicit their views on the level of satisfaction towards

their jobs. The questionnaire consisting of 20 questions, used various predetermined

close-ended responses i.e. Satisfied, Moderate, Dissatisfied, Excellent, Good, Bad.

d) Data Analysis and Interpretations:

The collected data from the primary source were consolidated, tabulated, analyzed and

interpretations were drawn. For the purpose of analyzing data, tools like graphs, tables,

percentages and weighted average method have been adequately utilized. On the basis

of information generated from the analysis, conclusions were drawn and suitable

suggestions were also made. In fact, the study made a comparative analysis between

male and female respondents.

Similarly, weighted average method is used for arriving at averages or mean values of

the responses towards all the statements. In this method, certain weights are assigned to

each dimension as below:

Limitations of the Study:

The present study is geographically confined to Vijayawada because it is close to the

place of the researcher. Hence, the study suffers from both geographical as well as time

constraints. Information regarding the outcome of survey may not be generalized

because it is subjected to many limitations as mentioned below:

Sample size is restricted only to limited number of employees.

Due to lack of time, the study could not cover all the employees

CHAPTER-4DATA ANALYSIS

1. How satisfied are you with the present working environment?

40

Table-:1 Respondents, feelings towards the working environment

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 3 7

Satisfied 33 73

So-so 9 20

Dis-satisfied 0 0

Extremely

dis satisfied

0 0

Total 45 100

41

Source: compiled from the collected data of study

5-point scale:

1x3+2x33+3x9+4x0+5x0 = 2.26

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

42

The above table represents that 7% of employees are very satisfied with working

environment, 73% of employees are satisfied with working environment, 20% of

employees are so-so with working environment, and none of the employees are dis-

satisfied and extremely dis-satisfied with working environment in APHMEL.

2. How satisfied are you with the prevailing safety conditions?

Table-:2 Respondents, feelings towards the safety conditions

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 6 13

Satisfied 24 53

So-so 15 34

Dis-satisfied 0 0

Extremely

dis satisfied

0 0

Total 45 100

43


5-point scale:

1x6+2x24+3x15+4x0+5x0 = 2.2

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

44

The above table represents that 13% of employees are very satisfied with safety

conditions, 53% of employees are satisfied with safety conditions, 34% of employees

are so-so with safety conditions, and none of the employees are dis-satisfied and

extremely dis-satisfied with safety conditions in APHMEL.

3. How satisfied are you with the nature of relationships with your superior?

Table-:3 Respondents, feelings towards the nature of relationships

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 3 7

Satisfied 39 86

So-so 0 0

Dis-satisfied 0 0

Extremely

dis satisfied

3 7

Total 45 100

45


5-point scale:

1x3+2x39+3x0+4x0+5x3 = 2.13

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

46

The above table represents that 7% of employees are very satisfied with nature of

relationships, 86% of employees are satisfied with nature of relationships, none of the

employees are so-so and dis-satisfied with nature of relationships and 7% of employees

are extremely dis-satisfied with nature of relationships in APHMEL.

How satisfied are you with the wages and allowances paid to you?

Table-:4 Respondents, feelings towards wages and allowances

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 3 7

Satisfied 21 47

So-so 12 26

Dis-satisfied 6 13

Extremely

dis satisfied

3 7

Total 45 100

47


5-point scale:

1x3+2x21+3x12+4x6+5x3 = 2.66

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

48

The above table represents that 7% of employees are very satisfied with wages and

allowances, 47% of employees are satisfied with wages and allowances, 26% of

employees are so-so with wages and allowances, 13% of the employees are dis-satisfied

and 7% of the employees are extremely dis-satisfied with wages and allowances in

APHMEL.

How satisfied are with the medical facilities provided by your organization?

Table-:5 Respondents, feelings towards medical facilities

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 0 0

Satisfied 9 20

So-so 21 47

Dis-satisfied 12 26

Extremely

dis satisfied

3 7

Total 45 100

49


5-point scale:

1x0+2x9+3x21+4x12+5x3 = 3.2

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

50

The above table represents that none of the employees are very satisfied with medical

facilities, 20% of employees are satisfied with medical facilities, 47% of employees are

so-so with medical facilities, 26% of the employees are dis-satisfied and 7% of the

employees are extremely dis-satisfied with medical facilities in APHMEL.

How satisfied are you with the number of hours of work?

Table-:6 Respondents, feelings towards number of hours of work

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 3 7

Satisfied 33 73

So-so 9 20

Dis-satisfied 0 0

Extremely

dis satisfied

0 0

Total 45 100

51


5-point scale:

1x3+2x33+3x9+4x0+5x0 = 2.13

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

52

The above table represents that 7% of employees are very satisfied with number of

hours of work, 73% of employees are satisfied with number of hours of work, 20% of

employees are so-so with number of hours of work, and none of the employees are dis-

satisfied and extremely dis-satisfied with number of hours of work in APHMEL.

How satisfied are you with the internal training programmes?

Table-:7 Respondents, feelings towards internal training programmes

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 0 0

Satisfied 9 20

So-so 12 26

Dis-satisfied 21 47

Extremely

dis satisfied

3 7

Total 45 100

53


5-point scale:

1x0+2x9+3x12+4x21+5x3 = 2.06

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

54

The above table represents that none of the employees are very satisfied with internal

training programmes, 20% of employees are satisfied with internal training

programmes, 26% of employees are so-so with internal training programmes, and 47%

of the employees are dis-satisfied and 7% extremely dis-satisfied with internal training

programmes in APHMEL.

How satisfied are you with the employee welfare facilities?

Table-:8 Respondents, feelings towards welfare facilities

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 3 7

Satisfied 12 26

So-so 6 14

Dis-satisfied 18 40

Extremely

dis satisfied

6 14

Total 45 100

55


5-point scale:

1x3+2x12+3x6+4x18+5x6 = 3.26

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

56

The above table represents that 7% of the employees are very satisfied with employee

welfare facilities, 26% of employees are satisfied with employee welfare facilities, 14%

of employees are so-so with employee welfare facilities, and 40% of the employees are

dis-satisfied and 14% extremely dis-satisfied with employee welfare facilities in

APHMEL.

9. How satisfied are you with the present shift system?

Table-:9 Respondents, feelings towards present shift system

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 9 20

Satisfied 30 67

So-so 6 13

Dis-satisfied 0 0

Extremely

dis satisfied

0 0

Total 45 100

57


5-point scale:

1x9+2x30+3x6+4x0+5x0 = 2.13

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

58

The above table represents that 20% of employees are very satisfied with present shift

system, 67% of employees are satisfied with present shift system, 13% of employees

are so-so with present shift system, and none of the employees are dis-satisfied and

extremely dis-satisfied with present shift system in APHMEL.

10. How satisfied are you with the security of your employment?

Table-:10 Respondents, feelings towards security of employment

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 3 7

Satisfied 24 53

So-so 12 27

Dis-satisfied 6 13

Extremely

dis satisfied

0 0

Total 45 100

59


5-point scale:

1x3+2x24+3x12+4x6+5x0 = 2.46

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

60

The above table represents that 7% of employees are very satisfied with security of

employment, 53% of employees are satisfied with security of employment, 27% of

employees are so-so with security of employment, and 13% of the employees are dis-

satisfied and none of the extremely dis-satisfied with security of employment in

APHMEL.

11. How satisfied are you with the nature of communication in your organization?

Table-:11 Respondents, feelings towards nature of communication

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 0 0

Satisfied 18 40

So-so 18 40

Dis-satisfied 9 20

Extremely

dis satisfied

0 0

Total 45 100

61


5-point scale:

1x0+2x18+3x18+4x9+5x0 = 2.8

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

62

The above table represents that none of the employees are very satisfied with nature of

communication, 40% of employees are satisfied with nature of communication, 40% of

employees are so-so with nature of communication, and 20% of the employees are dis-

satisfied and none of the extremely dis-satisfied with nature of communication in

APHMEL.

12. How satisfied are you with the existing promotion system?

Table-:12 Respondents, feelings towards existing promotion system

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 0 0

Satisfied 6 13

So-so 9 20

Dis-satisfied 18 40

Extremely

dis satisfied

12 27

Total 45 100

63


5-point scale:

1x0+2x6+3x9+4x18+5x12 = 3.8

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

64

The above table represents that none of the employees are very satisfied with existing

promotion system, 13% of employees are satisfied with existing promotion system,

20% of employees are so-so with existing promotion system, 40% of the employees are

dis-satisfied and 27% of the employees are extremely dis-satisfied with existing

promotion system in APHMEL.

13. How satisfied are you with recognition of your services by the management?

Table-:13 Respondents, feelings towards services by the management

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 3 7

Satisfied 12 27

So-so 15 33

Dis-satisfied 9 20

Extremely

dis satisfied

6 13

Total 45 100

65


5-point scale:

1x3+2x12+3x15+4x9+5x6 = 3.06

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

66

The above table represents that 7% of the employees are very satisfied with services by

the management, 27% of employees are satisfied with services by the management,

33% of employees are so-so with services by the management, and 20% of the

employees are dis-satisfied and 13% of the employees are extremely dis-satisfied with

services by the management in APHMEL.

14. How satisfied are you with your career growth in this organization?

Table-:14 Respondents, feelings towards career growth in this organization

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 3 7

Satisfied 12 27

So-so 15 33

Dis-satisfied 6 13

Extremely

dis satisfied

9 20

Total 45 100

67


5-point scale:

1x3+2x12+3x15+4x6+5x9 = 3.13

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

68

The above table represents that 7% of the employees are very satisfied with services by

the management, 27% of employees are satisfied with services by the management,

33% of employees are so-so with services by the management, and 13% of the

employees are dis-satisfied and 20% of the employees are extremely dis-satisfied with

services by the management in APHMEL.

15. How satisfied are you with the interpersonal relations at the workplace?

Table-:15 Respondents, feelings towards interpersonal relations at the workplace

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 3 7

Satisfied 21 47

So-so 15 33

Dis-satisfied 6 13

Extremely

dis satisfied

0 0

Total 45 100

69


5-point scale:

1x3+2x21+3x15+4x6+5x0 = 2.53

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

70

The above table represents that 7% of the employees are very satisfied with

interpersonal relations at the workplace, 47% of employees are satisfied with

interpersonal relations at the workplace, 33% of employees are so-so with interpersonal

relations at the workplace, and 13% of the employees are dis-satisfied and none of the

employees are extremely dis-satisfied with interpersonal relations at the workplace in

APHMEL.

16. How satisfied are you with the attitude of your superiors?

Table-:16 Respondents, feelings towards attitude of superiors

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 0 0

Satisfied 36 80

So-so 6 13

Dis-satisfied 3 7

Extremely

dis satisfied

0 0

Total 45 100

71


5-point scale:

1x0+2x36+3x6+4x3+5x0 = 2.26

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

72

The above table represents that none of the employees are very satisfied with attitude of

superiors, 80% of employees are satisfied with attitude of superiors, 13% of employees

are so-so with attitude of superiors, and 7% of the employees are dis-satisfied and none

of the employees are extremely dis-satisfied with attitude of superiors in APHMEL.

17. How satisfied are you with the management policies?

Table-:17 Respondents, feelings towards management policies

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 0 0

Satisfied 12 27

So-so 15 33

Dis-satisfied 15 33

Extremely

dis satisfied

3 7

Total 45 100

73


5-point scale:

1x0+2x12+3x15+4x15+5x3 = 3.20

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

74

The above table represents that none of the employees are very satisfied with

management policies, 27% of employees are satisfied with management policies, 33%

of employees are so-so with management policies, and 33% of the employees are dis -

satisfied and 7% of the employees are extremely dis-satisfied with management policies

in APHMEL.

18. How satisfied are you with the recreation facilities provided?

Table-:18 Respondents, feelings towards recreation facilities provided

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 3 7

Satisfied 12 26

So-so 3 7

Dis-satisfied 18 40

Extremely

dis satisfied

9 20

Total 45 100

75


5-point scale:

1x3+2x12+3x3+4x18+5x9 = 3.40

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

76

The above table represents that 7% of employees are very satisfied with recreation

facilities provided, 26% of employees are satisfied with recreation facilities provided,

7% of employees are so-so with recreation facilities provided, 40% of the employees are

dis-satisfied and 20% of the employees are extremely dis-satisfied with recreation

facilities provided in APHMEL.

19. How satisfied are you with the leaves sanctioned to you when needed?

Table-:19 Respondents, feelings towards leaves sanctioned

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 6 13

Satisfied 33 74

So-so 6 13

Dis-satisfied 0 0

Extremely

dis satisfied

0 0

Total 45 100

77


5-point scale:

1x6+2x33+3x6+4x0+5x0 = 2.0

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

78

The above table represents that 13% of employees are very satisfied with leaves

sanctioned, 74% of employees are satisfied with leaves sanctioned, 13% of employees

are so-so with leaves sanctioned, and none of the employees are dis-satisfied and

extremely dis-satisfied with leaves sanctioned in APHMEL.

20. Considering the above all aspects, how best are u satisfied with the job?

Table-:20 Respondents, feelings towards above all aspects considering.

OPINION NO. OF

RESPONDENTS

% OF

RESPONDENTS

Very satisfied 0 0

Satisfied 18 40

So-so 24 53

Dis-satisfied 3 7

Extremely

dis satisfied

0 0

Total 45 100

79


5-point scale:

1x0+2x18+3x24+4x3+5x0 = 2.67

45

VS S S-S D ED

1 2 3 4 5

INTERPRETATION:

80

The above table represents that 13% of employees are very satisfied with above all

aspects considering, 74% of employees are satisfied with above all aspects considering,

13% of employees are so-so with above all aspects considering, and none of the

employees are dis-satisfied and extremely dis-satisfied with above all aspects

considering in APHMEL.

CHAPTER-5

SUGGESTIONS AND CONCLUSIONS

SUGGESTIONS:

Though the job satisfaction is helping the employees in APHMEL, kondapalli, it could

be better by following the suggestion given below;

To get better response from employees the management should mostly concentrate on

promotional aspects based on the merit and seniority.

They should be better co-ordination and communication in order to maintain better

relationship among the employees.

The management should also take proper care in handling dissatisfied employees,

because they may create problem in the organization.

The management should help employees to overcome the stress and strain at their work

place.

A competitive environment at the work place should be maintained.

The management should also encourage the efforts and suggestion from employee.

81

The employees should inculcate in themselves a feeling of family in the organization.

CONCLUSIONS:

Having done a work on job satisfaction at APHMEL, kondapalli, the following

conclusions are down, these are done after observing the job satisfaction at the

organization.

One could say that the organization has been motivation their employees to work more

by job satisfaction.

As the feedback from the employee reveal that job satisfaction is helpful in archiving

the goals and objectives of the organization.

Most of the respondent thinks that the job satisfaction helps them in acquiring

competency, which is necessary in fulfilling the objectives of their organization.

It is been found that the respondents are satisfied with the existing job.

The job satisfaction gives important in the identification and definition of training and

development requirements.

BIBLIOGRAPHY

Bibliography:

82

Aamodt, M. G. (1996). Applied industrial/organization Psychology, (2nd ed.). Pacific

Grove, USA: Brooks/Cole Publishing Company.

Aldag, R. J., & Kuzuhara, W. (2002). Organizational behavior and management: An

integrated skills approach. USA: Thomson Learning.

Andres, T. D. (2001). Filipino behavior at work: Human relations and organizational

behavior in the Philippine setting. Quezon City, Philippines: Giraffe Books.

Andres, T. D. (1992). Managing schools by Filipino values. Philippines: Society of the

Divine Word.

Apdon, J. V. (June 2006). History of CCRD campuses. Puerto Princesa City,

Philippines: Palawan State University.

Code of Ethics for Professional Teachers.(1997) Resolution No. 435 .

Company magazines and books.

Google search.

Survey Questionnaire on Job Satisfaction of

APHMEL Employees

Dear Sir/Madam,

Good Morning! I am Achyut Kumar, pursuing MBA in the Department of Business

Administration, Laki reddy Bali Reddy College of Engineering, Mylavaram. As a part

of my Project Work, I am conducting this survey on ‘Job Satisfaction’ of employees. I

request you to give your apt replies. I assure you that the responses obtained by me

will be used only for completing my project work.

Personal Profile of the Respondent

Age: Male / Female:

83

Qualification: Designation :

No. of Years of Service with APHMEL:

1. How satisfied are you with the present working environment?

Very Satisfied ( ) Satisfied ( ) so-so ( ) Dissatisfied ( ) Extremely Dissatisfied ( )

2. How satisfied are you with the prevailing safety conditions?


3. How satisfied are you with the nature of relationships with your superior?


4. How satisfied are you with the wages and allowances paid to you?


5. How satisfied are with the medical facilities provided by your organisation?


6. How satisfied are you with the number of hours of work?


7. How satisfied are you with the internal training programmes?


8. How satisfied are you with the employee welfare facilities?


9. How satisfied are you with the present shift system?


10. How satisfied are you with the security of your employment?


84

11. How satisfied are you with the nature of communication in your organization?


12. How satisfied are you with the existing promotion system?


13. How satisfied are you with recognition of your services by the management?


14. How satisfied are you with your career growth in this organization?


15. How satisfied are you with the interpersonal relations at the workplace?


16. How satisfied are you with the attitude of your superiors?


17. How satisfied are you with the management policies?


18. How satisfied are you with the recreation facilities provided?


19. How satisfied are you with the leaves sanctioned to you when needed?


20. Considering the above all aspects, how best are u satisfied with the job?


85

Thank you for your time and cooperation.

86