Job Satisfaction Project Report

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Job Satisfaction in Manufacturing Industry

A report submitted towards the partial fulfillment of full

Time course in Post Graduate Diploma in Business Management

Submitted to :- Mr. Karan Nagrani1 Submitted by – Aslesha Shukla(HR Executive) Session – 2010 – 2012

Banshi College of EducationBANSHI GROUP OF INSTITUTIONS. Bithoor, Kanpur-209 201 (U.P.). Ph. No. 0512-3200638, 2790156. E-mail: [email protected]

mailto:[email protected]

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ACKNOWLEDGEMENT

We express our sincere gratitude to Mr. Karan Nagrani(HR Executive) for giving us the opportunity to undergo this project. We further thank him for lending a helping hand when it came to solving our problem related to the project. This project would not have been possible without his valuable time and support.

We also thank Bansi Group of institutions for an opportunity to undertake a soft skill project at this crucial time in our life in MBA which helped us to understand the topics deeply which were untouched before.

Any suggestions to improve are always welcomed.

Aslesha Shukla

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Executive Summary

This is based on our research work on Detergents industry, being FMCG, it made us go to

employee and interact to find out the satisfactions behavior in the organization. Our objectives

were to find out what are the main features employee satisfaction in detergents industry , To gather

the data we used the questionnaires method. This data was fed in a data analysis tool SPSS. With

the help of which we analysed and interpreted the data gathered, pertaining the jobs satisfactions.

Along with questionnaires, we also used Internet to find out about the detergent industry and the

various brands available.

There are more than 10 brands available in the Indian market, but we have chosen 6 major brands.

The Indian laundry market is Rs 5000 crore, with HUL enjoying highest 38% of share, followed by

others like P&G, Nirma, Ghari etc. Detergent bar comprises of 43% of market share and powder

enjoying the rest 57%. The brands which we tapped are Nirma, Ariel, Surf, Tide, Wheel, Surf

Excel and leaving others as option. Competition in this market is really high with HUL, P&G,

Ghari etc strategizing and innovating to capture the market.

The research design used in our research was descriptive incorporating knowledge from secondary

information analysis, qualitative research, methodology selection, question measurement & scale

selection, questionnaire design and sample design to be used. And simple random sampling was done.

Target employee were mainly works, . The age group was not defined. Area where research is done is UP,

because of the convenience factor. Marjory Quantitative Techniques like frequency distribution and cross

tabulation to make interpretations

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CHAPTER - I

COMPANY PROFILE

Rohit Surfactants Private Limited (RSPL)

Rohit Surfactants Private Limited, a flagship company of RSPL Group, owner of

Trademark “GHARI”, was incorporated on 22nd June 1988 with the name Shri Mahadoe

Soap Industries Private Limited and the name was changed to its present name with

effect from 17th June 2005.

The group has under gone another major restructuring in the year 2008. The said

restructuring has enabled the group to consolidate the detergent and leather business,

alongwith all related brands into one single entity and separating the real estate business

into another entity.

Historical Background:

Late Dayal Das with his sons Shri Murli Dhar Ji and Shri Bimal Kumar Ji initiated the

group as a small family business. It is said that knowledge and expertise comes from

experience. It was their efforts and dedication that laid the foundation on which the empire

of RSPL group has been build up within a span of three decades.

Group comprises of companies mentioned under:-

1) Rohit Surfactants Private Limited -Company does the manufacturing and marketing of

detergents, toilet soaps, leather & footwear, wind energy and other FMCG products.

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2) Nimmi Build Tech Private Limited (formerly known as Poonam Developers &

Infrastructure India Private Limited) - This company is involved in the business of

construction and real estate.

3) Namaste India Foods Private Limited – This is the latest venture of the group into the

dairy business. The Company has set up number of milk collection centers at Shivrajpur,

Kanpur for collection of milk from villagers.

All the Companies are under the supervision and control of the single management

thereby making its recognition as the “RSPL GROUP”.

Company overview by Business Standard (13 th August 2010)

Kanpur-based detergent firm, Rohit Surfactants Private Limited (RSPL) which owns the

flagship brand, Ghari, is all set to reinforce its FMCG presence by foraying into Rs 85,000

crore homecare segment from its present interest in cluttered washing soap section.

The company has commenced production at its new manufacturing facility in Haridwar

with a production capacity of 123 tonnes/day to meet its requirements in the new

fragment. The plant will manufacture homecare and cosmetic products market with a

range of shampoos, facial and shaving creams, toilet cleaners, floor cleaners, hair oil etc.

According to group corporate affairs president, S K Bajpai, the detergent and fabric wash

segment in the country is characterised by low per capita consumption, especially in the

rural markets. “To further enhance our portfolio and market penetration, we will have a

slew of homecare consumer products including low-cost options for consumers,” Bajpai

told Business Standard.

He said that the launch initiative was buoyed by the fact that the group had outdone all its

local competitors in the markets of Uttar Pradesh excluding the National Capital Region

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(NCR). “We already have a strong dealer and marketing network across the country and

are among the leading groups in the north Indian market, which will be a great advantage

for us,” said Bajpai.

When asked about the stiff competition from other market biggies like Marico and

Cavincare, Bajpai said the company would continue to invest in the traditional mom-and-

pop stores but sharing shelf space with bigger brands would provide an easy avenue of

cannibalising into others’ share.

“Modern trade has helped us in sharing shelf space with bigger brands and beat them in

securing place in the consumer’s basket. We have strong brand presence in our niche

markets where we will target our consumers initially,” he said. He said the decision to

foray into broader FMCG space was taken last year after due market research conducted

by reputed consultants.

“Contrary to popular notion, the reports reflected a lack of cost-effective options in

homecare segment for consumers in interior U P and parts of M P and Bihar. We have

decided to launch our entry from these markets as we also have advantage of strong

dealer network and brand presence here,” he added.

Asked if the company was planning to introduce more products in the segment, he said it

would first look at increasing market share of the existing products before planning

additional products.

“In this category, establishing a brand is a pricey proposition. One has to spend money on

mass advertising and image building. Establishing a brand well is as important as pricing

in this segment,” he added.

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He, however, added that R&D efforts were on to improve formulation and the relaunch of

the new versions might take place in the next six months or so.

The company has four prevailing detergent brands — Ghari powder and cakes, Xpert- the

dishwasher, MR2- the premium category detergent powder and Venus toilet soaps.

The group has recently relaunched its existing toilet soap brand, Venus backed with an

aggressive marketing and advertising campaign apart from attractive sops to distributors.

The soap will now be available in three variants targeting the middle class users, which

form the lion’s share of the company’s consumers.

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CHAPTER – II

INDUSTRY PROFILE

Detergent is a material intended to assist cleaning. The term is sometimes used to differentiate between soap and

other surfactants used for cleaning. As an adjective pertaining to a substance, it (or "detersive") means "cleaning"

or "having cleaning properties"; "detergency" indicates presence or degree of cleaning property.

The term detergent by itself is sometimes used to refer specifically to clothing detergent, as opposed to

hand soap or other types of cleaning agents.

Plain water, if used for cleaning, is a detergent. Probably the most widely used detergents other than

water are soaps or mixtures composed chiefly of soaps. However, not all soaps have significant detergency

and, although the words "detergent" and "soap" are sometimes used interchangeably, not every detergent

is a soap. The term detergent is sometimes used to refer to any surfactant, even when it is not used for

cleaning. This terminology should be avoided as long as the term surfactant itself is available.

Component

Detergents, especially those made for use with water, often include different components such as:

Surfactants to 'cut' (Emulsify) grease and to wet surfaces

Abrasive to scour

Substances to modify pH or to affect performance or stability of other ingredients, acids for descaling or

caustics to break down organic compounds

Water softeners to counteract the effect of "hardness" ions on other ingredients

oxidants (oxidizers) for bleaching, disinfection, and breaking down organic compounds

Non-surfactant materials that keep dirt in suspension

Enzymes to digest proteins, fats, or carbohydrates in stains or to modifyfabric feel

Ingredients that modify the foaming properties of the cleaning surfactants, to either stabilize or counteract

foam

Ingredients to increase or decrease the viscosity of the solution, or to keep other ingredients in solution, in

a detergent supplied as a water solution or gel

Ingredients that affect aesthetic properties of the item to be cleaned, or of the detergent itself before or

during use, such as optical brighteners, fabric softeners, colors, perfumes, etc.

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Ingredients such as corrosion inhibitors to counteract damage to equipment with which the detergent is

used

Ingredients to reduce harm or produce benefits to skin, when the detergent is used by bare hand on

inanimate objects or used to clean skin

Preservatives to prevent spoilage of other ingredients Sometimes materials more complicated than mere

mixtures of compounds are said to be detergent. For instance, certain foods such as celery are said to be

detergent or detersive to teeth.

Types

There are several factors that dictate what compositions of detergent should be used, including the

material to be cleaned, the apparatus to be used, and tolerance for and type of dirt. For instance, all of the

following are used to clean glass. The sheer range of different detergents that can be used demonstrates

the importance of context in the selection of an appropriate glass-cleaning agent:

a chromic acid solution—to get glass very clean for certain precision demanding purposes such as

analytical chemistry

a high-foaming mixture of surfactants with low skin irritation—for hand washing of dishware in a sink or

dishpan

any of various non-foaming compositions—for dishware in a dishwashing machine

other surfactant-based compositions—for washing windows with a squeegee, followed by rinsing

an ammonia-containing solution—for cleaning windows with no additional dilution and no rinsing

ethano l or methanol in windshield washer fluid—used for a vehicle in motion, with no additional dilution

glass contact lens cleaning solutions, which must clean and disinfect without leaving any eye-harming

material that would not be easily rinsed

History of Detergent

The earliest detergent substance was undoubtedly water; after that, oils, abrasives such as wet sand, and

wet clay. The oldest known detergent for wool-washing is stale (putrescent) urine. Other detergent

surfactants came from saponin sand ox bile. The detergent effects of certain synthetic surfactants were

noted in 1913 by A. Reychler, a Belgian chemist. The first commercially available detergent taking

advantage of those observations was Nekal, sold in Germany in 1917, to alleviate World War I soap

shortages. Detergents were mainly used in industry until World War II. By then new developments and the

later conversion of USA aviation fuel plants to produce tetrapropylene, used in household detergents,

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caused a fast growth of household use, in the late 1940s. In the late 1960s biological detergents,

containing enzymes, better suited to dissolve protein stains, such as egg stains, were introduced in the USA

by Procter & Gamble.

Indian detergent market

The first companies to manufacture detergents in India were HLL and Swastik. HLL test marketed Surf

between 1956 and 1958 and began manufacturing it from 1959. Swastik launched Det, a white detergent

powder, in 1957.

By 1960, Det had made rapid inroads in eastern India. Surf, a blue detergent powder, became the national

market leader with dominant positions in the west, north and south.

In the early 1960s, the total volume of detergents manufactured in India grew from around 1600 tonnes to

8000 tonnes. HLL dominated the market with a share of almost 70 % compared to Det's 25%. In 1966,

another player entered the fray. Tata Oil Mills Company (TOMCO)2 launched its detergent powder 'Magic'.

In 1973, TOMCO introduced 'Tata's Tej' in the low-priced segment. TOMCO unveiled another economy

detergent powder called OK in 1977.

Important inventions over the years of the history of detergents

1950s

Liquid laundry, hand dishwashing and all-purpose cleaning products

Automatic dishwasher powders

Detergent with oxygen bleach

Fabric softeners (rinse-cycle added)

1960s

http://www.icmrindia.org/CaseStudies/catalogue/Marketing1/Detergent%20Wars%20in%20India-Marketing.htm#b2%23b2

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Laundry powders with enzymes

Prewash soil and stain removers

Enzyme presoaks

1970s

Fabric softeners (sheets and wash-cycle added)

Multifunctional products (e.g., detergent with fabric softener)

Liquid hand soaps

1980s

Automatic dishwasher liquids

Detergents for cooler water washing

Concentrated laundry powders

1990s

Ultra (super concentrated) powder and liquid detergents

Automatic dishwasher gels

Ultra fabric softeners

Laundry and cleaning product refills

Indian Market

The Indian laundry market is estimated to be Rs 5,000 crore in size

Making India world’s third largest detergents market.

Detergent bars comprise 43 per cent of the total market and detergent powders comprise the

balance 57 per cent.

However, the detergent bar market is shrinking in India

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Detergent Brands

Ghari

Various Products offered by Ghari are:

Ghari Detergent Powder

This product created a marketing miracle, when introduced in the domestic marketplace. when the

detergents were priced so exorbitantly that for most of the Indians, it was a luxury item. Ghari envisioned

the vast Fabric Wash market segment and sensed a tremendous potential therein. This product was priced

at almost one third to that of the competitor brands, resulting into instant trial by the consumers. Owing

to its unique environment-friendly, phosphate-free formulation, the consumers became loyal to this

brand, helping it to over-take the decades’ old brands, in terms of volumes. This brand had been ranked as

the “Most widely distributed detergent powder brand in India” as per All India Census of Retail Outlets

carried out in 435 urban towns by the AIMS (Asian Information Marketing & Social) Research agency

[Brand Equity - The Economic Times, March 11, 1997]. As per the ORG-MARG Rural Consumer

Panel [December 1998] survey, Gmail brand has been ranked as highest in terms of penetration in

washing powder category [BT Rural Market Watch, Business Today, June 22, 1999].

WHEEL

Wheel - your smart laundry choice

The largest laundry brand in Bangladesh, Wheel has always been focused in making laundry a pleasurable

and delightful experience for the housewives. Based on its years of understanding of its consumers and

huge experience in laundry, Wheel has been continually improving its formulation and form to suit the

modern day users. Different formats and pack sizes of Wheel has been designed to cater to the

requirements of users with different family sizes, laundry requirements and income groups.

Wheel Laundry Soap

Wheel Laundry Soap has a perfect formulation that not only gives great clean, but also is gentle to

both hand and cloth. The soap comes in individual shrink wrap designed to ensure that the

consumers receive a fresh soap with great lemon fragrance. The improved formulation of Wheel

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Laundry Soap also helps the users to wash more number of clothes than the traditional ball

soap.

Wheel Washing Powder

A dominant market leader in the detergent segment, Wheel Washing Powder is known for its great

cleaning ability with minimum effort. The superior formulation of Wheel Washing Powder is

enhanced with the power of lemon, which not only removes the tough dirt in your cloth, but also

leaves a pleasant lemon fresh fragrance well after washing. The convenience provided by Wheel

Washing Powder has relieved many housewives from the laborious laundry process of the tradional

Ball Soaps.

ARIEL

Ariel is a marketing line of laundry detergents made by Procter & Gamble. It is the flagship brand

in Procter & Gamble's European,Mexican, Japanese, Brazilian, Peruvian, Turkish, Filipino,

and Venezuelan portfolios.

Ariel first appeared on the UK market circa 1968 and was the first detergent with stain-removing

enzymes. It was a high-sudsing powder designed for twin-tub and top-loading washing machines.

With the rise in popularity of automatic front-loading washing machines, a suitable low-suds

variant was launched in the early 1970s. The mid-eighties saw the range expanding to encompass

liquid detergent and compact powder.

The compact powder was originally known as "Ariel Ultra"; and was subsequently reformulated

into the nineties as "Ariel Futur". This was possibly in response to Unilever's launch of the

ultimately doomed "Persil Power", which was seen to damage clothes. Compact powders never

http://en.wikipedia.org/wiki/Persil_Power

http://en.wikipedia.org/wiki/Unilever

http://en.wikipedia.org/wiki/Washing_machine

http://en.wikipedia.org/wiki/UK

http://en.wikipedia.org/wiki/Venezuela

http://en.wikipedia.org/wiki/Philippines

http://en.wikipedia.org/wiki/Turkey

http://en.wikipedia.org/wiki/Peru

http://en.wikipedia.org/wiki/Brazil

http://en.wikipedia.org/wiki/Japan

http://en.wikipedia.org/wiki/Mexico

http://en.wikipedia.org/wiki/Europe

http://en.wikipedia.org/wiki/Procter_%26_Gamble

http://en.wikipedia.org/wiki/Laundry_detergent

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proved popular in the UK; so when the tablet variant appeared in July 1999, the compact version

disappeared.

In 2003, Ariel brought out its quickwash action to its detergents, to allow consumers to be able to

do their laundry on a quickwash cycle.

In 2006, Ariel started its "turn to 30" campaign to inspire consumers to wash in cool water so that

energy can be saved.

Ariel launched a concentrated version of their liquid detergents named Ariel Power in the spring of

2008.

In October 2008, Ariel launched their new Excel Gel product which can be used in temperatures as

low as 15 degrees celsius. This product was launched under Ariel's "cold is the new hot" campaign.

SURF EXCEL

Launched in 1959 & first in Indian detergent powder mkt.

It was the first Fast Moving Consumer Goods (FMCG) for Detergent.

Surf was the first brand of detergent that was advertised on TV. It is advertised on more than

300 channels across the globe .

Introduced the concept of bucket wash to housewives who up till now used to washing

clothes with laundry soap bars.

Brand to set up a one-stop shop - called Care line - for people seeking solutions to their varied

laundry problems.

Surf Excel, launched in 1954, is one of the oldest detergent powders in India. Initially, the

brand was positioned on the clear proposition of “washes whitest”.

Surf Excel underwent various changes in its Brand Communication; from ‘Lalitaji' to 'dhoondte

reh jaaoge' to 'jaise bhi daag ho, surf excel hai na', and is today communicated on the

platform of 'Dhaag achcha hai'.

2006 saw a unique marketing move from HLL.

Rin Supreme bar is being migrated to Surf Excel.

Right from ‘Lalitaji’, representative of the true-blue cost-conscious Indian woman, till the

inspiring storyboards of today, Surf Excel has done it all and in style!

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HLL to revise Surf Excel pricing - A change in the pricing strategy for HLL Surf Excel brand,

which dominates the Rs 5,000 crore detergent powder market, seems to be on the cards.

HLL is now reworking the Surf Excel strategy by moving away from positioning the brand on

functional benefits, to building an emotional connect

Price Index Size Market growth TO NEAREST COMPETITOR

Unilever brand Relative share

PREMIUM 15% ++ Surf Excel 2.4

MID-PRICED 25% ++ RIN 1.8

MASS 60% + Wheel 1.4

TIDE

Tide is the name of a popular laundry detergent in the market of Canada, the United States and

other countries.

It is manufactured by Procter & Gamble.

First introduced in test marketed in 1946 with national distribution reached in 1949

Tide is the World’s Oldest & Most Trusted Detergent brand and is the Market Leader in 23

Countries around the world.

The brand regularly introduces new products and technologies to beat the laundry blues

Launched in India in mid-2000

It gives outstanding whiteness due to its anti redeposition global technology

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Anti-redeposition Agents help keep soils from re-settling on clothes after they have been removed

during the wash itself

It offers solution to virtually any stain

The brand in India being a relatively new entry has only two types of products namely Tide

detergent and Tide bar

Tide detergent is available in India in packs of 200 gm, 500 gm, 1 kg, 2 kg and 20 gm single use

sachet.

Tide bar is available in 75gm,125gm,200gm bars.

Fighting Competition

• The latest move comes in the wake of the high profile launch of Tide detergent bar.

• Tide and Ariel always created problems for Surf and Rin. The migration of Rin Supreme bar to Surf

Excel bar is aimed at countering Tide.

• HLL has announced a drastic reduction in price by Rs 20 per kilo on Surf Excel, its premium

detergent brand, making it cheaper than competing brand Ariel from Procter & Gamble (P&G).

price cut, from Rs 155 to Rs 135 per kg.

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CHAPTER – III

INTRODUCTION

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

relatively recent term since in previous centuries the jobs available to a particular person

were often predetermined by the occupation of that person’s parent. There are a variety of

factors that can influence a person’s level of job satisfaction. Some of these factors

include the level of pay and benefits, the perceived fairness o the promotion system within

a company, the quality of the working conditions, leadership and social relationships, the

job itself (the variety of tasks involved, the interest and challenge the job generates, and

the clarity of the job description/requirements).

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The happier people are within their job, the more satisfied they are said to be. Job

satisfaction is not the same as motivation, although it is clearly linked. Job design aims to

enhance job satisfaction and performance methods include job rotation, job enlargement

and job enrichment. Other influences on satisfaction include the management style and

culture, employee involvement, empowerment and autonomous workgroups. Job

satisfaction is a very important attribute which is frequently measured by organizations.

The most common way of measurement is the use of rating scales where employees

report their reactions to their jobs. Questions relate to relate of pay, work responsibilities,

variety of tasks, promotional opportunities the work itself and co-workers. Some

questioners ask yes or no questions while others ask to rate satisfaction on 1 – 5 scale

9where 1 represents “not all satisfied” and 5 represents “extremely satisfied”).

Definitions

Job satisfaction has been defined as a pleasurable emotional state resulting from

the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s

job. Weiss (2007) has argued that job satisfaction is an attitude but points out that

researchers should clearly distinguish the objects of cognitive evaluation which are affect

(emotion), beliefs and behaviors. This definition suggests that we from attitudes towards

our jobs by taking into account our feelings, our beliefs, and our behaviors.

Affect Theory

Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job

satisfaction model. The main premises of this theory is that satisfaction is determined by a

discrepancy between what one wants in a job and what one has in a job. Further, the

theory states that how much one values a given facet of work (e.e. the degree of

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autonomy in a position) moderates how satisfied/dissatisfied one becomes when

expectations are/are not met. When a person values a particular facet of a job, his

satisfaction is more greatly impacted both positively (when expectations are met) and

negatively (when expectations are not met), compared to one who does not value that

facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is

indifferent about autonomy, then Employee A would be more satisfied in a position that

offers a high degree of autonomy compared to Employee B. this theory also states that

too much of a particular facet will produces stronger feelings of dissatisfaction the more a

worker values that facet.

Dispositional Theory

Another well known job satisfaction theory is the Dispositional Theory. It is a very

general theory that suggests that people have innate dispositions that cause them to have

tendencies toward a certain level of satisfaction, regardless of one’s job. This approach

became a notable explanation of job satisfaction in light evidence that job satisfaction

tends to be stable over time and across careers and jobs. Research also indicates that

identical twins have similar levels of job satisfaction.

A significant model that narrowed the scope of the Dispositional Theory was the

core Self-evaluations Model, proposed by Timorthy A. Judge in 1998. Judge argued that

there are four Core Self-evaluations that determine one’s disposition towards job

satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This

model states that higher levels of self-esteem (the value one places on his self) and

general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction.

Having an internal locus of control (believing one has control over her/his own life, as

opposed to outside forces having control) leads to higher job satisfaction. Finally, lower

levels of neuroticism lead to higher job satisfaction.

Two – Factor Theory (Motivation – Hygiene Theory)

Fredrick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory)

attempts to explain satisfaction and motivation in the workplace. This theory states that

satisfaction and dissatisfaction are driven by different factors motivation and hygiene

factors, respectively. Motivating factors are those aspects of the job that make people

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want o perform, and provide people with satisfaction. These motivating factors are

considered to be intrinsic to the job, or the work carried out. Motivating factors include

aspects of the working environment such as pay, company policies, supervisory practices,

and other working conditions.

While Herzberg’s model has stimulated much research, researchers have been

unable to reliably empirically prove the model, with Hackman & Oldham suggesting that

Herzberg’s original formulation of the model may have been a methodological artifact.

Furthermore, the theory does not consider individual differences, conversely predicting all

employees will react in an identical manner to changes in motivating/hygiene factors.

Finally, the model has been criticised in that it does not specify how motivating/hygiene

factors are to be measured.

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Measuring Job Satisfaction

There are many methods for measuring job satisfaction. By far, the most common

method for collecting data regarding job satisfacting is the Likert scale (named after

Rensis Likert). Other less common methods of for gauging job satisfaction include:

Yes/No questions, True/False questions, point systems, checklist, forced choice answers.

The Job Descriptive Index (JDI), created by smith, Kendall, & Hulin (1969), job

satisfaction that has been widely used. It measures one’s satisfaction in five facets: pay,

promotions and opportunities, coworkers, supervision, and the work itself. The scale is

simple, participants answer either yes, no, or decide in response to whether given

statements accurately describe one job.

The Job in General Index is an overall measurement of job satisfaction. It was an

improvement to the job Descriptive Index because the JDI focused too much on individual

facets and not enough on work satisfaction in general.

1.1 Objective of the study

The objective of the study is as follows

To assess the satisfaction level of employees in orient glass pvt ltd.

To identify the factors which influence the job satisfaction of employees.

To identify the factor which improves the satisfaction level of employees.

To know the employee satisfaction towards the facilities.

To offer valuable suggestions to improve the satisfaction level of employees.

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1.2 Scope of the study

This study emphasis in the following scope:

To identify the employees level of satisfaction upon that job.

This study is helpful to that organisation for conducting further research.

It is helpful to identify the employer’s level of satisfaction towards welfare measure.

This study is helpful to the organization for identifying the area of dissatisfaction of

job of the employees.

This study helps to make a managerial decision to the company.

1.3 Research Methodology

Research methodology is the systematic way to solve the research problem. It

gives an idea about various steps adopted by the researcher in a systematic manner with

an objective to determine various manners.

1.3.1 Research Design

A research design is considered as the framework or plan for a study that guides

as well as helps the data collection and analysis of data. The research design may be

exploratory, descriptive and experimental for the present study. The descriptive research

design is adopted for this project.

1.3.2 Research Approach

The research worker contacted the respondents personally with well-prepared

sequentially arranged questions. The questionnaire is prepared on the basis of objectives

of the study. Direct contract is used for survey, i.e., contacting employees directly in order

to collect data.

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1.3.4 Sample size

The study sample constitutes 100 respondents constituting in the research area.

1.3.5 Sampling Area

The study is conducted in employees of Ghari Industries pvt ltd.

1.3.6 Sampling Design

The researcher has used probability sampling in which stratified random

sampling is used.

1.3.7 Collection of Data

Most of the data collected by the researcher is primary data through personal

interview, where the researcher and the respondent operate face – to – face.

1.3.8 Research Instrument

The researcher has used a structured questionnaire as a research instrument tool

which consists of open ended questions, multiple choice and dichotomous questions in

order to get data. Thus, Questionnaire is the data collection instrument used in the study.

All the questions in the questionnaire are organized in such a way that elicit all the

relevant information that is needed for the study

1.3.9 Statistical Tools

The statistical tools used for analyzing the data collected are percentage method,

chi square, bar diagrams and pie diagrams.

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1.3.10 Analysis of Data

The data are collected through survey and books, reports, newspapers and internet

etc., the survey conducted among the employees of Ghari Industries Pvt ltd. The data

collected by the researcher are tabulated and analyzed in such a way to make

interpretations.

Various steps, which are required to fulfill the purpose, i.e., editing, coding, and

tabulating. Editing refers to separate, correct and modify the collected data. Coding refers

to assigning number or other symbols to each answer for placing them in categories to

prepare data for tabulation refers to bring together the similar data in rows and columns

and totaling them in an accurate and meaningful manner

The collected data are analyzed and interrupted using statistical tools and

techniques.

1.4 Research period

The research period of the study has from 1st June to July 15th 2011 having 6

weeks of duration.

1.5 Limitations of the study

The survey is subjected to the bias and prejudices of the respondents. Hence

100% accuracy can’t be assured.

The researcher was carried out in a short span of time, where in the researcher

could not widen the study.

The study could not be generalized due to the fact that researcher adapted

personal interview method.

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CHAPTER - IV

DATA ANALYSIS AND INTERPRETATION

The data after collection is to be processed and analyzed in accordance with the

outline and down for the purpose at the time of developing research plan.

Technically speaking, processing implies editing, coding, classification and

tabulation of collected data so that they are amenable to analysis. The term analysis

refers to the computation of certain measures along with searching for pattern groups.

Thus in the process of analysis, relationship or difference should be subjected to

statistical tests of significance to determine with what validity data can be said to indicate

any conclusions.

The analysis of data in a general way involves a number of closely related operations,

which are performed with the purpose of summarizing the collected data and organizing

them in such a manner that they answer the research questions. In this study the

researcher followed above process carefully and it is presented in this chapter

26

Table 4.1 – To know the department in which employees are belongs to

So

urc e:

survey data

Inference:

From the above table it shows that 35% of employees are belongs to

production department.

SI.

No.Department No. of Respondents Percentage

1. Mechanical 30 30

2. Electrical 25 25

3. Production 35 35

4. Others 10 10

Total 100 100

27

FIGURE 4.1

REPRESENTS THE DEPARTMENT

28

Table 4.2 – To know working experience of the employees

So

urc e:

survey data

Inference:

From the above table it shows that 34% of the employees have 4 – 6 years

experience.

SI.

No.Work Experience No. of Respondents Percentage

1. Below 2 years 13 13

2. 2 – 4 years 30 30

3. 4 – 6 years 34 34

4. Above 6 years 23 23

Total 100 100

29

FIGURE 4.2

REPRESENTS THE EXPERIENCE OF THE EMPLOYEES

30

Table 4.3 – To know the physical working environment

Source: survey data

Inference:

From the above table it shows that 57% of the employees were feeling good

about the working environment.

SI.

No.Working Environment No. of Respondents Percentage

1. Excellent 12 12

2. Good 57 57

3. Fair 28 28

4. Poor 3 3

5. Very Poor 0 0

Total 100 100

31

FIGURE 4.3

REPRESENTS THE PHYSICAL WOKING ENVIRONMENT

32

Table 4.4 – To know the satisfaction level of employees towards the non-monitory benefits

SI.

No.

Non-Monitory Benefits offered

to EmployeesNo. of Respondents Percentage

1. Highly satisfied 14 14

2. Satisfied 54 54

3. Neither Satisfied nor Dissatisfied 25 25

4. Dissatisfied 5 5

5. Highly Dissatisfied 2 2

Total 100 100

Source: survey data

Inference:

From the above table it shows that 54% of the employees were satisfied

towards the non-monitory benefits.

33

FIGURE 4.4

REPRESENTS THE SATISFACTION LEVEL OF EMPLOYEES TOWARDS THE NON-

MONITORY BENEFITS

34

Table 4.5 – To know the satisfaction level of respondents towards the work

assigned

S

o u

r c

e :

survey data

Inference:

From the above table it shows that 45% of the respondents were satisfied

towards the work assigned.

SI.

No.Amount of Work No. of Respondents Percentage


2. Satisfied 45 45


4. Dissatisfied 18 18


Total 100 100

35

FIGURE 4.5

REPRESENTS THE SATISFACTION LEVEL OF RESPONDENTS TOWARDS

THE WORK ASSIGNED

36

Table 4.6 – Opinion about the career development programme in their organisation

S

o u

r c

e :

survey data

Inference:


with the opinion about the carrier development programme in their organisation.

SI.

No.Career Development No. of Respondents Percentage


2. Satisfied 56 56




Total 100 100

37

FIGURE 4.6

REPRESENTS OPINION ABOUT THE CAREER DEVELOPMENT PROGRAMME

IN THEIR ORGANISATION

38

Table 4.7 – To know the cooperation of co-workers

S

o ur

ce :

survey data

Inference:


with the cooperation of co-workers.

SI.

No.Co-operation of Workers No. of Respondents Percentage


2. Satisfied 66 66


4. Dissatisfied 3 3


Total 100 100

39

FIGURE 4.7

REPRESENTS THE COOPERATION OF CO-WORKERS

40

Table 4.8 – To know the satisfaction of Respondents with top management

S

o u

r c

e :

survey data

Inference:


with the top management.

SI.

No.

Satisfaction with Top

Management

No. of

Respondents

Percentag

e


2. Satisfied 51 51


3. Dissatisfied 6 6


Total 100 100

41

FIGURE 4.8

REPRESENTS THE SATISFACTION OF RESPONDENTS WITH TOP

MANAGEMENT

42

Table 4.9 – To know the satisfaction of Respondents with their subordinates

S

o u

r c

e :

survey data

Inference:


with their subordinates.

SI.

No.Satisfaction with Subordinates No. of Respondents Percentage


2. Satisfied 67 67


4. Dissatisfied 7 7


Total 100 100

43

FIGURE 4.9

REPRESENTS THE SATISFACTION OF RESPONDENTS WITH THEIR

SUBORDINATES

44

Table 4.10 – To know the level of satisfaction regarding nature of job

S

o ur

ce :

survey data

Inference:


with their job.

SI.

No.

Job Satisfaction No. of

Respondents

Percentag

e


2. Satisfied 56 56


4. Dissatisfied 7 7


Total 100 100

45

FIGURE 4.10

REPRESENTS THE LEVEL OF SATISFACTION REGARDING THE NATURE OF

JOB

46

Table 4.11 – To know whether there is any job pressure in their work

So

urc e:

survey data

Inference:

From the above table it shows that 72% of employees said there is job

pressure in their work.

SI.

No.

Job Pressure No. of Respondents Percentage

1. Yes 72 72

2. No 28 28

Total 100 100

47

FIGURE 4.11

REPRESENTS WHETHER THERE IS ANY JOB PRESSURE IN THEIR WORK

48

Table 4.12 – To know the opinion regarding opportunity provided by the organisation in developing skills &

talents

SI.

No.Development of Skills and Talents No. of Respondents Percentage

1. Highly Agree 12 12

2. Agree 52 52

3. Neither Agree nor Disagree 28 28

4. Disagree 6 6

5. Highly Disagree 2 2

Total 100 100

Source: survey data

Inference:

From the above table it shows that 52% of employees agreed regarding

opportunity provided by the organisation in developing skills & talents.

49

FIRGURE 4.12

REPRESENTS THE OPPORTUNITY PROVIDED BY THE ORGANISATION IN

DEVELOPING SKILLS & TALENTS

50

Table 4.13 – To know the satisfaction level of welfare facilities provided by the

management

S

o ur

ce :

survey data

Inference:


with the welfare facilities provided by the management.

SI.

No.

Welfare Facilities No. of

Respondents

Percentag

e


2. Satisfied 57 57


4. Dissatisfied 5 5

5 Highly Dissatisfied 0 0

Total 100 100

51

FIGURE 4.13

REPRESENTS THE SATISFACTION LEVEL OF WELFARE FACILITIES PROVIDED

BY THE MANGEMENT

52

Table 4.14 – To know the employee satisfaction towards the salary

So

urc e:

survey data

Inference:


with their salary.

SI.

No.

Payment Satisfaction No. of Respondents Percentage

1. Yes 67 67

2. No 33 33

Total 100 100

53

FIGURE 4.14

REPRESENTS THE SATISFACTION TOWARDS THE SALARY

54

Table 4.15 – To know the employees willingness to continue

So

urc e:

survey data

Inference:

From the above table it shows that 59% of the employees were willing to

continue in this organisation.

SI.

No.

Willingness to Work No. of Respondents Percentage

1. Yes 59 59

2. No 41 41

Total 100 100

55

FIGURE 4.15

REPRESENTS THE EMPLOYEES WILLINGNESS TO CONTINUE

56

Table 4.16 – To know the opinion about company’s policy and practices

So

urc e:

survey data

Inference:

From the above table it shows that 47% of the employees were feels good

about the company policy and practices.

SI.

No.

Company’s Policy and

Practices

No. of Respondents Percentage

1. Excellent 13 13

2. Very Good 23 23

3. Good 47 47

4. Bad 12 12

5. Very Bad 5 5

Total 100 100

57

FIGURE 4.16

REPRESENTS THE OPINION ABOUT COMPANY POLICY AND PRACTICES

58

Table 4.17 – To know the company’s promotion policy

S

o ur

ce :

survey data

Inference:


about the company’s promotion policy.

SI.

No.Company’s Promotion Policy

No. of

Respondents

Percentag

e

1. Highly Satisfied 14 14

2. Satisfied 57 57


3. Dissatisfied 7 7


Total 100 100

59

FIGURE 4.17

REPRESENTS THE COMPANY’S PROMOTION POLICY

60

Table 4.18 – To know the overall job satisfaction

S

o ur

ce :

survey data

Inference:

From the above table it shows that 30% of the employees were satisfied in

their over all job satisfaction.

SI.

No.Overall Job Satisfaction

No. of

Respondents

Percentag

e

1. Highly Satisfied 22 22

2. Satisfied 30 30




Total 100 100

61

FIGURE 4.18

REPRESENTS THE OVERALL JOB SATISFACTION

62

CHI-SQUARE METHOD

The chi square test is one of the simplest and most widely used non-

parametric tests in statistical work. As a non-parametric test it can be used to determine if

categorical data shows dependency or the two classifications are independent. It can also

be used to make comparisons between theoretical population and actual data when

categories are used.

n

Chi square, χ²= ∑ (O-E) ² / E

i =1

Where, O= observed frequency

E= expected frequency

63

OBSERVED FREQUENCY

Table 4.19 shows the relationship between the department and the job satisfaction

Over All

Job

Satisfactio

n

Highly

SatisfiedSatisfied

Neither

Satisfied

nor

Dissatisfied

DissatisfiedHighly

Dissatisfied

Sub

Total

Mechanical 5 6 14 3 2 30

Electrical 6 8 6 3 2 25

Production 9 13 7 4 2 35

Others 2 3 2 2 1 10

Sub Total 22 30 29 12 7 100

64

EXPECTED FREQUENCY

Over All

Job

Satisfaction

Highly

Satisfie

d

Satisfied

Neither

Satisfied

nor

Dissatisfied

DissatisfiedHighly

Dissatisfied

Sub

Total

Mechanical 7 8 9 4 2 30

Electrical 5 8 7 3 2 25

Production 8 11 10 4 2 35

Others 2 3 3 1 1 10

Sub Total 22 30 29 12 7 100

Null Hypothesis (Ho)

There is no significant difference between the department and the job satisfaction.

Alternative Hypothesis (Ho)

There is significant difference between the department and the job satisfaction.

Job Satisfaction Project Report

Documents

research design

detergent industry

indian market

market share

age group

qualitative research

detergents industry

research work