CIMDR,Sangli Shivaji University,Kolhapur

CIMDR,Sangli Shivaji University,Kolhapur

Chapter IIntroduction To Study1.1 Job satisfaction-Usually a human being spent a major part of his/her life in the organization or he works to earn the money. Work is a social reality and social expectations to which men seem to conform. It not only provides states to the individual but also binds him to society. The nature and significance of work is an important aspect of the study. The term job satisfaction was brought to limelight by Hoppok. According to him, job satisfaction is the combination of psychological, physiological and environmental circumstances that cause a person to truthfully say I am satisfied with job. Job satisfaction is the end filling of a person after performing a task. To the extent that a persons job fulfills his dominant needs and in consistent with his expectations and values, the job will be satisfying. the feeling would be positive or negative depending upon whether need is satisfying or not.

Definition of job satisfaction

Job satisfaction is the amount of pleasure or contentment associated with a job. If you like your job instantly, you will experience high satisfaction. . If you dis like your job instantly, you will experience job dissatisfaction-Andrew J. Dubrin Job satisfaction is a set of favourable or un favourable feeling with which employees view their work.-Keith Davis & J.N. Newshru.1. Job satisfaction refers to the degree to which a job satisfied the needs and expectations of the job holder.2. Job satisfaction influences work behaviour and performance of a person.3. Several factors related to the job holder and his work environment determine job satisfaction.4. Need fulfilment, Equity, Tow Factor, Discrepancy and Other theories have been developed to explain job satisfaction.1.2 Objectives 1) To study the Job Satisfaction of management in various determinants like job content, occupational level, pay and promotion, work group and supervision of Swabhimani Agro Products Producer Co. Ltd., Jaysingpur. 2) To know the satisfactory level of the employees in the Swabhimani Agro Products Producer Co. Ltd., Jaysingpur. 3) To make suggestion for better job satisfaction of Swabhimani Agro Products Producer Co. Ltd., Jaysingpur. 1.3 Scope of the study-Although we might not be able to say that A happy workers is more productive, it might be true that happy organizations are more productive Scope of the study is limited with the organisation. The study made on the topic of Job Satisfaction will reveal the factor of feelings of employees. This report is useful to the management of the company to know the satisfaction levels of employees and they can take measures to increase productivity. 1.4 Limitations of the study- Time is one of the major constraints during the project work. The study is conducted only on 61 employees in Swabhimani Agro Products Producer Company Ltd. Due to the limitation of the time, the research could not be made more detailed. The employees of organisation did not give direct response to some questions due to some restriction. Respondents had marked the answers in questionnaires, which may be socially incorrect irrespective of their actual feelings.

1.5Research methodology-Study is based on questionnaire, personal visits and discussions with management officials, records, manuals files and organisation profile are studied to collect detailed data. The necessary data was collected from both sources, that is,-1} Primary data2} Secondary data1. Primary data-In this, study primary data collected in decrepitly and qualitatively. The following methods are used to collect primary data- Questionnaire method Discussions with management Personal talks with employees directly.2. Secondary data-The secondary data is nothing but indirect way of collecting related information. Secondary data was collected from annual, reports, magazines, internet, books etc.

CHAPTER IICompany Profile2.1 Introduction: The Swabhimani Agro Products Producer Co. Ltd Udgaon has been formed in June 2009 by local farmers from Shirol, Hatkanangale and Miraj Taluka of Sangli and Kolhapur District under the guidance of their dynamic chairman Shri. Devappa Anna Shetti (Raju) renowned social worker who is a mass leader of the thousands of Sangli and Kolhapur district of western Maharashtra. The main objective of this producer company is to collect the available milk from the above area to process it and making various products from it like The other objective of the company is to encourage the member farmers to increase the milk production in future so that this dairy plant will have sufficient milk which will be collected, process and dispatched to the various markets directly from the company. The company is primarily engaged in the business of procurement of milk and after processing trading the same in local as well as nearby market. Presently it is collecting more than 50000 liters of milk a day from around more than 279 collection centers and marketing the same in local market, southern and western Maharashtra, north Karnataka, Goa etc. The company is selling this milk under its brand name Swabhimani. The company has registered its own brand, trade mark, patent with various authorities. Off late it has also entered into the manufacturing of by products like Shrikhand, Amrakhand, Lassi, Ghee etc.

2.2 OBJECTIVES OF ORGANIZATION:As mentioned above the SWABHIMANI Dairy is popular in Kolhapur dist. There is good demand of SWABHIMANI milk and milk product in the market.1. The customer giving good quality milk and milk products at reasonable rates and at suitable places. To increase customer satisfaction level. 1. To give maximum rate to milk suppliers & to increase sales.1. To think about the benefit of farmers.1. To improve quality of Swabhimani milk and milk products. This has resulted in increasing the demand for Swabhimani milk and milk products day by day.1. To increase market share of the milk and milk products.1. To give opportunity to workers for studying dairy technology, etc. 1. Better price for milk suppliers & farmers. 2.3 MISSION, ACHIEVEMENT:1. MISSION1. The main objective is to customer satisfaction and its aim at the excellence in very thing. 1. Long time quality control and give good service.

1. ACHIEVEMENT In short period SAPPCL has reached 50,000 LPD. Milk collection from rural areas. Also milk collection in 2011-2012 1. God No. 99 Swabhimani milk procurement, Diegraj. 309939 liter1. God No. 85 - Swabhimani milk procurement, Udgaon. 305331 liter1. God No. 108 Swabhimani milk procurement, Dhugon. 242772 liter1. God No. 158 Swabhimani milk procurement, Shirati. 208041 liter1. God No. 13 - Swabhimani milk procurement, Gaurvad. 204360 liter1. God No. 80 Swabhimani milk procurement, Bhramnal. 181940 liter1. God No. 60 Swabhimani milk procurement, Kothali. 177171 liter

2.4Board of Directors:NamePosition

Shri.Devappa Anna shitty (Raju)Chairman

Dr. Shri.Subhash Baburao adandeCEO

Shri.Annaso Dadu ChouguleDirector

Shri.Anil Balu MadnaikDirector

Shri. Ulhas Sambhajirao PatilDirector

Shri .Adinath Balu HemgireDirector

Shri Dasharath Aappanna GatageDirector

Shri. Bhagwan Vilas KateDirector

Shri.Vimlanath Tavannppa ChouguleDirector

Shri .Shrikhant Dadu BhagateDirector

Shri .Mahaveer Rayappa AkooleDirector

Shri.Vipin Vijay KhadeDirector

Shri.Ramchandra verupaksh fulareDirector

Shri.Shmsuddin Nuruddi PatelDirector

Shri.Sagar Dattatray Magdum Director

Shri.Ashok Baburao Magdum Director

2.5 Product department:Swabhimani agro product producer co. Ltd is daily collect 63,000 litters milk from society. Hear bedfellow and cow both type of milk have collect facility, organisation has manually collection process system. The after completing production target (up to 20,000 kg) the exes milk were supply to another party, in the organisation have automatic &semi-automatic machineries for processing. Marketing department:Swabhimani agro product producer co. Ltd have their good consumer relationship. The pricing policy is organisation is purchase as per good quality sign and keep market price are lower than other competitive brands. Simply the organisation provides their qualitative products in satisfied prise to consumer. For incensement of organisation output it uses effective advertisement strategy and distribution channels.Channels of distribution-Milk purchase collection process storage packing dealers Retailer consumers.SALES DEPARTNENT:SWABHIMANI AGRO PRODUCTS PRODUCE COMPANY LTD. Has started the marketing of milk in nearly cities & local areas also. They have well experienced marketing staff. The marketing officers are engaged in dairy touch to the market & customers. They contacts the with dealers & distributors in the market & tries to established the new market of milk & milk products. The sangh also expends. Some funds on advertisement of milk & milk products, such as danglers, stickers, wall-painting & other electronic media also. The quality of SWABHIMANI products is superior to the other brands so the sale & demand as milk & milk products is increasing rapidly.

2.6 PRODUCT PROFILE:1. 1. MILK- Swabhimani agro product producer co. Ltd. Provide swabhimani Milk is pure milk containing 3% Fat and 8.5% SNF. This is homogenized and pasteurized. Consistent right through, it gives you more cups of tea or coffee and is easily digestible. Available in 500 ml packets and 1ltr.

The present collection per day of Buffs milk 34,000 & Cow milk 24,000.1. MILK ANALYSIS :-1. CLR TEST :- ( correct lacto meter & reading )1. FAT TEST:-1. S.N.F. :- ( solid not fat )1. COB TEST :- (cot of boiling test )1. AICOHOI TEST :-1. SUGAR TEST :-1. SODA TEST :-

RAW MILK PROCEDURE PASTEURIZATION OF MILK

2. SHRIKHAND-Swabhimani agro product producer co. Ltd produce ultimate quality and also tasty shrikhand in 200 gm& 500g.

PROCESS OF SHRIKHAND Shrikhand can be made by form chakka & sugar1. Badam pista.1. Mango.1. CONTAINS : Chakka, Badam Pista, Sugar, welchi, nutmeg1. PACKAGING : 50gms, 100 Gms, 150gms, 250gms plastic cups & poly pouches also1. SHRIKHAND ANALYSIS : -1. Moisture1. AcidityProtein 1. AMRAKHAND - Swabhimaniamrakhand is a smooth sweet test and most liked by costumers product of organisation its available at 200gm, 500gm and 1 kg of packing. PROCESS OF AMRAKHAND 1. CONTENTS :- Sugar, Mango & Chakka.1. PACKING :- 250gms, 500gms, Plastic cups1. AMARAKHAND ANALYSIS :-1) Moisture:-similar to that of chakka.2) Acidity:-similar to that of chakka.3) Protein:-similar to that of chakka. 4. LASSI - PROCESS OF LASSI 1. CONTENTS :-Milk, Sugar syrup & permitted stabilizer.1. PACKING : - 200ml, 150ml etc.1. LASSI ANALYSIS :- 1) Acidity:-Similar to milk it comes to be 0.60 to 0.75. 2) Total Solids of Lassi: - 2gms of sample in per weighted is heating at 100c for 3 hrs.

SWEET: In sweets we have these following varieties like Khava, Basundi, Chakka, Shrikhand, and Amrakhand.All these products are making from milk added sugar.Other Products:curdswabhimani Curd made from pure milk. Its thick and delicious giving you all the goodness of homemade curds. Available in 200 grams and 500 grams packs.Butterswabhimani butter is rich smooth and delicious. swabhimani Butter is made out of fresh pasteurized cream. Rich taste, smooth texture and the rich purity of cows milk, makes any preparation a delicious treat. Available in 100 grams, 200grams and 500grams cartons both salted and unsalted.Ghee

A taste of purity, Nandini Ghee made from pure butter. It is fresh and pure with a delicious flavor. Hygienically manufactured and packed in a special pack to retain the goodness of pure ghee, having Shelf life of 6 months at ambient temperatures. Available in 200ml, 500ml, 1000ml

2.7 ORGANIZATION STRUCTURE OF SWABHIMANI AGRO PROODUCTS LTD. UDGAON.

Chairman

Board of Directors

Managing Director

HOD AccountsHOD Dairy H.R. Department

Tech-officer/Q.C.OSecurity staff/Clerk

OfficerOfficer

ClerkClerk Q.C. Staff

Clerks Labours L.S.SHOD-Procurement Officer HOD Marketing OfficerHOD Veterinary HOD Maintainance Electricians

ClerkClerks ClerksBoiler-operators/labors

Supervisors

Official logo and production site

CHAPTER IIITheoretical BackgroundJob Satisfaction: Concept of Job Satisfaction:- Job satisfaction is the end filling of a person after performing a task. To the extent that a persons job fulfills his dominant needs and in consistent with his expectations and values, the job will be satisfying. the feeling would be positive or negative depending upon whether need is satisfying or not. Job satisfaction is different from motivation and morale. Motivation refers to the willingness to work. Satisfaction, on the other hand, implies a positive emotional state. Moral implies a general attitude towards work and work environment. It is a group phenomenon where as a job satisfaction is an individual feeling.Job satisfaction may be considered a dimension of morale and morale could also be a source of satisfaction. Attitude are predis-position that make the individual behave in a particular way. Job satisfaction, on the contrary, is the end feeling which may influence subsequent behaviour. Thus, job satisfaction is an employees general attitude towards his job. Determinants Of Job Satisfaction:- The various factors influencing job satisfaction may be classified in to two categories;1. Environmental factors, and2. Personal factors.

1. Environmental Factors. These factors relate to the work environment, main among which are as follows;

i. Job Content: Herzberg suggested that job content in terms of achievement, recognition, advancement, responsibility and the work itself tend to provide satisfaction but their absence does not cause dissatisfaction. Where the job is less repetitive and there is variation in job content, job satisfaction tends to be higher. Specialisation increases repetitiveness leading to boredom and there is variety of tasks may not increase satisfaction unless the tasks from a unified integrated and meaningful whole.

ii. Occupational Level: The higher the level of the job in organisational hierarchy the greater the satisfaction of the individual. This is because position at higher levels are generally better paid, more challenging and provide greater freedom of operation. Such jobs carry greater prestige, self-control and need satisfaction. One study revealed that professional people were the most satisfied, followed by salaried workers and factory workers and factory workers were the most satisfied with their jobs.

iii. Pay and Promotion: All other things being equal, higher pay and better opportunities for promotion lead to higher job satisfaction.

iv. Work Group: Man is a social animal and likes to be associated with others interactions in the work group help to satisfy social and psychological need and, therefore, isolated workers tend to be dissatisfied. Job satisfaction is generally high when an individual is accepted by his peers and he has a high need for affiliation.

v. Supervision: Consideration supervision tends to improve job satisfaction of workers. A considerate supervisor takes personal interest in his subordinates and allows them to participate in the decision-making process. However, authoritarian people may be more satisfied under the supervision of high status and strongly directive leaders. Employee satisfaction from supervisory behaviour depends upon the influence which the supervisor exercise on his own superior.

1. Personal Characteristics:-Personal life exercises a significant influence on job satisfaction .The main elements of personal life are given bellow:

i. Age: Some research studies reveal positive correlation between age and job satisfaction. Workers in the advanced age group tend to be more satisfied probably because they adjusted with their job conditions. However, there is a sharp decline after a point perhaps because an individual aspires for better and more prestigious jobs in the later years of his life.

ii. 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.

iii. Education Level: Generally more educated employees tend to be less satisfied with their jobs probably due to their higher job aspirations. However, research does not yield conclusive relationship between these two variables.

Theories of Job Satisfaction:-

The main theoretical approaches to job satisfaction are as follows:1. Need fulfilment theory.2. Equity theory.3. Two factor theory.4. Discrepancy theory.5. Equity Discrepancy theory.

1. Need fulfilment theory:-

According to 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 satisfaction will vary directly with the extent to which those needs of an individual which can be satisfied are actually satisfied. Vroom views satisfaction in terms of the positively valued outcomes that a job provides to person. Thus, job satisfaction is positively related to the degree to which ones need are fulfilled. The fulfilment theory suffers from a major drawback. Satisfaction is a function of not only what a person receives but what he feels he should receive. What may satisfy one individual may not satisfy the other due to difference in their expectations. The strength of an individuals desire or his level of inspiration is an important determinant of job satisfaction. Thus, job satisfaction is a function of the degree to which the employees needs are fulfilled in the job situation.

2. Equity theory:-

Under this theory, it is believed that a persons job satisfaction depends upon his perceived equity is determined by his input-output balance in comparison with the input-output balance of others. E very individual compares his rewards with those of a reference group. If he feels his rewards are equitable in comparison with others doing similar work, he feels satisfied. Job satisfaction is thus a function of the degree to which job characteristics meet the desires of thee reference group. For example, one study of the effects of community features on job satisfaction revealed that workers living in a well to do neighbourhood felt less satisfied than those living in poor neighbourhood.

Perceived A Outcomes Actually Received

A = B Satisfaction A < B Dissatisfaction A > B Guilt DiscomfortPerceived Personal Input

Inputs of Perceived Comparison Others Perceived B Outcomes that should be receivedPerceived Outcomes of Comparison Others

Fig. Equity Theory Of Job Satisfaction.

Equity theory takes into account not only the needs of an individual but also the opinion of the reference group to which the individual looks for guidance.

3. Two Factors Theory:- Frederick 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 known as hygiene factors ( Company policy, administration, supervision, pay, working conditions, and interpersonal relations) act as dissatisfiers. Their absence causes dissatisfaction but their presence does not result in positive satisfaction. The other set of factors known as satisfiers ( achievement, advancement , recognition, work itself and responsibility ) lead to satisfaction.

4. Discrepancy theory:-

According to this theory job satisfaction depends upon what a person actually receives from his job and what he expects to receive. When the rewards actually received are less than the expected rewards it causes dissatisfaction. In the words of Locke, job satisfaction and dissatisfaction are functions of perceived relationship between what one wants from ones job and what one perceives it is actually offering. In other words, satisfaction is the difference between what one actually received and what he feels he should receive. this theory fails to reveal whether over satisfaction is or is not a dimension of dissatisfaction and if so, how does it differ from dissatisfaction arising out of the situation when received outcomes one feels he should receive.

A = B Perceived Satisfaction A< B Perceived Dissatisfaction A > BPerceived over Satisfaction Perceived B Outcome Received

Outcomes One Feels A He Should Received He Should Receive

Fig. Discrepancy Approach to Job Satisfaction.

5. Equity-discrepancy Theory:-

This is a combination of equity and discrepancy theories. Lawler has adopted the difference approach of discrepancy theory rather than the ratio approach of equity 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 difference between the outcomes that one perceives he actually received and outcomes that one feels he should receive in comparison with others. When the individual feels that what he actually received is equal to what he perceives he should receive there is satisfaction. Thus, an individuals reception of its reward is influenced by more than just the objective amount of the factor. Because of this psychological influence the same amount of reward often can be seen quite differently by two people, to one it can be a larger amount while to another person it be a small amount.

Perceived personal Job Inputs

Perceived Amount that should be Received

Perceived Inputs and outcomes of Difference Group

A = B SatisfactionA>B DissatisfactionA< B Guilt Inequity . Discomfort

Perceived Outcomes of Difference Group

Actual Outcomes ReceivedPerceived Amount Received

Fig. Determinants of Job Satisfaction. This model reveals that a persons perception of what he should receive is influenced by the inputs and outputs of others. If his inputs are similar to those of referent group but his outcomes are less he is likely to be more satisfied who perceive:a. their inputs are low;b. their jobs are less demanding;c. their reference group have less favourable input output balance;d. they are receiving a high outcome level; ande. their referent groups are receiving less output

6. Social Reference Group Theory:-

Reference group defines 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 persons reference group. In the other words, job satisfaction is a function of the degree to which the individual looks for guidance in evaluating the world and defining social reality. The social reference group theory is similar to the need fulfilment theory except that it takes into account not the desires, needs and interests of the given individual but rather the point of view and opinions of the groups to whom the individual looks for guidance. this theory is an incomplete explanation to the extent some people are independent of group opinions and group pressure.

CHAPTER IVData Analysis And InterpretationThe researcher has studied employees job satisfaction in Swabhimani agro products producer co. Ltd. various dimensions included are; job content, occupational level, pay and promotion, work group and supervision to conduct this study the questionnaire was prepared and get filled through 61 employees. These questionnaires are analyzed and presented as below;

Reward system for workers, supervisors, managers. 8.33% bonus & incentives in a year. Monitory and non-monitory schemes for motivation. Career planning for permanent employees 60years, for temporary employees 1-2 years and probable employees 1year career planning is provided. Canteen, washroom, guest room, dress, shoes, bags, rainy dress, mask, tea, medical facility are welfare schemes in organisation. Close or appropriate supervision style. Blood donate, bonus and loan for farmers, reward to farmers, medical facility to farmers buffaloes. Changes and innovation as per required. Conflicts resolved procedure is first give warning, then notice, next step is fine, and lastly dismiss the employees. Safety measures are health and safety norms, masks, hand glows, dress, mask, on the job training for new employees. 1-2 hours space available for lunch and breaks. Working hours at company is 8 hours.Shift timings: 10a.m.- 6p.m. General shift. 9p.m.-5.30a.m. first shift. 5.30a.m.-1p.m. second shift. 1p.m.-9a.m third shif

Recruitment Recruitment is made as per the cadre strength approved by Registrar of co-operatives. And they said cader strength is within the preview of co-operative act and rules. Reservation policies of the government are being followed for recruitments. Whenever organisation goes for recruitment the necessary steps are being taken as per the guidelines stated in its Bye law and proper advertisement will be given in the local and state Newspapers for the posts required and all the processes are made as per Govt. Norms and Suitable candidates will be called either for written test or interview or both.Training and development Swabhimani agro product producer co. Ltd provide time to time and who need what training and development activity to employees.Employee promotionSwabhimani agro product producer co. Ltd promotes their employees as per due to good performance & carrying job attendances are taken to the confederation.UniformSwabhimani agro product producer co. Ltd provides light collared and satisfied about security purpose uniform to employees.Transfer The transfer facilities are given. It is in the hands of Managing Director. If the transfer is on the request, employee is not entitled for cash benefits but if it is not on request, he is entitled for cash benefits.Retirement and its benefitsThe retirement age is 60 years. But on health grounds there is a consideration. And the 1 month prior notice is a must before leaving the job any time before the retirement. Benefits- The gratuity announcements are according to government notifications. Provident fund, pension & leave benefits is as per the government norms.

ExperienceLess than 3 yrs.21

3 to 5 yrs30

More than 5 yrs10

From the above chart we can observe employees Experience in the industry. 21 employees are less than 3 years. 30 employees experience are 3 to 5 yeas experience. 10 employees are more than 5 years experience.

JOB CONTENT Table No.1Highly satisfiedSatisfiedNeither nor satisfiedDissatisfiedHighly dissatisfied

Information Flow5380180

Working Environment14260210

Work Efforts540007

Nature Of job16200240

Changes & Innovations6210340

From the above chart we can observe employees satisfaction towards job content. 61 employees are interviewed and their opinion for different aspects of job content is;About Information flow-: 5 employees are highly satisfied , 38 employees are satisfied & 18 employees are dissatisfied; Working environment-: 14 employees are highly satisfied , 26 are satisfied, 21 are dissatisfied; Work efforts-: 54 employees highly satisfied & 7 are highly dissatisfied; Nature of job-: 16 employees are highly satisfied, 20 are satisfied & 18 are dissatisfied; Changes & innovation-: 6 employees are highly satisfied, 38 are satisfied & 18 are dissatisfied. Highly satisfiedSatisfiedNeither nor satisfiedDissatisfiedHighly dissatisfied

Use & application of skills, Experience & qualification4100020

Private & safety working area560005

Kind of work required to perform7310230

Shifts610000

Working hour610000

Table No. 2

From the above chart we can observe employees satisfaction towards job content. 61 employees are interviewed and their opinion for different aspects of job content is; About Use & application of skills, experience & qualification-: 41 employees are highly satisfied & 20 are highly dissatisfied: Private & safety working area -: 56 employees are highly satisfied & 5 are highly dissatisfied; Kind of work required to perform-:7 employees are highly satisfied 31 are satisfied & 23 are dissatisfied; Shifts-: All employees are highly satisfied ;Working Hours-: All employees are highly satisfied.OCUPATIONAL LEVELTable No. 1Highly satisfiedSatisfiedNeither nor satisfiedDissatisfiedHighly dissatisfied

Motivation550006

Security540007

Personal Growth11220280

Conflicts Resolve5600015

From the above chart we can observe employees satisfaction towards Occupational level. 61 employees are interviewed and their opinion for different aspects of Occupational level is;About Motivation-: 55 employees are highly satisfied & 6 are highly dissatisfied; Security-: 54 employees are highly satisfied & 7 are highly dissatisfied; Personally Grow-: 11 employees are highly satisfied , 22 are satisfied & 28 are highly dissatisfied; Conflicts Resolve-:-: 56 employees are highly satisfied & 15 are highly dissatisfied.Highly satisfiedSatisfiedNeither nor satisfiedDissatisfiedHighly dissatisfied

Sponsoring Training & development000061

Distance Travels Each Day To Work590002

Design Or Shape of organisation610000

Counselling Programme500056

Table no. 2 From the above chart we can observe employees satisfaction towards Occupational level. 61 employees are interviewed and there opinion for different aspects Occupational level is;About Sponsoring Training & development -: All employees are Highly dissatisfied; Distance Travel Each Day To Work-: 59 employees are highly satisfied & 2 are highly dissatisfied; Design Or Shape Of Organisation-: All employees are highly satisfied; Counselling Programme-:5 employees are highly satisfied & 56 are highly dissatisfied.Pay & Promotion Table No. 1Highly satisfiedSatisfiedNeither nor satisfiedDissatisfiedHighly dissatisfied

Appreciation& Reward system4200019

Bonus & Incentives4300018

Overall Compensation3400027

Welfare Scheme3340240

Career Opportunity3800023

From the above chart we can observe employees satisfaction towards Pay & Promotion. 61 employees are interviewed and their opinion for different aspects Pay & Promotion is;About Appreciation & Reward System-:42 employees are highly satisfied & 19 are highly dissatisfied; Bonus & Incentives-: 43 employees are highly satisfied & 18 are highly dissatisfied; Overall Compensation-: 34 employees are highly satisfied & 27 are highly dissatisfied; Welfare Scheme -: 3employees are highly satisfied ,34 are satisfied & 24 dissatisfied; Career Opportunity-:38 employees are highly satisfied & 23 highly dissatisfied Table No. 2Highly satisfiedSatisfiedNeither nor satisfiedDissatisfiedHighly dissatisfied

Current Salary2000041

Level Of Salary relative Experience610000

Salary Increment3800023

Fringe benefits2700034

From the above chart we can observe employees satisfaction towards Pay & Promotion. 61 employees are interviewed and their opinion for different aspects Pay & Promotion is;About Current Salary-: 20 employees are highly satisfied & 24 are highly dissatisfied; Level of Salary Relative Experience-: All employees are highly satisfied; Salary Increment-:38 employees are highly satisfied & 23 are highly dissatisfied; Fringe Benefits-: 27 employees are highly satisfied & 34 are highly dissatisfied. Work GroupHighly satisfiedSatisfiedNeither nor satisfiedDissatisfiedHighly dissatisfied

Relationship with other people8400130

Social aspect of work610000

Table No. 1

From the above chart we can observe employees satisfaction towards Work Group. 61 employees are interviewed and their opinion for different aspects Work group is;About Relationship with other people-: 8 employees are highly satisfied & 40 are satisfied & 13 Dissatisfied; Social Aspect of work-: All employees are highly satisfied.

Supervision Table No. 1Highly satisfiedSatisfiedNeither nor satisfiedDissatisfiedHighly dissatisfied

Style of supervision12230260

Amount of flexibility & freedom11300200

Comfortable to take risk2000041

Opportunity in interested project3200029

From the above chart we can observe employees satisfaction towards Supervision. 61 employees are interviewed and their opinion for different aspects Supervision is;About Style of supervision-: 12 employees are highly satisfied , 23 are satisfied & 26 Dissatisfied; Amount of flexibility & freedom-: 11 employees are highly satisfied , 30 are satisfied & 20 Dissatisfied; Comfortable to take risk-: 20 employees are highly satisfied , & 41 Dissatisfied; Opportunity in interested project-: 32 employees are highly satisfied , & 29 Dissatisfied. Table No. 2Highly satisfiedSatisfiedNeither nor satisfiedDissatisfiedHighly dissatisfied

Access the resources necessary610000

Balance of work & personal life4500016

Involvement in management4000210

Amount of work3104260

From the above chart we can observe employees satisfaction towards Supervision. 61 employees are interviewed and their opinion for different aspects Supervision is;About Access the resources necessary-: All employees are highly satisfied; Balance of work & personal life-:45 are employees highly satisfied , 16 are highly dissatisfied; Involvement in management-: 40 are employees highly satisfied , 21 are dissatisfied; Amount of work-: 31 are employees highly satisfied,4 are neither satisfied nor dissatisfied & 26 are dissatisfied

Overall Satisfaction Table No. 1Highly satisfiedSatisfiedNeither nor satisfiedDissatisfiedHighly dissatisfied

Overall satisfaction with company4250320

Overall satisfaction with job7270270

From the above chart we can observe employees satisfaction towards Overall Satisfaction. 61 employees are interviewed and their opinion for different aspects of Overall Satisfaction is;About Overall satisfaction with company-: 4 employees are highly satisfied , 25 are satisfied & 32 Dissatisfied; Overall satisfaction with job-: 7 employees are highly satisfied , 27 are satisfied & 27Dissatisfied.

CHAPTER VFindings, Observations &SuggestionsFindings & observation: About information flow very few employees are highly satisfied, most of employees are satisfied. Regarding the working environment though maximum personnel are satisfied the dissatisfied personnel are noticeable. Employees are highly satisfied with work efforts it is remarkable for the company. Most of employees are dissatisfied as they have to cope of with the changing environment. Employees are can maintain their privacy of working at company takes due care of employees safety and employees are satisfied with the security measures provided by the company. Few employees are not satisfied with the work they are performing in company try to give optimum work they think that their skills are under estimated. Conflicts in company are resolved in well manner. For improvement of both company and employees must get the training and development and organise the counselling programme for personal growth of employees. About compensation and reward system around 70% are satisfied and around the 30% are dissatisfied. 100% employees are highly satisfied with level of salary relative to experience but 37.70% employees are highly dissatisfied with the salary increment. 42.63% employees are dissatisfied with the style of supervision so, company can change the style of supervision. 67.22% employees are highly dissatisfied with the to take risk. All employees are happy with the access the resources necessary. 55.73% employees are satisfied with the overall job but 52.45% employees are dissatisfied with overall satisfaction with company. Most of employees are 3 to 5 years experienced in organisation.

Suggestions:1. Company can organise the training and development programme for job enrichment and job enlargement.2. Company can organise the counselling programme for develop the employee skills.3. If company is not provide the monitory scheme provide the non- monitory schemes.4. Company can change the supervision style.5. Employees are satisfied with the overall job but not satisfied with the company performance.

Conclusion& Bibliography

Appendix

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