report on trichy customs and central excise department

8/17/2019 REPORT on Trichy Customs and Central Excise Department

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ABSTRACT

Quality of work life denotes all the organizational inputs which aim at the employee’s

satisfaction and enhancing organizational effectiveness. The basic purpose is to develop jobs and

working conditions that are excellent for employees as well as economic health of organization.

It refers to the level of satisfaction motivation commitment and involvement an individual

experience with respect to their line at the work.

Trichy !ustoms and !entral "xcise !ollectorate came into existence with effect from

#une $% %&'( with the jurisdiction formed out of erstwhile )adurai and )adras

!ollectorate..The !entral "xcise * !ustoms !ommissionerate is responsible for collection of

+nion "xcise duties on the manufactured goods and !ustoms duties on goods imported into the

country. These duties form the biggest source of tax revenue for the !entral ,overnment and the!entral "xcise duties form the single largest source of ,overnment revenue. The -epartment of

!entral "xcise and !ustoms comes under the -epartment of evenue )inistry of /inance. The

apex body of the -epartment is the !entral 0oard of "xcise and !ustoms 1!0"!2 which

comprises of six members and is headed by the !hairman. 3dministratively the entire country is

divided into !ommissionerate of !entral "xcise and !ustoms.

This study helps to find the 4uality of work life in the 5ffice of !ommissionerate of

!entral "xcise and 6ervice Tax. The objective of the study is to determine the various factors

influencing the 4uality of work life to measure the level of satisfaction towards the 4uality of

work life and suggestions to improve the 4uality of work life.

The type of research adopted in this study is -escriptive esearch. !onvenience

sampling method is used to collect data the sample size is 7$. Questionnaire was used to collect

the primary data.

The findings revealed that the organization is providing good working conditions and the

overall job satisfaction was found to be good and overall 4uality of work life is good. The

organization can improve infrastructure facilities so as to improve the performance of employees.

This study highlighted only some of the small gaps in employee’s satisfaction towards the 4uality

of work life.


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CONTENTS

LIST OF TABLES

S.No TITLE P.NO8.% ,ender of the espondents

8.9 3ge group of espondents

8.( -esignation of the espondents

8.8 6ection of the espondents

8.: "ducation 4ualification of espondents

8.; "xperience of espondents

8.7 )arital status of espondents

8.'


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8.9& There4uirement of health and fitness club

8.($ egular feedback on performance

8.(% opinion about the overall 4uality of work life

LIST OF FIGURES

S.No TITLE P.No8.% ,ender of the espondents

8.9 3ge group of espondents

8.( -esignation of the espondents

8.8 6ection of the espondents

8.: "ducation 4ualification of espondents

8.; "xperience of espondents

8.7 )arital status of espondents

8.'


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8.%8


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Chapter – I

Introduction

INTRODUCTION


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Quality of work life denotes all the organizational inputs which aim at the employee’s

satisfaction and enhancing organizational effectiveness. The basic purpose is to develop jobs and

working conditions that are excellent for employees as well as economic health of organization.

It refers to the level of satisfaction motivation commitment and involvement an individual

experience with respect to their line at the work. The 4uality of work life is the degree of

excellence brought about work and working conditions that contribute to the overall satisfaction

and performance primarily at individual level and finally at organization level.

Quality of @ork


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important because the employee’s acceptance by the work group contributes to satisfaction. In

sort each element of the environmental system can add to or detract from job satisfaction.

Pa!$Quality of work life is basically built around the concept of e4uitable pay. In this days

ahead employees may want to participate in the profit of the organization.

Peo'eC 3lmost everyone has to deal with three set of people in the work place. Those

are namely boss co?workers in the same level and subordinates. 3part from this some

professions need interaction with people like patients media persons public customers thieves

robbers physically disabled people mentally challenged children foreign delegates gangsters

politicians public figures and celebrities. These situations demand high level of prudence cool

temper tactfulness humor kindness diplomacy and sensitiveness.

(eat) con*itions of e+'o!ees$

5rganisation should realize that their true wealth lies in their employees and so providing healthy

environment for employees should be their primary objective.

Persona an* career gro"t) o''ortunities$

3n organization should provide employees with opportunity for personal>professional

development and growth and to preparethem to accept the responsibilities at higher level.

Partici'ati,e +anage+ent st!e an* recognition$

/lat organization structure helps organization facilitate employee participation.3 Darticipative

management style improves the 4uality of worklife.@orkers feel that they have control over their

work process and they also offer the innovative ideas to improve them.ecognition also helps in

motivating employees to perform better.ecognition can be in form of rewarding employees for

their best performance.

Autono+ous -or# Tea+s$

3n autonomous work team is one which can plan regulate and control its own work world. The

management only specifies the goals that too in collaboration with the team. The team organizes

the contents and structure of its job evaluates its own performance establishes its speed and


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chooses its production method. It makes its own internal distribution of tasks and decides its own

membership. 3utonomous team approach increases satisfaction and reduces turnover and

absenteeism.

oti,ation$

)otivation is a complex subject. It involves the uni4ue feelings thoughts and past experiences of

each of us as we share a variety of relationships within and outside organizations. To expect a

single motivational approach work in every situation is probably unrealistic. In fact even

theorists and researches take different points of view about motivation. Aevertheless motivation

can be defined as a person’s drive to take an action because that person wants to do so. Deople

act because they feel that they have to. Eoweverif they are motivated they make the positive

choice to act for a purpose B because for example it may satisfy some of their needs.

-or#ife &aance$

5rganisation should provide the relaxation time for employees and offer tips to balance their

personal and professional lives. They should not strain employees personal and social life by

forcing on them by demanding working hours overtime work business travel untiming

transfers.

0y the globalization the modern employees are experiencing distress. To meet the challenges

posed by present standards organizational must focus their attention in bringing a balance

between work life and personal life. The underlying assumption is that work life balance will

ultimately ensure Quality of work life.

Today an employee desires work to be more meaningful and challenging because 4uality is the

acid test. 3 Quality of work life gives an opportunity for deep sense of fulfillment. "mployees

seek a supportive work environment that will enable them to balance work with personal

interests.

Quality of work life provides a more humanized work environment. It attempts to serve the

higher order needs of workers as well as their basic needs. Quality of @ork


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stress. It should not damage or degrade their humanness. It should not be threatening or unduly

dangerous.

"mployees in several companies that instituted Quality of work life experienced better health

and greater safety on the job. 5ther benefits included improved employee satisfaction morale job interest commitment and involvement F increased opportunity for individual growth F greater

sense of ownership and control of the work environment development of managerial ability for

circle leaders improved communication in the organization and greater understanding and

respect between management and workers.

The term Quality of work life has been applied to a wide variety of organizational improvement

efforts. The common elements seem to be has good man indicates an Gattempt to restructure

multiple dimensions of the organizational and to institute a mechanism which introduces and

sustains changes overtime . 3spects of the change mechanism are usually an increase in problem

solving between the union and management

esponsiveness to employee concerns. In every organization people and their behavior assumes

vital role in determining the performance and effectiveness. @hile many studies concentrated on

physical and financial performance of organization. 6tudies on behavioral aspects seem to be

inade4uate. 6o the attempts must to understand the human side of the enterprise.

The Quality of work life movement provides a value frame work and a philosophy which has along term implication for the human development and enrichment. It tries to balance both the

work and family life. Eence integrated approach with regard to Quality of work life is re4uired

for the success of an individual and an organization. This underlines the necessity of searching

studies on the nature of human relations and the problems of human relations and the problems

of human behavior in the organization and suggests measures to cope with the problems. Eence

an in depth on aspects like Quality of work life can throw light on many non?identified aspects of

human behavior which may help in understanding the issues involved and improving the overall

performance of these organizations. There it is found that there is need to study in greater detail

about the topic

Nee* of t)e stu*!$


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In the current scenario every organization expects their employees to perform at their

peak potential. Though monetary aspects play an important role in motivating employees

organization around the world have come to understand that there are many other aspects that

contributes better employee performance. It is these aspects that form the basis for this study. In

particular this study aims to identify the various tangible and intangible aspects that contribute to

the 4uality of the workplace. It is very important for an organization to create a very conducive

working environment for employees.

This study is needed to ensure that all employees are performing at their peak potential

free from stress and strain and to ensure all their needs are fully satisfied. This study will be

used as feedback from employees to know their current perspective of workplace and also to

identify the areas of improvement for the organization.

Sco'e of t)e stu*!$

The term Quality of work life in its broader sense covers various aspects of employment and

non?employment conditions of work. This study covers the overall 4uality of work life of

employees i.e. their job satisfaction work environment working hours work stress their

relation with their colleagues work assignments infrastructure provided etc ..The present study

aims at measuring the level of satisfaction of employees and to know about the various welfare

activities and benefits provided for the employees. The study is dependent on the opinionexpressed by all the employees of all the departments.

Quality of work life is a multi dimensional aspect. 6ome of these aspects are

!ompensation and the reward for the work

Dersonal and career growth opportunities

)otivation

Darticipative management style

Eealth and 6afety of the employees

#ob security

#ob specification

0y providing better 4uality of work life the following results can be achieved.

0etter performance of employees

)ore devotion and dedication towards work


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educed absenteeism

=oluntary participation in an organizational activities

educed corruption


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0. %ourna Na+e 15rganizational 0ehavior and Euman Derformance %;,

Tite1)otivation through the design of workCTest of a theory.

P.No$ 9:$?97& 2ear$ %&7; Aut)or$ Eackman #. . * 5ldham ,.

In this journal author suggested that the psychological growth needs are relevant to the

consideration of Quality of working life. 6everal such needs were identifiedF 6kill variety Task

Identity Task significance Autono+! an* Fee*&ac#. They suggested that such needs have to

be addressed if employees are to experience high 4uality of working life.

3. %ourna Na+e$ 5ccupational Dsychology :9

Tite$ 1 6cales for the measurement of some work attitudes and aspects of psychological

well being

P.No$ %9&?%8'2ear$%&7& Aut)or$ @arr. D !ook. # and @all. T

In an investigation of Quality of working life the author suggested a range of apparently relevant

factors including work involvement intrinsic job motivation higher order need strength

perceived intrinsic job characteristics job satisfaction life satisfaction happiness. They

discussed a range of correlations derived from their work such as those between work

involvement and job satisfaction intrinsic job motivation and job satisfaction and perceivedintrinsic job characteristics and job satisfaction

4. %ourna Na+e$ 5ccupational 0ehavior :

Tite$ 1 3ccounting for the 4uality of work life.

P.No$ %&7?9%9.2ear$ 0567 Aut)or$ )irvis D. E. and


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Tite$ 1 outinization of job context and job content as related to employeesH 4uality of

working life

P.No$ (7&?(';.2ear$%&&% Aut)or$ 0aba =. 0. * #amal )

In this journal the authorsuggested that the typical indicators of 4uality of working life

includingC job satisfaction job involvement work role ambiguity work role conflict work role

overload job stress organizational commitment and turn?over intentions. 0aba and #amal also

explored routinisation of job content suggesting that this facet should be investigated as part of

the concept of 4uality of working life

8 %ourna Na+e$ #ournal of )anagement 9:

Tite$ 1 Eealth and well?being in the workplaceC 3 review and synthesis of the literature

P.No$ (:7?('8.2ear$ 0555 Aut)or$ -anna * ,riffin

In this journal the author suggested thatQuality of @orking


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working life have included theoretical approaches lists of identified factors correlation analyses

with opinions varying as to whether such definitions and explanations can be both global or

need to be specific to each work setting.


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Chapter – II

Organization Profile

C(APTER1 II

ORGANI:ATION PROFILE


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3.0 A&out Tric)! Custo+s an* Centra E;cise *e'art+ent$

Trichy !ustoms and !entral "xcise !ollectorate came into existence with effect from

#une $% %&'( with the jurisdiction formed out of erstwhile )adurai and )adras !ollectorate.

6ubse4uent re?organizations took place with effect from )ay $% %&'7 and #une $% %&&% as a

conse4uence of which Trichy central excise collectorate had ( division

Trichy !entral "xcise -ivision was further bifurcated into two -ivisions namely Trichy I

!entral "xcise -ivision and Trichy II !entral "xcise -ivision w.e.f 3ugust $% %&&7. @ith effect

from 5ctober $% %&&7 a new -ivision namely !uddalore !entral "xcise -ivision was carved

out of the jurisdiction of Dondicherry division.

/urther with effect from $%?%%?9$$9 a new !ommissionerate namely Dondicherry was

formed and !uddalore -ivision was attached to Dondicherry !ommissionerate. Tanjore -ivision

was bifurcated as Tanjore -ivision and araikal -ivision. Trichy II -ivision was bifurcated into

two -ivisions namely Trichy II -ivision and arur-ivision.The !entral "xcise * !ustoms

!ommissionerate is responsible for collection of +nion "xcise duties on the manufactured goods

and custom duties on goods imported into the country.These duties form the biggest

source of tax revenue for the !entral ,overnment and the !entral "xcise duties form the single

largest source of ,overnment revenue.

The -epartment of !entral "xcise and !ustoms comes under the -epartment of evenue

)inistry of /inance. The apex body of the -epartment is the !entral 0oard of "xcise and

!ustoms 1!0"!2 which comprises of six members and is headed by the !hairman.

3dministratively the entire country is divided into !ommissionerate of !entral "xcise and

!ustoms.

3.3 STAFF -ELFARE


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CUSTOS AND CENTRAL EARUANDAPA?

TRIC(2

%. Trichy !entral "xcise !ommisionerate was inaugurated on $%.$;.%&'(. The 6taff 3ssociations

had been urging for the construction of the residential accomodation. 3s one of the staff welfare

measures this !ommissionerate purchased land measuring 8.%' acres on (%.%$.%&&8 at 6akthi

Aagar arumandapamTrichy for s.;( s.endriya0handar

Trichy for running ,eneral 6tores. 3 sentry room has been constructed and round?the?clock

6ecurity 6ystem is provided for the safety of the building as well as property of the residents. 3

6ervice 3ssociation has also been formed to look after the welfare of the residents. "fforts to

improve the services and facilities are still being continued. It is also proposed to provide a

childrenHs park?cum?playground by installing safe non?toxic and modern play e4uipments for

childrenHs recreation and exercise at a cost of about s.9


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The structure of excise department is largely similar to the structure of Income tax

department.Eowever in a view that the area of indirect taxes encompasses both custom duties as

well as excise dutiesthe department is structured in a manner tha facilitates the collection of

indirect taxes.

3.4.0 Centra &oar* of e;cise an* custo+s@CBEC$

ecruitment to the customs and excise department is through the Indian evenue service.The

successful candidates in civil service examinations are re4uired to choose between the direct and

indirect tax streams.The apex body in charge of collection of both custom duties and central

excise duties is the central board of excise and customs1!0"!2.This is statutatoryboardset up

under the !entral 0oard of evenue act %&;(.The 0oard currently consist of chairman.

The !entral 0oard of "xcise * !ustoms 1!0"!2 1-epartment of evenue )inistry of /inance

,ovt of India2 is responsible for formulation of policy relating to levy and collection of Indirect

Taxes namely !ustoms !entral "xcise and 6ervice Tax. The !0"! also exercises overall

supervision over !ustoms !entral "xcise and 6ervice Tax field formations located all over the

country. The 0oard discharges various tasks assigned to it with the help of various -irectorates

headed by officers of the rank of -irector ,eneral 13ddl6ecy rank2 and -irector 1#t6ecy rank2

3t the field level there are 47 ones headed by !hief !ommissioners of !entral "xcise

and !ustoms who are exercising supervision over the various !ommissioners under their

charge. There are 54 !entral "xcise !ommissionerates in the country headed by !ommissioners

of !entral "xcise. These !ommissionerates are entrusted with the task of collection of duties in

notified territorial jurisdiction of the !ommissionerate and related 3dministrative functions.

)ost of the !ommissionerates also deal with work relating to 6ervice Tax * !ustoms in their

jurisdiction.

3.4.3 Co++issionerates$

Immediately below the !0"! are the chief commissioners.Thechoef commissioners are

administratively incharge of several commissionarates ranging from 9 to 8each of which is

headed by a commissioner..Thecommissionerateas its name impliesis the main organizational

mechanism for the collection of excise duties.Theorganisation structure for commissionerate is

as followsC

i. !ommissioner


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ii. !ommissioner 13ppeals2

iii. 3dditional !ommissioner

iv. #oint !ommissionersv. -eputy !ommissioner

vi. 3ssistant !ommissioner 1incharge of division2

vii. 6uperintendent 1incharge of range2viii. 6ector officers 16ectors2 like inspectors etc.

3.7 A&out E;cise *ut!$

3.7.0 Direct /s In*irect Ta;es$

Taxes

-irect Taxes Indirect Taxes

I2 Income Tax @ealth Tax I2 !entral "xcise !ustoms 6ervice tax

!entral 6ales Tax =3T 6tate "xcise Tax

Ii2 Daid directly by person concerned ii2 Daid by one person but he records the same from

other person

iii2 Tax payer pays directly from his iii2 Tax payer pays while purchasing goods

Income or wealth and > or services

I=2 Daid after income reaches hands of I=2 Daid before goods> services reach the

Tax payer tax payer

3.7.3 A*,antages of In*irect Ta;es

• Dsychological advantage to tax payer

• "asier to collect

•


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•


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• Dower to impose "xcise -uty on li4uor opium * narcotics to 6tate. ,ovt.

• 3ny article can be levied !.". duty if all following conditions are satisfied C

a2 -uty is on goods Kmovable * )arketable

b2 ,oods must be excisable i.e. mentioned in schedule to !"T3 %&':

c2 ,oods must be manufactured or produced

d2 6uch manufacturing or production must be in India

• ,oods manufactured in 6"N are Gexcluded excisable godsO* no ".-. is livable on such

goods

• Taxable event is manufacture or production in India

• 5nce duty liability is fixed it can be collected from a person at time * place found

administratively most convenient for collection

•


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A C.B.E. C Boar*$ @Centra Boar* of E;cise Custo+s

E.Q. Aew -elhi. !onsists of ; to 7 members. 0oard appoints officers * exercise

following powersC To issue instructions * direction to !.". officers to ensure uniformity in

classification of goods and to ensure uniformity in levy of ".-.

B C)ief Co++issioner of Centra E;cise

!ountry is divided into (8 zones. "ach zone is under supervision * control of chief

commissioners * commissioners 13ppeals2 within his zone.

C Co++issioner of Centra E;cise$

"ach zone covers various commission rates * he in?charge of Gthe commissionorateO 3t

present there are &9 commissioners * 7% commissioner 13ppeals2 they have unlimited

powers of adjudication

D A**itiona co++issioner of Centra E;cise

There can be one or more * they report to commissioners. They have limited powers of

adjudication

E %oint De'ut! Assistant co++issioner$

Ee is the Eead of the office. 3djudication powers of the -eputy>3ssistant!ommissioner

are for the cases where the amount of duty involved +p to s.: 3ssistant !ommissioner

Irrespective of the amount of duty involved.

F Su'erinten*ent$ @Gaette*

"ach division is divided into several ranges * he is in?charge of one range.

G Ins'ector$ @Non1Gaette*


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Chapter – III

Research Design


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C)a'ter III

Researc) Design

4.0 O&ecti,es of t)e stu*!$

%. To determine the factors influencing the 4uality of work life

9. To measure the level of satisfaction of employees towards 4uality of work life.

(. To find out the way to improve 4uality of work life

8. The objective of the study is to help the organization to know the level of satisfaction of the

workers and executive’s at all hierarchical levels towards the facilities and welfare amenities provided by them.

5. The study is also aimed at reviewing the working conditions including total environment to

bring in positive change for betterment of the Quality of @ork


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The method of conducting research deals with research design data collection method

samplingmethod. It explained about the nature of research work to be done such as descriptive

nature of research which is used in this study.

4.3.3 Descri'ti,e researc)$

The researcher has adopted descriptive research design for the purpose of this survey.

-escriptive studies are those studies which is concerned with describing the characteristics of a

particular individual or of a group.

4.3.4 T!'es of *ata

%2 Drimary data

926econdary data

Pri+ar! Data$

/irst time collected data are referred to as primary data. In this research the primary data was

collected by means of a 6tructured Questionnaire. The 4uestionnaire consists of number of

4uestions in printed form. It has both open?end closed end 4uestions in it.

Section I? Persona Data$ This section includes 4uestions soliciting the respondent’s details

such as 3ge ,ender )arital status "ducation -esignation section and @ork experience.

Section II? Scae for +easuring t)e issues$ It comprises of single open ended type and various

close ended 4uestions which includes yes no type scaling and other optional 4uestions.

Secon*ar! Data$

-ata which has already gone through the process of analysis or were used by someone else

earlier is referred to secondary data. This type of data was collected from the books journals

company records etc.

4.3.7 Source of Data$

The data has been collected from the employees of 5ffice of commissionerate of !entral

"xcise and 6ervice Tax of Trichy.


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4.3.8 Sa+'ing Unit$

6ampling unit refers to process of defining the target population that will be sample. Eence

for the present study data was collected by means of 4uestionnaire from the employees.

4.3.9 Sa+'e Sie$

6ample size plays a critical role because the generalizability of the conclusion depends on

sample size. 6ample size for the present study is 7$.

4.3. Sa+'ing et)o*$

6ampling means the method of selecting a sample from a given universe with a view to draw

conclusions about the universe. 6ample means representative of universe selected for the study.

6ampling is a process of units1e.g. Deople2 from a population of the interest

6ampling method is divided into 9 types

%2 Drobability )ethod

92 Aon Drobability )ethod

The sampling method that was chosen is entirely non probabilitistic in nature. In non

probabilitistic method the researcher has adopted convenience sampling method.

In this method the researcher select the accessible population members from which to get

information and the items selected are easy to approach or easy to measure.

4.3.6 Perio* of stu*!$

The researcher done this study from 3pril?9$%% to #une 9$%%

4.4 Toos an* Tec)niques$

In this research the tools such as 6imple percentage analysis chi s4uare 3A5=3 and

correlation are used for data analysis.

4.7 Li+itations of t)e stu*!$

The individual perspective appears to be different.


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6ome of the respondents are hesitated to tell the truth so that it may result in wrong

statistical data.

The department has allowed the researcher to collect the data from the limited

respondents only and limited departments only.

CHAPTER- IV

Analsis and Interpretation


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C(APTER I/

DATA ANAL2SIS AND INTERPRETATION

7.0Ta&e re'resenting gen*er of Res'on*ents$

S.No Gen*e

r

No of Res'on*ents Percentage

% )ale :9 78

9 /emale %' 9;

Tota H 0HH

Inference$

/rom the above table we infer that 78M of data collected from male and 9;M of data collected

from female.


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74

26

7.0C)art re'resenting t)e gen*er of res'on*ents

Male

Female

7.3.Ta&e re'resenting age grou' of Res'on*ents

S.No Age Grou' No of res'on*ents Percentage

% 0elow 9: yrs % %

9 9:?(: yrs %( %&

( (:?8: yrs 9$ 9'

8 8:?:: yrs 99 (9

: 3bove :: yrs %8 9$

Tota H 0HH

Inference$


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/rom the above table we infer that (9M of data collected from age group of 8:?:: 9'M and

9$M of data collected from age group of (:?8: and 3bove ::M respectively%&M of data

collected from age group of 9:?(: and %M of data collected from age group of below 9: yrs.

Below 25 yrs25-35 yrs

35-45 yrs45-55 yrs

!o"e 55 yrs

#

5$#

$5

2#

25

3#

35

$

$%

2&32

2#

7.3 C)art re'resenting t)e age grou' of res'on*ents

7.4 Ta&e re'resenting t)e *esignation of t)e Res'on*ents

S.No Designation No of res'on*ents Percentage

% 6uperintendent 9% ($

9 Inspector (% 88

( 6enior Tax 3ssistant %$ %8

8 -eputy office superintendent ' %9


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Tota H 0HH

Inference$

/rom the above table we infer that 88M of data are collected from Inspectors ($M of the data

are collected from superintendents %8M of data are collected from 6enior Tax 3ssistants and

%9M of the data are collected from -eputy 5fficer 6uperintendent.

3#

44

$4

$2

7.4 C)art re'resenting t)e *esignation of t)e res'on*ents

'upt

(nspector

'T

)*'

7.7 Ta&e re'resenting t)e Section of t)e Res'on*ents

S.No Section No of res'on*ents Percentage

% 3dministrative %$ %8

9 6tatistics %$ %8


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( =igilance : '

8 Dreventive %9 %7

: 3ccounts %: 9%

; Internal 3udit %' 9;

Tota H 0HH

Inference$

The above table shows that 9;M of data are collected from internal audit section9%M of the data

are collected from 3ccounts%7M are from preventive section and ' M are from vigilance

section%8M of the data are collected from administrative section%8M of data are collected from

statistics section.

dministrati"e 'tatistics "igilance +re"enti"e ccounts (nternal udit

#

5

$#

$5

2#

25

3#

$4 $4

&

$7

2$

26

7.7 C)art re'resenting t)e Section of t)e res'on*ents


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7.8 Ta&e re'resenting E*ucation quaification of res'on*ents$

S.No =uaification No of res'on*ents Percentage

% 66

9 E6! 9 (

( +, 8( ;%

8 D, 9% ($

Tota H 0HH

Inference$

/rom the above table we infer that :(M and ((M of respondents has +, and D, Qualification

respectively'M of respondents are 66

'',

'

/0

+0

# $# 2# 3# 4# 5# 6# 7#

6

3

6$

3#

C)art re'resenting t)e e*ucationa quaification of t)e res'on*ents


34/79

7.9 Ta&e re'resenting t)e e;'erience of Res'on*ents.

S.No E;'erience No of res'on*ents Percentage

%


35/79

,ess than 5 yrs 5-$# yrs $#-$5 yrs $5-2# yrs !o"e 2# yrs$

#

5

$#

$5

2#

25

3#

35

4#

45

5#

$4$2

$#

2$

43

7.9 C)art re'resenting t)e e;'erience of t)e res'on*ents

7.. Ta&e re'resenting t)e +arita status of Res'on*ents

S.No arita status No of Res'on*ents Percentage

% )arried ;% '7

9 +nmarried & %(

Tota H 0HH

Inference$

The above table shows that '8M of respondents are married and %;M of respondents are

unmarried.


36/79

&7

$3

7.. C)art re'resenting +arita status of t)e res'on*ents

7.6 Ta&e re'resenting t)e e,e of satisfaction "it) saar! an* &enefits

S. No Le,e of

satisfaction

No. of

Res'on*ents

'ercentage

% Eighly satisfied %8 9$

9 6atisfied 8% :&

( Aeutral %$ %8

8 -issatisfied 8 ;: Eighly dissatisfied % %

Tota H 0HH

Inference$


37/79

The above table shows that :&M of the respondents are satisfied about their salary and benefits

9$M of respondents are highly satisfied%8M of the respondents are neutral;M of the

respondents are dissatisfied with salary and benefits and only %M of the respondents are highly

dissatisfied

.ighly 'atis1ed 'atis1ed eutral )issatis1ed .ighly )issatis1ed

#

$#

2#

3#

4#

5#

6#

7#

2#

5%

$4

6

$

7.6 C)art re'resenting t)e e,e of satisfaction "it) saar! an* &enefits

7.5 Ta&e re'resenting t)e e,e of satisfaction "it) "or# assign+ent

S. No Le,e of

satisfaction

No. of

Res'on*ents

'ercentage

% Eighly satisfied %8 9$

9 6atisfied 8( ;%

( Aeutral

& %88 -issatisfied ( 8

: Eighly dissatisfied % %

Tota H 0HH

Inference$


38/79

/rom the above table we infer that ;%M of the respondents are satisfied with their work

assignment 9$M of the respondents are highly satisfied with their work assignment%8M of the

respondents are neutral8M of the respondents are dissatisfied with their work assignment and

only %M of the respondent are highly dissatisfied with their work assignment.

. i g h l y

s a t i s 1 e

d

' a t i s 1 e

d

2 e u t r a l

d i s s a t i s 1

e d

. i g h l y

d i s s a t i s 1

e d

#

$#2#

3#

4#

5#

6#

7#

7.5 c)art re'resenting t)e e,e of satisfaction "it) "or# assign+ent

7.0H Ta&e re'resenting t)e e,e of satisfaction "it) transfer 'oicies

S. No Le,e of

satisfaction

No. of

Res'on*ents

'ercentage

% Eighly satisfied 9 (

9 6atisfied (9 8;

( Aeutral %' 9;

8 -issatisfied %$ %8

: Eighly dissatisfied ' %%

Tota H 0HH

Inference$


39/79

The above table shows that 8;M of the respondents are satisfied with the transfer policies9;M

of the respondents are neutral %8M of the respondents are dissatisfied%%M of the respondents

are highly dissatisfied and 9M of the respondents are highly satisfied

ighly satis1ed 'atis1ed eutral )issatis1ed ighly dissatis1ed

#

5

$#

$5

2#

253#

35

4#

45

5#

3

46

26

$4$$

7.0H C)art re'resenting t)e e,e of satisfaction "it) transfer 'oicies

7.00 Ta&e re'resenting t)e e,e of satisfaction "it) t)e 'ro+otion 'oic!

S. No Le,e of satisfaction No. of

Res'on*ents

'ercentage

% Eighly satisfied $ $

9 6atisfied %; 9(

( Aeutral %% %;

8 -issatisfied 9( ((

: Eighly dissatisfied 9$ 9' Tota H 0HH

Inference$


40/79

The above table shows that ((M of the respondents are dissatisfied with the promotion

policies9'M of the respondents are highly dissatisfied 9(M of the respondents are satisfied

%;M of the respondents are neutral and no one is highly satisfied

ighly satis1ed

'atis1ed

eutral

)issatis1ed

ighly dissatis1ed

# 5 $# $5 2# 25 3# 35

#

23

$6

33

2&

.00 C)art re'resenting t)e e,e of satisfaction "it) 'ro+otion 'oicies

7.03 Ta&e re'resenting t)e e,e of satisfaction "it) &onus 'ro,i*e*

S. No Le,e of

satisfaction

No. of

Res'on*ents

'ercentage

% Eighly satisfied 9 (

9 6atisfied 9% ($

( Aeutral %8 9$

8 -issatisfied %' 9;

: Eighly dissatisfied %: 9%

Tota H 0HH


41/79

Inference$

The above table shows that ($M of the respondents are satisfiedwith the bonus provided for

them 9;M of the respondents are dissatisfied 9%M of the respondents are highly dissatisfied

9$M of the respondents are neutral and only (M of the respondents are highly satisfied

ighly satis1ed

'atis1ed

eutral

)issatis1ed

ighly dissatis1ed

# 5 $# $5 2# 25 3# 35

3

3#

2#

26

2$

.03 C)art re'resenting t)e e,e of satisfaction "it) 'ro+otion 'oicies

7.04 Ta&e re'resenting t)e e,e of Satisfaction "it) t)e +e*ica c)ec#u'

S. No Le,e of

satisfaction

No. of

Res'on*ents

'ercentage


9 6atisfied %( %&

( Aeutral %9 %7

8 -issatisfied 99 (%

: Eighly dissatisfied 9( ((

Tota H 0HH


42/79

Inference$

The above table shows that ((M of the respondents are dissatisfied with the medical check

upprovided by the concern(%M of the respondents are dissatisfied %&M of the respondents are

satisfied with the medical checkup%7M of the respondents are neutral and.no one is highlysatisfied with the medical checkup

. i g h l y

s a t i s

1 e d

s a t i s 1 e

d

2 e u t r a l

) i s s a t i s 1

e d

h i g h l y

d i s s a t i s 1

e d

#

5

$#

$52#

25

3#

35

#

$% $7

3$ 33

04 C)art re'resenting t)e e,e of Satisfaction "it) t)e +e*ica c)ec#u

7.07 Ta&e re'resenting t)e e,e of satisfaction "it) t)e recognie* ist of

)os'itas

S. No Le,e of

satisfaction

No. of

Res'on*ents

'ercentage

%Eighly satisfied

( :9 6atisfied 9; (7

( Aeutral 9: (;

8 -issatisfied ' %%

: Eighly dissatisfied ' %%

Tota H 0HH


43/79

Inference$

The above table shows that (7M of the respondents are satisfiedwith the authorized list ofhospitals provided by the concern (;M of the respondents are neutral %%M of the respondents

are dissatisfied and %%M of the respondents are highly dissatisfied and :M of the respondents are

highly satisfied.

. i g h l y

s a t i s

1 e d

s a t i s

1 e d

2 e u t r a l

) i s s a t i s 1

e d

. i g h l y

d i s s

a t i s 1

e d

#5

$#$52#253#

354#

7.07 C)art re'resenting t)e recognie* ist of )os'itas 'ro,i*e*

7.08 Ta&e re'resenting t)e Satisfaction of =uantit! an* =uait! of foo*

'ro,i*e* in t)e canteen$

S. No Le,e of

satisfaction

No. of

Res'on*ents

'ercentage

% Eighly satisfied % %

9 6atisfied 98 (8

( Aeutral 9: (7

8 -issatisfied %( %'


44/79

: Eighly dissatisfied 7 %$

Tota H 0HH

Inference$

The above table shows that %M of the respondents are highly satisfied about the 4uality and

4uantity of food provided in the canteen (8M of the respondents are satisfied (7M of the

respondents are neutral %'M of the respondents are dissatisfied and %$M of the respondents are

highly dissatisfied.

. i g h l y s a

t i s 1 e

d

s a t i s 1 e

d

2 e u

t r a l

d i s s a t i s 1 e

d

. i g h l y

d i s s a t i s 1 e

d

#

5

$#

$5

2#

25

3#

35

4#

$

34

37

$&

$#

C)art re'resenting t)e e,e of satisfaction "it) quantit! an* quait! o

7.09 Ta&e re'resenting t)e e,e of satisfaction "it) t)e rate of foo* a,aia&e

in t)e canteen

S. No Le,e of

satisfaction

No. of

Res'on*ents

'ercentage

% Eighly satisfied 7 %$

9 6atisfied 89 ;$

( Aeutral %8 9$

8 -issatisfied 7 %$


45/79

: Eighly dissatisfied $ $

Tota H 0HH

Inference$

/rom the above table we infer that ;$M of the respondents are satisfiedabout the rate food

available in the canteen 9$M of the respondents are neutral %$M of the respondents are highly

satisfied%$M of the respondents are dissatisfied about the rate of food in the canteen and no one

is highly dissatisfied.

ighly satis1ed 'atis1ed eutral )issatis1ed ighly dissatis1ed

#

$#

2#

3#

4#

5#

6#

7#

$# 6# 2# $#

#

re'resenting t)e e,e of satisfaction "it) t)e rate of foo* a,aia&e in t

7.0 Ta&e re'resenting t)e e,e of satisfaction "it) grie,ance Re*resse

S. No Le,e of

satisfaction

No. of

Res'on*ents

'ercentage


9 6atisfied :9 87

( Aeutral (& (;

8 -issatisfied %; %:


46/79

: Eighly dissatisfied ( 9

Tota 00H 0HH

Inference$

/rom the above table we infer that 87M of the respondents are satisfied about the grievance

redressel (;M of the respondents are neutral %:M of the respondents are dissatisfied 9M of the

respondents are highly dissatisfied and no respondents are highly satisfied

. i g h l y

s a t i s 1 e d

' a t i s 1 e d

2 e u t r a l

) i s s a t i s 1

e d

. i g h l y

d i s s a t i s 1

e d

#5

$#$52#253#354#455#

.0 C)art re'resenting t)e e,e of satisfaction "it) grie,ance re*resse

7.06 Ta&e re'resenting t)e rating forseating arrange+ent

S. No Rate No. of Res'on*ents

'ercentage

% : 9( 9%

9 8 8: 8%

( ( 9& 9;

8 9 %( %9


47/79

: % $ $

Tota 00H 0HH

Inference$

/rom the above table we infer that 8%M of the respondents rated 8 out of :for seating

arrangement9;M of the respondents rated ( out of : 9%M of the respondents rated : out of : for

seating arrangement%9M of the respondents rated 9 out of : and no respondents rated % out of :

for seating arrangement.

54

32

$

#

5

$#

$5

2#

25

3#

35

4#

45

7.06 C)art re'resenting t)e rating for seating arrange+ent

7.05 Ta&e re'resenting t)e o'inion a&out co+'uter configuration$

S. No Rate No. of

Res'on*ents

'ercentage

% : 9: 9(

9 8 :; :%

( 9 9& 9;


48/79

8 9 $ $

: % $ $

Tota 00H 0HH

Inference$

The above table shows that:%M of the respondents rated 8 out of :for computer configuration

9;M of the respondents rated ( out of : 9(M of the respondents rated : out of : no one rated 9

out of : and % out of : for computer configuration

5 4 3 2 $

#

$#

2#

3#

4#

5#

6#

7.05 C)art re'resenting t)e rating for co+'uter configuration

7.3H Ta&e re'resenting t)erating for /entiation? AC

S. No Rate No. of

Res'on*ents

'ercentage

% : %$ &

9 8 (; ((

( ( (: (9


49/79

8 9 %' %;

: % %% %$

Tota 00H 0HH

Inference$

The above table shows that ((M of the respondents rated 8 out of : for ventilation and 3>! (9M

of the respondents rated ( out of :%;M of the respondents rated 9 out of : %$M of the

respondents rated % out of : &M of the respondents rated : out of : for ventilation and 3>!.

5 4 3 2 $

#

5

$#

$5

2#

25

3#

35

7.3H C)art re'resenting t)e rating for ,entiation?AC

7.30 Table re'resenting t)e rating for Lig)ts

S. No Rate No. of

Res'on*ents

'ercentage

% : (% 9'

9 8 :( 8'

( ( 9; 98


50/79

8 9 $ $

: % $ $

Tota 00H 0HH

Inference$

The above table shows that 8'M of the respondents rated 8 out of : for lightings 9'M of the

respondents rated : out of : 98M of the respondents rated ( out of :no respondents rated 9 out

of : and % out of : for lighting facility .

5 4 3 2 $

#

5$#

$5

2#

25

3#

35

4#

45

5#

7.30 C)art re'resenting t)e rating for Lig)ting faciit!

7.33 Ta&e re'resenting t)erating for Fire1E;tinguis)er

S. No Rate No. of

Res'on*ents

'ercentage

% : $ $

9 8 $ $

( ( :& :8


51/79

8 9 98 99

: % 97 98

Tota 00H 0HH

Inference$

The above table shows that :8M of the respondents rated ( out of :for fire extinguisher 98M of

the respondents rated % out of :99 M of the respondents rated 9 out of :no one rated : out of :

and 8 out of :.

54

32

$

#

$#

2#

3#

4#

5#

6#

##

54

22 24

7.33 C)art re'resenting t)e rating for fire e;tinguis)er

7.34 Ta&e re'resenting t)e su'eriors are coo'erati,e

S. No /aria&es No. of

Res'on*ents

'ercentage

% 6trongly agree %9 %7

9 3gree 8( ;%

( )oderate %% %;


52/79

8 -isagree 8 ;

: 6trongly disagree $ $

Tota 00H 0HH

Inference$

The above table shoes that ;%M of the respondents agreed that their superiors are cooperative

%7M of the respondents strongly agreed %;M of the respondents are moderate ; M of the

respondents are disagreed and no one is strongly disagreed that their superiors are cooperative.

'trongly agree gree Moderate )isagree 'trongly disagree

#

$#

2#

3#

4#

5#

6#

7#

$7

6$

$6

6

#

7.34 C)art re'resenting t)e su'eriors are coo'erati,e

7.37 Ta&e re'resenting t)e satisfaction "it) t)e "or# s'ace

S. No Le,es No. of

Res'on*ents

'ercentage

% 6trongly agree ' %%

9 3gree (8 8&


53/79

( )oderate 9% ($

8 -isagree 9 (

: 6trongly disagree : 7

Tota H 0HH

Inference$

/rom the above table we infer that 8&M of the respondents are agreed about their workspace

satisfaction ($M of the respondents are moderate%%M of the respondents are strongly agreed

that they are satisfied about their work space7M of the respondents are highly

disagreedabouttheir workspace satisfaction(M of the respondents are disagreed.

'trongly agree gree Moderate )isagree 'trongly disagree

#

5

$#

$52#

25

3#

35

4#

45

5#

$$

4%

3#

3

7

7.37 C)art re'resenting t)e satisfaction of "or# s'ace

7.38 Ta&e re'resenting free*o+ to offer suggestions


Res'on*ents

'ercentage


54/79

% 6trongly agree 7 ;

9 3gree 8: 89

( )oderate (9 9&

8 -isagree 9% %&

: 6trongly disagree : 8

Tota 00H 0HH

Inference$

The above table shows that 89M of the respondents agreed that they are given freedom to offer

suggestions on official matters 9&M of the respondents are moderate %&M of the respondents

disagreed ;M of the respondents are strongly agreed and 8M of the respondents stronglydisagreed.

'trongly agree

gree

Moderate

disagree

'trongly disagree

# 5 $# $5 2# 25 3# 35 4# 45

6

42

2%

$%

4

7.38 C)art re'resenting t)e free*o+ to offer suggestions

7.39 Ta&e re'resenting t)e re"ar* for outstan*ing 'erfor+ance


Res'on*ents

'ercentage

% 6trongly agree % %


55/79

9 3gree (( 87

( )oderate 97 (&

8 -isagree 9 (

: 6trongly disagree 7 %$

Tota H 0HH

Inference$

The above table shows that that 87M of the respondents agreedthey are getting reward for

outstanding performance (&M of the respondents are neutral %$M of the respondents strongly

disagreed (M of the respondents disagreed and %M of the respondents strongly agreed.

'trongly agree

greed

Moderate

)isagree

'trongly disagree

# 5 $# $5 2# 25 3# 35 4# 45 5#

$

47

3%

3

$#

7.39 C)art re'resenting t)e re"ar* for outstan*ing 'erfor+ance

7.3 Ta&e re'resenting t)e e,e of satisfaction "it) training

S. No Le,e of satisfaction No. of

Res'on*ents

'ercentage

% 6trongly agree ( 8


56/79

9 3gree (7 :(

( )oderate 9% ($

8 -isagree & %(

: 6tronglydisagree $ $

Tota H 0HH

Inference$

The above table shows that :(M of the respondents are satisfied ($M of the respondents are

neutral %(M of the respondents are dissatisfied only (M of the respondents are highly satisfied

with the training given for them and no respondents are highly dissatisfied about the training

given for them.

'trongly agree

gree

Moderate

)isagree

'trongly disagree

# $# 2# 3# 4# 5# 6#

4

53

3#

$3

#

7.3 C)art re'resenting t)e e,e of satisfaction "it) training

7.36 Ta&e re'resenting t)e require+ent of t)e s'eciait! )os'itas to &e a**e*

in t)e ist of )os'itas 'ro,i*e*.


57/79

S.No /aria&es No. of Res'on*ents Percentage

% Jes 8& 7$

9 Ao 9% ($

Tota H 0HH

Inference$

The above table shows that 7$M of the respondents re4uired that the speciality hospitals to be

added in the list of hospitals provided by the concern ($M of the respondents do not re4uire the

specialty hospitals to be added in the list of hospitals provided.

7#

3#

ting t)e require+ent of s'eciait! )os'itas to &e a**e* in t) ist o

7.35 Ta&e re'resenting t)erequire+ent of )eat) an* fitness cu&


58/79

S.No /aria&es No. of Res'on*ents 'ercentage

% Jes :& '8

9 Ao %% %;

Tota H 0HH

Inference$

The above table shows that '8M of the respondents re4uired the health and fitness club and

%;M of the respondents do not re4uire the health and fitness club.

&4

$6

7.35 C)art re'resenting t)e require+ent of )eat) an* fitness cu&

7.4H Ta&e re'resenting t)e reguar fee*&ac# on 'erfor+ance


Res'on*ents

'ercentage


59/79

% 3lways %9 %7

9 5ften %$ %8

( 5ccasionally %$ %8

8 are (% 88

: Aever 7 %$

Tota H 0HH

Inference$

The above table shows that 88M of the respondents are getting feedback rarely%7M of the

respondents are always getting feedback on their performance %8M of the respondents are

getting feedback often %8M of the respondents are getting feedback occasionally and only%$M

of the respondents never getting feedback.

lways

*ten

*ccasionally

arely

e"er

# 5 $# $5 2# 25 3# 35 4# 45

$4

$3

24

42

7

7.4H C)art re'resenting t)e reguar fee*&ac# on 'erfor+ance

7.40 Ta&e re'resenting t)e o'inion a&out t)e o,era quait! of "or# ife


60/79


Res'on*ents

'ercentage

% "xcellent ; '

9 =ery good 9% (%

( Typical (' :8

8 /air : 7

: poor $ $

Tota H 0HH

Inference$

The above table shows that:8M of the respondents feel that the overall 4uality of work life istypical (%M of the respondents feel very good' M of the respondents feel that the overall

4uality of work life is excellent 7M of the respondents feel fair and no respondents feel that the

overall 4uality of worklife is poor.

cellent ery good 0ood +oor ery +oor#

$#

2#

3#

4#

5#

6#

&

3$

54

7

#

.40 C)art re'resenting t)e o'inion a&out t)e o,era quait! of "or#if

7.43 Ta&e re'resenting t)e reations)i' &et"een t)eDesignation of t)e

res'on*ents an* t)e e,e of satisfaction "it) saar! an* &enefits


61/79

Assu+'tion$

(HC There is no significant relationshipbetween the educational 4ualification of the respondents

and the level of satisfaction with salary and benefits

(0$There is no significant relationshipbetween the educational 4ualification of the respondents

and the level of satisfaction with salary and benefits

e,e of satisfaction "it) saar! an* &enefits Tota

(ig)!

*issatisfie* Dissatisfie* Neutra Satisfie*

(ig)!

satisfie*

Designation of

t)e res'on*ents

Su't$ % 8 %$ 8 %&

Ins'ector % % 8 9% ; ((

Senior Ta;

Assistant $ % $ ; ( %$De'ut! officer

su'erinten*ent$ % 9 8 % '

Tota % 8 %$ 8% %8 7$

ANO/A

Su+ of

Squares *f

ean

Square F Sig.

Bet"een

Grou's%.$$' ( .((; .8;& .7$:

-it)in

Grou's87.9&9 ;; .7%7

Tota 8'.($$ ;&

Inference$ 6ignificant value $.7$: is greater than $.$: hence null hypothesis is accepted.

Therefore it is concluded that the designation doesn’t influence the level of satisfaction with

salary and benefits

7.44 Ta&e re'resenting t)e reations)i' &et"een Designation of t)e

res'on*ents an* t)e e,eof satisfaction "it) "or# assign+ent


62/79

Le,e of satisfaction "it) "or# assign+ent

Tota

(ig)!

*issatisfie*

Dissatisfie

* Neutra Satisfie*

(ig)!

satisfie*

Designation of

t)e res'on*ents

Su't $ % % %( 8 %&

Ins'ector % 9 % 9( ; ((

Senior Ta;

Assistant$ % 9 : 9 %$

De'ut! officer

su'erinten*ent $ % 9 ( 9 '

Tota % : ; 88 %8 7$

Correation

/aue

As!+'.

St*.

Error@a

A''ro;.

T@&

A''ro;.

Sig.

Inter,a &!

Inter,a

Pearsons R ?.%9$ .%9( ?.&&7 .(991c2

Or*ina &!

Or*ina

S'ear+an

Correation?.%%' .%9' ?.&7' .((%1c2

N of /ai* Cases 7$

Inference$ The above table infers that there is negative correlation between the designation and

level of satisfaction with the work assignment. Therefore designation doesn’t influence the level

of satisfaction with the work assignment.

7.47 Ta&e re'resenting t)e reations)i' &et"een t)e gen*er of t)e

res'on*ents an* t)e e,e of satisfaction "it) transfer Poicies

Le,e of satisfaction "it) Transfer Poicies Tota

(ig)! Dissatisfie Neutra Satisfie* (ig)!


63/79

*issatisfie* * satisfie*

Gen*er of

t)e

res'on*ents

ae ; %$ %$ 9: % :9

Fe+ae 9 9 ' : % %'

Tota 6 03 06 4H 3 H

C)i1Square Tests

/aue *f As!+'. Sig. @31si*e*

Pearson C)i1Square 8.;;&1a2 8 $.(9

Li#ei)oo* Ratio 8.8;% 8 .$87

Linear1&!1Linear

Association.$(9 % .':&

N of /ai* Cases H

Inference$

The significant value $.(9 is greater than $.$: hence null hypothesis is accepted. Therefore it isconcluded that there is no relationship between the gender of the respondents and transfer

policies.

7.48 Ta&e re'resenting t)e reations)i' &et"een Age grou' of t)e res'on*ents

an* t)e e,e of satisfaction "it) +e*ica c)ec# u'

Le,e of satisfaction "it) +e*ica c)ec# u' Tota

(ig)! Dissatisfie* Neutra Satisfie*


64/79

*issatisfie*

Age grou' of

t)e res'on*ents

Beo" 38 !rs $ $ % $ %

38148!rs ; 9 9 ( %(

48178!rs ' 7 % 8 9$

78188 !rs ' 7 8 ( 99

A&o,e 88 !rs ( 8 8 ( %8

Tota 38 3H 03 04 H

C)i1Square Tests

/aue *f As!+'. Sig. @31si*e*

Pearson C)i1

Square%$.;(:1a2 %9 .:;$

Li#ei)oo* Ratio %$.$78 %9 .;$&

Linear1&!1Linear

Association.(%% % .:77

N of /ai* Cases H

InferenceC 6ignificant value $.:;$ is greater than $.$: hence null hypothesis is accepted. 6o it

is inferred that there is no relationship between age group and medical checkup.

7.49 Ta&e re'resenting t)e reations)i' &et"een t)e+arita status of t)e

res'on*ents an* t)e e,e of satisfaction "it) transfer Poicies

(H$ There is no significant relationship between the marital status of the respondents and the

level of satisfaction with transfer policies


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(0$There is significant relationship between the marital status of the respondents and the level of

satisfaction with transfer Dolicies

Le,e of satisfaction "it) Transfer Poicies Tota(ig)!

*issatisfie*Dissatisfie* Neutra Satisfie*

(ig)!

satisfie*

arita

statusSinge 8 $ % 8 $ &

arrie* 8 %$ %7 9' 9 ;%

Tota 6 0H 06 43 3 H

ANO/A

Su+ of

Squares*f

ean

SquareF Sig.

Bet"een

Grou's(.:;9 % (.:;9 (.%8; .$'%

-it)in

Grou's77.$$& ;& %.%(9

Tota '$.:7% 7$

Inference$6ignificant value $.$'% is greater than $.$: hence null hypothesis is accepted.

Therefore it is concluded that there is no relationship between the marital status of the

respondents and the level of satisfaction with transfer Dolicies

7.4 Ta&e re'resenting t)e reations)i' &et"een t)e *esignation an* t)e

O'inion a&out o,era =uait! of "or# ife

Assu+'tion$

(H$ There is no significant relationship between designation and the 5pinion about overall

Quality of work life

(0$ There is significant relationship between designation and the 5pinion about overall Quality

of work life


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O'inion a&out o,era =uait! of "or#ife Tota

Poor Fair T!'ica

/er!

Goo*

E;ceen

t

Designation of

t)e res'on*ents

Su't $ % %$ 7 % %&

Ins'ector % % %8 %( 8 ((Senior Ta;

Assistant$ $ 7 9 % %$

De'ut! officer

su'erinten*ent$ 9 ; $ $ '

Tota % 8 (7 99 ; 7$

ANO/A

Su+ of

Squares*f

ean

SquareF Sig.

Bet"een

Grou's8.$'7 ( %.(;9 9.(99 .$8(

-it)in

Grou's('.7%( ;7 .:'7

Tota 89.'$$ 7$

Inference$6ignificant value $.$8( is lesser than $.$: hence null hypothesis is rejected. It is

concluded that the designation influences the opinion about the overall 4uality of work life .

7.46 Ta&e re'resenting t)e reations)i' &et"een t)e e;'erience of t)e

res'on*ents an* e,e of satisfaction "it) 'ro+otion 'oicies

Le,e of satisfaction "it) Pro+otion 'oicies Tota

(ig)!

*issatisfie*

*issatisfie* Neutra Satisfie*(ig)!

satisfie*

E;'erience of

t)e res'on*ents

Less t)an 8

!rs: ( $ 9 $ %$

810H !rs $ % % % $ (

0H108 !rs 9 9 % % % 7

0813H !rs 9 : 8 9 $ %(

A&o,e 3H !rs & %( : %$ $ (7


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Tota %' 98 %% %; % 7$

Correation

/aue

As!+'.

St*.

Error@a

A''ro;.

T@&

A''ro;.

Sig.

Inter,a &!

Inter,aPearsons R .$&& .%98 .'99 .8%81c2

Or*ina &!

Or*ina

S'ear+an

Correation.$7' .%9: .;87 .:9$1c2

N of /ai* Cases 7$

Inference$

The above table shows that there is positive correlation between experiences of the respondents

with promotion policies. Therefore it is concluded that the experience influences the level of

satisfaction with promotion policies.

7.45 Ta&e re'resenting t)e reations)i' &et"een t)e *esignation an* rating

for ,entiation an* Ac

Rating for /entiation?AC Tota

Poor Fair T!'ica/er!

Goo*

E;ceen

t

Designation of

t)e res'on*ents

Su't % 7 ( : ( %&

Ins'ector 7 : %$ %$ % ((

Senior Ta;

Assistant$ % ( 8 9 %$

De'ut! officer

su'erinten*ent9 % % ( % '

Tota %$ %8 %7 99 7 7$

Correation


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/aue

As!+'.

St*.

Error@a

A''ro;.

T@&

A''ro;.

Sig.

Inter,a &!

Inter,a Pearsons R .$;% .%9' .:$% .;%'1c2

Or*ina &!

Or*ina

S'ear+an

Correation.$78 .%97 .;%% .:8(1c2

No of /ai* Cases 7$.

Inference$

The above table shows that there is positive correlation between the designation and rating for

ventilation and 3>!.Therfore it is concluded that the designation influences the rating for

ventilation and 3>!.

Chapter-!


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"indings# $uggestions

and Conclusions.

8.0 FINDINGS$

8.0.0 Genera o&ser,ation$

)ost of the employees are satisfied with salary and benefits.

)ost of the employees are satisfied with their work space and work assignment.

)ost of the employees are satisfied with transfer policies but some of Aorth Indian

employees are dissatisfied about the transfer policies.

)ost of the employees are satisfied with the 4uality 4uantity and rate of food in the

canteen The superiors are cooperative

)ost of the employees re4uired health and fitness club.

)ost of the employees re4uired the speciality hospitals to be added in the authorized list

of hospitals provided.


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)aintenance and service of electrical and computer appliances are poor.

ectification>epair is not done instantly. )ost of the employees are dissatisfied about the promotion policies

)ost of the employees feel that ventilation is poor.

!leanliness of furniture and space is not up to the standard.

)ost of the employees feel that the infrastructure facilities to be improved.

8.0.3 O&ser,ation fro+ questionnaireC

)erely 78 M of data are collected from male and 9;M of data are collected from female

)erely %&M 9'M (9M of the respondents belong to age group of 9:?(: yrs (:?8: yrs

and 8:?:: yrs respectively.9$Mand%M of the respondents belongs to age group of above

:: yrs below 9: yrs.

;%M and ($M of the respondents has +, and D, Qualification respectively.;M are 66

and (M are E6!.

)erely %8M of the respondents are having less than : yrs of experience %9 M%$M

9%M of the respondents are having :?%$ yrs%$?%: yrs and %:?9$ yrs of experience and

8( M of the respondents are having above 9$ yrs of experience.

)erely '7M of the respondents are married and %(M of the respondents are unmarried.

:&M of the respondents are satisfied with their salary and benefits and only ;M of the

respondents are dissatisfied with their salary and benefits.

)erely ;%M of the respondents are satisfied in their work assignment and only 8M are

dissatisfied in their work assignment. )erely %&M of the respondents are satisfied with medical checkup and (% M of the

respondents are dissatisfied with the medical facilities provided by the concern.

7$M of the respondents re4uired that the specialty hospitals to be added in the list of

authorized hospital provided by the concern. )erely '8M of the respondents re4uired the health and fitness club.

)erely 8&M of the respondents agreed that they are comfortable with the workspace

allotted for them and only (M of the respondents are disagreed.

)erely 8;M of the respondents are satisfied about the transfer policies and only %8M of

the respondents are dissatisfied. ($M of the respondents are satisfied with bonus provided and 9;M of the respondents are

dissatisfied.

(8M of the respondents are satisfied and %'M of the respondents are dissatisfied with the

4uality and 4uantity of food available in the canteen.


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;$M of the respondents are satisfied and only %$M of the respondents are dissatisfied

about the rate of food available in the canteen. 5nly 9(M of the respondents are satisfied with the promotion policies and ((M of the

respondents are dissatisfied.

)erely ;%M of the respondents agreed that their superiors are cooperative and only ;M of

the respondents are disagreed.

)erely (%M of the respondents feel that the overall 4uality of work life is very good and

no respondents feel poor.

5nly %7M of the respondents are getting always feedback for their performance and 88M

of the respondents are getting feedback on yearly report basis and %$M of the respondents

are never getting feedback.

:(M of the respondents are satisfied with the training given for them and only %(M of

the respondents are dissatisfied. 87M of the respondents are agreed that they are getting reward for their outstanding

performance.

89M of the respondents agreed that they are given freedom to offer suggestion on official

matters and %&M of the respondents are disagreed.

9%M of the respondents rated : out of : for seating arrangement 8%M of the respondents

rated 8 out of : for seating arrangement and no respondents rated % out of : for seating

arrangement.

9(M of the respondents rated : out of : for computer configuration :%M of the

respondents rated 8 out of : and no one rated 9 out of : and % out of : for computer

configuration.

&M of the respondents rated : out of : for ventilation and 3>!

9'M of the respondents rated : out of : for lightings 8'M of the respondents rated 8 out

of : and no respondents rated 9 out of : and % out of : for lighting facility.

Ao one rated : out of : and 8 out of : for fire extinguisher.

There is no relationship between the gender of the respondents and transfer policies

There is no relationship between age group and medical checkup

The designation of the respondents influences the opinion about the overall 4uality of

work life. The designation doesn’t influence the level of satisfaction with salary and benefits


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8.3 SUGGESTION$

#ob satisfactions are found to be good and it can improve by providing the satisfactory

seating arrangement. The organization can provide separate computers on each table so that they can reduce

paper works and increase speed and accuracy in maintenance and retrieval of records

The organization can provide regular medical checkup for improving the medical

facilities.

The organization can provide bus>cab facilities from 4uarters to office.

The organization can provide effective training for efficient performance of employees.

The 5rganization can appoint special computer trainee to meet out the present

computerization of the department.

6eparate vigilance checks can be there to ensure punctuality of all employees. The 5rganization can improve the infrastructure for efficient working of individuals

The 5rganization can review the promotion policies

The 5rganization can concentrate on transfer policies especially for Aorth Indian

employees.


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8.4 Concusion$

"very organization has to satisfy some of the basic needs and demands of its employees

because the satisfied and motivated employees are the source of achieving the organizational

goals and objectives. In order to use the maximum potential of the human resource the

organization has to provide them with the best 4uality of their working life. Therefore every

organization needs to update and improve the 4uality of work life of the employees.

/rom the study it is clear that the overall 4uality of work life of employees is good in the

office of commissioner of central excise and service tax department of Trichy. This research

highlights some of the small gaps in employee’s satisfaction towards the 4uality of work life.


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Anne%ure


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=uestionnaire

Persona Detais$

,ender C 8 )ale 8/emale

3geC8 below 9: yrs8 9:?(: yrs8 (:?8: yrs8 8:?::yrs

8 3bove :: years

"ducational Qualification C 8 66

-esignation C8 6uperintendent8Inspector 86enior Tax 3ssistant

8 -eputy 5fficer 6uperintendent

6ection C

)arital status C 8 6ingle8)arried

"xperience C 8


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% 6alary and benefits

9 @ork 3ssignment

( Transfer policies

8 Dromotion policies

: 0onus

; )edical !heck up 7 c

8


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suggestions on

official work

8 I am rewarded for

my outstanding

work. : I am satisfied with

training

given for me

8.


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&i'liograph

Reference


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Boo#s$

%. . 3swathappa 1%&&72OEuman esources and Dersonnel )anagementO

Tata )c,raw?Eill Dublishing !ompany

report on trichy customs and central excise department

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