employees satisfaction at roots precision products pvt ltd, coimbatore

A STUDY ON EMPLOYEE SATISFACTION AT ROOTS PRECISION PRODUCT PRIVATE

LIMITED Summer training report submitted to the ANNA UNIVERSITY

COIMBATORE

for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by

A.SHEETAL 7601129045

Under the Supervision and Guidance of

Mr. THOMAS MICHAEL, MBA. Lecturer

SCHOOL OF MANAGEMENT

V.L.B.JANAKIAMMAL COLLEGE OF ENGINEERING & TECHNOLOGY

COIMBATORE - September 2008

B O N A F I D E C E R T I F I C A T E

This is to certify that the summer training report, entitled

‘A STUDY ON EMPLOYEE SATISFACTION AT ROOTS

PRECISION PRODUCT PRIVATE LIMITED’, submitted to the

Anna University Coimbatore in Partial fulfillment of the

requirements for the award of the Degree of MASTER OF

BUSINESS ADMINISTRATION is a record of original research

work done by A.SHEETAL, during the period July 2008 to

August 2008 of his/her study in the SCHOOL OF

MANAGEMENT at V.L.B.JANAKIAMMAL COLLEGE OF

ENGINEERING & TECHNOLOGY, COIMBATORE, under the

supervision and guidance of Mr. THOMAS MICHAEL, and the

training report has not formed the basis for the award of any

Degree / Diploma / Associateship / Fellowship or other similar

title to any candidate of any University.

Faculty Guide Director /

HOD

Vivavoce examination held on: ______________________. Internal Examiner External

Examiner

Date :

Place :

D E C L A R A T I O N

I, A.SHEETAL, hereby declare that the summer training

report, entitled ‘A STUDY ON EMPLOYEE SATISFACTION AT

ROOTS PRECISION PRODUCT PRIVATE LIMITED’,

submitted to the Anna University Coimbatore in Partial

fulfillment of the requirements for the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION is a record of

original and independent research work done by me during July

2008 to August 2008 under the supervision and guidance of Mr.

THOMAS MICHAEL, lecturer, School Of Management,

V.L.B.Janakiammal College of Engineering & Technology,

Coimbatore and it has not formed the basis for the award of any

Degree / Diploma / Associateship / Fellowship or other similar

title to any candidate of any University.

Date : Signature of the

Student

Place : Sheetal.A

ACKNOWLEDGEMENT

I would like to thank at first our principal Dr.V .SOUNDARARAJAN,

Principal, V.L.B.Janakiammal College of Engineering & Technology, for

providing sufficient facilities for conducting the study.

I express my gratitude to Dr. R. SUBRAMANIAM, Director, School

Of management for lending his support to carry on this study.

I sincerely thank Prof.R.Saravanan, Head-School of Management

for providing me support, assistance and for having guided me in

completing this project successfully.

I would like to express my sincere gratitude to Mr. THOMAS

MICHAEL, faculty guide for his invaluable support and guidance, which

has helped me in the successful completion and compilation of this

project.

I would also like to extend my thanks to all the faculty members as

well as to my family who have always stood by me and helped me through

the course of study.

I record my heart felt gratitude and appreciation to Mr. SAMPATH,

Manager of Roots Industries Private Limited, for having permitted me

to undergo this project.

I would like to extend my thanks to all Other Staffs and Non

Teaching Staffs in our department.

SHEETAL.A

CONTENTS

DESCRIPTION

Acknowledgement

Contents

List of tables

List of charts

Abstract

1. Introduction

1.1 About the project

1.2 About the industry

1.3 About the company

2. Methodology

3. Analysis & Interpretation

4. Findings

5. Suggestions

6. Conclusion

Appendices

Bibliography

LIST OF TABLES

S.No CONTENTS

TABLE SHOWING EMPLOYEE SATISFACTION-EXECUTIVES

3.1 Working Condition

3.2 Relationship with superiors and Colleagues

3.3 Motivation and Recognition

3.4 Salary

3.5 Welfare facilities

3.6 Job Security

3.7 Grievance Handling

3.8 Performance Appraisal

3.9 Training

3.10 Management Style

3.11 Quality Policy

3.12 Career Counseling

3.13 Individual’s Growth Opportunities

3.14 Goals And Responsibilities

3.15 Image of the Organization

S.No CONTENTS

TABLE SHOWING EMPLOYEE SATISFACTION-STAFFS




3.19 Salary


3.21 Job Security



3.34 Training


3.26 Quality Policy





S.No CONTENTS

TABLE SHOWING EMPLOYEE SATISFACTION- OPERATORS




3.34 Salary


3.36 Job Security



3.39 Training


3.41 Quality Policy




3.45 Table showing overall employee satisfaction

LIST OF CHARTS

S.No CONTENTS

CHARTS SHOWING EMPLOYEE SATISFACTION-EXECUTIVES




3.4 Salary


3.6 Job Security



3.9 Training


3.11 Quality Policy





S.No CONTENTS

CHARTS SHOWING EMPLOYEE SATISFACTION-STAFFS




3.19 Salary


3.21 Job Security



3.34 Training


3.26 Quality Policy





S.No CONTENTS

CHARTS SHOWING EMPLOYEE SATISFACTION- OPERATORS




3.34 Salary


3.36 Job Security



3.39 Training


3.41 Quality Policy




ABSTRACT

Roots industries India limited belongs to the Roots group,

Coimbatore. The Present Project entitled “EMPLOYEE SATISFACTION”

was carried out in Roots Precision Products Private Limited. The main

objective of this project is to study the level of satisfaction among the

employees and to give suggestions to overcome the draw back faced by

the organization to satisfy the employees.

The data used for the study is the primary data. Primary data was

collected from the employees of various category i.e., executive level, staff

level and operator level in Roots Precision Products Private limited. The

tools and techniques used for the analysis are Percentage Analysis,

charts are drawn and based on the analysis, findings and conclusion was

drawn.

1. INTRODUCTION

1.1. ABOUT THE PROJECT

Employee job Satisfaction was a much popularized subject during

the 1980’s and 1990’s, where much of the literature (Stoner & Wankel, 1986;

Brewster, Dowling, Grobler, Holland & Warnich, 2000), focused on the link

between Employee Satisfaction and Employee Performance. Subsequent

research has, however, proven that this link is not particularly strong, (Kreitner &

Kinicki, 2005; Ivancevich & Matteson, 2002). What recent research has

confirmed is that there is a clear reciprocal relationship between Employee

Satisfaction and Customer Satisfaction (Kraut, 1996). For example, one of the

most detailed studies undertaken was that carried out by Heskett, Sasser and

Schlesinger (1995). The authors point out that, “When companies put

employees and customers first, their employees are satisfied, their customers are

loyal, their profits increase, and their continued success is sustained” (as cited in

Bailey & Dandrade, 1997).

The concept of Employee Satisfaction can be traced back to Edward

Thorndike, who in the early 1900’s published an article in the Journal of

Applied Psychology where he explored the relationship between work and

satisfaction. The concept of Employee Satisfaction has certainly been

researched very thoroughly over the years and has been linked to many other

issues like employee loyalty, employee commitment, employee engagement and

job satisfaction.

One of the most quoted theorists is Hertzberg who during the 1950’s

developed his theory which identified two dimensions of satisfaction, namely

motivation and hygiene. Hertzberg maintained that the hygiene factors could not

motivate employees but rather helped minimize dissatisfaction levels if

addressed. These hygiene factors include topics such as; company policies,

supervision, salary, interpersonal relationships and working conditions. The

motivating factors addressed topics such as: the work itself, achievement,

recognition, responsibility, and advancement. If continuously good levels are

maintained in respect of these topics, a motivated work force is created.

Modern management considers human being as resource and it is an

importance for the success of any organization. It is the strength and aid.

Therefore employees attitudes, interest, quality, job satisfaction, etc., have a

bearing productivity of a firm unless the management is able to recognize

employees needs and wants they will lose motivation and morale and it will

affect the best interest of the firm.

Work is one of the most important activities in a person’s life .who do

have satisfying job rarely have fully satisfying lives. Dissatisfaction in work can

lead in many circumstances to lower production and friction on the job. So that it

must be considered by the management and steps should be taken to find out

the factors which cause job dissatisfaction and to reduce such dissatisfaction.

In general employee satisfaction is the attitude towards the work

environment, salary, relationship with their colleagues, job security, grievance

handling, performance appraisal, training and development, management style,

quality policy, career counseling and so on.

In this project factors that are taken into consideration for the employee

satisfaction are:

1. Work Environment:

Work environment is the atmosphere to which the employee is

actually exposed. This constitutes a major portion of the influence on

the employees. This typically included the quantum of work allotted,

nature and complexities, system being followed, support from

colleagues etc.

2. Relationship with the Superiors and Subordinates:

Healthy and cordial relationship in the department will not only provide

healthy environment but also paves way for smooth flow of work,

increases productivity and qualitative performance.

3. Relationship with Colleagues:

Better understanding and friendly relations with colleagues is

necessity for a good environment. Joining hands together and helping

each other enhance stability and confidence among themselves that

contributes to the security and improve performance as a whole.

4. Motivation and Recognition:

The level of performance of an employee is a function of his abilities.

If there is a strong positive motivation, the output increases and

decreases if it is negative. Motivation is a core element of

management which shows that every human being earnestly seeks a

secure, friendly and supportive relationship that gives him a sense of

warmth and recognition in groups that are most important to him.

5. Salary:

Salaries are influenced by the size of the company, by a specific

industry and in part by the contribution of the incumbent to the

process of decision making. The bigger the firm, the greater is the

compensation to the employees. The more attractive the salary, the

more attractive will be the performance of the employees.

6. Job security:

A person who is satisfied with the current job would continue to

remain in the same job. So job security plays a crucial role in the

maintenance of job satisfaction among employees.

7. Grievance handling:

This is a corrective measure however important when grievances or

difficulties or constraints enter in on employee’s job. The approaches

of management, time taken to provide counter measures etc are the

constraints of this factor.

8. Performance appraisal:

Most firms do not have a choice whether or not it should appraise its

personnel and their performance of the hired personnel will be

evaluated by someone at sometime.

9. Management practices:

The approach of the management towards employees in the

interfaces like appraisal and reward schemes, permitting employees

in the interfaces like appraisal and reward schemes, permitting

employees to participate in the organizational issues etc, is also

determining the employee satisfaction. This company has set

employee of the year award etc, ensures positive management

approach. These approaches have made the employees to have a

good view over their job.

10. Opportunities for development:

This is a factor strongly related to the higher order needs of the

employees on their personal development. Many people like a

challenging job, since that assures them to think and undergo series

development measures. This factor is an essential one for satisfaction

of permanent employees.

11. Quality policy:

Quality is a core concept that rules today’s business. It is a non-

comprising factor of any industry in today’s business world.

Companies would adopt themselves to the recognize quality

standards to sustain in the market and to provide a better working

condition to the employees and job security.

The study on employee satisfaction is relatively recent phenomenon. It

can perhaps he said to have begun in earnest with the famous Hawthrone

experiment conducted by Elton Mayo at western electrical company in 1920s.

During the course of their investigation, however they became convinced that the

factors of social nature were affecting employee satisfaction with the job and

productivity. Since the Hawthrone studies, there has be enormous output of work

on the nature, causes, correct employee satisfaction. The traditional model of

employee satisfaction is that it consist of training and development, salary,

management style, quality policy than an individual has about his work. The total

body of influence of the job, the nature of the job itself, the pay, the promotion

prospects, nature of supervision and so on, where the sum total of influences

gives to rise to the feeling of employee satisfaction, the employee is satisfied,

where in total, they give rise to psychological and environmental circumstances

that cause a person truly to say “I am Satisfied”. Employee satisfaction means a

pleasurable positive emotional state resulting from the appraisal of one’s

feelings.

OBJECTIVES

Primary Objective:

To find out the present level of employees satisfaction in RPPPL at three

levels namely executives, staffs and operators.

Secondary Objective:

§ To analyze the satisfaction level of employees.

§ To analyze work conditions.

§ To study the job security level among the employees.

§ To study how far the employees are satisfied with the training

activities of the company.

§ To study the welfare activities of the company.

§ To study relationship between employees and supervisors.

SCOPE AND LIMITATION OF THE STUDY

SCOPE OF THE STUDY:

The success of an organization depends upon ability of his employees. It

is said that “A happy employee is producing employee“. This study was

conducted to know the satisfaction level of workers. It helps in identify the

problems of the workers and reason for those problems. It is used to rectify some

problems by giving suggestions and recommendations. It also refers to general

attitude of employees towards his job.

LIMITATION OF THE STUDY:

Any research study will be restricted in scope by certain inherent

limitations that are caused by research design sampling procedure and

respondent reflection.

§ Due to lack of time the sample size is restricted to 86 and hence accuracy

will be less.

§ Lack of cooperation of respondents.

§ Chances of respondents bias are true in this study

§ Since study is limited to particular unit only the conclusion may not have

universal validity in it.

1.2. INDUSTRY PROFILE

ROOTS INDUSTRIES LTD:

Roots Industries limited is a leading manufacturer of horns in India and the

11th largest horn manufacturing company in the world, with the manufacturing

capacity of 2 million horns. Head quarter in Coimbatore India Roots has been a

dominant player in the manufacture of horns and other product like casting

industrial cleaning machines. Since it’s establishment in 1970 Roots has had

vision and commitments to produce and delivery quality product adhering to

international standard.

Roots Industries Limited is managed by excellent team of path breakers,

chief among them being the chairman Mr. K. Ramasamy. The horns

manufactured by Roots Industries limited are employed as original equipment by

a number of vehicles manufactures like Ashok Leyland, Fiat India, Ford Motor,

Hindustan Motors, Mahendra & Mahendra , Mercedes Benz, Mitsubishi Lancer,

Tata Engineering, Toyota Kirloskar, Bharat Earth Movers, Cater pillar India,

kerala Auto mobiles, TVS Motor company limited etc. Roots Industries

specializes in the manufacture of wide range and line up of automobile horns.

Roots Industries limited places a premium on original technology and innovation.

It’s technical collaboration with Robert Bosch S.S of Spain in 1995 as helped it to

further strength is R&D activities and technical competence. This collaboration

along with the Roots Industries indigenous talent has kicked off a spree of growth

un-matched in the history of automobile ordinary equipments manufacturers.

Roots Industries limited, has now entered into a strategic alliance with

compact Electric Ltd, Chennai to introduce ‘XeLiTE’, the next generation range of

halogen lamps which was hitherto being exported, is now being introduced into

the market. The advantages of Roots XeLiTE has high lumen efficiency, a large

coverage, UV shield, longer life, extra safety, resistance to vibration, shock proof,

stable color temperature.

ROOTS PRECISION PRODUCTS

Roots precision product was established in 1987 to address the in-house

tooling needs of the divers Industries in Roots Group. Owing to continuous

improvements and investment into better resources, the company has become

self sufficient. It is catering to the needs of the various Industries. RPP acts as a

lone stop solution for tooling and precision machining. They specialize in design

and manufacture of press tools, injection modules, die casting dyes, jigs and

fixtures. Their customers are Lakshmi Machine Works Ltd., Lucas TVS, Pricol,

Salzer electronics, TVS electronics, TVS Motor Company Ltd., Troika Auto

products.

PRODUCT PROFILE

The major products manufactured by Roots Precisions Product Private

Limited are:

Die Casting Dies:

Specification: 60 Ton to 400 Ton Cold Chamber & Hot Chamber

Component Material: Zinc & Aluminium alloys

Die Material: HDS H13 & Orvar Supreme

Engineering Plastic Modules:

Specification: 30 Ton to 250 Ton cold runner, hot runner, 2 Plate, 3 Plate, Split

mould

Component Material: ABS, Nylon, PPS, HDPE, LDPE, Delrin, PP

Die Material: HPM 38, HDS H11, Stavax ESR, Impax Supreme, Calmax

Press Tools:

Specification: 10 Ton to 250 Ton progressive compound & combination draw

tools

Component Material: CRCS, Spring Steel, Stainless Steel, Brass, Phosphor

Bronze, Copper, Aluminium

Die Material: HSS, HCHCr

Jigs & Fixtures:

Specification: Machining and Assembly

Die Material: OHNS, EN 24, En8, and HCHCR

1.3. COMPANY PROFILE

Roots groups of companies are well known all over the world. They specialize

in manufacturing horns and major establishment stand as their customers. The

roots industries have mainly two branches one of which is situated in the

Ganapathy area and other one in Thopampatty. Apart from this the Root family is

a large concern, with divisions as follows:

• Roots Industries Limited

• Roots Auto Products (p) Ltd

• Roots Cast (p) Ltd

• Roots precision product

• Roots Digital Engineering Services (p) Ltd

• Roots Multi-Clean Ltd

• Roots poly crafts

Roots was the first company in India to get the European Homologation

certificate from Germany. The company has had a tremendous growth in export

sectors and an enviable track record of over Rs. 35 million foreign exchange on

just under 4years. Roots horns are exported to over 25 countries world wide and

hold of about 60% of the Indian market share. The exports go to Canada, USA,

Brazil, Japan, Middle East, South Africa, China, Australia and South America etc.

It becomes the first company in the world to introduce musical air horn.

2. RESEARCH METHODOLOGIES

Research Methodology is a way to systematically solve the research

problem as it guides how research is done scientifically. It consist of different

steps that are generally adopted by the researcher to study his research problem

with the logic behind them.

RESEARCH DESIGN

Research design constitutes the blue print for the collection,

measurement and analysis of data. Thus research design is a conceptual

framework within the research is conducted.

Descriptive research:

It includes surveys and fact finding enquiries of different kind. The major

purpose of descriptive research is the description of the state of affairs as it

exists at present.

Exploratory research:

Exploratory research is concerned with the finding out any new problem

and development of hypothesis rather than their testing.

The research design of this project is description as it is used to accurately

portray the characteristics of a particular individual or a group accurately.

METHOD OF DATA COLLECTION

This study pertains to collection of data from the primary source called the

primary data.

Primary data:

Primary data’s are those which are collected for the first time by the

researcher. It is the fresh data. In this project, the primary data was collected

through questionnaire from the employees of three levels namely the executives,

staffs and operators.

Secondary data:

Secondary data are those which have already been collected. In this

project, secondary source such as the magazines, certain published journals of

the company have been used to collect the information.

RESEARCH INSTRUMENT

The instrument which has been utilized for the collection of data is the

questionnaire. Questionnaire is a Performa containing sequence of questions to

collect information from the respondent. Thus, questionnaire consists of number

of questions printed or typed in a definite order on a form or set of forms.

SAMPLING DESIGN:

A sample design is a definite plan for obtaining in sample from a given

population. It refers to the technique or the procedure the researcher would adopt

in selecting the items for the sample.

In this project, the samples have been selected from the population using

simple random sampling technique.

In this research the sampling unit being the employees of Roots Precision

Product Private Limited.

The size of the sample is 86 which includes 5 executives, 41 staffs and

40 operators out of a population of 102

3. DATA ANALYSIS AND INTERPRETATION

The success of the study rules on the clear interpretation of the data that

is presentation of qualitative information in an understandable way for the

purpose of this study statistical tools namely percentage analysis, chi-square

test, charts, graphics and diagram were used.

Classification, tabulation and charting of data are done with greater

clarity. Classification gives prominence to important information gathered

dropping out unnecessary details. The tabulation helps to simplify the

presentation of data and facilitate a comparison which enables the researcher to

quickly locate the desire information.

Statistical Tool used in this project is Percentage analysis and charts.

TABLES SHOWING EMPLOYEE SATISFACTION

Category: Executive

Sample Size: 5

3.1. WORKING CONDITIONS:

CATEGORY NO OF RESPONDENTS %

AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee

O p i n i o n o f R e s p o n d e n t s

INFERENCE:

From the above table it was observed that all the respondents are satisfied with

the existing environment.

3.2. RELATIONSHIP WITH SUPERIORS AND COLLEAGUES


AGREE 5 100

DISAGREE

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that all the executives are satisfied with the

relationship with the superior and colleagues.

3.3. MOTIVATION ANDRECOGNITION:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that all the executives are satisfied with the

motivation and recognition.

3.4. SALARY:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that all of the executives are satisfied with

the salary that offered.

3.5. WELFARE FACILITIES:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:


welfare facilities.

3. 6. JOB SECURITY:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that all the respondents feel they are

secured with their job.

3.7. GRIEVANCE HANDLING:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:


the grievance handling.

3.8. PERFORMANCE APPRAISAL:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE


the performance appraisal.

3.9. TRAINING:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:


the training the company offer for their job.

3.10. MANAGEMENT STYLE:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:


the style of management.

3.11. QUALITY POLICY:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:


the quality policy.

3.12. CAREER COUNSELING:


AGREE 3 60

DISAGREE 2 40

TOTAL 5 100

60%

40%

0%

10%

20%

30%

40%

50%

60%

70%

Agr ee Di sagr ee


INFERNCE:

From the above table it was observed that 93% of the respondents are satisfied

with the career counseling and the remaining 7% of the respondents are not

satisfied with the career counseling.

3.13. INDIVIDUAL’S GROWTH OPPORTUNITIES:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that all the employees are satisfied with

the growth opportunities the organization offers for the individual.

3.14. GOALS AND RESPONSIBILITIES:


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that all of the employees are satisfied with

the goals and responsibilities the organization assigns.

3.15. IMAGE OF THE ORGANIZATION


AGREE 5 100

DISAGREE - -

TOTAL 5 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:


the image of the organization.

TABLES SHOWING EMPLOYEE SATISFACTION

Category: Staff

Sample Size: 41

3.16. WORKING CONDITIONS:


AGREE 26 63

DISAGREE 15 37

TOTAL 41 100

63%

37%

0%

10%

20%

30%

40%

50%

60%

70%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that nearly 63% of the respondents are

satisfied with the existing environment and 37% are not satisfied with existing

environment.

3.17. RELATIONSHIP WITH SUPERIORS AND COLLEAGUES:


AGREE 38 92

DISAGREE 3 8

TOTAL 41 100

92%

8%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that 92% are satisfied with the relationship

with the superior and colleagues and only 8% are not satisfied.

3.18. MOTIVATION AND RECOGNITION:


AGREE 36 87

DISAGREE 5 13

TOTAL 41 100

87%

13%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that 87% of the employees are satisfied

with the motivation and recognition and the remaining 13% are not satisfied with

the motivation and recognition.

3.19. SALARY:


AGREE 34 83

DISAGREE 7 17

TOTAL 41 100

83%

17%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Agr ee Di sagr ee


INFERENCE:


with the salary that offer and remaining 17% are not satisfied with the

remuneration they offer.

3.20. WELFARE FACILITIES:


AGREE 29 71

DISAGREE 16 29

TOTAL 41 100

71%

29%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Agr ee Di sagr ee


INFERENCE:


with welfare facilities and 29% are not satisfied.

3.21. JOB SECURITY:


AGREE 38 93

DISAGREE 3 7

TOTAL 41 100

93%

17%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that 93% the respondents are satisfied

with the security they offer for the jobs and 7% the respondents are not satisfied

with the security they offer for the jobs.

3.22. GRIEVANCE HANDLING:


AGREE 41 100

DISAGREE - -

TOTAL 41 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:


the grievance handling.

3.23. PERFORMANCE APPRAISAL:


AGREE 41 100

DISAGREE - -

TOTAL 41 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE


the performance appraisal.

3.24. TRAINING:


AGREE 41 100

DISAGREE - -

TOTAL 41 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:


the training the company offer for their job.

3.25. MANAGEMENT STYLE:


AGREE 39 95

DISAGREE 2 5

TOTAL 41 100

95%

5%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that 95% the respondents are satisfied

with the style of management and 5% the respondents are not satisfied with the

style of management.

3.26. QUALITY POLICY:


AGREE 41 100

DISAGREE - -

TOTAL 41 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:


the quality policy.

3.27. CAREER COUNSELING:


AGREE 38 93

DISAGREE 3 7

41 100

93%

7%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERNCE:


with the career counseling and the remaining 7% of the respondents are not

satisfied with the career counseling.

3.28. INDIVIDUAL’S GROWTH OPPORTUNITIES:


AGREE 39 95

DISAGREE 2 5

TOTAL 41 100

95%

5%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE:

From the above table it was observed that 95% the employees are satisfied with

the growth opportunities the organization offer for the individual and 5% are not

satisfied.

3.29. GOALS AND RESPONSIBILITIES:


AGREE 38 93

DISAGREE 3 7

TOTAL 41 100

93%

7%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE:


with the goals and responsibilities the organization assigns and 7% are not

satisfied.

3.30. IMAGE OF THE ORGANIZATION


AGREE 41 100

DISAGREE - -

TOTAL 41 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE:


the image of the organization.

TABLES SHOWING EMPLOYEE SATISFACTION Category: OPERATORS Sample Size: 40 3.31. WORKING CONDITIONS: CATEGORY NO OF RESPONDENTS % AGREE 34 85 DISAGREE 6 15 TOTAL 40 100

85%

15%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that nearly 85% of the respondents are satisfied with the existing environment and 15% are not satisfied with existing environment 3.32. RELATIONSHIP WITH SUPERIORS AND COLLEAGUES CATEGORY NO OF RESPONDENTS % AGREE 36 90 DISAGREE 4 10 TOTAL 40 100

90%

10%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that 90% of the employees are satisfied with the relationship among the superiors and colleagues and remaining 10% are not satisfied with it.

3.33. MOTIVATION ANDRECOGNITION: CATEGORY NO OF RESPONDENTS % AGREE 38 95 DISAGREE 2 5 TOTAL 40 100

95%

5%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that 95% of the employees are satisfied with the motivation and recognition and the remaining 5% are not satisfied with the motivation and recognition 3.34. SALARY: CATEGORY NO OF RESPONDENTS % AGREE 34 85 DISAGREE 6 15 TOTAL 40 100

85%

15%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that 85% of the employees are satisfied with the salary that offer and remaining 15% are not satisfied with the remuneration they offer.

3.35. WELFARE FACILITIES: CATEGORY NO OF RESPONDENTS % AGREE 12 30 DISAGREE 28 70 TOTAL 40 100

30%

70%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that only 30% of the employees are satisfied with the welfare facilities that they offer and remaining 70% are not satisfied. 3.36. JOB SECURITY: CATEGORY NO OF RESPONDENTS % AGREE 39 98 DISAGREE 1 2 TOTAL 40 100

98%

2%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that only 98% of the employees are satisfied with the job security that they offer and remaining 2% are not satisfied.

3.37. GRIEVANCE HANDLING: CATEGORY NO OF RESPONDENTS % AGREE 38 95 DISAGREE 2 5 TOTAL 40 100

95%

5%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that only 95% of the employees are satisfied with the grievance handling that they offer and remaining 5% are not satisfied. 3.38. PERFORMANCE APPRAISAL: CATEGORY NO OF RESPONDENTS % AGREE 39 98 DISAGREE 1 2 TOTAL 40 100

98%

2%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE From the above table it was observed that only 98% of the employees are satisfied with the performance appraisal that they offer and remaining 2% are not satisfied.

3.39. TRAINING: CATEGORY NO OF RESPONDENTS % AGREE 36 90 DISAGREE 4 10 TOTAL 40 100

90%

10%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that only 90% of the employees are satisfied with the training that they offer and remaining 10% are not satisfied. 3.40. MANAGEMENT STYLE: CATEGORY NO OF RESPONDENTS % AGREE 39 98 DISAGREE 1 2 TOTAL 40 100

98%

2%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that only 98% of the employees are satisfied with the style of management and remaining 2% are not satisfied.

3.41. QUALITY POLICY: CATEGORY NO OF RESPONDENTS % AGREE 40 100 DISAGREE - - TOTAL 40 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that all the respondents are satisfied with the quality policy 3.42. INDIVIDUAL’S GROWTH OPPORTUNITIES: CATEGORY NO OF RESPONDENTS % AGREE 36 90 DISAGREE 4 10 TOTAL 40 100

90%

10%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that only 90% of the employees are satisfied with the individual’s growth opportunities achieved and remaining 10% are not satisfied.

3.43. GOALS AND RESPONSIBILITIES: CATEGORY NO OF RESPONDENTS % AGREE 38 95 DISAGREE 2 5 TOTAL 40 100

95%

5%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that only 95% of the employees are satisfied with the goals and responsibilities and remaining 5% are not satisfied. 3.44. IMAGE OF THE ORGANIZATION CATEGORY NO OF RESPONDENTS % AGREE 40 100 DISAGREE - - TOTAL 40 100

100%

0%

0%

20%

40%

60%

80%

100%

120%

Agr ee Di sagr ee


INFERENCE: From the above table it was observed that all the employees are satisfied with the image of the organization

3.45. ROOTS PRECISION PRODUCT PRIVATE LIMITED

PARTICULARS EXECUTIVES STAFF

S

OPERATOR

S TOTAL

WORKING CONDITIONS 100 63 85 83

RELATIONSHIP WITH

SUPERIORS

AND COLLEAGUES

100 92 90 94

MOTIVATION

ANDRECOGNITION 100 87 95 94

SALARY 100 83 85 89

WELFARE FACILITY

100 71 30 67

JOB SECURITY 100 93 98 97

GRIEVANCE HANDLING: 100 100 95 98

PERFORMANCE APPRAISAL 100 100 98 99

TRAINING:

100 100 90 97

MANAGEMENT STYLE 100 95 98 98

QUALITY POLICY 100 100 100 100

CAREER COUNSELING 60 93 - 77

INDIVIDUAL’S GROWTH

OPPORTUNITIES 100 95 90 95

IMAGE OF THE

ORGANIZATION 100 100 100 100

GOALS AND

RESPONSIBILITIES 100 93 95 96

AVERAGE 97 91 89 92

4. FINDINGS

• From the questionnaires it’s found that the executives are satisfied with all

the facilities except that 40% are dissatisfied with the career counseling

programme conducted by the organization.

• As of the staffs it is found that total of 91% of the sample size are satisfied

with the company. The least satisfied area among the staffs is the

working condition of the company.

• From the research conducted among the operators it is known that 70%

of the operators from the sample size are not satisfied with the welfare

facilities provided by the company. And a total of 89% percent of

operators are satisfied.

• The employees of the company completely are satisfied with quality

policy adopted and the image of the organization. Almost all of them are

satisfied with management style and grievances handling method of the

organization.

• The goals and responsibilities, job security, training and individual’s

growth opportunity is given importance according to the research

conducted among employees of the organization.

• It is also found that operators are less satisfied comparing to that of the

upper level employees.

5. SUGGESTIONS

• Proper working condition can be provided to the staffs by providing proper

and comfortable furniture and space within the work space.

• A fully fledged canteen facility may be provided which may also reduce

the time of the staffs in moving in and out of the organization. This would

motivate the employees

• Non-monetary rewards may be given to the employees for their good

performance by the organization.

• Job rotation may be introduced to give the employees a diverse

background.

• Welfare facilities may be increased for the employees.

• A mentor may also be appointed for further enhancing the career

counseling programme conducted by the organization.

6. CONCLUSIONS

From this survey I hope the organization will be benefited and with the

help of the suggestions given the organization can improve its condition and the

overall satisfaction level in the organization might increase.

The executives of the firm are more satisfied comparing to the staffs and

operators. Hence more focus should be given in the satisfaction level of the

employees in the operators and staffs level respectively.

APPENDIX

EMPLOYEE SATISFACTION SURVEY

QUESTIONNAIRE FOR EXECUTIVES

1. Name:

2. Age:

3. Sex:

4. Marital Status:

5. Dependants:

6. Designation:

7. Department:

8. No. of years of service:

9. Education qualification:

10. Technical qualification:

You are requested to tick in any one of the alternatives a, b, c, d, & e

which you feel correct in your opinion, against each statement.

5 point scale: (a) Strongly agree (b) Agree (c) Neither agree nor

disagree (d) disagree (e) strongly disagree.

I Work environment (a) (b) (c) (d) (e) 1 I am comfortable with working

hours

2 I am comfortable with the

machinery and materials handling

equipment

3 I am comfortable with the space

allotted between the Furniture and

Equipment

4 My department is adequately

illuminated


ventilated

6 I am satisfied with the infrastructure

provided by the organization

7 I find my working hours

comfortable

II Relationship with the superiors

8 I share a good rapport with my

superiors

9 I am able to maintain cordial

relationship with my subordinates

and colleagues

10 I am able to maintain control over

my subordinates

11 I am consulted and respected in

major decision making (by

subordinates and superiors)


delegation of responsibility among

my subordinates

13 I do not find overlapping of

authority among departments

III Motivation

14 I am duly recognized for my efforts

and hard work

15 I am rewarded for innovative

ideas/suggestions by the

organization

16 I am satisfied with the promotion

policies of my organization

17 I am happy with my present job/it

holds good future prospects

IV Remuneration

18 I find the present pay scale

commensurate with my efforts

19 I am satisfied with the fringe

benefits the organization provides

V Perks

20 I am satisfied with the perks the

organization provides

VI Job Security

21 My organization provides me job

security

22 My job security is based on my

performance

VII Grievance Handling

23 The grievance handling procedure

in my organization is effective

24 I am able to freely communicate

my grievance

VIII Performance Appraisal

25 I am satisfied wit the organization’s

techniques for evaluating my

performance

26 I find the policies to favour

individuals & organizational

development

IX Training & Development

27 I am highly satisfied with the

training and development

programme the organized provides

X Management Style

28 I am satisfied with the line of

management in my concern

29 I am satisfied with the decision

making standards and plan of the

organization

30 Opinion given is given due

importance in decision making and

for any change in respective

department

XI Quality Policy

31 I am aware of the quality standards

of the organization

32 I am satisfied with the ISO/QS

certified of the company

33 I am adaptable to the changes due

to ISO/QS certification

34 I have wide prospects due to

ISO/QS certification

35 The quality policy of the company

is challenging yet

XII Career Counseling

36 I am aware of the career

counseling programme the

organization offers

37 Career counseling helps in career

planning

XIII Individual’s Growth

Opportunities

38 I feel that there is adequate

opportunity for me to grow further

39 I am provided with ample

opportunities by the management

for my development

40 I find my job interesting and

prospective

41 If I enhance my skills, I will be

given additional responsibility

42 Internal promotions are

encouraged based on the

individual performance

XIV Goals and Responsibilities

43 The job descriptions are clearly

given to me by the management

44 My individual goals are clear

45 Organizational goals are clearly

defined

46 My contribution for the

achievement of the organizational

goal is clear to me

47 I have been given adequate

authority to fulfill my responsibility

XV Image of the Organization

48 The job in this organization gives

me a better status in the society

49 I feel proud to work in my

organization

50 My organization’s products have

good name among the public

51 I am happy about the growth of my

organization

52 Goodwill of the organization is

increasing


QUESTIONNAIRE FOR STAFFS

1. Name:

2. Age:

3. Sex:

4. Marital Status:

5. Dependants:

6. Designation:

7. Department:

8. No. of years of service:

9. Education qualification:

10. Technical qualification:






hours


machinery and materials handling

equipment

3 I am comfortable with the space

allotted between the Furniture and

Equipment


illuminated


ventilated

6 I am satisfied with the infrastructure


7 I find my working hours

comfortable


8 I share a good rapport with my

superiors

9 I am able to maintain cordial

relationship with my subordinates

and colleagues

10 I am able to maintain control over

my subordinates

11 I am consulted and respected in

major decision making (by

subordinates and superiors)


delegation of responsibility among

my subordinates

13 I do not find overlapping of

authority among departments

III Motivation


and hard work

15 I am rewarded for innovative

ideas/suggestions by the

organization



17 I am happy with my present job/it

holds good future prospects

IV Remuneration

18 I find the present pay scale

commensurate with my efforts

19 I am satisfied with the fringe

benefits the organization provides

V Perks

20 I am satisfied with the perks the

organization provides

VI Job Security


security


performance

VII Grievance Handling




my grievance

VIII Performance Appraisal

25 I am satisfied wit the organization’s

techniques for evaluating my

performance

26 I find the policies to favour

individuals & organizational

development

IX Training & Development

27 I am highly satisfied with the

training and development

programme the organized provides

X Management Style





organization

30 Opinion given is given due

importance in decision making and

for any change in respective

department

XI Quality Policy


of the organization


certified of the company



34 I have wide prospects due to

ISO/QS certification

35 The quality policy of the company

is challenging yet

XII Career Counseling

36 I am aware of the career

counseling programme the

organization offers

37 Career counseling helps in career

planning

XIII Individual’s Growth

Opportunities

38 I feel that there is adequate

opportunity for me to grow further

39 I am provided with ample

opportunities by the management

for my development

40 I find my job interesting and

prospective

41 If I enhance my skills, I will be

given additional responsibility

42 Internal promotions are

encouraged based on the

individual performance

XIV Goals and Responsibilities

43 The job descriptions are clearly

given to me by the management

44 My individual goals are clear

45 Organizational goals are clearly

defined

46 My contribution for the

achievement of the organizational

goal is clear to me

47 I have been given adequate

authority to fulfill my responsibility

XV Image of the Organization

48 The job in this organization gives

me a better status in the society

49 I feel proud to work in my

organization

50 My organization’s products have

good name among the public

51 I am happy about the growth of my

organization

52 Goodwill of the organization is

increasing


QUESTIONNAIRE FOR OPERATOR

1. Name

2. Age

3. Sex

4. Marital Status

5. Dependants

6. Designation

7. Department

8. No. of years of service

9. Education qualification

10. Technical qualification






hours

2 There is excessive work load given

3 Adequate rest intervals are given

4 Provided with adequate safety

provisions

5 I have a proper work place

6 I am satisfied with work

environment of the organization


7 I have proper superiors assistance

8 I am consulted in decision making

9 I am duly recognized for the right

job done

10 I am appreciated for my

performances

11 My Participation is welcomed

12 I can easily approach my superiors

13 Superiors are competent enough to

guide

14 Our ability is utilized in full

III Relationship with the

Colleagues:

15 The colleagues of the organization

are friendly

16 I have a cordial work environment

17 The colleagues are helpful in

nature

IV Motivation and Recognition


and hard work



20 I feel proud to work in this

organization

21 I am rewarded for the innovative

ideas

22 I am rewarded for my performance

V Salary

23 I am satisfied with the salary


24 I am provided with commensurate

salary

25 I need a rise in the pay scale

VI Welfare Facilities

26 The organization has adequate

transport facility


transport facilities


medical facilities

29 The organization provides loan

30 I am provided by benefits for the

family

31 I have various plans and ideas

VII Job security


security


performance

34 The job security is based on

workers welfare principle

VIII Grievance Handling




my grievance

IX Performance Appraisal

37 I am satisfied with the

organization’s techniques for

evaluating my performance

38 The appraisal policies of the

organization improves the

performance

X Training

39 I am satisfied with the training

programmes provided by the

organization

40 Training is given whenever needed

41 Training provided is useful

42 The training increases the

performance

XI Management Style





organization

45 Opinion given is due importance in

decision making and for any

change in respective department

XII Quality Policy


of the organization


certificate of the company



49 I am happy and acceptable to the

change

50 The change is on the basis of

future reference

51 I am familiar with the authority

responsible for the growth

BIBLIOGRAHY

C. R. KOTHARI, Research Methodology, New Age International Publications Pvt.

Ltd., 1982, Second Edition.

V. S. P. Rao, Human Resource Management, Text and Cases, Excel Books

Publications Pvt. Ltd., 2005, Second Edition.

WEBSITES:

www.hr.com

http://www.busreslab.com

http://www.confirmit.com

http://www.hr.com/

http://www.busreslab.com/

http://www.confirmit.com/

employees satisfaction at roots precision products pvt ltd, coimbatore

Documents

anna university coimbatore

thomas michael

degree of master

guidance of

hisher study

course of study

employee satisfaction

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