main project final

CHAPTER 1

COMPANY PROFILE

Seshasayee Paper and Boards Limited (SPB), the flagship company belonging

to ‘ESVIN GROUP’, operates an integrated pulp, paper board Mill at Pallipalayam,

Erode – 638 007. Namakkal District. Tamil Nadu India.

SPB, incorporated in June 1960, was promoted by Seshasayee Brothers (Pvt)

Limited in association with a foreign collaborator M/s. Parsons & Whitemore, South

East Asia Inc., USA. After commencement of commercial production, having fulfilled

their performance guarantee obligations, the foreign collaborators withdrew in 1969.

Main promoters of the Company as on data are a group of companies belonging to the

ESVIN group headed by Mr. N. Gopalaratnam.

SPB Commenced commercial production in December 1963, on

commissioning a 20000 tons per annum integrated facility, comprising a Pulp Mill

and two Paper Machines (PM – 1 and PM – 2), capable of producing, writing,

printing, Kraft and poster varieties of paper.

The Plant capacity was expanded to 35000 tons per annum in 1967 – 78, by

modification of PM – 2 and addition of a third paper Machine (PM-3). The cost of the

expansion scheme, at Rs. 34 Millions, was part financed by All India Financial

Institutions (Rs. 32 Millions).

In the second stage of expansion, undertaken in 1976, capacity was enhanced

to 55000 tons per annum, through addition of a 60 tons per annum new Paper

Machine (PM – 4). Cost of the project including cost of a chemical Recovery Boiler

and other facilities for enhanced requirement or utilities, was estimated at Rs. 176

Millions. The same was part financed by term loans from Institutions and Banks to

the extent of Rs. 145 Millions and the balance out of internal generation.

SPB undertook various equipment balancing and modernization programmes,

since then, for improving its operating efficiency, captive power generation capacity,

etc., upto 1992 – 93.

Expansion / Modernization

The company embarked on an Expansion / Modernization Project to enhance

its production capacity from 60000 tones per annum, to 1,15,000 tons per annum and

to upgrade some of the existing facilities, at an estimated cost of Rs. 1890 millions.

The said Expansion / Modernization Project completed in December 2000.

After successful trials, the Commercial Production out of the new Paper Machine

Commenced on July 1, 2000.

The current installed capacity of the Company stands at 1,15,000 tons per

annum.

Raw Materials

The company’s paper plant was originally designed for using bagasse, as the

primary raw material mixed with 20% bamboo fibre.

Bagasse was being obtained from nearby sugar mill on substitution basis using

oil fired boilers.

With sharp increase in oil prices in 1970 – 71, the Company shifted over to the

use of hardwood, at the time of its expansion undertaken in n1978. Raw material mix

underwent a substantial change, with bamboo and hardwood forming 60% and 40%

respectively, of its raw material consumption.

Soon Company started apprehending difficulties in procurement of bamboo. In

1981, it added one more digester, to increase the share of the hardwood in the furnish

mix to 80% and restricting bamboo use to only 20%. With the commissioning of more

wood based industries in Tamil Nadu, there was again an apprehension about

availability of hardwood.

2

As a long – term strategy, the Company at this time decided on restructuring

use of bagasse which was seen to be the most reliable source of fibre for the entire

Industry.

In 1984, the Company promoted Ponni Sugars and Chemicals Limited, as the

captive source for bagasse supply. It added bagasse handling systems and modernized

PM-1 and PM-2, to shift over at the use of bagasse.

The furnish mix for the existing Paper Machines of the Company is 55%

bagasse and 45% hardwood. The Company has vast experience in handling bagasse

and is expected to be one of the major strong points vis – a - vis its competitors in

India, as the Indian Paper Industry will continue to be bogged down by the problem of

raw material availability.

For the new Paper Machine, the furnish is imported. The waster paper and

imported pulp which are sourced from Far East countries, Europe and USA. A small

quantity is supplemented out of captive pulp production.

Export Performance

SPB’s exports are nearly 20% of its production and are a significant exporter

in the Indian Paper Industry. Due to its excellent export performance, SPB has been

awarded ‘Golden Export House’ status.

Awards

SPB in receipt of various Awards awarded by Government of India,

Government of Tamilnadu, Industry Associations, etc. Some of the Awards received

by SPB in the past include :

Capacity Utilization Award

Energy Conservation Award

Environment Protection Award

Safety Award

Export Performance Award

Good Industrial Relations Award

TERI – Corporate Environmental Award

3

Environment Protection

The company attaches paramount importance to the conservation and

improvement of the environment. It is efforts to improve the environmental protection

measures, the company has installed:

Two Electro Statis Precipitators for its Boilers to control dust emissions

These facilities will ensure sustained compliance by the Company of the

pollution controls norms prescribed by the Pollution Control Authorities.

ISO 9001 / ISO 14001 Accredition

The Company’s quality systems continue to be covered by the “ISO 9001”

accredition awarded by Det Norske Veritas, the Netherlands.

The Company has also been accredited with “ISO 14001” certification by Det

Norske Veritas, The Netherlands, for its Environmental Quality Systems.

4

VARIETY OF PAPER

White printing paper

Blue wave paper

Cream wave paper

Offset printing paper

Colour printing paper

Duplicating paper

Map litho paper

Azure laid paper

Kraft paper

White poster paper

Colour poster paper

Pulp board

Duplex board

Cheque paper

Dyeline printing paper

Stamp base paper and

Litho printing paper are various types of paper manufactured in SPB Ltd.

5

CHAPTER 2

INTRODUCTION

In a developing country like India, the key progress is done to increase the

productivity. The country cannot progress unless the man and work have good

relationship. The relationship has always attracted between scientists and novelists.

The major part of mans life is spent in doing work. Work is a social reality and social

expectation to which men seem to conform. It not only provides status to the

individual but also binds him to society.

Basically industry is a combination of 6 Ms namely, men, money, machine,

material, market and method. The first one is significant in the sense that it deals with

uncontrollable human emotions and sentiments.

Materials can be purchased at most competitive rates; machines many be

worked at their maximum speed but the output can be maximized only when the

employees work willingly. If we motivate the employees somehow, the output can be

raised still higher with the same type of materials and machines.

Peter F. Drucker says, the sources capable of enlargement can only be human

resources. Other resource can be utilized of worse utilized, but they can never have an

output greater than the sum of outputs.

6

2.1 EMPLOYEES SATISFACTION TOWARDS THEIR JOB

“Favorableness or unfavourableness with which employees view their work it

results when there is a fit between job characteristics and wants of employees”.

- Keith Davis.

According to P.C. Smith, “ Job satisfaction is the persistence feeling towards

discriminable aspects of the Job”.

According to Stephen P. Robbins, “Job satisfaction has an individual’s general

attitude towards his or her job”.

According to C.B. Mamoria, job satisfaction is the collection of tasks and

responsibilities regularly assigned to one person while a job is a group of positions,

which involves essentially the same duties, responsibilities, skill and knowledge.

Job satisfaction is defined as the difference between the amount of rewards the

workers receive and the amount they believe they should receive

- Stephen P. Robbins.

7

2.2 MEANING

Job satisfaction refers to an employee’s general attitude toward his or her job.

Locke defines job satisfaction as a “ Pleasurable or positive emotional state resulting

from the appraisal of one’s job or job experience”.

Organizations with more satisfied employees tend to be more effective than

organization with less satisfied employees.

Employees can express dissatisfaction through Exit, Voice, Loyalty, and

Neglect.

Job satisfaction should be a major determinant of an employees organizational

citizenship behaviour (OCB). The satisfied employees would seem more likely to talk

positively about the organization, help others, and go beyond the normal expectations

in their job.

Managers can create satisfied employees through four factors conducive to

high levels of employee job satisfaction. The manager can give mentally challenging

work, equitable rewards, supportive working conditions, and supportive colleagues.

According to Abraham A. Korman, there are two types of variables which

determine the job satisfaction of fan individual.

1. Organizational variables

2. Personal Variables

8

2.2.1. Relative factors involved in employees satisfaction towards their job

1. Working hours

2. Job security

3. Responsibility given in the job

4. Promotional opportunities

5. Working environment.

6. Relationship with colleagues.

7. Relationship with supervisor.

8. Workers participation in decision making

9. Safety measures.

10. Grievance handling procedures.

11. Salary.

12. Incentives.

13. Canteen Facilities.

14. Rest room

15. Family welfare measures.

16. Accident compensation

17. Union – management relations.

18. Recognition

19. Job status.

20. Type of work.

9

2.3 SOURCES OF EMPLOYEES SATISFACTION TOWARDS THEIR

JOB

Pay

Wages do play a significant role in determining job satisfaction but wages are

more as significant to white-collar workers as to blue collar workers. Pay is such an

important determinant of job satisfaction because it is instrumental in fulfilling so

many needs. Moreover, pay can serve as a symbol of achievement and a source of

recognition.

The Work Itself

Along with pay content of the work itself plays a very major role in

determining how satisfied employees are with their job. The two most important

aspects of the work itself that influence job satisfaction are variety and control over

work methods and work place. Work includes interesting and challenging work, work

that is not boring and a job that provide status.

Promotions

Promotional opportunities have a moderate impact on job satisfaction. A

promotion to a higher level in a organization typically involves positive changes in

supervision. Job content that are at the higher levels of on organization usually

workers with more freedom more challenging work assignments, and higher salary.

Work Group

Having friendly and co-operative co-workers is a modest source of job

satisfaction to individual employees. The work group also serves as a social support

system for employees. People often use their co-workers as a sounding board for

their problems or as a source of conflict. The work group serves as a source of

support, comfort, advice and assistance to the individual worker. Good work group

makes the job enjoyable.

10

Working Conditions

Working Conditions, too contribute in a modest way to job satisfaction.

Features such as temperature, humidity, ventilation, lighting, noise and work

schedules, cleanliness of the work place and adequate tools and equipment can also

affect job satisfaction.

11

2.4 IMPORTANCE OF EMPLOYEES SATISFACTION TOWARDS

THEIR JOB

1. Job satisfaction has some relation with the mental health of the people.

2. It has some degree of positive correlation with physical health of an

individual.

3. It spreads good will about the organization.

4. Job satisfaction reduces absenteeism’s and turnover and accidents.

5. Job satisfaction increase workers morale, productivity etc.

Workers will be satisfied if he gets what he expected. Job satisfaction relates

to inner feelings of workers. Naturally, it is the satisfied workers who shows the

maximum effectiveness and efficiency in his work. Most people generalize that,

workers are concerned more about pay rather than other factors which also affects

their level of satisfaction, such as canteen facilities, bonus, working condition etc of

course, these factors are less significant when compared to pay.

12

CHAPTER 3

AIM OF THE PROJECT

3.1 OBJECTIVES OF THE STUDY

1. To find out the employees satisfaction level towards their job in Seshasayee

Paper & Boards Limited for three major areas.

1. Related to work.

2. Related to work place.

3. Related to benefits availed.

2. To study about the employees interaction, relationship with his co-worker and

with supervisors in the work group.

3. To study the employees expectation and their motivation practice of the

management.

3.2 LIMITATIONS

The sample is selected from the staff of Seshasayee paper & Board Limited.

The satisfaction level of the employees of this organization may differ from those of

other. In paper industry the over all satisfaction of employees may differ from

company to company, from industry to industry. Hence the level of satisfaction of the

staff at Seshasayee paper & Boards Limited cannot be generalized to other industries.

Fear of the employer will have an effect on the results obtained. There are

chances of biased response on the part of the respondents, as the researcher is viewed

as the representative of the management.

The survey purely based on opinion of staff, which may be biased at

time

The factory functions in shift system so all shift workers did not take

part in the sample.

13

CHAPTER 4

RESEARCH METHODOLOGY

Research methodology explains the various steps that tare generally adopted

by the research in studying research problem along with logic behind them.

4.1 RESEARCH DESIGN

The research design adopted for the study is descriptive design. The researcher

has to describe the present situation in order to know the job Satisfaction of the

employees. Hence descriptive research study is used and includes survey and fact

finding Enquirer. Descriptive research can only report what has happened and what is

happening.

4.2 SAMPLING DESIGN

4.2.1 Population

The population of the study includes 1550 employees in Seshasayee Paper &

Boards, Erode.

4.2.2 Sampling Technique

The sampling technique used for selecting sample elements is convenience

sampling.

4.2.3 Sample Size

The sample size of 150 employees of different sections in the organization

were interviewed.

4.2.4 Field work

The field work is the actual data collection process and the respondents are the

employees of the Seshasayee paper & Boards, Erode. The respondents were met and

told about the objectives of the study and data were collected through questionnaire

form.

14

4.2.5 Data collection method

The collection of data is considered to be one of the important aspects in the

research methodology. There are two types of data that exists one is primary data and

the other is secondary data.

Primary data

Well structured questionnaire has been used for the collection of primary data

from the respondents. For the purpose of knowing about job satisfaction among

employees.

Secondary data

Secondary data has been collected from the company record, various

magazines, journal and various web sites.

4.2.6 Questionnaire Design

A well structured questionnaire was used for this study. The types of questions

used in the questionnaire were open-ended, multiple-choice and Dichotomous

question.

Opened-ended questions are questions, which are entitles to give a free

response to their choice.

Multiple-choice questions are question, which contain a list of answer and

permit the subject to select the best answer.

Dichotomous questions are questions that only have two possible answer

that is ‘Yes’ or ‘No’.

15

4.2.7 Tools used for Analysis

The data collected from the respondents were converted into readable format

for processing, classification and arrangements. The data was tabulated and analyzed

using Statistical Methods like.

1. Simple Percentage,

2. Two way Analysis,

3. Chi-Square analysis.

16

CHAPTER 5

DATA ANALYSIS AND INTERPRETATION

The data collected are properly tabulated and summarized.

AGE WISE CLASSIFICATION

Age of the employee is an important demographic factor influencing job satisfaction.

TABLE NO. 5.1

AGE WISE CLASSIFICATION

Age No. of Respondents Percentage

< 30 51 34

30 to 40 47 31.3

40 to 50 35 23.3

>= 50 17 11.3

Total 150 100

Inference

From the above table, we infer that, out of 150 respondents, 34% of the

respondents are having age Less than 30 years, 32% of the respondents are having age

between 30 and 40 years and 24% belong to 40 to 50 years of age. 10% of the

respondents are belonging to the age group of greater than 50 years.

17

TABLE NO. 5.2.

INCOME WISE CLASSIFICATION

Man works to earn. Every employee in the organization will expect a

reasonable pay for the job done by him. This reasonable pay may help to increase the

job satisfaction to a certain extent.

Income No. of Respondents Percentage

Less than 5000 22 14.7

5000 to 10000 105 70

Greater than 10000 23 15.3

Total 150 100

Inference

Table 5.2 shows that, out of 150 respondents, 15% of the respondents are

getting their salary less than Rs.5000. 70% of the respondents are getting their salary

between Rs.5000-10000 and 15% of the respondents are getting their salary greater

than Rs.10000.

19

TABLE NO. 5.3

EDUCATIONAL QUALIFICATION WISE CLASSIFICATION

Education No. of Respondents Percentage

10th 33 22

12th 20 13.3

Diploma 26 17.3

Degree 71.0 47.3

Total 150 100

Inference

Table 5.3 shows that

22% of the respondents have completed their 10th standard.

48% of the respondents are Degree holders.

18% of the respondents are Diploma holders.

12% of the respondents have completed their 12th standard.

21

TABLE 5.4

WORKING LEVEL WISE CLASSIFICATION

Working Level No. of Respondents Percentage

Worker 83 55.3

Staff 21 14

Officer 25 16.7

Supervisor 12 8

Manager 9 6

Total 150 150 100

Inference

Table 5.4 shows that,

55% of the respondents belong to workers.

14% of the respondents belong to staff level.

17% of the respondents belong to officer level.

8% of the respondents belong to supervisor level.

6% of the respondents are managerial level.

23

TABLE NO. 5.5

EXPERIENCE WISE CLASSIFICATION

Experience is the major factor considered in the job. The experienced

person may expect a reasonable salary for the work done.

Experience in Year No. of Respondents Percentage

Below 5 years 51 34

5 to 10 years 31 20.7

11 to 25 years 47 31.3

Above 25 years 21 14

Total 150 100

Inference


34% of the respondents have their experience below 5 years.

21% of the respondents have their experience between 5 and 10 years.

31% of the respondents have their experience between 11 and 25 years.

14% of the respondents have their experience above 25 years.

24

WORKING CONDITION

The place at which the work is undertaken will give some psychological

satisfaction to the worker. This will indirectly motivate the worker towards his job

and as a result, they will be satisfied to work for the organization.

TABLE NO. 5.6

OPINION ABOUT WORKING CONDITION

Description No. of Respondents Percentage

Very Good 38 25.3

Good 89 59.3

Average 12 8.0

Poor 6 4

Need Improvement 5 3.3

Total 150 100

Inference

From the above table, we infer that

25% of the respondents have very good opinion about the working condition.

60% of the respondents have good opinion about the working condition.

8% of the respondents have average opinion about the working condition.

4% of the respondents have poor opinion about the working condition.

3% of the respondents expect improvement in their working condition.

26

TABLE NO. 5.7

RELATIONSHIP WITH SUPERVISOR

Effectiveness of the organization basically depends upon the supervisors. They

should have considerations for the needs of the worker. This may increase the morale

and motivation of the worker to a great extent.


Cordial 111 74

Moderate 37 24.7

Not cordial 2 1.3

Total 150 100

Inference

From the above table

74% of the respondents are cordial with their supervisors.

25% of the respondents have moderate relationships with their supervisors.

1% of the respondents are not cordial with their supervisor.

27

TABLE NO. 5.8

SATISFACTION ON TARGET RELATED INCENTIVES

Each and every concern will fix target for all the individuals depending on the

company target as a whole. Here many times the target may not be reached by the

individuals due to lack of motivation. So in order to make them achieve incentives

will be given to the individuals after reaching the target.


Satisfactory 106 70.7

Natural 37 24.7

Not satisfactory 7 4.7

Total 150 100

Inference


71% of the respondents are satisfied with their incentives.

25% of the respondents are having neutral opinion with their incentives

5% of the respondents are not satisfied with their incentives.

29

TABLE NO. 5.9

OPINION ABOUT PROMOTIONAL OPPORTUNITIES

Promotion is a motivating factor for career development usually followed in

all organization to increase involvement of employees towards the job. If the

management has sufficient schemes for promotion there will be enough involvement

among the employees to achieve the goals of the organization.

Description No. Of Respondents Percentage

Very Good 25 16.7

Good 71 47.3

Average 48 32

Poor 6 4

Total 150 100.0

Inference

From the above table, it is inferred that

17% of the respondents have very good opinion about promotional

opportunities in the organization.

47% of the respondents have good opinion about promotional

opportunities.

32% of the respondents have average opinion about promotional

opportunities.

4% of the respondents have poor opinion about promotional opportunities.

30

TABLE NO 5.10

GRIEVANCE HANDLING SYSTEM

Grievance is the factor, which has to be handled in a proper way to find proper

solution.

Description No. Of Respondents Percentage

Yes 109 72.7

No 41 27.3

Total 150 100.0

Solution to Grievance

Description No .of Respondents Percentage

Immediately 100 91.7

Not Immediately 9 8.3

Total 109 100

Inference

Table 5.10 shows that out of 150 respondents 73% of the respondents feel that

the grievance handling system existing in the organisation is good and 92% of the

respondents also feel that their grievance are solved immediately.

31

TABLE NO 5.11

RELATIONSHIP WITH CO-WORKERS

It is a general saying that the team work is more effective. In order to make it

effective there should be proper coordination of support among the workers

themselves. When this lack, the team work will result in failure. This study measure

the relationship of workers with colleagues at the work place.

Description No .Of Respondents Percentage

Good 73 48.7

Cordial 31 20.7

Cooperative 40 26.7

Not Cooperative 6 4

Total 150 100.0

Inference


49% of the respondents have good relationship with their co-workers.

21% of the respondents have cordial relationship with their co-workers.

26% of the respondents are cooperative with their co-workers.

4% of the respondents are not cooperative with their co-workers.

33

TABLE NO 5.12

SATISFACTION ON WORKING HOURS

Working hours should be convenient to the employees. Working hours should

be fixed in consideration with the transportation facility. If the working hours are not

conducive absenteeism rate will increase.


Yes 147 98

No 3 2

Total 150 100

Inference


98% of the respondents are satisfied with their working hours in the

organisation.

2% of the respondents are not satisfied with their working hours.

34

TABLE NO 5.13

SATISFACTION ON ACCIDENT COMPENSATION PLAN

It is natural that all employees working at shop floors take risk. In case, any

accidents at work place are found, the help of the organization is required to meet the

expenses. This study tried to find out the employees satisfaction level towards the

accident compensation plan by the management.


Yes 142 94.7

No 8 5.3

Total 150 100.0

Inference


95 % of the respondents are satisfied with their accident compensation

provided by the organization.

5% of the respondents are not satisfied with their accident compensation

plan.

36

WELFARE MEASURES

Welfare measures to the employees like providing uniform, quarters, medical

facilities, community halls, schools also have an effect on the job satisfaction.

TABLE NO 5.14

AVAILABILITY OF WELFARE MEASURES

Description No . of Respondents Percentage

Yes 148 98.7

No 2 1.3

Total 150 100.0

Satisfaction about welfare measures


Satisfied 148 100.0

Not satisfied 0 0.0

Total 148 100.0

Inference


100% of the respondents are satisfied with welfare measures.

38

TABLE NO 5.15

SATISFACTION LEVEL WITH PAY PACKAGE

Equitable compensation to the work done is a very essential for the employee

in order to make them involved and increase their contribution towards the work. This

study brings out the satisfaction level of compensation, which may be helpful to the

management to take further decision to increase employees involvement towards their

job.


Good 41 27.3

Satisfactory 75 50

Adequate 19 12.7

Not adequate 15 10

Total 150 100.0

Inference


27% of the respondents are feel good about their salary provided by the

organisation.

50% of the respondents are satisfied with their salary provided by the

organisation.

13% of the respondents are adequate with their salary provided by the

organization.

10% of the respondents feel that not adequate salary is not provided.

40

TABLE NO 5.16

SATISFACTION ON CANTEEN FACILITIES

Generally, every workers of the organization may expect their management to

arrange canteen facilities within the organization. The subsidized rates for the item in

the canteen may reduce the burden of the employees to a certain limit, which may

even cause job satisfaction to the employees.

Description No .Of Respondents Percentage

Yes 140 93.3

No 10 6.7

Total 150 100.0

Inference


93% of the respondents are satisfied with the food served in canteen.

7% of the respondents are not satisfied with the food served in canteen.

42

TABLE NO 5.17

PARTICIPATION IN DECISION MAKING

Employees participation in decision making will increase employer –

employee relationships and the employee morale. It motivates the employees and

increases their integrity with the organization.


Yes 118 78.7

No 32 21.3

Total 150 100.0

Decision are asked how often to the employees is tabulated below.


Frequently 41 34.7

Often 17 14.4

Sometimes 60 50.8

Total 118 100.0

Inference

It is inferred from table No.5.17 that 79% of the respondents feel that they are

participating in the decision making process in the organization and the table denoted

below reveals that 35% of the respondents feel that their decisions are being

considered and also implemented some times.

44

TABLE NO 5.18

AVAILABILITY OF EMPLOYEE SUGGESTION SCHEME

Suggestions are the essence of the management. So the management has to

encourage the subordinates to give their suggestions. If the suggestions are accepted

they are highly satisfied with the job.


Yes 141 94

No 9 6

Total 150 100.0

Inference

From the above table, we infer that 94% of the respondents feel that there

exists a suggestion system that is heard from the employees.

45

TABLE NO : 5.19

SATISFACTION ON REST ROOM FACILITIES

Man needs relaxation in the rest of the working hours. He wants to get rid of

the job tensions. The rest room should be neatly maintained and it helps to improve

the satisfaction of the employees.


Satisfied 117 78

Not satisfied 33 22

Total 150 100

Inference


78% of the respondents are satisfied with their rest room facilities


22% of the respondents are not satisfied with the rest room facilities.

46

TABLE NO : 5.20

SATISFACTION ON PROMOTIONAL POLICY


Highly Satisfied 24 16

Satisfied 85 56.7

Moderate 32 21.3

Dissatisfied 9 6

Highly Dissatisfied 0 0

Total 150 100

Inference


16% of the respondents are highly satisfied with the promotional policy.

57% of the respondents are satisfied with the promotional policy.

21% of the respondents are moderate with the promotional policy.

6% of the respondents are dissatisfied with the promotional policy.

There is no person highly dissatisfied with the promotional policy.

47

TABLE NO : 5.21

SATISFACTION WITH JOB SECURITY

The fear of the employees regarding the security of permanency of their job is

also a motivating factor. When the employees feel that the job security is low, then

concentration towards the job will be less. In order to have a motivated labour force,

the management should know the satisfaction level among the employees regarding

their job security.


Highly Satisfied 69 46

Satisfied 75 50

Moderate 5 3.3

Dissatisfied 1 0.7

Highly Dissatisfied 0 0

Total 150 100

Inference


46% of the respondents are highly satisfied about the job security i.e., they

feel secured.

50% of the respondents are satisfied the job security.

3% of the respondents are moderate with the job security.

1% of the respondents are dissatisfied with the job security.

There is no person highly dissatisfied with the job security.

49

TABLE NO : 5.22

MARITAL STATUS VS LEVEL OF SATISFACTION

(TWO – WAY TABLE)

Marital

Status

Level of Satisfaction

TotalHighly

SatisfiedSatisfied Moderate

Dis-

satisfied

Highly

Dissatisfied

Married 17 61 21 9 0 108

Unmarried 7 24 11 0 0 42

Total 24 85 32 9 0 150

Null Hypothesis (H0) : There is no significant relationship between

martial status and level of job satisfaction

Alternative Hypothesis (H1) : There is significant relationship between martial

status and level of job satisfaction

2 Result

Calculated 2 value = 4.16

Degree of Freedom = 4

Table Value = 9.49

Level of significance = 5%

Conclusion

From the above analysis we conclude that there is no significant relationship

between marital status and level of satisfaction.

51

TABLE NO : 5.23

MONTHLY INCOME VS LEVEL OF SATISFACTION

(TWO – WAY TABLE)

Monthly

Income


TotalHighly


Dis-

satisfied

Highly

Dissatisfied

<5000 13 8 1 0 0 22

5000-

<10000

49 51 4 1 0 105

>=1000 7 16 0 0 0 23

Total 69 75 5 1 0 150

Null Hypothesis (H0) : There is no significant relationship Between

income and level of job satisfaction.

Alternative Hypothesis (H1) : There is significant relationship between

monthly income and level of job satisfaction

2 Result



Table Value = 15.5


Conclusion


between marital status and level of satisfaction.

52

TABLE NO : 5.24

WORKING EXPERIENCE VS LEVEL OF SATISFACTION

(TWO – WAY TABLE)

Working

Experience


TotalHighly


Dis-

satisfied

Highly

Dissatisfied

Below 5

years

25 24 2 0 0 51

5 to 10

years

15 16 0 0 0 31

11 to 25

years

20 24 2 1 0 47

Above 25

years

9 11 1 0 0 21

Total 69 75 5 1 0 150

Null Hypothesis (H0) : There is no significant relationship between

working experience and level of job satisfaction.

Alternative Hypothesis (H1) : There is a significant relationship between

Working experience and level of job satisfaction

2 Result



Table Value = 21.0


Conclusion


between working experience and level of satisfaction.

53

TABLE NO : 5.25

EDUCATIONAL LEVEL AND WORKING LEVEL

(TWO – WAY TABLE)

Working

Level

Education LevelTotal

10 12 Diploma Degree

Worker 32 19 5 27 83

Staff 0 0 6 15 21

Officer 1 1 5 18 25

Supervisor 0 0 9 3 12

Manager 0 0 1 8 9

Total 33 20 26 71 150


Education level and working level.

Alternative Hypothesis (H1) : There is a significant relationship between

Education level and working level.

2 Result



Table Value = 21.0


Conclusion

Since 2 calculated value is greater than table value, we accept alternative

hypothesis

i.e., H1 : There is a significant relationship between Education level and working

level.

54

TABLE NO : 5.26

EDUCATIONAL LEVEL OF SATISFACTION

(TWO – WAY TABLE)

Working

Level

Educat

ion

Level

TotalWorking

Level

Education

LevelTotal

Good 6 3 11 21 41

Satisfactory 18 12 11 34 75

Adequate 5 2 3 9 19

Not

Adequate

4 3 1 7 15

Total 33 20 26 71 150


Education level and pay package.

Alternative Hypothesis (H1) : There is a significant relationship Between

Education level and pay package.

2 Result



Table Value = 16.9


Conclusion

Since 2 calculated value is less than 2 table value, we accept null

hypothesis.

i.e., H0 : Educational Level and working level of employees are independent.

TABLE NO : 5.27

AGE VS EXPERIENCE

55

Experience Age

Total<30 30 to <40 40 to <50 >=50

Below 5 years 41 10 0 0 51

5 to 10 years 10 20 1 0 31

11 to 25 years 0 17 23 7 47

Above 25 years 0 0 11 10 21

Total 51 47 35 17 150

Null Hypothesis (H0) : There is no significant relationship between Age

and Experience.

Alternative Hypothesis (H1) : There is a significant relationship between Age

and Experience.

2 Result



Table Value = 16.9


Conclusion

Since 2 calculated value is greater than 2 table value, we accept null

hypothesis.

i.e., H0 : Age and Experience employees are dependent.

CHAPTER 6

FINDINGS, SUGGESTIONS AND CONCLUSION

56

6.1 FINDINGS

The followings the findings that could enlighten the Seshasayee Paper &

Boards workers levels and quantity and quality of job satisfaction level.

From the analysis we found that 70% of the respondents are getting their

salary between Rs.5000-10000

While analyzing education qualification 48% of the respondents are Degree

holders.

The study reveals that 55% of the respondents are belonging to workers.

While analyzing we found that 34% of the respondents have their experience

Below 5 years.

The study reveals that 60% of the respondents have good opinion about the

working condition.

From the analysis we found that 74% of the respondents are cordial with their

supervisor.

The study reveals that 71% of the respondents are satisfied with their

incentives.

While analyzing promotional opportunities 47% of the respondents have good

opinion about promotional opportunities.

From the analysis we found that 49% of the respondents have good

relationship with their co-workers.

The study reveals that 98% of the respondents are satisfied with their working

hours in the organization.

While analyzing accident compensation 955 of the respondents are satisfied

with their accident compensation provided by the organization.

From the analysis we found that 100% of the respondents are satisfied with

welfare measures.

The study reveals that 50% of the respondents are satisfied with their salary


While analyzing food served 93% of the respondents are satisfied with the

food served in canteen.

57

From the analysis we found that 78% of the respondents are satisfied with

their rest room facilities provided by the organization.

While analyzing we found that 57% of the respondents are satisfied with the

promotional policy.

The study reveals that 50% of the respondents are satisfied with the job

security.

Based on the Chi-Square analysis , the following are the finding .

There is no significant relationship between martial status and level of

job satisfaction

There is no significant relationship Between income and level of job satisfaction.

There is no significant relationship between working experience and level of job satisfaction.

There is no significant relationship Between Education level and

working level.

58

6.2 SUGGESTIONS

As employees are dissatisfied with the following factors, the management may

have to improve upon these factors.

Nearly most of the respondents are not satisfied with rest room facilities. The

organization can concentrate to improve the quality, neatness, etc.

The organization may increases relationship with supervisor.

The grievance handling system may be improved to the satisfactory level of

employees.

Majority of people are satisfied with the accident compensation plan.

The organization may increase the pay package of employees

Promotions are to be considered on the basis of merit and educational

qualification.

59

6.3 CONCLUSION

Job satisfaction has a direct bearing with the mental health of the employee.

When the job satisfaction in an organization is in higher level, it will increase the

production if company whereas when the job satisfaction is low it will adversely

affect the production of the company.

The study on employees satisfaction level revealed that employees were

satisfied on majority of factors. Suitable suggestions are provided to sort their

problems.

The findings and suggestions provided by this analysis will help to increase

the satisfaction level of employees and motivate them suitably in their job.

60

APPENDIX

A STUDY ON EMPLOYEES SATISFACTION TOWARDS THEIR JOB IN

SESHSAYEE PAPER AND BOARDS LIMITED, ERODE

1. Name :

2. Age :

3. Marital Status :

4. Monthly income :

5. Education Level :

7. Working Level :

8. Working Experience :

a. Below 5 years ( ) b. 6 to 10 years ( )

c. 11 to 25 years ( ) d. above 25 years ( )

9. Your Opinion about working condition

a. Very good ( ) b. Good ( )

c. Average ( ) d. Poor ( )

e. Need Improvement( )

10. How is your relationship with supervisor?

a. Cordial ( ) b. Moderate ( )

c. Not cordial ( )

11. Your level of satisfaction on target related incentives

a. Satisfactory ( ) b. Neutral ( )

c. Not satisfactory ( )

12. Your Opinion about promotional opportunities

a. Very good ( ) b. Good ( )

c. Average ( ) d. Poor ( )

13. Are there any grievance handling system?

a. Yes ( ) b. No ( )

if yes grievance are solved.

a. Immediately ( ) b. Not immediately ( )

61

14. How are your co – workers ?

a. Good ( ) b. Cordial ( )

c. Co – operative ( ) d. Not- co-operative ( )

15. Are you satisfied with working hours?

a. Yes ( ) b. No ( )

16. Are you satisfied with accident compensation paid?

a. Yes ( ) b. No ( )

17. Are there any welfare measures available?

a. Yes ( ) b. No ( )

If yes are you satisfied with it?

a. Satisfied ( ) b. Not satisfied ( )

18. What do you feel about pay package?

a. Good ( ) b. Satisfactory ( )

c. Adequate ( ) d. Not Adequate ( )

19. Are you satisfied with quality of food served in canteens?

a. Yes ( ) b. No ( )

20. Are your views asked in decision making ?

a. Yes ( ) b. No ( )

If yes to what extent you opinion is considered

a. Frequently ( ) b. Often ( )

c. Sometimes ( ) d. Not at all ( )

21. Are there any employees suggestion scheme available?

a. Satisfied ( ) b. Not Satisfied ( )

22. Are you satisfied with facilities available at rest rooms?

a. Satisfied ( ) b. Not Satisfied ( )

23. Your level of satisfaction on promotional policy of you company

a. Highly satisfactory( ) b. Satisfied ( )

c. Moderate ( )d. Dissatisfied ( )

e. Highly Dissatisfied( )

24. Mention your level of satisfaction on job security

a. Highly satisfactory ( ) b. Satisfied ( )

c. Moderate ( ) d. Dissatisfied ( )

e. Highly Dissatisfied ( )

25. General suggestion if any,

62

REFERENCES

1. Stephen P. Robbins, (2000), Organizational Behavior, Prentice – Hall of

India Private Limited, Ninth Edition, New Delhi.

2. Tripathi, (2000), Personal Management and Industrial Relations, Sultan

Chand & sons, Fifteenth Edition, New Delhi.

3. C.B Mamoria, (1993) Personal Management, Himalaya Publishing House,

Eleventh Edition, New Delhi.

4. Hugh J. Arnmold Daniel C. Feldman, Organizational Behavior, Hill

International Editions.

5. Dr. S. P Gupta, Dr.P.K. Gupta, Dr. Manmohan, (1998), “Business

Statistics and Operations Research”, Sultan Chand & Sons, New Delhi – 110

002

63

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