1

AN ORGANIZATIONAL STUDY AND A STUDY

ON EMPLOYEE JOB SATISFACTION AT

AKAY FLAVOURS AND AROMATIC PRIVATE LIMITED

The summer project report submitted to the ANNA UNIVERSITY CHENNAI

in partial fulfillment for the award of degree

Of

MASTER OF BUSINESS ADMINISTRATION

Submitted by

DIVYA LAKSHMI

Register No: 732511631004

DEPARTMENT OF MANAGEMENT STUDIES

SHREE VENKATESHWARA HI-TECH ENGINEERING COLLEGE

GOBI-638 455

OCTOBER-2012
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SHREE VENKATESHWARA HI –TECH ENGINEERING COLLEGE

GOBI – 638 455

Department of Management Studies

SUMMER PROJECT WORK

OCTOBER 2012

This is to certify that the summer project work entitled

AN ORGANISATIONAL STUDY AND A STUDY ON EMPLOYEE JOB SATISFACTION

AT AKAY FLAVOURS AND AROMATIC PRIVATE LIMITED ELAVUMTHITTA

Is the bonafide record of summer project work done by

DIVYA LAKSHMI

Register No: 732511631004

Master of Business Administration during the year 2012-2013

---------------------- --------------------------------------

Project Guide Head of the Department

Submitted for the summer project Viva-Voce examination held on

----------------------------- ------------------------------

Internal Examiner External Examiner

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DECLARATION

I affirm that the summer project work titled “AN ORGANISATIONAL STUDY AND A STUDY ON
EMPLOYEES JOB SATISFACTION AT AKAY FLAVOURS AND AROMATIC PRIVATE LTD, ELAVUMTHITTA”
being submitted in partial fulfillment for the award of degree of MASTER OF BUSINESS
ADMINISTRATION is the original work carried out by me. It has not formed the part of any other
project work submitted for award of any degree or diploma, either in this or any other University.

Signature of the Candidate

DIVYA LAKSHMI

Register No: 732511631004

I certify that the declaration made above by the candidate is true.

Signature of the Guide,

A.KANNAMMAL.MBA,(Ph.D)
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TABLE OF CONTENTS

CHAPTER NO. TITLE PAGE NO.

Acknowledgement iv

Abstract vi

List of tables vii

List of figures viii

Introduction

1.1 About the training 1

1 1.2 Industry profile 2

1.3 Company profile 3-6

2 Organizational structure 7

Various Department Functions 8-15

3 3.1 Personnel Department 8

3.2 Material department 11

 5

3.3 Finance & Accounts Department 12

3.4 Production Department 15

Problem Identified and Recommendations Given 16-67

4.1 Performance appraisal 16

4.1.1 Research Methodology 17-19

4
4.1.2 Data Analysis and Interpretation 20-61

4.1.3 Findings 66

4.1.4 Recommendations 67

5 Conclusion 68

Appendix

Bibliography
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LIST OF TABLES

TABLE
TITLE PAGE NO
NO

4.1.2.1 Showing the age group of the respondents 20

4.1.2.2 Showing gender of the respondents 22

4.1.2.3 showing experience of the Respondents 24

4.1.2.4 Showing effect of job security measures. 26

4.1.2.5 Showing respondent’s awareness and opinion regarding

28
health measures

4.1.2.5.2 Showing the opinion regarding Drinking water 30

Showing opinion regarding First aid service 32

4.1.2.5.3

Showing opinion regarding Cleanliness

4.1.2.5.4 34
 7

Showing the performance rating is helpful for employees

4.1.2.9 36
counseling.

Showing the performance appraisal program me is helpful for

4.1.2.10 38
improving the productivity.

Showing the rating scales is suitable for analyzing the

4.1.2.11 40
performance appraisal.

Showing the level of motivation obtained due to performance

4.1.2.12 44
appraisal.

Showing the performance appraisal programme is favorable

4.1.2.13 48
for the quality of the work.

Showing the authority delegation to take decision. 50

4.1.2.14

4.1.2.15 Showing the satisfaction level with performance appraisal is

52
followed.
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LIST OF FIGURES

TABLE
TITLE PAGE NO
NO

4.1.2.1 Showing the age group of the respondents 21

4.1.2.2 Showing gender of the respondents 23

4.1.2.3 showing experience of the Respondents 27

4.1.2.4 Showing effect of job security measures. 29

4.1.2.5 Showing respondent’s awareness and opinion regarding

31
health measures

4.1.2.5.2 Showing the opinion regarding Drinking water 33

Showing opinion regarding First aid service 35

4.1.2.5.3

Showing opinion regarding Cleanliness

4.1.2.5.4 37

4.1.2.5.6 Showing opinion regarding health and safety 39

Showing the performance rating is helpful for employees

4.1.2.9 41
counseling.

Showing the performance appraisal program me is helpful for

4.1.2.10 43
improving the productivity.

Showing the rating scales is suitable for analyzing the

4.1.2.11 45
performance appraisal.

Showing the level of motivation obtained due to performance

4.1.2.12 47
appraisal.

Showing the performance appraisal programme is favorable

4.1.2.13 49
for the quality of the work.
 9

Showing the authority delegation to take decision. 51

4.1.2.14

4.1.2.15 Showing the satisfaction level with performance appraisal is

53
followed.
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CHAPTER 1

INTRODUCTION

1.1 ABOUT OF TRAINING

Job satisfaction is an integral part of organizational element and an important element in

employer relationship. It is a positive emotional state that occurs when a person seems to fulfill
important job values provided these values are compatible with one needs. In simple words job
satisfaction is an individual emotional reaction to his job itself.

It is a global and specific people spend reasonable amount of time in their work
environment. From any humanization point of view they accept that position of their lives more
or less pleasant and agreeable.

Job satisfaction refers to the employee’s general attitude towards his job. It may be
defined as the positive emotional state resulting from the appraisal of one’s job or job
experiences. To the extent that a person’s job, fulfilling his dominated need and is consistent
with his expectations is result of employee perceptions how well this job provides. These things
viewed as important.

Job satisfaction is the amount of pleasure associated with a job. If we like our job very
much, we will experience a higher job satisfaction and we dislike our job we will experience a
higher job satisfaction and we dislike our job we will experience a lesser amount job satisfaction.
An important outcome is organizationally commitment attitude. It is closely affected by the
amount of rewards that an individual derives from his job.

Job satisfaction is the result of various attitudes the employees hold towards his job,
other factors and life in general. Many investigations used job satisfaction as a dependent
variable and to establish its relationship with personal variable such as age, education, marital
status etc. There is a problem to measure satisfaction because each employees influenced by
various factors and reasons. This research suggested the company to overcome such difficulties.
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1.2. INDUSTRY PROFILE

Today Indian spices hold the same spell with the past one decade the international trade
in spices has grown by leaps and bounds.An estimated 500000 tones of spices and herbs valued
at 1500 millions dollars are beimg imported globally every year.An impressive 46% of this
supply comes from India. India’s export of spices extract have shown spectacular growth
attaining over 15% of the global market with in a short spam.
Over the past decades the Indian spices industrial has made quality the cutting edge of
its global gain plan.In recent years export of Indian spices has been tacking joints leaps.
The Indian exports of spices has crossed the 450 million US dollar mark during 1999-
2000 and has reached 468 million as dollars. This remarkable achievement is born of a sea
change in the industry.absolutely technology board basing its product range,development value
added product,identifying rich marketing foreign strategic alliance clinching global collaboration
and joint ventures.

The spices board India is the apex body for the export promotion of Indian spices
established in 1987 the board is the catalyst of these dramatic transactions. The board has been
with the Indian spices industry every step of the way. The board plays a far reaching and
influential rules as a development, regulatory and promotional agency for Indian spices.
There are 300 firms in the flavouring and fragrance industry world wide. The top six
international companies control 60% of the world sales about 14 billion VSD. The United states
is the largest users of essential oils. The demand for essential oil are increasing and the major
reasons are the growing popularity of aromatherapy.

The spices board of India have been venturing in to different promotional activities.
Participation in international food exhibition, organizing food trade delegation, investing journals
from abroad, participation in cataloge shows and other trade events, release of advertisement and
entries in international directories telecast of films. The first view establishers a direct cause
affects relationship between job satisfaction and productivity.
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1.3 COMPANY PROFILE

INTRODUCTION

Akay flavours and aromatics were established as a private limited company on 15

April 1993, under company's Act 1956. The company was originally promoted, by NRI’s, the
engineer entrepreneurs, Mr. Alex Koshy and Mr. Rajendra Prasad, Dubai, together known as
“A&P Group”. Both belonging to Kerala, have than 23 years of experience in engineering and
manufacturing sector. The A&P Group has their own business world spread over about six
countries with head quarters in Ajman, UAE.

The main promoter Mr. Alex Koshy hails from Pathanamthitta in Kerala and is keen to
contribute some thing to his place of birth too. Mr. Alex Koshy is the chairman of the company.
They are the leading export firm dealing with the production of oleoresins, essential oils and
natural colours of spices like ginger, pepper, cardamom, chilly etc.

Akay are concentrating only in the foreign market and not in the local market. The
products are mainly sold for commercial purpose only. The company has got ISO 9001:2000
certificates for its quality.

AKAY: “Taste Nature Through the Technology” Kerala province in the pride of its spice
farming community. Cardamom, coriander, pepper, ginger, turmeric, paprika, capsicum, nut and
many more this harvest of spices appreciated for thousand of years has entered into the modern
technology. In Akay the essence of above mentioned is extracted using the most advanced
processing technology.

It is completely un-duplicated is in the form of oleoresins and essential oils. Hygienically

presented and low on bulk volume Akay product offers food, beverages, cosmetics and various
other manufactures world wide the most flexible choice to suit their needs economically and reli-
ability. Stored in hermetically sealed containers the extract is produced and distributed using
most advance system in the industry. Akay provide medical facilities for employees and it covers
their family members also. Routine enquiry is done for protecting the employee health
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Branches in India

Akay has it manufacturing facilities located at “Nallanikunnu” in Pathanamthitta District

and “Ambunadu” in Ernakulam District. It has also a facility at “Byadgi” in the state of
Karnataka for the purpose of source of raw materials, mainly paprika of various varieties and
engaging in transport of raw material to its factory at Nallanikunnu.

Award Achievement

The company got many awards. Some of them are as described below.

 ISO 9001:2000' certificates for quality from BVQI Netherlands.

 “Second prize”' of the State Pollution Control Board for medium scale industries.
 “Business Excellence Award” by Spices Board of India based on export turn over.
Competitors

Kerala is the largest spice producing state in India, there are many competitors of the
company are:

SYNTHETIC INDUSTRIAL CHEMICAL PVT LIMITED

Synthetic valley

Kadayiruppu

Kolencherry, 682311

The main competitor of akay is AVT NATURAL PRODUCTS LTD

Mr. Alex koshy is the chairman of the company. They are the leading export firm dealing
with the production of oleoresins, essential oils and natural colors of spices like ginger, pepper,
cardamom,chilly etc.. Akay are concentrating only in the foreign market and not in the local
market. The products are mainly sold for commercial purpose only.The company has got ISO
9001 :2000 certificates for its quality

HUMAN RESOURCE DEPARTMENT

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Mr. Manoj Mathew is the head of the department. The department very much effective in his
presence. The main duty is to achieve the organization goal & excellent harmony teamwork.
The HR Manager organizes the department to carry out the functions entrusted to him. This
department develops the source of recruitment, select the line managers in rectifying
placements in devising a suitable transfer policy. This department is also responsible for
training and development of employees.

Functions of department

 Recruitment
 Training
 Providing efficient employees through good selection
 Grievance handling
 Evaluation of employees performance
 Management of visitors
 Management of transportation in the company
 Welfare activities
 Placement and induction
 Conducting annual tour
 Taking up of disciplinary actions
 Hygiene and sanitation
 Management of trade union

1) Recruitment
Recruitment is a linking function joining those with jobs to fill and those seeking jobs. It
is the process of searching for prospective employee’s and stimulating them to apply for jobs in
the organisation. The company has mainly three types of recruitment. They are:

a) Examinations

b) Campus selection
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c) Advertising agencies/ consultancy

2) Selection

After receiving the applications from the prospective candidates, the selection process
begins. Selection involves the screening and testing of the applicants based on educational
qualifications, skills and personality.

3) Placement and induction

Placement means the posting of the selected candidate to the job for which is taken for
determination of a suitable job for the worker and providing right type of worker for the job.
Orientation or induction means the task of introducing and familiarizing the new candidate to the
enterprise. It means making the newly appointed persons to understand the process functions and
the persons of the organisation .

4) Training program
The company is conducting training programs for the welfare of employees very
frequently on different aspects. 80% of the training is given on the basis of the work procedures.
Training are conducted both inside and outside the organisation and employees are send to take
past in outside trainings which cost around Rs.20000 -30000.

5) Safety

a) pockets
Providing helmet, cap and boots Another important aspect that is considered by company
is safety. Safety is given very much importance in the company. Special training is given uni-
forms to all the employees, which includes shoes and caps.

b) Providing uniform dress without

c) Maintenance of building and machinery
d) Pressure plants
e) Prohibition of women employees in the factory
f) Special; treatment to explosive at inflammable dust gaze
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CHAPTER-III

VARIOUS DEPARTMENT FUNCTIONS:

In our company there are 200 employees employed in different

department,the fundamental aim is to improve the quality of food and people health and to do so
using natural integredient and processes.

The company is having 8 different departments which play vital role in the development of the
company Tthe different departments are:

 HR Department
 Material department
 Production department
 Quality assurance department
 Marketing department
 Finance department

3.1 HR DEPARTMENT

The HR department of the company is very much effective with Mr.Manoj Mathew as his
head.The major function of the department are training,recruitment,reception employees
welfare,bonus and incentives management,prevention of accidents,maintaining good relation
with employers customers etc.

Being labour intensive the AKAY have nearly 200 employees taking into account the
families of these employees,the company provides the means of likelihood to more than 700
people in south kerala.Functions of HR department

A)Administrative function

All administration related to human will come under this section.they are given
 17

.This is done for strengthening and smooth functioning of the administrative matters of the
organization.every employees has separate register for keeping his/ her attendance and the whole
information enterd into the computer.Leave and attendance: there is a routine check about leave
and attendance of every person in the organisation

a) Medical and insurance: AKAY provides medical facilities for employees and it
covers their family members also.routine enquiry is done for protecting the
employee health.all the employees of the organization will come under an
insurance policy.The policy is different according to the job.All the machinery and
factory itself coverd under insurance policy.
b) Contract labour administration : welfare of the society is our motto taking into
consideration.The company employed more people on the conduct base more than
20% of the contract worker belongs from the locality is eligible for the work.
c) Recruitment: It is one of the main functions of the administration department.
Recruitment means offering or encouraging the eligible candidates apply for the
job.They adopt different methods for recruitment.they are:

A) Examination : the recruitment through examination are for the post of

supervisor operators.They helpers in the firm who are eligible can write the
examination for the post of operator and the eligible operators can write the
examination for the post of supervisors.The examination will be totally
based on the practical work knowledge and experience and it will consist of
50-60 questions wherever the vacancy comes the employees short listed
from the examination are given first preference.
B) Advertisement : AKAY Use several media for advertisement
1. media for tv channels
2. news paper
3. magazines

The candidate are selected on the basis of their qualification and experience.
 18

C) Security administration: The organization is very careful about the security

of the people who are working in the organization. For this all entering and
existing in the organization name,address,time of arrival retrieval, vehicle
no,date,whom to visit,signature,purpose of visit, This information is
responsible person.
D) Environmental management : High priority given to environment
protection and sustainable use of natural resource.They did not produce
anything harmful to the environment and they have a very good waste
disposal measure and the waste is processed.Some of the waste materials
are used as fuel for making steam which is used during the production
process.

Health of workers

 Cleaning in the factory

 Disposal of waste
 Ventilation and temperature control
 Dust and fume control
 Artificial humidification
 Lighting
 Provision for drinking water
 Latrines
 Spittoons

Safety of workers

 Fencing of machinery
 Providing uniform dress without pockets
 Providing helmets caps and boots
 Prohibition of women employees in the factory
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3.2 MATERIAL DEPARTMENT

Material department developed for maintaining the materials in the company

required for running its day today affairs.There are about ten persons are working in this
department,department manager is the top most person in this department,under him the
assistant manager,the executive and the supervisor.under them there are six workers are
employed.It deals with the procurement and maintaining the stock of raw material and essential
items which are needed for the production and performance of the industry.Each and every item
for the company is purchased through the materials department.

Functions of Material department

1) Purchase of raw material

Whatever raw material is want for the day today process.It is the
duty of the department to make sure that availability of raw materials.All raw
materials are seasonal so it don’t get in bulk quantity.

2) Inventory management

All the things used in the organization are inventory they are mainly

a) Storing of raw material

Company has several warehouse in the country. For red chilly company have
cold storage with a capacity of 700-10000 tonne.It is done for keeping fresh
and quality raw material is kept in bags containing 50-75 kg and process it
by FIFO method.
b) Scientific management
It is considering reorder level (ROL) and economic order quality
(EOQ)

c)Accounting part
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3.3 FINANCE AND ACCOUNTS DEPARTMENT

Finance is the life blood of an organization. Finance is the base of all corporate activities in the
day world. Management of finance is broadly concerned with the acquisition and use of funds by
a business firm.

 Midas has a very effective finance department headed by the general manager finance.
 The general manager is assisted by the accountant and the cashier.
 Finance department consists of a team of professionals headed by the general manager,
having sufficient experience in the field of accounting, costing taxation, company law and
financial management.

Functions of the Financial Department

 Planning and controlling of the expenses and funds for production.

 Allocation of resources
 Approving and making payments to different parties, creditors, suppliers etc.
 Preparation and implementation of cost reduction and cost control methods.
 Investment analysis, feasibility studies on production/supply orders received and
contracts etc.
 Internal auditing is conducted, coordinated and controlled by the finance department
 Payment collection of all departments
 Raising short term loans, credits from banks and other financial institutions.
 Banking relationship is maintained by the finance department
 Preparation of financial reports
 Analysis of the expenses
 Preparation and filling of quarterly and final income tax returns
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ACCOUNTS DEPARTMENT

Accounts department is usually a part of the finance department in a firm. It is essential for
every company to have an accounts department for maintaining the books of accounts on a daily
basis.

 The accounts department is headed by the general manager administration supported by

the manager and the chartered accountant
 Accounting department uses accounting software for faster and effective recording of
accounts. Till 2008-09, the company was using software developed by the company
itself. But this year onwards the company has chosen to use a public accounting software
called muzeras. All the accounting staffs in the organization are trained to use the
software as the staffs are good in computer usage.

Functions of the Accounts department

1. Auditing
a) Internal audit
b) Statutory audit
c) Tax audit
2. Preparing accounts
a) Trading account(exports and imports)
b) P & L account
c) Balance sheet
3. Preparing statements
a. Bank reconciliation statements
b. Income tax assessment statement etc.

Books maintained by accounts department

 Ledger
 Journal
 Sales register
 Bank book
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3.4 PRODUCTION DEPARTMENT

Production means inventing new product that are useful for the customer.All
production contains several processes .So production is a combination of different
process. The process can be divided into three which are
 Pre treatment
 Steamed Distillation
 Value Addition

Pre treatment : It is the first and most important process in the production. It means
transforming the raw material that are useful for the production. For different raw
material pre treatment is different. Pre treatment is done after considering the quality of
raw material.

Steamed Distillation: It is a process used for extracting oil from the product.A cdegree of
a stream is passed through the product and the oil is extracted. This process is extracted.

Value addition: It is the final process. In this process some additional products are added
into the raw material and finished products for improving the process and its quality.

FUNCTIONS OF PRODUCTION DEPARTMENT

1. Evaluate and approve manufacturing equipment process, testing and test equipment
2. Establish point of inspection and test at selected points in the production process
3. Assure that purchased materials conform to the requirements of purchase order and
specifications
4. Perform inspection and tests at selected points in the production process.
5. Control the handling, preservation and packaging of material and equipment from receipt
through shipment of the final product.
 23

CHAPTER IV

4. PROBLEM IDENTIFICATION AND RECOMMENDATION GIVEN:

4.1. EMPLOYEES JOB SATISFACTION

“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,
responsibility, skill and knowledge”.

, “Job satisfaction is defined as a pleasurable or positive emotional state resulting from

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

Importance of Job satisfaction

 It provides better life and health of labour force.

 To make the workers happy, satisfied and efficient.
 To improve the intellectual, cultural and material conditions of living of the labors
and to relieve them from industrial fatigue.

Factors influencing job satisfaction

 Organizational factors
 Salaries and wages
 Promotion chances
 Company policies
 Work environmental factors
 Supervision
 Work group
 Working conditions
 Personal factors
 Age and seniority
 Tenure
 Personality
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OBJECTIVES OF THE STUDY

A general objective is to evaluate the attitude of workers towards the job. To find out the
satisfaction level of the employees towards the developmental and welfare programs provided by
the organisation. It also takes special care that the workers are satisfied to work arranged to them

Primary objectives

 To study the function of different department in the organization

 To understand the key factor responsible for the success of the organization

 To study about various product and service of the organisation

Secondary objectives

 To study about health and safety measures

 To study about opinion of the 'employees towards the training facilities provided by the
organisation.
 To understand the inter-personal relationship between managerial staffs and workers.
 To study the salary level of workers
 To know about the job security in the organisation .
 To understand the level of satisfaction among the workers with tasks involved in the job.
 To evaluate the incentive schemes.
 To evaluate the workers attitude towards the level of recognition they receive from the
management.
Limitations of the study

 The study was conducted with limited time period

 The personal biases of the respondents give no might have enterd into their response
 Some of the respondents give no answer to the question which may affect the analysis.
 25

4.1.1 RESESARCH METHODOLOGY

Introduction

Research is defined as a “systematic effort to gain new knowledge”. Research comprises

defining and redefining problems, formulating hypothesis or suggest solution, collecting,
organizing and evaluating data, making deductions and reaching conclusions and at last carefully
testing the conclusions to determining whether they fit the formulated hypothesis. It refers to the
systematic method consisting of enunciating the problem, formulating a hypothesis, collecting
the fact data, analyzing the facts, then reaching certain conclusions and either in the form of
solution towards the concerned problem or in certain generalization for some theoretical
formulation.

4.1.1.1 Research Design

“A research design is the arrangement of conditions for collection and analysis of data in
a manner that aims to combines relevance to the research purpose with economy in procedure”.

In this study Descriptive Research Design is used. Descriptive research studies are those studies
which are concerned with describing the characteristics of a particular individual, or a group.

To study the research problem and phenomenon clearly researcher has chosen non-
probability convenient sampling deals with describing the characteristics of individuals and
group. This research design helped the researcher to describe the characteristics of variables
which are relevant to research topic.

Sampling Design

This study is the descriptive study. It is concerned with total strength of 187 office staffs
in akay flavours and aromatic private limited. Among that 50 employees were taken as sample
for this study
 26

Sampling Techniques

In this study non-probability convenience sampling technique is used to collect the

information from the respondents. In this type of sampling researcher (or) field worker have the
freedom to choose whoever they find.

Convenience sampling is used where the researcher is interested in getting an inexpensive

approximation of the truth. As the name implies, the sample is selected because they are
convenient.

This non-probability method is often used during preliminary research efforts to get a
gross estimate of the results, without incurring the cost or time required to select a random
sample.

Data Collection

Both primary and secondary data were collected for the study.

Primary Data

The primary data have collected from the 50 employees of the company.

Secondary Data

The secondary data have collected from the journals, books, websites and the company
records.

Tools Used For Analysis

Tool is a method used for data collection from the respondents. The researcher has used
the simple percentage and chi square test to analyze the collected data.

Simple Percentage

Simple percentage analysis is the comparison between two or more series of data. Since
the percentage reduce everything to common base and there by narrow meaningful comparison
to be made. Most of the data obtained were converted into percentage to facilitate easier into
predations of data.
 27

Formula:

Simple percentage = No. of respondents / Total no. of respondents * 100

Chi-Square Test

The chi square test is an important test among the several tests of significance developed

by statisticians. Chi-square symbolically written as χ2 a statistical measure used.

Formula:

(O-E) 2

χ2 = Σ

EI

O = Observed frequency

E = Expected frequency

N = Total No. of observations.

Table value is found, at 5% level of significance and for the available degree of freedom

Degree of freedom = (R-1)*(C-1)

Where, R = No. of rows

C = No of columns

If the calculated value greater than the table value the hypothesis is rejected otherwise accepted.
 28

4.1.2 DATA ANALYSIS AND INTERPRETATION

Table No.4.1.2.1 Showing Age group of the respondent’s

Sample Size:50

S.No Particulars No of respondents Percentage

1 20-30 8 16

2 31-40 24 48

3 Above 40 18 36

Total 50 100

Source: Primary Data

Interpretation:

The above table shows that 16% of the respondents are under the age group of 20-30
years, 48% of the respondents are under the age group of 31-40 years and remaining 36% of the
respondents are above 40 years.
 29

16%

20-30
31-40
36%
Above 40

48%

Table No.4.1.2.1 Showing Age group of the respondent’s

 30

Table no4.1.2. Showing Gender of the respondents

Sample size:50

S.No. Gender No of Respondents Percentage

1 Male 30 60

2 Female 20 40

Total 50 100

Sample Source: Primary Data

Interpretation:

The above table shows that 60% of the respondents are Male and remaining 40% are Female
 31

60%

60

50

40%

40

Percentage
30

20

10

0
Male Female

Figure No4.1.2.2 Showing the Gender of the respondent’s

 32

Table no. Showing Experience of the Respondent’s

Sample Size: 50

S.No Experience Number of respondents Percentage

1 Below 10 years 29 58

2 11-20 years 9 18

3 Above 20 years 12 24

Total 50 100

Sample Source: Primary Data

Interpretation:

The above table shows that 58% of the respondents having below 10 years experience,
18% of the respondents are having 11-20 years of experience and remaining 24% are having
above 20 years of experience.
 33

100% 18% 24%

58%
90%

80%

70%

60%

50% Percentage

40%

30%

20%

10%

0%
0-10 20-Nov Above 20

Figure No.4.1.2.3 Showing Experience of the Respondent’s

 34

Table 4.1.2.4 Showing the effect of job security measures

Sample Size: 50

S.No Opinion No of respondents Percentage (%)

1 Highly Satisfied 0 0

2 Satisfied 49 98

3 Neutral 1 2

4 Dissatisfied 0 0

5 Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

The above table states that, 98% opined that the job security measures are satisfied,
but 2% of them opinion is in neutral stage.
 35

100 98%
90

80

70

60

50 Percentage (%)
40

30

20

10
2%
0
0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Figure 4.1.2.4 Showing the effects of job security measures

 36

Table 4.1.2.5 Table no.4.1.2.5 Showing respondent’s awareness and opinion regarding
health measures

4.1.2.5.1 Canteen facility

Sample Size: 50

S.No Opinion No of Respondents Percentage (%)

1 Highly Satisfied 0 0

2 Satisfied 4 8

3 Neutral 11 22

4 Dissatisfied 35 70

5 Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

The above table described that 8% of the respondents are satisfied with the canteen
facility, but 22% of them are neutral stage and 70% respondents that they are dissatisfied
with the canteen facility.
 37

70
70%

60

50

40

Percentage (%)
30
22%
20

8%
10
0%

0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Figure 4.1.2.5.1 Showing the opinion regarding canteen facilities

 38

Table no.1.2.5.2 Showing the opinion regarding Drinking water

Sample Size: 50

S.No Opinion No of respondents Percentage

1 Highly Satisfied 1 2%

2 Satisfied 43 86%

3 Neutral 6 12%

4 Dissatisfied 0 0

5 Highly Dissatisfied 0 0

Total 50 100%

Sample Source: Primary Data

Interpretation

The above table shows 2% are highly satisfied with the drinking water, but 86% of
them are satisfied and 12% respondents that they are in neutral stage with drinking water.
 39

12% 2%

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

86%

Figure 4.1.2.5.2 Showing the opinion regarding Drinking water

 40

Table no 4.1.2.5.3Showing opinion regarding First aid service

Sample Size: 50

S.No Opinion No of respondents Percentage (%)

1 Highly Satisfied 1 2

2 Satisfied 42 84

3 Neutral 7 14

4 Dissatisfied 0 0

5 Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

It is observed that 2% of the respondents are highly satisfied with the first aid
services provided by the company, but 84% of them are satisfied and 14% respondents are in
neutral stage.
 41

90
84%
80

70

60

50

40

30

20 14%
2%
10 0%
0%
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied

Figure 4.1.2.5.3 Showing opinion regarding First aid service

 42

Table no.4.1.2.5.4 Showing opinion regarding Cleanliness

Sample size: 50

S.No Opinion No of respondents Percentage (%)

1 Highly Satisfied 1 2

2 Satisfied 44 88

3 Neutral 5 10

4 Dissatisfied 0 0

5 Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

From the above table it is observed that, 2% of them are highly satisfied with the
cleanliness, but 88% of them are satisfied and 10% respondents that they are in neutral stage.
 43

90
88%
80

70

60

50
Percentage (%)
40

30

20 10%

10 2% 0% 0%

0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Figure 4.1.2.5.4 Showing opinion regarding Cleanliness

 44

Table no.4.1.2.5.5 Showing respondents opinion regarding safety measures

Sample size: 50

Sl.No Opinions No of respondents Percentage (%)

1 Highly Satisfied 1 2
2 Satisfied 44 88
3 Neutral 5 10
4 Dissatisfied 0 0
5 Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

From the above table it is observed that 2% of them are highly satisfied with the
medical facility, but 88% of them are satisfied and 10% respondents that they are in neutral
stage.
 45

90
88%
80

70

60

50
Percentage (%)
40

30

20
12%
10 0% 0%

0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Figure 4.1.2.5.5 Showing respondents opinion regarding safety measures

 46

Table no.4.1.2.6 Showing respondents opinion regarding pension

Sample size: 50

Opinion No of respondents Percentage (%)

Highly Satisfied 0 0

Satisfied 5 10

Neutral 32 64

Dissatisfied 12 24

Highly Dissatisfied 1 2

Total 50 100

Sample Source: Primary Data

Interpretation

From the above table it is observed that 10% are opined that they are satisfied
with the pension given by the company, but 64% of them are in neutral stage and 24% of
them are dissatisfied and 2% of them are highly dissatisfied with the pension scheme.
 47

70
64%
60

50

40
Percentage (%)
30 24%

20
10%
10
2%

0 0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Figure 4.1.2.6 showing opinion regarding pension

 48

Table no.4.1.2.6.1 Showing respondents opinion regarding Housing

Sample size: 50

Opinions No of respondents Percentage (%)

Highly Satisfied 0 0

Satisfied 15 30

Neutral 31 62

Dissatisfied 4 8

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

From the above table 15% of respondents are satisfied with the housing facility
provided by the Company, but 62% of them are in neutral stage and 8% of them are
dissatisfied.
 49

70%
62%

60%

50%

40%
30% Percentage (%)
30%

20%

8%
10%
0% 0%
0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Figure 4.1.2.6.1 Showing opinion regarding Housing facility

 50

Table no.4.1.2.6.2 Showing respondents opinion regarding Accident Insurance

Sample size: 50

Opinion No of respondents Percentage (%)

Highly Satisfied 0 0

Satisfied 14 28

Neutral 34 68

Dissatisfied 2 4

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

The above table states that, 28% are are satisfied with the accident facility provided
by the company, but 68% of them are in neutral stage and 4% of them are dissatisfied.
 51

4% 0%

28%

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

68%

Figure 4.1.2.6.2 Showing respondents opinion regarding Accident Insurance

 52

Table no 4.1.2.6.3 Showing respondents opinion regarding Penalty

Sample size:50

Opinions No of respondents Percentage (%)

Highly Satisfied 0 0

Satisfied 8 16

Neutral 39 78

Dissatisfied 3 6

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

From the above table 16% are opined that they are satisfied with the penalty system
prevailing in the company, but 78% of them are in neutral stage and 6% of them are
dissatisfied.
 53

80%

70%

60%

50%

40% 78%

30% Percentage (%)

20%

10% 16%
6%
0% 0% 0%

Figure 4.1.2.6.3 Showing respondents opinion regarding Penalty

 54

Table no.4.1.2.7 Showing respondent’s opinion regarding Welfare schemes

Sample size: 50

Opinion No of respondents Percentage (%)

Highly Satisfied 0 0

Satisfied 4 8

Neutral 27 54

Dissatisfied 19 38

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

Above table states that, 8% are them are satisfied with the VRS given by the Company,
but 54% of them are in neutral stage and 24% respondents that they are dissatisfied.
 55

0% 0%

8%
38% Highly Satisfied
Satisfied
Neutral
54%
Dissatisfied
Highly Dissatisfied

Figure 4.1.2.7 Showing Satisfaction levels of Welfare schemes and benefits

 56

Table no 4.1.2.7.2 Showing opinion regarding family Health scheme

Sample size: 50

Responds Office staff Percentage (%)

Highly Satisfied 0 0

Satisfied 19 38

Neutral 30 60

Dissatisfied 1 2

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

Above table mentioned that, 38% of the respondents are satisfied with the family
health given by the company, but 60% of them are in neutral stage and 2% respondents that
they are dissatisfied with this facility.
 57

70%

60%

50%

40%

30% 60%
Percentage (%)
20% 38%

10%
0% 2% 0%
0%

Figure 4.1.2.7.2 Showing opinion regarding family Health scheme

 58

Table no.4.1.2.7.3 Showing respondents opinion regarding Welfare fund

Sample size: 50

Opinion No of respondents Percentage (%)

Highly Satisfied 0 0

Satisfied 22 44

Neutral 27 54

Dissatisfied 1 2

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

The table shows, 44% of them are satisfied with the welfare fund given by the
company but 54% of them are in neutral stage and 2% respondents that they are dissatisfied.
 59

Percentage (%)

60

50

40

30
Percentage (%)

20

10

0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Figure 4.1.2.7.3 Showing respondents opinion regarding Welfare fund

 60

Table no.4.1.2.7.4 Showing death in benefit services provided by the company

Sample size: 50

Opinion No of respondents Percentage (%)

Highly Satisfied 0 0

Satisfied 17 54

Neutral 30 60

Dissatisfied 3 6

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

From the above table, 54% of them are opined that they are satisfied with the welfare
fund given by the company, but 60% of them are in neutral stage and 6% respondents that they
are dissatisfied.
 61

0% 0%
6%

54%
Highly Satisfied
Satisfied
60% Neutral
Dissatisfied
Highly Dissatisfied

Figure 4.1.2.7.4 Showing death in benefit services provided by the company

 62

Table no.4.1.2.8 Showing opinion about compensation that respondents getting

Sample size: 50

Opinion No of respondents Percentage (%)

Highly Satisfied 0 0

Satisfied 40 80

Neutral 5 10

Dissatisfied 5 10

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

From the above table it is observed that, 80% are the respondents are satisfied with
the compensation provided by the company, but 10% of them are in neutral stage and10%
respondents that they are dissatisfied.
 63

80%
80%

70%

60%

50%

40% Percentage (%)

30%

20%
10% 10%
10%
0% 0%
0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Figure 4.1.2.8 Opinion about compensation that respondents getting

 64

Table no.4.1.2.9 Showing respondent’s opinion towards Company’s grievance procedure

Sample size: 50

Responds Office staff Percentage (%)

Highly Satisfied 0 0

Satisfied 45 90

Neutral 3 6

Dissatisfied 2 4

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

The above table shows, 90% are them are satisfied with the grievance procedure of
the company, but 6% of them are in neutral stage and 4% respondents that they are
dissatisfied.
 65

0%
0%

6% 4%

Highly Satisfied
Satisfied
Neutral
Dissatisfied
90% Highly Dissatisfied

Figure 4.1.2.9 Showing opinion regarding Company grievance or mechanism

 66

Table no 4.1.2.10 Showing respondents opinion about trade union activities

Sample size: 50

Opinion No of respondents Percentage (%)

Highly Satisfied 0 0

Satisfied 45 90

Neutral 3 6

Dissatisfied 2 4

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

The above table shows, 90% are the respondents are satisfied with the trade union
activities of the company, but 6% of them are in neutral stage and 4% respondents that they
are dissatisfied.
 67

0% 0%

6% 4%

Highly Satisfied
Satisfied
Neutral
Dissatisfied
90% Highly Dissatisfied

Figure 4.1.2.10 Showing respondents opinion about trade union activities

 68

Table no 4.1.2.11 Showing respondent’s opinion about Superior-subordinate relationship

Sample size: 50

Opinion No of respondents Percentage (%)

Highly Satisfied 0 0

Satisfied 45 90

Neutral 3 6

Dissatisfied 2 4

Highly Dissatisfied 0 0

Total 50 100

Sample Source: Primary Data

Interpretation

The above table shows, 90% are the respondents are satisfied with the superior-
subordinate relationship exist in the company, but 6% of them are in neutral stage and 4%
respondents are dissatisfied.
 69

90%

80%

70%

60%

50%
90%
Percentage (%)
40%

30%

20%

10%
6% 4%
0% 0% 0%
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Figure 4.1.2.11 Showing respondents opinion regarding Superior-subordinate relation

 70

Table No.4.1.2.12: CHI-SQUARE TEST

Null hypothesis H0:- There is no significant relationship between Age group of the respondents
and Experience.

Alternative hypothesis H1:- There is a significant relationship between Age group of the
respondents and Experience.

E = (Row Total x Column Total) / Grand Total

Degree of freedom = (C-1) (R-1)

Where ‘C’ is number of columns and ‘R’ is number of rows

Level of significance = 5% = 0.05

O= Observed Frequency

E = Expected Frequency

Showing relation between Age group of the respondent and Experience

Age group of Experience of the respondents

the
0-10 years 11-20 years Above 20 years Total
respondents
20-30
8 0 0 8

31-40 19 5 0 24

Above 40 2 4 11 18

Total 29 9 11 50
 71

O E O-E (O-E)2 (O-E)2/E

8 4.64 3.36 11.29 2.43
0 1.44 -1.44 2.07 1.44
0 1.76 -1.76 3.09 1.76
19 13.92 5.08 25.8 1.85
5 4.32 0.68 0.462 0.107
0 5.28 -5.28 27.87 5.28
2 10.44 -8.44 71.234 6.82
4 3.24 0.76 0.58 0.178
12 3.96 8.04 64.642 16.324

Chi-Square = ∑ (O-E) 2 / E = 36.189

Degrees of freedom = 4

Level of significance = 0.05

Table value of Chi-Square at 4 Degrees of freedom = 9.488

Interpretation

Since the calculated value is greater than the table value. Here Ho is rejected. Therefore
the alternative hypothesis is accepted, there is a significant relationship between the age group of
respondents and experience.
 72

Table No.4.1.2.13 CHI SQUARE

Null hypothesis H0:- There is no significant relationship between Experience and Compensation
received by the respondents.

Alternative hypothesis H1:- There is a significant relationship between Experience and

Compensation received by the respondents.

E = (Row Total x Column Total) / Grand Total

Degree of freedom = (C-1) (R-1)

Where ‘C’ is number of columns and ‘R’ is number of rows

Level of significance = 5% = 0.05

O= Observed Frequency

E = Expected Frequency

Showing relation between Experience and Compensation received by the respondents

Opinion of the respondents

Experience Highly Total

Satisfied Neutral Dissatisfied Highly Dissatisfied
satisfied
0-10 years 0 18 10 0 0 28

11-20 years 0 7 4 0 0 11

Above 20
0 11 0 0 0 11
years

Total 0 36 14 0 0 50
 73

O E O-E (O-E)2 (O-E)2/E

0 0 0 0 0
18 20.16 -2.16 4.66 0.23
10 7.84 2.16 4.67 0.595
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
7 7.92 -0.92 0.846 0.103
4 3.08 0.92 0.846 0.274
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
11 0 11 121 0
0 7.92 -7.92 62.72 7.92
0 3.08 3.08 9.49 3.08
0 0 0 0 0

Chi-Square = ∑ (O-E) 2 / E = 12.202

Degrees of freedom = 8

Level of significance = 0.05

Table value of Chi-Square at 8 Degrees of freedom = 15.507

Interpretation

Since the calculated value is less than the table value and Ho is accepted. Therefore Null
hypothesis is accepted. So there is a significant difference between Experience and
Compensation received by the respondent.
 74

4.1.3 FINDINGS

 Majority of employees are satisfied with the job security measures provided by the
company.
 AKAY has a very good organization structure.
 In AKAY only inter departmental transfer exist.
 Most or the employees are dissatisfied with the canteen facility provided by the company.
 Majority of the employees are satisfied with the drinking water and first aid services.
 Most of the employees are not satisfied with the pension schemes , housing provided by
the company.
 AKAY have provided adequate compensation to the Employees.
 Employees are satisfied with the company grievance procedure or mechanism.
 Trade union has provided sound support to the employees.
 Superior-subordinate interaction motivates the employees to boost their exact
destination.
 Overall procedure of the company is adequate.
 75

4.1.4 RECOMMENDATIONS

 The company should consider the employees opinion in formulating the welfare
measures.
 The work environment should be improved with immediate effect.
 Take effective measures for improving the medical facilities.
 A welfare committee should be formed for evaluating the effectiveness of welfare
measures.
 Stroking and Awards should be given to employees for their outstanding
performance.
 The Rest Room facilities should be improved.
 The management should pressure the government to improve the pension and
other benefits.
 More promotion chances have to be provided for the office staff, it will be
beneficial for their career growth.
 Provide better incentive schemes to workers.
 The company should take measures to maintain a canteen in the office. As there
are only a limited number of employees, provision, should be made for outsiders
to access the canteen at general rates.
 Give the training to employees for minimizing the wastages
 76

CHAPTER-V

5. CONCLUSION

The study on “Job Satisfaction of Employees at AKAY” was conducted with the main
objective to find whether the employees and workers of the company are satisfied with the
existing facilities. In this study, an attempt has been made to develop strategies for indirectly
improving the performance of the company. The study revealed that some problems for the
employees in the company. These problems have been analyzed and suitable recommendations
are given. The company should think of implementing these suggestions, strategies in the phased
manner so as to improve the satisfaction of the employees,

To conclude, the study was very useful to get a practical knowledge regarding the
various aspects of job satisfaction of employees. It is easy to predict the growth of AKAY since
its strength is derived from its dedicated manpower and strong vision.
 77

APPENDIX

AN ORGANISATIONAL STUDY AND A STUDY ON EMPLOYEE JOB

SATISFACTION

QUESTIONNAIRE

1. Name of the Respondent

2. Age

3. Gender Male [ ] Female [ ]

4. Designation

5. Salary

A, Below 10000[ ], B, 10000-20000[ ]

C, 20000-30000[ ] D, Above 30000

6. Experience

Below 10 years[ ], 10-15 years [ ], 15-20 years [ ] Above 20 years [ ]

7. Effects of job security measures

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

8.Indicate your awareness and opinion regarding Health activities

(a) Canteen facilities

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

 78

(b) Drinking water

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

(c) First aid service

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

(d) Cleanliness

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

9.Indicate your awareness and opinion regarding Safety activities

(a)Pension

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

(b) Housing

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

(c) Accident Insurance

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

 79

10. Satisfactory level of Welfare schemes and benefits

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

11 .Opinion about VRS facilities provided by the company.

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

12. Opinion about Family health facilities provided by the company

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

13. Opinion about Festival advance provided by the company

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

14. Opinion about Welfare fund provided by the company

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

15. Opinion about Death-in- service provided by the company

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

16. What is your opinion about the compensation you are getting?

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

 80

d, Satisfied [ ] e, Highly satisfied [ ]

17. Company grievence procedure or mechanism?

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

18. What is your opinion about trade union activities?

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

19.What is your about Superior-subordinate interaction?

a, Highly satisfied [ ] b, Dissatisfied [ ] c, Neutral [ ]

d, Satisfied [ ] e, Highly satisfied [ ]

20. Give remarks……………………………………………….

 81

BIBLIOGRAPHY

BOOK REFERENCE

Ashwathappa .k ,1999,”Human Resource & personnel management”,2nd edition,Tata McGraw

Hill.

Kothari.C.R,2007, “Research methodology”,2nd edition,new age international publishers

Dessler Gary 2000,” Human resource management”,10th edition,prentice Hall.

Rao. T.V.,199, “Appraising and developing managerial performance”7th edition, excel book

WEBSITES

www.Akay group.com

www.google.com

www.infoline.com