A STUDY OF EMPLOYEE SATISFACTION IN SUCCESS STEEL

STRUCTURE

SUBMITTED IN PARTIAL FULLFILMENT OF THE REQUIREMENTS

FOR THE AWARD OF

BACHELOR OF BUSINESS ADMINISTRATIONBY

M.SELVAPRIYAN

39280088

DEPARTMENT OF BUSINESS ADMINISTRATION

SCHOOL OF MANAGEMENT STUDIES

SATHAYABAMA INSTITUTE OF SCIENCE AND TECHNOLOGY

(DEEMED TO BE UNIVERSITY)

ACCREDITED WITH GRADE “A” BY NAAC

JEPPIAAR NAGAR, RAJIV GANDHI SALAI, CHENNAI-600119

MAY 2022
 SATHYABAMA
INSTITUTE OF SCIENCE AND
TECHNOLOGY
(DEEMED TO BE UNIVERSITY)
Accredited with “A” grade by NAAC I 12B Status by UGC Approved by
AICTE Jeppiaar Nagar, Rajiv Gandhi Salai, Chennai – 600 119
www.sathyabama.ac.in

BACHELOR OF BUSINESS ADMINISTRATION

BONAFIDE CERTIFICATE

This is to certify that this Project Report is the bona-fide work of M.SELVAPRIYAN
(39280088) who has done the Project work entitled “A STUDY ON EMPLOYEE
SATISFACTION IN SUCCESS STEEL STRUCTURE ” under my Supervision from
December 2021 to April 2022.

Internal Guide External Guide

Dean, School of Business Administration

Submitted for Viva voice Examination held on -----------------.

Internal Examiner External Examiner

 DECLARATION

I am M.SELVAPRIYAN (39280088) hereby declare that the Project entitled “ A STUDY

ON EMPLOYEE SATISFACTION IN SUCCESS STEEL STRUCTURE” done by me
under the guidance of P. Hameem khan MBA, MSCS(PhD) Fulfillment of the
Requirements award of BACHELORS OF BUSINESS ADMINISTRATION.

DATE:

PLACE : CHENNAI

SIGNSIGNATURE OF THE CANDIDATE

 ACKNOWLEDGEMENT

I am pleased to acknowledge my science thanks to board of Management of

Sathayabama for their kind encouragement in doing this project and for completing it
successfully. I am grateful to them.

I wish to express my thanks to all teaching and non- teaching staff members of the
DEPARTMENT OF BUSINESS ADMINISTRATION who were helpful in many ways for
the completion of the project.

I convey my thanks to Dr. Bhuvaneshwari, MBA., Ph.D., Dean – school of

Management Studies and Dr. A. Palani, M.COM., M.Phil., MBA., Ph.D., Head of
Department, Dept. of Business Administrationfor providing me necessary support
and details at the right time during the progressive reviews.

I would like to express my sincere and deep gratitude to my Project report Guide P.
Hameem khan MBA, MSCS(PhD),for her valuable guidance, suggestions and constant
encouragement paved way for the successful completion of my project work.

M.SELVAPRIYAN
 ABSTRACT

Employees satisfaction refers to one’s feelings towards employee. If the employees are
fulfilled (or) the employees get higher than what he/ she feels satisfied. The main
objective of this paper are, To identify the relationship with their supervisors and co-
workers. In this study 108 numbers of respondents have been taken sample.
Percentage analysis, chi square have been incorporated for research analysis. The
study helped in revealing the level of satisfaction of employees. The organization should
consider on the relationship , supervisors and give opportunity for new employees.
 TABLE OF CONTENTS

CHAPTER PARTICULAR PAGE NO

NO
ABSTRACT V
LIST OF TABLES Vii
LIST OF CHARTS Viii
INTRODUCTION
1.1 INTRODUCTION 1
1.2 COMPANY PROFILE 2
1 1.3 INDUSTRY PROFILE 3
1.4 OBJECTIVE OF THE STUDY 3
1.5 NEED OF THE STUDY 4
1.6 SCOPE OF THE STUDY 4
REVIEW OF LITERTURE
2 2.1 INTRODUCTION 5
2.2 LIST OF REVIEW 5- 10
2.3 REFERENCE 10- 11
RESEARCH METHODOLOY
3.1 RESEARCH DESIGN 12
3.2 SAMPLE DESIGN 12
3 3.3 PERIOD OF STUDY 12
3.4 SAMPLE SIZE 12
3.5 DATA COLLECTION 12
3.6 QUESTIONAIRE 13
3.7 TOOLS USED FOR ANALYSIS 13
3.8 GRAPICAL REPRESENTATION OF DATA 13
DATA ANALYSIS AND INTERPRETATION
4,1 PERCENTAGE ANALYSIS 14- 35
4.2 SATISTICAL ANALYSIS AND HYPOTHESIS 36
4
4.3 CHI-SQARE TEST 36
4.4 NULL HYPOTHESIS 36
4.5 ALTERNATIVE HYPOTHESIS 37
4.6 HYPOTHESIS OF THE STUDY 37
4.7 HYPOTHESIS OUTPUT 37
4.8 HYPOTHESIS RESULT 40
FINDING , SUGGESTIONS & CONCLUSION
5.1 FINDING OF THE STUDY 41- 43
5 5.2 SGGESTIONS 44
5.3 LIMITATION OF THE STUDY 45
5.4 CONCLUSION 45
REFERENCE 45
APPENDIX (QUESTIONNAIRE) 48
 LIST OF TABLES
TABLE NO: PARTICULAR PAGE NO
4.1 Gender of the RESPONDENT 14
4.2 Marital status 15
4.3 What is your position in your company 16
4.4 How much experience do you have 17
4.5 How happy are you at work 18
4.6 Do you enjoy your company culture 19
4.7 How many hours do you work in your company 20
4.8 Do you have a strong relationship to your co- workers 21

4.9 How do you feel when you arrive at the office in the morning 22
4.10 Do you have a strong relationship to your co- workers 23
4.11 How as your relationship with your manager 24
4.12 Weather your company provides transport service 25
4.13 What is your personal growth in your company 26
4.14 How many years have you been with this company 27
4.15 Do you have a health benefits that are available to you 28
through the city
4.16 Does your work give you a sense of accomplishment 29
4.17 Are you aware of all the HR policies in your company 30

4.18 The morale in my department is high 31

4.19 Is the company provides a canteen 32
4.20 How transparent do you feel the management is 33
4.21 Do you feel valued for your contributions 34
4.22 Do your superiors communicate company news effectively 35
and in a timely manner
 LIST OF CHARTS
TABLE NO PARTICULARS PAGE NO

4.1.1 Age of the respondent 14

4.1.2 Gender of the respondent 15

4.1.3 Marital status 16

4.1.4 _____ is your position in your company 17

4.1.5 How much experience do you have 18

4.1.6 How happy are you at work 19

4.1.7 Do you enjoy your company culture 20

4.1.8 How many hours do you work in your company 21

4.1.9 How do you feel when you arrive at the office in the morning 22

4.1.10 Do you have a strong relationship to you co- workers 23

4.1.11 How as your relationship with your manager 24

4.1.12 Whether your company provides transport service 25

4.1.13 What is your personal growth in your company 26

4.1.14 How many years you have been with this company 27

4.1.15 Do you have health benefits that are available to you through the 28
city
4.1.16 Does your work give you a sense of accomplishment 29

4.1.17 Are you aware of all HR policies 30

4.1.18 The morale in my department is high 31

4.1.19 Is the company provides a canteen 32

4.1.20 How transparent do you feel the management is 33

4.1.21 Do you feel valued for your contribution 34

4.1.22 Do you superiors communicate company news effectively and in 35

a timely manner
 CHAPTER – I

INTRODUCTION

1.1 INTRODUCTION

EMPLOYEE SATISFACTION

Employee satisfaction is in regard to one’s feeling or state of mind regarding the nature
of their work. It can be influenced by a variety of factors e.g. quality of one’s
relationships with their supervisor, quality which they work, degree of fulfilment in their
work etc.

Loke give a comprehensive definition of job satisfaction as involving cognitive, effective

and evaluative research or attitudes and states it is “ a pleasurable or positive emotional
state resulting from the appraisal of one’s job or job experience.” Job satisfaction is a
result of employee’s perception of how well their job provides those things that are
viewed as important.

Job satisfaction, employee satisfaction or work satisfaction is a measure of workers'

contentedness with their job, whether they like the job or individual aspects or facets of
jobs, such as nature of work or supervision.Job satisfaction can be measured in
cognitive (evaluative), affective (or emotional), and behavioral components.Researchers
have also noted that job satisfaction measures vary in the extent to which they measure
feelings about the job (affective job satisfaction).or cognitions about the job (cognitive
job satisfaction)

FACTORS DETERMINING EMPLOYEES SATISFACTION

 Factors affecting jobs are the main factors of job satisfaction, which may be
challenging work, reward systems, working conditions, colleagues, learning and
personality. Skill variety autonomy and significance are challenging tasks, which
provide maximum satisfaction to employees.
 Working conditions influence employees level of satisfaction. Under conductive
working condition, people prefer to work hard while in an adverse atmosphere
 people avoid work. Working condition not only include physicals of the work but
also the working relationships in the organization.
 Fairness in promotion, unbiased attitude of management, responsibilities and
social status are the factors that are said to be providing satisfaction to
employees.
 The relationship between the employees and the managers have an important
bearing on job satisfaction.

1.3 COMPANY PROFILE

SUCCESS STEEL STRUCTURE

Success Steel structures is a future-ready steel construction solutions provider

that specializes in the design, manufacturing and installation of light to heavy & complex
steel structures & Pre-Engineered Buildings (PEBs). Success Steel Structures offers
one of the most comprehensive Pre-engineered steel buildings-PEB product portfolios,

with applications in major market segments including heavy industry, infrastructure,

warehouses, factories and leisure structures.

HISTORY

Success Steel structures is in the erection business since 2009 . But now We
have constantly evolved and understood every nuance of building construction while
keeping up with changing times. Over time, we have also grown to understand the
construction needs of a consumer better. Our in depth interaction with them has given
us powerful insights to provide an umbrella of solutions for different sectors of the
industry like Design, Manufacturing, Supply and Erection with Speed, Strength and
Safety.
1.4 INDUSTRY PROFILE

Structural steel is a category of steel used for making construction materials in a variety
of shapes. Many structural steel shapes take the form of an elongated beam having
a profile of a specific cross section. Structural steel shapes, sizes, chemical
composition, mechanical properties such as strengths, storage practices, etc., are
regulated by standards in most industrialized countries.

Most structural steel shapes, such as I-beams, have high second moments of area,
which means they are very stiff in respect to their cross-sectional area and thus can
support a high load without excessive sagging.

Steel is an alloy made up of iron with typically a few tenths of a percent of carbon to
improve its strength and fracture resistance compared to other forms of iron. Many other
elements may be present or added. Stainless steels that are corrosion- and oxidation-
resistant need typically an additional 11% chromium. Because of its high tensile
strength and low cost, steel is used
in buildings, infrastructure, tools, ships, trains, cars, machines, electrical appliances,
and weapons. Iron is the base metal of steel. Depending on the temperature, it can take
two crystalline forms (allotropic forms): body-centered cubic and face-centered cubic.
The interaction of the allotropes of iron with the alloying elements, primarily carbon,
gives steel and cast iron their range of unique properties.

In pure iron, the crystal structure has relatively little resistance to the iron atoms slipping
past one another, and so pure iron is quite ductile, or soft and easily formed. In steel,
small amounts of carbon, other elements, and inclusions within the iron act as
hardening agents that prevent the movement of dislocations.

1.5 OBJECTIVES OF THE STUDY

 To identify the employees relational ship with their supervisors and co-workers.
 To assess the satisfaction level of employees on working conditions and
environment.
 To know the security and the safety measure taken by the organization.
1.6 NEED

 To find out the satisfaction level of employee.

 To identify important factors of the employee satisfaction and organizational
commitment of the employee.

1.7 SCOPE

 This study is on the impact of company policies, working conditions and on the
job satisfaction of employees.
 It concentrates on the effect of factor in general and considers only the
perceptual element of employees.
 CHAPTER 2

REVIEW OF LITERATURE

2.1. INTRODUCTION

Review of literature provides a deep insight on the concerned board area of

study. Review of Literature is the first step in organized research work. Researcher gets
to know the quantum and direction of work done till date in his\her area of research
interest. It also helps a researcher in appreciating different conclusion and outcomes of
the research conducted. And finally researcher can make an informed decision with
regard to the research methodology which will suit to his\her research work, based on
review of literature. The researchers are taking reference from any related book, article,
related research paper, these, organizational report and various literatures available on
the website and internet.

2.2. LIST OF REVIEW

1. Warn (2003) emphasized aspects of the workplace, contributing to depression and
lack of job satisfaction. Stress is normally caused by a lack of power over the intended
effects. At the workplace, tension is felt because of a lack of authority, job conflicts, and
uncertainty, contributing to frustration. The principle of checkability brings a solution to
lower pressures and contributes to job fulfillment in which a person has an attitude of
desires and needs that depends on the aspirations of the individual and governs
multiple facets of the working situation. A supportive working atmosphere, such as a
positive environment for studying or no abuse at work or anxiety in the workplace, helps
minimize depression and achieve job satisfaction.

2. Zaki (2003) Explains Lebanese non-management banking employees' work

satisfaction and results. The researchers found a substantial link in terms of pay and
supervision between work satisfaction and gender. Only satisfied people within the
company are willing to carry out their roles and obligations. Women workers were happy
with the salaries, while men were happier with supervision. The author himself often
claims this does not matter because the self-rate is inflated, and his colleagues' success
is usually underestimated.

3. Austin (2007) The major reasons for managers' work satisfaction in Cyprus are "self-
fulfillment," "independence," and "job environment." Fair salaries, well-educated
subordinates, the prospects for self-realization are development opportunities.
Employers can reflect on the three aspects of community independence of their work
setting to ensure the framework's flow contributes to job satisfaction, i.e., age, sex,
number of years in the company, public and private sector, number of workers oversaw.

4. Omey (2007) Discusses the connection between education and work satisfaction.
Although there's a relationship, he claims there's no relationship, too. In contrast with
the lower-skilled employees, higher-education workers are often happy, as they receive
a better-quality job. He continues that under-trained employees can also be better
pleased with the "good job psychological advantages. Employee quality varies with the
educational level and results in various levels of work fulfilment. Job features play a
major role, and you have the chance to use your skills. The author thus argues that
organizations should concentrate more on standards of work than education.

5. Hawley (2008) Discusses the degree and the factors impacting the teachers'
happiness in the beginning. Teachers are pleased with their jobs, and academic
proficiency, race, socio-economic status, teacher's degree, and whether their mother
was a teacher are the variables contributing to their work satisfaction. The teaching
license plays an important part here because it demonstrates the expertise and
experience that the instructor wants to be taught.

6. Silverthrone (2008) The contribution to job content and the associated effects, such
as output and tension, of the individually variable locus of control was studied. Findings
suggest that a low degree of work tension and a greater level of satisfaction and
efficiency are the product of the internal position of control. The external control locus
doesn't reduce work stress, while the internal control locus decreases work stress by
reducing efficiency and happiness.

7. Antvor (2010) discusses the national culture's impact on the national work
satisfaction level but discusses its role on other measures of the employment aspects at
the same time. While there was a cultural impact on domestic job satisfaction, they
claimed that all work satisfaction factors were not unique to the cultural context. The
findings of a cross-border work satisfaction survey must be compared with
management.

8. Artz (2010) Studies the relationship between rewards and work satisfaction for Outer.
Benefits from the periphery do not necessarily contribute to workplace satisfaction. In so
long as the employee has the impression that he can fulfill his desires, it is still
appropriate. It is also noticed that it does not fulfill the employee's expectations, which
contributes to discontent. Organizations need to evaluate their processes more
effectively and, if possible, provide fringe incentives and offer workers the chance to
make use of them, thereby generating satisfaction with their work.

9. Mudor and Tookson (2011) discuss the relationship between human capital
administration, employee satisfaction, and attrition eventually. Monitoring, recruitment,
and compensation procedures, which are the three factors of HRM practices, are
extremely counterproductive to employee satisfaction. Efficient workers lead to
continuous employment and fair wages for employees. Job quality contributes directly to
turnover.

10. Ramayah (2011) evaluates whether mentoring results in work satisfaction within the
Malaysian context. His results suggest that career mentoring is connected to every
aspect of work satisfaction. The aspects of job satisfaction analyzed were: jobs
themselves, employees, managers, and promotion. At a higher education level, mentors
often play an important role and deliver meaningful job results directly. But
psychological mentoring has no essential connection to the three variables that fulfill the
job (co-workers, the job itself, and promotion). The study also suggests that since
therapeutic mentoring contributes to non-monetary happiness, workers would not
appreciate it in the longest possible term.

11. Nir (2012) studies the importance of teachers' perceived organizational support on
Job Satisfaction. There are two aspects to satisfaction, mainly intrinsic and extrinsic.
Earned status and respect are extrinsic factors that play an important role in employee
satisfaction. Self-efficacy, as an intrinsic factor, helps as it promotes individual
selffulfillment. When an organization value its employee's contribution and cares about
their well-being, employees are intrinsically and extrinsically satisfied.

12. Aristovnik (2014) discusses the influence of organizational and environmental

factors on employee job satisfaction. The police employees rated salary and security as
the least motivator and support from the management as high. Police employees rate
trust and belongingness as the key factor in job satisfaction.

13. Kumari and Pandey (2011) State that for any country, both the public and private
sector are equally important and these two are fundamental criteria for every nation to
thrive and expand. Here, the level of workplace satisfaction has been checked for work
ambivalence (the state of having mixed feelings or contradictory ideas about
something). The manager received a higher output ranking if the ambivalence of the
workers was lower and vice versa. Jobs happiness and success have little connection if
the ambivalence to the work rises. Organizations should also concentrate on clarifying
their jobs to the workers in order to properly appreciate the task.

14. Seniwoliba A.J. (2013), analysed career quality satisfaction levels of teachers in
the public high school in Temale Metropolis in Ghana and was found to motivate
employees and contribute successfully to the achievement of job satisfaction through
factors extrinsic to pay, rewards, working conditions, protection (medical and future
pension benefits). In terms of worker satisfaction, the wages and working conditions are
greater and organisations should still concentrate on it and take steps to enhance it by
expanding. Organizations must preach fair wages for equal status.
15. Witte (2012) discussed the element of job satisfaction highlighted on group
discrepancies. The research was carried out in Belgium in the banking industry. For the
hypothesis test, a model was developed. The paradigm is "job demand management
support," and the study showed that the demand for work had the greatest impact in
explaining satisfaction in relation to working circumstances and less in relation to
explaining satisfaction with task contents.

16. Saari & Judge (2004) discussed attitudes towards employee satisfaction, discussed
the employee's mood is linked to the job where an employee loves the job, the content
level rises with increasing the success of the company as a whole.

17. Singh & Jain (2013), Employee happiness and its impact on results were
highlighted. The behavior of workers represents the company's morality. The satisfied
staff has a significant role in customer care and sales because they communicate
regularly with the customer. The office is the gateway to employee fulfillment. Good
labor practices and good working conditions also improve workers' efficiency,
profitability, satisfaction, and retention.

18. Shanmugapriya. S (2016), in his study, the employees of public sector banking
opined that the state banks had a sea turn in their success in analyzing determinants of
job satisfaction. Moreover, the economic and financial market reforms have begun.
Various factors have made India one of the world's fastest-growing economies,
including opening the global markets, reforming the banking system, rising investment
levels, the proactive regulatory landscape, and its demographic profile. There is no
question, for a functioning financial environment, a safe banking sector is important.
Indian banks have good human capital and operating technologies oriented, being the
largest and most profitable domestic and global scenarios.

19. Neeraj Kumari (2016) pursued observational research on behavior and criteria in
the service sector against job satisfaction. The research is done with a certain
framework and observations into the life insurance scheme. Throughout the analysis, it
is found that life insurance employees are usually satisfied. The researcher stresses the
facets of incentives and financial advantages, and personal recognition, which has a
dominant function to play, factors such as the company's goals, the reputation and
credibility of the company, sustainability with the role, and the personality of the
employee. The researcher further suggested that managers take care of recruiting and
personnel decisions to make a constructive contribution to the human resource to
effectively aware of the organization's future needs.

2.3. REFERENCE

 Kerry Fairbrother James Warn, (2003), Workplace dimensions, stress and job satisfaction,
Journal of Managerial Psychology,18(1),8 – 21
 Alf Crossman Bassem Abou Zaki, (2003),Job satisfaction and employee performance of Lebanese
banking staff", Journal of Managerial Psychology, Vol. 18(4),368 – 376
 Annabel Droussiotis Jill Austin, (2007),Job satisfaction of managers in Cyprus, Euro Med Journal
of Business,2(2),208 – 222
 Elsy Verhofstadt Hans De Witte Eddy Omey, (2007), Higher educated workers: better jobs but
less satisfied? International Journal of Manpower,28(2),135 – 151
 Wei Cheng J. Mau Randy Ellsworth Donna Hawley, (2008), Job satisfaction and career
persistence of beginning teachers, International Journal of Educational Management,22 (1),48 –
61
 Jui Chen Chen Colin Silverthorne, (2008),The impact of locus of control on job stress, job
performance and job satisfaction in Taiwan, Leadership & Organization Development
Journal,29(7),572 -582
 Jacob Eskildsen Kai Kristensen Henrik Gjesing Antvor, (2010),The relationship between job
satisfaction and national culture, The TQM Journal,22 (4),369 – 378
 Benjamin Artz (2010), Fringe benefits and job satisfaction. International Journal of Management
,31(6),626-644
 Mudor, H. & Tookson, P. (2011), Conceptual framework on the relationship between human
resource management practices, job satisfaction, and turnover. Journal of Economics and
Behavioral Studies ,2(2),41-49
 May Chiun Lo T. Ramayah, (2011), Mentoring and job satisfaction in Malaysian SMEs, Journal of
Management Development,30(4),427 – 440
 Ronit Bogler Adam E.Nir, (2012),The importance of teachers’ perceived organizational support
to job satisfaction. Journal of Educational Administration,50(3),287-306
 Nina Tomaževi# Janko Seljak Aleksander Aristovnik , (2014),Factors influencing employee
satisfaction in the police service: the case of Slovenia, Personnel Review,43(2),209 – 227
 Kumari, G & Pandey K.M. (2011). Job Satisfaction in Public Sector and Private Sector : A
Comparison. International Journal of Innovation, Management and Technology ,2(3),202-228
 Seniwoliba A.J. (2013). Teacher motivation and job satisfaction in senior high schools in the
Tamale metropolis of Ghana. Merit Research Journal of Education and Review,1(9),181-196
 Bart Cambré Evelien Kippers Marc van Veldhoven Hans De Witte, (2012), Jobs and organizations,
Personnel Review,41(2),200 – 215
 Lise M.Saari and Timothy A. Judge, (2004),Employee Attitudes and Job Satisfaction, Human
Resource Management,43(4)395 – 407.
 Singh, J.K & Jain, M (2013). A Study of Employees’ Job Satisfaction and its impact on their
Performance. Journal of Indian Research, 1(4), 105-111.
 Shanmugapriya. S (2016) “Determinants of Job Satisfaction of Public Sector Bank Employees”,
International Journal of Scientific Research and Modern Education (IJSRME) ISSN (Online): 2455
– 5630 (www.rdmodernresearch.com) Volume I, Issue II, 2016.

 Neeraj Kumari (2016), Study of Parameters Affecting Employee Satisfaction, in Reliance life
insurance branches of New Delhi, Journal of Business and Management Sciences, Vol. 4, No. 2,
2016, pp 34-42. [20] Crispen Chipunza, BulelwaMalo (2017) on “Organizational culture and job
satisfaction among academic professionals at a South African university of technology”,
Problems and Perspectives in Management, 15(2), 148-161.
 CHAPTER 3

RESEARCH METHODOLOGY

The data need for the study is collected from the employees, through
questionnaire. Analysis and interpretation has been done by using the statistical tools
and data presented through tables and charts.

3.1: RESEARCH DESIGN

The study was based on survey method. The aim of the study is to find
satisfaction levels of employees.

3.2: SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population.
Convenience sampling method used in selected samples.

3.3: PERIOD OF STUDY

This study on employee satisfaction was conducted during the period of Jan
2022 to April 2022 which is Four months.

3.4: SAMPLE SIZE

The sample size of this study is 108

3.5: DATA COLLECTION

The data collected for the study consists of both primary and secondary data.
PRIMARY DATA

In this study primary data were collected through personnel interview using
questionnaire. The questionnaire was administered to fifty employees of SUCCESS
STEEL STRUCTURE.

SECONDARY DATA

Secondary data for this study was collected from.

 Preciously published records, statistics, research reports and documents.

 Books, Periodical and Websites.

3.6: QUESTIONNAIRE

In this study the researcher have used a questionnaire consisting of twenty two
multiple choice based questions.

3.7: TOOLS USED FOR ANALYSIS

Percentage Analysis, Hypothesis Testing, Chi-square Test are used as statistical

tools for the analysis.

3.8: GRAPHICAL REPRESENTATION OF DATA

Graphical Representation tool such as Bar Graphs and Pie charts have been
used for the data analysis.
 CHAPTER - 4

DATA ANALYSIS AND INTERPRETATION

4.1. PERCENTAGE ANALYSIS

1. AGE OF THE RESPONDENT

TABLE NO. 4.1.1:

AGE NO.OF. RESPONDENT PERCENTAGE

18- 25 18 16.7%
25- 35 61 56.5%
35- 45 12 11.1%
MORE THAN 45 17 15.7%
TOTAL 108 100

CHART NO: 4.1.1:

70

60

50

40

30

20

10

0
18- 25 25- 35 35- 45 More than 45

Fig: 4.1.1 Age of the respondent

INTERPRETATION: From the above table, it is interpreted 16.7% of respondent are of

age group 18- 25, 56.5% of them belong to age group 25- 35 and 11.1% belong to the
age group 35- 45 and 15.7% belong to age group more than 45.
2. Gender of the respondent

TABLE NO. 4.1.2:

GENDER NO.OF. RESPONDENT PERCENTAGE

MALE 88 81.5%

FEMALE 20 18.5%

Total 108 100

CHART NO. 4.1.2:

Chart Title

19%

MALE
FEMALE

81%

Fig no. 4.1.2: Gender of the respondent

INTERPRETATION:

From the above table, it is interpretation that 81.5% of respondents are Male category
and 18.5% belong to Female category.
3. Marital status of the respondent

TABLE NO. 4.1.3:

GENDER NO.OF. RESPONDENT PERCENTAGE

MARRIED 63 58.3%

UNMARRIED 45 41.7%

Total 108 100

CHART NO. 4.1.3:

70

60

50

40

30

20

10

0
MARRIED UNMARRIED

Fig no. 4.1.3: Marital status of the respondent

INTERPRETATION:

From the above table, it can be interpreted that out of the option given 58.3% of
respondent are married, 41.7% of respondent are unmarried.
4. ________ is your position in company

TABLE NO. 4.1.4:

OPTIONS NO. OF. RESPONDENT PERCENTAGE

EMPLOYEE 101 93.5%

SUPERVISOR 4 3.7%

MANAGER 3 2.8%

OFFICER 0 0%

TOTAL 108 100

CHART NO. 4.1.4:

120

100

80

60

40

20

0
EMPLOYEE SUPERVISOR MANAGER OFFICER

Fig no. 4.1.4: Your position in the company

INTERPRETATION:

From above table, it can be interpreted that out of the option given 93.5% of respondent
are Employee and 3.7% of respondent are supervisor and 2.8% of respondent are
Manager.
5. How much experience do you have

TABLE NO. 4.1.5:

Option Number of respondents percentage

3 - 5 years 25 23.1%
5- 10 years 39 36.1%
Less than 3 year 19 17.6%

More than 10 25 23.1%

Total 108 100

CHART NO.4.1.5:

45

40

35

30

25

20

15

10

0
3 - 5 years 5- 10 years Less than 3 year More than 10

Fig no. 4.1.5: Work Experience of the respondent

INTERPRETATION:

From the above table 23.1% of the respondent have 3-5 years and 36.1% of the
respondent are 5- 10 years and 17.6% Less than 3 years and 23.1% of the respondent
are More than 10 year.
6. How happy are you at work

TABLE NO.4.1.6:

options No of respondent Percentage

50% 13 12%
65% 21 19.4%
85% 49 45.4%
100% 25 23.1%
Total 108 100

CHART NO. 4.1.6:

6000%

5000%

4000%

3000%

2000%

1000%

0%
1 2 3 4

Fig no.4.1.6: How happy are you at work

INTERPRETATION:

From the above table 12% of the respondent are have 50% and 19.4% of the respondent are
have 65% and 45.4% of the respondent are 85% and the 23.1% of the respondent are 100%.
7.Do you enjoy your company culture

TABLE NO. 4.1.7:

Options No of respondents Percentage

Yes 89 82.4%

No 19 17.6%

Total 108 100

CHART NO. 4.1.7:

Chart Title

18%

Yes
No

82%

Fig no. 4.1.7: Do you enjoy your company culture

INTERPRETATION:

From the above table 82.4% of the respondent are selected Yes and 17.6% of the
respondent are selected No.
8. How many hours do you work in your company

TABLE NO. 4.1.8:

Options No of respondents Percentage

6 Hours 3 2%

7 Hours 4 3.7%

8 Hours 39 36.1%

9 Hours 63 58.3%

Total 108 100

CHART NO. 4.1.8:

70

60

50

40

30

20

10

0
6 Hours 7 Hours 8 Hours 9 Hours

Fig no.4.1.8: How many hours do you work in your company

INTERPRETATION:

From the above table 6.5% of the respondent are 6 Hours and 1.9% of the respondent
are 7 Hours and 34.3% of the respondent are 8 Hours and 57.4% of the respondent are
9 Hours.
9. How do you feel when you arrive at the office in the morning

TABLE NO. 4.1.9:

Options No of respondents Percentage

I am already exhausted and can’t 8 7.4%
wait to go home
I feel motivated and energized 71 65.7%
I managed stressful situation from 11 10.2%
time but I manage stress well so it
dosen’t build up

None of these 18 16.7%

Total 108 100

CHART NO. 4.1.9:

80
70
60
50
40
30
20
10
0
I am already exhausted and I feel Motivated and I experience stressful None of these
can't wait to go home energized situation from time but I
manage stress well so it
dosen't build up

Fig no.4.1.9: How do you feel when you arrive at the office in the morning

INTERPRETATION:
From the above table 6.5% of the respondent are selected I am already exhausted and
can’t wait to go home and 67.6% of the respondent are selected I feel motivated and
energized and 10.2% of the respondent are selected I managed stressful situation from
time but I manage stress well so it dosen’t build up and 15.7% of the respondent are
selected None of theses .

10. Do you have a strong relationship with co- workers

TABLE NO. 4.1.10:

Options No of respondents Percentage

Yes 94 87%

No 14 13%

Total 108 100

CHART NO. 4.1.10:

Chart Title

13%

Yes
No

87%

Fig no.4.1.10: Do the employees have a strong relationship with co- workers

INTERPRETATION: From the above table 87% of the respondent are selected Yes
and 13% of the respondent are selected No.
11. How as your relationship with your manager

TABLE NO. 4.1.11:

Option No of respondents percentage

Friendly 48 44.4%
Take initiative 4 3.7%
Share the credit 17 15.7%

None of these 39 36.1%

Total 108 100

CHART NO.4.1.11:

60

50

40

30

20

10

0
Friendly Take initiative Share the credit None of these

Fig no.4.1.11: How as your relationship with your manager

INTERPRETATION:

From the above table 44.4% of the respondent are selected Friendly and 3.7% of the
respondent are selected Take initative and 15.7% of the respondent are selected Share
the credit and 36.1% of the respondent are selected None of these
12. Whether your company provides transport service

TABLE NO. 4.1.12:

Options No of respondents Percentage

Yes 91 84.3%

No 17 15.7%

Total 108 100

CHART NO. 4.1.12:

Chart Title

16%

Yes
No

84%

Fig no.4.1.12: Whether your company provides transport service

INTERPRETATION:

From the above table 84.3% of the respondent are selected Yes and 15.7% of the
respondent are selected No.
13. What is your personal growth in your company

TABLE NO. 4.1.13:

Option No of respondents percentage

Mental growth 57 52.8%

Social growth 16 14.8%
Emotional growth 17 15.7%
Psychological growth 18 16.7%

Total 108 100

CHART NO. 4.1.13:

60

50

40

30

20

10

0
Mental growth Social growth Emotional growth Psychological growth

Fig no.4.1.13: What is your personal growth in your company

INTERPRETATION:

From the above table 52.8% of the respondent are selected Mental growth and 14.8%
of the respondent are selected Social growth and 15.7% of the respondent are selected
Emotional growth and 16.7% of the respondent are selected Psychological growth.
14. How many years you have been with this company

TABLE NO. 4.1.14:

Option No of respondents Percentage

1-3 years 30 27.8%

4-6 years 26 24.1%
Less than a year 32 29.6%
More than 6 years 20 18.5%
Total 108 100

CHART No.4.1.14

35

30

25

20

15

10

0
1-3 years 4-6 years Less than a year More than 6 years

Fig no.4.1.14: How many years you have been with this company

INTERPRETATION:

From the above table 27.8% of the respondent are selected 1- 3 years and 24.1% of the
respondent are selected 4- 6 years and 29.6% of the respondent are selected Less than
a year and 18.5% of the respondent are selected More than 6 years.
15. Do you have health benefit that are available to you through the
city

TABLE NO. 4.1.15:

Option No of respondents Percentage

Yes 45 41.7%
Somewhat 11 10.2%
No 43 39.8%
None of these 9 8.3%
Total 108 100

CHART NO. 4.1.15:

50
45
40
35
30
25
20
15
10
5
0
Yes Somewhat No None of these

Fig no.4.1.15: Do you have health benefit that are available to you through the city

INTERPRETATION:

From the above table 41.7% of the respondent are selected Yes and 10.2% of the respondent
are selected Somewhat and 39.8% of the respondent are selected No and 8.3% of the
respondent are selected None of these.
16. Does your work give you a sense of accomplishment

TABLE NO. 4.1.16:

Option No of respondents percentage

Slightly 8 7.4%
Moderately 52 48.1%
Very 27 25%
Not at all 21 19.4%

Total 108 100

CHART NO. 4.1.16:

60

50

40

30

20

10

0
Slightly Moderately very Not at all

Fig no.4.1.16: Does your work give you a sense of accomplishment

ITRPRETATION:

From the above table 7.4% of the respondent are selected Slightly and 48.1% of the respondent
are selected Moderately and 25% of the respondent are selected Very and 19.4% of the
respondent are selected Not at all.
17. Are you aware of all HR policies

TABLE NO. 4.1.17:

Option No of respondents percentage

Yes 80 74.1%

No 28 25.9%

Total 108 100

CHART NO. 4.1.17:

Chart Title

26%

Yes
No

74%

Fig no.4.1.17: Are you aware of all HR policies

INTERPRETATION:

From the above table 74.1% of the respondent are selected Yes and 25.9% of the
respondent are selected No.
18. The morale in my department is high

TABLE NO. 4.1.18:

OPTION NO. OF. RESPONDENT PERCENTAGE

Agree 71 65.7%
Disagree 0 0
Neither/Agree(or)Disagree 18 16.7%
Some what Agree 19 17.6%
Total 108 100

CHART NO. 4.1.18:

80

70

60

50

40

30

20

10

0
Agree Disagree Neither Agree or Disagree Some what Agree

Fig no. 4.1.18: The morale in my department is high

INTERPRETATION:

From the above table 65.7% of the respondent are selected Agree and 16.7% of the
respondent are selected Neither agree or disagree and 17.6% of the respondent are
selected Some what agree.
19. Is the company provides a canteen

TABLE NO. 4.1.19:

Option No of respondents Percentage

Yes 108 100%

No 0 0

Total 108 100

CHART NO. 4.1.19:

Chart Title
0%

Yes
No

100%

Fig no. 4.1.19: Is the company provides a canteen

INTERPRETATION:

From the above table 100% of the respondent are selected Yes.
20. How transparent do you feel the management is

TABLE NO. 4.1.20:

Option No of respondents Percentage

25% 10 9.3%
50% 69 63.9%
More than 50% 29 26.9%
Less than 25% 0 0

Total 108 100

CHART NO. 4.1.20:

80

70

60

50

40

30

20

10

0
25% 50% More than 50% Less than 25%

Fig no. 4.1.20: How transparent do you feel the management is

INTERPRETATION:

From the above table 9.3% of the respondent are selected 25% and 63.9% of the
respondent are selected 50% and 26.9% of the respondent are selected More then
50%.
21. Do you feel value for contribution

TABLE NO. 4.1.21:

Option No of respondents Percentage

Agree 88 81.5%

Disagree 20 18.5%

Total 108 100

CHART NO. 4.1.21:

Chart Title

19%

Agree
Disagree

81%

Fig no. 4.1.21: Do you feel value for contribution

INTERPRETATION:

From the above table 81.5% of the respondent are selected Agree and 18.5% of the
respondent are selected Disagree
22. Do your superiors communicate company news effectively and in
a timely manner

TABLE NO. 4.1.22:

Option No of respondents Percentage

Week in work 9 8.3%
Daily team work 42 38.9%
Self activity 13 12%
All of these 44 40.7%
Total 108 100

CHART NO. 4.1.22:

50
45
40
35
30
25
20
15
10
5
0
Week in work Daily team work Self activity All of these

Fig no.4.1.22: Do your superiors communicate company news effectively and in a

timely manner

INTERPRETATION: From the above table 8.3% of the respondent are selected
Week in Week and 38.9% of the respondent are selected Daily team work and 12% of
the respondent are selected self activity and 40.7% of the respondent are selected All of
these.
4.2: STATISTICAL ANALYSIS:

HYPOTHESIS

A hypothesis is an assumption, an idea that is proposed for the sake of argument so

that it can be tested to see if it might be true. In the scientific method, the hypothesis is
constructed before any applicable research has been done, apart from a basic
background review.

In statistical hypothesis testing, two hypotheses are compared. These are called the null
hypothesis and the alternative hypothesis. The null hypothesis is the hypothesis that
states that there is no relation between the phenomena whose relation is under
investigation, or at least not of the form given by the alternative hypothesis. The
alternative hypothesis, as the name suggests, is the alternative to the null hypothesis: it
states that there is some kind of relation. The alternative hypothesis may take several
forms, depending on the nature of the hypothesized relation; in particular, it can be two-
sided (for example: there is some effect, in a yet unknown direction) or one-sided (the
direction of the hypothesized relation, positive or negative, is fixed in advance

4.3: Chi square test:

A chi-square test (also chi-square or x2 test) is a statically hypothesis test that is valid
to perform when the test statistic is chi-squared distributed under null hypothesis,
specifically Pearson’s chi-squared test and variants thereof.A chi-square statistic is one
way to show a relationship between two categorical variables. In statistics, there are two
types of variables: numerical (countable) variables and non-numerical (categorical)
variables.

4.4: Null hypothesis:

A hypothesis, in general, is an assumption that is yet to be proved with sufficient pieces
of evidence. A null hypothesis thus is the hypothesis a researcher is trying to disprove.A
null hypothesis is a hypothesis capable of being objectively verified, tested, and even
rejected.
When to reject null hypothesis?
 When the p-value of the data is less than the significant level of the test, the null
hypothesis is rejected, indicating the test results are significant.
 However, if the p-value is higher than the significant value, the null hypothesis is
not rejected, and the results are considered not significant.
 The level of significance is an important concept while hypothesis testing as it
determines the percentage risk of rejecting the null hypothesis when H 0 might
happen to be true.
 In other words, if we take the level of significance at 5%, it means that the
researcher is willing to take as much as a 5 percent risk of rejecting the null
hypothesis when it (H0) happens to be true.

4.5: ALTERNATIVE HYPOTHESIS

In statistical hypothesis testing, the alternative hypothesis is one of the proposed
proposition in the hypothesis test. In general the goal of hypothesis test is to
demonstrate that in the given condition, there is sufficient evidence supporting the
credibility of alternative hypothesis instead of the exclusive proposition in the test (null
hypothesis).It is usually consistent with the research hypothesis because it is
constructed from literature review, previous studies, etc. However, the research
hypothesis is sometimes consistent with the null hypothesis.

In statistics, alternative hypothesis is often denoted as Ha or H1. Hypotheses are

formulated to compare in a statistical hypothesis test.

4.6: HYPOTHESIS OF THE STUDY

H1: There is a significant relationship between Happiness at work and a strong

relationship with their co- workers.

4.7: HYPOTHESIS OUTPUT

Q1: How happy are you at work

Q2:Do you have a strong relationship to your co- workers

4.8. HYPOTHESIS RESULT

 The Hypothesis frames the project Employee Satisfaction.

 I have got 0.304 in chi square test it accept alternative hypothesis and rejected
null hypothesis.
 CHAPTER -5

FINDINGS, SUGGESTIONS AND CONCLUSION

FINDINGS:

• Majority (56.5%) of the respondent are between the age of 25-35, the next
highest is (16.7%) and they belong to 18- 25 after that comes (15.7%) of the
respondent are More than 45 and (11.1%) of the respondent are 35- 45.

• Majority (81.5%) of the respondent are Male and the remaining (18.5%) of the
respondent are Female.

• Majority (58.3%) of the respondent are Married and (41.7%) of the respondent
are Unmarried.

• Majority (93.5%) of the respondent are Employee and next highest is (3.7%) of
the respondent are supervisor and (2.8%) of the respondent are Manager.

• Majority (36.1%) of the respondent are 5- 10 years of experience and next

highest is (23.1%) of the respondent are have 3- 5 years of experience and
(23.1%) of the respondent of the respondent are have More than 10 years and
(17.6%) of the respondent are have Less than 3 years of experience.

• Majority ( 45.4%) of the respondent are selected 85% and (23.1%) of the
respondent are selected 100% and (19.4%) of the respondent are selected 65%
and (12%) of the respondent are have 50% happy at their work.

• Majority (82.4%) of the respondent are selected Yes and (17.6%) of them
selected No for the question that do you enjoy your company culture.

• Majority (57.4%) of the respondent are selected 9 Hours and next highest is
(36.1%) of the respondent are have 8 Hours work and (3.7%) of them are have 7
Hours work and (1.9%) of the respondent are selected 6 Hours works.
• Majority (65.7%) of the respondent are selected that I feel motivated and
energized while arrive to the work in morning and next highest (16.7%) of the
respondent are selected None of these and (10.2%) of the respondent are I
experience stressful situation from time but I manage stress well so it doesn’t
build up and (7.4%) of the respondent are selected I am already exhausted and
can’t wait to go home.

• Majority (87%) of the respondent of my are selected that Yes and (13%) of the
respondent are selected No for the question that do you have a strong
relationship with your co- workers.

• Majority (44.4%) of the respondent are selected Friendly and (36.1%) of the
respondent are selected None of these and (15.7%) of the respondent are
selected share the credit and (3.7%) of the respondent are selected Take
initiative.

• Majority (84.3%) of the respondent of my questionnaire are selected Yes and

(15.7%) of the respondent are selected No for the question Weather the
company provide transport services.

• Majority (52.8%) of the respondent of my questionnaire are selected that Mental

growth and (16.7%) of the respondent are selected Psychology and (15.7%) of
the respondent are selected Emotional growth and (14.8%) of the respondent are
selected Social growth as there personal growth in the company.

• Majority (29.6%) of the respondent of my questionnaire are selected less than a

year and (27.8%) of the respondent are selected 1- 3 years and (24.1%) of the
respondent are selected 4- 6 years and (18.5%) of the respondent are selected
More than Six years.

• Majority (41.7%) of the respondent are selected Yes and (39.8%) of the
respondent are selected No and (10.2%) of the respondent are selected Some
what and (8.3%) of the respondent are selected None of these.
• Majority (48.1%) of the respondent of my questionnaire are selected Moderately
and (25%) of the respondent are selected very and (19.4%) of the respondent
are selected Not at all and (7.4%) of the respondent are selected slightly.

• Majority (74.1%) of the respondent are selected Yes and (25.9%) of the
respondent are selected No to the question that Are you aware of all HR policies.

• Majority (65.7%) of the respondent are selected Agree and (17.6%) of the
respondent are selected Some what agree and (16.7%) of the respondent are
selected Neither agree or disagree for the question is the morale in your
department is high.

• Majority (100%) of the respondent are selected yes for the question Is the
company provide canteen.

• Majority (63.9%) of the respondent of my questionnaire are selected 50% and

(26.9%) of the respondent are selected More than 50% and (9.3%) of the
respondent are selected 25% for how transparent do you feel the management
is.

• Majority (81.5%) of the respondent are selected Agree and (18.5%) of the
respondent are selected NO for the question Are you feel valued for your
contribution.

• Majority (40.7%) of the respondent are selected All of these and (38.9%) of the
respondent are selected Daily team work and (12%) of the respondent are
selected Self activity and (8.3%) of the respondent are selected week in week.
SUGGESTIONS:

 Majority of the respondent are happy and satisfied at their work. Hence 12%
of the respondent are selected 50% happy in there work we need to find the
solution to give 100% Happy at their work.
 Sufficient opportunities should be given to employees to improve their skills.
 Majority 87% of the respondent are said that they have a strong relationship
with the co- workers. Hence 13% of them are said No we need to find the
solution and give the employees a strong relationship to make a positive work
space with the co- workers and support your fellow team members.
 Majority 65.7% of the respondent are Feel Motivated and energized while
arrive at the office at morning. Hence some of them are selected I can
manage stressful situation and can’t wait to go home we need to find solution
to give every employee to get motivated and energized.
 Majority 65.7% of the respondent are selected Agree morale in there
department is high. Hence 16.7% of them are selected Neither agree or
disagree have Measure the employees morale regularly and make positive
changes.
 Majority 48.1% of the respondent are selected Moderately sense of
accomplishment. Hence 19.4% of them selected Not at all we need to find
solution and give them a great sense of accomplishment and give them have
skill and opportunity to make a measurable contribution in work.
 To get a personal growth in the company they should promote and
acknowledge and encourage outside development.
 To feel valued for your contribution you should a meaningful work and
celebrate achievements and make time for the team.
LIMITATIONS:

• The employees hesitate to disclose the true facts in order to secure their job.

• It is very time consuming process.

• Difficulty in getting information from secondary sources.

• It was also very disappointing for me at times when the feedback given by the
employees were below expectation.

CONCLUSION:

The present study is to determine employees satisfaction in SUCCESS STEEL

STRUCTUTE. It is indeed necessary for any organization to understand the need of
their employees and fulfillment. From the study it was identified that the most of the
employees are satisfied with the job. Majority of the employees are satisfied with the
relationship with manager and co- workers.

REFERENCE:

 www.google.com
 http://www.successsteelstructures.in/about.html

 Kerry Fairbrother James Warn, (2003), Workplace dimensions, stress and job satisfaction,
Journal of Managerial Psychology,18(1),8 – 21
 Alf Crossman Bassem Abou Zaki, (2003),Job satisfaction and employee performance of Lebanese
banking staff", Journal of Managerial Psychology, Vol. 18(4),368 – 376
 Annabel Droussiotis Jill Austin, (2007),Job satisfaction of managers in Cyprus, Euro Med Journal
of Business,2(2),208 – 222
 Elsy Verhofstadt Hans De Witte Eddy Omey, (2007), Higher educated workers: better jobs but
less satisfied? International Journal of Manpower,28(2),135 – 151
 Wei Cheng J. Mau Randy Ellsworth Donna Hawley, (2008), Job satisfaction and career
persistence of beginning teachers, International Journal of Educational Management,22 (1),48 –
61
 Jui Chen Chen Colin Silverthorne, (2008),The impact of locus of control on job stress, job
performance and job satisfaction in Taiwan, Leadership & Organization Development
Journal,29(7),572 -582
 Jacob Eskildsen Kai Kristensen Henrik Gjesing Antvor, (2010),The relationship between job
satisfaction and national culture, The TQM Journal,22 (4),369 – 378
 Benjamin Artz (2010), Fringe benefits and job satisfaction. International Journal of Management
,31(6),626-644
 Mudor, H. & Tookson, P. (2011), Conceptual framework on the relationship between human
resource management practices, job satisfaction, and turnover. Journal of Economics and
Behavioral Studies ,2(2),41-49
 May Chiun Lo T. Ramayah, (2011), Mentoring and job satisfaction in Malaysian SMEs, Journal of
Management Development,30(4),427 – 440
 Ronit Bogler Adam E.Nir, (2012),The importance of teachers’ perceived organizational support
to job satisfaction. Journal of Educational Administration,50(3),287-306
 Nina Tomaževi# Janko Seljak Aleksander Aristovnik , (2014),Factors influencing employee
satisfaction in the police service: the case of Slovenia, Personnel Review,43(2),209 – 227
 Kumari, G & Pandey K.M. (2011). Job Satisfaction in Public Sector and Private Sector : A
Comparison. International Journal of Innovation, Management and Technology ,2(3),202-228
 Seniwoliba A.J. (2013). Teacher motivation and job satisfaction in senior high schools in the
Tamale metropolis of Ghana. Merit Research Journal of Education and Review,1(9),181-196
 Bart Cambré Evelien Kippers Marc van Veldhoven Hans De Witte, (2012), Jobs and organizations,
Personnel Review,41(2),200 – 215
 Lise M.Saari and Timothy A. Judge, (2004),Employee Attitudes and Job Satisfaction, Human
Resource Management,43(4)395 – 407.
 Singh, J.K & Jain, M (2013). A Study of Employees’ Job Satisfaction and its impact on their
Performance. Journal of Indian Research, 1(4), 105-111.
 Shanmugapriya. S (2016) “Determinants of Job Satisfaction of Public Sector Bank Employees”,
International Journal of Scientific Research and Modern Education (IJSRME) ISSN (Online): 2455
– 5630 (www.rdmodernresearch.com) Volume I, Issue II, 2016.

 Neeraj Kumari (2016), Study of Parameters Affecting Employee Satisfaction, in Reliance life
insurance branches of New Delhi, Journal of Business and Management Sciences, Vol. 4, No. 2,
2016, pp 34-42. [20] Crispen Chipunza, BulelwaMalo (2017) on “Organizational culture and job
satisfaction among academic professionals at a South African university of technology”,
Problems and Perspectives in Management, 15(2), 148-161.
 APPENDIX:

A STUDY ON EMPLOYEE SATISFACTION

QUESTIONNAIRE:

1. Name of the respondent _________

2. Age of the respondent __________

A) 18- 25

B) 25- 35

C) 35- 45

D) More than 45

3. Gender of the respondent

A) Male

B) Female

4. Marital status

A) Married

B) Unmarried

5. Occupation of the respondent

A) Student

B) Employee

C) Business

D) Others
6. How much experience do you have

A) 5- 10 years

B) 10- 20 years

C) 20- 30 years

D) More than 30 years

7. How happy are you at work

A) 50%

B) 65%

C) 85%

D) 100%

8. Do you enjoy your company culture

A) Yes

B) No

9. How many hours do you work in your company

A) 5 Hours

B) 6 Hours

C) 8 Hours

D) 9 Hours
10. How do you feel when you arrive at the office in the morning

A) I am already exhausted and can’t wait to go home

B) I feel Motivated and energized

C) I experience stressful situation from time but I manage stress well so it dosen’t build
up

D) None of these

11. Do you have a strong relationship to your co- workers

A) Yes

B) No

12. How as your relationship with your manager

A) Friendly

B) Take initiative

C) Share the credit

D) None of these

13. Weather your company provides transport services

A) Yes

B) No

14. What is your personal growth in your company

A) Mental Growth

B) Social Growth
 C) Emotional Growth

D) Psychological Growth

15. How many years have you been with this company

A) 1- 3 years

B) 4- 6 years

C) Less than a year

D) More than a year

16. Do you have a health benefits that are available to you through the city

A) Yes

B) Some what

C) No

D) None of these

17. Does your work give you a sense of accomplishment

A) Slightly

B) Moderately

C) Very

D) Not at all

18. Are you aware of all the HR policies in your company

A) Yes

B) No
19. The morale in my department is high

A) Strongly

B) Disagree

C) Neither agree or Disagree

D) Some what agree

20. Is the company provides a canteen

A) Yes

B) No

21. How transparent do you feel the management is

A) 25%

B) 50%

C) More than 50%

D) Less than 25%

22. Do you feel valued for your contributions

A) Agree

B) Disagree

23. Do your superiors communicate company news effectively and in a timely manner

A) Week in Week

B) Daily team work

C) Self Activity

D) All of these