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A Study of Employees Satisfaction With Special Reference To Ebenezer Printpack (P) LTD, Thrissur
A Study of Employees Satisfaction With Special Reference To Ebenezer Printpack (P) LTD, Thrissur
PROJECT REPORT
ON
A STUDY OF EMPLOYEES SATISFACTION WITH SPECIAL
REFERENCE TO EBENEZER PRINTPACK (P) LTD,
THRISSUR
Project report submitted in partial fulfillment of the requirements for the award of
degree of
BACHELOR OF COMMERCE
UNIVERSITY OF CALICUT
Submitted by
DILBAR MUBARAK V.A
REG.NO: THAOBCM148
DEPARTMENT OF COMMERCE
ST. THOMAS’ COLLEGE (AUTONOMOUS)
THRISSUR
2014 - 2017
DECLARATION
I further declare that this project report has been submitted by me for the Award of
my graduate degree of Bachelor of Commerce.
I also declare that this project report has not previously formed the basis for the award
of any degree, diploma, fellowship or other similar title of recognition of any
university.
Place : Thrissur
Date : 24 – 03 - 2017 DILBAR MUBARAK V.A
ACKNOWLEDGEMENT
This project has not made possible through the direct and indirect Co-operation of various
individuals for whom I wish to express my sincere gratitude and heartfelt thanks.
First I would like to express my whole hearted thanks to God Almighty for blessing
throughout my life with a light that helped me to do this project in a better manner.
I would like to express my sincere gratitude to Major Dr. P.O JENSON, Principal St.
Thomas College, Thrissur, Rev. Fr. BAIJU CHAKERY, Vice principal and
Prof. Dr. THOMAS PAUL KATTOOKARAN, HOD of Research Department of
commerce, for their utmost concern and leadership. I express my sincere thanks towards
Mr. BIJU JOHN M, project coordinator and Assistant Professor Ms. SOUMYA JOSE P,
HOD Department of Commerce, St. Thomas College Jubilee Block, Thrissur for their
inspiration and encouragement during the study.
At the outset, I take this opportunity to express my heartfelt gratitude to my Guide Assistant
Professor Ms. SANITHA.B.VINCENT, St. Thomas College Jubilee Block, Thrissur for his
valuable guidance and support at every stage of preparation of my project report.
I would like to express my heartfelt thanks to MR. T.F. JAMES, Managing Director of
Ebenezer group of company, and all other staff members of Ebenezer, for giving me a
privilege to conduct the project work in their esteemed organization.
I owe my sincere thanks to beloved family members, friends and all those who have
encouraged me in this project.
Place : Thrissur
Date : 24 – 03 - 2017 DILBAR MUBARAK V.A
LIST OF CONTENTS
SL. PAGE
CONTENTS
NO. NO.
CHAPTER 1
1
INTRODUCTION
1.1 INTRODUCTION 1
1.2 STATEMENT OF PROBLEM 3
1.3 OBJECTIVES 4
1.4 SIGNIFICANCE OF THE STUDY 4
1.5 RESEARCH METHODOLOGY 4
1.6 LIMITATIONS OF STUDY 6
CHAPTER 2
2
INDUSTRY AND COMPANY PROFILE
2.1 INDUSTRY PROFILE 7
2.2 COMPANY PROFILE 11
CHAPTER 3
3
REVIEW OF LITERATURE
3.1 REVIEW OF LITERATURE 15
CHAPTER 4
4
DATA ANALYSIS AND INTERPRETATION
4.1 DATA ANALYSIS 17
4.2 INTERPRETATION 17
CHAPTER 5
5
FINDINGS, SUGGESTIONS AND CONCLUSION
5.1 FINDINGS 48
5.2 SUGGESTIONS 49
5.3 CONCLUSION 50
BIBLIOGRAPHY 51
APPENDIX 52
LIST OF TABLE
SL. PAGE
CONTENTS
NO. NO.
The table showing working experience of employees in
1 18
the organization.
The table showing employees satisfaction on working
2 19
environment.
The table showing employees satisfaction on salary
3 20
structure.
4 The table showing superior subordinate relationship. 21
The table showing the relationship between peer
5 22
groups.
The table showing experience sharing between
6 23
employees.
The table showing satisfactory level on the basis of
7 24
salary.
The table showing bias free assessment of performance
8 25
by superior.
The table showing employees opinion about the
9 26
training programme.
The table showing the relationship of management
10 27
towards employee.
The table showing employees satisfaction on present
11 28
working hours.
The table showing equality in treatment for disciplinary
12 29
action.
The table showing the satisfaction of employees
13 30
towards infrastructure.
The table showing management concern in safety of
14 31
employees.
15 The table showing sufficiency of rest time. 32
The table showing assessment of skills of employees
16 33
before assigning the job.
The table showing satisfaction of employees in their
17 34
grievance being handled.
The table showing employee satisfaction in their
18 35
welfare activity.
19 The table showing satisfaction in payment policy. 36
20 The table showing satisfaction in career development. 37
21 The table showing satisfaction in training policy. 38
LIST OF FIGURE
SL. PAGE
CONTENTS
NO. NO.
The figure showing working experience of employees
1 18
in the organization.
The figure showing employees satisfaction on working
2 19
environment.
The figure showing employees satisfaction on salary
3 20
structure.
4 The figure showing superior subordinate relationship. 21
The figure showing the relationship between peer
5 22
groups.
The figure showing experience sharing between
6 23
employees.
The figure showing satisfactory level on the basis of
7 24
salary.
The figure showing bias free assessment of
8 25
performance by superior.
The figure showing employees opinion about the
9 26
training programme.
The figure showing the relationship of management
10 27
towards employee.
The figure showing employees satisfaction on present
11 28
working hours.
The figure showing equality in treatment for
12 29
disciplinary action.
The figure showing the satisfaction of employees
13 30
towards infrastructure.
The figure showing management concern in safety of
14 31
employees.
15 The figure showing sufficiency of rest time. 32
The figure showing assessment of skills of employees
16 33
before assigning the job.
The figure showing satisfaction of employees in their
17 34
grievance being handled.
The figure showing employee satisfaction in their
18 35
welfare activity.
19 The figure showing satisfaction in payment policy. 36
20 The figure showing satisfaction in career development. 37
21 The figure showing satisfaction in training policy. 38
CHAPTER 1
INTRODUCTION
1.1 INTRODUCTION
Human resource is considered to be the most valuable asset in any
organization. It is the sum-total of inherent abilities, acquired knowledge and
skills represented by the talents and aptitudes of the employed persons who
comprise executives, supervisors and the rank and file employees. It may be noted
here that human resource should be utilized to the maximum possible extent, in order
to achieve individual and organizational goals. It is thus the employee’s
performance, which ultimately decides, and attainment of goals.
The term relates to the total relationship between an individual and the employer for
which he is paid. Satisfaction does mean the simple feeling state accompanying the
attainment of any goal; the end state is feeling accompanying the attainment by an
impulse of its objective.
Job satisfaction survey can give the most valuable information the perceptions and
causes. For satisfaction/dissatisfaction among the employees attitude towards job
satisfaction may be either positive or negative. This positive feeling can be re-in
forced and negative feelings can be rectified. This survey can be treated as the most
effective and efficient way, which makes the workers to express their inner and real
feelings undoubtedly.
Every human being possess him own unique resource, if properly channels it by
supportive and supplement, ultimately for achieving organization goals.
As proper breathing and diet is necessary to healthy human being so as is
contentment to the job satisfaction. This contentedness ultimately acts as a key factor
to human resource development.
Comparing them to industry averages gives good idea of attrition probabilities. Staff
attendance, compliance with policies and confidence in leadership are other indirect
indicators of allegiance while excessive theft and sabotage spell obvious lack of
commitment.
The term Job Satisfaction was brought to limelight by Hoppock (1935). He reviewed
32 studies on job satisfaction conducted prior to 1933 & observed that job satisfaction
is a combination of psychological, physiological and environmental circumstances
that cause a person to say. ‘I am satisfied with my job’. Locke defines job satisfaction
as a “pleasurable or positive emotional state resulting from the appraisal of one’s job
or job experiences”. To the extent that a person’s job fulfils his dominant need & is
consistent with his expectations & values, the job will be satisfying.
1.3 OBJECTIVES
To know employees opinion about the working environment in the
organization.
To derive and analyze the satisfaction level of the employees in the company.
To analyze relationship of employees relation with employer and peer group.
To know the employee satisfaction towards the infrastructure facilities.
Data needed 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.
Descriptive research has been applied, which is also known as statistical research,
describes data and characteristics about the population or phenomenon being studied.
Once the theoretical framework was developed, the data collection procedure was
planned and executed as research design.
Primary Data
Primary data are those which are collected a fresh and for the first time and thus
happen to be original character. Under this study, the primary study collection tool
used is questionnaire.
Secondary Data
Secondary data are those which have already been collected by someone else these
are already existing data. Under this study, secondary data like textbooks and websites
are used.
A sample design is a definite plan for obtaining sample from a given population.
Sample design method is used in selected samples
The items selected constitute what is technically called a sample. The sample size for
this study is 50 respondents.
CHAPTER 2
INDUSTRY AND COMPANY PROFILE
2.1.1 HISTORY
Lithography was initially created to be an inexpensive method of reproducing
artwork. This printing process was limited to use on flat, porous surfaces because the
printing plates were produced from limestone. In fact, the word "lithograph"
historically means "an image from stone" or "printed from stone". Tin cans were
popular packaging materials in the 19th century, but transfer technologies were
required before the lithographic process could be used to print on the tin.
The first rotary offset lithographic printing press was created in England and patented
in 1875 by Robert Barclay. This development combined mid-19th century transfer
printing technologies and Richard March Hoe's 1843 rotary printing press—a press
that used a metal cylinder instead of a flat stone. The offset cylinder was covered with
specially treated cardboard that transferred the printed image from the stone to the
surface of the metal. Later, the cardboard covering of the offset cylinder was changed
to rubber, which is still the most commonly used material.
As the 19th century closed and photography became popular, many lithographic firms
went out of business. Photoengraving, a process that used halftone technology instead
of illustration, became the primary aesthetic of the era. Many printers, including Ira
Washington Rubel of New Jersey, were using the low-cost lithograph process to
produce copies of photographs and books. Rubel discovered in 1901—by forgetting to
load a sheet—that when printing from the rubber roller, instead of the metal, the
printed page was clearer and sharper. After further refinement, the Potter Press
printing Company in New York produced a press in 1903. By 1907 the Rubel offset
press was in use in San Francisco.
The Harris Automatic Press Company also created a similar press around the same
time. Charles and Albert Harris modeled their press "on a rotary letter press machine".
The industry has undergone a revolutionary change in the last 15 years. In 1990, India
initiated a process of reforms aimed at shedding protectionism and embracing
liberalization of the economy. Privatization was initiated with the aim of integrating
the Indian economy with the world economy. This change opened the doors for the
Indian Print Industry to modernize, by investing in the latest of technology and
machinery.
In recent years, the printing industry in India has seen record levels of growth, owing
to liberalized regimes, globalization and progress in automation. The industry has
grown leaps and bounds due to the latest technology and machinery, quality standards
and production capacities.
The printing industry in India is slowly progressing from the heavy machinery using
industry to a more software-centric business. The Indian printers are today equipped
with the latest computer controlled printing machines and flow lines for binding,
while state-of-the-art digital technologies are used in pre-press. UV digital printing
and inkjet technology are also on the rise in India. The advent of global brands, rising
consumerism and growth of the pharmaceutical industry have seen an increase in the
scope for package printing. Giving an optimistic outlook of the industry, the package
printing sector is growing at the annual rate of 17 percent, commercial printing at a
rate of 10-12 percent and digital printing at robust 30 percent.
The booming Indian economy, increasing consumerism, entry of global brands in the
country and opening of the sector to foreign investors are bound to offer growth
opportunities to the industry.
The compounded annual growth rate of the Indian Printing Industry is estimated to be
12.2% for the period 2007-12. The objective is to achieve 60% growth by the year of
2014. The printing industry of India is highly fragmented. Newspapers and magazine
publishing section have the large printers apart from a few in package, label and
commercial printing. About 77% of the printing houses are family-owned. From 2002
inwards the government allowed foreign investment. Foreign investors can now invest
up to 26% in daily newspapers and 100% in scientific or other publications with
government approval. Printing sector has evolved from a manufacturing industry into
a service industry in India of late. Publishing have come up to the international
standards as well.
Most of the large printers are found in big cities of Delhi, Kolkata, Mumbai,
Hyderabad, Chennai, and Sivakasi, which has emerged as a commercial printing hub
and accounts for a major share of exports from the Indian printing industry.
The Indian printing industry will reach nearly $20.9 billion by 2015, a government
official said at the ninth edition of the international exhibition on printing and allied
machinery industries (PAMEX) which was inaugurated at Greater Noida. With the
exponential growth, the organizers expect India to become the largest printing market
by 2015 aided by low-cost production and ready-to-adopt new technology. The event
is also being supported by the Indian Newspaper Society (INS) and the Federation of
Indian Publishers. It is the only dedicated international exhibition for the industry
organized in Asia.
The printing industry in India is slowly progressing from the heavy machinery using
industry to a more software-centric business. The Indian printers are today equipped
with the latest computer controlled printing machines and flow lines for binding,
while state-of-the-art digital technologies are used in pre-press. UV digital printing
and inkjet technology are also on the rise in India. The advent of global brands, rising
consumerism and growth of the pharmaceutical industry have seen an increase in the
scope for package printing. Giving an optimistic outlook of the industry, the package
printing sector is growing at the annual rate of 18 percent, commercial printing at a
rate of 4 – 6 percent and digital printing at robust 30 percent. The digital printing
industry is seeing significant transformations with new technologies & applications
providing cost-effective and customized solutions. For the foreseeable future, offset
and digital will not only co-exist, but will also complement each other- with offset
taking the medium-to-longer jobs and digital performing on short-to-medium run
lengths. The booming Indian economy, increasing consumerism, entry of global
brands in the country and opening of the sector to foreign investors are bound to offer
growth opportunities to this industry.
Boasting of the most enviable clientele in the industry, Ebenezer Printers is a name
accepted, appreciated and admired by clients, well-wishers and competitors alike.
Well known in South India as one of the veterans in the printing field, Ebenezer
Printers stands tall with rich experience from the year 1958. Catering to clients from
within Kerala and outside, quality of service and customer satisfaction have been our
mantra to success all this while, and which still continues to be upheld.
2.2.1 HISTORY
Ebenezer had a modest beginning in 1958. Late Mr. T.O. Francis started this humble
venture with immense spirit on his entrepreneurial quest. His farsightedness revealed
in the name of “EBENEZER”, which means “thus far has the God helped us.” The
biblical saying symbolized to the moral qualities he stood for. The modest beginning
has now translated into a corporate entity that has carved for itself a formidable
position in the state of art, EBENEZER has grown to a printing group with three
strategically modern work stations under one roof, rendering the best possible services
to the numerous customers around the globe. The group's success is the reward for
commitment to quality, exemplary service and innovative solutions to meet every new
challenge.
Today, the next generation carries on the business with the same zest and the same set
of values. The Ebenezer Group has grown to become a multi-crore printing
conglomerate, with Ebenezer Printers, Ebenezer Press (P) Ltd., and Ebenezer
Printpack (P) Ltd., coming under its fold. Here the image-transferring technology
meets its every challenge with sophisticated pre-press devices and modern high-speed
printing machines to provide superior print quality to our customers. A well-knit post-
press network is an optimum addition to these.
2.2.2 ESTABLISHMENT
1958 - The beginning, with a moderate letter press with limited printing capacity.
1986 - The next step: Installation of the first offset -machine Dominant S/Demi
1989 - Launching of Pre-press unit - Techno print - comprising the most modern
Digital Technology
1992 - Yet another unit- Hebron Offset Printers at Chettupuzha with Web Offset
Printing and Modern Binding Accessories
1996 - Inauguration of our new unit Ebenezer Press Pvt. Ltd
1997 - Installation of our 1st - Four colour printing machine- Adast Dominant.
2000 - Installation of our 2nd - Four colour printing machine-
D/Demy 26 x 36 – Komori New Kony (Japan).
2002 - Installation of our 3rd - Four colour printing machine D/Cr
Mitsubishi 22" x 32"
2004 - Commissioning of our 4th Unit- Ebenezer Hi- Tech Forms (p) Ltd.
2005 - Installation of Four-color Heidelberg MOV CPC
2005 - 2005 Installation of CTP- CREO Trendsetter800II
2006 - Installation of four-colour press Mitsubishi CPC
2007 - Installation of Programmed Cutting Machine -‘Champion’ 45 inch.
2007 - Installation of four colour form printing machine -‘Multitech’
2009 - Inauguration of new factory building (55,000 Sq.Ft)
2010 - Installation of Heidelberg Speed Master SM 102 10 Colour
2013 - Installation of 16 Clamp - Online Binding Machine (Kolbus)
E-Mail mail@ebenezerprinters.com
Website www.ebenezerprinters.com
Fax 0487-2364688
CHAPTER 3
REVIEW OF LITERATURE
7. Chopra and Khan (2010) states that job satisfaction is a complex and
multifaceted concept, which can mean different things to different people. The
link between job satisfaction and performance may prove to be a spurious
relationship, instead, both satisfaction and performance are the result of
personality. Hence the behavioral aspect of HRM has to be kept in mind by
the organization decision makers
REFERENCES
CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
we mean, the study of nature of data can be studied with the aid of several statistical
tools which range from simple to complicated and sophisticated methods which can
4.2 INTERPRETATION
The final step in an investigation consists of interpreting the data which have been
collected. Interpretation of data means the techniques of drawing conclusions from the
critical study of the collected data. If the data analysis is not properly interpreted the
whole object of the investigation will be defeated and false, conclusions may be
drawn. Correct interpretation will lead to a valid conclusion of the study and this can
Figure 4.1: The figure showing working experience of employees in the organization.
Working Experience
60
50
50
40
Percentage
30
24
20
10
10 8 8
0
Less than 5 years 5 - 10 years 10 - 15 years 15 - 20 years More than 20
years
Responds Percentage
Interpretation:
Out of 50 responds, about 50% of employees have been working below 5 years, 8%
of employees have been working 5 – 10 years, 24% of employees have been working
10 – 15 years, 10% of employees have been working 15 – 20 years, 8% of employees
have been working more than 20 years in the organization.
60
50
Percentage
40
30
30
20
10
0 0 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 70% of employees are highly satisfied, 30% of employees are
satisfied in the working environment of the organization.
60
50
Percentage
40
30
20
12
8
10
4 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 76% of employees are satisfied, 12% of employees are highly
satisfied, 4% of employees are dissatisfied with the salary structure of organization
and 8% of employees have no opinion regarding the salary structure of the
organization.
70
60
Percentage
50
40
30
20
20
10
0 0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 80% of employees strongly agree that superior maintain good
relation with the employees while 20% of employees feels agree in the good
relationship with employees in the organization.
Figure 4.5: The figure showing the relationship between peer groups.
40
Percentage
30
30
20
16
10
0 0
0
Excellent Good Average Poor Very Poor
Responds Percentage
Interpretation:
Out of 50 responds, 54% of employees are of view that relationship between the peer
are good, 16% feels excellent and 30% of employees opinion is that relationship
between peer group is average in the organization.
Experience sharing
90
80
80
70
60
Percentage
50
40
30
20
20
10
0 0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 80% of employees are always ready to share experience to help
other employees, 20% of employees are very often to share experience in the
organization.
Satisfactory salary
Table 4.7: The table showing satisfactory level on the basis of salary.
Figure 4.7: The figure showing satisfactory level on the basis of salary.
Satisfactory Salary
60
50
50
40
Percentage
34
30
20
16
10
0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 50% of employees are strongly satisfied, 34% of employees are
agree, 16% are neutral with their salary of their work in the organization.
Figure 4.8: The figure showing bias free assessment of performance by superior.
60
50
Percentage
40
30
20
14
10 10
0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 76% of employees are of opinion that superior strongly assess
performance without any bias, 14% of employees were agree, 10% of employees are
neutral opinion regarding the bias assessment performance of superior in the
organization.
Training programme
Table 4.9: The table showing employees opinion about the training programme.
Figure 4.9: The figure showing employees opinion about the training programme.
Training Program
60
54
50
40
Percentage
30
26
20
20
10
0 0
0
Excellent Good Average Poor Very Poor
Responds Percentage
Interpretation:
Out of 50 responds, 54% of employees are have an opinion that the training program
in the organization is good, 26% of employees feels excellent, 20% feel average
towards the training programme of the organization.
Figure 4.10: The figure showing the relationship of management towards employee.
30
28
24
25
Percentage
20
14
15
10
5
0
0
Excellent Good Average Poor Very Poor
Responds Percentage
Interpretation:
Out of 50 responds, 34% of employees says that the relationship between
management and employees are excellent, while 28% says its good, 24% says
average, 14% says as poor in the organization.
Figure 4.11: The figure showing employees satisfaction on present working hours.
50
Percentage
40
30
20
16
12 12
10
0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 60% of employees were satisfied with their present working
hours in the organization, while 12% were highly satisfied, 16% were dissatisfied,
12% were highly dissatisfied in the organization.
Figure 4.12: The figure showing equality in treatment for disciplinary action.
Equal Treatment Of Disciplinary Action
80
74
70
60
50
Percentage
40
30
20
20
10 6
0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 74% of employees are strongly get equal treatment while taking
disciplinary action in the organization, 20% were agree, 6% feels neutral with the
equal treatment for disciplinary action in the organization.
Satisfaction in infrastructure
Table 4.13: The table showing the satisfaction of employees towards infrastructure.
Figure 4.13: The figure showing the satisfaction of employees towards infrastructure.
Satisfaction in infrastructure
60
50
50
40
40
Percentage
30
20
10
10
0 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 50% of employees are satisfied with their organization
infrastructure, 10% of were highly satisfied and 40% were dissatisfied with their
infrastructure of the organization.
Safety of employees
Table 4.14: The table showing management concern in safety of employees.
60
50
40
30
20
10
10
0 0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 90% of employees have an opinion that strongly management
takes sufficient measures for the safety of employees in the organization, 10% were
agree in the organization.
40
40
Percentage
30
20
10 8
0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 52% of employees are feels neutrally management provide rest
time, 40% were disagree, 8% were strongly disagree in the organization.
Figure 4.16: The figure showing assessment of skills of employees before assigning
the job.
Assess the skill before assign the job
60
54
50
42
40
Percentage
30
20
10
4
0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 54% of employees feels that company strongly analysis skills
before assign the job, 42% feels agree, 4% of employees feel neutral in analysis skills
before assign the job in the organization.
Figure 4.17: The figure showing satisfaction of employees in their grievance being
handled.
50
Percentage
40
30
30
20
10
10
0 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 60% of employees were dissatisfied with the grievance handling
of the company, 10% were highly satisfied and 30% have no opinion regarding the
grievance handling of the company.
Figure 4.18: The figure showing employee satisfaction in their welfare activity.
Satisfaction in Welfare activities
70
64
60
50
Percentage
40
28
30
20
10
6 6
0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 64% of employees were satisfied with the welfare activities
provided by the company, 28% were highly satisfied, 6% were dissatisfied and have
no opinion with the welfare activities of the company.
60
50
Percentage
40
30
20
20
10 6
0 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 74% of employees were satisfied with the payment policies, 20%
were highly satisfied, 6% were dissatisfied with the payment policies of the
organization.
70
60
Percentage
50
40
30
20 16
10 4 2 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 78% of employees are satisfied with the career development of
the company, 16% were highly satisfied, while 4% were dissatisfied and 2% were
highly dissatisfied in the organization.
30
Percentage
24
25
20
15
10
5
0 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 42% of employees are satisfied with benefits of the organization,
34% were highly satisfied and 24% of employees have no opinion.
30
20
10 6
0 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 52% of employees were highly satisfied with the current transfer
policy of the organization, 42% were satisfied and 6% have no opinion regarding the
current transfer policy.
40
Percentage
30
20
10
0 0 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 54% of employees were satisfied with the present promotional
policy of the organization, 46% were highly satisfied in the organization.
50
Percentage
40
28
30
20
10
6
0 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 66% of employees are satisfied with the performance appraisal
techniques used by the company, 28% were highly satisfied and 6% have no opinion
in the organization.
Figure 4.25: The figure showing opinion on opportunity provided by the superior.
30 28
26
25
Percentage
20
15 12
10
5
0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 34% of employees strongly get an opportunity to work in the
interested projects, 28% of employees were agree, 26% of employees neutral and 12%
of employees disagree opinion to work in interested projects of the company.
Figure 4.26: The figure showing monetary benefits offered by the organization.
50
40
Percentage
30 28
20
16
10
0 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 56% of employees are satisfied with benefits offered by the
organization, 28% were highly satisfied and 16% have no opinion in the benefits
offered by the organization.
Figure 4.27: The figure showing the ability of employee to influence decisions that
affects him/her.
Decesion influence of employees
50
45
45
40
34
35
Percentage
30
24
25
20
15
10
5
0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 24% of employees have an opinion that neutrally have the ability
influence in decisions that affects him/her, 45% were disagree and 34% were strongly
disagree to the opinion of employees decision influence in the organization.
Figure 4.28: The figure showing the ability to influence day-to-day company
operation.
Influence in day-to-day operation
45
42
40
34
35
30
Percentage
24
25
20
15
10
5
0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 42% of employees feels that they strongly have the ability to
influence day-to-day company operations, while 34% were agree and 24% were
neutral in the organization.
50
40
Percentage
40
30
20
10
0 0 0
0
Strongly Agree Agree Neutral Disagree Strongly Disagree
Responds Percentage
Interpretation:
Out of 50 responds, 60% of employees are strongly agreed and 40% of employees are
agreed with their understanding of business mission.
Figure 4.30: The figure showing employees overall satisfaction with the job.
Overall Satisfaction
90
80
80
70
60
Percentage
50
40
30
20
20
10
0 0 0
0
Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No Opinion
Responds Percentage
Interpretation:
Out of 50 responds, 80% of employees were satisfied with their overall job and 20%
were highly satisfied in the organization.
CHAPTER 5
FINDINGS, SUGGESTIONS AND CONCLUSION
5.1 FINDINGS
Almost every employees are highly satisfied with the working environment of
the company.
All employees were satisfied with their salary structure of the company.
All employees have a good relationship with employer and co-worker.
The company is providing good training programme to the employees.
Some of the employees were dissatisfied with their working hours.
Employees are dissatisfied with the infrastructure facilities of the company.
The company always providing excellent safety measures to the employees.
The company always assess the skill of employees before assigning the job.
Employees were dissatisfied with grievance handling of the company.
The company provide excellent transfer policy, promotional policy to the
employees.
More or less employees have a better understanding of business mission.
Employees are satisfied with their work and responsibility.
5.2 SUGGESTIONS
The company can provide all round growth of employees through succession
planning and carrier planning.
Management can adopt better training methods.
The company has to develop their infrastructure facilities.
The organization can minimize the candidate eligibility verification process.
The company can provide sufficient rest time to the employees and reduce the
over working hour.
In order to solve the grievance of the employees, management can adopt quick
action to grievance, acknowledging grievance, examine the cause of grievance,
etc.
5.3 CONCLUSION
Ebenezer Printpack (P) Ltd is a leading offset printers and other varieties of service in
Thrissur, Kerala. It has 2 manufacturing units. The company is at its striving towards
excellence, it has happened due to combined efforts of its management and the work
force. The company has attained a national level award for the better quality printing.
The main positive of the company is that the company does not have any trade union
for employees and hence no labor problem. So we can conclude that the company will
BIBLIOGRAPHY
BOOKS
Abraham K. Korman, “Organizational behavior”, Englewood, Cliffs, N.J.,
Prentice Hall, 1977.
Aswathappa, K., “Human Organizational Behavior”, Himalaya Publishing
Company, India, 2008.
Bohlander, “Human Resource Management”, Thomson Learning,
Singapore, 2002.
JOURNAL
Arya, P.P., “Work Satisfaction and its Correlates”, Indian Journal of
Industrial Relations, 1984, Vol.20, Issue No. 1.
Baldev R. Sharma, “Determinants of Job Satisfaction among Industrial
Workers”, Vikalpa, 1980, Vol.5, Issue No. 1.
Jayashri Desai, “Employees Job Satisfaction” Vidya, 1964 vol.71 Issue
No.1.
WEBSITE
www.ebenezerprinters.com
http://www.sgia.org/feature_articles/pdfs/employee_satisfaction-
DiCecco.pdf
http://www.dissertation-statistics.com/job_satisfaction.html
https://www.slideshare.net/ajeeshmk52/job_satisfaction-44375280
APPENDIX
I would be grateful if you kindly spare some time to answer my queries enclosed here.
I shall promise that the information collected from you will be used purely for the
study purpose and would be kept confidential.
Name :
Gender :
Age :
Department :
Education :
Salary :
Q3. Are you satisfied with the present working hours of the organization ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q4. Are you satisfied with the current transfer policy ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q5. Are you satisfied with the salary structure of the organization ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q6. Does your organization provides satisfactory salary according to the work ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q7. Does the management provide sufficient time for rest ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q8. Are you satisfied with the grievance handling system of the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q9. Are you satisfied with the welfare activities provided by the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q10. Are you satisfied with the payment policy of the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q11. The satisfaction level that you have regarding the present promotional policy of
the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q12. How do you rate the performance appraisal techniques used by the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q23. Are you satisfied with the career development in the company ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q24. Are you satisfied with the benefits given by the organization through training ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q25. Opportunity to work in the interested projects ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q26. Ability to influence day-to-day company operations ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q27. Your understanding of the business mission ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q28. Are you satisfied with the infrastructure facilities provided by the organization ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
Q29. Did the management take sufficient measures for the safety of employees ?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Q30. Overall satisfaction with your job ?
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
No opinion
THANK YOU