INTRODUCTION

The project works consist of “A study on Employees job satisfaction”. The study was
conducted among the employees of Wheels India Ltd., Sriperumbudur. The information
was gathered from the employees by means of questionnaire. The data collected was
tabulated and analyzed by using statistical tools.

Wheels India is a comprehensive global source of steel wheels for commercial

vehicles, passenger cars, utility vehicles, agricultural tractors and construction equipment.

The industry is characterized by a very high percentage (75%) of production in the 2/3
wheeler sector. India ranks as the large manufacture of motor cycles and second largest
in manufacturing of scooters on the world.

The automobile sector comprises of all vehicles, including 2-3 wheeler passenger car
and multi-utility vehicles largely of the auto components sector.

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INDUSTRY PROFILE:

The far reaching economic reforms undertaken since 1991 have unleashed the growth
potential of the Indian economy. A series of “Second Generation Reforms” aimed at
deregulating the country and stimulating foreign investment have moved India firmly
into the front ranks of the rapidly growing Asia Pacific region. The automobile
sector comprises of all vehicles, including 2-3 wheeler passenger car and multi-
utility vehicles, light and heavy commercial vehicles, and the allied engineering
sector comprises largely of the auto components sector.

Agricultural tractors and Earth moving machinery is an associated sector, which keeps
the wheels of the agrarian economy moving. It is heavily reliant and aligned to the
automobile and allied engineering Industry may alternatively be termed the automobile
industry.

The Automobile industry in India is now working in terms of the dynamics of an open
market. Many joint ventures have been set up in India with foreign collaboration, both
technical and financial with leading global manufactures also a very large number of join
ventures have been set up in the auto components sector and the pace is expected to pick
up even further.

The industry is characterized by a very high percentage (75%) of production in the 2/3
wheeler sector. India ranks as the large manufacture of motor cycles and second largest
in manufacturing of scooters in the world. India today is also the second largest
manufacturer of tractors, as well. The Industry has intense forward and backward
integration.

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 The joint venture list indicates a void variation ranging from 10% to 100% i.e., wholly
owned foreign subsidiaries. The equity participation is not regulated by government but
is market driven. It depend the market perception of the joint venture partners and their
business perception primarily in terms of technological, financial and market strengths of
the partners. The setting up of joint ventures has also led to enhanced capacity creation
in the vehicle sector, particularly in the passenger car sector and the additional capacity is
expected to amount by one 3 million passenger cars in the next 4-5 years.

The large volumes of investment including foreign direct investment in the

automobile manufacturing ventures and technical collaboration and propelling a quantum
jump in up gradation of technology. Domestic demand for passenger car and multi utility
vehicles is projected at 80,000 cars by 2004 A.D with increased production capacity
creation in the passenger car sector; foreign countries may use India as an export hub.
This tremendous growth is like wise triggering growth of the auto-component segment.

Concentrated efforts are going on in India for inducting and absorbing the latest
technology and upgrading the quality of products to an international level and a partner
search mission is on. Indian firms are on the look out for joint ventures and technology
transfers specializing in niche technology and to complement their rang of products as
well as bench marking with the world’s latest and the best.

India-Canada cooperation in the Auto sector levels much to be desired. In India, there
are more than 450 foreign collaboration; there only three are from Canada. The industry
produces light duty vehicles – cars, vans pickup trucks; heavy duty vehicles – trucks,
transit buses, school buses, military vehicles; and a wide range of parts, components, and
systems used in vehicles of this nature.

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COMPANY PROFILE:

A wheels India is promoted y the TVS group and was started in early 1960’s to
manufacture automobile wheels. Today, wheels India has grown as a leading
manufacturer of steel wheels for passenger cars, utility vehicles, trucks, buses,
agricultural tractors and contraction equipment in India.

The company supplies 2/3rd of the domestic market requirement and exports 15% of
the turnover to North America, Europe Asia Pacific and South Africa.

Wheels India is a comprehensive global source of steel wheels for commercial

vehicles, passenger cars, utility vehicles, agricultural tractors and construction equipment.

The company also has a technical – financial collaboration with titan Europe, wheels
India designs and manufactures wheels for the specific requirements of the customer.
Our activities are driven by following objectives.

• Maintain leadership in the domestic market and presences in export markets.

• Ensure customer satisfaction through timely delivery of quality products and

services at competitive prices.

• Continuously improve of innovative product design, process technology and work

environment to offer better products.

• Bring about involvement of all employees in achieving the above objectives.

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PLANTS IN INDIA:

Plants Annual Capacity Manpower

Padi, Pune, Ramut, 5.5 Million Wheels 1650

and Sriperumbudur.

CAPABILITIES

(a) Product Development:

• Design and develop wheels for a wide range of application, backed by four
decades of enriching experience from filed, internal trials, and ESA
(Experimental Stress Analysis) and FEM (Finite Element Method).

• Caters OEM, after – market and niche segments.

• Continuously enhancing the value of the product, based on feedback from

customers and outcome of our – house facilities listed below.

• Wheels testing lab to evaluate endurance capabilities, by conducting radial

fatigue test bending fatigue teat, mutinies fatigue test and connecting
member test.

• CAE (Computer Aided Engineering) lab to do surface and modeling, finite

element analysis, life predictions, data acquisition and experimental stress
analysis.

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 • Fully equipped chemical, metallurgical and physical lab.

(B) Process Design:

 Developed a patented process for manufacturing tube – type truck rim.

 Process technology development, up gradation and optimization.

 Continuous research on process improvement.

(C)Tool Design of Manufacture:

 Has a qualified and experienced team specializing in tool design for

forming rolling steel.

 Fully equipped in – house tool room facility with state – of – the – art
machinery and design tools.

 Computer aided tool modeling & manufacturing complicated tool profiles.

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STRENGTHS:

• Dominating the domestic market by supplying 2/3rd of countries requirement.

• The profit and sales of the company are showing and upward trend compared to
the previous years.

• The company has maintained a very relationship with its employees.

• The ability to provide good quality products at competent process has impressed
most of its customers.
• The infrastructure of the company is very good and they have various facilities
likes like product development, process engineering and quality assurance’s
needs.

• The organization structure is well defined and the entire department plays a vital
role in the smooth functioning of the organization.

• Importance is given to employee’s performance and efforts are taken by the

company to improve the employees performance through a well planned and
coordinated training programmers conducted based on employees requirements.

• A part from manufacturing the company provides various services like product
analysis, validation, delivery etc. Thus the company is able to manufacture
wheels based on customer’s requirement.

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 • The company has won various awards such as Ford Global Excellence Award (5)
etc. This speaks volumes of its ability of its ability and efficiency.

WEAKNESS:
• Since Wheels India is a 40 year old organization, many changes are required to
meet the present day challenges.

• It takes a long time to implement new techniques and this indirectly affects
company’s performance.

• The average of its employees is high and the company has many employees who
are more than 50 years old. This restricts them to work in some areas.

• This company is product based company depending on a single product, so it

completely dependent on the automobile industry, any major threat to the
automobile industry will has a major impact to the company.

OPPORTUNITIES:

• SMED

• 6 sigma programs

• Total employee involvement in Kaizen and Poka Yoke

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 ORGANIZATION STRUCTURE :

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 PRESIDENT

VICE PRESIDENT

GENERAL MANAGER

DIVISIONAL MANAGER

SENIOR MANAGER

MANAGER

DEPUTY MANAGER

ASSISTANT MANAGER

SENIOR OFFICR

OFFICER

ASSISTANT OFFICER

JUNIOR OFFICER

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 OBJECTIVES:
o To identify whether the employees are satisfied or not about their job
in wheels India ltd.

o To identify the factors, influencing the level of job satisfaction among the
employees.

o To identify, whether the required welfare & safety measures provided by

the company.

o To give suggestion for improvement of employee’s job satisfaction.

o To evaluate various policies & programs of the Human resource in the

organization.

o To analyses & suggest the ways & means to enhance job satisfaction
among the employees.

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LIMITATION OF THE STUDY:

The results of the study depend upon the status of the employees regarding level of
management.

• The result of the study depends upon the information furnished by the employees
hence information provided by them is subjected to personal bias.

• Only a sample of 50 employees was surveyed.

• The study was confined to just one branch. So only on branch of company
employees were surveyed.

• The entire employee under survey where only lower level employee and middle
employees.

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INTRODUCTION OF JOB SATISFACTION:

“Job satisfaction does seem to reduce absence, turnover and perhaps accident
rates”.

Job satisfaction is a pleasure or positive emotional state resulting form the appraisal of
one’s job experience. A number of factor influence job satisfaction some of the major
one’s are the work itself, pay promotion supervision, the work group and working
condition. There are a number of outcome of job satisfaction. For e.g.: Although the
relationship with productivity is clear job satisfaction tends to lead to both turn over and
absenteeism while high job satisfaction often results in fewer on-the-job accidents and
workers have been found to exhibit desirable prosaically “Citizenship” behavior and
activities considering all the facts. I went to WHEELS INDIA LIMITED to test the
level of job satisfaction among the employees.

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DEFINITION:

According to Hoppock, “job satisfaction is the combination of psychological,

physiological and environmental circumstances that cause a person to truthfully say “I
am satisfied with my job”. This definition points to the factors affecting job satisfaction
but does not indicate the nature of job satisfaction.

According to Weiss, “job satisfaction has been defined as a pleasurable emotional

state resulting from the appraisal of one’s job; an affective reaction to ‘s job; and an
attitude towards one’s job.

MEANING:

Job satisfaction is in regard to one’s feelings or state-of-mind regarding the nature of

their work. Job satisfaction can be influenced by a variety of factor, eg, the quality of
one’s relationship with their supervisor, the quality of the physical environment in which
they work, degree of fulfillment in their work, etc.

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NEED FOR JOB SATISFACTION:

• To increase productivity.

• For involvement and participation in decision making.

• To build employee growth and development.

• For personal growth and development.

• For effective to various corporate programmer (training).

• To avoid absenteeism, employee turnover.

IMPOTANCE OF JOB SATISFACTION:

• Job satisfaction results in happy living.

• Job satisfaction improves the longevity of life.

• Job satisfaction improves the image of the organization.

• Individuals become affectionate with the organization.

• Job satisfaction improves the proves the productivity and reduces te

absenteeism and labour turnover.

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MEASURING JOB SATISFACTION:

There are many methods for measuring Job satisfaction. The most common method
for collecting data regarding job satisfaction is the Likert scale (named after Rensis
Likert). Other less common methods of for gauging job satisfaction include. Yes/No
questions, True/false questions, point system, checklists, ad forced choice answers. This
data is typically collected using an Enterprise Feedback Management (EFM) system.

Job Descriptive Index (JdI), created by Smith, Kendall, & Hulin (1969), is a specific
questionnaire of job satisfaction that has been widely used. It measures one’s satisfaction
in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and
the work itself. The scale is simple, participants answer either yes, no, or can’t decide
(indicated by ‘?’) in response to whether given statement accurately describe one’s job.

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MODELS OF JOB SATISFACTION:

Affect Theory

Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job
satisfaction model. The main premise of this theory is that satisfaction is determine
by a discrepancy between what one wants in a job and what one has in a job. Further,
the theory states that how much one values a given facet of work (e.g. the degree of
autonomy in a position) moderates how satisfied/dissatisfied one becomes when
expectation are/aren’t met.

Dispositional Theory

Another well-known job satisfaction theory is the Dispositional Theory. It is a very

general theory that suggests that people have innate dispositions that cause them to
have tendencies toward a certain level of satisfaction, regardless of one’s job. This
approach became a notable explanation of job satisfaction in light of evidence that job
satisfaction tends to be stable over time and across careers and job.

TWO – FACTOR THEORY (Motivator- Hygiene Theory)

Frederick hertztberg’s two factor theory (also known as motivator theory) attempts
to explain satisfaction and motivation in the workplace. This theory states that
satisfaction and dissatisfaction are driven by different factors- motivation and hygiene
factors, respectively. An employee’s motivation to work is continuously related to job
satisfaction of a subordinate. Motivation can be seen as an inner force that drives
individuals to attain personal and organization goals.

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SUPERIOR - SUBORDINATE COMMUNICATION:

Superior subordinate communication is an important influence on job satisfaction in

the work place. The in which subordinate’s perceive a superior’s behaviour can
positively or negatively influence job satisfaction. Communication behaviour such as
facial expression, eye contact, vocal expression, and body movement is crucial to the
superior – subordinate relationship. A nonverbal message plays central roles in
interpersonal interactions with respect to impression formation, deception, attraction,
social influence and emotional expressions. The relationship of a subordinate who uses
nonverbal immediacy, friendliness and emotional open communication lines is more
willing to receive positive feedback and high job satisfaction from their subordinate’s in
the workplace.

JOB SATISFACTION AND EMOTIONS:

Emotion work (or emotion management) refers to various efforts to manage emotional
states and displays. Emotion regulation includes all of the conscious and unconscious
efforts to increase, maintain, or decrease one or more components of an emotion.
Although early studies of the consequences of emotional labour emphasized its harmful
effects on workers, studies of worker in a variety of occupations suggest that the
consequences of emotional labour are uniformly negative.

It was found that suppression of unpleasant emotions decreases job satisfaction and the
amplification of pleasant emotions increases job satisfaction. The understanding of how
emotion regulation relates to job satisfaction concerns two models:

1. Emotional dissonance, Emotional dissonance is a state of discrepancy between

public displays of emotions and internal experiences of emotions, that often
follows the process of emotional regulation.
2. Social interaction model. Taking the social interaction perspective, worker’s
emotion regulation might beget responses from others during interpersonal
encounters that subsequently impact their own job satisfaction.

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MEASURE THE JOB SATISFACTION:

According to Mirza generally questionnaires are used to measure satisfaction with

various aspects of work and the resultant behaviours aspects of work and the resultant
behaviour of score is called job satisfaction. The intelligence can be measured by job
satisfaction questionnaire.

Most studies of job satisfaction have been concerned with opertionalising it rather than
defining it. According to Locke (1969) such an approach describes that a certain works
but tells nothing as to why it works.

This seems to be the case with job satisfaction. Researches have been found to be
interested in choosing the unit the measurement from the several available but little way a
define of job satisfaction has been attempted. One would assume that acceptance of a
definition of job satisfaction as a precursor for the choice of the unit of measurement.

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RESEARCH METHODOLOGY

The purpose of the research methodology is to describe the research procedure. This
includes the overall design, the sampling procedure, the data collection method and
analysis procedures. This section is important because it is hard to discuss methodology
without using technical terms. Yet, most of the reader for the report will not understand
the technical language.

RESEARCH DESIGN:

A research design is the specification of methods and procedures for acquiring the
information needed to structure or to solve problem. It is the overall operational pattern
of frame work of the project that stipulates procedures.

A research design is therefore defined as “a plan, structure and strategy of

investigation conceived so as to obtain answers to research question and control
variance”.

There are four types of research design they are:

 Explorative research design

 Descriptive research design

 Diagnostic research design

 Experimental research design

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EXPLORATIVE RESEARCH DESIGN :

The design of exploratory studies is characterized by a great amount of flexibility and

adhoc versatility. By definition, the research is involved in investigation an area or
subject in which he is not sufficient knowledge to have formulated detailed research
question. No clear hypotheses been developed about the problem. He is seeking
information that will enable him to formulate specific research question or to state
hypothesis about the problem.

DESCRIPTIVE RESEARCH DESIGN:

Descriptive research is contract to explorative is marked by the nor formulation of

specific research question. The problem, perhaps as a result of an exploratory study,
before the project is initiated. He should be able to define clearly what he wants to
measure and to setup appropriate and specific means for measuring it.

DIAGNOSTIC RESEARCH DESIGN:

Diagnostic studies determine the frequency with which something occurs or its
association with something else. Hence such studies seek to establish relationship
between any two or more variable.

EXPERIMENTAL RESEARCH DESIGN:

In a Experimental study, the researcher is expected to created an artificial situation

with a view to obtain the relevant data to measure them effectively and accurately. The
research design used for the study was descriptive research design. This type of research
design is concerned with describing the characteristics of the particular individual or
group of a situation.

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SAMPLING TECHNIQUES:

A sample, as the name implies is a smaller representation of a larger whole, instead of

studying every case which might logically be included in an investigation. Only a small
portion is selected.

A sample design is definite plan for obtaining a sample from a given population. It
therefore refers to the techniques or procedure. The researcher would adopt is selecting
items for the sample.

Sampling design is basically of two types

 Probability sampling

 Non-probability sampling

PROBABILITY SAMPLING:

The Probability sampling design offers every item of the population equal chance of
inclusion in the sample.

Procedures of drawing probability sample are

• Simple random sampling

• Systematic random sampling

• Stratified random sampling

• Cluster random sampling

• Multi-stage random sampling

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NON-PROBABILITY SAMPLING:

The Non-probability sampling design refers to the sampling procedure that does not
afford any basis estimating the probability that each item in the population was given
equal chance to be included in the sampling.

Non-probability sampling can be drawn by

1. Representative sampling

2. Judgment sampling

3. Purposive sampling

4. Accidental sampling

5. Quote sampling

SELECTION OF A SAMPLE:

A sample is a miniature picture or a cross section of an entire group or an aggregate

from which a sample from a given population. It refers to the techniques or procedures
the research would about in selecting item for the sample.

Because the population is divided into a number of districts and a district was
selected when represented all the districts. Considering the purpose of the study,
information is however collected from some units if the district.

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TOOL FOR DATA COLLECTION:

The following tools were for data collection

 Questionnaire

 Personal interview

QUESTIONAIRE:

Structured Questionnaire was selected as the tool for data collection which included
a set of various types of questions concerning different aspects of the subjects for the
study. Several types of question were included in the Questionnaire such as open end
questions, dichotomous questions, and multiple questions.

PERSONAL INTERVIEW:

This method was also used to collect data. This had helped to collect valuable
information from the company employees.

RESEARCH METHODOLOGY:

Research design : Exploratory method and descriptive method

Sample size : 200

Sampling : probability sampling

DATA SOURCES:

Primary : Questionnaire

Secondary : Collected through net searching and books

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ANALYSIS:

Research design and sample design & filed work are under taken solely for the
purpose of obtaining data that when tabulated & analyzed will yield the needed
information.

Analysis of data therefore done by the use of statistical distribution construction of

diagram & calculating sample measuring line percentage, ranking etc, to lead to findings
suggestion.

The data has been analyzed by using sample tabulation with percentage calculations.

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 Table 2.1:

YEAR OF EXPERIENCE

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 1 Year 10 20

2 2 year 30 60

3 8 to10year 5 10

4 without 5 10
experience
Total 50 100

Interpretation:

Form the about table 2.1 it was inferred that 60% employees falls under 2 years, 20%
employees falls under 1 years, 10% employees falls under 8 to10 years,10% employees
falls under without experience.

 Maximum number of employees falls under 2 year experience.

 Minimum number of employees falls under without experience.

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Chart 2.1.1

Year of experience

Ye a r o f e x p e rie n c e

100
90
80
70
Respondents

60
50
40
30
20 S eries 1
10 S eries 2
0
1 Year

2 year

8 to10year

experience

Total
without

Ye a rs

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TABLE 2.2

SATISFACTION WITH WORKING CONDITION

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Excellent 7 14
2 Very good 30 60
3 Good 11 22
4 Fair 2 4
Total 50 100

Interpretation:

From the above table 2.2 indicates that, 60% respondents said that working condition
is very good, 22% respondents said that working condition is good, 4% respondents said
that working condition is excellent, 4% respondents said that working condition is fair.

 Maximum number of respondents falls under very good category.

 Minimum number of respondents falls under fair category.

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Chart 2.2.2:

SATISFACTION WITH WORKING CONDITION

S A T IS F A C T IO N W IT H W O R K IN G C O N D IT IO N

100
90
80
70
60
respondents

50
40 S e rie s 1
30
20 S e rie s 2
10
0
E x c e lle n tV e ry G ood F a ir To t a l
good
sa tisfa c tio n le v e

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TABLE 2.3

Relationship with co-worker

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Excellent 27 54
2 Very good 16 32
3 Good 6 12
4 Fair 1 2
Total 50 100

Interpretation:

From the above table 2.2 indicates that, 54% respondents said that, have excellent
relationship with co-workers, 32% respondents said that, have good relationship with co-
workers, 12% respondents said that, have good relationship with co-workers, 2%
respondents said that, have fair relationship with co-workers

 Maximum number of respondents falls under excellent category.

 Minimum number of respondents falls under fair category.

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Chart 2.3.3

Relationship with co-worker

Relationship with co-worker

100
90
80
70
Respondents

60
50
40 Series1
30
Series2
20
10
0
Excellent Very Good Fair Total
good
Relationship range

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Table 2.4

Satisfaction with medical facility

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Yes 29 58

2 No 21 42

Total 50 100

Interpretation:

From the above table it was inferred that 58% Maximum number of respondents are
satisfied and 42% of them are not satisfied with medical facility.

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Chart 2.4.4

Satisfaction with medical facility

Satisfaction with medical facility

100
90
80
Respondents

70
60
50
Series1
40
30 Series2
20
10
0
Yes No Total
Level

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Table 2.5

Satisfaction with training facility

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Yes 31 62

2 No 19 38

Total 50 100

Interpretation:

From the above table it was inferred that 62% Maximum number of respondents are
satisfied and 38% of them are not satisfied with training facility.

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Chart 2.5.5

Satisfaction with training facility

Satisfaction with training facility

100
90
Respondents

80
70
60
50
Series1
40
30 Series2
20
10
0
Yes No Total
Level

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Table 2.6:

Satisfaction with motivation

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Yes 30 60

2 No 8 16

3 some times 12 24

Total 50 100

Interpretation:

Form the above table indicates that, 60% maximum numbers of respondents are
motivated by the supervisors and 24% of respondents are motivated by the supervisors
sometimes only.

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Chart 2.6.6

Satisfaction with motivation

Satisfaction with motivation

100
90
80
Resopondents

70
60
50
40 Series1
30
20 Series2
10
0
Yes No some Total
times
Motivation Level

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Table 2.7

Satisfaction with welfare facilities

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 excellent 3 6

2 very good 6 12

3 good 22 44

4 fair 19 36

total 50 100

Interpretation:

From the above table 2.7 indicates that, 6% respondents said that, have excellent
welfare facilities,12% respondents said that, have very good welfare facilities, 44%
respondents said that, have good welfare facilities, 36% respondents said that, have fair
welfare facilities.

 Maximum number of respondents falls under good category.

 Minimum number of respondents falls under excellent category.

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Chart 2.7.7

Satisfaction with welfare facilities

S a tis fa c tio n w ith w e lfa r e fa c ilitie s

100
90
80
70
60
Respondents

50
40 S e r ie s 1
30
20 S e r ie s 2
10
0
e xc e lle n vt e r y g o o d f a ir to t a l
good
F a c i li t i e s l e v e l

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Table 2.8

Satisfaction level countered by the company

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Feed back 18 36
2 Performance 16 32
appraisal
3 Individual attention 10 20
4 Supervisor 6 12
recommendation
Total 50 100

Interpretation:

From above table2.8, it indicates, employees said that, 36% of satisfaction level is
countered through feedback, 32% of satisfaction level is countered through performance
appraisal, 20% of satisfaction level is countered by individual attention and 12% of
satisfaction level is countered by supervisor recommendation.

 Maximum number of employees falls under feedback.

 Minimum number of employees falls under performance appraisal.

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Chart 2.8.8

Satisfaction level countered by the company

Satisfaction level countered by the

company

100
Respondents

80
60
40
20
Series1
0
Series2
Total
Individual
Feed back

Supervisor
Performance

Measures

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Table2.9

Degree of individual physical and mental health

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Strongly agree 27 54
2 Agree 15 30
3 Neutral 7 14
4 Disagree 1 2
Total 50 100

Interpretation:
From the above Table no 2.9, it was inferred that 54% Maximum number of employee
agree that the degree of job satisfaction affects an individual physical & mental health.
2% Minimum number employee disagree.

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Chart 2.9.9

Degree of individual physical and mental health

D e g re e o f in d iv id u a l p h y s ic a l a n d m e n ta l h e a lth .

100
90
80
70
60
Respondents

50
40 S e rie s 1
30
20 S e rie s 2
10
0
S t ro n g ly A g re e N e u tra D
l is a g re e T o t a l
a g re e
D e g re e

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Table 2.10:

Satisfaction with food facility

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Excellent 3 6
2 Very good 3 6
3 Good 14 28
4 Fair 30 62
Total 50 100

Interpretation:

From the above table 2.10, it was inferred that, 62% maximum number of employees
said that food facility is fair and 6% minimum number of respondents said that food
facility is excellent.

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 Chart 2.10.10

Satisfaction with food facility

S a tis fa c tio n w ith fo o d fa c ility .

100
90
80
70
60
Respondents

50
40 S e rie s 1
30
20 S e rie s 2
10
0
E x c e lle nVt e ry G o o d F a ir Tota l
good
F a c i l i ti e s l e v e l

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Table 2.11

Shift timing

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Yes 14 28

2 No 36 72

Total 50 100

Interpretation:

From the above table 2.11 indicates that, 28 of the respondents are convenient with
shift timing and 72% are not respondents.

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Chart 2.11.11

Shift timing

S h ift tim in g

100

80

60
S e rie s 1
Respondents

40
S e rie s 2
20

0
Y es No T o ta l
T im e le v e l

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Table No: 2.12

Extra duty (Over time)

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Yes 30 60

2 No 20 40

Total 50 100

Interpretation:

From the above table indicates that, 60% maximum number of respondents doing O.T
daily and 40% minimum number of respondents will do O.T some times only.

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Chart 2.12.12

Extra duty (Over time)

E x t r a d u t y ( O v e r t im e )

100

80

60
R e sp o n d e n te s
40
S e r ie s 1
20 S e r ie s 2
0
Y es No To ta l

1 2
O .T le v e l

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Table 2.13

Rules and regulation of organization

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Highly satisfied 30 60
2 Satisfied 5 10
3 Neutral 12 24
4 Not Satisfied 3 6
Total 50 100

Interpretation:

From the above table 2.13, it was inferred that, 60% of the respondents are highly
satisfied with their rules and regulations, 10% are satisfied, 24% are neutrals, and 6% are
not satisfied.

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Chart 2.13.13

Rules and regulation of organization

R u le s a n d r e g u la tio n o f o r g a n iz a tio n

100
90
80
70
60
Respondents

50
40
30 S e r ie s 1
20
10 S e r ie s 2
0
Total
Neutral
satisfied
Satisfied

Satisfied
Highly

Not

S a t is f a c t io n le v e l

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Table 2.14

Opinion about work load

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Heavy 27 54

2 medium 23 46

3 easy 0 0

Total 50 100

Interpretation:

From the above table indicates that, 54% are said they have heavy workload and 46%
are having medium.

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Chart 2.13.13

Opinion about work load

w r o k lo a d

100
90
80
70
60
50
respondendents

S e r ie s 1
40
30 S e r ie s 2
20
10
0
H e a vy m e d iu m e a s y To ta l
w o rk lo a d ra n g e

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Table 2.15

Technology improvement

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 Welding 25 50

2 Painting 10 20

3 Handling 8 16

4 Drilling 7 14

Total 50 100

Interpretation:

From the above table 2.15, it indicates that, 50% of the respondents said that have to
make improvement in welding, 20% of respondents said that have to make improvement
in painting, 16% of the respondents said that have to make improvement in handling and
14% of respondents said that have to make improvement in drilling.

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Chart 2.15.15

Technology improvement

T e c h n o lo g y

100
90
80
70
60
respondents

50
S e rie s 1
40
S e rie s 2
30
20
10
0
W e ld i n g P a i n ti n gH a n d li n gD r i lli n g T o ta l
t e c h n o lo g y

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Table 2.16

Overall satisfaction

S.NO ATTRIBUTES NUMBER OF PERCENTAGE

RESPONDENTS
1 High satisfied 18 36

2 Satisfied 16 32

3 Neutral 9 18

4 Not satisfied 7 14

Total 50 100

Interpretation:

From the above table indicates that, 36% are highly satisfied regarding their job, 32%
are satisfied, 18% are satisfied, 14% are not satisfied.

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Chart 2.16.16

Overall satisfaction

o v e r a l l s a t is f a c t io n

100
90
80
70
60
50
Respondents

40 S e rie s 1
30
20 S e rie s 2
10
0
H i g h S a t i s fi Ne de u t r a lN o t T o t a l
s a t i s fi e d s a t i s fi e d
s a tis fa c ti o n l e v e l

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FINDINGS:

• 60% of the respondent’s falls under 2 year experience, 20% of them are from
1year experience, 10% of them are from 8 to 10 year experience.

• 68% of the respondents are satisfied and 6% of the respondents are not satisfied
with working conditions of the company.

• 54% of the respondents have good relationships with co-workers.

• 58% of the respondents are satisfied with medical facilities and 42% of the
respondents are not satisfied.

• 68% of the respondents are satisfied with welfare facilities and 30% of them are
not satisfied.

• 62% of the respondents with training provided by the company and 35% of them
are not satisfied.

• 28% of the respondents are satisfied with shift timings and 72% of them are not
satisfied.

• 62% of the respondents said that food facility fair and 6% of them said that
excellent.

• 36% of the respondents said that satisfaction level is countered by the feed back
and 32% is through performance appraisal.

• 68% of the respondents doing O.T daily and 32% of them are not doing O.T.

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 • 50% of the respondents said that have to make improvement in welding, 40% of
them said that have to make improvement in painting.

• 54% of the respondents said that working condition affect individual physical and
mental health and 30% of them are not affected.

• 54% of the respondents said that have heavy work load and 38% of them are ok
with work load.

• 68% of the respondents are receiving motivation from supervisor and 20% are not
receiving.

• 20% of the respondents said that, have to make technology improvement in

hydraulitics, pneumatics and electrical maintenances

• 68% of the respondents are highly satisfied with their job in Wheels India Ltd.,
and 25% are not satisfied.

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 SUGGESTIONS:

• The company should provide lob security for employees to increase the rate of
satisfaction.

• Monetary benefits may be further improved to increase the rate of satisfaction.

• The shift timings should be convenient to each and every employees.

• The organization should provide sufficient training for all employees.

• The welfare facilities such as medical, canteen and transport facilities may be
improved further more to increase the level of satisfaction.

• Welding and painting technology may be improved furthermore, so that it will

provide safety to employees.

• Overtime may be reduced to increase the level of satisfaction.

• From this analysis, we suggest to recruit ladies staffs in offices.

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CONCLUSION

I had enjoyed the opportunities given to me for taking up a job satisfaction

of employees in Wheels India Ltd., thus I had really a good experience and knowledge.
In this project, I came to know the level of employee’s satisfaction regarding their job. I
strongly feel and hope that suggestion given as outcome of the study may be used for
further improving the level the level of job satisfaction.

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 QUESTIONNAIRE
I am Priya M. doing my MBA in Thirumalai Engineering College at
Kanchipuram. As a part of my curriculum, I am doing a project titled, “A study on
employees’ job satisfaction in Wheels India Limited at Sriperumbudur”. I request
you to spare a few of your valuable time in filling up this questionnaire. (Please put a tick
mark in the appropriate box).

I. Personal Detail:-

1. Name of the employee:

2. Age:
Below 30 30-40 40-50 Above 50

3. Sex:
Male Female

4. Department:

5. Designation:

6. Educational Qualifications:
12th Diploma Undergraduate Postgraduate Others

7. Work Experience:

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 8. What is your satisfaction level with working conditions in your company?
Excellent Very good
Good Fair

9. What is your satisfaction level with the management?

Excellent Very good
Good Fair

10. Are you comfortable with following colleagues?

Co- workers Supervisor
Manager None the above

11. Mention the factors which you feel inconvenient regarding regulations in your
company?
Shift timings Working hours
Break Rest time
Other, Please specify

12. Mention the factors which lead to absenteeism towards your job?
Sickness Workload
Lack of interest Lack of motivation
Other, please specify

13. To which extent your opinions are valued by your supervisor?

High normal low

14. Are you receiving any motivation from your superior whenever you do a good
work?
Yes No

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15. Do you agree that degree of job satisfaction affects an individual physical & mental
Heath?
Strongly agree Agree
Neutral Disagree
Strongly disagree

16. What are the welfare facilities (Transport, Drinking water, Rest room) provided by
the company ?
Highly satisfied Satisfied
Neutral Dissatisfied

17. Are you satisfied with the medical facilities provides by the company?
Yes No

18. Through which way your satisfaction level is counter parted by your company?
Feedback Performance appraisal
Individual attention Supervisor recommendation

19. Is there any important in technology or process flow to be improved for the
following?
Welding Lifting
Painting Drilling
Other, please specify

20. Whether the required training is provide to you for the allocated job?
Yes No

21. Are you feeling any difficulties in rapid changes of shift timings?
Yes No
Other, please specify

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22. Are you doing extra work (Overtime) daily?
Yes No

23. How good is the food provide by your canteen?

Excellent Very good
Good Fair

24. What is to be in your canteen? Please mention from the below?

Quality Quantity
Taste Hygiene
Other, please specify

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 BIBLIOGRAPHY

AUTHOR NAME BOOK NAME YEAR EDITION

EDWIN B.FLIPPO PERSONNEL 2000 II Edition

MANAGEMENT

C.B. MAMORIA PERSONNEL 2004 II Edition

AND GANKAR MANAGEMENT

JAYASHANKAR HUMAN 2008

RESOURCES
MANAGEMENT

Websites:

1. www.google.com
2. www.yahoo.com

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