Chapter-1: Job Satisfaction

JOB SATISFACTION
CHAPTER-1
INTRODUCTION
K.G.College, Pampady Page 1

JOB SATISFACTION
INTRODUCTION
Human resource is of paramount importance for the sources of

any organisation. It is a source of strength and aid. Human resources are
the wealth of an organisation which can help it in achieving its goals.
Human resource management is concerned with the human beings in an
organisation. It reflects a new outlook which views the organisations
manpower as its resources and assets. Human resource is the total
knowledge, abilities, skills, talents and aptitudes of an organisations
work force.
Human resource management means management of various

aspects of human resources. An important element of human resource
management is the ‘human approach’ while managing people. This
approach helps a manager view his people as an important source. It is
an approach in wich manpower resources are developed not only to help
the organisation in achieving its goals but also the self satisfaction of the
concerned persons.
According to Flippo, “Human resource management is the

planning, organising, directing and controlling of the procurement,
development, compensation, integration, maintenance and reproduction
of human resources to the end that individual, organisational and societal
objectives are accomplished.

JOB SATISFACTION
The performance of human beings and behaviour when

engaged in particular job is influenced by psychological and social job
conditions the welfare facilities and privilege available for them while at
a work, recognition of their work, the wages they receive. In order to
find all these factors the study was conducted.
Job satisfaction is the extent of positive feelings or attitudes

that individuals have towards their jobs. Job satisfaction is an important
technique used to motivate the employees to work harder. It had often
been said that “A HAPPY EMPLOYEE IS A PRODUCTIVE
EMPLOYEE”. A happy employee is generally that employee who is
satisfied with his job. Job satisfaction is very important because most of
the people spend a major portion of their life at their working phase.
More over, Job satisfaction has its impact on the general life of the
employees also, because a satisfied employee is a contented and happy
human being. A highly satisfied worker has better physical and mental
well being. Though it is a debateable point as to which one is the cause
and which is the effect. But these are correlated to each other.
Objectives of the study
1. To know the working condition of the workers.
2. To study the nature of supervision and its effect on the workers.
3. To know the workers opinion about the organisation.

JOB SATISFACTION
4. To know the welfare activities by the organisation.
5. To assess the relationship between managers and the employees.
Scope of the study
The study is to analyse and understand the factors that would affect
the satisfaction level of the employees on the job. Since the job
satisfaction is closely linked to the psychological factors, it is difficult to
analyse to the factors. Hence a through study to analyse the factors that
have possible impact on the satisfaction of workers with regard to them
job become necessary. The study helps the management to understand
the feelings to the employees in the respective titles and to take
necessary measures to overcome to discrepancies of the negative aspect.
Research Methodology
Research is a systematic process of gathering, recording and

analysing of data about problem related to the marketing of goods and
services.
Sources of data
In this study both primary data and secondary data is used.
• Primary Data

JOB SATISFACTION
Collection of the primary data is done through the field survey

among the workers and the management officials. Primary data is
collected through questionnaire.
• Secondary Data
The collection of secondary data about the employees satisfaction

from the company brouchure, journals and websites. The data
obtained from various sources helped to know the existing
satisfaction level of workers in Toms Pipes PVT Ltd.
Tools used for Data Collection
Questionnaire
A questionnaire is a formal list of questions to be answered in the

survey. Questionnaire may be administrated by the mail, telephone or
interview. The employees were first given the questionnaire form and
asked to fill it or filled by the researcher.
Sampling Universe
Employees working in Toms Pipes PVT Ltd are taken as the

sampling universe.
Sample Size
Sample size of this project is taken as 100.

JOB SATISFACTION
Sample Technique
Statistical tools are used for the analysis of data. Tables and charts
are inserted for the better analysis of the results.
Limitations of the study
1. Respondents were reluctant to answer some questions as they took

them as personal.
2. Some of the questions mostly contained multiple choice question,

hence the responses given may be baised.
3. Due to time constraints the sample size was restricted.
4. The out come of the study is restricted to Toms Pipes PVT Ltd.

JOB SATISFACTION
CHAPTER-2
JOB SATISFACTION
INDUSTRIAL
PROFILE

JOB SATISFACTION
INDUSTRIAL PROFILE
TOMS PIPES PVT. LTD.
About the Company:-
About 15 years back Mr. Tomy C Vadayil who is a creative thinker

who recognised the importance of pipe production and found Toms
Pipes Pvt. Ltd. Initial stage it was a small scale industrial unit
manufacturing PVC units such as Elbow, Junction Box, Saddle, Bend,
etc. In the brand name of Toms to cater the requirement of electrical
wiring. Now the company having outlets in various districts. The high
quality control efficiency maintained of the finished goods is making
Toms production much above the line of normal standards.
Good quality, Best serve, Timely supply and Competative rates are
the key words that distinguish Toms from existing competitors of this
kind in the business field. The group has got excellent marketing
network, which markets all the products that are produced in Toms Pipes
Pvt. Ltd. all over kerala.
Objectives of the company
• Quality
• Social Commitment

JOB SATISFACTION
• Customer Delight
• Time Delivery
• Consistency in sales services
Service of the Company
Uncompromising quality is the main feature of Toms Pipes Pvt. Ltd.

It is with this, the company maintains its reputation. Besides the latest
technology Toms Pipes Pvt Ltd. has a well efficient quality control
system that ensures quality at every stage of production. It is through
this well established quality control system the company satisfies a large
number of customers and thus receives encouragement for more better
quality production.
Vision of the Company
The vision of the company is to increase its market share in the near
future by satisfying the existing customers and bringing more and more
customers to be the part of the Toms Pipes customer lone. The company
believes that the quality and consistency in sales and services can help to
achieve the vision.

JOB SATISFACTION
SWOT Analysis
Strengths Weakness Opportunity Threats
Skilled, trained Insufficient Expanding Competition in

and dedicated promotional market area the market
work force activities operation
Increases the Absense of Increasing Cost of raw

profitablity diversification demand materials
and expansion
Various departments in the organisation
• Purchase Department

JOB SATISFACTION
• Production Department
• Finance Department
• Marketing Department
• Human Resource Department
• EDP Department
Products
• Water Pipes
• Wiring pipes
• PVC Fabricated Fittings
• PVC Bend
• Coupling
• PVC Spout
• PVC Reducer
• Jet Adopter
• Flush Pipes

JOB SATISFACTION
• Thread Bend
• Door Bend
Awards
Mr. Tomy C. Vadayil the MD of Toms Pipes Pvt. Ltd was

selected as the best young entrepreneur of the year 2002. The award and
achievement that drawn are the true testimonials to their unmatched
dedication and quality. The company also got small scale industry
association award in the year 2003.
CHAPTER-3

JOB SATISFACTION
THEORETICAL
FRAMEWORK
THEORITICAL PERSPECTIVE
JOB SATISFACTION
Meaning of Job Satisfaction:-
Job Satisfaction means good or positive attitude or feeling towards

one’s job. Charateristics of individuals also influence the job
satisfaction. Individuals with positive affinity are more likely to be
satisfied with their jobs than the individuals with negative affinity. Job
satisfaction is an important part of life, job satisfaction influences one’s
life satisfaction. Job Satisfaction is dynamic. Manager cannot establish

JOB SATISFACTION
high job satisfaction once and then forget about for several years. It can
disappear as quikly as possible as it appears so it has to be maintained.
Definition of Job Satisfaction
According to Fieldman and Arnold, “ Job Satisfaction will be defined

as the overall positive affect or feelings that individuals have towards
their jobs.”
According to E.A. Locke, “ Job Satisfaction is a pleasureable or

positive emotional state resulting from the appraisal of one’s job or jobs
experience.”
According to Andrew Brin, “ Job Satisfaction is the amont of

pleasure or contentment associated with a job. If you like your job
intensely . you will experience high job satisfaction. If you dislike your
job intensly you will experience high job dis-satisfaction.”
According to Keith Davis and Newstrom, “ Job Satisfaction is the set

of favourable or unfavourable feelings with which employees view their
work.”
According to Hoppok, “ Job Satisfaction is a combination of

psychological, physciological and environmental factors that makes a
person to admit “ I am happy with my job”.”

JOB SATISFACTION
According to More, “ Job Satisfaction is a function of discrepancy

between needs and outcomes.”
According to Sinha, “ Job Satisfaction is a integration of effect

produced by individuals perception of fulfilment of his needs in relation
to his work and the stuations surrounding it.”
Historical Background of Job Satisfaction
The career economists like Karl Marx defined the importance of job
satisfaction in production. Karl Marx defined that the fragmented nature
decreases the productivity. Thhe concern of the psychologists in
industry was a necessary and improve the production and productivity.
Frederick Taylor (1911) made a study in this tradition. It is a famous
study at the Bethlehem Steel Works involved redesigning equipment and
selecting the right man for the job. The result was increased production.
The next development of historical importance was that of the
Hawthrone experiment started by the students began in 1920’s at the
Hawthrone Plant of western electrical company under the dirction of
Elton Mayo. The study examines the way in which alteration in physical
condition would affect production.
In 1958 Hoppock published his famous monograph on job

satisfaction, perhaps the first major work to use survey methods and
attitudes scale is an examination of the problem. His approach typifies

JOB SATISFACTION
what has been formed he traditional approach to his job satisfaction, in

that he assumes that if the presence of a variable in the work situation
leads to job satisfaction, then it’s absence will lead to dissatisfaction and
vice-versa.
Important Dimensions of Job Satisfaction
1. Job satisfaction cannot be seen, it can only be inferred it relates to

one’s feelings towards one’s job.
2. Job Satisfaction is often determined by how will the outcome meet

the expectation or ensure the expectations.
3. Job satisfaction and Job Attitudes are typically used

interchangeably.
Factors Influencing Job Satisfaction
There are a number of factors that influence job satisfaction. A

number of research studies have been conducted in order to establish
some of the causes that result in job satisfaction.
Some of the major factors influencing job satisfaction are as given

below
A. Organisational factors
B. Work Enviornmental Factors

JOB SATISFACTION
C. Work Itself
D. Personal Factors
Organisational Factors
1. Salaries and Wages:- Salaries and wages play a significant role

in influencing job satisfaction. This is basically because of a new
basic reasons. Firstly, money is an important instrument in
fulfilling one’s needs. Money also satisfies the first level needs of
maslow’s model of satisfaction. Secondly, employees often see
money as a reflection of the management’s concern for them.
Thirdly, it is considered a symbol of achievement since higher
pays reflects higher degree of contribution towards organisational
operations.
2. Promotion Chances:- Promotional chances considerably affect

the job satisfaction because of the following reasons. Firstly,
Promotion indicates an employees worth to the organisation which
is highly morale boosting. Secondly, Employee takes promotion as
the ultimate achievement in his career and when it is realised, he
feels extremely satisfied. Thirdly, Promotion involves positive
changes eg: higher salary, less supervision, more freedom, more
challenging work assignments, increased responsibilities, status
and like.

JOB SATISFACTION
3. Company Policies:- Organisational structure and policies play

an important role in affecting the job satisfaction of the employees.
Organisation polices govern the human behaviour in the
organisation. These policies can generate positive or negative
feelings towards the organisation.
Work Environmental factors
1. Supervision:- Supervision is a moderately important source of

job satisfaction. Supervisors who establish a supportative personal
relationship with sub ordinates and take personal interest in them,
contribute to the employees satisfaction.
2. Work Group:- The nature of the work group or team will have
effect on job satisfaction in the following ways.
a) A friendly and co-operative group provides opportunities to

the group members to interact with each other.
b) The work group will be even a stronger source of satisfaction

when members have similar attitudes and values.
c) Smaller groups provide greater opportunity for building

mutual trust and understanding as compared to larger groups.
3. Working Conditions:- Good working conditions are desirable

by the employees, as they lead to more physical comfort. People
JOB SATISFACTION
desire that there should be a clean and healthy working

environment.
Work Itself
The content of work itself is a very important factor affecting job

satisfaction.
1. Job Scope:- It provides the amount of responsibility, work pace

and feed back. The higher the level of these factors, the higher the
job scope and the higher the level of job satisfaction.
2. Variety:- A moderate amount of variety i very effective. Ecessive

variety produces confusion and stree and a too little variety causes
monotomy and fatigue which are dissatisfies.
3. Lack of Autonomy and Freedom:- Lack of autonomy and

freedom over work methods and work pace can create heplessness
and sisatisfaction.
4. Role Ambiguity and Role Conflict:- Role Ambuigty and

role conflict also lead to confusion and job dissatisfaction because
employees do not exactly know what their task is and what is
expected of them.
5. Interesting Work:- A work which is very interesting,

challenging and provides status will be providing satisfaction to
JOB SATISFACTION
the employees as compared to work which is boring and

monotonous.
Personal Factors
An employee who is happy with himself and has a positive outlook

on life will generally be satisfied with the job. Some of the important
personal factors are:
1. Age an Seniority:- With age, people become more mature and

realistic and less idealistic so that they are willing to accept
available resources and rewards and be satisfied about the
situation.
2. Tenure:- Employees with longer tenure are expected to be highly

satisfied with their jobs.
3. Personality:- Some of the personality traits whih are directly

related to job satisfaction are self assurance, self esteem, maturity,
decisiveness, sense of autonomy, challenge and responsibility.
Consequences of Job Satisfaction
Job Dissatisfaction produces low morale among workers and low

morale at work is highly undesirable.
Outcome of Job Satisfaction

JOB SATISFACTION
1. Job Satisfaction and Productivity:- Job satisfaction affects

productivity, employees turnover, absenteeism, union activities
and safety. A happy worker is a productive worker is not always
worong. If people receive rewards which have both intrinsic and
extrinsic value and they feel that these rewards are equitable, they
will be satisfied and this will lead to greater job performance.
2. Job Satisfaction and Employee Turnover:- High employee

turnover is a matter of concern for the mengement as it disrupts
the normal operations ans continous replacement of employees
who leave the organisation is costly and technically undesireable.
3. Job Satisfaction and Absenteeism:- It has been conclusively

proved ttha their is an inverse relationship between job satisfaction
and absenteeism. When satisfaction is high, absenteeism is low and
when satisfaction is low, absenteeism is high.
4. Job Satisfaction and Union Activities:- High Level of

satisfaction reflects a highly favourable organisational climate
resulting in attracting and retaining better workers.
5. Job Satisfaction and safety:- When people are dissatisfied

with their jobs, company and supervisors; they are more prone to
experience accidents. Another reason for this is that dissatisfaction

JOB SATISFACTION
takes one’s attention away from the task at hand and leads directly
to accidents.

JOB SATISFACTION
CHAPTER-4
DATA ANALYSIS
AND
INTERPRETATION

JOB SATISFACTION
Table No. 3.1
Age wise Classification
Sl.No. Age group No. of respondents Percentage

1 20 - 30 25 50
2 30 - 40 13 26
3 40 - 50 10 20
4 Above 50 2 4
Total 50 100
Source: Primary Data
Among the 50 respondents 25 respondents belongs between the age group of 20 –

30, 13 respondents belongs to the age group of 30 – 40, 10 belongs to the age
group of 40 – 50 and 2 respondents belongs to the age group of above 50.
Figure No. 3.a

Age wise Classification

JOB SATISFACTION
Table No. 3.2

Gender wise Classification
Sl. No. Gender No. of respondents Percentage
1 Male 50 100
2 Female - -
Total 50 100
From the above table we can see that 100% of the respondents are male and
there are no female respondents at all.
Figure No. 3.b

Gender wise classification
Table No. 3.3

JOB SATISFACTION
Educational Qualification of the respondents

Sl. No. Qualification No. of respondents Percentage
1 SSLC 50 100
2 +2 0 0
3 Degree 0 0
Total 50 100
Table No. 3.3 indicates the educational qualification of the respondents.

From the above table, out of 50 respondents 100% of the respondents belongs to
the educational qualification of SSLC.There are no respondents who belongs to the
educational qualification of +2 or degree.
Figure No. 3.c

Educational Qualification of the respondents
Table No. 3.4

Work Experience of the respondents

JOB SATISFACTION
Sl. No. Type No. of respondents Percentage

1 5-10 years 33 66
2 10-20 years 12 24
3 20-30 years 5 10
4 30-40 years 0 0
5 Above 40 years 0 0
Total 50 100
Out of 50 respondents 66% of the respondents are having 5-10 years of work
experience, 24% of the respondents are having 10-20 years of work experience,
10% of the respondents are having work experience of 20-30 years and the there
are no respondents who belong to the category of 30-40 and above 40 years.
Figure No. 3.d

Work Experience of the respondents
Table No. 3.5

Classification of employees on the basis of Salary
Sl.No. Type No. of respondents Percentage
1 Below 3000 35 70
2 3000-5000 15 30

JOB SATISFACTION
3 Above 5000 0 0
Total 50 100
Source; Primary Data
Form the above table, it is clear that 70% of the employees are getting a
salary below Rs3000, 30% of the employees are getting a salary in between
Rs3000-Rs5000 and there is no employees who belong to the category of above
Rs5000.
Figure No. 3.e

Classification of employees on the basis of Salary
Table No. 3.6

Respondents opinion about the working environment in the
Organisation
1 Very Good 35 70
2 Good 15 30

JOB SATISFACTION
3 Satisfactory 0 0
4 Unsatisfactory 0 0
Total 50 100
Table No. 3.6 reveals the respondents opinion about the working
enviornment in the organisation. 70% of the respondents opined that they get very
good working environment in the organisation, 30% of the respondents opined that
they get a good working environment and none of the respondents had the opinion
that the working environment is satisfactory or unsatisfactory.
Figure No. 3.f

Respondents opinion about the working environment in the
organisation
Table No. 3.7

Opinion about Training and Development Programmes
1 Highly Satisfied 10 20
2 Satisfied 40 80
3 Average 0 0
4 Dissatisfied 0 0

JOB SATISFACTION
Total 50 100
Out of 50 respondents 80% of the respondents are satisfied with the training
and development programmes, 10% are highly satisfied and none of the
respondents have the opinion that the training and development programmes are
average or dissatisfied with it.
Figure No. 3.g

Opinion about Training and Development Programmes
Table No. 3.8

Opinion about the health and safety measures
1 Very Good 28 56
2 Good 22 44
3 Average 0 0
4 Bad 0 0
5 Very Bad 0 0
Total 50 100

JOB SATISFACTION
Table no. 3.8 indicates the opinion about the respondents about the health ans
safety measures in the organisation. 56% of the respondents stated that the health
and safety measures provided by the organisation is very good,44% of the
respondents stated that it is good and none of the respondents stated that the health
and safety measures provided in the organisation is average or bad or very bad.
Figure No. 3.h

Opinion about the health and safety measures
Table No. 3.9

Opinion about superior-subordinate relationship
1 Yes 50 100
2 No 0 0
Total 50 100
The above table shows the superior – subordinate relationship existing in the
organisation.100% of the respondents opined that they get support from their
superiors and subordinates do work. So it is clear that the superiors and
subordinates are having a good relationship which helps in the smooth functioning
of the organisation.

JOB SATISFACTION
Figure No. 3.i

Opinion about superior-subordinate relationship
Table No. 3.10

Opinion about the job security in the organisation
1 Yes 50 100
2 No 0 0
Total 50 100
From the above table we can see that 1005 of the respondents stated that
they feel they have job security in the organisation. None of the respondents stated
that they do not have job security in the organisation.
Figure No. 3.j

Opinion about job security in the organisation

JOB SATISFACTION
Table No. 3.11

Opinion about latest technology provided by the organisation
1 Yes 50 100
2 No 0 0
Total 50 100
The above table reveals the opinion about the respondents with regard to the
latest technology provided by the organisation. Out of 50 respondents 100% of the
respondents opined that their organisation follow that latest technology available.
None of the respondents were of the opinion that the organisation is not using the
latest technology available.
Figure No. 3.k

Opinion about latest technology provided by the organisation

JOB SATISFACTION
Table No. 3.12

Workers satisfaction on their remuneration
1 Yes 50 100
2 No 0 0
Total 50 100
Table No. 3.12 reveals the workers satisfaction on their remuneration.100%

of the respondents stated that they are remunerated properly by the organisation.
None of the respondents stated that they are not remunerated properly by the
organisation.
Figure No. 3.l

Workers satisfaction on their remuneration

JOB SATISFACTION
Table No. 3.13

Respondent’s opinion about the welfare measures
1 Yes 50 100
2 No 0 0
Total 50 100
The above table shows the respondents opinion about the welfare measures
done by the organisation for the employees. Out of 50 respondents 100% of the
respondents stated that the organisation provides welfare measures for the
employees. None of the employees stated that the organisation does not provides
welfare measures for the employees.
Figure No. 3.m

Respondent’s opinion about the welfare measures

JOB SATISFACTION
Table No. 3.14

Respondent’s satisfaction about incentives and other benefits
provided by the company
1 Yes 50 100
2 No 0 0
Total 50 100
Table No. 3.14 indicates the respondent’s satisfaction about incentives and
other benefits provided by the organisation. 100% of the respondents are satisfied
with the incentives and other benefits provided by the organisation. None of the
respondents commended that they are not satisfied with the incentives and other
benefits provided by the organisation.
Figure No. 3.n

Respondent’s satisfaction about incentives and other benefits
provided by the company
JOB SATISFACTION
Table No. 3.15

Opinion about the medical facilities provided by the organisation
1 Yes 50 100
2 No 0 0
Total 50 100
Out of 50 respondents, 100% of the respondents said that the organisation

provide medical facilities to the employees. None of the respondents said that the
organisation does not provide medical facilities to the employees.
Figure No. 3.o

Opinion about the medical facilities provided by the organisation

JOB SATISFACTION
Table No. 3.16

Opinion about solution of complaints and grievances
1 Always 50 100
2 Sometimes 0 0
3 Never 0 0
Total 50 100
Table no. 3.16 reveals the respondents opinion about solution to the
complaints and grievances of the employees of the organisation. All the
respondents stated that the organisation solves all their complaints and grievances
properly. None of the respondents responded that the organisation does not solve
the complaints and grievances of the employees.
Figure No. 3.p

JOB SATISFACTION
Opinion about solution of complaints and grievances
Table No. 3.17

Opinion about the shift timing of the organisation
1 Very Comfortable 25 50
2 Comfortable 23 46
3 Adjustable 2 4
4 Uncomfortable 0 0
Total 50 100
50% of the respondents opined that the shift timing of the company is very
comfortable, 36% opined that they comfortable and 4% said that shift timing is
adjustable and none of the respondents opined that the shift timing of the company
is uncomfortable.
Figure No. 3.q

Opinion about the shift timing of the organisation

JOB SATISFACTION
Table No. 3.18

Opinion about the motivational programmes provided by the
company
1 Yes 50 100
2 No 0 0
Total 50 100
Table No. 3.18 indicates the employees opinion about the motivational
programmes provided by the company. All the employees are motivated by the
company.
Figure No. 3.r

Opinion about the motivational programmes provided by the
company

JOB SATISFACTION
Table No. 3.19

Opinion about the career development programmes provided by the
company
1 Yes 50 100
2 No 0 0
Total 50 100
The above table shows the opinion of the employees about the career
development programmes provided by the company. 100% of the respondents
opined that the company provided opportunity for career development. None of the
respondents opined hat the company does not provide career development
programmes for the employees.
Figure No. 3.s

Opinion about the career development programmes provided by the
company
JOB SATISFACTION
CHAPTER-5

JOB SATISFACTION
FINDINGS,
SUGGESTIONS
AND CONLUSIONS
FINDINGS:-
1) Majority of the respondents belongs to the age group in between

20-30.
2) All of the workers are male.

JOB SATISFACTION
3) Majority of the respondents are having SSLC educational

qualification.
4) Majority of the employees in Toms Pipes Pvt Ltd have got an

experience in between 5-10 years.
5) Majority of the employees of Toms Pipes Pvt Ltd are getting a

salry below Rs.3000. p.m.
6) Majority of the respondents are having the opinion that their

working environment in the organisation is very good.
7) 80% of the employees are satisfied with training and development

programmes adopted by the company.
8) 56% of the employees have opines that the health and safety
measures provided by the company is very good.
9) Majority of the employees opined that they get support from

superiors and subordinates to do their work.
10) Majority of the employees stated that they feel job security in the
organisation.
11) Majority of tthe employees opined that their organisation follow

the latest technology.
12) Majority of the employees said that they remunerate properly.

JOB SATISFACTION
13) Most of the employees have got a good opinion about the welfare
measures adopted by the company.
14) Majority of the respondents are stiafied with the incentives and
other benefits provided by the company.
15) Majority of the respondents are satisfied with the medical facilities
provided by the company.
16) Most of the employees opined that the company solve their
complaints and greviance properely.
17) 50% of the respondents are very comfortable with the shift timing
of the company.
18) Most of the employees are satisfied with motivational programmes

in the company.
19) Most of the employees are satisfied with career development

programmes provided by the company.

JOB SATISFACTION
SUGGESTIONS:-
1) Provide the employees canteen facilities.
2) Provide the employees more training facilities so that the

employees could work more effectively fo the organisation.
3) Implement recreatational facilities inside the organisation as an

entertainment option for the employees at interval periods.
4) Provide interval periods for the employees for relaxing from all the
stress they are under going during the work routine.
5) Increase all the welfare facilities and other facilities implemented

for the employees well being so that the employees will be more
motivated and they will work more easily.

JOB SATISFACTION
CONCLUSION
Job satisfaction is one of the important factor which efficiency and

effectiveness of employees matters. Highly satisfied employees tend to
have better physical and mental health, learn the new job related tasks
easily, have stress and unrest.
Study analized some specific areas like superior subordinate

relationship, working conditions, training facilities, welfare function etc.
The study reveals that the satisfaction level of employees are high,
workers are satisfied with their work.

JOB SATISFACTION
APPENDIX

JOB SATISFACTION
BIBLIOGRAPHY
I. Reaserch methodology by Kothari C R
II. Organisational structure and Dynamics by Shashi Gupter
III. www.tomspipes.com

JOB SATISFACTION
A Study on Job Satisfaction among employees in TOMS

PIPES PVT.LTD.Changanacherry
Questionnaire
1. Name:
2. Age :
3. Desigination:
4. Genter: Male Female
5. Education SSLC +2 Degree
6. Experience 5-10years 10-20years

JOB SATISFACTION
20-30years 30-40years Above
7. Salary below 3000 3000-5000 Above5000
8. What you feel abut the working environment in the organization
Very good Good.
Satisfactory Unsatisfactory
9. Are you satisfied with the training programmes provided by the

organization?
Highly satisfied Satisfied
Average Dissatisfied
10. What is your opinion about the health and safety measures provided
by the organization?
Very good Good Average
Bad Very bad
11. Do you get support from superior and subordinate for the work do
Yes No

JOB SATISFACTION
12. Do you feel job security in the organization?
Yes No
13. Are you satisfied with the trade union activities in the company?
Highly Satisfied satisfied
Average Dissatisfied
14. Is the company following the latest technology for the welfarement
of employees?
Yes No
15. Are you remunerate properly for the work you do
Yes No
16. Are you provided other welfare facilities by the company?
Yes No
17. Are you satisfied with the incentives and other benefits provided by
the organization?
Yes No
18. Are medical facilities provided to you by the organization?

JOB SATISFACTION
Yes No
19. Have your complaints & grievances been solved satisfactory
Always Sometimes Never
20. How do you rate the shift timing of the company?
Very comfortable Comfortable
Adjustable Uncomfortable
21. Are you properly motivated by the company?
Yes No
22. Do your company provides you opportunity for career development
Yes No

Chapter-1: Job Satisfaction

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Chapter-1: Job Satisfaction

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JOB SATISFACTION

K.G.College, Pampady Page 1

Human resource is of paramount importance for the sources of

Human resource management means management of various

According to Flippo, “Human resource management is the

K.G.College, Pampady Page 2

The performance of human beings and behaviour when

Job satisfaction is the extent of positive feelings or attitudes

Objectives of the study

1. To know the working condition of the workers.

2. To study the nature of supervision and its effect on the workers.

3. To know the workers opinion about the organisation.

K.G.College, Pampady Page 3

4. To know the welfare activities by the organisation.

5. To assess the relationship between managers and the employees.

Scope of the study

Research is a systematic process of gathering, recording and

In this study both primary data and secondary data is used.

K.G.College, Pampady Page 4

Collection of the primary data is done through the field survey

The collection of secondary data about the employees satisfaction

Tools used for Data Collection

A questionnaire is a formal list of questions to be answered in the

Employees working in Toms Pipes PVT Ltd are taken as the

Sample size of this project is taken as 100.

K.G.College, Pampady Page 5

Limitations of the study

1. Respondents were reluctant to answer some questions as they took

2. Some of the questions mostly contained multiple choice question,

3. Due to time constraints the sample size was restricted.

K.G.College, Pampady Page 6

K.G.College, Pampady Page 8

TOMS PIPES PVT. LTD.

About the Company:-

About 15 years back Mr. Tomy C Vadayil who is a creative thinker

Objectives of the company

K.G.College, Pampady Page 9

• Consistency in sales services

Service of the Company

Uncompromising quality is the main feature of Toms Pipes Pvt. Ltd.

Vision of the Company

K.G.College, Pampady Page 10

Strengths Weakness Opportunity Threats

Skilled, trained Insufficient Expanding Competition in

Increases the Absense of Increasing Cost of raw

Various departments in the organisation

K.G.College, Pampady Page 11

• Human Resource Department

• PVC Fabricated Fittings

K.G.College, Pampady Page 12

Mr. Tomy C. Vadayil the MD of Toms Pipes Pvt. Ltd was

K.G.College, Pampady Page 13

Meaning of Job Satisfaction:-

Job Satisfaction means good or positive attitude or feeling towards

K.G.College, Pampady Page 14

Definition of Job Satisfaction

According to Fieldman and Arnold, “ Job Satisfaction will be defined