CHAPTER - I

INTRODUCTION

Employee satisfaction has been defined as a function of perceived performance and

expectations. It is a person’s feeling of pleasure or disappointment resulting from comparing a

products outcome to his/her expectations.

If the performance falls short of expectations, the employee is dissatisfied and if it

matches the expectations, the employee is satisfied. A high satisfaction implies improvement in

efficiency and performance doing work or service. The process is however, more complicated

then it appears. It is more important for any organization to offer high satisfaction, as it reflects

high loyalty and it will not lead to switching over once a better offer comes in.

RATIONALE BEHIND THE STUDY

Employees are the basis of every organization. Recruiting and retaining knowledgeable

people for the job is essential for an employer.

But it works only if employee satisfaction is considered more important because of it

employees attracted and not leave the company. It is require studying the various factors to

assess employee satisfaction level.

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 1.1 INTRODUCTION ABOUT THE STUDY

Employee’s satisfaction is the terminology used to describe whether employees are happy

and contented and fulfilling their desires and needs at work. Many measures meaning that

employee satisfaction is a factor in employee motivation, employee goal achievement, and

positive employee morale in the workplace.

As per Vroom “Employee Satisfaction is a positive orientation of an individual towards a

work role which he is presently occupying”

Employee satisfaction is a measure of how happy workers are with their job and working

environment. Keeping morale high among workers can be of tremendous benefit to any

company, as happy workers will be more likely to produce more, take fewer days off, and stay

loyal to the company. There are many factors in improving or maintaining high employee

satisfaction, which wise employers would do well to implement.

Employee satisfaction, while generally a positive in organization, can also be a bad luck

if mediocre employees stay because they are satisfied with your work environment.

Many experts believe that one of the best ways to maintain employee satisfaction is to

make workers feel like part of a family or team. Holding office events, such as parties or group

outings, can help build close bonds among workers. Many companies also participate in team-

building retreats that are designed to strengthen the working relationship of the employees in a

non-work related setting. Camping trips, paintball wars and guided backpacking trips are

versions of this type of team-building strategy, with which many employers have found success.

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 Of course, few workers will not experience a boost in morale after receiving more

money. Raises and bonuses can seriously affect employee satisfaction, and should be given when

possible. Yet money cannot solve all morale issues, and if a company with widespread problems

for workers cannot improve their overall environment, a bonus may be quickly forgotten as the

daily stress of an unpleasant job continues to mount.

If possible, provide amenities to your workers to improve morale. Make certain they have

a comfortable, clean break room with basic necessities such as running water. Keep facilities

such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary

for most businesses, allowing workers to keep family photos or small trinkets on their desk can

make them feel more comfortable and nested at their workstation. Basic considerations like these

can improve employee satisfaction, as workers will feel well cared for by their employers.

The backbone of employee satisfaction is respect for workers and the job they perform.

In every interaction with management, employees should be treated with courtesy and interest.

An easy avenue for employees to discuss problems with upper management should be

maintained and carefully monitored. Even if management cannot meet all the demands of

employees, showing workers that they are being heard and putting honest dedication into

compromising will often help to improve morale.

  Satisfaction = f(what employee expects, what she gets, time, back ground of the

employee- social, economic, cultural)

Satisfaction being a continuous process starts from the day 1 and gets reinforced with

time depending on the importance of the various factors considered to be important for the

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individual employee. Loyalty towards the organization starts to develop when the employee

continues to get the positive reinforcements on various important aspects for the duration of the

employment.

Core Values as a Foundation of Employee Satisfaction:

These are the values that have enabled employees to build the leading company in industry; these

are the values that will fuel employees’ worldwide growth in the coming years; and these are the

values that will drive employees’ career:

 Professionalism – Demonstrating professional methods, character and standards.

Treating prospects, clients and co-workers generously and charitably at all times, but

especially in the face of adversity.

 Enthusiasm – Showing excitement, optimism and passion for your work.

 Resourcefulness – Acting effectively and imaginatively to produce great results from

scarce resources.

 Self-directedness – Working independently and autonomously to achieve the goals set

by management.

 Ethics – Acting in accordance with the accepted principles of right and wrong that

govern the conduct of our profession.

 Unselfishness – Putting others before yourself, giving your time and effort for prospects,

clients and co-workers.  Showing cooperative effort as the member of a group to achieve

a common goal.

 Strategic-mindedness – Suggesting and implementing long-term improvements

springing from a sequence of short-term tasks.

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 1.2 INTRODUCTION ABOUT THE COMPANY

MILKA WONDER CAKE has become popular for manufacturing variety of cakes and

so it is recognized as one to the leading cake manufacturers in India. This famous company

produces cakes in terms of bar cakes, rich plum and roll cake. All variety of cake is being made

from the hygienic and nutritive raw materials like pure wheat flavors. The cakes produced by

Milka Wonder cake are healthy, tasty, hygienic and boosting. It (cake) yields much calorie too

and that assumes the significance of the best quality product. So it increases the number of

customers for the cake, day by day.

As part of bright expansion plans, our company Milka Wonder Cake has an export

house too. As it specifies in the quality product, it launches exporting to foreign countries. Many

sales are on in the foreign countries' soil. Foreign consumers' strength too increases day by day.

The New hope food Industries P (Ltd) was started on 13th December 1996 for

manufacturing bread and cakes. The company consists of board of directors, namely Mr.A.Raja.

The Company is situated at Chinnasadayam Palayam, and Erode-2. Mr.A.Raja is the chairman of

the company.

In the modern materialistic era, a person finds no time to cook anything. This has become

a major problem for most of the peoples in the cosmopolitan cities. To verify this Milka group

launched a product named “Milka Wonder Cake” which is something different from the ordinary

cakes. Cakes are being manufactured in the hygienic and clean atmosphere. No one can find

cream or design in the wonder cake. This renders the best services to the people equal to a hotel

or a mess.

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Some parents prefer wonder cake to their children as their lunch. Such types of cakes are also

increased by the following reason.

 More tastier

 Instant

 More nutritious

 Save time and energy

 Readily available at reasonable prices

 Available in different flavors.

This has contributed towards the development of the cake industry. A market in general

may describe as a place or geographical area where the buyers and sellers meet. God and

Services are offered for sale and transfer of title of ownership occurs, analysis of market include

product, promotional measures of obtaining sales to be analyzed.

A retailer or a retail stores is a business enterprise whose primary function is to sell to

ultimate customer. Jerome Cathy’s one which consist primary of buying a satisfying assortment

of goods available for reasonable price and after convincing the target consumers that the good

will satisfy them. Retailing therefore is the last activity of firm in selling goods and services to

the ultimate customer.

Retailers are understandably concerned with consumer and suppliers. They have been

portrayed as the buying agents for their customers. Majority of customers will be satisfied by the

price and quality of the cakes. Thus the first objective has been satisfied.

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ABOUT MANAGING DIRCTOR

Mr. A. Raja is not only a business icon but also an active Managing Director. His Fifteen

Years’ experience in the Bakery cake manufacturing field has resulted in the incorporation of a

company named M/S New Hope Food Industries Ltd. in the year 1996. His hi-tech knowledge in

cake manufacturing is vast. The rich experience helps him invent his own formula in

manufacturing this cake in the technology and catering. This cake has become known as

“MILKA WONDER CAKE “in its unique brand name. It stands No.1 product in its taste and

best in quality.

Being an educated man, Mr. A. Raja takes much interest in developing and catering

technology and skills in producing cakes. The taste of Milka Wonder Cake is a favorite of

everyone. Its name and fame has spread far and wide in India.

It is proud to remember that Mr. Raja, a Business magnet is a recipient of “ARCH OF

EXCELLENCE AWARD 97 " which was awarded in ALL INDIA ACHIEVER'S

CONFERENCE in recognition of his high level business services.

CAKE PACKAGING:

Our company specializes in consumers packing suitable to the customer's requirements

because of the staple commodity. There is a separate section which bestows care upon packaging

material used as per customer's requirement and guidelines.

Ours is a prompt packaging system that ensures safety of our cake products.

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STORAGE & SHIPPING:

Apart from manufacturing unit, our warehouse at Erode is well-known with hygienic

storage facilities for storing and shipping of cake products. The company maintains proper

ventilation and cleanliness with care. With periodical maintenance, dust free surroundings are

preserved. Hygienic work environment with proper food handling practices are maintained.

Strict hygienic regulation including no bare contact for packing staff and sanitized loading are

implemented very carefully. In case of export packing, our company takes much care in stuffing

items and a consolidated container take care the safety of our cake products. Our Milka Wonder

Cake scales new heights in future business as much the present as in the past. Continues to solicit

the patronage of our customers in marketing our products.

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TESTING LABORATORY

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RAW MATERIALS

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 The raw materials that are used for the products are:

 Maida

 Sugar

 Vanaspathi

 Egg

 Vegetable shortening

 Milk powder

 Salt

 Raising agent(500, 341)

 Class 2 preservative(282,319)

 Permitted Synthetic food colors(110)

 Added flavors

CAKE PRODUCTS

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 FRUIT CAKE PINEAPPLECAKE

CHOCOLATE CAKE ORANGE CHOCOLATE CAKE

ORANGE CAKE VANILLA CAKE

ARCH OF EXCELLENCE AWARD

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 It is proud to remember that Mr. Raja, Our Managing Director is a recipient of “ARCH OF

EXCELLENCE AWARD 97” which was awarded in All India Achiever's conference in

recognition of his high level business serve.

INFRASTURUCTURE

The company has constructed a huge warehouse with various sections to meet the market

demand within the stipulated time frame. As we are located in the heart of Coimbatore that is

also known as the Manchester of South India, we avail excellent transport facility to meet the

timely delivery clients.

QUALITY POLICY

We provide value and satisfaction to the customers through our quality products and

services. With strong dedication, discipline, desire, and delight, we provide superior agriculture

products such as coconut Fruits, Grass Mats, Red Chilies, Decorative Bamboo Basket, Coir Pith

Briquette, etc.

VISION & MISSION

We have achieved excellence in all aspects of the business such as products, services,

polices, etc. We endeavor to attain leadership in the respective domain by providing maximum

satisfaction to the clients. Besides, we work hard to bring new range of products in the market

meet the different requirements of the clients.

Milka provides employment for 110 employees. Milka is taking welfare and caring steps

for the employees. Milka provides various accommodation and transport facilities. This

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encourages training and personal growth of the employees. Milka had made its employees “The

strength of the company”. It has evolved into the force the growth of Milka. Milka also provides

Provident funds and Life Insurance for accidental coverage.

Milka’s is wide network. It spreads all over the South India. Thousands of Agencies,

Agent and Distributors are used for marketing the Milka products. About hundreds of vehicles

like Tempos, Lorries and Vans are servicing for Milka all over the network. These vast

distribution plans and facilities are provided to service and dedicate to the Milka’s ever growing

consumer population.

Name of CEO : Mr. A. RAJA

Establishment year : 1996

Primary Business Type : Wholesaler & Exporter

Market covered : India, African Countries, Singapore,

European countries & Western Countries

ORGANIZATION STRUCTURE

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CHAPTER - II
2.1 REVIEW OF LITERATURE
Some of the important studies conducted on the job satisfaction are reviewed here.

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 “Employee satisfaction is the individual employee’s general attitude towards the job. It is

also an employee’s cognitive and affective evaluation of his or her job.”

“Employee satisfaction is the terminology used to describe whether employees are happy

and contented and fulfilling their desires and needs at work. Many measures purport that

employee satisfaction is a factor in employee motivation, employee goal achievement, and

positive employee morale in the workplace.” -Susan M. Heath field

“Job satisfaction manifests itself in different ways in different people. Whether job

satisfaction is high or low depends on a number of factors including: how well a person’s needs

and wishes are met through work, working conditions, the way in which an individual defines

himself or herself through work, and individual personality.”

During defines job satisfaction as “Satisfaction is the amount 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 intensely, you will experience job dissatisfaction.

Long, Anthea (2005) the present paper investigates issues of job satisfaction and gender. In

particular, the findings that women are significantly happier in work than their male counterparts

are examined. To shed light on this issue, smaller subgroups of the total sample are analyzed and

more subjective variables (in addition to more traditional objective variables) are incorporated if

is found that differences in reported job satisfaction are more pronounced when looking at

individuals with lower levels of education in lower skilled jobs. The determinants of job

satisfaction for men and women in this group satisfaction for men and women in this group are

significantly different, this was not found to be the case when looking at higher skilled, higher

educated individuals. Women in this latter group exhibit similar (i.e., lower) levels of satisfaction

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to their male counterparts. If is conjectured that this result is due to differences in expectations of

work among men and women and also among women themselves.

Beam, Randal A (2006) data from a survey of 1,149 U.S journalist suggest news workers job

satisfaction is associated with perceptions about employer business and for organizations that

they perceive to be strongly profit – oriented and more satisfied with their jobs of they perceive

that their employees value good journalism. These relationships, however, vary by job role news

supervisors and rank-and file journalists not only have some those different effects on job

satisfaction in each group.

T.V.Rao ( 2001 ) the study titled, “ A study of human resource development concepts, structure

of HRD departments and HRD practices in India” stated that the HRD departments need to have

professionally trained and competent staff members so that they could make an impact, and

enhance the maturity levels of all the systems and sub – systems in the organizations. These

systems and sub systems have a lot of potential for giving competitive advantage through the

development of employees and their competencies.

A.DEVARAJU (2000) Job performance as “The amount of overall positive effect or feelings

that individuals have towards their job, “Job satisfaction it’s the amount of pleasure or

contentment associated with a job. If an employee likes his job intensely he will performance in

his job.

2.2 THEORITICAL BACKGROUND

THEORIE’S OF EMPLOYEE SATISFACTION

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 The company's ability to fulfill the physical, emotional, and psychological needs of its

employees. Satisfying the employee's all needs, so that he can give 100% to the company.

Satisfaction refers to the level of fulfillment on one's needs, desires, and wants. It can be

experienced in various levels or degrees.

Vital ingredients for any employee’s satisfaction are physical, security, social and egoistic

needs which satisfy individual’s psycho social.

1. Physical and Security need: This relates to satisfaction of bodily function like hunger,

thirst, shelter as well as to be secure in the employment.

2. Social Need: Since human beings are dependent on each other. There are some needs

which can be satisfied only when individual is recognized by other people.

3. Egoistic Need: This relates to man desire to mans desire to be dependant to do things of

his own end to sense of accomplishment

To a considerable extent however physical needs are satisfied off the job. Social needs are

satisfied through personal contacts around the job where egoistic needs are chiefly satisfied

through the job.

EQUITY THEORY

Equity Theory attempts to explain relational satisfaction in terms of perceptions of

fair/unfair distributions of resources within interpersonal relationships. Equity theory is

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considered as one of the justice theories. It was first developed in 1962 by John Stacey Adams, a

workplace and behavioral psychologist, who asserted that employees seek to maintain equity

between the inputs that they bring to a job and the outcomes that they receive from it against the

perceived inputs and outcomes of others (Adams, 1965). The belief is that people value fair

treatment which causes them to be motivated to keep the fairness maintained within the

relationships of their co-workers and the organization. The structure of equity in the workplace is

based on the ratio of inputs to outcomes. Inputs are the contributions made by the employee for

the organization; this includes the work done by the employees and the behavior brought by the

employee as well as their skills and other useful experiences the employee may contribute for the

good of the company.

The idea is to have the rewards (outcomes) be directly related with the quality and

quantity of the employees contributions (inputs). If both employees were perhaps rewarded the

same, it would help the workforce realize that the organization is fair, observant, and

appreciative. This can be illustrated by the following equation:

Inputs: Time, Effort, Loyalty, Hard Work, Commitment, Ability, Adaptability, Flexibility,

Tolerance, Determination, Enthusiasm, Personal sacrifice, Trust in superiors, Support from co-

workers and colleagues, and Skill

Outcomes: Outputs are defined as the positive and negative consequences that an individual

perceives a participant has incurred as a consequence of his/her relationship with another. When

the ratio of inputs to outcomes is close, than the employee should have much satisfaction with

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their job. Outputs can be both tangible and intangible (Walster, Traupmann & Walster, 1978).

Typical outcomes include any of the following: Job security, Esteem, Salary, Employee benefit,

Expenses, Recognition, Reputation, Responsibility, Sense of achievement, Praise, Thanks, and

Stimuli.

EXPECTANCY THEORY (VROOM’S THEORY)

Expectancy theory is about the mental processes regarding choice, or choosing. It

explains the processes that an individual undergoes to make choices. In organizational behaviour

study, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale

School of Management.

Expectancy theory predicts that employees in an organization will be motivated when they

believe that:

 putting in more effort will yield better job performance

 better job performance will lead to organizational rewards, such as an increase in salary

or benefits

 These predicted organizational rewards are valued by the employee in question.

"This theory emphasizes the needs for organizations to relate rewards directly to performance

and to ensure that the rewards provided are those rewards deserved and wanted by the

recipients."

Emphasizes self interest in the alignment of rewards with employee's wants. Emphasizes the

connections among expected behaviours, rewards and organizational goals.

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 Vroom's theory assumes that behaviour results from conscious choices among alternatives

whose purpose it is to maximize pleasure and to minimize pain. Together with Edward Lawler

and Lyman Porter, Vroom suggested that the relationship between people's behaviour at work

and their goals was not as simple as was first imagined by other scientists. Vroom realized that

an employee's performance is based on individual factors such as personality, skills, knowledge,

experience and abilities.

Victor H. Vroom introduces three variables within the expectancy theory which are valence

(V), expectancy (E) and instrumentality (I). The three elements are important behind choosing

one element over another because they are clearly defined: effort-performance expectancy (E>P

expectancy), performance-outcome expectancy (P>O expectancy).

E>P expectancy: Our assessment of the probability our efforts will lead to the required

performance level.

P>O expectancy: Our assessment of the probability our successful performance will lead to

certain outcomes.

Vroom’s model is based on three concepts:

1. Valence - Strength of an individual’s preference for a particular outcome. For the

valence to be positive, the person must prefer attaining the outcome to not attaining it.

2. Instrumentality – Means of the first level outcome in obtaining the desired second level

outcome; the degree to which a first level outcome will lead to the second level outcome.

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 3. Expectancy - Probability or strength of belief that a particular action will lead to a

particular first level outcome.

Vroom says the product of these variables is the motivation.

In order to enhance the performance-outcome tie, managers should use systems that tie

rewards very closely to performance. Managers also need to ensure that the rewards provided are

deserved and wanted by the recipients. In order to improve the effort-performance tie, managers

should engage in training to improve their capabilities and improve their belief that added effort

will in fact lead to better performance.

MASLOW'S HIERARCHY OF NEEDS

Maslow's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in

his 1943 paper A Theory of Human Motivation. Maslow subsequently extended the idea to

include his observations of humans' innate curiosity.

Maslow’s hierarchy of needs is most often displayed as a pyramid. The lowest levels of

the pyramid are made up of the most basic needs, while the more complex needs are located at

the top of the pyramid. Needs at the bottom of the pyramid are basic physical requirements

including the need for food, water, sleep and warmth. Once these lower-level needs have been

met, people can move on to the next level of needs, which are for safety and security.

As people progress up the pyramid, needs become increasingly psychological and social.

Soon, the need for love, friendship and intimacy become important. Further up the pyramid, the

need for personal esteem and feelings of accomplishment take priority. Like Carl Rogers,

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Maslow emphasized the importance of self-actualization, which is a process of growing and

developing as a person to achieve individual potential.

Maslow believed that these needs are similar to instincts and play a major role in

motivating behavior. Physiological, security, social, and esteem needs are deficiency needs (also

known as D-needs), meaning that these needs arise due to deprivation. Satisfying these lower-

level needs is important in order to avoid unpleasant feelings or consequences.

Maslow termed the highest-level of the pyramid as growth need (also known as being

needs or B-needs). Growth needs do not stem from a lack of something, but rather from a desire

to grow as a person.

There are five different levels in Maslow’s hierarchy of needs:

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 1. Physiological Needs: These include the most basic needs that are vital to survival, such

as the need for water, air, food and sleep. Maslow believed that these needs are the most

basic and instinctive needs in the hierarchy because all needs become secondary until

these physiological needs are met.

2. Security Needs: These include needs for safety and security. Security needs are

important for survival, but they are not as demanding as the physiological needs.

Examples of security needs include a desire for steady employment, health insurance,

safe neighborhoods and shelter from the environment.

3. Social Needs: These include needs for belonging, love and affection. Maslow considered

these needs to be less basic than physiological and security needs. Relationships such as

friendships, romantic attachments and families help fulfill this need for companionship

and acceptance, as does involvement in social, community or religious groups.

4. Esteem Needs: After the first three needs have been satisfied, esteem needs becomes

increasingly important. These include the need for things that reflect on self-esteem,

personal worth, social recognition and accomplishment.

5. Self-actualizing Needs: This is the highest level of Maslow’s hierarchy of needs. Self-

actualizing people are self-aware, concerned with personal growth, less concerned with

the opinions of others and interested fulfilling their potential.

TWO-FACTOR THEORY

The two-factor theory (also known as Herzberg's motivation-hygiene theory) was

developed by Frederick Herzberg, a psychologist who found that job satisfaction and job

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dissatisfaction acted independently of each other. The theory states that there are certain factors

in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction.

The two-factor, or motivation-hygiene theory, developed from data collected by Herzberg

from interviews with a large number of engineers and accountants in the Pittsburgh area. From

analyzing these interviews, he found that job characteristics related to what an individual does —

that is, to the nature of the work he performs — apparently have the capacity to gratify such

needs as achievement, competency, status, personal worth, and self-realization, thus making him

happy and satisfied. However, the absence of such gratifying job characteristics does not appear

to lead to unhappiness and dissatisfaction. Instead, dissatisfaction results from unfavorable

assessments of such job-related factors as company policies, supervision, technical problems,

salary, interpersonal relations on the job, and working conditions. Thus, if management wishes to

increase satisfaction on the job, it should be concerned with the nature of the work itself — the

opportunities it presents for gaining status, assuming responsibility, and for achieving self-

realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus

on the job environment — policies, procedures, supervision, and working conditions. If

management is equally concerned with both then managers must give attention to both sets of

job factors.

Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the

other diminishes, but are independent phenomena. This theory suggests that to improve job

attitudes and productivity, administrators must recognize and attend to both sets of

characteristics and not assume that an increase in satisfaction leads to decrease in un-pleasurable

dissatisfaction.

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Two-factor theory distinguishes between:

 Motivators (e.g. challenging work, recognition, responsibility) which give positive

satisfaction, arising from intrinsic conditions of the job itself, such as recognition,

achievement, or personal growth, and

 Hygiene factors (e.g. status, job security, salary and fringe benefits) which do not give

positive satisfaction, although dissatisfaction results from their absence. These are

extrinsic to the work itself, and include aspects such as company policies, supervisory

practices, or wages/salary.

Essentially, hygiene factors are needed to ensure an employee is not dissatisfied. Motivation

factors are needed in order to motivate an employee to higher performance, Herzberg also further

classified our actions and how and why we do them, for example, if you perform a work related

action because you have to then that is classed as movement, but if you perform a work related

action because you want to then that is classed as motivation.

The following table presents the top six factors causing dissatisfaction and the top six factors

causing satisfaction, listed in the order of higher to lower importance.

Leading to satisfaction Leading to dissatisfaction

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  Achievement  Company policy

 Recognition  Supervision

 Work itself  Relationship with boss

 Responsibility  Work conditions

 Advancement  Salary

 Growth  Relationship with peers

 Security

Herzberg reasoned that because the factors causing satisfaction are different from those causing

dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The

opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite

of dissatisfaction is no dissatisfaction.

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DETERMINANTS OF EMPLOYEE SATISFACTION

Employee satisfaction is a multi-variable and indescribable concept. There are number of factors

that influence employee satisfaction. These factors can be classified into two categories.

A) Organizational Variables:

The organizational determinants of employee satisfaction play a very important role. The

employees spend major part of their time in organization so there are number of organizational

factors that determine employee satisfaction of the employees. The employee satisfaction in the

organizations can be increased by organizing and managing the organizational factors.

1) Overall Individual satisfaction: Employees be should satisfy with the organization as a great

place to work.

2) Compensation and Benefits: This is the most important variable for employee satisfaction.

Compensation can be described as the amount of reward that a worker expects from the job.

Employees should be provided with competitive salary packages and they should be satisfied

with it when comparing their pay packets with those of the outsiders who are working in the

same industry. A feeling of employee satisfaction is felt by attaining fair and equitable rewards.

3) Nature of Work: The nature of work has significant impact on the employee satisfaction.

Employee satisfaction is highly influenced by the nature of work. Employees are satisfied with

job that involves intelligence, skills, abilities, challenges and scope for greater freedom. Job

dissatisfaction arises with a feeling of boredom, poor variety of tasks, frustrations and failures.

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4) Work Environment and Conditions: Employees are highly motivated with good working

conditions as they provide a feeling of safety, comfort and motivation. On contrary, poor

working conditions brings out a fear of bad health in employees. Employees spend 6 to 8 hours

at their workplace every day which makes a workplace their second home. It is up to the

employers to see and make sure that the office is fully facilitated and is in good working order. It

must be well lit and well ventilated with the right amount of lights, fans, air-conditioning.

Cleanliness is of utmost importance as there are a huge number of workers working at a job

place. The offices, cubicles, rest area, washrooms, kitchen & serving area must be neat and

clean. The more comfortable the working environment is more productive will be the employees.

5) Job Content: Factors like recognition, responsibility, advancement, achievement etc can be

referred to as job content. A job that involves variety of tasks and less monotonous results

delivers greater employee satisfaction. A job that involves poor content produces job

dissatisfaction.

6) Job Satisfaction: Job satisfaction is the favorableness or un-favorableness with which

employees view their work. As with motivation, it is affected by the environment. Job

satisfaction is impacted by job design. Jobs that are rich in positive behavioral elements – such as

autonomy, task identity, task significance and feedback contribute to employee’s satisfaction.

Likewise, orientation is important because the employee’s acceptance by the work group

contributes to satisfaction. Each element of the environmental system, can attract or detract from

job satisfaction.

7) Organizational Level: The jobs that are at higher levels are viewed as prestigious, esteemed

and opportunity for self-control. The employees that are working at higher level jobs express

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greater employee satisfaction than the ones working at lower level jobs.

8) Opportunities for Promotion: Promotion can be reciprocated as a significant achievement in

the life. It promises and delivers more pay, responsibility, authority, independence and status. So,

the opportunities for promotion determine the degree of satisfaction to the employees.

9) Work Group: There is a natural desire of human beings to interact with others and so

existence of groups in organizations is a common observable fact. This characteristic results in

formation of work groups at the work place. Isolated workers dislike their jobs. The work groups

make use of a remarkable influence on the satisfaction of employees. The satisfaction of an

individual is dependent on largely on the relationship with the group members, group dynamics,

group cohesiveness and his own need for affiliation.

10) Leadership Styles: The satisfaction level on the job can be determined by the leadership

styles. Employee satisfaction is greatly enhanced by democratic style of leadership. It is because

democratic leaders promote friendship, respect and warmth relationships among the employees.

On contrary, employees working under authoritarian and dictatorial leaders express low level of

employee satisfaction.

11) Communication Methods: When administrative policies and all important announcements

are communicated to the employees, it boosts their morale. The methods chosen for

communication also play an integral role. Some of the methods that could be used are intranet,

monthly newsletters, weekly meetings etc...

12) Safety measures: An employer must make sure that he provides a safe environment to

his/her employee. The security measures outside office include security guards and parking

facility. While inside the office, there must be introduced a safe environment for male and

female employees to work so that if an employee has to work late hours she/he should feel safe

30
and comfortable working in his/her office. There must be no discrimination or harassment

practiced and the employee should be given equal opportunity to grow as an individual despite

being male or female.

B) PERSONAL VARIABLES:

The personal determinants also help a lot in maintaining the motivation and personal factors of

the employees to work effectively and efficiently. Employee satisfaction can be related to

psychological factors and so numbers of personal factors determine the employee satisfaction of

the employees.

1) Personality: The personality of an individual can be determined by observing his individual

psychological conditions. The factors that determine the satisfaction of individuals and his

psychological conditions is perception, attitudes and learning.

2) Age: Age can be described as a noteworthy determinant of employee satisfaction. It is

because younger age employees possessing higher energy levels are likely to be having more

employee satisfaction. In older age, the aspiration levels in employees increase. They feel

completely dissatisfied in a state where they are unable to find their aspiration fulfilled.

3) Education: Education plays a significant determinant of employee satisfaction as it provides

an opportunity for developing one’s personality. Education develops and improvises individual

wisdom and evaluation process. The highly educated employees can understand the situation

and asses it positively as they possess persistence, rationality and thinking power.

31
4) Gender Differences:

The gender and race of the employees plays important determinants of Employee satisfaction.

Women, the fairer sex, are more likely to be satisfied than their male counterpart even if they

are employed in small jobs. The employee satisfaction can also be determined by other factors

like learning, skill autonomy, job characteristics, unbiased attitude of management, social status

etc. It is important for managers to consider all these factors in assessing the satisfaction of the

employees and increasing their level of employee satisfaction.

WHY IS EMPLOYEE SATISFACTION IMPORTANT?

Purpose / benefits of employee satisfaction include as follows:

1. Importance of employee satisfaction for organization

• Enhance employee retention.

• Increase productivity.

• Increase customer satisfaction

• Reduce turnover, recruiting, and training costs.

• Enhance customer satisfaction and loyalty.

• More energetic employees.

• Improve teamwork.

• Higher quality products and/or services due to more competent, energized employees.

32
2. Importance of employee satisfaction for employee

• Employee will believe that the organization will be satisfying in the long run.

• They will care about the quality of their work.

• They will create and deliver superior value to the customer.

• They are more committed to the organization.

• Their works are more productive.

OUTCOME OF EMPLOYEE SATISFACTION

 Satisfaction and Productivity: Satisfied employees are not necessarily more productive.

Employee productivity is higher in organization with more satisfied employees.

 Satisfaction and Absenteeism: Satisfied employees have few avoidable absenteeism.

 Satisfaction and Turnover: Satisfied employees are less likely to quit. Organization

takes actions to retain high performers and to weed out lower performers.

 Satisfaction and Organization Behavior: Satisfied employees who feel fairly treated by

and are trusting of the organization are more willing to engage in behaviors that go

beyond the normal expectation of their job.

 Satisfied employee increase Customer Satisfaction: Because they are more friendly,

upbeat and responsive. They are less likely to turnover which helps build long-term

customer relationship. They are experienced.

33
 CHAPTER - III

3.1 SIGNIFICANCE AND NEED FOR STUDY

The employee satisfaction is the orientation of the industry towards his work role, which

he/she is presently playing. The organization will only thrive and survive when its employees are

satisfied.

This makes person says completely that he/she is fully satisfied with the job. This study

conducted so that the employees give their full, honest and frank opinion by remaining

anonymous about how they feel about their jobs.

The survey is also useful way to assess the training needs and also a tangible expression

of the management’s interest in the employee welfare, which would give the employee a cause to

have and feel better towards the management.

34
 3.2 OBJECTIVES OF THE STUDY
This study contains the following objectives.

1. To access the satisfaction level of employees.

2. To know the employee satisfaction towards the facilities available in the company.

3. To identify the factor which influences the job satisfaction of employees.

4. To identify the factor which improve the satisfaction level of employees.

5. To identify the employees expectation from the company.

6. To offer valuable suggestion to improve the satisfaction level of employees.

35
 3.3 SCOPE OF THE STUDY

This study emphasis in the following scope:

 The study helps the researcher to find out which factor influence the employees

satisfaction.

 The study is helpful in fulfilling the employee’s expectation.

 This study helps to employees for further development regarding employee satisfaction.

 The suggestions of the study help to overcome the dissatisfaction of employees.

36
 3.4 LIMITATIONS OF STUDY

Each and every task has certain limitations and hurdles in the course of its performance. But this

does not mean that the task should stick up whenever certain limitations come up. The need is to

try one’s level best to solve incoming limitations

 Due to time restriction (two months) more survey can’t be conducted.

 Number of samples is only 110.

 The employee’s satisfaction level will change time to time due to psychological, social

and environmental factors.

 The analysis made in the study depends fully on the information given by the

respondents.

 It does not ensure proportionate representation to all constituent group of population.

 Some respondents hesitated to give the actual situation; due to some organization

restrictions.

37
 CHAPTER – IV

RESEARCH METHODOLOGY

MEANING OF RESEARCH

“Research is a common parlance refers to search for Knowledge.”

The advance learner’s dictionary of current English lays down the meaning of research as,

“A careful investigation or inquiry especially through search for new facts in any branch

of knowledge.”

RESEARCH METHODOLOGY

“Research Methodology is a way of systematically solve the research problem”.

The methodology followed for conducting the study includes the specification of research

design, sample method, population, sample design, data collection method, questionnaire design

and statistical tools used for analyzing the collected data.

RESEARCH DESIGN

The research design used for this study is of the Descriptive Research type.

SAMPLE METHOD

The two major methods are probability and non-probability sampling technique. The study

requires probability sampling method whereas “Random Sampling Method” is used.

POPULATION

The total element of the universe from which sample is selected for the purpose of study is

known as population. The population of my research is the employees of company (110

employees).
38
SAMPLE DESIGN FOR THE STUDY

SAMPLING METHOD : Simple Random sampling.

SAMPLE SIZE : 110 employees.

SAMPLE UNIT : Employees of New Hope Food Industries Pvt. Ltd, Erode.

DATA COLLECTION

THE DATA SOURCE

Primary Data: Primary data are those, which are collected afresh and for the first time and thus

happen to be original in character, questions and interviews methods were accede to collect

primary data by visiting the factory premises and various departments in it. It was collected from

the employees working in the factory. Here the information is gathered from the employees by

the survey method, who was not willing or who did not have time for or who was shy about it.

Secondary Data: It is collected from the internal records of the company. It is somewhat

essential to a researcher to refer the available data’s regarding to the employees activities such as

attendance record, time of incoming and outgoing to the company, salary statement and so on in

the company.

THE RESEARCH APPROACH

SURVEY METHOD: The most widely used technique of gathering primary data is the survey

method. The sources interviewed personally at the place of work and also with questionnaires. It

39
is a direct and more flexible form of investigation involving face- to- face communication and

through recorded questionnaires filled in personally. The information is qualitative, quantitative

and accurate.

THE RESEARCH INSTRUMENT

 Questionnaire Method,

 Interview Method.

THE RESPONDENTS

All kinds of Employees in the company.

QUESTIONNAIRE DESIGN

 General questions (name, age, gender, designation etc)

 YES/NO questions,

 Interval scale,

 Rank order method,

 Rating scale method(graphic and itemized),

 Likert scale method.

AREAS OF STUDY

The area of the study is New Hope Food Industries (P) Ltd, Erode.

40
TOOLS USED FOR ANALYZING THE DATA

This constitutes an integral part of research analysis. Hence any analysis of data compiled

should be subjected to relevant analysis so that meaningful conclusions could be arrived. The

statistical tools applied in this research are,

o Simple percentage method

o Weighted average method

1. Simple percentage method:

A simple percentage statistical tool was used to identify the percentage of

respondent’s responses.

Percentage = (No of respondents/ Total no of samples) * 100.

2. Weighted average mean:

The weights stand for the relative importance of the different items

ΣWiΣXi

W=

ΣW

Where Wi = weighted average mean

X = weighted value

W = respondents

41
 CHAPTER - V

DATA ANALYSIS AND INTERPRETATION

Table no: 5.1.1 AGE OF THE RESPONDENTS

The table shows the Age of the respondents, herewith the classification of the age is divided

into three categories. The first categories are below 25 years of age and the second categories

are from 25 – 40 years of age and finally the last category of the age is above 40 years of the

age.

S.No Particulars No. of Respondents Percentage

1 Below 25 years 51 46

2 25-40 years 46 42

3 Above 40 years 13 12

Total 110 100

TOOLS: PERCENTAGE ANALYSIS

DATA: PRIMARY DATA

INTERPRETATION:

42
 From the above table, 46% of the respondents are from below 25 years of

the age and then 42% of the respondents are from the 25 - 40 years of the age and finally, the last

categories of the 12% of the respondents are from the above 45 years of the age.

Chart No: 5.1.1 AGE OF THE RESPONDENTS

50
46
45 42
40
PERCENTAGE

35
30
25
20
15 12
10
5
0
Below 25 years 25-40 years Above 40 years

AGE

43
Table no: 5.1.2 GENDER OF THE RESPONDENTS

The table shows the Gender of the respondents, herewith the classification of the gender is

divided into two categories. The first categories are male respondents and the second

categories are female respondents.

S.No Particulars No. of Respondents Percentage

1 Male 58 53

2 Female 52 47

Total 110 100

TOOLS: PERCENTAGE ANALYSIS

DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 53% of the respondents are from male category and

47% of the respondents are from female category.

44
Chart No: 5.1.2 GENDER OF THE RESPONDENTS

53
53
52
PERCENTAGE

51
50
49
48
47 47
46
45
44
Male
Female

GENDER

45
Table no: 5.1.3 MARITAL STATUS OF THE RESPONDENTS

The table shows the Marital Status of the respondents, herewith the classification of the

marital status is divided into two categories.. The first categories are married respondents and

the second categories are unmarried respondents.

S.No Particulars No. of Respondents Percentage

1 Married 60 55

2 Unmarried 50 45

Total 110 100

TOOLS: PERCENTAGE ANALYSIS

DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 55% of the respondents are belongs to the married

category and 45% of the respondents are belongs to the unmarried category.

46
Chart No: 5.1.3 MARITAL STATUS OF THE RESPONDENTS

60 55

50
45

40
PERCENTAGE

30

20

10

0
Married
Unmarried

MARITAL STATUS

47
Table no: 5.1.4 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

The table shows the Educational Qualification of the respondents, herewith the

classification of the educational qualification is divided into five categories. The first

categories are the respondent who completes their post graduation will come under this

category and the second categories of the respondents who completes Under graduation or

diploma and the third category respondents are who completed HSC/SSLC and the fourth

category of the respondents are below than HSC/SSLC and finally, the fifth category of the

respondents are from uneducated list.

S.No Particulars No. of Respondents Percentage

1 Post Graduate 10 9

2 Under Graduate/Diploma 22 20

3 HSC/SSLC 31 28

4 Less than HSC/SSLC 45 41

5 Uneducated 2 2

Total 110 100

TOOLS: PERCENTAGE ANALYSIS

48
DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 9% of the respondents are from post graduation and

then 20% of the respondents are from Under graduation or diploma and 28% of the

respondents are from completion of their HSC/SSLC and 41% of the respondents are from

less than HSC/SSLC and finally, the 2% of the respondents are from uneducated list.

Chart No: 5.1.4 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

PERCENTAGE

49
45 41

40

35
28
30

25
20
20

15
9
10

5 2

0
te

LC

LC

ed
om
ua

SS

SS

at
uc
ad

pl

C/

C/
Di

ed
HS

HS
Gr

e/

Un
st

an
at
Po

du

th
ra

ss
Le
rG
de
Un

EDUCATIONAL QUALIFICATION

Table no: 5.1.5 DEPARTMENT WISE CLASSIFICATION OF THE RESPONDENTS

The table shows the Department wise classification of the respondents, herewith the

classification of the respondents is from various departments. The major classification of the

departments is divided into seven categories.

S.No Particulars No. of Respondents Percentage

1 General and 12 11
Administration

2 Production 76 69

50
 3 Sales and Marketing 7 6

4 Laboratory 3 3

5 Others(Driver, Electrician, 12 11
Sweeper, Security)

Total 110 100

TOOLS: PERCENTAGE ANALYSIS

DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 5% of the respondents are from General and

Administration and then 2% of the respondents are from Human Resource and 4% of the

respondents are from Finance and 69% of the respondents are from Production and 6% of the

respondents are from Sales and Marketing and 3% of the respondents are from Laboratory

finally, the 11% of the respondents are from Others category like (Driver, Electrician,

Sweeper, Security).

Chart No: 5.1.5 DEPARTMENT WISE CLASSIFICATION OF THE RESPONDENTS

51
 69

60
40
PERCENTAGE

11 6 11
20 3
0

DEPARTMENTS

Table no: 5.1.6 MONTHLY SALARY CLASSIFICATION OF THE RESPONDENTS

The table shows the monthly salary classification to the respondents, herewith the

classification of the respondents is based on their monthly income. The first category of the

respondents will be in the category of less than Rs 3,000 and the second category of the

respondents will be in the category Rs 3,000 – 5,000 and the third category of the

respondents will be in the category Rs 5,001 – 10,000 and then finally, the fourth category of

the respondents will be in the category Above Rs 10,000.

S.No Particulars No. of Respondents Percentage

1 Less than Rs 3,000 72 65

52
 2 Rs 3,000 – 5,000 26 24

3 Rs 5,001 – 10,000 12 11

4 Above Rs 10,000 - -

Total 110 100

TOOLS: PERCENTAGE ANALYSIS

DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 65% of the respondents are in Less than Rs 3,000

and then 24% of the respondents are in Rs 3,000 – 5,000 and 11% of the respondents are in

Rs 5,001 – 10,000 and there was no respondents earning the salary above 10,000.

Chart No: 5.1.6 MONTHLY SALARY CLASSIFICATION OF THE RESPONDENTS

53
 PERCENTAGE

70 65

60

50

40

30 24

20 11
10
0
0
Less than Rs 3,000 Rs 3,000 – 5,000 Rs 5,001 – 10,000 Above Rs 10,000

MONTHLY SALARY

54
Table no: 5.1.7 EXPERIENCE WISE CLASSIFICATION OF THE RESPONDENTS

The table shows the experience classification of the respondents, herewith the experience is

classified into four divisions. The first category is the respondents who have the less than one

year of the experience and the second category is the respondents who have more than one

years of the experience and the third category is the respondents who have more than three

years of the experience and finally, the fourth category is the respondents who have above

five years of the experience in their job.

S.No Particulars No. of Respondents Percentage

1 Less than 1 year 19 17

2 Above 1 year 60 55

3 Above 3 year 19 17

4 Above 5 year 12 11

Total 110 100

55
TOOLS: PERCENTAGE ANALYSIS

DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 17% of the respondents are having Less than one

year experience and then 55% of the respondents are having more than one year of

experience and 17% of the respondents are having more than three year of experience and

11% of the respondents are having above five year of experience.

Chart No: 5.1.7 EXPERIENCE WISE CLASSIFICATION OF THE RESPONDENTS

60 55

50
PERCENTAGE

40

30
17 17
20
11

10

0
Less than 1 year Above 1 year Above 3 year Above 5 year

56
 EXPERIENCE

Table no: 5.1.8

RESPONDENTS OPINION ABOUT PROMOTIONAL OPPORTUNITIES IN THE

COMPANY

PROMOTIONAL OPPORTUNITIES: The promotional opportunities will be the major

part in the satisfaction of the employees on their job. This table shows the respondents

answers to the about the promotional opportunities.

S.No Particulars No. of Respondents Percentage

1 YES 79 72

2 NO 31 28

Total 110 100

TOOLS: PERCENTAGE ANALYSIS

DATA: PRIMARY DATA

57
INTERPRETATION:

From the above table, 72% of the respondents say that the company

involves in the promotional opportunities and 28% of the respondents say that the company

doesn’t involves in the promotional opportunities.

Chart No: 5.1.8

RESPONDENTS OPINION ABOUT PROMOTIONAL OPPORTUNITIES IN THE

COMPANY

80
72
70

60

50

40

30 28

20

10

0
YES` NO

58
Table no: 5.1.9

RESPONDENTS OPINION ABOUT WELFARE MEASURES IN THE COMPANY

The table shows the opinion of the respondents about the welfare measures provided in the

company

S.No Particulars No. of Respondents Percentage

1 YES 80 73

2 NO 30 27

Total 110 100

TOOLS: PERCENTAGE ANALYSIS

DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 73% of the respondents say that the company

involves in the welfare measures and 27% of the respondents say that the company doesn’t

involves in the welfare measures.

59
60
Chart No: 5.1.9

RESPONDENTS OPINION ABOUT WELFARE MEASURES IN THE COMPANY

80
73
70

60

50

40

30 27

20

10

0
YES` NO

61
Table no: 5.1.10 RESPONDENTS LIKING OF THE JOB

The table shows the respondents liking of the job, the satisfaction on the job of the

employees only gets fulfilled if they likes their job very much. Here, the satisfactory on their

job of the employees is categorized into three major levels. First category belongs to the

satisfactory level and second category belongs to the neutral position which means both the

satisfactory and also in dissatisfactory and the third category belongs to the dissatisfaction

level.

S.No Particulars No. of Respondents Percentage

1 Satisfy 73 66.5

2 Neutral 30 27

3 Dissatisfy 7 6.5

Total 110 100

TOOLS: PERCENTAGE ANALYSIS

DATA: PRIMARY DATA

INTERPRETATION:

From the above table, 66.5% of the respondents say that they likes their

job and 27% of the respondents say that they in the neutral and 6.5% of the respondents say

that they dislikes their job.

Chart no: 5.1.10 RESPONDENTS LIKING OF THE JOB

62
 PERCENTAGE

66.5
70

60

50

40
27
30

20
6.5
10

0
Satisfy Neutral Dissatisfy

LIKING OF THE JOB

63
 5.2 WEIGHTED AVERAGE METHOD

TOP FIVE RANKINGS OF THE RESPONDENTS FOR THE

FACILITIES PROVIDED

The table shows top five rankings of the respondents for the facilities provided by the

company(A – Free Bus/ Van , B – Canteen , C – Accommodation, D – Free tour per year, E

– Bonus, F – Medical Facility, G – Leave policy, H – Training for Workers, I – Grievance

Management System). The all kinds of the respondents as say that the above facilities are

available in the company. Based on that, the respondents were asked to give the top five facilities

which of they likes most from above. Here, the classification of the respondents answer will be

separately described for the top five rankings and to analyze which factor has more weight.

TABLE No: 5.2.1

FACILITIES RANKINGS
First Second Third Fourth Fifth
A-Free bus/van 2 4 13 23 46
B-Canteen 1 1 4 3 3
C-Accommodation 2 3 3 2 2
D-Free tour per year 9 24 13 17 17
E-Bonus 53 28 13 7 3
F-Medical facility 9 22 28 12 13

64
 G-Leave policy 3 5 22 22 4
H-Training for workers 30 9 12 22 14
I-Grievance management system 1 14 2 1 8

W X1W1 X2W2 X3W3 X4W4 X5W5 X6W6 X7W7 X8W8 X9W9

1 2 1 2 9 53 9 3 30 1

2 4 2 6 48 56 44 10 18 28

3 39 12 9 39 39 84 66 36 6

4 92 12 8 68 28 48 88 88 4

5 230 15 10 85 15 65 20 70 40

∑XiWi 367 42 35 249 191 250 182 242 79

∑XiWi/ n 3.33 0.38 0.31 2.26 1.73 2.27 1.65 2.2 0.71

WEIGHTAGE I VIII IX III V II VI IV VII

CALCULATION RESULTS:

Here, the weight was given to the rankings as (first–1, second–2, third–3, fourth–4, and fifth–5)

TABLE No: 5.2.1.1

INTERPRETATION:

The first facility (A – Free Bus / Van) with 3.33 shows the highest weight in the

list of facilities provided by the company and the lowest weight is 0.31 were the (C -

Accommodation) facility provided by the company.

RESPONDENTS RESULTS FOR THE STATEMETNS RELATED TO

SATISFACTION LEVEL

65
The Respondents were asked to state their level of satisfaction relating to ten factors. Based on

their responses the satisfaction score obtained by each respondent was found out. Points or

scores were allocated based on the response. The scores were allocated as follow and to analyze

which statement has more weight.

Strongly agree = 5, Agree= 4, Neutral = 3, Disagree =2, strongly disagree = 1

TABLE No: 5.2.2

S.N
O STATEMENTS No. of Respondents
5 4 3 2 1
1. The company shows genuine interest in the well being of all employees
and even support them during personal emergencies. 14 32 44 11 9
2. Workers are encouraged to suggest new ideas about their work and
Weaknesses of workers are communicated to them in a non-threatening 13 33 45 11 8
way.
3. The company provides excellent benefits and welfare facilities for the
employees and their families. 21 34 32 14 9
4. I believe that the work atmosphere is friendly.
18 47 26 11 8
5. My working environment is satisfactory and I have adequate facilities
to do my job. 21 44 28 10 7
6. I believe that the company communicates the entire of its goals &
strategies effectively to workers and I have good understating about the 21 45 23 13 8
company’s plans/schemes.
7. My performance for every year is reviewed and discussed with me and
I am satisfied of the performance evaluating method. 20 43 24 13 10
8. I agree that the Company’s compensation package matches similar
organizations in the industry and All the allowances and advances are 28 36 20 16 10
provided on time.
9. My Manager/Supervisor communicates my weaknesses and helps me in
overcoming them and gives appreciation to good work done by me 30 32 23 16 9
promptly.
10. I feel that the Manager/Supervisor and subordinates relationship are
good and I trusted and interested to do my job. 35 36 24 9 6

CALCULATION RESULTS:

Here, the weight was given to the ratings as (Strongly agree = 5, Agree= 4, Neutral = 3,
Disagree =2, strongly disagree = 1)

66
 W X1W1 X2W2 X3W3 X4W4 X5W5 X6W6 X7W7 X8W8 X9W9 X10W10

1 9 8 9 8 7 8 10 10 9 6

2 22 22 28 22 20 26 26 32 32 18

3 132 135 96 78 84 69 72 60 69 72

4 128 132 136 188 176 180 172 144 128 144

5 70 65 105 90 105 105 100 140 150 175

∑XiWi 361 362 374 386 392 388 380 386 388 415

∑XiWi/ n 3.28 3.29 3.4 3.5 3.56 3.52 3.45 3.5 3.52 3.77

WEIGHTAGE VIII VII VI IV II III V IV III I

TABLE No: 5.2.2.1

INTERPRETATION:

The last statement which related to the satisfaction level shows the more weight with 3.77 values

and the first statement which related to the satisfaction level shows the lowest weight with 3.28

values.

CHAPTER - VI

FINDINGS

1. Majority of the respondents are belongs to 25 years of age category. (46%)

2. Majority of the respondents are belonging to the male category. (53%)

3. Majority of the respondents are married. (55%)

67
4. Majority of the respondents are belonging to the less then HSC/ SSLC.

(41%)

5. Majority of the respondents are from production department (69%).

6. Majority of the respondents are earning less than Rs.3000 as monthly

salary (65%).

7. Majority of the respondents are having above one year experience. (55%)

8. Majority of the respondents are accepts, the promotional opportunities

providing for employees. (72%)

9. Employees are permitted to take casual leave for 3 days.

10.All the respondents are accepted, that the company provides salary

increments to the employees.

11.All the respondents say that the bonus providing for the employees per

year.

12.All the respondents say that the company evaluating the employees works

performance regularly.

13.Majority of the respondents are accepts, the welfare measures providing

for the employees. (73%)

14.Majority of the respondents like their job (66.5%).

FINDINGS THROUGH WEIGHTED AVERAGE METHOD

68
1. Weighted Average Method – Respondents Result For The Facilities

Provided By The Company

The first facility (A – Free Bus / Van) with 3.33 shows the highest

weight in the list of facilities provided by the company and the lowest weight

is 0.31 were the (C - Accommodation) facility provided by the company.

2. Weighted Average Method – Respondents Result For The Statements

related to the satisfaction level

The last statement which related to the satisfaction level shows the

more weight with 3.77 values and the first statement which related to the

satisfaction level shows the lowest weight with 3.28 values.

SUGGESTIONS

 The management has to concentrate to the employees well being and to

support them during the personal emergencies.

 The management may encourage workers to suggest new ideas about their

work in the weekly meeting.

69
  The training program can be conducted by the management to rectify the

weakness of the employees and to take necessary actions to overcome it.

 The welfare facilities (medical facilities – medical checkups for two weeks

once, changing room and rest room with additional fans, free lunch in

canteen) for the employees should be consider.

 The management can provide some extra allowances (entering in correct

time for work daily, without absenteeism) for the employees. It must be a

motivational aspect to the employees. So, far the employees can meet out

some of their personal allowances and work happily for the organization

growth.

CHAPTER – VII

CONCLUSION

Satisfaction level on the job describes how content an individual is with his or her job. It

is a relatively recent term since in previous centuries the jobs available to a particular person

were often predetermined by the occupation of that person’s parent. There are a variety of factors

that can influence a person’s satisfaction level on the job.

70
 If the performance falls short of expectations, the employee is dissatisfied and if it

matches the expectations, the employee is satisfied. A high satisfaction implies improvement in

efficiency and performance doing work or service.

From this study in New hope food industries (P) ltd, Erode the employees satisfaction

level and expectations is well and good

71
 BIBLIOGRAPHY

REFERENCE BOOKS

1. Human Resources Management

- K. Ashwathapa.

Publisher: Tata McGraw-Hill (2008)

2. Personal Management in India

- R M Sen Gupta.

Publisher: Asia publishing house, Bombay (1973).

3. Research Methodology (Methods and Techniques)

- C.R. Kothari.

Publisher: New Age International

4. Organizational Behaviour

- Jit S Chand.

Publisher: Vikas Publishing House, New Delhi (2000).

WEBSITES

www.milkawondercake.in

www.wikipedia.com

www.answers.com

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“A STUDY ON EMPLOYEES SATISFACTION LEVEL AND EXPECTATION ON
THEIR JOB IN NEW HOPE FOOD INDUSTRIES, ERODE.”

DATE:
QUESTIONNAIRE
(PLEASE TICK [√] IN THE OPTION BOX WHEREVER IT’S NECESSARY)

1. NAME OF THE RESPONDENT :

2. AGE :

BELOW 25 YEARS 25-40 YEARS ABOVE 40 YEARS

3. GENDER : MALE FEMALE

4. MARITAL STATUS : MARRIED UNMARRIED

5. EDUCATIONAL QUALIFICATION :

POST GRADUATE UNDER GRADUATE/ DIPLOMA

HSC/SSLC LESS THAN HSC/SSLC UN EDUCATED

6. DEPARTMENT :

7. DESIGNATION :

8. MONTHLY SALARY :

LESS THAN Rs 3,000

Rs 3,000 – 5,000

Rs 5,001- 10,000

Above Rs 10,000

9. HOW LONG YOU ARE WORKING IN THE COMPANY?

LESS THAN 1 YEAR

ABOVE 1 YEAR

ABOVE 3 YEARS

ABOVE 5 YEARS

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10. WHICH OF THE FOLLOWING FACILITIES ARE PROVIDED BY THE COMPANY?
FREE (BUS/VAN)
CANTEEN
ACCOMMODATION
FREE TOUR PER YEAR
BONUS
MEDICAL FACILITY
LEAVE POLICY
TRAINING FOR WORKERS
GRIEVANCE MANAGEMENT SYSTEM
11. PLEASE RANK THE TOP 5 FACILITIES YOU LIKE MOST FROM YOUR
COMPANY? (ONLY TICK[√] ANSWERS FOR THE 10th QUESTION SHOULD BE
RANKED HERE)
1. _____________________.
2. _____________________.
3. _____________________.
4. _____________________.
5. _____________________.

12. FREQUENCIES OF BONUS PROVIDED

ONCE IN SIX MONTHS
ONCE IN A YEAR
MORE THAN ONE YEAR
NO BONUS.

13. HOW MANY DAYS THE COMPANY OFFERING YOU TO TAKE CASUAL
LEAVES IN A MONTH?

Specify: _______________.

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14. IS THE COMPANY PROVIDING THE SALARY INCREMENT?

YES NO

15. IS THERE ANY PROMOTIONAL OPPORTUNITIES FOR THE WORKERS?

YES NO

16. IS THE COMPANY EVALUATING THE EMPLOYEES WORK PERFORMANCE?

YES NO

17. IS THE COMPANY INVOLVES IN THE WELFARE MEASURES OF THE

EMPLOYEES?

YES NO

18. WHAT WILL BE YOUR EXPRESSION FROM THE FOLLOWING PICTURES,

WHEN YOU THINK ABOUT YOUR JOB?

(Satisfy) (Neutral) (Dissatisfy)

19. SUGGESTS FEW LINES ABOUT YOUR EXPECTATION,

________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________

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 20. Please give your ratings by tick [√] in the ratings boxes for the statements given below. So
far, the organization will make better understandings about you and your peer group’s
satisfaction and expectations and then they can try to fulfill your expectations in future.
[Strongly agree -5 agree -4 neutral -3 disagree -2 strongly disagree -1]

S.N STATEMENTS RATINGS

O 5 4 3 2 1

1. The company shows genuine interest in the well being of all employees
and even support them during personal emergencies.

2. Workers are encouraged to suggest new ideas about their work and
Weaknesses of workers are communicated to them in a non-threatening
way.

3. The company provides excellent benefits and welfare facilities for the
employees and their families.

4. I believe that the work atmosphere is friendly.

5. My working environment is satisfactory and I have adequate facilities to

do my job.

6. I believe that the company communicates the entire of its goals &
strategies effectively to workers and I have good understating about the
company’s plans/schemes.

7. My performance for every year is reviewed and discussed with me and I

am satisfied of the performance evaluating method.

8. I agree that the Company’s compensation package matches similar

organizations in the industry and All the allowances and advances are
provided on time.

9. My Manager/Supervisor communicates my weaknesses and helps me in

overcoming them and gives appreciation to good work done by me
promptly.

10. I feel that the Manager/Supervisor and subordinates relationship are

good and I trusted and interested to do my job.

………………………………….
[RESPONDENT SIGNATURE]

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 CALCULATIONS

TOP FIVE RANKINGS OF THE RESPONDENTS FOR THE FACILITIES PROVIDED

WEIGHTED AVERAGE METHOD

FORMULA:

Weighted average = ∑ Xi Wi

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

Total no of respondents

W A X1 B X2 C X3 D X4 E X5 F X6 G X7 H X8 I X9

X1 W1 X2 W2 X3 W3 X4 W4 X5 W5 X6 W6 X7 W7 X8 W8 X9 W9

1 2 2 1 1 2 2 9 9 53 53 9 9 3 3 30 30 1 1

2 4 4 1 2 3 6 24 48 28 56 22 44 5 10 9 18 14 28

3 13 39 4 12 3 9 13 39 13 39 28 84 22 66 12 36 2 6

4 23 92 3 12 2 8 17 68 7 28 12 48 22 88 22 88 1 4

5 46 230 3 15 2 10 17 85 3 15 13 65 4 20 14 70 8 40
∑XiWi

367 42 35 249 191 250 182 242 79

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 ∑ X1W1

X1 W1 = ---------------------

Total no of respondents

X1 W1 = 367 / 110 = 3.33

∑ X2W2

X2 W2 = ---------------------

Total no of respondents

X2 W2 = 42 / 110 = 0.38

∑ X3W3

X3 W3 = ---------------------

Total no of respondents

X3 W3 = 35 / 110 = 0.31

∑ X4W4

X4 W4 = ---------------------

Total no of respondents

X4 W4 = 249 / 110 = 2.26

∑ X5W5

X5 W5 = ---------------------

Total no of respondents

X5 W5 = 191 / 110 = 1.73

∑ X6W6

X6 W6 = ---------------------

Total no of respondents

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X6 W6 = 250 / 110 = 2.27

∑ X7W7

X7 W7 = ---------------------

Total no of respondents

X7 W7 = 182 / 110 = 1.65

∑ X8W8

X8 W8 = ---------------------

Total no of respondents

X8 W8 = 242 / 110 = 2.2

∑ X9W9

X9W9 = ---------------------

Total no of respondents

X9 W9 = 79 / 110 = 0.71

Here, the first facility (A – Free Bus / Van) with 3.33 shows the highest weight in the list of
facilities provided by the company and the lowest weight is 0.31 were the (C - Accommodation)
facility provided by the company.

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 RESPONDENTS RESULTS FOR THE STATEMETNS RELATED TO
SATISFACTION LEVEL

WEIGHTED AVERAGE METHOD

FORMULA:

Weighted average = ∑ Xi Wi

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

Total no of respondents

W A X1 B X2 C X3 D X4 E X5 F X6 G X7 H X8 I X9 J X10

X1 W1 X2 W2 X3 W3 X4 W4 X5 W5 X6 W6 X7 W7 X8 W8 X9 W9 X10 W10

1 9 9 8 8 9 9 8 8 7 7 8 8 10 10 10 10 9 9 6 6

2 11 22 11 22 14 28 11 22 10 20 13 26 13 26 16 32 16 32 9 18

3 44 132 45 135 32 96 26 78 28 84 23 69 24 72 20 60 23 69 24 72

4 32 128 33 132 34 136 47 188 44 176 45 180 43 172 36 144 32 128 36 144

5 14 70 13 65 21 105 18 90 21 105 21 105 20 100 28 140 30 150 35 175

∑XiWi

361 362 374 386 392 388 380 386 388 415

∑ X1W1

X1 W1 = ---------------------

Total no of respondents

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X1 W1 = 361 / 110 = 3.28

∑ X2W2

X2 W2 = ---------------------

Total no of respondents

X2 W2 = 362 / 110 = 3.29

∑ X3W3

X3 W3 = ---------------------

Total no of respondents

X3 W3 = 374 / 110 = 3.4

∑ X4W4

X4 W4 = ---------------------

Total no of respondents

X4 W4 = 386/ 110 = 3.5

∑ X5W5

X5 W5 = ---------------------

Total no of respondents

X5 W5 = 392 / 110 = 3.56

∑ X6W6

X6 W6 = ---------------------

Total no of respondents

X6 W6 = 388 / 110 = 3.52

∑ X7W7

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X7 W7 = ---------------------

Total no of respondents

X7 W7 = 380 / 110 = 3.45

∑ X8W8

X8 W8 = ---------------------

Total no of respondents

X8 W8 = 386 / 110 = 3.5

∑ X9W9

X9W9 = ---------------------

Total no of respondents

X9 W9 = 388 / 110 = 3.52

∑ X10W10

X10 W10 = ---------------------

Total no of respondents

X10W10 = 415 / 110 = 3.77

Here, the last statement which related to the satisfaction level shows the more weight with 3.77
value and the first statement which related to the satisfaction level shows the lowest weight with
3.28 value.

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