“A STUDY ON EMPLOYEE SATISFACTION AT

ELUVATHINGAL INDUSTRIES”
Project Report submitted to

UNIVERSITY OF CALICUT

In partial fulfillment of the requirement for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION

Submitted by
PRINTO VARGHESE
(CCASBBAR33)

Under the supervision of

Prof. C.L.BABY JOHN

DEPARTMENT OF MANAGEMENT STUDIES

CHRIST COLLEGE (AUTONOMOUS), IRINJALAKUDA
MARCH 2021
 CHRIST COLLEGE (AUTONOMOUS), IRINJALAKUDA
CALICUT UNIVERSITY

DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that the project report entitled “A STUDY ON EMPLOYEE

SATISFACTION AT ELUVATHINGAL INDUSTRIES” is a bonafide record of
project done by PRINTO VARGHESE, Reg. No. CCASBBAR33, under my
guidance and supervision in partial fulfillment of the requirement for the award
of the degree of BACHELOR OF BUSINESS ADMINISTRATIONand it has
not previously formed the basis for any Degree, Diploma and Associateship or
Fellowship.

Prof. C.L.BABY JOHNProf. C.L.BABY JOHN

Co-ordinator Project Guide
 DECLARATION

I, PRINTO VARGHESE, hereby declare that the project work entitled

“A STUDY ON EMPLOYEE SATISFACTION AT ELUVATHINGAL
INDUSTRIES” is a record of independent and bonafide project work carried
out by me under the supervision and guidance ofProf. C.L.BABY
JOHN,Professor, Department of Commerce, Christ College, Irinjalakuda.

The information and data given in the report is authentic to the best of my
knowledge. The report has not been previously submitted for the award of any
Degree, Diploma, Associateship or other similar title of any other university or
institute.

Place: Irinjalakuda PRINTO VARGHESE

Date: CCASBBAR33
 ACKNOWLEDGEMENT

I would like to take the opportunity to express my sincere gratitude to all

people who have helped me with sound advice and able guidance.

Above all, I express my eternal gratitude to the Lord Almighty under whose
divine guidance; I have been able to complete this work successfully.

I would like to express my sincere obligation to Rev.Dr. Jolly Andrews,

Principal-in-Charge, Christ College Irinjalakuda for providing various facilities.

I am thankful to Prof. C.L.Baby John, Co-ordinator of Management Studies,

for providing proper help and encouragement in the preparation of this report.

I am thankful to Asst. prof. Aslam P.S, Class teacher for her cordial support,
valuable information and guidance, which helped me in completing this task
through various stages.
I express my sincere gratitude to Prof. C.L.Baby John, Head of department,
whose guidance and support throughout the training period helped me to
complete this work successfully.

I would like to express my gratitude to all the faculties of the Department for
their interest and cooperation in this regard.

I extend my hearty gratitude to the librarian and other library staffs of my

college for their wholehearted cooperation.

I express my sincere thanks to my friends and family for their support in

completing this report successfully.
 TABLES OF CONTENTS

CHAPTER NO. CONTENTS PAGE NO:

LIST OF TABLES

LIST OF FIGURES

CHAPTER 1 INTRODUCTION 1-3

CHAPTER 2 REVIEW OF LITERATURE 4-8

INDUSTRY AND COMPANY

CHAPTER 3 8-12
PROFILE

DATA ANALYSIS AND

CHAPTER 4 13-33
INTERPRETATION

FINDINGS, SUGGESTIONS &

CHAPTER 5 34-36
CONCLUSION

BIBLOGRAPHY

ANNEXURE
 LIST OF TABLES

TABLE
TITLE PAGE NO:
NO:

4.1 Table showing employees working period 14

Table showing work according to qualification and

4.2 15
skills.

4.3 Table showingsatisfaction of current job. 16

Table showing availability of tools and resources for

4.4 17
the job..
Table showing satisfaction level of present working
4.5 18
condition and environment

4.6 Table showing job security in the organization. 19

Table showing relationship between management

4.7 20
and employees.
4.8 Table showing satisfaction with the salary structure. 21

4.9 Table showing incentive wage schemes for workers. 22

4.10 Table showing rating of the training for the workers. 23

Table showing extra benefits provided by

4.11 24
organization.
Table showing satisfaction by the benefits offered by
4.12 25
the company.

4.13 Table showing motivation level in the organization. 26

Table showing training methods conducted in the

4.14 27
organization..
4.15 Table showing social interaction among colleagues. 28

Table showing satisfaction level regarding existing

4.16 29
communication system.
Table showing satisfaction level with the top
4.17 30
management.
Table showing satisfaction with the working hours
4.18 31
of the company.
Table showing physical working condition of the
4.19 32
company.

4.20 Table showing rating of overall satisfaction with the 33

job.
 LIST OF CHARTS

FIGURE
TITLE PAGE NO:
NO:

4.1 Chart showing employees working period 14

Chart showing work according to qualification and

4.2 15
skills.

4.3 Chart showingsatisfaction of current job. 16

Chart showing availability of tools and resources for

4.4 17
the job..
Chart showing satisfaction level of present working
4.5 18
condition and environment

4.6 Chart showing job security in the organization. 19

Chart showing relationship between management and

4.7 20
employees.
4.8 Chart showing satisfaction with the salary structure. 21

4.9 Chart showing incentive wage schemes for workers. 22

4.10 Chart showing rating of the training for the workers. 23

4.11 Chart showing extra benefits provided by organization. 24

Chart showing satisfaction by the benefits offered by

4.12 25
the company.

4.13 Chart showing motivation level in the organization. 26

Chart showing training methods conducted in the

4.14 27
organization..
4.15 Chart showing social interaction among colleagues. 28

Chart showing satisfaction level regarding existing

4.16 29
communication system.
Chart showing satisfaction level with the top
4.17 30
management.
Chart showing satisfaction with the working hours of
4.18 31
the company.
Chart showing physical working condition of the
4.19 32
company.

4.20 Chart showing rating of overall satisfaction with the 33

job.
 CHAPTER I
INTRODUCTION
 1.1 INTRODUCTION

Human resource is considered to be the most valuable asset in any organization. It

is the sum total of inherent abilities, acquired knowledge and skills represented by
talents and aptitudes of the employed persons who comprise executives, supervisors
and regular employees. It may be noted here that people should be utilized to
maximum possible extent in order to achieve individual and organizational goals.
Human resource management is responsible for maintaining good human relations in
the organization. It is also concerned with development of individuals and achieving
integration goals of the organization and that of the individuals.
The survey made regarding the job satisfaction in the ELUVATHINGAL
INDUSTRIES will facilitates and enables to know the perceptions and inner feelings
regarding the job they are performing on day-to-day basis. The term job satisfaction
reveals the focus on the likes and dislikes of the employees. In this particular study
the researcher tries to identify the causes for satisfaction and dissatisfaction among
employees. So this is the most effective and elective instrument for diagnosing and
peeping into employees problems.
Job satisfaction survey can give the most valuable information about the
perception and cause. For satisfaction or dissatisfaction among employees attitude
towards job satisfaction may be either positive or negative. Thus positive feeling can
be reinforced and negative feeling can be rectified. This survey can be treated as the
most effective and efficient way, which makes the workers to express their inner and
real feeling feelings undoubtedly.

1.2 STATEMENT OF PROBLEM

The study attempts to decipher the satisfaction of employees with their job in
ELUVATHINGAL INDUSTRIES.

1.3 SIGNIFICANCE OF STUDY

Employee satisfaction is of utmost importance for employee to remain happy and

also deliver their level best. Satisfied employees are the ones who are extremely loyal
towards their organization.

1
 1.4 SCOPE OF THE STUDY

The study will help to understand the employee satisfaction in the employees of this
organization. This gives a clear picture of the attitude of the employees towards the
organization.

1.5 OBJECTIVES OF STUDY

• To study the satisfaction level of the employees in the company.

• To identify the extent of job satisfaction of employees and its impact on the job
performance of the employees
• To study the various factors which influencing employee satisfaction.

1.6 RESEARCH DESIGN

It is the framework of research methods and techniques chosen by the

researcher.

1.6.1 NATURE OF STUDY

The nature of study states as descriptive cum analytical.

1.6.2 NATURE OF DATA

The study is based on primary data and secondary data.

1.6.3 SOURCE OF DATA

Primary data is collected through questionnaire which is suitable for this study
and secondary data are collected from different websites.

1.7 SAMPLE DESIGN

Sampling is a fundamental part of statistics. Samples are collected to achieve

an understanding of a population because it is typically not feasible to observe
all members of the population.

2
1.7.1 NATURE OF POPULATION

Employees in ELUVATHINGAL INDUSTRIES.

1.7.2 SAMPLE UNIT

Sample unit is Employees in ELUVATHINGAL INDUSTRIES.

1.7.3 METHODS OF SAMPLING

Simple random sampling is used for sampling here.

1.7.4 SIZE OF SAMPLE

Sample size is limited upto 50.

1.8 TOOLS FOR ANALYSIS

The tools used for the study is percentage analysis.

1.9 LIMITATIONS OF THE STUDY

• Some of the employees are not ready to co-operate with the questionnaire due
to lack of time.

1.9 Chapterisation

Chapter 1
Introduction: - It deals with introduction of project report, statement of problem,
scope of study, objectives of study, research design, sample design, and
limitations of the study.
Chapter 2: Review of literature
Chapter 3: Industry profile and Company profile
Chapter 4: Data analysis and interpretation
Chapter 5: Findings, suggestions and conclusion.

3
 CHAPTER II
REVIEW OF LITERATURE
2.1 Introduction

Employee is an essential element to achieving the objectives of an organization.

Employees wanted to perform effectively for fulfills their organizational objective.
So an employee must need a good working environment in the organization. An
organization or a company is responsible to providing good working conditions to
the employees. It has great role in employee satisfaction. Employee satisfaction
must enhance motivation and encouragement towards better performance.

2.2 THEORETICAL CONCEPTS

It is no longer news that employee satisfaction anchors employee performance.

One of the most important goals of an organization is to maximize employee
performance in order to accomplish those goals. In doing this, the organization
needs not only highly motivated but also satisfied and psychologically balanced
employees to increase productivity and performance in the organization Employed
satisfaction and performance and retention have always been very important issues
in employees management literature and among Human Resource management
practitioners especially in developing countries like Nigeria.
Good job analysis and job design, recruitment and selection exercise,
training and developing and other human resource activities play important roles
in managing humans but practices have made job satisfaction a top priority in
motivating employees to performance. This is perhaps because they failed to
understand the significant opportunity that lies at their disposal when they apply
job satisfaction theories in their in their organization. It is no gain in saying that
satisfied employees tend to be more committed, creative and more productive to
their organizations. Recent empirical studies also indicate a direct correlation
between job satisfaction and employee performance in organizations. organization
that can create work environment that attract, motivate and retain hardworking
individuals will be better positioned to succeed in a competitive national and
global environment that demands quality and costefficiency.

4
MEANING OF EMPLOYEE SATISFACTION.

Employee satisfaction is comprehensive term including various services, benefits

and facilities offered to employee by the employer. Through such generous
amenities are extended in addition to normal wages and other economic rewards
available to employees as per provisions. According to Dr. Parandikar, "Labour
Welfare work is work for improving the health, safety and general well- being and
the industrial efficiency of the workers beyond the minimum standard laid down
by labour legislation". Satisfaction measures may also be provided by the
government, trade unions and non- government agencies in addition to the
employer. The basic purpose of employee satisfaction is to enrich the life of
employee and keep them happy and contented. Welfare measures may be both
statutory and voluntary benefits are the result of employer's generosity,
enlightenment and philanthropic feelings.
The Oxford Dictionary defines employee satisfaction as "efforts to make
life worth living for workers". Chamber's Dictionary defines as "a state of faring
or doing well; freedom from calamity, enjoyment of health, prosperity".

FEATURES OF EMPLOYEE SATISFACTION

Important features of employee satisfaction maybe listed thus:

 Labour welfare work is under taken by the employer to improve the standards
of living of workers.
 The work generally includes those items of welfare which are over a above
what the employees expect as a result of the contract of service from the
employers.
 The purpose of providing welfare amenities is to bring about development of
the whole personality of the workers-his social psychological, economical,
moral, cultural and intellectual development.
 Employee satisfaction is something which does beyond the rule book-not
always mandated by law and undertaken by progressively minded employers.

5
 These may be under taken by the government or trade unions, if they have the
resources earmarked for this purpose.

IMPORTANCE OF EMPLOYEE SATISFACTION

The significance of satisfaction measures was accepted as early as 1931, when the
Royal Commission on labour stated: The benefits are for great importance to the
worker which he is unable to secure by himself. The schemes of labour welfare
may be regarded as a wise investment because these would bring a profitable
return in the form of greater efficiency.
The working environment in a factory adversely affects the health of
employees because of excessive heat or cold, noise, fumes dust and lack of
sanitation and pure air, Such oppressive conditions create health problems for
worker. These have to be contained through preventive steps aimed at improving
the lot of workers.
A second reason in favour of welfare work is called the 'Social invasion of
the factory'. Workers face lots of adjustment problems when they take up factory
work. The congested environs, noisy machines slum areas, monotonous jobs
impact the psyche of who come to cities in search of jobs. To escape from such
trying conditions, the workers absent him, becomes irregular and shows signs of
indiscipline. Such changes known as the social invasion of the factory call for
extra inducement in the work place in addition to normal wages, so there the
worker begins to enjoy a fuller and richer life.
Another social reason pointed out the labour investigation committee reads
thus "the provision of canteens improves the physique; entertainment reduce the
incidents of vices; medical aid, maternity and child welfare services improve the
health of the workers and bring down the rates of general , material and infantile
mortality; and educational facilities increase their mental efficiency and economic
productivity".

ADVANTAGE OF EMPLOYEE SATISFACTION

 Employee satisfaction will increase the productivity.

 It ensures safety and security to employees.

6
 It helps to save time and money
 It avoids the wastage

2.3 EMPIRICAL LITERATURE

Clara Viñas-Bardolet (2018) based on his study found that knowledge based
employees are more satisfied than less knowledge employees. The satisfaction of
knowledge based employees depends mainly on the financial and nonfinancial
rewards given by the firm.

Machado-Taylor et al. (2016) found that job satisfaction depends on several

demographic factors like age, gender and psychology of the employee.

Gurusamy and Mahendran (2013) say that Salary occupies the First Rank for
defining job satisfaction when compared with other determinants based on their study.

Mahmood B. (2012) found that job security and Coworker’s conduct influence the
public sector whereas private sector universities educators are more concerned with
Supervision, Salary and Promotional opportunities. The public and private university
faculty members show variation in the level of job satisfaction.

Chandrasekar (2011) says organization has to take responsiveness to make a work

environment which enriches the ability of employees to become productive in order to
increase profits. He even argued that employee to employee interactions and relations
are more important than money but management skills and energy are required to
improve the performance of the organization.

George et al (2008) defined job satisfaction as a collection of feeling and beliefs

employee has regarding present job. Employee level of satisfaction can range from
extreme satisfaction to extreme displeasure. In addition to the attitude to job as a
whole, employee also have attitudes about few traits of their jobs like kind of work
they do, coworkers, managers or subordinates and also pay.

Armstrong (2006) defined job satisfaction as attitude and feelings employees have
towards their work. Positive and good attitudes regarding job show job satisfaction.
Negative and bad attitudes about the job indicate job dissatisfaction.

7
Rajendran (1987) says employee satisfaction is correlated with work culture in
public sector industry

Vroom (1964) definition focuses on the part of the employee in the workplace. He
defined job satisfaction as tender guidelines on the part of individuals toward work
roles which they presently inhabit.

Hoppock (1935) in his study defined job satisfaction as any combination of emotional,
physical and ecological conditions that help a person to agree that he is satisfied with
his job. According to Hoppock method although job satisfaction is influenced by
many factors, it remains a bit internal that depends on the way how employee feels.

8
 CHAPTER III
INDUSTRY AND COMPANY
PROFILE
3.1 ALUMINIUM INDUSTRY

Global society faces a great challenges to shift human economic activity and
life styles on to a sustainable path in 21 century. Including meeting threats from
climate changes. The story of aluminium industry over the decades ahead must be
one of how it is part of successfully addressing this sustainability challenge.
Aluminium is the third most abundant element in the earth’s crust and
constitutes 7.3% by mass. The existence of which is first established in 1808 but
there were a few historical mentions of aluminium use. The aluminium metal was
extracted from the ore after many years of research. It was possible only in the
year 1854 to develop a viable commercial production process of aluminium,
primary aluminium is the hot molten metal that is produced in the smelter.
Secondary aluminium is the finished goods made from primary aluminium.
Aluminium is a young material, and in the little more than a century since its
first commercial production. It has become the world’s second most used metal
after steel. The demand for aluminium products is increasing year by year.

GLOBAL ALUMINIUM INDUSTRY

Global production of primary aluminium rose from 32 million tons in 2005 to
34 MT in 2006, a jump of 6% in 2007. It further increased to 38MT, an increase of
12%yoy. China alone accounted for 29% of global primary aluminium production.
Primary aluminium production is concentrated in relatively few countries. China,
Russia, Canada, US, Australia-accounted for 59 percentage of world output that
year. Production is found where energy is cheap because making aluminium uses
larger quantities of electricity. The world’s largest aluminium smelter, now being
planned for construction in Dubai, will have its own 2600 megawatt power plant.
Asia showed the largest annual increase in consumption of primary aluminium,
driven largely by increased industrial consumption in china. Which has emerged
as the largest aluminium consuming nation, accounting for 30% of global primary
aluminium consumption in 2007. It increased by 8.2% in 2006 and touched 34 MT
in 2007.

9
INDIAN ALUMINIUM INDUSTRY

The Indian aluminium sector is characterized by large integrated players like

Hindalco and national aluminium company. The other producers of primary
aluminium include Indian aluminium ,now merged with Hindalco, Bharat
aluminium and madras aluminium. The erstwhile PSUS, which have been
acquired by Sterlite industries. consequently, there are only three primary metal
producers in the sector namely Balco, Nalco, Hindalco.

HISTORY

Aluminium production in India commenced in 1938 with the commissioning

of aluminium corporation of India’s plant in technical and financial collaboration
with Alcan, Canada having a capacity of 2500 ton per annum. The plant started
with sheet production using imported aluminium ingots.
In 1959, Hindustan aluminium corporation was set up at Renukoot in Up with
an initial capacity of 20000 ton per annum. Malco, a public sector undertaking was
commissioned in 1965 with a capacity of 10000 per annum. This was followed in
1975 by Balco, a PSU with a similar capacity of 10000 ton. Finally in 1987,
national aluminium company with a capacity of 0.218mn ton was commissioned
in technical collaboration with Pechinery of France.
In the 1970s the government regulated and controlled the aluminium industry
through price distribution controls and barriers to entry. The 1970 aluminium
control order compelled the Indian companies to sell 50% of aluminium produced
for electrical purpose.
In march 1993 while the duty on aluminium ingots was 25% the duty on
downstream products was 70%. However with the change in the tariff structure
undertaken in the 1997 budget. Duty on semi-fabricated metal was lowered to
25% this change adversely affected the fortunes of the downstream producers.

10
3.2 COMPANY PROFILE

ELUVATHINGAL INDUSTRIES are one of the leading manufacturers and

wholesale distributors of high quality aluminium circles, industrial and household
utensils of aluminium, steel, iron, brass and copper with a wide range of
distribution network all over India, Europe and Middle east. It is a partnership firm
registered under Indian partnership act 1932. ELUVATHINGAL INDUSTRIES
are mainly supplying products in the name of ELIND and they are getting ready to
introduce the products under INDAL BRAND soon ELUVATHINGAL
INDUSTRIES situated at kanalpaalam, annanad at thrissur district. It is just 1.5
kilometers from the chalakudy town.
It is a profit making entity and apart from that they deals with some social
works which is usual to the society. They providing employment opportunities and
also try to help the employees financially. ABEY ANTONY is the MANAGING
DIRECTOR of the company.

HISTORY OF ELUVATHINGAL INDUSTRIES

ELUVATHINGAL INDUSTRIES started their operation and company

founded in 1986 at thrissur district by E.J ANTONY with almost 15 employees.
The aluminium company produces variety of aluminium goods such as all types of
aluminium utensils, pressure cookers, thermal cookers, non-stick aluminium
kitchen wears and also deals with variety of stainless steel kitchen wears and
utensils. They also supply products to flower mills and machinery manufactures.
Each variety of products has maintaining good quality and eco-friendly. They are
supplying aluminium products all over the world. Mr. E.J ANTONY is the person
who behind the success of this achievement.
Mr.E.J ANTONY is started this company with a view to provide good quality
of products to their customers. He was able to contact with their employees and
their welfare by providing ESI AND PF plans. After the death of MR. E.J
ANTONY his son MR. ABEY ANTONY took the position with a view to

11
maintain the current position and as well as he adopted new technologies and
strategies for the development of the ELUVATHINGALINDUSTRIES.
ELUVATHINGAL INDUSTRIES are also providing accidental insurance,
canteen facility and transportation facilities to their employees. Every Friday they
have special gatherings ,prayers and providing salary to daily wage employees.
Then after that they have a special recognition of employees in the name of "best
performance award". it also help to regain their employees with better efficiency .
ELIND is the present brand of ELUVATHINGAL INDUSTRIES and now they
are preparing to launch a new premium brand named as "INDAL.

12
 CHAPTER IV
DATA ANALYSIS AND
INTERPRETATION
4.1 Introduction

This chapter deals with data analysis and interpretation. Data had been collected using
questionnaire. Questionnaire had been distributed to the employees of
ELUVATHINGAL INDUSTRIES . Sample had been collected using simple random
sampling technique. All the 50 respondents are selected at random.
This chapter is an attempt to analyse the response of the employees working in
the company regarding the working conditions and satisfaction with the job.
Here the percentage analysis is used to conduct the study and to arrive into a
conclusion.

13
Table 4.1: employees working period
Particulars No of workers Percentage

0 to 5 years 16 32
5 to 10 years 32 64

10 to 15 years 2 4
Above 15 years 0 0

Total 50 100

Source of data : Primary Data

Figure 4.1:employees working period

35

30

25

20

15

10

0
0 to 5 years 5 to 10 years 10 to 15 years above 15 years

no.of workers

Interpretation
The above chart reveals that about 64% of the workers are working between 5 to 10
years and 32% of the workers are between 0 to 5 years .

14
Table 4.2: work according to qualification and skills.

Particulars No of workers Percentage

Strongly agree 24 48
Agree 21 42
Neutral 5 10
Disagree 0 0
Total 50 100
Source of data : Primary Data

Figure 4.2: work according to qualification and skills.

30

25

20

15

10

0
strongly agree agree nuetral disagree

no of workers

Interpretation
The above chart reveals that about 48% of the workers are strongly agreeing 42% of
the workers are agreeing and 10% of the workers are neutral.

15
Table 4.3: satisfaction of current job.

particulars No of workers Percentage

Highly satisfied 26 52
satisfied 15 30
average 9 18
dissatisfied 0 0
total 50 100
Source of data : Primary Data

Figure 4.3: satisfaction of current job.

30

25

20

15

10

0
highly satisfied no.of workers
satiisfied average dissatisfied

Interpretation
The above chart reveals that about 52% of the workers are highly satisfied,30%
of the workers are satisfied and 18% of the workers are average.

16
Table 4.4: availability of tools and resources for the job.
particulars No of workers Percentage
Highly satisfied 42 84
satisfied 5 10
average 3 6
Dissatisfied 0 -
total 50 100
Source of data : Primary Data

Figure 4.4:availability of tools and resources for the job.

no of workers

3 0

42

highly satisfied satisfied average dissatisfied

Interpretation
The above chart reveals that about 84% of the workers are highly satisfied,
10% of workers are satisfied and 6% of workers are average.

17
Table 4.5: satisfaction level of present working condition and environment

particulars No of workers Percentage

Highly satisfied 35 70
satisfied 7 14
average 6 12
Dissatisfied 2 4
total 50 100
Source of data : Primary Data

Figure4.5: satisfaction level of present working condition and environment

40

35

30

25

20

15

10

0
highly satisfied satiisfied average dissatisfied

no.of workers

Interpretation
The above charts reveals that about 70% of the workers are highly satisfied,14% of
the workers are satisfied and 12% of the workers are average.

18
Table 4.6: job security in the organization.

Particulars No.of workers Percentage

Yes 50 100
No 0 -
Total 50 100
Source of data : Primary Data

Figure 4.6: job security in the organization.

120

100

80

60

40

20

0
yes no

no.of workers percentage

Interpretation
The above chart reveals that about 100% of the workers says yes and 0% of the
workers say no.

19
Table 4.7: relationship between management and employees.

particulars No of workers Percentage

Highly satisfied 40 80
satisfied 8 16
average 2 4
Dissatisfied 0 0
total 50 100
Source of data : Primary Data

Figure 4.7: relationship between management and employees.

45

40

35

30

25

20

15

10

0
highly satisfied satiisfied average dissatisfied

no.of workers

Interpretation
The above chart reveals that about 80% of the workers are highly satisfied,16%
of the workers are satisfied and 4% of the workers are average.

20
Table 4.8: satisfaction with the salary structure.

particulars No of workers Percentage

Highly satisfied 40 80
satisfied 5 10
average 5 10
Dissatisfied 0 0
total 50 100
Source of data : Primary Data

Figure 4.8: satisfaction with the salary structure.

45

40

35

30

25

20

15

10

0
highly satisfied satiisfied average dissatisfied

no.of workers

Interpretation
The above chart reveals that about 80% of the workers are highly satisfied by
the salary provided by the the company and 10% of the workers are satisfied.

21
Table 4.9: incentive wage schemes for workers.

Particulars No.of workers Percentage

Yes 50 100
No 0 -
Total 50 100
Source of data : Primary Data

Figure 4.9: incentive wage schemes for workers.

120

100

80

60

40

20

0
yes no

no.of workers percentage

Interpretation
The above chart reveals that about 100% of the workers says yes and 0% of the
workers say no.

22
Table 4.10: rating of the training for the workers.

particulars No of workers Percentage

Highly satisfied 32 64
satisfied 8 16
average 10 20
Dissatisfied 0 0
total 50 100
Source of data : Primary Data

Figure 4.10: rating of the training for the workers.

no of workers

10

32

highly satisfied satisfied average dissatisfied

Interpretation
The above chart reveals that about 64% of the workers are highly satisfied with
the training given by the company, 16% of the workers are satisfied and 20%
of workers are average.

23
Table 4.11: extra benefits provided by organization.

Particulars No.of workers Percentage

Yes 50 100
No 0 -
Total 50 100
Source of data : Primary Data

Figure 4.11: extra benefits provided by organization.

60

50

40

30

20

10

0
yes no

no.of workers

Interpretation
The above chart reveals that about 100% of the workers says yes and 0% of the
workers say no.

24
Table 4.12: satisfaction by the benefits offered by the company.

particulars No of workers Percentage

Highly satisfied 28 56
satisfied 12 24
average 10 20
Dissatisfied 0 0
total 50 100
Source of data : Primary Data

Figure 4.12: satisfaction by the benefits offered by the company.

30

25

20

15

10

0
highly satisfied satiisfied average dissatisfied

no.of workers

Interpretation
The above chart reveals that about 56% of the workers are highly satisfied by
the benefits offered by the company , 24% of the workers are satisfied and
20% of workers are average.

25
Table 4.13: motivation level in the organization.

particulars No of workers Percentage

Highly satisfied 30 60
satisfied 15 30
average 5 10
Dissatisfied 0 0
total 50 100
Source of data : Primary Data

Figure 4.13: motivation level in the organization.

no of workers

0
5

15

30

highly satisfied satisfied average dissatisfied

Interpretation
The above chart reveals that about 60% of the workers are highly satisfied,
30% of the workers are satisfied and 10% of workers are average.

26
Table 4.14: training methods conducted in the organization.

particulars No of workers Percentage

On the job 15 30
Off the job 15 30
both 20 40
total 50 100
Source of data : Primary Data

Figure 4.14: training methods conducted in the organization.

25

20

15

10

0
on the job off the job both

no.of workers

Interpretation
The above chart reveals that about 30% of the workers are on the job,30% of
the workers are off the job and 40% of the workers are both.

27
Table 4.15: social interaction among colleagues.

particulars No of workers Percentage

Highly satisfied 32 64
satisfied 8 16
average 10 20
Dissatisfied 0 0
total 50 100
Source of data : Primary Data

Figure 4.15: social interaction among colleagues.

35

30

25

20

15

10

0
highly satisfied satiisfied average dissatisfied

no.of workers

Interpretation
The above chart reveals that about 64% of the workers are highly satisfied
being interacted with their colleagues, 16% of the workers are satisfied and
20% of workers are average.

28
Table 4.16: satisfaction level regarding existing communication system.

particulars No of workers Percentage

Highly satisfied 41 82
satisfied 9 18
average 0 0
Dissatisfied 0 0
total 50 100
Source of data : Primary Data

Figure 4.16: satisfaction level regarding existing communication system.

45

40

35

30

25

20

15

10

0
highly satisfied satiisfied average dissatisfied

no.of workers

Interpretation
The above chart reveals that about 82% of the workers are highly satisfied and
18% of the workers are satisfied.

29
Table 4.17: satisfaction level with the top management.

Particulars No of workers Percentage

Strongly agree 46 92
Agree 4 8
Neutral 0 0
Disagree 0 0
Total 50 100
Source of data : Primary Data

Figure 4.17: satisfaction level with the top management.

100

90

80

70

60

50

40

30

20

10

0
strongly agree agree nuetral disagree

no of workers percentage

Interpretation
The above charts reveals that about 92% of the workers strongly agreeing and
8% of workers are agreed.

30
Table 4.18: satisfaction with the working hours of the company.

particulars No of workers Percentage

Highly satisfied 28 56
satisfied 12 24
average 5 10
Dissatisfied 5 10
total 50 100
Source of data : Primary Data

Figure 4.18: satisfaction with the working hours of the company.

no of workers

28

12

highly satisfied satisfied average dissatisfied

Interpretation
The above chart reveals that about 56% of the workers are highly satisfied with
their working hours and 24% of the workers are satisfied.

31
Table 4.19: physical working condition of the company.

particulars No of workers Percentage

Highly satisfied 39 78
satisfied 4 8
average 7 14
Dissatisfied 0 0
total 50 100
Source of data : Primary Data

Figure 4.19: physical working condition of the company.

45

40

35

30

25

20

15

10

0
highly satisfied satiisfied average dissatisfied

no.of workers

Interpretation
The above chart reveals that about 78% of the workers are highly satisfied by
the physical working condition of the company and 8% of the workers are
satisfied.

32
Table 4.20: rating of overall satisfaction with the job.

particulars No of workers Percentage

Highly satisfied 32 64
satisfied 12 24
average 6 12
Dissatisfied 0 0
total 50 100
Source of data : Primary Data

Figure 4.20: rating of overall satisfaction with the job.

35

30

25

20

15

10

0
highly satisfied satiisfied average dissatisfied

no.of workers

Interpretation

The above chart reveals that about 64% of the workers are highly satisfied with
the job and 24% of the workers are satisfied.

33
5.1 FINDINGS

 Most of the employees work more than 5 years.

 52% of the employees are satisfied with the job.
 Most of the employees have the tools and resources to do the job.
 Most of the workers are satisfied with the working condition and environment.
 All the workers feel a job security.
 The employees maintain a good relation with the management.
 All of the employees are satisfied with salary.
 The company follow an incentive wage scheme.
 The training conducted is very good.
 Extra benefit increases the living condition of the workers.
 The employees are satisfied with the benefit offered by the company.
 Motivation level in the organization is very helpful for the workers.
 Both training methods are used by the company.
 Social interaction among colleagues are very good.
 Employees are satisfied with the existing communication system in the
organization.
 Employees are satisfied with the top management.
 Employees are satisfied with the working hours of this company.
 Physical working condition in the company is satisfactory.

34
5.2 SUGGESTIONS

 Though most of the employees are satisfied with the training provided.
It is recommended to improve further by conducting special training
on monthly basis.
 Though most employees are having cordial relationship with peers,it
is suggested to conduct group activities very often that are not having
a good rapport with colleagues.

35
5.3 CONCLUSION

The study has been conducted among a sample of 50 workers. From the
feedback it is understood that the employees are satisfied with the present
salary and satisfied with present working environment at the
organization.training provided by the organization is satisfied.
From the study,it can be concluded that the employees have
maintained healthy relation with the management and they are satisfied with
the facilities provided.but the management must ensure the involvement of
workers in decision making.

36
BIBLIOGRAPHY
BOOKS

1. Armstrong, 2003. A Handbook of Human Resource Management Practice, 9th

edition, London.
2. Vroom Victor H, 1964. Work and Motivation, New Delhi; Wiley eastern Ltd.

JOURNAL
1. George et al, 1998. A Quantitative Approach for Analyzing Motivational Factors;
And Its Application.
2. Hoppock, R., 1935. “Job Satisfaction”, Harper, New York.
3. Viñas-Bardolet, C., Torrent-Sellens, J., & Guillen-Royo, M. (2018).
Knowledge Workers and Job Satisfaction: Evidence from Europe. Journal
Of The Knowledge Economy, 11(1), 256-280. doi: 10.1007/s13132-018-
0541-1

WEBSITES
1. http://en.wikipedia.org/wiki/Job_satisfaction
2. http://shodhganga.inflibnet.ac.in/bitstream/10603/4837/9/09_satisfaction
ANNEXURE
 QUESTIONNAIRE
Questionnaire on ”A STUDY ON EMPLOYEE SATISFACTION AT ELUVATHINGAL
INDUSTRIES’’

Respected sir/ madam,

I am Printo varghese 3rd BBA student of management studies Christ college
(Autonomous) Irinjalakuda. As a part of my academics I am conducting a study on
the “A STUDY ON EMPLOYEE SATISFACTION AT ELUVATHINGAL
INDUSTRIES”. I kindly request you to spend some of your valuable time and fill the
questionnaire. I assure you that the data provided will be highly confidential and for
academic purpose only.

Thanking you.

Name:-

Age :-

Gender:- Male Female

1. How long have you been working in this company?

0 to 5 years 5 to 10 years

10 to 15 years above 15 years

2. Your work is according to your qualification and skills.

Strongly agree agree

Neutral disagree

3. Are you satisfied with your current job?

highly satisfied satisfied

 Average dissatisfied
4. Do the employees have tools and resources to do the job?

highly satisfied satisfied

Average dissatisfied

5. Are you satisfied with the present working condition and environment?

highly satisfied satisfied

Average dissatisfied

6. Do you feel that you have job security in the organization?

Yes no

7. How is the relationship between management and employee?

highly satisfied satisfied

Average dissatisfied

8. Are you satisfied with the salary structure of this organization?

highly satisfied satisfied

Average dissatisfied

9. Do you have any incentive wage schemes for efficient work in your
organization?

Yes no

10. How do you rate the training improving your performance?

highly satisfied satisfied

Average dissatisfied
11. Does the extra benefit increase your living condition?

Yes no

12. Are you satisfied by the benefits offered by the company?

highly satisfied satisfied

Average dissatisfied

13. How is the motivational level in the organization?

highly satisfied satisfied

Average dissatisfied

14. What is the the training methods conducted in the organization?

On the job off the job

Both
15. How is social interaction among colleagues?

highly satisfied satisfied

Average dissatisfied

16. How is the satisfactory level regarding existing communication

system in the organization?

highly satisfied satisfied

Average dissatisfied

17. Are the employees satisfied with the top management?

Strongly agree agree

Neutral disagree
18. Are satisfied with the working hours of this company?

highly satisfied satisfied

Average dissatisfied

19. “physical working condition of the company”

highly satisfied satisfied

Average dissatisfied

20. Rate your overall satisfaction with the job

highly satisfied satisfied

Average dissatisfied