JASIR

A STUDY ON
“EMPLOYEE JOB SATISFACTION FARIS CASHEW

FACTORY KARUNAGAPALLY”
In partial Fulfillment of the requirements

for the award of the Degree of
Bachelor of Business
Administration Of Mahatma Gandhi
University KOTTAYAM
submitted by
MOHAMMED JASIR K
Reg. No.210021085216
under the guidance of
Mrs.THASMI SUJITH
2021-2024
DEPARTMENT OF MANAGEMENT STUDIES
KMEA COLLEGE OF ARTS AND SCIENCE

KUZHIVELIPADY, ALUVA
KMEA COLLEGE OF ARTS AND SCIENCE, KUZHIVELIPADY
(Affiliated to MahatmaGandhiUniversity, Kottayam)
CERTIFICATE
This is to certify that this dissertation entitled
A STUDY ON
“EMPLOYEE JOB SATISFACTION FARIS CASHEW
FACTORY KARUNAGAPALLY”
MOHAMMED JASIR K
Reg. No.210021085216
In partial Fulfillment of the requirements

for the award of the Degree of
BACHELOR OF BUSINESS ADMINISTRATION

OF MG UNIVERSITY
During the academic year
2021-2024
Mrs.THASMI SUJITH Prof.K.M. Abdul karim
Faculty Guide Principal.
Submitted for the viva-voce examination held on
EXTERNAL EXAMINER 1:
DEPARTMENT OF MANAGEMENT STUDIES
KMEA COLLEGE OF ARTS AND SCIENCE
CERTIFICATE
This is to certify that this project report ON EMPLOYEE JOB SATISFACTION

FARIS CASHEW FACTORY KARUNAGAPALLY is a record of original work done
independently by MOHAMMED JASIR K . under my supervision and guidance.
Signature:
Mrs.THASMI SUJITH
Department of Management studies
KMEA college of arts and science,kuzhivelipady, Edathala
Signature:
Counted signed by
Mrs. Kala Krishnakumar
Head of the department
Department of Management studies
KMEA college of arts and science, kuzhivelipady, Edathala
DECLARATION
I, MOHAMMED JASIR K, hereby declare that this is a bonafide record of the

PROJECT WORK done by me titled “EMPLOYEE JOB SATISFACTION FARIS
CASHEW FACTORY KARUNAGAPALLY” in partial fulfillment of the BBA
program of Mahatma Gandhi University under the guidance of Mr. NAZAR , HR
Manager of FARIS CASHEW FACTORY KARUNAGAPALLY and Mr. NIDISH
V.R, Faculty Guide, KMEA COLLEGE OF ARTS AND SCIENCE
KUZHIVELIPADY, and that this report has not formed the basis for the award of any
degree/diploma or other similar title to any candidate of any other university.
Place: MOHAMMED JASIR K

Date: (Signature)
ACKNOWLEDGEMENT
I would like to take this opportunity to express my sincere gratitude to all those
who have helped me throughout this Project work. It gives me immense pleasure to
acknowledge all those who have rendered encouragement and support for the successful
completion of this work.
First and foremost, I would like to express my sincere and profound gratitude to my
parents and friends who supported and helped me through all the time spent during the
project.
I express my heartfelt thanks to PROF.KM.ABDUL KARIM, Principal of
KMEA College of Arts And Science, Kuzhivelipady and HR manager EMPLOYEE
JOB SATISFACTION FARIS CASHEW FACTORY, KARUNAGAPALLY for
their constant encouragement and support during the entire project work.
I would like to express my sincere gratitude to all those who have been instrumental in
preparation of this project report. I wish to place deep sense of gratitude to our H.O.D
Mrs.KALA KRISHNAKUMAR for the keen interest throughout the course. My heartfelt
thanks to my guide Mrs. THASMI SUJITH of BBA, for her immense valuable guidance
which has resulted in the present form.
I also extent my sincere gratitude, all faculty guides of, KMEA College Of Arts And
Science, kuzhivelipady, whose advice and guidance helped me in the successful
completion of this work.
Lastly, I would like to thank God almighty for giving me a constant support and confidence
in me, which has been always a great source of strength and inspiration to me.
MOHAMMED JASIR K
CONTENTS
Sl. N0 CHAPTER CONTENTS PAGE
1 1 INTRODUCTION 1
2 2 INDUSTRY PROFILE AND 10

COMPANY PROFILE
3 3 REVIEW OF LITERATURE 20
4 4 RESEARCH METHODOLOGY 25
5 5 DATA ANALYSIS AND 36

INTERPRETATION
6 6 FINDINGS AND SUGGESTIONS 57
7 7 CONCLUSION 61
8 APPENDIX 64
9 BIBLIOGRAPHY 69
LIST OF TABLES
SL PAGE
PARTICULARS
NO NUMBER
5.1 Table showing response about satisfaction of salary paid to them 37
5.2 Table showing satisfactory level of working 38
Table showing the agreements of respondents with

5.3 39
their motivating work environment.
Table showing the relationship of employees with the
5.4 40
colleague in the company
5.5 Table showing the cooperation between the employer and 41
employee
5.6 Table showing adequate and fair compensation for their work. 42
Table showing whether they are treated with
5.7 43
respect
5.8 Table showing the fringe benefits by the company 44
5.9 Table showing the concernment of superiors in the welfare 45

activities.
Table showing the satisfactory level during their working
5.10 46
hours
5.11 Table showing satisfactory level of employees with their work. 47
Table showing the level of job stress.

5.12 48
5.13 Table showing the satisfactory level of employees with the use of 49
their skill and ability
5.14 Table showing how much job affects their health. 50
Table showing the satisfaction with the training programs.
5.15 51
Table showing satisfaction with the medical facilities.

5.16 52
5.17 Table showing the satisfaction in communication with the 53

management.
5.18 Table showing the satisfaction regarding job security 54
5.19 Table showing satisfaction of regular increments. 55

5.20 Table showing proud employees 56
LIST OF CHART
SL PAGE
PARTICULARS
NO NUMBER
5.1 Graph showing response about satisfaction of salary paid to them. 37
5.2 Graph showing satisfactory level of working 38
Graph showing the agreements of respondents with

5.3 39
their motivating work environment.
Graph showing the relationship of employees with the
5.4 40
colleague in the company
5.5 Graph showing the cooperation between the employer and 41
employee.
5.6 Graph showing adequate and fair compensation for their work. 42
Graph showing whether they are treated with

5.7 43
respect
5.8 Graph showing the fringe benefits by the company 44
5.9 Graph showing the concernment of superiors in the welfare 45

activities.
Graph showing the satisfactory level during their working
5.10 46
hours.
5.11 Graph showing satisfactory level of employees with their work. 47
Graph showing the level of job stress.

5.12 48
5.13 Graph showing the satisfactory level of employees with the use of 49
their skill and ability
5.14 Graph showing how much job affects their health. 50
Graph showing the satisfaction with the training programs.
5.15 51
Graph showing satisfaction with the medical facilities.
5.16 52
5.17 Graph showing the satisfaction in communication with the 53

management.
5.18 Graph showing the satisfaction regarding job security 54
5.19 Graph showing satisfaction of regular increments. 55

5.20 Graph showing proud employees 56
IMPACT OF TEAMWORK ON EMPLOYEES PERFORMACE 1
CHAPTER 1
INTRODUCTION

INTRODUCTION
It is well-known fact that organizations do not run all by themselves. People are a fundamental requirement
for any organization, Whatever the size, technological complexity, and setup or business model. It therefore
stands to reason that for an organization to prosper, the employed people should be motivated and inspired
to act in the interest of and for the good of the company whilst they are engaged in their work.
Human resource is considered as the most valuable asset in any organization. It is the sum total of inherent
abilities, acquired knowledge and skills represented by talents and aptitude of employed person who
comprise executives, supervisors and the file employees. It may be noted here that human resources should
be utilized to the maximum possible extent, in order to achieve individual and organizational goals. It is thus
however; the employee performance is to a large extent influenced by motivation and job satisfaction.
An individual come to the work place not only with the technical skills and knowledge and experience but
also with their personal feelings, perceptions, desires, motives, attitude, values etc.
It is the people in the organization who make it a success or failure. An organizations performance and
result in productivity are directly proportional to the quantity and quality of human resources. Satisfaction
depends mainly depend on what an individual wants from the world and what he gets. The first is related to
the content of the job, the second is considered as the financial and job status and the third is related to the
pride and group performance. It had often said that "A HAPPY EMPLOYEE IS A PRODUCTIVE
EMPLOYEE". A happy employee is one who satisfied with his all aspects of life.
In todays market condition firms can only survive by constantly focusing on the level of employees
satisfaction with the implementation of proper human resource system. In organizational behavior employee
satisfaction is most important and frequently studied attitude.
A company is only as strong and successful as its members, its employees, are. By measuring employee
satisfaction in key areas, organizations can gain the information needed to improve employee satisfaction,
retention, and productivity. Employee satisfaction has been defined as a function of perceived performance
and expectations. Employee satisfaction is the individual employee's attitude towards the job.
Factors that affect employee satisfaction are;
 Compensation and benefit

 Promotions
 Work tasks
 Co-worker

Importance of Employee satisfaction
In light of organization;
1. It enhances employee retention and the company does not need to train employees repeatedly
2. The overall productivity of the company is increased and it assists in achieving the goals of
the company
3. When employees are satisfied with their jobs they deal with customer to a better manner and
thus customer satisfaction is achieved to great extent
4. It helps the company in getting better services from its employees
In light of employee ;
1. When the employee gets satisfactory services from the company initially, he tends to believe
that same treatments would be offered in long run.
2. Employee would start taking interest in his work instead of worrying about other issues.
3. The employee starts feeling a sense of responsibility towards the organization.
4. He deals with customer in a better way and builds strong relations with them.
The key measures to employee satisfaction are;
 Employee retention
 Productivity
 Customer satisfaction
 Profitability

All the above mentioned factors are obtained only if the employees are satisfied. This is because
satisfied. Employee tend to be more creative, tend to accept challenging jobs which is an promotional
opportunity to them. In the automotive industry, jobs are standardized and have a narrow range as designed
according to scientific management principles.
FACTORS INFLUENCING JOB SATISFACTION
There are a number of factors which influence employee satisfaction, these factors are explained below;
A. Organizational factors;
a. Salary and wages;
Salary and wages play a vital role in influencing job satisfaction. Firstly money is an important
instrument in fulfilling one's need which satisfies just level needs of Maslow's need hierarchy theory.
Secondly employees think that money is the reflection of management concern for them. Thirdly it is
considered as a symbol of achievement.
b. Promotional changes;
This factors influences job satisfaction because promotion indicates employee work to organization
which is highly morale boosting. Employee's takes the promotion as the ultimate achievement in their career
and promotion involves positive changes like higher salary, less supervision, more freedom, status, etc.
c. Company policies;
The policies can generate positive and negative feelings towards the organization. Liberal and fair
policies results usually in more job satisfaction and strict policies creates job dissatisfaction. Thus
democratic organization structure with fair and liberal policies are associated with job satisfaction.

B. Work environmental factors;
a. Supervision;
It is moderately important source of job satisfaction. The supervision may be employee centered that
is; supervisor may be friendly and supporting and also allows their subordinates to take part in the decision
making process which will create personal relationship among them which will result in employee
satisfaction.
b. Work group;
A friendly and co-operative group provides opportunities to interact with each other which serve as
a support, comfort, advice, and assistance to individual group members which will improve job satisfaction.
c. Working condition;
People desire that there should be clean and healthy working environment. Good working condition
and adequate tools and equipment's are the features that affect job satisfaction.
C. Work itself;
a. Job scope;
job scope provides the amount of responsibility, work place, feedback and higher level of these
factors, higher job satisfaction.
b. Variety;
Variety which produces confusion and if it exceeds a moderate level and if no variety is there no
job satisfaction

c. Autonomy;
Lack of autonomy and freedom over the work methods create work dissatisfaction. Employee
doesn't like when every work and every action is determined by supervisor.
d. Ambiguity and conflicts;
Role ambiguity and role conflicts which also leads to dissatisfaction. Because employees do not
know exactly what is their task and what is expected of them.
e. Interesting work;
If the work is interesting, challenging and provide status, it will provide satisfaction to employees
as compared to work which is boring and monotonous.
D. Personal factors;
a. Age and seniority;
Some research studies reveal a positive correlation between age and job satisfaction. Workers in the
advanced age group tend to be more satisfied because they have adjusted with their job condition.
b. Tenure of service;
Job satisfaction tends to increase with increasing years of service. But it may decrease after twenty
years of experience particularly among people who have not realized their expectations.

CONSEQUENCES OF JOB SATISFACTION
High job satisfaction may lead to improved productivity, decreased turnover, improved attendance,
reduced accidents, less job stress and less unionization. The following subtopics explain the
outcomes of job satisfaction.
1. Job satisfaction and productivity.
" A happy worker is a productive worker" is not always wrong. If people rewards
which have both intrinsic and extrinsic and they feel that these rewards are equitable, they
will be satisfied and this will lead to greater job performance.
2. Job satisfaction and employee turnover;
High employee turnover is a matter of concern for the management as it disrupts the
normal operations and continuous replacement of employees who leave the organization is
costly and technically undesirable. Managerial concern is mostly for the turnover which
arises because of job dissatisfaction, High job satisfaction in itself cannot keep the turnover
low, but considerable job dissatisfaction will definitely increase the employee turnover.
On the overall basis, we can say that there is an important role played by job
satisfaction in employee turnover.
3. Job satisfaction and Absenteeism
It has been conclusively proved that there is an inverse relationship between job
satisfaction and absenteeism. When satisfaction is high, absenteeism is low and when
satisfaction is low, absenteeism is high. Less satisfied employee are more likely to be
absent from work due, to avoidable reasons.

4. Job satisfaction and union activities

It has been proved that satisfied employees are generally not interested in unions and they
do not perceive them as necessary. The level of union activities is related to the level of job
dissatisfaction.
JOB SATISFACTION AND SAFETY

When people are dissatisfied with their job, company and supervisors, they are more prone to experience
accidents. An underlying reason for this is that dissatisfaction takes one's attention away from the task at
hand and leads directly to accidents.
1.1 STATEMENT OF THE PROBLEM
Job satisfaction is a pleasurable or positive feeling towards the job. If the employees are satisfied then
they remain loyal to the corporations, again if they are motivated they deliver better quality of work and
respect the organization they are working for. to test whether the employees are satisfied and constant
betterment of people it is always required having a feedback from the employees and they should always
be encouraged to speak out the problem they are facing in the organization. FARIS CASHEW
FACTORY. Is one of the prominent company in the cashew industry. As the company is having much
competition in the field it is important to find out the companies employee's welfare facilities provided,
and its strength, weakness, threats, which has be facing and will be facing in the future. Therefore the
study is conducted to evaluate the employee job satisfaction level to know various steps to be taken to
improve job satisfaction and thereby improving the organizational commitment among the employees.
1.2 OBJECTIVE OF THE STUDY
Primary objective
To assess the present level of employees satisfaction among employees in the . FARIS CASHEW
FACTORY
Secondary objective
1) To identify the factors which influence and improve the satisfaction of employees.
2) To study the employee satisfaction level towards the organization regarding the infrastructure, working
condition ,compensation and other facilities.

3) To study the work stress and emotional aspects that effect the satisfaction level of employees.
4) To know the communication flow within the organization.
5) To study the relationship between the personal factors of the employee.
6) To find out whether the workers are satisfied with safety health facilities provided by the company
1.3 SCOPE AND NEED OF THE STUDY
This study contains detailed discussion on employee satisfaction in FARIS CASHEW FACTORY.
This study deals with the problem creating employee satisfaction in the industry. Employee satisfaction
directly or indirectly deals with the company. It is an attempt to know the general attitude of employees
towards job satisfaction and its influence on organizational commitment. The study will be useful in
managing the valuable human resources more effectively and it will provide a realistic analysis of the
current welfare schemes and its results.
The scope of the study is very vital. Not only the Human Resource department can use the facts and
figures of the study but also the marketing and sales department can take benefits from the finding of the
study. This study is helpful to that organization for conducting further research. It is helpful to identify
the employer's level of satisfaction towards welfare measure. This study is helpful to the organization for
identifying the area for dissatisfaction of the employees. This study helps to make a managerial decision
to the company.
1.4 LIMITATIONS OF THE STUDY
1. The time spend with each employee was limited.
2. Inferences are drawn from small sample. The generalization is not free from sampling errors.
3. Time was also a constraint for the research study. The time available for the study is much limited
4. Some of the respondents were not cooperative in furnishing data, as it requires both time and
patience and also their work loads.

CHAPTER 2
INDUSTRY PROFILE AND COMPANY PROFILE

INDUSTRY PROFILE
PROFILE OF CASHEW INDUSTRY
The Cashew (Anacardium Occidentale) was introduced in India by the Portuguese in 16th Century.
Over the years, cashew became a crop with high economic value and attained the status of an export–
oriented commodity, earning considerable foreign exchange for the country. India exports cashew kernels to
over 60 countries. Its major markets are US, Japan, Spain, France, Germany, UK as well as Middle East
countries such as UAE and Saudi Arabia. The cashew industry of Kerala is mainly concentrated in Kollam
district.
The annual Raw Cashew Nuts requirement of the State is about 8,00,000 tonnes; whereas State’s
domestic production is 84,000 tonnes only. The State therefore meets the major portion of its Raw Cashew
Nuts requirement through imports. Kerala Cashew Board Limited was incorporated mainly with the
objective of procuring Raw Cashew Nuts at most competitive prices adhering to open and transparent
procedures.
India is among the largest cashew-producing countries in the world. The cashew industry has large
economic significance as it employs more than 10 lakh people on farms and factories in rural areas. The
cultivation of cashew in India covers a total of 0.7 million hectares of land, and the country produces over
0.8 million tonnes (MT) annually. Between 2019-20 and 2021-22, India's cashew nut production grew from
0.70 million tonnes (MT) to 0.77 million tonnes (MT). In India, cashew cultivation spread along the coastal
regions of the peninsula. Cashew is mainly grown in states like Maharashtra, Kerala, Karnataka, Tamil
Nadu, Andhra Pradesh, Goa, Odessa, West Bengal, and some parts of the North-Eastern region. According
to data published by the National Horticulture Board (NHB), Maharashtra stands first in annual cashew nut
production during 2021-22 at 0.20 million tonnes (MT), growing from 0.19 million tonnes cashew nut
produced in 2020-21.
Besides the vast scale of cashew production, India is also known for pioneering cashew processing and
exporting cashew kernels across the globe. The cashew processing industry was earlier concentrated in
Kollam (Kerala), Mangalore (Karnataka), Goa, and Vettapalam (Andhra Pradesh), but now it is spread
across many states of India. Over the years, India has emerged as the global processing hub for the cashew
industry.

EXPORT OF CASHEW KERNEL AND IMPORT OF RAW CASHEW NUTS IN

INDIA
Year Cashew Kernel Export Raw Cashew Nut Import

Quantity Value Quantity Value
(MT) (Rs. in crore) (MT) (Rs. in crore)
2017-18 84,353 5,870.97 6,49,050 8,850.03
2016-17 82,302 5,168.78 7,70,446 8,839.42
2015-16 96,346 4,952.12 9,58,339 8,561.01
2014-15 1,18,952 5,432.85 9,39,912 6,570.93
2013-14 1,14,791 5,058.73 7,71,356 4,563.99
2012-13 1,00,105 4,067.21 8,92,160 5,331.12
2011-12 1,31,760 4,390.68 8,09,371 5,337.76
2010-11 1,05,755 2,819.39 5,29,370 2,649.56
AREA OF CULTIVATION AND QUANTITY OF PRODUCTION OF CASHEW

IN INDIA

SL No Name of Area of Quantity of Production

State Cultivation
Ha (in’ 000) In % MT (in’000) In %
1 Kerala 92.813 8.74 88.180 10.79
2 Karnataka 129.065 12.15 89.447 10.95
3 Goa 58.250 5.48 34.259 4.19
4 Maharashtra 191.450 18.03 269.440 32.98
5 Tamil Nadu 142.275 13.40 71.030 8.69
6 AndhraPradesh 186.781 17.59 116.915 14.31
7 Odisha 193.988 18.27 98.585 12.07
8 West Bengal 11.360 1.07 12.960 1.59
9 Jharkhand 14.830 1.40 6.130 0.75
10 Chhattisgarh 13.700 1.29 9.830 1.20
11 Gujarat 7.250 0.68 6.500 0.80
12 Puthucherry 5.000 0.47 2.160 0.26
13 Assam 1.050 0.10 1.130 0.14
14 Tripura 4.250 0.40 3.450 0.42
15 Meghalaya 8.580 0.81 6.120 0.75
16 Manipur 0.900 0.08 0.324 0.04
17 Nagaland 0.500 0.05 0.540 0.07
Total 1062.042 100 817.000 100
EXPORT TREND
India is the largest cashew exporter, with more than 15% of the world's export share. India primarily

exports Cashew Kernels and very small quantities of Cashewnut shell liquid. During 2021-22, the cashew
exports by value grew from US$ 420 million in 2020-21 to US$ 452 million in 2021-22, witnessing a
growth of 7%. Between April-August 2022, cashew exports stood at US$ 134.38 million.In terms of
volume, India's cashew exports recorded an increase of 9% from 70.5 million kg in 2020-21 to reach 76.8
million kg in 2021-22. Between April-August 2022, cashew exports volume stood at 18 million kg.
Importing of raw cashew nuts has played a key role in the growth of the Indian cashew industry,
which accounts for almost half of the domestic and export demand for cashew kernels in the country. To
address the same, the Department of Agriculture, Cooperation and Farmers Welfare (DAC&FW), under the
Mission for Integrated Development of Horticulture (MIDH) and Rashtriya Krishi Vikas Yojana (RKVY),
had implemented various initiatives that led to increased domestic production of cashew. It includes massive
area expansion under cashew cultivation and replacing senile cashew plantations with high-yielding varieties
in traditional and non-traditional states. DAC&FW has also approved the roadmap program to extend the
cashew cultivation area by 1.20 lakh hectare presented by the Directorate of Cashew nut & Cocoa
Development (DCCD).
EXPORT DESTINATIONS
India exports cashews to over 60 countries spread across different parts of the world.The key export
destinations for India are UAE, Japan, Netherland, Saudi Arabia, the USA, the UK, Canada, France, Israel,
and Italy. As per the APEDA statistics on the exports of cashew kernels and Cashewnut shell liquid, UAE is
the largest importer of Indian cashews, valued at US$ 131.5 million, accounting for 29% of overall exports
during 2021-22 as compared to US$ 98.5 million in the previous year. In volume terms, India's cashew
exports to UAE stood at 16.6 million kg, growing by 29% from 12.8 million kg of exports recorded in the
previous year.
Japan and Netherland are among the top 3 importers of Indian cashews, with a share of exports at 13%
and 9%, respectively. India's cashew kernels and Cashewnut shell liquid exports to Japan and Netherland are
valued at US$ 58.1 million and US$ 41.1 million, respectively. Vietnam, a key importer of Indian cashews,
has consistently grown in imports of India's cashew at a CAGR of 7% from 2016-17 to 2021-22. The top 10
importing countries of Indian cashew have a share of 84% of the total exports, which implies the huge
significance of traditional markets. This strong growth in cashew exports across export destinations
continues to drive economic growth and employment generation in India's key cashew-growing states.
COMPANY PROFILE
PROFILE OF FARIS CASHEW FACTORY
Headquartered in Kollam, Kerala (India) is a Manufacturer – Exporter of cashew kernels over a

decade and its among the most reputed supplier of quality Cashew Kernels from India.We are totally
committed in maintaining high standards and fostering a characteristics structure with the objective of
developing, manufacturing and providing products with superior standards that are trusted and preferred by
customers.We have a wide supply chain network across the globe that enable us to meet the bulk demand of
cashews kernels within a committed time frame. Moreover, we cherish a cordial relationship with all our
vendors which enable us to offer high nutritional value products to our clients.
About The Founder
The founder, BIJU MUHAMMED belongs to the II generation cashew industrialist having over 20 years
exposure to the present line. The Company has a certified quality management system accredited under BRC
Global standard in Food Safety.
VISION
“We believe the cashew sector can provide a bright future for everyone involved in the
supply chain”
MISSION
We contribute to improving the cashew sector, so farmers can get better yieldand income, employee’s
better opportunities and consumers a better quality. We are building a fully transparent supply chain to
ensure a safe place to work, to contribute to a decent income for workers and farmers and to prevent child
labour.
VALUES AND BELIEFS
The enduring belief that their corporate destiny is inextricably entwined with those of the employees and

customers carries them towards a profitable and ethical business model.
QUALITY POLICY
Customer satisfaction through quality services achieved by through constant adherence and
continual improvement in quality services and systems following P.D.C.A (Plan, Do, Check and
Act) technique in all their functions and actions complying with the requirements.
PRODUCT PROFILE OF FARIS CASHEW FACTORY
 CASHEW KERNELS - WHITE WHOLES

180 White Whole Cashew nuts are utilized in food because they are not only a well-known source
of energy but also have a rich and delectable flavor. The most popular of the low-cost whole grades
is W-450 because it has the tiniest and most affordable white whole kernels. Another variety of
cashew kernels are scorched wholes, which has a light brown color from lengthier roasting. They
share the same nutritional benefits and all the other traits of white kernels.
 CASHEW KERNELS - SCORCHED.WHOLES

Another variety of cashew kernels is scorched wholes, which has a light brown color from
lengthier roasting. They share the same nutritional benefits and all the other traits of white kernels.
Butt splits and pieces are less expensive and perfect for cooking, making pastries, and making
savory snacks.
 CASHEW KERNELS - DESSERT WHOLES

A cashew nut classified as "DW grade" (also known as "Dessert Wholes Cashew") may be slightly
immature, slightly shriveled, or may have brown spots or other surface imperfections. As long as
there are no more than 60% of the kernels impacted, it is fine.
 CASHEW KERNELS - WHITE PIECES

You can also purchase cashew bits. Butt splits, and halves are the names for various varieties of
bits or kernels. These are typically added to trail mix, used as a topping, or added to baked goods.
These won't cost as much as the other options on our list because they aren't entire Cashews.
 CASHEW KERNELS - SCORCHED PIECES
Cashews may also be referred to as burned cashews. The light brown cashews are the ones that
have been burned. The white cashews were roasted for just a little bit longer than the light brown
ones, giving them a darker brown color. Cashews of the burnt variety can be purchased whole or in
pieces depending on the situation.
 CASHEW KERNELS - DESSERT PIECES
In this variety of cashew nut, the kernels might be deeply burnt, deeply brown, deeply blue,
speckled, discolored, or black spotted. Additionally, kernels that have been broken into bits but did
not pass through a 4.75 mm, 16 SWG. Scorched Wholes Seconds and Dessert Wholes DW are the
two dessert pieces of cashew kernels.
Sales Outlet
Faris Cashew Factory has 3 sales outlet spread across South Kerala. Where people can buy cashew
varieties of their choice.
MAJOR DEPARTMENTS
 MANUFACTURING DEPERTMENT
 SALES DEPARTMENT
 FINANCE AND ACCOUNTS DEPARTMENT
 LEGAL DEPARTMENT
MANUFACURING DEPARTMENT
Where every employees have different jobs of extracting of cashew to packing of cashew.

SALES DEPARTMENT
Faris Cashew Factory provides variety of products available in the market around the world.
FINANCE AND ACCOUNTS DEPARTMENT
Finance the lifeblood of every business. Finance plays a key role in all the activities of the business. It may
be defined as the service money. It deals with the 1 principles and methods of obtaining control
money from those who have saved it and of administrating it by those who control it. The success
of finance function depends on how finance is planned at various levels or administration under
the management.
The main function of the department is preparation and disbursement of salary of officers.
Members of the office staffs and workers. The department keeps salary register pertaining to each
of the above sections, which facilitates charges in the salary due to gaining of annual increments
and deduction due from the salary. The disbursement of the salary is credited to the amount of
respective bank account of the employee; Financial Management is that managerial activity which
is concerned with the planning and controlling of the firm's financial resources.It deals with
finding out various sources for raising the funds for the company.The main activity of the Finance
Department is Working capital Management. Preparations of Fund statement, Cash Flow
Statement, balance Sheet, Profit or loss Account etc.Secretarial work relating to Board comes
under the review of the Finance Department. Most of the activities carried out by the Finance
Department are pertaining to long term and short term requirements of the operation, closing
purchase bill maintaining the account of contractors, sub contractors, Income tax deduction, salary
discrepancy, dealing with the financial institutions with imports are also the functions of the
finance department.
LEGAL DEPARTMENT

Some functions of the legal department are as follows:

•Drafting of new documents when desired by Other Departments and Regional Offices.
•Monitoring of consumer disputes pending before various consumer redressal alleging deficiencies
in the services rendered by the organization.
•Monitoring and keeping up to date record of the amendments affecting Organization.
•Issuance of circulars, bulletin instructions, statutory amendments affecting the organization.
•Verifying / drafting of agreement and when modifications are made in the existing advances
schemes are introduced.
•Drafting of reply notices received from various parties through lawyers regarding deficiency in
service, premise matters, other banking operations.

CHAPTER 3
REVIEW OF LITERATURE
REVIEW OF LITTERATURE

One benefit of job satisfaction studies is that management is able to gauge the levels of
satisfaction of employees in their corporations. It indicates how employees feel about their job, the
areas of satisfaction and dissatisfaction and action plans that can be worked. out to improve the job
satisfaction of employees.
Much research has been done in findingout the level of job satisfaction experienced by
employees. A brief description of these studies is presented below Khaleque and Rehman (1987)
in a study on 1560 industrial workers indicated a higher percentage of workers that were satisfied
with their job (86 percent), compared to only a small percentage of them who were dissatisfied (14
percent). Similar results could be observed from other studies like those of Khaleque and Wadud
(1984).
The study also revealed that overall job satisfaction is significantly higher for those
respondents who are satisfied with job components and job facets than those who are not satisfied
with them. Results of the study by Tyagi and Tripathi (1996) concluded that maximum number of
both scientists and extension personal expressed medium level of satisfaction with their
Profession,followed by low and high profession satisfaction. Shinde (1997) observed that
majority of the master trainers (57. 5 percent) experienced medium level of professional satisfaction,
followed by 30 percent feeling high level of professional satisfaction and only a few of them
experiencing low level of professional satisfaction (12.5 percent).
In a study by Rao et al. (1991) on Motivation and Job Satisfaction: An Empirical

Examination on a sample of 300 respondents in a small scale industry showed that an insignificant
percentage of employees were satisfied with their work (12 percent), majority of the employees were
dissatisfied with their work (48.25 percent) and many of them preferred to remain neutral on this
count (39.75 percent). Those who were satisfied with their work were working in a work
environment that was somewhat better than the others and were handling jobs that were quite
challenging, Those dissatisfied with their work found their jobs disinteresting, heavy and
burdensome, laborious, and oppressive nature of work.
The study of Reddy and Rajendran (1993) on Organizational Commitment and Work
satisfaction among Industrial Workers, attempted to determine the organızational commitment and

work satisfaction of 200 workers in two public and private sectors. The findings of the study
revealed that majority of the workers experienced high level of job satisfaction, while others
experienced moderate and low level job satisfaction. Hague (2004) found that Indian academicians
are deriving only a modest degree of job satisfaction and there seems to be a growing discontentment
among teachers towards their job despite the different plans and programmes started for their benefit.
A study by Sharma and Jyoti (2006) titled Job Satisfaction Among School Teachers
conducted on a random sample of 120 equally represented government and private school teachers in
Jammu city (at primary and secondary school levels) revealed that the degree of job satisfaction
secured by teachers is not high and the reason lies in insufficient pay.
Unless the physical needs, which require money, are satisfied, an employee will not be
tempted to achieve higher order needs. Panda (2001) in the paper titled Job Satisfaction of Dotcom
Employees - An Indian Experiment studied job satisfaction among a sample of150 executives at
various levels (from Managers to Vice Presidents) of dotcom companies, spread over six cities in
India- New Delhi, Mumbai, Calcutta, Bangalore, Hyderabad and Chennai. A majority of the
respondents were satisfied with the job they were were doing doing (73 percent), and a majority was
also found to be dissatisfied with the company in which they are working (75 percent).
The researcher further explained that the nature and content of the job is the driving force
behind Satisfaction, whereas apprehensions and operational problems leading to doubts about long-
term survival of the company are indicators of dissatisfaction.
Rahad (1995) investigated factors related with job satisfaction in the article titled Factors
Related with Job Satisfaction of Village Extension Workers in Training and Visit System. 240
village extension workers in the Amravati division of the Vidorabha region in Maharashtra State
formed the sample of the study.Findings revealed that a majority of the respondents were moderately
satisfied about their job (70.42 percent), while the proportion of highly satisfied respondents was
rather small (16." 25 percent).

Hariharamahadevan and Amirtharajan (1997) article titled Job Satisfaction of Nationalized

Bank Officer- Summary of a Study studied job satisfaction among nationalized bank officers in the
middle and junior level (representing 80 percent of total strength of officers ) in the southem part of
Tamil Nadu. Findings revealed that majonity of the respondents were dissatisfied with their job.
Maslow's hierarchy of needs
Montana and Charnov (2000) in his literary work that Maslow's hierarchy of needs does not only
critically evaluate the human behavioural aspect but also highlights the motivational factors
associated with the human needs. Most of the contemporary organizations in all the sectors still
apply Maslow's motivational theory in order to cater to the employee needs. Maslow's concept of
screening employee motivation as a chronological development based on the fundamental
requirements of the labour transformed he study and practice of management McGregor (1960).
The basic concept in this perspective is to understand the motivational needs of an employee in an
organization so that the employee is satisfied which ultimately helps in achieving organizational
objectives. It is essential to understand the basic concept of his theory in order to use it in
practicality. Five fundamental sets of objectives constitute the theory, including physiological
needs, safety needs, love needs, esteem needs. and self actualization needs (Maslow, 1943). Every
need is triangle under the hierarchical system and employees have different needs as they are in
different levels of hierarchy and hence their needs shif up or down according to their requirements
and position. But most of the needs are cohesively unified and seamlessly interrelated. As a result
of this theoretical foundation, none of the employees can move to the next hierarchical level of
need without actually achieving the current hierarchical need. Accordingly, the most proponent
objective will take over one's level of consciousness and will tend to organize with regard to
various other human capacities (Maslow 1943). Satisfaction, according to Maslow's concept is
achieved only when one of the needs of the individual is achieved. However, it cannot be thought
that employee's overall satisfaction is achieved with the completion of one need but Maslow
concluded that ultimate satisfaction of his needs depend on the individual and his requirements
from the organization

Expectancy Theory
'Expectancy theory, sometimes referred to as expectancy-value theory, is a theory which

posits that an individual's level of motivation relates to his/her expectations and value (positive or
negative) of the consequence of reaching particular goal" (Lynd- Stevenson, 1999: 161). According
to the expectancy theory, there are three relationships as far as an individual is concerned, They are
effort, performance, and rewards (Gray & Wert-Gray, 1999). Effort expectancies, as per the
individual is the positive relation between the individual efforts and his performance. Performance
expectancy,as per the employee the relation between his performance and the reward he gets from
the organization. Reward expectancy, as per the employee is value he gets in return for the
performance he has delivered in the company (Fudge &Schlacter, 1999). This theory very much
essential when considering job satisfaction as employees join the organization for these 3 main
factors and sustain and advance themselves on the basis of these 3 factors. Also, job satisfaction has
a positive correlation with employee satisfaction which is explained below.
Job Satisfaction
Isen and Baron (1991: 35) assert that, "As an attitude, job satisfaction involves several basic
components: pecific beliefs about one's job, behaviour tendencies (intentions) with respect to it, and
feelings about it." Oshagbemi (2003) has expressed job satisfaction to be reflection image of job
results which can be achieved only when the achievement of the employees are matched with the
desired outcomes. For the study of job satisfaction, the biggest element that is taken into
consideration is the fulfilment of individual requirement both within the job environment, (Locke
and Schweiger 1983; Olsen 1993) Job satisfaction is more of a long term commitment towards the
workplace rather than being a short term emotional containment. Employees attain the satisfaction
level in a company after several accomplishments in the workplace which might not necessarily be in
the form of monetary satisfaction but emotions and environment hold a key position in it. (Hwang
and Kuo, 2006) Emotions are not a temporary requirement in job which can be substituted.

CHAPTER 4
RESEARCH METHADOOGY

4.1 RESEARCH METHODOLOGY
Research methodology is a systematic way to solve the research problems. It may be taken as
scientific study about how the research is done. In research methodology, the researcher will
mention not only the research methods but also the various steps that are adopted by the researcher
in studying his research problem along with the logic behind them. The methodology used for this
study is through collection of primary data and secondary data. The primary data's where collected
through a direct approach with the employees with the help of an interview schedule. The
secondary data were collected from all possible reports and records collected from HR department
of FARIS CASHEW FACTORY
RESEARCH DESIGN
Research design is a blue print or a plan for the research study. It is the basic frame work
that provides guidelines for the research process. It specifies the methods for data collection and
data analysis. Research design includes an outline of what the researcher will do in his research
process. The various types of research designs available are;
a) Exploratory or formulative research design.

b) Descriptive and diagnostic studies.
c) Experimental research design.
A. Exploratory research design
Exploratory research design is applied when the researcher is not acquainted with the problem. It
aims at gaining familiarity with a new phenomenon. In fact, much of social researches are of exploratory
nature. This type of research designs are applied there.In this type of research design, a specific problem is
formulated for precise investigation or a specific problem is formulated for precise investigation or a
specific hypothesis is formulated from an operational investigation or a specific hypothesis is formulated
from an operational observation. This type of studies are, therefore, known as formulative studies. In many
managerial studies this type of design is commonly used.

Exploratory research design is flexible enough to permit the consideration of many different aspects
of phenomenon. it is highly unstructured. In other research designs we begin with specific hypothesis which
we aim to test, but in exploratory research design development of hypothesis comes at the end. In
exploratory research design one make use of the following methods;
 survey of literature
 experienced survey
 analysis of insight stimulating experiences
B. Descriptive and diagnostic studies
A study which wants to portray the characteristics of a group or individual or situation is known as
descriptive study. A study which wants to determine the frequency of occurrence of its association with
something else, is known as diagnostic study. The main differences between the descriptive and diagnostic
studies are:
1. A diagnostic study mainly concerned with existing issues and tries to find out relationships between
the causes and factors. On the other hand, the descriptive research begins with a study of the past.
2. Descriptive studies may not be necessarily motivated by hypothesis. But diagnostic studies are
generally motivated by a hypothesis.
3. The main objective of descriptive study is to acquire knowledge. But a diagnostic stUB foC OF
deserpavtrod of puting the knowledge into practice in finding a so;ution to the problem.
4. In a diagnostic study, the investigator is always interested in identifying the factors that contributed
to the problem, and their interrelationships. Whereas in a descriptive study no attempt is made
either to study or to modify the existing causes of the problem.
Although there are differences between descriptive and diagnostic studies, they are very intimately
related to each other. They share common requirements so far as study of design is concerned. That is why
these two studies are included under one category of research design. These studies presuppose some prior
knowledge of the problem that is being studied.

The main objective of these studies are to diagnose the problem, to specify accurately the
characteristics, to determine the frequencies of significant variables and to find out whether certain variables
are associated. The research design for these studies must be carefully planned so that subjective bias can be
eliminated. The first step of research design would be to objectively define the questions which are to be
answered. It is necessary to adequately and scientifically define the involved concepts in an operational way
so that the magnitude of the concept may be quantitatively measured.
In diagnostic and descriptive research designs, data are analysed to make interpretations or
conclusions.
The main methods of data collection are:
 Using documents
 By observation
 Through interview or questionnaires method
C. Experimental research design
Experiment is the procedure for gaining knowledge by collecting observation under controlled conditions.
When a scientist fails to find out throughsimple observation, the possible factors operating in a given
problem, he goes to experiment. Thus the difference between observation and experiment is that in the case
of experiment, is done under controlled situation. Experimental design refers to the frame work or structure
of an experiment. Though experimental designs originated in the context of agricultural operations, today
they are being used in almost all the areas of scientific studies. Experimental research design is concerned
with making oxperiments to find out the cause and effect relationship of the phenomenon under study. The
main purpose of experimental research designs is to test a casual hypothesis.
A casual hypothesis is the one that states the cause and effect relationship between two or more variables.
Experimental research design is considered to be the highest stage of social research
 The research design of this study is explanatory or descriptive research design. A descriptive research
design concerned with the detailed description of certain functional variables and characteristics of a
problem situation.

The major purpose of research design are;
 To disclose in detail the characteristics of target groups.

 To assess the proportionate behavior of respondents within the group.
 To help in precise predictions
 To determine the association of different variables.
NATURE OF DATA
When the study is conducted generally primary and secondary data are taken for reliable information.
Primary data consist of original information for the specific purpose. The secondary data consist of
information that already exist or which has been collected for the purpose.
SOURCES OF DATA COLLECTION:
The researcher has depend on both primary and secondary data for collecting information.
PRIMARY DATA:
When the researcher himself trying to collect the data for his particular purpose from the sources available, it
becomes primary data. Therefore primary data are those collected by the investigator himself for the first
time and thus they are original in character. They are collected for the first time for the purpose of a study it
is primary in nature.
The main advantage of primary data are:
 They are the first hand information
 The data collected are reliable as they are collected by the researcher for himself.
 The primary data are useful for knowing option, qualities and attitudes of respondents.

The main disadvantage of primary data are:

 The collection of primary data is very expensive and time consuming
 There is a scope for bias of the researcher unless the researcher is fair to the method of data collections.
 When primary data from the source of information, then it becomes necessary in many situations to
select samples for research studies. Selection of a representative sample is not an easy task.
Empirical methods used for collecting data
1. Observation method
2. Interview method
3. Questionnaire method
4. Schedule method
1) OBSERVATION METHOD
Observation method may be defined as a systematic viewing of a specific phenomenon in the

proper setting for the specific purpose of gathering data for aparticular study. Observation method as
the name itself indicates is based on observation.
Observation means watching things with a purpose. Observation is keen and scientific study
of a problem. It is the process of acquiring knowledge through the use of sense organs. Observation
has three main components namely sensation, attention, and perception. Sensation is derived from
sense organs. Attention is related to the ability to concentrate on subject matter of study. Perception
enables the mind to recognize the facts by identifying sensations and drawing upon experience and
introspection. Observation starts with curiosity which is natural for every person. The observation
method is also known as classical method of scientific research.

2) INTERVIEW METHOD:
Interview method is a direct method of collecting data and is the most important method of
collection of data. It is based on interview. It is a verbal method of securing data in the field of surveys.
Through this method we can know the views and ideas of other persons. It is a method of social
interaction. Since many of the social science research problems involves the personal contact of the
respondents, interview is perhaps the only method through which the researcher would be able to
establish such direct contact. Here information are obtained by conversing with the respondents.
Greetings, glances, facial expressions and pauses often reveal the subtle feelings of the respondents.
Major characteristics of interview are :

 It is a close contact or interaction including dialogue between two or more persons
 It has a definite object such as knowing the views and ideas of others. Interview is an interactional
process.
 Interview can be conducted over telephone also.
 Interview method enables to study the social problems.
3) QUESTIONNAIRE METHOD:
This is an important and popular method of data collection. This is (adopted by individuals,
organizations, and govemment. In this method a questionnaire is prepared and sent to respondents by
post. Questionnaire is a printed list of questions. The questionnaire when send to respondents, a request is
made that the questions should be answered and returned. The success of this method largely depends on the
proper drafting of questions. Drafting questionnaire required a great deal of skill and experience. Various
economic and business surveys also make use of this method of data collection.
Essentials of a good questionnaire;
 The number of questions should be kept to the minimum. The number of questions
 The questions should be short as possible and simple to understand. If the number questions are too
large, informants choose not to fill up the questionnaire. Even a person with an ordinary intelligence

must be able to understand the questions easily and correctly. The requiring calculations should be
avoided.
 The questions should be arranged in a logical order so that a natural and spontaneous reply follows
 The questions should be clear. As far as possible simple words should be used
 As far as possible personal questions should be avoided.
 instructions regarding the filling up of the form must be given in the questionnaire itself.
 The questionnaire must be of convenient size and easy to handle. Proper space must be left for
recording the answer.
 Questionnaire should look attractive.
4) SCHEDULE METHOD
A schedule is a device used in collecting field data when survey method is applied. It is used in direct
interviews. A schedule is a preform containing a set of questions and tables. This preform is filled by
field staff who are specially appointed for the purpose. The field staff are persons acting under the
direction of researcher. Schedules are prepared and sent through the field staff who collect replies to the
questions in the schedule. This method of data collection is like the collection of data through
questionnaire, The difference being that the schedules are filled by the field staff.
Therefore, Primary data refers to the actual data received from the individuals directly concerned with
the problem of the study. Its direct and original. For this particular study the researcher opted
questionnaire method of primary data collection.
SECONDARY DATA:
Secondary data are those which have been collected by some other person for his purpose and
published. So a researcher is said to make use of secondary data if he makes use of data already
compiled by some other person. Secondary data are usually in the shape of finished products. For
example: When the agriculture department collects data for the study of yield obtained in respect of
various agricultural products in a locality, it is primary data for them. When they publish such data I
their journals and if a researcher makes use of those information for his purpose, he can be said to be
using secondary data. Therefore primary data in the hands of one will be secondary in the hands of
another.

Advantages of secondary data:
 The information can be collected by incurring least cost.
 The time required for obtaining the information is very less.
 Most of the secondary data are those published by big institutions. So they contain large quantity of
information.
Disadvantages of secondary data:
 Since secondary data is a result of some other persons attempt, it need not be suitable for a
researcher, who makes use of it. That is, secondary data may be inappropriate and inadequate
usually. It need not satisfy the needs of the researcher.
 The secondary data may contain certain errors. Such errors may be due to erroneous definitions of
statistical units, inadequacy of sources of information, bias of the person who collected the data.
A) POPULATION
The group of individuals under study is known as population or universe. Therefore universe is
the aggregate of all the units to be studied in any field of enquiry. Here, Population or universe
comprises of all employees working in the organization. Population of this study is the workers and
staffs of FARIS CASHEW FACTORY KARUNAGAPPALLY
B) SAMPLE
A finite subset of a population, selected from it with the objective of investigating its properties
is called a sample of that population. A sample is a representative part of population. Here, Sample
comprises of employees who are working in the morning shift in HR department of the company.

C) THE SAMPLE SIZE
The number of sampling units selected from the population is called the size of the sample ..
Here, The sample size of this study is 50 employees from among the workers and staff at HR
department of the company.
SAMPLING:
Sampling may be defined as the process of obtaining information about an entire population by
examining only a part of it. In any investigation if data are collected only from a representative part of the
universe we say that the data are collected by sampling. The representative part is called a sample. The study
of the sample reveals the characteristics of the universe. This is based on the law of statistical regularity. For
example: If we want to know the average height of students of a particular college, it is sufficient if the
required measurements Are taken from a few students selected at random. The average height revealed by
sample enquiry will not be materially different from the average height revealed by the census enquiry.
Merits of sampling:
 less time and effort o Less cost
 More reliable results
 Administrative convenience
 More detailed and accurate information
 Destructive nature of certain enquires
 Sampling method is best suited at times

SAMPLING TECHNIQUES:
various methods available for selecting samples can be grouped under two major heads;
1) Random sampling or probability sampling
2) Non random sampling or non- probability sampling
RANDOM SAMPLING OR PROBABILITY SAMPLING:
Random sampling or probability sampling design is based on probability for the selection of each
item. Probability sampling is also known as random sampling or chance sampling. In this method each item
has its own chance of being selected. Probability sampling may be simple random sampling and complex
random sampling. In a probability sampling we can measure the errors of estimation. Also it ensures the law
of statistical regularity. This is why
probability sampling is considered as the best technique of selecting representative sample.
NON-RANDOM SAMPLING OR NON- PROBABILITY SAMPLING:
Non-random sampling or non-probability sampling is that sampling procedure which does not afford
any basis for estimating the probability for each item to be included in the sample. Deliberate sampling,
judgment sampling etc., are non-probability sampling. In non-random sampling, generally the person
selecting the sample purposely selects a sample which is suitable for his study.
Here, the simple Random sampling method is used for the investigation of the survey of the
company.

CHAPTER 5
DATA ANALYSIS AND INTERPRETATION

Table showing the satisfactory level of salary paid to the respondents

Table 5.1
RATINGS RESPONSES PERCENAGE
HIGHLY SATISFIED 5 10
SATISFIED 25 50
DISSATISFIED 20 40
HIGHLY DISSATISFIED 0 0
PERCENTAGE
60
50
40
30
20
10
0
HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED
PERCENTAGE
CHART 5.1
INTERPRETATION
The above graph shows that, the respondents are classified on the basis of satisfactory level of salary
earned by them. Out of 50 respondent,50% are satisfied and only 10% of them are highly satisfied, 40% of
the respondents are dissatisfied and no respondents are highly dissatisfied.

Table showing the satisfactory level of working condition provided by the company
WORKING CONDITION RESPONSES PERCENTAGE
EXCELLENT 4 8
GOOD 29 58
FAIR 15 30
POOR 2 4
TOTAL 50 100
Table 5.2
PERCENTAGE
70
60
50
40
30
20
10
0
EXCELLENT GOOD FAIR POOR
PERCENTAGE
CHART 5.2
INTERPRETATION
From the above chart it shows that 8% of respondents have excellent opinion about the
working condition, 58% of the employees were feeling good ,30% is having a fair opinion and
4% of employees have poor opinion.

Table showing the agreements of respondents with their motivating wok environment
WORK ENVIRONMENT RESPONSES PERCENTAGE
STRONGLY AGREE 8 16
AGREE 40 80
DISAGREE 2 4
Table 5.3
STRONGLY DISAGREE 0 0
TOTAL 50 100
PERCENTAGE
90
80
70
60
50
40
30
20
10
0
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE
PERCENTAGE
CHART 5.3
INTERPRETATION
From the above graph 80% of the employees are agreed with the motivating work environment
and 16% are strongly agreed with it. 4% of employees are disagreed and no employees are strongly
disagreed with the motivating work environment.

Table showing the relationship of employees with the collegue in the company
RATINGS RESPONSES PERCENTAGE

HIGLY SATISFIED 12 24
SATISFIED 28 56
DISSATISFIED 8 16
TOTAL 50 100
Table 5.4
PERCENTAGE
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.4
INTERPRETATION
The above graph shows that 56% of employees are satisfied,24% are highly satisfied ,16% are
dissatisfied and 4% are highly dissatisfied with the relationship between colleagues in the company.

Table showing the cooperation between the employer and the employee in the company

STRONGLY AGREE 15 30
AGREE 30 60
DISAGREE 5 10
TOTAL 50 100
Table 5.5
PERCENTAGE
70
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.5
INTERPRETATION
From the graph,60% of employees are agreed,30% are strongly agreed, and 10% are disagreed
with the cooperation among employer and employee in the organization.

Table showing whether the company is giving adequate and fair compensation for their work

STRONGLY AGREE 8 16
AGREE 37 74
DISAGREE 5 10
TOTAL 50 100
Table 5.6
PERCENTAGE
80
70
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.6
INTERPRETATION
From the above graph we can conclude, 74% of employees are agreed, 16% are strongly agreed
and only 10% are disagreed with the compensation given by the company for the work they do.

Table showing the agreements of employees whether they are treated with respect in the work place
STRONGLY AGREE 9 18
AGREE 41 82
DISAGREE 0 0
TOTAL 50 100
Table 5.7
PERCENTAGE
90
80
70
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.7
INTERPRETATION
From the graph, 82% are agreed, 18% are strongly agreed for they are treated with respect in the
work place. And no employees are disagreed nor strongly disagreed with this.

Table showing the fringe benefits given to the employees from the company
AGREE 2 56
DISAGREE 7 14
TOTAL 50 100
Table 5.8
PERCENTAGE
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.8
INTERPRETATION
From the graph,56% of employees are agreed ,24% are strongly agreed, 14% are disagreed and
only 6% are strongly disagreed with the fringe benefits given to the employees by the company.

Table showing the concernment of superiors in the welfare activities of the employees
STRONGLY AGREE 8 16
AGREE 35 70
DISAGREE 6 12
TOTAL 50 100
Table 5.9
PERCENTAGE
80
70
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.9
INTERPRETATION
From the graph, 70% of employees are agreed, 16% are strongly agreed ,12% are disagreed and
only 2% are strongly disagreed with the concernment of superiors in the welfare activities of the
employees in the company.

Table showing the satisfactory level of employees with the working hours of the company
FAIR 12 24
GOOD 38 76
BAD 0 0
TOTAL 50 100
Table 5.10
PERCENTAGE
80
70
60
50
40
30
20
10
0
FAIR GOOD BAD
PERCENTAGE
CHART 5.10
INTERPRETATION
From the graph 76% of employees are having good working hours and 24% are having fair
working hours. No employees are having bad working hours.

Table showing the satisfactory level of employees with the work assigned to them
RATI NGS RESPONSES PERCENTAGE
AGREE 31 62
DISAGREE 5 10
TOTAL 50 100
\
Table 5.11
\
PERCENTAGE
70
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.11
INTERPRETATION
From the graph, 62% of employees are agreed, 24% of them are strongly agreed, 10% are
disagreed and only 4% are strongly disagreed with the work assigned to them by the company.

Table showing the level of job stress of employees
MILD 10 20
MODERATE 25 50
SECURE 13 26
EXTREME 2 4
TOTAL 50 100
Table 5.12
PERCENTAGE
60
50
40
30
20
10
0
MILD MODERATE SECURE EXTREME
PERCENTAGE
CHART 5.12
INTERPRETATION
From the above graph, it shows that 50% of the employees said there is moderate job stress in
their work, in case of 20% and 26% of the employees they have secure and mild stress respectively and
only 4% of them have extreme level of job stress in their work.

Table showing the satisfaction level of employees with the use of their skills and abilities
Table 5.13
SATISFIED 45 90
DISSATISFIED 3 6
TOTAL 50 100
PERCENTAGE
100
90
80
70
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.13
INTERPRETATION
From the graph,90% of employees are satisfied, 4% of them are highly satisfied, 6% of them are
dissatisfied and no employees are highly dissatisfied with the good use of their skills and abilities in the
organization.

Table showing the ratings of how much the job affects their health

VERY MUCH 8 16
NOT ,MUCH 32 64
NO IMPACT 10 20
TOTAL 50 100
Table 5.14
PERCENTAGE
70
60
50
40
30
20
10
0
VERY MUCH NOT MUCH NO IMPACT
PERCENTAGE
CHART 5.14
INTERPRETATION
From the above graph, it shows 64% are not much affected, 16% are very much affected, and
20% having no impact of job affects health.

Table showing the satisfaction level of employees with the training programmes

YES 45 90
NO 5 10
TOTAL 50 100
Table 5.15
PERCENTAGE
100
90
80
70
60
50
40
30
20
10
0
YES NO
PERCENTAGE
CHART 5.15
INTERPRETATION
From the graph, 90% of employees are satisfied with the training programs provided by the
company and only 10% of them are dissatisfied with it. That is most of the employees are satisfied here.

Table showing the satisfaction of employees with the medical facilities provided by the company
Table 5.16
SATISFIED 37 74
DISSATISFIED 3 6
TOTAL 50 100
PERCENTAGE
80
70
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.16
INTERPRETATION
From the graph, 74% of employees are satisfied, 20% are highly satisfied, 6% are dissatisfied and
no employees are highly dissatisfied with the medical facilities provided by the company.
Table showing the satisfaction level of communication with the management

Table 5.17
SATISFIED 40 80
DISSATISFIED 4 8
TOTAL 50 100
PERCENTAGE
90
80
70
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.17
INTERPRETATION
This graph shows the level of communication with the management of the employees. The
ratings of the respondents are , 80% of them are satisfied, 12% are highly satisfied, 8% having
dissatisfied and no employees are highly dissatisfied.
Table showing the satisfaction regarding job security

Table 5.18
SATISFIED 41 82
DISSATISFIED 3 6
TOTAL 50 100
PERCENTAGE
90
80
70
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.18
INTERPRETATION
This graph shows the opinion of employees about job security. The ratings of the respondents are
like this, 82% are satisfied, 12% are highly satisfied, and only 6% of employees are dissatisfied with the
job security provided by the company.
Tab le showing the satisfaction of employees in getting regular increments from the company


SATISFIED 40 80
DISSATISFIED 5 10
TOTAL 50 100
Table 5.19
PERCENTAGE
90
80
70
60
50
40
30
20
10
0
PERCENTAGE
CHART 5.19
INTERPRETATION
Graph showing responses of employees in getting regular increments from the company. 10 %
are highly satisfied, 80 % are satisfied, 10% are dissatisfied and no employees are highly dissatisfied with
it.
Table showing whether the employees are proud in working with Faris Cashew Factory


YES 50 100
NO 0 0
TOTAL 50 100
Table 5.20
PERCENTAGE
120
100
80
60
40
20
0
YES NO
PERCENTAGE
CHART 5.20
INTERPRETATION
From the graph,it shows 100 % of employees are proud working with Faris Cashew Factory.

CHAPTER 6
FINDINGS AND SUGGESTIONS

FINDINGS AND SUGGESTIONS
This chapter deals with the findings and suggestions of the study conducted to understand the
extend of emplovee satisfaction among the workers and staff of Faris Cashew Factory
FINDINGS OF THE STUDY
 Out of 50 respondents, 50% of staff and workers are satisfied and 10% of them are highly
satisfied,
 Out of 50 respondents, it shows that 8% of respondents have excellent opinion about the
working conditions,58% of the employees are feeling good, 30% is having a fair opinion.
Here most of the emplovees are feeling good with the working condition provided by the
company.
 Out of 50 respondents, The agreements between the respondents with the motivating work
environment is studied, From that 80% of the employees agreed and 16% are strongly agreed
Here majority of the respondents agreed with the motivating work environment by the
company.
 Out of 50 respondents,56% of employees are satisfied, 24% are highly satisfied, Here most of
the employees are satisfied with the employee and colleague relationship.
 Out of 50 respondents 60% of employees are agreed, 30% are strongly agreed with the
cooperation between the employer and the employee in the company. Here most of the
employees are agreed with the corporation among the employer and the employee.
 Out of 50 respondents 74% of employees are agreed, 16% are strongly agreed with the
compensation given by the company.
Here most of the employees are agreed with the compensation given to them by the company.
 Out of 50 respondents 82% agreed and 18% strongly agreed, no employees disagreed nor
strongly disagreed with weather they are treated with respect in the work place.
Here most of the employees are treated with respect in the work place.
 Out of 50 respondents 56% of employees agreed and 24% strongly agreed, with the fringe
benefits given by the company. Most of the employees are agreed with the fringe benefits from
the company.

 Out of 50 respondents 70% of employees are agreed, 10% are strongly agreed, with the
concernmentof superiors in the welfare activities of the employees.
Most of the employees agreed with the concernment of superiors in the welfare activates.
 Out of 50 respondents, 76% of employees are having good working hours 24% of employees
having fare, no employees having bad working hours. Here most of the employees having good
working hours with the company.
 Out of 50 respondents, 62% of employees agreed and 24% of them strongly agreed with the
satisfactory level of employees with the work assigned to them. Most of the employees are
agreed with the work assigned with them.
 Out of 50 respondents, 90% of employees are satisfied, 4% of them are highly satisfied. and no
employees are highly dissatisfied with the use of their skills and abilities in the work place.
 Out of 50 respondents, 90% of employees are satisfied with the training programs provided
Here most of the employees are satisfied with the training programs provided by the company.
 Out of 50 respondents, 74% of employees are satisfied, 20% are highly satisfied and no
employees are highly dissatisfied with the medical facilities provided by the company. Here
most of the employees are satisfied with the medical facilities provided by the company.
 Out of 50 respondents, 80% of them are satisfied, 12% are highly satisfied and no employees
are highly dissatisfied with the level of communication to the management by the employees.
Here most of the employees are satisfied with the level of communication to the management.`

SUGGESTIONS
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 work place. Employee satisfaction is crucial to monitor because
productivity relies heavily on job satisfaction. Not only do high levels of employee satisfaction
positively influence a company's bottom line, but they greatly improve employee morale and
sense of organizational commitment. The following suggestions can help a worker find personal
satisfaction;
 Implement performance based incentives and other competency activities within the employees
to keep them motivated with extra monitory benefits and recognition.
 Keep the work place maximum friendly to maintain the level of satisfactiontowards the fullest.
 As per the study motivational working conditions are pretty good, and efforts should continue to
realize the level of fullest.
 To increase the satisfactory level ofemployees with the relationship among the colleagues in the
company, they should increase interaction events and entertainments in the company.
 The employee and employer relationship is seems to be satisfactory, hence keep continuing the
relations.
 Many times stress can be reduced and satisfaction improved by providing employees with a
more flexible work arrangement.
 Family is incredibly important to team members. When work begins to put a significant strain
on one's family no money will keep an employee around, Stress the importance of balancing
work and one's personal life.

CONCLUSION

CONCLUSION
The present study was conducted at FARIS CASHEW FACTORY on the topic EMPLOYEE JOB
SATISFACTION. It was done through a detailed questionnaire. The study revealed that most of the
employees working in FARIS CASHEW FACTORY are satisfied with their work and their working
condition. The company is having a healthy employer employee relationship.
My study revealed that the company is concerned about the satisfaction of the employees and
have won the hearts of the employees. The company encourages the employees and motivates them to
work smarter. Understanding the problems of the employees and helping them to overcome the pressure,
this company has its own way.

APPENDIX
APPENDIX-1
QUESTIONNARE

“EMPLOYEE JOB SATISFACTION IN FARIS CASHEW FACTORY,

KARUNAGAPALLY”
Respected Sir/Madam,
I am MOHAMMED JASIR K Student of KMEA COLLEGE OF ARTS AND SCIENCE,

KUZHIVELIPADY , studying BBA, as part of my curriculum, I have undertaken to conduct a
study on" EMPLOYEE JOB SATISFACTION INFARIS CASHEW FACTORY,
KARUNAGAPPILLY” undertaken at FARIS CASHEW FACTORY . I assure that
all the data collected will be only used for academic purpose only.
PERSONALINFORMATION
NAME :
AGE :
PLACE :
Tick an option
1. The satisfaction level of salary paid to the respondent.
 Highly satisfied
 Satisfied
 Dissatisfied
 Highly dissatisfied
2. The satisfaction level of working condition provided by the company.

 Excellent
 Good

 Fair
 Poor
3. The agreements of respondents with their motivating work environment.
 Strongly agree
 Agree
 Disagree
 Strongly disagree
4. The relationship of employees with the colleague in the company.
 Satisfied
 Dissatisfied
5. The cooperation between the employer and the employee in the company.
 Strongly agree
 Agree
 Disagree
Stronglydisagree
6. Whether the company is giving adequate and faircompensation for your work.
 Strongly agree
 Agree
 Disagree
7. Are you treated with respect in the work place.
 Strongly agree

 Agree
 Disagree
8. The fringe benefits given from the company.
 Strongly agree
 Agree
 Disagree
9. The concernment of superiors in the welfare activities.

 Strongly agree
 Agree
 Disagree
10. The satisfactory level with the working hours.
 Fair
 Good
 Bad
11. The satisfactory level with the work assigned to them.
 Strongly agree
 Agree
 Disagree
12. The level of job stress.
 Mild

 Moderate
 Secure Extreme
13. The satisfaction level with the use of their skill and abilities.
 Satisfied
 Dissatisfied
14. The ratings of how much the job affects their health
Very much
 Not much
 No impact
15. The satisfaction level with the training programs.
 Yes
 No
16. The satisfaction with the medical facilities provided by the company.
 Satisfied
 Dissatisfied
17. The satisfaction level of communication with the management.

 Satisfied
 Dissatisfied
18. The satisfaction regarding job security.
 Satisfied
 Dissatisfied
19. The satisfaction of employees in getting regular increments from the company.
 Satisfied
 Dissatisfied
Highly dissatisfied
20. Are you Satisfied working with FARIS CASHEW FACTORY ?
Yes
 No

BIBLIOGRAPHY

BIBLIOGRAPHY
 www.google.com
 www.wikipidiea.com
 www.zodiacmotors.com
 www.zodiackottarakara.com
 www.projectreport.com
 www.previousproject.com

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A STUDY ON

“EMPLOYEE JOB SATISFACTION FARIS CASHEW

In partial Fulfillment of the requirements

DEPARTMENT OF MANAGEMENT STUDIES

KMEA COLLEGE OF ARTS AND SCIENCE

In partial Fulfillment of the requirements

BACHELOR OF BUSINESS ADMINISTRATION

During the academic year

Mrs.THASMI SUJITH Prof.K.M. Abdul karim

Faculty Guide Principal.

Submitted for the viva-voce examination held on

This is to certify that this project report ON EMPLOYEE JOB SATISFACTION

I, MOHAMMED JASIR K, hereby declare that this is a bonafide record of the

Place: MOHAMMED JASIR K

2 2 INDUSTRY PROFILE AND 10

5 5 DATA ANALYSIS AND 36

6 6 FINDINGS AND SUGGESTIONS 57

5.1 Table showing response about satisfaction of salary paid to them 37

5.2 Table showing satisfactory level of working 38

Table showing the agreements of respondents with

5.8 Table showing the fringe benefits by the company 44

5.9 Table showing the concernment of superiors in the welfare 45

5.11 Table showing satisfactory level of employees with their work. 47

Table showing the level of job stress.

Table showing satisfaction with the medical facilities.

5.17 Table showing the satisfaction in communication with the 53

5.19 Table showing satisfaction of regular increments. 55

5.1 Graph showing response about satisfaction of salary paid to them. 37

5.2 Graph showing satisfactory level of working 38

Graph showing the agreements of respondents with

Graph showing whether they are treated with

5.8 Graph showing the fringe benefits by the company 44

5.9 Graph showing the concernment of superiors in the welfare 45

5.11 Graph showing satisfactory level of employees with their work. 47

Graph showing the level of job stress.

5.17 Graph showing the satisfaction in communication with the 53

5.19 Graph showing satisfaction of regular increments. 55

KMEA COLLEGE OF ARTS AND SCIENCE, KUZHIVELIPADY

 Compensation and benefit

KMEA COLLEGE OF ARTS AND SCIENCE, KUZHIVELIPADY

Importance of Employee satisfaction

3. The employee starts feeling a sense of responsibility towards the organization.

The key measures to employee satisfaction are;

KMEA COLLEGE OF ARTS AND SCIENCE, KUZHIVELIPADY

FACTORS INFLUENCING JOB SATISFACTION

a. Salary and wages;

KMEA COLLEGE OF ARTS AND SCIENCE, KUZHIVELIPADY

B. Work environmental factors;

KMEA COLLEGE OF ARTS AND SCIENCE, KUZHIVELIPADY

d. Ambiguity and conflicts;

a. Age and seniority;

KMEA COLLEGE OF ARTS AND SCIENCE, KUZHIVELIPADY

CONSEQUENCES OF JOB SATISFACTION

1. Job satisfaction and productivity.

2. Job satisfaction and employee turnover;

3. Job satisfaction and Absenteeism

KMEA COLLEGE OF ARTS AND SCIENCE, KUZHIVELIPADY

4. Job satisfaction and union activities

JOB SATISFACTION AND SAFETY

1.1 STATEMENT OF THE PROBLEM

1.2 OBJECTIVE OF THE STUDY

KMEA COLLEGE OF ARTS AND SCIENCE, KUZHIVELIPADY

4) To know the communication flow within the organization.