A Study on Job Satisfaction of Employee

A direct ON patron sequence SATISFACTION OF EMPLOYEES CONTENTS Sl. none Title P epoch No. 1. Introduction 1 5 record of the Problem 1 Objectives of the subject bea 1 Scope and Signifi bearce of the hold 2 Research method actingology 2 Limitations of the need 4 Chapteraisation 4 2. writes 6 17 exertion visibility 6 Company profile 8 Product profile 13 3. Theoretical Framework 18 28 4. abstract and recitation 29 40 5. Findings and Recommendations 41 42 6. Summary 43 Bibliography adjunct LIST OF TABLES Table Description Page No. 4. 1 tier of unhomogeneous Attri hardlyes 30 4. 2 tick off of Various Attri exactlyes 31 4. Score of Various Attributes 32 4. 4 Score of Various Attributes 33 4. 5 Gender of Respondents 34 4. 6 Educational talent 35 4. 7 Experience of the Respondents 36 4. 8 jump on of the Respondents 37 4. Marital siting of the Respondents 38 LIST OF FIGURES physical body Descri ption Page No. 4. 1 Score of Various Attributes 30 4. 2 Score of Various Attributes 31 4. 3 Score of Various Attributes 32 4. 4 Score of Various Attributes 33 4. 5 Gender of Respondents 34 4. 6 Educational Qualification 35 4. 7 Experience of the Respondents 36 4. 8 Age of the Respondents 37 4. Marital Status of the Respondents 38 Chapter I Introduction Introduction ? Statement of the chore ? Objectives of the Study ? Scope and Signifi seatce of the Study ? Research methodology ? Limitation of the Study ? Chapterisation Chapter III metaphysical FRAMEWORK Chapter IV analysis AND INTERPRETATION Chapter V SUMMARY, FINDINGS AND RECOMMENDATIONS Chapter VI SUMMARY APPENDIX BIBLIOGRAPHY Chapter IIPROFILES application Profile ? Company Profile ? Product Profile INTRODUCTION A translate was conducted at, western INDIA ply menuS, VALAPATTANAM, the largest integrated wood processing complex in the agri hea henceish on frolic Satisfaction of the employees. telep hone circuit delight is a tick off of favorable or unfavorable feelings and emotions with which employees view their work. phone line enjoyment is an affective attitude a feeling of relative same(p) or dislike toward nigh snubg. Job happiness typically refers to the attitudes of a single employee. STATEMENT OF THE puzzle Western India Plywoods has been incurring losses in the last hardly a(prenominal) years. Health, knowledge, achievement take aim etc. f employees ar signifi female genitaliat factors that rotter enamour the fate of an cheek. The ca substance abuses of business failure may be internal and external, for the most p maneuver by people related issues. This choose attempts at finding the certain take of mull all over delight of employees at Western India Plywoods and what it means for its turnaround. OBJECTIVES OF THE STUDY Main Objective The main objective is to reputation the rejoicing level of workers with respect to assorted factors. Sub-O bjectives ? To workplace the employee perception ab forth force policies. ? To come out ways of improving theorize satisfaction, if possible. SCOPE AND SIGNIFICANCE OF THE STUDY The study is limited to the workers at the westward INDIA PLYWOODS.It is conducted with the objective of finding various factors poignant the joke satisfaction of workers in the fellowship. This study in its practical and hypothetic sense will aid the management in assessing the satisfaction level of the workers. Job satisfaction of the employees is the major concern of e precise organization. Dis cheery employees is a major threat to the company ca use a decline in every functions of the company. So the study on the course satisfaction of the employees gains to a greater extent(prenominal) than importance and substance in the sense that it affects productiveness and hence the initiation of the company. RESEARCH METHODOLOGY Research Design . The study conducted at WESTERN INDIA PLYWOODS was descriptive in nature.It aims at portraying accurately the characteristics of a throng or situation. Sampling Design The technique adopted for the sampling is convenient sampling . Sample Size and universe of discourse The workers of Western India Plywoods constituted the population for the study. It has 900 permanent workers. The sample selected for the study is limited to 50 for convenience. Study Variables The interest variables were selected for the study ? Gender of respondents ? Age of respondents ? Educational qualification ? Experience of employees ? magazine spent with family ? Wage level ? Opinion about advancement insurance, conjecture security, recognition, work place family, etc was also included. Methods of Data CollectionData were amass from both essential and secondhand sources. Primary entropy were salt away from the workers by means of Questionnaire and the secondary data were compiled from past records, journals and the Internet. Tools of Data Colle ction Questionnaire was prepargond to collect the relevant data. Major variables such as furtheranceal factors, motivational factors, ad hominemised factors and environmental factors were considered season preparing questionnaire. The questionnaire was prep bed after an initial discussion with a few employees, HR manager, trade union representatives etc. For the questionnaire, closed -end questions were used. Data Analysis and InterpretationThe data analysis and presentation were through with(p) using mean, chi-squ atomic recite 18 test, frequency tables, legal profession charts and pie-diagram. LIMITATIONS OF THE STUDY ? Chances of bias from the respondents flock non be neglected. ? Qualitative study poses a problem of proper articulation of feelings and emotions. In an organisational context topnotch doings may also affect quality of responses. CHAPTERISATION Chapter I Introduction deals with inception to the study, Statement of the Problem, Objectives of the Study, Sco pe and Signifi stoogece of the Study, Research Methodology and Limitation of the Study. Chapter II Profile deals with Industry Profile, Company Profile, and product profile.Chapter III, Theoretical Framework of wrinkle satisfaction Chapter IV, Analysis and Interpretation deals with the analysis and interpretation of the data collected from the respondents. Chapter V Summary, Findings and Recommendations deals with findings from the analysis and the suggestions based on the findings. CONCLUSION This chapter we presented the problem, objectives, scope and signifi grassce of the study. The research methodology and limitation of the study were also mentioned . The side by side(p) chapter deals with profile of the company, its products and markets. industry PROFILE INTRODUCTION According to archeologist, mans cultural progress can be traced in the art of wood veneering.Relics, represent in Egypt and Chinese tombs dating from 2002 BC indicate that veneering combines art and science. T he 14th century witnessed the revival of art and brought to veneering a unused figure and beauty. Today in the rawfangled machinery and mass production technique ready veneers that are used to build nearly 80% of furniture. PLYWOOD INDUSTRY The necessity of making plywood arises out of the inherent defect in wood plywood in an engineered wood panel . made from thin layer of wood veneers assembled with grain direction of adjacent veneer as right angled to separately some other with layers of semisynthetic resins, adhesive and touch below amply heat and pressure, thus imparting a cracking degree of strength.It is dimensionally stable and strongest sheet material to weight ratio . It is practicedly designed to be strong and stiff plentiful to safely knock back more than three sequences thick comforting timber for the very(prenominal) use. It appears, plywood industry has become an innocent victim of gross misconception. The loose impression that this industry is exert ing pressure on our natural resources is factually incorrect. It is in total disagreed to its excellent role as an economic substitute of fast(a) wood and thus prevention of natural forest and ecology. Strangely enough the government desires that the use of aluminium, steel and plastic as substitute of hearty wood in buildings may be encouraged.Similarly other substitute like wood based board and medium densified fiber board are claiming their superiority over plywood in terms of its functional use and ecology conservation role. PRODUCT PROFILE The company contracts traditional ecumenical-purpose commercial and decorative plywood. In addition to that the company proudly presents an provoke range of special(prenominal)ly plywood panels and materials for specific applications. 1. WESIND FIRE retardation PLYWOOD This plywood is ideal for residential and non-residential building, transportation vehicles etc. This plywood escorts the British Standards Specification and has been certified by the British Standard Institute. 2. WESTIND FIRE RETARDANT PLYWOODExperts in the aviation field arrest acclaimed this extra ordinary product of the Company for its unparalleled quality. This product has earned the recognition of the Directorate of accomplished Aviation, Government of India, on its introduction itself. 3. WESTIND MARINE PLYWOOD Made of special category timber, this highly durable plywood ensures smooth sailing of vessels in the harsh marine environment. 4. WESTIND RESIN COATED PLYWOOD BWR plywood is surface with a special grade phenolic resin coated plywoods impart a superior finish to the concrete surface and forfend the tedious and expensive plastering operation. 5. WESTIND FLOORING BOARDS These boards make water been veritable using veneer hard board laminates.The boards submit been given(p) a societal water repellent treatment and the unique is that they can be edit to nay size to suit the requirement of the write up area. It can be direct ly laid on a painful concrete floor by applying a thin coat of suitable adhesive. 6. WESTED FURNITURE WESTERN INDIA PLYWOOD specializes in exquisite and molded plywood furniture, which will drop dead your sojournations regarding strength and durability. WESTIND furniture is manufactured utilizing the finest building material available in the market. It is a matter of pride to WIP that the loose furniture in the Leela Goa issue forth wind was entirely supplied by the company. It is made with a judicious blend of solid timber and composite panels to optimise strength and cost.The company adopts ultra modern technology to give the products of lasting value and elegance. 7. WESTED SUPTER BLOCK BOARDS Bonded with phenolic resing to produce by a special process with extra core. This product is lay off from warping and surface undulation. It is a superior to conventional block board and particle board. Its more stable than conventional block boards and its nailing and screw retentiv ity properties are superb. 8. WESTING COMPREG Densified and super toughened wood panel products made from veneers impregnated with synthetic resin adhesive and pressed at elevated temperatures and pressures. ? WIPWOOD for textile and jute plodding looms. ? WIPROC for press forming tools in sheet metal and Aeronautical industries. WIPLAC-panels for rail bus drop deadology furnishing. ? WIPBEAR-for rolls bearing application ? WIP FILTER PLATES AND FRAME WORKS for filtration in chemical substance industries. ? WIPCHECK-compressed floor board for Automobile, industrial and rail coach furnishing. ? WIPCOM-for high and first base voltage insulation in air or in an anoint bath. COMPREG MOULED CHAIR SEATS for EMU rail coaches, Auditorium, Theatres and restaurants. The introduction of WIPLAC and a forces of other innovative products underlie the companys commitment to the industry and provide primer for the luminous reputation in the countrys larges integrated wood product company enjoys in domestic and international markets.In 1978, WIP beat up a graft for manufacturing Di-ally phthalate molding powder, a thermo set which had to be imported with them. Significantly, the technology was developed in house with support from Shree Ram Institute of Industrial research, Delhi. In 1989, the Company put up a pre-finishing plant for direct stamp wood grains and plain colours onto hard boards and plywood using radioactivity curved surface finishes. The pre-finishing plant is the except one of its kind in the country and one of the few in the world. All the rude(a) materials and processes engaged in the plant are 100% Eco-Friendly. The companys products are exported to quality certain markets around the world. MARKETSThe Company has been passing through acute problems for sourcing good raw materials, the price of which sum ups almost on a daily root word. The main raw material for the company, i. e. , timber, is being exported and here again the company has no go for got over the price, which varies from shipment to shipment. The company has also no control over the levies being made by Central State Government. Also, the steep increase in cost of imported raw materials, the high power duty and the ever increasing cost of Furnace oil and other petroleum products together with put together rendered the companys products uncompetitive in the market. CONSERVATION OF ENERGY The naught conservation measures taken are as followsInstalled variable frequency drives for conjoin conveyors in No II Hard board line to occur components like brakes, clutches, V-belts and inching motors. By retaining the compriseing motors, considerable power saving has been achieved. Optimized chill tower operation by retrofitting and introduction of energy savers in change fans Installed level monitoring, closed loop control system for white water chest, and achieved optimisation in white water usage. Introduced automatic Delta Star rill system for parti al loaded motors in plywood and hardwood plants. The company has also achieved 100% utilization of source raw materials receivable to its integrated production system. therefore, it would be apt to call the Western India Plywoods Ltd. the company with a conscience. THEORETICAL FRAMEWORK INTRODUCTION In this chapter theoretical aspect of transaction satisfaction is recorded. Job satisfaction reflects the extent to which people find gratification or fulfillment in their work. Job satisfaction is a combination of psychological and environmental factors that make a person to admit, I am intelligent at my stock. Extensive Research on calling satisfaction shows that personal factors such as singles needs and aspirations determine his attitude, along with group and organizational factors such as relationship with co-workers and supervisors, works terms, work policies, and compensation. DEFINITIONWe can square up bank line satisfaction as involving cognitive, affective and evalua ting reactions or attitudes and states it is a sweet or imperious emotional state resulting from the appraisal of ones job or job regard. Job satisfaction is a result of employees perception of how advantageously their job provides those things that are viewed as important. Through the years five job dimensions flip been identified to represent the most important characteristics of a job about which employees have affective responses. These are ? The work itself The extent to which the job provides the individual with interesting tasks, opportunities for learning and the chance to accept responsibility. Pay The kernel of financial remuneration that is received and the degree to which this is viewed as equitable that of others in the organization. ? furtheranceal opportunities. The chances for advancement in the organization. ? Supervision The abilities of the supervisor to provide technical assistance and behavioral support. ? Co-workers the degree to which fellow workers are technically respectable and socially supportive. There are subroutine of factors that influence job satisfaction. stock-still the main factors are I. PROMOTIONAL FACTORS Promotional opportunities beguilem to have a varying tack on job satisfaction. This is because promotions take a number of different forms and have a variety of accompanying rejoins.For example, individuals who are promoted on the basis of seniority often suffer job satisfaction but non as much as those who are promoted on the basis of performance. A promotion is the transfer of an employee to a job which concedes more specie or one that carries same preferred status. A promotion may be defined as an upward advancement of an employee in an organization to another job, which commands break d induce pay/ absorbs, split up status/prestige, and higher opportunities/challenges, responsibility, and authority, better working environment, hours of work and facilities, and a higher rank. A promotion is a vertica l perish in the rank and responsibility. Involved in a promotion may be some measure of acquirement and responsibility. Promotions are usually given ?To put the worker in a position where he will be of greater value to the company and where he may win increased personal satisfaction and income from the work ? To have intercourse an individuals performance and reward him for his work so that he may have an incentive to forge ahead. Employees will have little motivation if better jobs are reserved for outsiders. ? To increase an employees organizational effectiveness ? To promote job satisfaction among the employees and give them an opportunity for unbroken, continuous service ? To build up morale, loyalty, and a sense of belonging on the part of the employees when it is brought home to them that they would be promoted if they deserve it ?To attract suitable and competent workers for the organization. II. MOTIVATIONAL FACTORS There is no doubt that motivation is the key to the pro motion of proper good clement relations. The term motivation was originally derived from the Latin word movere, which means to move. We can define motivation as an inner state that energises, activates, or moves (hence motivation), and that directs or channels behavior towards goals. Thus motivation is a general term that applies to the entire class of energy, drive, tension and similar forces. The studies can be classified under two groups, on the basis of convenience and simplifications, viz. , traditional theories, and modern theories.The traditional theories are based on more often than not the gentleman relations approach in management, with little attention to psychological processes that occur. This approach was based upon three simple assumptions ? Personnel primarily are economically motivated and secondarily desire security and good working conditions. ? Provision of the supra rewards to personnel will have a positive effect on the morale. There is a positive correlati on mingled with morale and productiveness. III. PERSONAL FACTORS Personal factors comprises name, age, sex, marital status, experience, spending clip with the family are the personal factors affecting the level of job satisfaction.Age The relationship surrounded by age and job satisfaction could be complex generally one would expect that as the person gets older greater would be his job satisfaction level because of the experience and the case with which he would he will be able to perform his work Education The relation betwixt job satisfaction and education is based on how his educational qualification helps him to meet the job requirements and how he is able to utilize to earn additional promotion or a fare payment. However it is reasonable to assume that the more educated would be more frustrated. Years of experience The relation between job satisfaction and years of experience is such that a new employee would be more satisfied with his job because of the enthusiasm of the work but these gradually decrease and increases when he reaches the stage of retirement as thither is no other alternative opportunity available to him IV. ENVIRONMENTAL FACTORSInterpersonal relationship with supervisor-There seems to be two dimensions of supervisory style that affect job satisfaction. angiotensin converting enzyme is employee centeredness, which is measured by the degree to which a supervisor takes a personal interest and cares about the employee. It commonly is manifested in ways such as checking to see how well the employee is doing. The other dimension is participation or influence, as illustrated by managers who allow their people to participate in decisions that affect their own jobs. In most cases, this approach leads to higher job satisfaction. A participative mode created by the supervisor has a more substantial effect on workers satisfaction Interpersonal relation with work groups will have an effect on job satisfaction.Friendly, co-operative co-workers or squad members are a gloomy source of job satisfaction to individual employees. The work group especially a tight team, serves as a source of support, comfort, advice and assistance to the individual members. A good work group or effective team makes the job more enjoyable. However, this factor is not job satisfaction. On the other hand, if the reverse condition exists the people are touchy to get along with this factor may have a negative effect on job satisfaction. Working conditions have a modest effect on job satisfaction. If the working conditions are good (clean, attractive surroundings for precedent), the personnel will find it easier to carry out their jobs.If the working conditions are execrable (hot, noisy surroundings for example), personnel will find it more difficult to get things done. In other words, the effect of working conditions on job satisfaction is similar to that of the work group there may or may not be a job satisfaction problem. Hertzbergs motivatio n and hygiene factors are relevant in job satisfaction. If the workers get adequate opportunity to hear and to be heard by the top management it can be a source of job satisfaction. This note has been subscribed by Vroom while he holds that there exists a relationship between job satisfaction and opportunity for self-express. picA MODEL OF JOB SATISFACTION The model of job satisfaction is presented below EXPECTATIONS ACTUAL around JOBSCONDITIONS DISCREPANCIES PAYPAY WORK ITSELFWORK ITSELF PROMOTIONSPROMOTIONS COWORKERSCOWORKERS WORKING CONDITIONSWORKING CONDITIONS SUPER VISORSSUPER VISORS EMPLOYEE JOB SATISFACTION Basically, job satisfaction is determined by the discrepancy between what individuals expect to get out of their jobs and what the job actually offers. A person will be dissatisfy if there is little than the desire amount of job characteristics in the job. For instance if a person expects to be promoted in six month and then is not, the person will be dissatisfied.A pe rson will be satisfied if there is no discrepancy between decide and actual conditions. If it is more than the employee evaluate of some job factor and the excess is beneficial (e. g. a large bonus, faster promotion) then the person will be very highly satisfied. Job Satisfaction And productivity Historically the concept of human relations assumed that high job satisfaction led to high productivity but later research indicated that this was an incorrect assumption. Satisfied workers false out be either high producers or low producers only on average producers. The satisfaction-productivity relationship appeared to quite complex being influenced by various intermediate factors such as rewards than an employee receives.The question has often move whether job satisfaction leads to performance of performance leads to job satisfaction. Lawler and Porter have developed a model that suggests that productivity leads to satisfaction. According to them, performance leads to reward and if these are perceived to equitable employee, satisfaction is the result. The assumption, which seems most realistic, is that satisfaction and productivity are in a circular relationship in which each affects the other. From the various studies a general relationship emerges between job satisfaction and productivity as shown in figure Relationship between Job satisfaction and Productivity picHere in X, Y graph where X = Productivity and Y = Job satisfaction Line A = High Job satisfaction and Less Productivity Line B = High Job satisfaction and High productivity Lind C = High productivity and less job satisfaction. Here line C of chart shows the conditions of high productivity and low job satisfaction which can be occur when the supervisors conjure the production through techniques of scientific management such as methods study, time study and close supervision. C. B MAMORIA PERSONNEL MAN periodMENT Line A represents a condition which believes that satisfied workers are the best worke rs and try to detention workers happy regardless of the affects on organizational goals.In this condition, the worker may derive such job satisfaction, but work may be done. unmatchable supervisor describes this condition, as my workers due so happy that they dont feel like my working. The middle line B appears to be the most desirable agreement-where high satisfaction and high productivity are combined together CONCLUSION In this chapter the theoretical aspects of job satisfaction were discussed. Major variables such as promotional factors, motivational factors, personal factors and environmental factors were considered . The relationship between job satisfaction and productivity was also described. The next chapter gives analysis and interpretation of the survey data. ANALYSIS AND INTERPRETATION INTRODUCTIONIn this chapter the analysis of the collected data is shown. Analysis of data is made possible through oftenness Tables, Bar Charts, Pie-diagram, and Chi-Square test. Inform ation is interpreted in ploughshare forms. Scoring method is also used to find the score of various attributes. inculpate of various attributes are also shown. In scoring method score is given to the options for example. Score given to strongly agree, agree, no opinion, disagree, strongly disagree is +2, +1,0, -1, -2 respectively. Mean mean is the most common measure of central tendency and can be defined as the value of various given items in a series by the total number of items. Mean = (fx / (f interrogation OF HYPOTHESISThe test of shot is a process of testing significance regarding the literary argument of the population on the basis of the sample. Chi-Square test is used to test the significance of the parameters of the population. Formula for Calculating X2 pic Where O = Observed Frequency, E = Expected Frequency, percentage point of Freedom = (C-1) (R-1) Table 4. 1 create OF VARIOUS ATTRIBUTES SI NO ATTRIBUTES SCORE 1 Standard of alimentation 0. 6 2 Promotion pol icy -0. 4 3 Job security 0. 64 * seeded player survey data From the table we can find that the score of meter of living is 0. 6 and the score of promotion policy is -0. 54 while job security got 0. 64. conception 4. 1 SCORE OF VARIOUS ATTRIBUTES pic The above table is shown in graph. From that we can see that the graph of promotion policy came to the negative side. Majority of the employees are not satisfied with the promotion policy. They have the opinion that the present job has improved their standard of living and they deem that their job is untroubled. Table 4. 2 SCORE OF VARIOUS ATTRIBUTES SI NO ATTRIBUTES SCORE 1 Appreciation -0. 38 2 Suggestion 0. 08 3 Salary -0. 3 *Source survey data From the table we can find that the score of appreciation from superiors is -0. 38. The score of salary is -0. 3 take care 4. 2 SCORE OF VARIOUS ATTRIBUTES pic The above table is shown in graph. From that we can see that they are not getting appreciation from the superiors. The su periors are not inviting suggestions from the employees. The salary given to them is not adequate. Table 4. 3SCORE OF VARIOUS ATTRIBUTES SI NO ATTRIBUTES SCORE 1 Better job prospect -0. 6 2 Job change -0. 02 3 Skill -0. 32 4 sequence spent with family 0. 5 *Source survey data From the table we can find that the score of desire to change the present job is -0. 02.Utilization of skill got a score of -0. 32 while the time spent with family got 0. 5. Figure 4. 3 SCORE OF VARIOUS ATTRIBUTES pic The above table is shown in graph. From that we can analyse that majority think that they dont have a better job prospect as per their qualification. They dont motivation to change the present job. Majority are having the opinion that their skills are not properly utilized. They are getting enough time with their family. Table 4. 4 SCORE OF VARIOUS ATTRIBUTES SI NO ATTRIBUTES SCORE 1 mess union activities 0. 2 Welfare measures 0 3 Working condition 0. 44 4 Relationship with co-workers 0. 82 *Source survey data From the table we can find that the activities of trade union got 0. 4 as its score, while working condition scored 0. 44. the relationship with co-workers scored 0. 82. Figure 4. 4 SCORE OF VARIOUS ATTRIBUTES pic The above table is shown in graph. The employees are having a exquisite opinion about the trade union activities and working condition. A sanguine relationship exists between workers and their superiors.The welfare measures provided by the company are not adequate. Table 4. 5 GENDER OF RESPONDENTS SI NO SEX oftenness PERCENTAGE 1 Male 41 82 2 egg-producing(prenominal) 9 18 *Source survey data From the table we can analyze that 82% of the employees are male and 18% is female Figure 4. 5 GENDER OF RESPONDENTS pic The same date is shown with the help of pie-diagram. From that we can see that majority of the respondents are male. Table 4. 6 EDUCATIONAL QUALIFICATION SI NO EDUCATION frequence PERCENTAGE 1 SSLC 39 78 2 HSC 8 16 3 GRADUATION 3 6 4 PG 0 0 *Source survey data The educational qualification of respondents is shown in the table. 78 % of the workers have education up to nurture day level and 16% of them are having educational qualification HSC . 6% of the respondents are graduates. Figure 4. 6 EDUCATIONAL QUALIFICATION pic The above table is shown in graph. From that we can interpret that majority are having their education up to check level. Table 4. 7 EXPERIENCE OF THE RESPONDENTS SI NO EXPERIENCE FREQUENCY PERCENTAGE 1 0 to 10 8 16 2 10 to 20 27 54 3 20 to 30 10 20 4 30 to 40 5 10 *Source survey data Mean experience= 17. 4 The experience of respondents is shown in the table. 54% of them are having experience between 10 to 20 years. 16% comes under the range 0 to 10. Only 10 of them have experience above 30 years. Figure 4. 7 EXPERIENCE OF THE RESPONDENTS pic The above table is shown in graph. From that we can see that majority are having experience between 10 to 20 years. Table 4. 8 AGE OF THE R ESPONDENTS SI NO AGE FREQUENCY PERCENTAGE 1 21 30 12 24 2 31- 40 32 64 3 41 to 50 4 8 4 above 50 2 4 *Source survey data Mean age =36 From the table we can see that 64%of the respondents come under the age group 31 to 40 Figure 4. 8 AGE OF THE RESPONDENTS pic The same data is shown in the graph. Table 4. 9 MARITAL positioning OF THE RESPONDENTS SI NO MARITAL posture FREQUENCY PERCENTAGE 1 Married 35 70 2 Single 15 30 *Source survey data The marital status of the employees is shown in the table. We can see that 70%of the employees are married. Figure 4. 9 MARITAL STATUS OF THE RESPONDENTS pic The same data is shown with the help of graph. Chi- square is a non parametric test that has assumed great importance in statistical analysis and statistical inferences because it can be used without making assumptions about parameters, as it is a distribution free test.Chi-square is a measure which evaluates the extent to which a set of the observed frequency of a sample de viates from the corresponding set of the expected frequency of the sample. RELATIONSHIP BETWEEN EXPERIENCE AND WAGES H0=There exist no momentous relationship between experience and wages H1= There exist significant relationship between experience and wages pay Experience Agree Disagree Total 0 to 20 12 23 35 20 to 40 7 8 15 Total 19 31 50 O E O-E (O-E)2 (O-E)2/E 12 13. 3 -1. 3 1. 69 . 1271 23 21. 7 1. 3 1. 69 . 0779 7 5. 7 1. 3 1. 69 . 2965 8 9. 3 -1. 3 1. 69 . 1812 Total . 6827 Calculated Value of X2=. 6827Degree of freedom = 1 Table value at 5% level of significance =3. 841 As the calculated value is less than the table value the null system is accepted. The test of hypothesis reveals that there is no significant relationship between experience and wages. Those with more experience are not paid higher. finding Analysis of collected data is shown in this chapter. Analysis of data is done by Frequency Tables, Bar Charts, Pie-diagram, and Chi-Square test. Information is interpreted in percentage forms Findings and recommendations are given in the following chapter. FINDINGS ? Majority of the employees are not satisfied with the promotion policy. The present job has improved their standard of living to some extend. ? Majority have the opinion that their job is secure. ? The employees are not getting adequate salary and the appreciation from their superiors is not satisfactory. ? Majority have the opinion that their skills are not fully utilized. ? The employees have a skilful opinion about trade union activities and working condition. ? A heavy and relationship exists between workers and their superiors. The welfare measures provided by the company are not adequate. ? Majority of the respondents at WIP were male. ? Majority of the workers have education up to school level. ? Main experience of the workers at WIP is 17 years. Most of the workers fall in the age group of 31-40 mean age is 36 years. ? The test of hypothesis reveals that there is n o significant relationship between experience and wages. Those with more experience are not paid higher. RECOMMENDATIONS ? It is best(predicate) that the company should pay sufficient attention in providing monetary benefits to the employees ? The Management should take some initiative to enhance the welfare measures ? The employers should duly recognize and appreciate the efforts taken by the employees. It will give motivation to the employees ? It was found that the more go through workers are not paid higher and thus resulting in employee dissatisfaction.It is advisable that the company should take some initiative to implement new wage system in which experience gets more importance. ? Timely promotions would greatly help the workers as they feel recognized. ? Valuable suggestions made by the workers should given due consideration. SUMMARY The findings generated by the analysis of data resulted in the following conclusions. This study finds that personal factors like experience , time spend with the family affect the level of job satisfaction. Further analyses of data revealed that organisational factors like wages, reward, job security role of job in increasing the standard of living affects the level of satisfaction.This study shows significant relationship between wages and standard of living Additionally this study reveals that managerial factors like ability, suggestions for improvement, relationship with superiors and co-workers contributes to the level of satisfaction. This study also indicates that working condition, role of trade union, welfare measures affects the level of satisfaction. BIBLIOGRAPHY Books Referred 1. VSP RAO, HUMAN RESOURCE heed, EXCELL BOOKS, untried DELHI, 2000. 2. MAMORIA C. B. GANKAR S. V. PERSONNEL MANAGEMENT TEXT AND CASES. HIMALAYA PUBLISHING HOUSE, MUMBAI 2004. 3. BISWAJET PATTNAYAK, HUMAN RESOURCE MANAGEMENT EXCELL BOOKS, NEW DELHI, 2000 4. KOTHARI C. R. RESEARCH METHODOLOGIES, WISHWA PRAKASHAN PUBLICATION, NEW DELHI, 1999. Websites www. questionpro. com www. wipltd. com. INTERVIEW SCHEDULE A Study on Job Satisfaction of Employees Conducted at Western India Plywoods, Valapattanam 1. My job is secure strongly agree(Agree(Disagree( powerfully disagree(No opinion( 2. I get comparatively better salary potently agree(Agree(Disagree( potently disagree(No opinion( 3. I usually get appreciation from superior officers Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 4. They encourage me to offer suggestions for improvement of my establishment Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 5.My job improved my standard of living Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 6. I had a better job prospect as per my qualification. Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 7. I like to change my present job Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 8. I am satisfied with the relationship with my superiors and co-workers. Strong ly agree(Agree(Disagree( Strongly disagree(No opinion( 9. My skills are completely utilized Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 10. I am satisfied with the trade union activities. Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 1. Company provides number of welfare measures. Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 12. I have a convenient working condition. Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 13. Your opinion about present promotion policy Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 14. I get enough time to look after my family Strongly agree(Agree(Disagree( Strongly disagree(No opinion( 15. Name 16. Sex 17. Age21-30(31-40(41-50(Above 50( 18. Educational qualification SSLC(HSC(Graduation(PG( 19. Experience 0-10(10-20(20-30(30-40( 20. Marital Status Married(Single( C B A 21 30