Chennai - 600 025

A STUDY ON JOB SATISFACTION OF
EMPLOYEEES WITH REFERENCE TO

TITANIUM EQUIPMENT AND ANODE
MANUFACTURING COMPANY PRIVATE
LIMITED
By
KARTHIKEYAN V
Register No. 412518631037
Of
SRI SAI RAM ENGINEERING COLLEGE
A PROJECT REPORT
Submitted to the
FACULTY OF MANAGEMENT SCIENCES
In partial fulfilment of the requirements
For the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION
ANNA UNIVERSITY
CHENNAI – 600 025
JUNE 2020
BONAFIDE CERTIFICATE
This is to certify that this project report titled “A STUDY ON JOB SATISFACTION OF
EMPLOYEES WITH REFERENCE TO TITANIUM EQUIPMENT AND ANODE
MANUFACTURING COMPANY PRIVATE LIMITED” is the bonafide work of Mr.
KARTHIKEYAN V (Reg. No: 412518631037) who carried out the work under my
supervision. Certified further, that to the best of my knowledge the work reported herein does
not form part of any other project report or dissertation on the basis of which a degree or award
was conferred on an earlier occasion on an this or any other candidate.
Dr. P. VENKATESH Dr. K. MARAN

Signature of the Guide Signature of the Director
INTERNAL EXAMINER EXTERNAL EXAMINER

DECLARATION
I, KARTHIKEYAN V, hereby declare that the project report, entitled “A STUDY ON JOB
SATISFACTION OF EMPLOYEES WITH REFERENCE TO TITANIUM EQUIPMENT
AND ANODE MANUFACTURING COMPANY PRIVATE LIMITED.,” submitted to the Anna
University, Chennai in partial fulfilment of the requirement for the award of the degree of MASTER
OF BUSINESS ADMINISTRATION is record of original and independent research work done by
me during June 2020 under the supervision of Dr. P. VENKATESH, Assistant Professor,
Department of Management Studies, and it has not formed the basis or other similar title to any
candidate of any university.
Place: Chennai
Date: (KARTHIKEYAN V)
i
ABSTRACT
The aim of the project is to study on Job Satisfaction of Employees with reference to Titanium
Equipment and Anode Manufacturing Company Private Limited and to find out the level of
satisfaction among employees. The main objective of this project is to study the job
satisfaction of employees. To identify the factors that influence job satisfaction. To identify
the involvement of the organization and measures taken to satisfy their employees. The
primary data was collected through questionnaire and the secondary data was collected
through books, internet, etc. The data was collected by questionnaire with the sample size of
105 through Non- probability (Convenience) Sampling and analysis has been done with the
help of SPSS Software. Through findings, it was found that there is a satisfaction among
various factors such as encouragement from superiors, conflict resolution by the company,
etc., salary being provided is insufficient for most of them, improving and revising of salary as
well as reward structures will make the employees to stay in the organization. The employee’s
needs encouragement from every department’s superiors. Promotion must be given to
deserved employees and new employees to be given opportunity to shine and new talents to be
recruited for better growth of the organization and cover as well as reduce attrition.
ii
ACKNOWLEDGEMENT
I am thankful to the management of Sri Sairam Institute of Management studies which has
imparted me sufficient knowledge and confidence to complete this project in the field training.
I wish to express my deep sense of gratitude and indebtedness to our Chairman MJF. Ln.
Leo Muthu and CEO - Mr. Sai Prakash Leo Muthu, Chairman Sri Sairam Group of
Institutions, Chennai.
I’m highly obliged to The Director of Sri Sairam Institute of Management Studies
Dr. K. Maran for providing me the opportunity to embark on this project report
I wish to express my sincere gratitude to my Internal Guide Dr. P. VENKATESH for his
commendable inspiring guidance, valuable advice, encouragement and motivation given to
succeed.
I’m very grateful to all the faculty members of the department of management studies for their
encouragement and kind-hearted advice.
I would like to thank the management and the employees of TEAM Company Private
Limited for helping me directly in the completion of my project.
Finally, I thank my family members and friends who helped me in all possible ways to make
this project a success.
KARTHIKEYAN V
iii
TABLE OF CONTENTS
ABSTRACT i
ACKNOWLEDGEMENT ii
TABLE OF CONTENTS iii
LIST OF TABLES iv
LIST OF CHARTS vi
TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
NO
I 1. INTRODUCTION 1
1.1 INTRODUCTION TO THE STUDY 1
1.2 INDUSTRY PROFILE 5
1.3 COMPANY PROFILE 9
1.4 REVIEW OF LITERATURE 12
1.5 NEED FOR THE STUDY 20
1.6 OBJECTIVES OF THE STUDY 21
1.7 SCOPE OF THE STUDY 22
1.8 RESEARCH METHODOLOGY 23
1.9 LIMITATIONS OF THE STUDY 27
II 2.DATA ANALYSIS AND INTERPRETATION 28
2.1 PERCENTAGE ANALYSIS 28
2.2 STATISTICAL ANALYSIS 67
III 3.FINDINGS, SUGGESTIONS AND CONCLUSION 73
3.1 FINDINGS 73
3.2 SUGGESTIONS 75
3.3 CONCLUSION 77
BIBLIOGRAPHY 78
APPENDIX – QUESTIONNAIRE 81
iv
LIST OF TABLES
TABLE TITLE PAGE

NO NO
2.1.1 AGE OF THE RESPONDENTS 28
2.1.2 GENDER OF THE RESPONDENTS 29
2.1.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS 30
2.1.4 MARITAL STATUS OF THE RESPONDENTS 32
2.1.5 TOTAL YEARS OF WORK EXPERIENCE OF THE 33

RESPONDENTS
2.1.6 INCOME OF THE RESPONDENTS 34
2.1.7 NUMBER OF YEARS WORKING IN THE COMPANY 35
2.1.8 WORKING ENVIRONMENT AND CONDITIONS ARE GOOD 36
2.1.9 SATISFIED WITH THE WORKING HOURS OF THE 37

COMPANY.
2.1.10 HOW MANY HOURS IN A DAY, DO YOU NORMALLY 38
WORK?
2.1.11 COMPANY PROVIDES OVERTIME ALLOWANCES 39
2.1.12 SALARY IS SUFFICIENT TO LEAD A SATISFIED LIFE 40
2.1.13 SATISFACTION REGARDING CURRENT JOB POSITION 41
2.1.14 HOW DID YOU GET INTO YOUR CURRENT JOB POSITION? 42
2.1.15 HOW WOULD YOU RATE YOUR POSITION/LEVEL OF 43

WORK IN YOUR COMPANY?
2.1.16 DOES YOUR BOSS/MANAGER ENCOURAGE YOUR WORK 45
IN THE COMPANY?
2.1.17 SATISFACTION REGARDING COMPANY’S INSURANCE 46
POLICY
2.1.18 DOES THE COMPANY PROVIDE ANY ALLOWANCES? 48
2.1.19 IF YES, WHAT ARE ALL THE ALLOWANCES PROVIDED TO 49

YOU BY THE COMPANY?
2.1.20 DOES YOUR BOSS/MANAGER INVOLVE YOU IN TAKING 50
DECISIONS?
2.1.21 SATISFACTION REGARDING CONFLICT RESOLUTION AND 51
MANAGEMENT
2.1.22 SATISFACTION REGARDING CANTEEN FACILITIES OF THE 53
COMPANY
2.1.23 COMPANY PROVIDES BONUS FOR JOB AND 55
PERFORMANCE
2.1.24 LEVEL OF SATISFACTION WITH OVERALL PERFORMANCE 56
IN THE JOB
2.1.25 LEVEL OF SATISFACTION REGARDING WORKING 58
ENVIRONMENT OF THE COMPANY
CULTURE OF THE COMPANY
2.1.27 LEVEL OF SATISFACTION REGARDING RELATIONSHIP 62
WITH CO-WORKERS OF THE COMPANY
2.1.28 LEVEL OF SATISFACTION REGARDING JOB SECURITY IN 64
THE COMPANY
2.1.29 RECOMMENDATION OF TEAM COMPANY PVT LTD TO 66
FRIENDS AND RELATIVES.
2.2.1. CHI SQUARE – EDUCATIONAL QUALIFICATION 67
1
2.2.1. CHI SQUARE INCOME 67
2
2.2.1. CHI SQUARE TEST STATISTICS 68
3
2.2.2. REGRESSION TABLE 1 69

1
2
3
4
vi
LIST OF CHARTS
TABLE TITLE PAGE

NO NO
2.1.1 AGE OF THE RESPONDENTS 28
2.1.2 GENDER OF THE RESPONDENTS 29
2.1.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS 31
2.1.4 MARITAL STATUS OF THE RESPONDENTS 32
2.1.5 TOTAL YEARS OF WORK EXPERIENCE OF THE 33

RESPONDENTS
2.1.6 INCOME OF THE RESPONDENTS 34
2.1.7 NUMBER OF YEARS WORKING IN THE COMPANY 35
2.1.8 WORKING ENVIRONMENT AND CONDITIONS ARE GOOD 36
2.1.9 SATISFIED WITH THE WORKING HOURS OF THE 37

COMPANY.
2.1.10 HOW MANY HOURS IN A DAY, DO YOU NORMALLY 38
WORK?
2.1.11 COMPANY PROVIDES OVERTIME ALLOWANCES 39
2.1.12 SALARY IS SUFFICIENT TO LEAD A SATISFIED LIFE 40
2.1.13 SATISFACTION REGARDING CURRENT JOB POSITION 41
2.1.14 HOW DID YOU GET INTO YOUR CURRENT JOB POSITION? 42
2.1.15 HOW WOULD YOU RATE YOUR POSITION/LEVEL OF 44

WORK IN YOUR COMPANY?
2.1.16 DOES YOUR BOSS/MANAGER ENCOURAGE YOUR WORK 45
IN THE COMPANY?
2.1.17 SATISFACTION REGARDING COMPANY’S INSURANCE 47
POLICY
2.1.18 DOES THE COMPANY PROVIDE ANY ALLOWANCES? 48
2.1.19 IF YES, WHAT ARE ALL THE ALLOWANCES PROVIDED TO 49

YOU BY THE COMPANY?
2.1.20 DOES YOUR BOSS/MANAGER INVOLVE YOU IN TAKING 50
DECISIONS?
2.1.21 SATISFACTION REGARDING CONFLICT RESOLUTION AND 52
MANAGEMENT
2.1.22 SATISFACTION REGARDING CANTEEN FACILITIES OF THE 54
COMPANY
2.1.23 COMPANY PROVIDES BONUS FOR JOB AND 55
PERFORMANCE
2.1.24 LEVEL OF SATISFACTION WITH OVERALL PERFORMANCE 57
IN THE JOB
ENVIRONMENT OF THE COMPANY
CULTURE OF THE COMPANY
2.1.27 LEVEL OF SATISFACTION REGARDING RELATIONSHIP 63
WITH CO-WORKERS OF THE COMPANY
2.1.28 LEVEL OF SATISFACTION REGARDING JOB SECURITY IN 65
THE COMPANY
2.1.29 RECOMMENDATION OF TEAM COMPANY LTD TO 66
FRIENDS AND RELATIVES.
1
CHAPTER I
INTRODUCTION
1.1 INTRODUCTION TO THE STUDY
For Every Organization, Employees are the vital resources and they represent to be a very
important asset for almost all the organizations and industries. Human Resources Management is
concerned with developing the potential employees, so that they get maximum job satisfaction from
their work and give their best efforts to the organization. Employee’s attitude is based on the job
satisfaction. Job Satisfaction is contentment occurs out of the employee’s positive and negative attitude
towards his or her work. The consequences of Job Satisfaction are very much important to an
organization in terms of Efficiency, Productivity, Employee Relation, Absenteeism, Attrition etc., and
to an employee in terms of his health and well-being.
There are several human resource problems such as, high labour turnover and absenteeism
etc., which has made a huge barricade to minimize the effort of achieving organizational objectives in
the Heavy Engineering Manufacturing Industry.
Job Satisfaction increases employee’s morale, productivity etc., Naturally it is the satisfied worker who
shows the maximum effectiveness and efficiency in his work.
Job Satisfaction is the overall attitude of a well-being with regard to job and its Environment.
The feeling about the job is directly affected by the factors like, salary, kind of work performed,
supervision, working condition, opportunity for advancement, etc.,
Job Satisfaction also takes into account the personality, interests, opportunities and capacity and
capability of the employees.
There are many factors which influence Job Satisfaction,
The Major factors that influences Job Satisfaction are,
 Organizational Factors,
 Group Factors,
 Individual Factors.
2
ORGANIZATIONAL FACTORS :
There are Five Major factors which contribute to an Employee’s attitude towards his or her job. They are,
Pay(Wages), Opportunities for Promotion, Nature of work, policies and procedures of the organization
and working conditions.
Wages :
Wages play a significant role in influencing job satisfaction. The Pay or wages are fair (fair pay), based
on job demands, individual skill level and community pay standards, will result in job satisfaction.
Promotion Opportunities :
The desire for promotion is generally strong among employees, as it involves change in job content,
pay, responsibility, independence, status, etc. Promotion is an ultimate aim in an employee’s career,
and he/she may feel extremely happy with it.
Nature of Work :
Some jobs can be highly intellectual and challenging, and some jobs can be lightly challenging. Some
tend to prefer being given opportunities to use their skills and abilities in their jobs. But Some like their
jobs to be suitable for their mental ability and knowledge.
Policies and Procedures of the Organization :
Organizational policies like, Effective promotions, transfer of people, foreign assignments, appraisal and
reward system, motivational methods, skill based and job based pay can provide job satisfaction among
employees.
Working Conditions :
Working Conditions that are compatible with employee’s physical comfort can contribute to Job
Satisfaction. Temperature, Humidity, Ventilation, Lighting and Noise, Hours of Work, Cleanliness of
the Workplace and adequate tools and equipment are the features which affects the Job Satisfaction.
3
GROUP FACTORS :
Group factors which influence on satisfaction include Group Size and Supervision.
Size :
It is essential to say that longer the size of the group, lower the level of satisfaction. As size increases, the
opportunities for participation and social interaction decreases. Larger groups create dissatisfaction and
argument between the employees or members of the company.
Supervision :
Satisfaction tends to be high when people believe that their supervisors are more competent, have their
best interest in mind and treat them with dignity and respect. Satisfaction also tend to be high, when they
are able to communicate easily with their supervisor.
INDIVIDUAL FACTORS :
In addition to the Organizational and Group factors, there are certain personal variables that have a bearing
on Job satisfaction.
Self-Respect :
Self-Respect is a behavioral pattern and the ability to withstand job stress, stronger individual with self-
respect will be more satisfied with the job.
Status :
Status tends to influence one’s job satisfaction. The higher the one’s position in an organizational
hierarchy, the more satisfied the individual tends to be. Dissatisfied employee may not stay at one place
to reach higher position in the Organizational Hierarchy.
4
Job Satisfaction survey can give the most valuable information about the perception and causes
of it. For satisfaction or dissatisfaction among the employee’s attitude towards job maybe either positive
or negative. The positive feeling can be reinforced and the negative feelings can be rectified. This
survey can be treated as the most effective and efficient way, which makes workers to express their
inner and real feelings undoubtedly.
For any future course of action or development, which involves employee’s participation is considered.
The management will get a clear picture of their employee’s acceptance and readiness to perform their
job.
This Survey also enables to avoid misinterpretation and helps management in solving problems
effectively. It is observed during the study, some of the employees accepted the proposal for research
survey.
5
1.2 INDUSTRY PROFILE :
HEAVY ENGINEERING INDUSTRY
Heavy Engineering covers capital goods, transport equipment, and other heavy machinery. In India,
Heavy Engineering itself contributes over Rs 25,000 crores to the economy in the form of taxes and levies.
heavy engineering industry has its own importance in accordance with the growth of the country.
Heavy Engineering and Machine Tools Sector consists of Capital Goods Industry. Prominent sub-sectors
of Capital Goods Industries are Machine Tools, Textile Machinery, Construction and Earthmoving,
Construction and Mining Machinery and other heavy industrial machinery such as Cement Machinery,
Rubber Machinery, Metallurgical Machinery, Chemical and Fertilizer Machinery, Printing Machinery,
Dairy Machinery, Material Handling Equipment, Oil Field Equipment, Paper Machinery etc. These
industries are de-licensed and foreign direct investment (FDI) up to 100 percent under automatic route as
well as technology collaboration is allowed freely. Import of old and new machineries is allowed freely.
The maximum basic customs duty rate is generally 7.5%. India has entered many FTAs, in which the duty
rates are even lower. Lower duty rates are also available under the Project Imports facility. Exports are
promoted by allowing duty free imports of raw materials, consumables, components and sub-assemblies
through various schemes of DGFT.
The Department has reconstituted Development Councils for Machine Tools Industry, Earthmoving,
Construction and Mining Machines and Textile Machinery Industry. These Development Councils are the
platform where machinery/equipment manufacturers, users of machineries and policy maker from
Government Departments discuss the various issues and take decisions for the sustainable growth of these
industries.
The Department’s Scheme for Enhancement in the Competitiveness of the Capital Goods Sector has
encouraged technology upgradation, skill development and augmentation of modern manufacturing
capacities in an effort to enhance the competitiveness of the industry.
6
Machine Tools Industry

The Machine Tool industry is considered as the mother industry as it supplies machinery for the entire
manufacturing sector. The manufacturers of machine tools are mostly SMEs, few of them are mid-sized
manufacturers which have an annual turnover varying between Rs. 300-500 crore. The types of machine
tools currently manufactured are general/special purpose machines, standard Computer Numerical
Control (CNC) machines, gear cutting, grinding, medium size machines, electrical discharge machining
(EDM), presses, press brakes, pipe bending, rolling, bending machines, etc.
Textile Machinery Industry

A majority of the units engaged in the manufacture of textile machinery in the country are small and
medium manufacturers. Major textile machineries include weaving machines, spinning machines,
winding machines, processing machines, synthetic fiber machines etc.
Plastic Processing Machinery Industry

The plastic machines being manufactured are injection moulding machines, blow moulding machines and
extrusion moulding machines etc. Product technologies are at par with the leading brands of the developed
world. The global leading manufacturers/technologies have manufacturing presence in India through their
wholly owned subsidiaries or through technology license arrangements.
Dies, Moulds & Tools Industry

The Indian tool room industry consists of commercial tool makers engaged in design, development and
manufacturing of tooling in the country. In addition to commercial tool makers, several Government tool
rooms cum-training centers are also operating. The key tool room locations are Mumbai, Bengaluru,
Chennai, Pune, Hyderabad and Delhi NCR.
Earthmoving, Construction and Mining Equipment

The Indian Earthmoving, Construction and Mining Machinery produces backhoe loaders, compactors,
mobile cranes, pavers, batching plants, crawler crane, transit mixer, concrete pump, tower cranes,
hydraulic excavators, dumpers, mining shovel, walking draglines, dozers, wheel loaders, graders, drilling
equipment, tunneling machine, etc.
7
Printing Machinery
A majority of the units engaged in the manufacturer of Printing machinery are small and medium
manufacturers. Major printing machine manufactured locally are web offset printing machines, UV
coating curing machine, flexographic printing machine, screen printing machines, wire stitching machine,
lamination machine, etc.
Food Processing Machinery

A majority of the units engaged in the manufacture of food processing machinery are small and medium
manufacturers. Major food processing machinery manufactured in India are peelers, sorters, graders,
pulpers, grinders, mixers, cookers, fryers, dryers, pulverizers, soya milk machines, food grain and coffee
millers, bakery machinery, forming-filling- sealing machine, milking and dairy machines, juicing line,
etc.
Current Market Scenario

The annual production of heavy engineering goods is an estimated 2,00,000 crores. The heavy
engineering industry manufactures tools and machinery to support a wide range of industries such as
petrochemicals, consumer durables, defense, aerospace, steel, paper, textiles and so on.
Major heavy engineering industries in India are Larsen & Toubro (L&T), ABB, Cummins etc. are some
of the leading companies in this industry. An ability to maintain precision and accuracy on the
production floor is an important quality that heavy engineering companies look for in their employees.
Future Growth
Some of the key challenges that the heavy engineering industry faces are: Cost reduction, risk
management, productivity maximization, quick decision-making, adapting to new technologies, process
automation and so on. Heavy engineering companies spend a lot of time on product development as
well. With computer-aided engineering solutions and product simulators, the product development
process and product testing have become way easier. The goal of heavy engineering companies is to
build products that can be produced in various capacities and functionalities. 3D printing techniques
have transformed the product prototype creation process. The time, effort and cost to make functional
prototypes has reduced considerably with the 3D Printing systems.
8
Product Innovation will bring in a number of new-age engineering products in the global market. The
heavy engineering industry will thrive with the developments in the emerging nations. Ergonomically-
designed machines are being manufactured to influence purchase decisions that focus on ease of use for
end users.
India Vision 2030

Platform consolidation by OEM manufacturers will give more scope for scaling the product range across
brands. Regulatory frameworks are great for maintaining quality standards but they also pose several
barriers for machine manufacturing companies. In the future, companies will look forward to set-up
offshore production facilities in countries with less regulatory concerns.
With tariff benefits, Special Economic Zones (SEZs) and FDI policies, the Indian heavy engineering
industry is growing at a rapid pace. With Indian educational institutions focusing more on the higher
intake of students, the quality of education is getting affected. The industry faces the shortage of skilled
labor and job-ready fresh talent.
Equipment manufacturers look for outside consultation to train their talent with customized programs.
These training can include topics such as project management, supply chain management, total quality
management, IT training for engineers, change management and so on.
The Department of Heavy Industry (DHI) forecasts India to be among the Top 10 machine tool
manufacturing countries in the world by 2020. Also, the Engineering Research and Development
(ER&D) sector is estimated to grow from US$14 billion to US$ 44 billion.
9
1.3 COMPANY PROFILE :
INTRODUCTION :
TITANIUM EQUIPMENT AND ANODE MANUFACTURING COMPANY PVT LTD, popularly

known as TEAM, incorporated in 1975 and commenced its production on 7.7.7977. TEAM is an ASME,
U, U2 and ISO 9001:2000 certified company and committed to integrating its growth path with a
significant contribution to clean environment, energy and water, with the Corporate Purpose.
Team has to its credit of bringing many innovative ad delicate technologies for the first time in India.
Over the years Team has built an impeccable reputation in handling exotic and special metals like
Titanium, Tantalum, Zirconium, Nickel, Nickel Alloy, Copper and Copper Alloy and Special Stainless
Steel of all Grades Stainless Steel 304, Stainless Steel 304 L, 316, 316 L, 321,347, Carpenter Alloy 20,
Alloy Steels, etc.
Team specializes in the design and fabrication of Heat Exchangers, Pressure Vessels, Condensers, Reactor
Columns and Custom built equipment catering to various industries in the Chemical, Petrochemical,
Refineries, Fertilizer and Nuclear Power. Team competence in handling Titanium, Tantalum and other
Exotic Metals has been proven for over two decades and creditably acknowledged by users in India and
abroad.
MISSION :
To spearhead competitive and sustainable upgradation of technologies in Industries through innovative
application of exotic metals and membranes.
FOUNDER :
Dr C H Krishnamurthi Rao, Founder Chairman of the Group, born in Coimbatore, completed his degree
in Mechanical Engineering, PSG College of Engineering, Coimbatore, University of Madras. After
Engineering, he joined Everest Engineering, Coimbatore, as a Site Engineer. He worked for five years in
various places like Coimbatore, Mettur, Trichy, Chennai and Mandya. He moved on to do his Ph.D in
Doctorate of Technology Management at the Birla Institute of Technology and Science, (BITS) Pilani, at
the age of 54. He was also qualified as a P.E from Institution of Engineers (India) and was awarded
Fellowship (FNAE) at the Indian National Academy of Engineering.
10
Group of Companies :
 Dr Rao Holdings Private Limited.
 Chemfab Alkalis Limited
 Membrane Hitec
PRODUCTS :
 Heat Exchanger,
 Pressure Vessels.
 Storage tanks.
 Lined & cladded vessels.
 Columns.
 Reactors.
 Evaporators.
 Pumps.
 Blower.
 ASM CODE Stamped SS 316L clad Vessel for oil & Gas Service to UAE.
 ASME CODE Stamp Pressure Vessel.
 Electrolyte tank.
 Column.
 Depleted Brine tank.
 Scrubber.
 Fabricated pipes & fittings (Ti & Ni).
 Ti, Ni, Duplex & Hastalloy Piping.
 Cell rack assembly.
 Heating coils.
 Custom Made Ti Anodes with Platinum Coating
 Anodes - (Platinisers, Metallic Coated and plated on substrates like Titanium, Titanium Alloys,
Niobium and Tantalum.
 Cathodes – (Stainless Steel, Nickel, Nickel Coated),
 Copper Busbars and Copper Flexibles.
11
Many Firsts in India
The Group, established by Dr Rao, has many "firsts" to its credit and received numerous patents and
worldwide recognition for the viability of his innovative technologies.
 First to introduce Titanium welding technology.

 First to fabricate equipment out of exotic metals - import substitute - saving substantial foreign
exchange.
 First to introduce Titanium Metal Anodes for Chlor-alkali industry, to protect environment and save
energy.
 First to put up a Sea Water Desalination plant - to convert sea/brackish water to potable water - Demo
plant on a pilot scale at Marina Beach in 1988 - became a trend-setter for the Governments to
establish many such Desalination Plants.
 First to introduce and successfully implement Ion Exchange Membrane Cells for chlor-alkali industry
- Green energy and energy efficient - the success paved the way for the Central Government to take a
policy decision that future/ expansion chlor-alkali plants shall only adopt this technology.
 First introduce Unique Unipole vinyl Bill Boards for Outdoor Publicity.
 First to manufacture capillary type Ultrafiltration membranes - single and multi-bore, and Systems
for water treatment - to recycle and reuse waste water and other applications.
Highlights:
TEAM has sophisticated manufacturing facilities include a ‘CLEAN ROOM’ conforming to NASA 200
Standards. The facilities also include Forming, Titanium Welding, Tube to Tube sheet expansion and
welding, Orbital tig welding. A 12 spindle CNC Drilling Machine capable of precision drilling upto
depth of 500 mm, (bed size:4*10.4) is arguably the biggest drilling machine in India.
TEAM has developed own Anode Activation technology for Caustic Chlorine Industries. TEAM has
continuously developed the activation technology and its latest generation anodes are providing
enormous power saving for the industry and Platinised anodes are manufactured for various applications
like water electrolysers.
12
1.4 REVIEW OF LITERATURE
Sharma R.D and Jyoti J (2009) studied the Job Satisfaction among University teachers in University
of Jammu. The study was aimed at identifying the factors affecting the job satisfaction of teachers.
Among 255 teachers in the university in total, 150 teachers out of them were selected as the sample
respondents for the study, but only 120 people of them responded which eventually reduced the sample
size to 120. The study revealed that the importance of job characteristics like autonomy, job enrichment,
idealness and appropriateness of job for enhancing an academician's job satisfaction. Before appointing
an individual it should be stressed upon that his/her expectations and values match with that of the job.
Lesser the discrepancy higher would be the level of job satisfaction. Special attention should be paid to
increase the job satisfaction during the middle years of the service (36-50 years age group) when the
level of job satisfaction starts declining.
Anitha R (2011), conducted a survey to analyze the satisfaction level of paper mill employees in
Udumalpet and Palani Taluk as they are famous for paper industries. Percentage method and Chi-Square
test has been used for the analysis. It shows that only 44% of the employees are satisfied with the
working conditions, 31% of them with the welfare facilities, 44% of them with the accident
compensation, and 42% of them are satisfied with the rewards provided and 52% of them are satisfied
with the grievance handling procedure. The organization may give importance to certain factors such as
Canteen, rest room facilities, rewards, recognition and promotion policy so that satisfaction of the
employees may be improved further.
Sona George (2012) evaluated with their study how human resource factors affect the satisfaction level
of employees in BPCL – Kochi Refinery Limited. The researcher also assessed how far welfare and
financial factors motivate the employees in the company. It also attempted to analyse the opinion of
employees towards the working life in the company. Out of 148 Employees, 50 employees were
selected as sample with the use of convenience sampling as the sampling technique. Percentage
Analysis was used for analysing the data. The results reveals that most of the employees are satisfied
with most factors but slightly dissatisfied with factors like training and development, career
development, decision making, and grievance handling system etc.,
13
Neeraj Kumari (2011) examined different aspects of job satisfaction like culture, leadership
communication, commitment, job content, training, rewards and recognition opportunities, teamwork,
superior subordinate relationship and delegation, at Badarpur thermal power station, NTPC ltd. The
research done is descriptive study involving survey and enquiry. The tools used for the data collection
are questionnaires, interviews and observations. The sampling design used is random sampling with
Sample of 125 employees from study population of 248 was taken. The secondary data was collected
from the company’s manuals, employee handbook, BTPS intranet and website. The overall job
satisfaction showed people were satisfied with their current job but still measures should to be taken to
improve the satisfaction level.
Swarnalatha C and Sureshkrishna G (2012) examined the management practices by introducing

employee empowerment, teamwork, employee compensation, management leadership into a research
model for studying employee job satisfaction among the employees of automotive industries in India.
The research is conducted among 234 employees of automotive industries in India and the result of this
study shows that the job satisfaction level of employees is medium and the top management leadership
need to take attention of enhancing the employee job satisfaction level. The result also shows that there
is a significant relationship was approved between 1) employee empowerment, 2) teamwork, 3)
employee compensation and 4) management leadership.
Raja S and Vijay Anand V (2013) conducted a study to assess personal and organizational factors
influencing job satisfaction and to identify the effectiveness of job satisfaction among the employees of
co-operative spinning mills limited in Krishnagiri distrct. 125 number of respondents have been taken as
sample. Percentage analysis, weighted average, chi-square have been incorporated for research analysis.
The study helped in revealing the level of satisfaction of employees with reference to the various factors
provided in the organization. This study clearly shows that employees under organization are more or
less satisfied with the job. The organization should consider on the salary, relationship of employees and
supervisors, grievance handling and give more opportunity for the new employees.
14
Tilak Raj and Lalita (2013) investigated the present level of job satisfaction among the private and
government school teachers. In this research, 50 Government and 50 Private teachers, 100 in total,
working in different government and private schools were examined. The obtained data were analyzed
based on the descriptive statistics and Independent sample t-test has been used in this study to analyze
the job satisfaction level among male & female teachers of Government and Private school teachers.
Results show that male respondents were found more satisfied than their female counterparts. The study
also revealed that government school teachers are more satisfied than the private school teachers. This is
due to the flexibility, security of job, high wage and independence enjoyed by government school
teachers. The private school teachers are very sensitive as regards wage payment. The Private Sector
should revise the salary structure. The authorities should include teachers at the time of restructuring
their salary. At the same time, both private and government school teachers are dissatisfied on fair
promotion procedures. Unbiased decisions on promotion can increase the level of satisfaction among the
teachers in this regard.
Sabarirajan K.K (2015) : This study is about the “a study on job satisfaction among TNSTC drivers
and conductors in Chidambaram region”. This study has convenience sampling technique to collect data
from TNSTC employees in Chidambaram. The data was collected using the Questionnaire with the
sample size of 100. The analysis found that there is significant difference towards job satisfaction with
respect to demographic profile of the TNSTC employees. The study also highlighted that TNSTC
employees perceived moderate level job satisfaction. Hence, it is concluded that the job satisfaction and
dissatisfaction of transport employees should be evaluated periodically for evolving dynamic and
pragmatic policies for corporation growth and development.
15
Anubhuti Monga et al (2015) examined the level of job satisfaction of employees of the ICICI bank in
their organizational context. Convenient sampling of employees at selected six branches of the ICICI
bank in the state of Himachal Pradesh was used. It comprised of eighty employees. A five point Likert
Scale questionnaire containing fifteen questions extracted from the short form of Minnesota Satisfaction
Questionnaire (MSQ) was administered for data collection. Besides, questions on personal
characteristics, the questionnaire included important dimensions of organizational structure. The results
obtained from analysis of data revealed that salary, inter-personal relationship, communication, attitude
of superiors, working conditions and team work have more bearing than the factors of training and
development, rewards and compensation, nature of job, job security, morale and role clarity in
determining job satisfaction of employees of the ICICI banks in Himachal Pradesh.
Priyankar Singha and Souvik Raychaudhuri (2016) dealt with job satisfaction among the teachers of
private and public sector educational institutes of West Bengal. Attempts were also made to assess their
level of happiness and quality of interpersonal relationship. The sample size was 100 divided into 2
groups i.e., private sector and public sector teachers. Each group was consisted respondents age ranging
between 25-50 years and having minimum 2 years of job experience and each group was further divided
into two sub groups i.e., male (n=25) and female (n=25). The data were collected from teaching
employees of several private and public educational institutes (higher secondary schools, colleges,
universities) of West Bengal. It revealed that the public sector employees were found to be more
satisfied than the private sector employees in their job and the similar result was also revealed for level
of happiness and quality of interpersonal relationship. Furthermore, significant correlation has been
found between job satisfaction and level of happiness and between job satisfaction and interpersonal
relationship among the teachers of private and public sector institutes of West Bengal.
Venkatesh K (2016) revealed that there is a significant difference in Job satisfaction with respect to
age, gender and experience among primary school teachers. The study was conducted on 334 primary
school teachers from Medak district of Telangana State. Job Satisfaction Scale developed by Spector,
(1995) was used in the study. The job satisfaction scale consisted of 36 statements with six alternative
responses e.g., 6 for agree very much, 5 for agree moderately, 4 for agree slightly, 3 for disagree
slightly, 2 for disagree moderately, 1 for disagree very much. This scale measures job satisfaction on
nine different facets, however for the purpose of the present study, the total score on all the 36 items was
taken as the measure of job satisfaction.
16
Nithya Preetha P and Krishnaraj R (2016) studied the Job Satisfaction among Para-Medical
Employees in Chennai City Hospitals. The survey was done using convenience sampling with the
sample size of 150 and the respondents for the study were nurses, surgical assistants, and laboratory
assistants. Their aim is focused at studying the factors influencing job satisfaction in them. Likert Scale
was used and Percentage Analysis was done. The study concluded that administrative control will be
effective, only if there is a comprehensive legislation for Hospital industry in the state. The legislation
should be such a way that it should satisfy the occupational and progressive aspirations of the employees
working in the Hospital industry. It helps to contribute valuable human resources to our nation.
Empress Charlet Jenifer D and Soundara Rajan S.N (2017) aims to study the overall job satisfaction
among the hospital employees. The aim is to improve the job satisfaction of employees in a multi-
specialty hospital and to review that apart from financial benefits, other motivational factors such as
recognition, independence, achievement, opportunities for growth and development were positively
linked with job satisfaction. Data was collected by exploratory research method through survey
questionnaire and analysed using percentage analysis and ANOVA method from 52 respondents. From
the study it is evident that there is significant link between the initial training provided by the hospital
and the job satisfaction of the employee, in addition to the overall benefits and package.
Selvabaskar R. et al (2018) aims at investigating the job satisfaction among school teachers in both
private and government schools of Thanjavur district. The sampling unit was the teachers of 10 private
schools and 10 government schools each Fifty respondents from the private school and 50 from the
government school participated for the purpose of this study comprising 100 samples, in which 25 were
male respondents and 25 were female both in private and government schools consolidating 100
respondents. Data collected was analyzed with descriptive statistics. On comparing the job satisfaction
level between private and government school teachers, it was found that there is no significant
difference in their level of satisfaction irrespective of gender.
17
Ganesan M. et al (2018) reveals the preferences and difficulties of the employees. Mainly, six factors
influence job satisfaction namely payment package, career development, interpersonal relations,
Inspiration, Circumstances, training and development. The study highlights job satisfaction of
employees of Bharat Sanchar Nigam Ltd., Thiruvarur, which is well organized in many aspects.
However, the study reveals that the most of the employees are not satisfied with their job. Therefore, the
organization should take necessary measure to enhance job satisfaction of employees to achieve the
organization goals. Survey method was used for the study with the sample size of 150 among the
population of 301 employees with non-probability convenience sampling and statistical tools like
percentage analysis, chi-square test and ANOVA were used.
Sheeba J et al (2018) outlines happy workers are productive workers and workers are likely to be
happy. It further outlines the broad contours of various variables responsible for employee satisfaction
and various ways by which one can maximize employee satisfaction. The study was based on primary
survey of 50 respondents belonging to Coimbatore, using a structured questionnaire. The socio-
demographic profiles of the respondents were also recorded on the parameters such as gender, age,
education level, occupation and Performance of employees. The questionnaire was designed to record
the responses on Job satisfaction towards IT employees. Simple data analysis techniques were adopted
such as descriptive statistics for the study. The majority of employees are satisfied with welfare
measures. The organizations should take necessary steps to solve problems in those measures.so that the
employees can do their job more effectively and felt that the working environment is better. Here the
management should take necessary measures and make the organization better. The employees felt that
they are satisfied with the bonus and provident fund given by the management.
18
Naga Sumalatha K. et al (2018) evaluates various factors that contribute for the satisfaction of
insurance employees. The researcher selects respondents from life insurance companies working in
Andhra Pradesh and present what contribute for employee satisfaction in the insurance industry.
The Study is descriptive in nature and tries to explain the factors influencing job satisfaction by
measuring the opinions of respondents using survey method. Data is collected from the employees
working in private insurance companies by administering the questionnaire. Researcher adopted
snowball sampling procedure with the Sample size of 600. The study adopted various descriptive and
inferential statistics for analysis namely, Mean, Standard deviation, Skewness, Pearson Correlation,
Analysis of variance and Regression and factors such as Leadership and Planning, Organization Culture
and Communication, Work Environment, Relationship with Superiors. Training development and
Resources, Pay and Benefits, Employment Experience are compared and analysed with the use of them.
Mumthas N.I. and Pankajam A.P (2019) explains the concept and factors affecting job satisfaction
and their significant relationship with all factors. The main purpose of the study is to identify the levels
of job satisfaction among employees at Meriiboy Ice Cream and the factors contributing to job
satisfaction.
The data collected by using well-structured questionnaire and Sampling Size for this study, 100
employees have been taken as the sample. The sample has been collected from respondents of Kochi
Branch.
Based on the data that was collected and analysed, it was found that the employees of Meriiboy Ice
creams are satisfied with their present job because the company provides enough safety measures,
training, job security, good working environment, various benefits, welfare measures etc. to their
employees. Therefore, it is understood that for a healthy growth of the organization employee job
satisfaction is essential and it should be ensured. However, some areas of dissatisfaction has been
identified and recommendations are provided to increase the satisfaction level of employees. So in all
aspects job satisfaction is important to an industry.
19
Mayuri Chaturvedi and Sumedha Raavi (2019) studied the job satisfaction of the employees in
different sectors, such as Education sector, Public Sector, Private sector and IT Sector. Though job
satisfaction in each sector individually is not considered, the study gives the overall rate of job
satisfaction. The level of satisfaction changes from sector to sector depending on the work load and
working conditions and job security.
Since the population is infinite due to the consideration of different sectors for the study, probabilistic
sampling is not taken, convenience and snowball sampling is followed which are non-probability sample
methods and the sample size is 55. Survey was done online using the Questionnaire method.
The results reveals that employee job satisfaction differs from employee to employee based on their
psychological and motivational factors from sector to sector. The common factors effecting the
satisfaction are working conditions and the financial rewards. Only few employees are motivated by the
less supervision, hence proper supervision is required to evaluate the performance of the employee. The
overall rate of job satisfaction of the employees in Public, Private, Education and IT Sector is found to
be satisfied. Gender is one of the most important factors influencing job satisfaction. Maximum number
of female employees are dissatisfied with the working environment.
Vishnu Priya B and Suji U (2020) investigated the degree of satisfaction of Employees regarding the
organization on different parameters, such as, working conditions, Salary, Relationship with employees
of Company and discover the components which generally influence their satisfaction level. Factor
analysis and one way ANOVA are the statistical techniques used for the study. The Analysis for the
study was done the using survey of 234 respondents at Fortis Hospital, Bangalore. As indicated by them
great working condition is the primary factor that influence their satisfaction level and the hospital needs
to improve compensation benefits etc.
20
1.5 NEED FOR THE STUDY :
The study on Job Satisfaction of Employees, will help the organization to know the present
level of employees and their potential areas for development. The present level must be known in order
to improve the Job Satisfaction level of the employees. An Industrial Organization can substantially
benefit, if it develops a general individual attitude among its personnel, that can effectively contribute to
the job satisfaction. The Study on Job Satisfaction of Employees is necessary, as it will analyse and
examine the level of satisfaction among the employees of TEAM Company Private Limited.
21
1.6 OBJECTIVES OF THE STUDY :
PRIMARY OBJECTIVE :
*The Primary Objective of the study is to analyse the Job Satisfaction among the employees
in Titanium Equipment and Anode Manufacturing Company (TEAM) Private Limited.
SECONDARY OBJECTIVES :
* To Identify the level of satisfaction among the employees towards their job.
* To Identify the factors that influence Job Satisfaction of Employees.
*To Identify the involvement of the organization and the measures taken to satisfy their
employees.
22
1.7 SCOPE OF THE STUDY
Job Satisfaction is an important output that can make the Employees to work for their
organization. It comprises of Intrinsic and Extrinsic factors and helps to maintain capable and willing
workforce. The Study on Job Satisfaction of Employees is significant area of conducting the research as
it will reveal the factor of feelings among the employees towards their work and the organization. This
study will be useful for the management of TEAM Company Pvt Ltd to know the satisfaction level of
employees and can take measures to satisfy employees and increase productivity.
23
1.8 RESEARCH METHODOLOGY :
Research methodology is the methodology with specific procedures or techniques used to identify,
select, process, and analyze information about a topic.
RESEARCH DESIGN :
A research design is a set of methods and procedures used in collecting and analysing the data to handle
the research problem efficiently. A research design is a framework that has been created to find answers
to the problem statement. The study is basically a descriptive study based on primary research related to
the analysis of Job satisfaction of employees working in TEAM Company Private Limited.
PRIMARY DATA :
The primary data was collected from the respondents (employees working in the company) by
conducting a survey using the self-prepared questionnaire related to the research topic.
SECONDARY DATA :
Apart from the primary data, the secondary data was collected from the Journals and Internet browsers.
SAMPLING DESIGN :
POPULATION :
The Population is total population of the unit from which the sample survey is conducted. Here the total
population is 150.
SAMPLING FRAME :
Sampling frame is a list of all the elements in the population from which the sample is drawn. Here the
elements denotes individuals and their details considered for the field survey and research.
24
SAMPLING DESIGN :
A sampling design is the framework, or road map, that serves as the basis for the selection of a survey
sample. Before conducting any survey or collecting data one must define a sampling design which
represents how survey data is to be collected.
SAMPLING METHODOLOGY :
Sampling methodology is a method that allows researchers to infer information about a population based
on results from a subset of the population, without having to investigate every individual or entire
population. The sampling methods are grouped under two categories namely Probability sampling and
Non-Probability sampling. For this study, Non-Probability, Convenience Sampling is used.
CONVENIENCE SAMPLING :
Convenience Sampling is a type of non-probability sampling method where the sample is taken from the
respondents who are selected based on their availability and willingness to take part in the survey.
SAMPLING SIZE :
The total number of samples or respondents chosen for the study from the population is the sample size.
The questionnaire was distributed to 105 employees in TEAM Company Private Limited. Thus the
sample size for this survey research is 105.
STATISTICAL TOOLS USED FOR THE STUDY :
The tools which are used to bring out the results regarding this study are,
 Simple Average Method (Percentage Method),
 CHI-SQUARE TEST
 REGRESSION ANALYSIS
25
PERCENTAGE METHOD :
The formula to calculate the percentage analysis is,
NO OF RESPONDENTS X100
TOTAL NO OF RESPONDENTS
CHI-SQUARE TEST :
The chi-square test is an important test amongst other significance statistical tests. Chi-Square,
symbolically written as ᵡ2 (pronounced as Ki-square), is a statistical measure used in the context of
sampling analysis for comparing variance to a theoretical variance.
As a non-parametric test, it can be used to determine if categorical data shows dependency or the two
classifications are independent. It can also be used to make comparisons between theoretical populations
and actual data when categories are used. Thus, the chi square test is applicable in large number of
problems.
The test is a technique through the use of which it is possible for all researchers to, test i) goodness of
fit, ii) test the significance of association between two attributes and iii) test the homogeneity or the
significance of population variance.
FORMULAE :
ᵡ2 = ∑(Oi-Ei)2/Ei
Where, Oi is observed frequency of the cell in ith category,
Ei is the expected frequency of the cell in the cell the ith catgeory.
The chi-square is obtained by calculating the difference between the observed number of cases and the
expected number of cases in each category. This difference is squared and divided by the expected
number of cases in that category. These values are then added for all the categories and the total is
referred to as the chi squared value.
26
REGRESSION ANALYSIS :
Regression analysis is the analysis of relationship between dependent and independent variable as it
depicts how dependent variable will change when one or more independent variables changes due to
factors.
Regression is statistical tool to predict the dependent variable with the help of one or more than one
independent variable. While running a regression analysis, the main purpose of the researcher is to find
out the relationship between the dependent variable and the independent variable. It helps in the process
of validating whether the predictor variables are good enough to help in predicting the dependent
variable.
Regression analysis formula tries to find the best fit line for the dependent variable with the help of the
independent variables. The regression analysis formula is Y= MX+B.
Where, Y is the dependent variable of the regression equation, M is slope of the regression equation, X
is the independent variable of the regression equation and B is the constant of the equation.
27
1.9 LIMITATIONS OF THE STUDY :
It is true to highlight that every research has its own limitations whether it is being conducted
in any area of studies including social sciences. It might be because researcher could not
possibly bring the whole perspective of a particular area in one fine study.
Hence, like other researches the present research endeavour also suffers from some of the
limitations, which are listed below:
 The sample size of the present study is limited in its nature, which puts a limitation on
the generalization of the results
 The study was limited to only one particular division (engineering division) of the
company which reduced the chance of studying the job satisfaction at a wider level.
 The major problem or limitation is due to the bias in the responses of the respondents
as they were very busy doing their work.
28
CHAPTER II
DATA ANALYSIS AND INTERPRETATION
2.1 PERCENTAGE ANALYSIS :
2.1.1 AGE OF THE RESPONDENTS :
S.NO AGE NO. OF RESPONDENTS PERCENTAGE
1 18-25 13 12.4
2 26-35 37 35.2
3 36-45 22 21.0
4 46-55 31 29.5
5 Above 55 2 1.9
Total 105 100
2.1.1 AGE OF THE RESPONDENTS :
40
35.2
35
29.5
30
25
21
20
15 12.4
10
5 1.9
0
18-25 26-35 36-45 46-55 Above 55
1 2 3 4 5
PERCENTAGE 12.4 35.2 21 29.5 1.9
INTERPRETATION : The above table and chart indicates that out of 105 respondents, 13 (12.4%) of
them belong to age group between 18-25, 37 (35.2%) of them belong to the age group between 26-35,
22 (21%) of them belong to the age group of 36-45, 31 (29.5%) of them belong to the age group of 46-
55, 2 (1.9%) of them belong to the age group of above 55 years. Therefore, the majority (35.2%) of the
respondents belong to the age category of 26-35.
29
2.1.2 GENDER OF THE RESPONDENTS :
S.NO GENDER NO.OF RESPONDENTS PERCENTAGE
1 Male 102 97.1

2 Female 3 2.9
Total 105 100
2.1.2 GENDER OF THE RESPONDENTS :

120
97.1
100
80
60
1 Male
40 2 Female
20
2.9
0
PERCENTAGE
1 Male 97.1
2 Female 2.9
INTERPRETATION:
The above table and chart indicates that, out of 105 respondents 102 (97.1%) of them were
Male employees and 3 (2.9%) of them were Female employees.
Therefore, the majority (97.1%) of the respondents are Male.
30
2.1.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS :

S.NO EDUCATIONAL NO. OF PERCENTAGE
QUALIFICATON RESPONDENTS
1 10th 8 7.6
2 HSC 6 5.7
3 Diploma 17 16.2
4 UG 30 28.6
5 PG 12 11.4
6 OTHERS 32 30.5
Total 105 100
31
2.1.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS :
35
30.5
30 28.6
25
20
16.2
15
11.4
10
7.6
5.7
5
0 10th HSC Diploma UG PG OTHERS

1 2 3 4 5 6
PERCENTAGE 7.6 5.7 16.2 28.6 11.4 30.5
INTERPRETATION:
The above table and chart indicates that out of 105 respondents 8 (7.6%) of them have their highest
education as an 10th Qualified, 6 (5.7%) of them have HSC, 17(16.2%) of them completed their
Diploma, 30 (28.6%) of them completed their Under graduation, 12(11.4%) of them have completed
their Post- graduation and 32(30.5%) of them have others (ITI and other relevant certificate courses) as their
highest qualification.
Therefore, the majority 32(30.5%) of the respondents have ITIs and other relevant courses as their
educational qualification.
32
2.1.4 MARITAL STATUS OF THE REPONDENTS :
S.NO MARITAL STATUS NO. OF RESPONDENTS PERCENTAGE
1 Married 74 70.5
2 Unmarried 31 29.5
Total 105 100
2.1.4 MARITAL STATUS OF THE REPONDENTS :
80 70.5
70
60
50
40
29.5
30
20
10
0
PERCENTAGE
1 Married 70.5
2 Unmarried 29.5
1 Married 2 Unmarried
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents 74 (70.5%) of them were Married
employees and 31 (29.5%) of them were Unmarried employees.
Therefore, the majority (70.5%) of the respondents are Married.

33
2.1.5 TOTAL YEARS OF WORK EXPERIENCE OF THE RESPONDENTS :
S.NO TOTAL YEARS OF WORK NO. OF PERCENTAGE

EXPERIENCE RESPONDENTS
1 0-2 Years 6 5.7
2 2-4 Years 10 9.5
3 4-7 Years 14 13.3
4 7-15 Years 20 19.0
5 15 Years and Above 55 52.4
Total 105 100
2.1.5 TOTAL YEARS OF WORK EXPERIENCE OF THE RESPONDENTS :
60
52.4
50
40
30
19
20 13.3
9.5
10 5.7
0
15 Years and
0-2 Years 2-4 Years 4-7 Years 7-15 Years
Above
1 2 3 4 5
PERCENTAGE 5.7 9.5 13.3 19 52.4
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 6 (5.7%) of them have work experience
for 0-2 years, 10 (9.5%) of them have work experience for 2-4 years, 14 (13.3%) of them have work
experience for 4-7 years, 20 (19%) of them have work experience for 7-15 years, 55 (52.4%) of them
have work experience for 15 years and above 15 years.
Therefore, the majority (52.4%) of the respondents are having work experience for 15 years and above
15 years.
34
2.1.6 INCOME OF THE RESPONDENTS :
S.NO INCOME OF THE NO. OF RESPONDENTS PERCENTAGE

RESPONDENTS
1 10,000 - 15,000 4 3.8
2 15,000 – 25,000 20 22.9
3 25,000 – 35,000 32 30.5
4 35,000 and Above 49 46.7
Total 105 100
2.1.6 INCOME OF THE RESPONDENTS :
50 46.7
45
40
35 30.5
30
22.9
25
20
15
10
3.8
5
0
10,000 - 15,000 – 25,000 – 35,000 and
15,000 25,000 35,000 Above
1 2 3 4
PERCENTAGE 3.8 22.9 30.5 46.7
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 4 (3.8%) of them were earning 10,000-
15,000, 20 (22.9%) of them were earning 15,000-25,000, 32 (30.5%) of them were earning 25,000-
35000, 49 (46.7%) were earning 35,000 and above 35,000.
Therefore, the majority (46.7%) of the respondents were earning 35,000 and above 35,000.
35
2.1.7 NO OF YEARS WORKING IN TEAM COMPANY,
S.NO NO. OF YEARS NO. OF PERCENTAGE

WORKING IN RESPONDENTS
TEAM COMPANY
1 0-3 Years 44 41.9
2 4-7 Years 19 18.1
3 8-10 Years 11 10.5
4 11-15 Years 11 10.5
5 15 Years and Above 20 19.0
Total 105 100
2.1.7 NO OF YEARS WORKING IN TEAM COMPANY,
45 41.9
40
35
30
25
18.1 19
20
15
10.5 10.5
10
5
0
WORKING
11-15 15 Years
IN TEAM 0-3 Years 4-7 Years 8-10 Years
Years and Above
COMPANY
1 2 3 4 5
PERCENTAGE 41.9 18.1 10.5 10.5 19
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 44 (41.9%) of the them were
working in the company for 0-3 years, 19 (18.1%) of them were working in the company for
4-7 years,11 (10.5%) of them were working in the company for 8-10 years, 11 (10.5%) of
them were working in the company for 11-15 years, 20 (19%) of them were working in the
company for 15 years and above 15 years.
Therefore, majority (41.9%) of the respondents were working in this company for 0-3 years.
36
2.1.8 WORKING ENVIRONMENT AND CONDTIONS ARE GOOD,
S.NO GOOD WORKING ENVT NO. OF PERCENTAGE

& CONDITIONS RESPONDENTS
1 Yes 79 75.2
2 No 26 24.8
Total 105 100
2.1.8 WORKING ENVIRONMENT AND CONDTIONS ARE GOOD,
80 75.2
70
60
50
40
30 24.8
20
10
0
PERCENTAGE
1 Yes 75.2
2 No 24.8
1 Yes 2 No
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 79 (75.2%) of them feels
that the working environment and conditions of the company are good, 26 (24.8%) of them
feels that, working environment and conditions are not good.
Therefore, the majority (75.2%) of the respondents, feels that the working environment and
conditions of the company are good.
37
2.1.9 SATISFIED WITH WORKING HOURS OF THE COMPANY :
S.NO SATISFACTION REG NO. OF PERCENTAGE

WORKING HOURS RESPONDENTS
1 Highly Satisfied 3 2.9
2 Satisfied 75 71.4
3 Neutral 20 19.0
4 Dissatisfied 5 4.8
5 Highly Dissatisfied 2 1.9
6 Total 105 100
2.1.9 SATISFIED WITH WORKING HOURS OF THE COMPANY :
80
71.4
70
60
50
40
30
19
20
10 4.8
2.9 1.9
0
Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
1 2 3 4 5
PERCENTAGE 2.9 71.4 19 4.8 1.9
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 3 |(2.9%) of them were
satisfied with the working hours of the company, 75 |(|71.4%) of them were satisfied with the
working hours of the company, 20 (19%) of them were neither satisfied nor dissatisfied with
the working hours of the company, 5 (4.5%) of them were dissatisfied with the working hours
of the company, 2 (1.9%) were highly dissatisfied with the working hours of the company.
Therefore, the majority (71.4%) of the respondents were satisfied with the working hours of
the company.
38
2.1.10 HOW MANY HOURS IN A DAY, DO YOU NORMALLY WORK?
S.NO WORKING HOURS NO. OF PERCENTAGE

RESPONDENTS
1 8-9 Hours 11 10.5
2 9-10 Hours 70 66.7
3 11-12 Hours 13 12.4
4 12 Hours and Above 11 10.5
Total 105 100
2.1.10 HOW MANY HOURS IN A DAY, DO YOU NORMALLY WORK?
80
70 66.7
60
50
40
30
20
10.5 12.4 10.5
10
0
12 Hours and
8-9 Hours 9-10 Hours 11-12 Hours
Above
1 2 3 4
PERCENTAGE 10.5 66.7 12.4 10.5
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 11 (10.5%) of them
normally work 8-9 hours in a day, 70 (66.7%) of them normally work, 9-10 hours in a day, 13
(12.4%) of them normally work, 11-12 hours in a day, 11 (10.5%) of them normally work, 12
hours and above 12 hours in a day.
Therefore, the majority (66.7%) of the respondents, normally work 9-10 hours in a day.
39
2.1.11 COMPANY PROVIDES OVERTIME ALLOWANCES :
S.NO COMPANY PROVIDES NO. OF PERCENTAGE

OVERTIME RESPONDENTS
ALLOWANCES
1 Yes 45 42.9
2 No 60 57.1
Total 105 100
2.1.11 COMPANY PROVIDES OVERTIME ALLOWANCES :
60 57.1
50
42.9
40
30
20
10
0
PERCENTAGE
1 Yes 42.9
2 No 57.1
1 Yes 2 No
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 45 (42.9%) of them have
been provided with the overtime allowances, 60 (57.1%) of them have not been provided
with the overtime allowances.
Therefore, the majority (57.1%) of the respondents, were not been provided with the overtime
allowances (staff level).
40
2.1.12 SALARY IS SUFFICIENT TO LEAD A SATISFIED LIFE.
S.NO SALARY IS NO. OF PERCENTAGE

SUFFICIENT RESPONDENTS
1 Yes 27 25.7
2 No 46 43.8
3 Can’t Say 32 30.5
Total 105 100
2.1.12 SALARY IS SUFFICIENT TO LEAD A SATISFIED LIFE.
50
45 43.8
40
35
30.5
30
25.7
25
20
15
10
5
0
Yes No Can’t Say
1 2 3
PERCENTAGE 25.7 43.8 30.5
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 27 (25.7%) of them feels
that, the salary being provided by the company is sufficient to lead a satisfied life, 46
(43.8%)| of them feels that, the salary being provided by the company is insufficient to lead a
satisfied life, 32 (30.5%) of them were unwilling to express their feelings towards salary
being provided and leading a satisfied life.
Therefore, the majority (43.8%) of the respondents, feels that the salary being provided by
the company is insufficient to lead a satisfied life.
41
2.1.13 SATISFACTION REGARDING CURRENT JOB POSITION :
S.NO SATISFACTION REG NO. OF PERCENTAGE

CURRENT JOB RESPONDENTS
POSITION
2 Satisfied 68 64.8
3 Neutral 26 24.8
Total 105 100
2.1.13 SATISFACTION REG CURRENT JOB POSITION :
70 64.8
60
50
40
30 24.8
20
10 5.7
2.9 1.9
0
Highly Highly
1 2 3 4 5
PERCENTAGE 5.7 64.8 24.8 2.9 1.9
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 6 (5.7%) of them were
Highly satisfied with their current job position, 68 (64.8%) of them were satisfied with their
current job position, 26 (24.8%) were neither satisfied nor dissatisfied with their current job
position, 3 (2.9%) of them were dissatisfied with their current job position, 2 (1.9%) were
highly dissatisfied with their current job position.
Therefore, the majority (64.8%) of the respondents, were satisfied with their current job
position.
42
2.1.14 HOW DID YOU GET INTO YOUR CURRENT JOB POSITION?
S.NO CURRENT JOB NO. OF PERCENTAGE

POSITION IS RESPONDENTS
ATTAINED BY,
1 Promotion 21 20
2 Direct Appointment 84 80
3 Transfer 0 0
Total 105 100
2.1.14 HOW DID YOU GET INTO YOUR CURRENT JOB POSITION?
90
80
80
70
60
50
40
30
20
20
10
0
0
Promotion Direct Appointment Transfer
1 2 3
PERCENTAGE 20 80 0
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 21 (20%) of them attained
their current job position by means of Promotion, 84 (80%) of them attained their current job
position by means of Direct Appointment, none of them of them attained their current job
position by means of Transfer.
Therefore, the majority (84%) of the respondents, attained their current job position by means
of Direct Appointment.
43
2.1.15 HOW WOULD YOU RATE YOUR POSITION/LEVEL OF WORK IN THE

COMPANY?
S.NO : RATING FOR NO. OF PERCENTAGE

LEVEL OF WORK RESPONDENTS
1 Excellent 8 7.6
2 Good 57 54.3
3 Satisfactory 36 34.3
4 Bad 4 3.8
Total 105 100

44
2.1.15 HOW WOULD YOU RATE YOUR POSITION/LEVEL OF WORK IN THE

COMPANY?
60
54.3
50
40
34.3
30
20
10 7.6
3.8
0
Excellent Good Satisfactory Bad
1 2 3 4
PERCENTAGE 7.6 54.3 34.3 3.8
PERCENTAGE
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 8 (7.6%) of them have rated
their position of work as Excellent, 57 (54.3%) of them have rated their position of work as
Good, 36 (34.3%) of them have rated their position of work as Satisfactory and 4 (3.8%) of
them have rated their work as Bad.
Therefore, the majority (57%) of the respondents, have rated their position of work as Good
45
2.1.16 DOES YOUR BOSS/MANAGER ENCOURAGE YOUR IN THE COMPANY?
S.NO BOSS/MANAGER NO. OF PERCENTAGE

ENCOURAGES RESPONDENTS
MY WORK,
1 Always 17 16.2
2 Sometimes 55 52.4
3 Rarely 32 30.5
4 Never 1 1.0
Total 105 100
2.1.16 DOES YOUR BOSS/MANAGER ENCOURAGE YOUR IN THE COMPANY?

60
52.4
50
40
30.5
30
20 16.2
10
1
0
ENCOURAGE
Always Sometimes Rarely Never
S MY WORK,
1 2 3 4
PERCENTAGE 16.2 52.4 30.5 1
INTERPRETATION :
responded that, their work have “Always” been encouraged by their Boss/Manager, 55
(52.4%) of them feels that their work has been encouraged only ”Sometimes” by their
Boss/Manager, 32 (30.5%) of them feels that their work has been encouraged by their
Boss/Manager very Rarely, 1 (1%) of them feels that their work has Never been encouraged
by their Boss/Manager. Therefore, the majority (55%) of the respondents have responded that
their work has been encouraged by their Boss/Manager only Sometimes in the company.
46
2.1.17 SATISFACTION REGARDING COMPANY’S INSURANCE POLICY :
S.NO SATISFACTION NO. OF PERCENTAGE

REG RESPONDENTS
COMPANY’S
INSURANCE
PLOICY
2 Satisfied 76 72.4
3 Neutral 22 21.0
Total 105 100

47
2.1.17 SATISFACTION REGARDING COMPANY’S INSURANCE POLICY :
80 72.4
70
60
50
40
30
21
20
10 2.9 1.9 1.9
0
Highly Highly
1 2 3 4 5
PERCENTAGE 2.9 72.4 21 1.9 1.9
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 3 (2.9%) were Highly
satisfied with their company’s insurance policy, 76 (72.4%) of them were satisfied with their
company’s insurance policy, 22 (21%) of them were neither satisfied nor dissatisfied with
their company’s insurance policy, 2 (1.9%) of them were dissatisfied with their company’s
insurance policy and 2 (1.9%) of them were highly dissatisfied with their company’s
insurance policy.
Therefore, the majority (72.4%) of the respondents, were Satisfied withtheir company’s
insurance policy.
48
2.1.18 DOES THE COMPANY PROVIDE ANY ALLOWANCES?
S.NO COMPANY NO. OF PERCENTAGE

PROVIDES RESPONDENTS
ALLOWANCES
1 Yes 105 100
2 No 0 0
3 Not Aware 0 0
Total 105 100
2.1.18 DOES THE COMPANY PROVIDE ANY ALLOWANCES?
120
100
100
80
60
40
20
0 0
0
Yes No Not Aware
1 2 3
PERCENTAGE 100 0 0
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 105 (100%) of them
responded that they have been provided with the allowances and none of them responded that
were left with allowances unprovided and none of them responded that they were unaware of
the allowances being provided by the company.
Therefore, the majority (100%) of the respondents, have responded that they have been
provided with the allowances by the company.
49
2.1.19 IF YES, WHAT ARE THE ALL THE ALLOWANCES PROVIDED?
S.NO ALLOWANCES NO. OF PERCENTAGE

PROVIDED RESPONDENTS
1 Medical, HRA, 74 70.5
Ch.Edu, Conveyance
2 Medical, Ch.Edu, 31 29.5
Conveyance
TOTAL 105 100
2.1.19 IF YES, WHAT ARE THE ALL THE ALLOWANCES PROVIDED?
80
70.5
70
60
50
40
29.5
30
20
10
0
Medical, HRA, Ch.Edu,
Medical, Ch.Edu, Conveyance
Conveyance
1 2
PERCENTAGE 70.5 29.5
INTERPRETATION :
responded that, they have been provided with the allowances such as. Medical allowances,
House Rent Allowances, Child Education Allowances and Conveyance allowances, 31
(29.5%) of them have been provided all the above allowances by the company except the
Child Education Allowances as they were unmarried or without child.
50
2.1.20 DOES YOUR BOSS/MANAGER INVOLVE YOU IN TAKING DECISIONS?
S.NO BOSS/MANAGER NO. OF PERCENTAGE

INVOLVES ME IN RESPONDENTS
TAKING
DECISIONS
1 Yes 25 23.8
2 No 80 76.2
Total 105 100
2.1.20 DOES YOUR BOSS/MANAGER INVOLVE YOU IN TAKING DECISIONS?
90
80 76.2
70
60
50
40
30 23.8
20
10
0
Yes No
1 2
PERCENTAGE 23.8 76.2
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 25 (23.8%) of them agrees
that they were involved in taking decisions by their Boss/Manager, 80 (76.2%) of them
disagrees that they were involved in taking decisions by their Boss/Manager.
Therefore, the majority (80%) of the respondents feels that they were not involved by their
boss/manager in taking decisions.
51
2.1.21 SATISFACTION REG CONFLICT RESOLUTION & MANAGEMENT :

CONFLICT RESPONDENTS
RESOLUTION
AND MGMT
2 Satisfied 55 52.4
3 Neutral 40 38.1
Total 105 100

52
2.1.21 SATISFACTION REG CONFLICT RESOLUTION & MANAGEMENT :
60
52.4
50
40 38.1
30
20
10
1.9 3.8 3.8
0
Highly Highly
1 2 3 4 5
PERCENTAGE 1.9 52.4 38.1 3.8 3.8
INTERPRETATION :
highly satisfied with the management taking necessary steps to resolve conflicts by the
company, 55 (52.4%) of them were satisfied with the management taking necessary steps to
resolve conflicts by the company, 40 (38.1%) of them were neither satisfied nor dissatisfied
with the management taking necessary steps to resolve conflicts by the company. 4 (3.8%) of
them were dissatisfied and 4 (3.8%) were highly dissatisfied with the management taking
necessary steps to resolve conflicts by the company.
Therefore, the majority (52.4%) of the respondents were satisfied with the management
taking necessary steps to resolve conflicts by the company.
53
2.1.22 SATISFACTION REG CANTEEN FACILITIES OF THE COMPANY :

REG CANTTEN RESPONDENTS
FACILITIES
2 Satisfied 46 43.8
3 Neutral 44 41.9
Total 105 100

54
2.1.22 SATISFACTION REG CANTEEN FACILITIES :
50
43.8
45 41.9
40
35
30
25
20
15
10 6.7
4.8
5 2.9
0
Highly Highly
1 2 3 4 5
PERCENTAGE 2.9 43.8 41.9 4.8 6.7
INTERPRETATION :
Highly satisfied with the Canteen facilities of the company, 46 (43.8%) of them were
satisfied with the Canteen facilities of the company, 44 (41.9%) of them were neither
satisfied nor dissatisfied with the Canteen facilities of the company, 5 (4.8%) of them were
dissatisfied with the Canteen facilities of the company and 7 (6.7%) of them were Highly
dissatisfied with the Canteen facilities of the company.
Therefore, the majority (46%) of the respondents were Satisfied with the Canteen Facilities of
the Company.
55
2.1.23 COMPANY PROVIDES BONUS FOR YOUR JOB AND PERFORMANCE,
S.NO COMPANY NO. OF PERCENTAGE

PROVIDES RESPONDENTS
BONUS
1 Yes 105 100
2 No 0 0
Total 105 100
2.1.23 COMPANY PROVIDES BONUS FOR YOUR JOB AND PERFORMANCE,
120
100
100
80
60
40
20
0
0
Yes No
1 2
PERCENTAGE 100 0
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 105 (100%) of them agreed
that they were provided with necessary bonus for their job by the company and none of them
disagreed that they were provided necessary bonus for their job by the company.
Therefore, the majority (100%) of the respondents have been provided with necessary bonus
for their job by the company.
56
2.1.24 LEVEL OF SATISFACTION WITH OVERALL PERFORMANCE IN THE

JOB :
S.NO LEVEL OF SAT. NO. OF PERCENTAGE

REG OVERALL RESPONDENTS
PERFORMANCE
2 Satisfied 66 62.9
3 Neutral 25 23.8
Total 105 100
57
2.1.24 LEVEL OF SATISFACTION WITH OVERALL PERFORMANCE IN THE

JOB :
70
62.9
60
50
40
30 23.8
20
10 7.6
3.8 1.9
0
Highly Highly
1 2 3 4 5
PERCENTAGE 7.6 62.9 23.8 3.8 1.9
INTERPRETATION :
highly satisfied with the overall performance in their job, 66 (62.9%) of them were satisfied
with the overall performance in their job, 25 (23.8%) of them were neither satisfied nor
dissatisfied with the overall performance in their job, 4 (3.8%) of them were dissatisfied with
the overall performance in their job and 2 (1.9%) of them were highly dissatisfied with the
overall performance in their job.
Therefore, the majority (66%) of the respondents, were satisfied with the overall performance
in their job.
58
2.1.25 LEVEL OF SATISFACTION REG WORKING ENVIRONMENT :

REG. WORKING RESPONDENTS
ENVT
2 Satisfied 51 48.6
3 Neutral 30 28.6
Total 105 100

59
2.1.25 LEVEL OF SATISFACTION REG WORKING ENVIRONMENT :
60
48.6
50
40
28.6
30
20
13.3
10 5.7 3.8
0
Highly Highly
1 2 3 4 5
PERCENTAGE 13.3 48.6 28.6 5.7 3.8
INTERPRETATION :
highly satisfied with the working environment of the company, 51 (48.6%) of them were
satisfied with the working environment of the company, 30 (28.6%) of them were neither
satisfied nor dissatisfied with the working environment of the company, 6 (5.7%) of them
were dissatisfied with the working environment of the company and 4 (3.8%) of them were
highly dissatisfied with the working environment of the company.
Therefore, the majority (48.6%) of the respondents, are satisfied with the working
environment of the company.
60
2.1.26 LEVEL OF SATISFACTION REG WORKING CULTURE :

REG WORKING RESPONDANTS
CULTURE.
2 Satisfied 53 50.5
3 Neutral 40 38.1
Total 105 100

61
2.1.26 LEVEL OF SATISFACTION REG WORKING CULTURE :
60
50.5
50
40 38.1
30
20
10 5.7
2.9 2.9
0
Highly Highly
1 2 3 4 5
PERCENTAGE 2.9 50.5 38.1 5.7 2.9
INTERPRETATION :
highly satisfied with the working culture of the company, 53 (50.5%) of them were satisfied
with the working culture of the company, 40 (38.1%) of them were neither satisfied nor
dissatisfied with the working culture of the company, 6 (5.7%) of them were dissatisfied with
the working culture of the company and 3 (2.9%) of them were highly dissatisfied with the
working culture of the company.
Therefore, the majority (50.5%) of the respondents, are satisfied with the working culture of
the company.
62
2.1.27 LEVEL OF SATISFACTION REG RELATIONSHIP WITH CO-WORKERS :

REG RLTNSP RESPONDANTS
WITH
COWORKERS
2 Satisfied 59 56.2
3 Neutral 36 34.3
Total 105 100

63
2.1.27 LEVEL OF SATISFACTION REG RELATIONSHIP WITH CO-WORKERS :
60 56.2
50
40
34.3
30
20
10 4.8
2.9 1.9
0
Highly Highly
1 2 3 4 5
PERCENTAGE 2.9 56.2 34.3 4.8 1.9
INTERPRETATION :
highly satisfied with the Relationship with Co-workers of the company, 59 (56.2%) of them
were satisfied with the Relationship with Co-workers of the company, 36 (34.3%) of them
were neither satisfied nor dissatisfied with the Relationship with Co-workers of the company,
5 (4.8%) of them were dissatisfied with the Relationship with Co-workers of the company
and 2 (1.9%) of them were highly dissatisfied with the Relationship with Co-workers of the
company.
Therefore, the majority (56.2%) of the respondents, are satisfied with the Relationship with
Co-workers of the company.
64
2.1.28 LEVEL OF SATISFACTION REG JOB SECURITY :

REG JOB RESPONDANTS
SECURITY
2 Satisfied 30 28.6
3 Neutral 38 36.2
Total 105 100

65
2.1.28 LEVEL OF SATISFACTION REG JOB SECURITY :
40 36.2
35
30 28.6
25
20 18.1
15
10.5
10 6.7
5
0
Highly Highly
1 2 3 4 5
PERCENTAGE 10.5 28.6 36.2 18.1 6.7
INTERPRETATION :
highly satisfied with the job security in the company, 30 (28.6%) of them were satisfied with
the Job security in the company, 38 (36.2%) of them were neither satisfied nor dissatisfied
with the job security in company, 19 (18.1%) of them were dissatisfied with the working
culture of the company and 7 (6.7%) of them were highly dissatisfied with the working
culture of the company.
Therefore, the majority (36.2%) of the respondents, were neither satisfied nor dissatisfied
with the job security in the company.
66
2.1.29 WOULD YOU RECOMMEND TEAM COMPANY PVT LTD TO YOUR

FRIENDS AND RELATIVES?
S.NO RECOMMEND NO. OF PERCENTAGE

TEAM COMPANY RESPONDENTS
TO OTHERS
1 Yes 58 55.2
2 No 29 27.6
3 Can’t Say 18 17.1
Total 105 100.0
2.1.29 WOULD YOU RECOMMEND TEAM COMPANY PVT LTD TO YOUR

FRIENDS AND RELATIVES?
60 55.2
50
40
30 27.6
20 17.1
10
0
Yes No Can’t Say
1 2 3
PERCENTAGE 55.2 27.6 17.1
INTERPRETATION :
The above table and chart indicates that, out of 105 respondents, 58 (55.2%) of them
responded that they would recommend TEAM Company Pvt Ltd to their friends and
relatives, 29 (27.6%) of them responded that they would recommend TEAM Company Pvt
Ltd to their friends and relatives, 18 (17.1%) of them responded that they couldn’t say that
they could recommend TEAM Company Pvt Ltd or not, to their friends and relatives.
Therefore, the majority (55.2%) of the respondents, responded that they could recommend
TEAM Company Pvt Ltd to their friends and relatives.
67
2.2 STATISTICAL ANALYSIS
2.2.1 CHI SQUARE ANALYSIS:
HYPOTHESIS:
H0 (NULL HYPOTHESIS): There is no significant difference between
Educational Qualification and Income.
H1 (ALTERNATE HYPOTHESIS): There is a significant difference between
Educational Qualification and Income.
2.2.1.1
Educational Qualification
Observed N Expected N Residual
10th 8 17.5 -9.5
HSC 6 17.5 -11.5
DIPLOMA 17 17.5 -.5
UG 30 17.5 12.5
PG 12 17.5 -5.5
OTHERS 32 17.5 14.5
Total 105
2.2.1.2
Income
Observed N Expected N Residual
10000-15000 4 26.3 -22.3

15000-25000 20 26.3 -6.3
25000-35000 32 26.3 5.8

35000 and above 49 26.3 22.8
Total 105
68
2.2.1.3
Test Statistics
Educational Qualification Income
Chi Square 35.400 41.324

df 5 3
Asymp. Sig. .000 .000
INTERPRETATION :
From, the above analysis done using SPSS it is inferred that, the significance value
0.000 which is less than 0.05. Hence, H0 is Accepted.
Thus, there is no significant difference between the Educational Qualification and Income of
the respondents.
69
2.2.2 : REGRESSION ANALYSIS:
2.2.2.1
Model Summary
Model R R Adj. R Std. Change Statistics
Square Square Error of
the R Square F df1 df2 Sig. F
Estimate Change Change Change
.
1 .561 .314 .02 .640 .314 6.348 7 97 .000
Predictors: (Constant), Satisfaction regarding the Canteen facilities., Salary is sufficient to

lead a satisfied life, Satisfaction regarding company’s insurance policy, satisfaction regarding
management resolving conflicts, Satisfaction regarding current job position, Boss/Manager
involve you in taking decisions, Boss/manager encourage your work in the company.
2.2.2.2
ANOVA
Model Sum of Df Mean F Sig.
Squares Square
1 Regression 18.174 7 2.596 6.348 .000
Residual 39.673 97 .409
Total 57.848 104
a. Dependent variable: Rate your level of Satisfaction with the overallperformance in

the job.
b. Predictors (Constant), Satisfaction regarding Canteen facilities, Salary is sufficient
to lead a satisfied life, Satisfaction regarding company’s insurance policy, satisfaction
regarding management resolving conflicts, Satisfaction regarding current job position,
Boss/Manager involve you in taking decisions, Boss/manager encourage your work in
the company.
70
2.2.2.3
Coefficientsa
Unstandardized Standardized Collinearity
Coefficients Coefficients Variance
Model T Sig.
B Std. Beta
Error
(Constant) 1.003 .377 2.658 .009
Salary is .186 .090 .187 2.073 .041 .869 1.151

sufficient to lead a
satisfied life
Satisfaction .237 .105 .226 2.260 .026 .709 1.410
regarding current
job position
Boss/Manager .456 .138 .425 3.303 .001 .427 2.340

encourage your
work in the
company
Satisfaction -.084 .113 -.073 -.743 .460 .742 1.348

regarding
company’s
insurance policy
Boss/Manager -.199 .179 -.114 -.1.114 .268 .672 1.488
involves you in
taking decisions
Satisfaction .053 .105 .055 .503 .616 .596 1.678

regarding
management
resolving conflicts
Satisfaction -.080 .076 -.094 -1.052 .295 .886 1.129
regarding canteen
facilities of the
company
a. Dependent Variable: Rate your level of Satisfaction with the overall performance in
the job.
71
2.2.2.4 :
Model Dim Eig. Cond. VARIANCE PROPORTIONS

Val. Index
1 2 3 4 5 6 7 8
1 1 7.582 1.000 .00 .00 .00 .00 .00 .00 .00 .00
2 .122 7.898 .00 .62 .00 .02 .01 .00 .04 .03
3 .093 9.052 .00 .00 .05 .04 .06 .01 .00 .63
4 .063 10.976 .02 .02 .02 .05 .35 .01 .29 .06
5 .052 12.022 .01 .00 .86 .00 .16 .02 .03 .02
6 .037 14.312 .15 .32 .01 .21 .07 .40 .00 .06
7 .033 15.234 .07 .02 .03 .28 .06 .30 .47 .16
8 .019 20.150 .75 .01 .03 .38 .29 .26 .17 .04
Where, Variance Proportions 1 = Constant. 2 = Salary sufficient, 3 = Satisfaction

regarding current job position, 4 = Manager encourages work, 5 = satisfaction with
insurance policy, 6 = Manager involves in taking decisions, 7 = Management resolves
conflicts, 8 = Satisfaction regarding canteen facilities of the company.
a. Dependent Variable : Rate your level of satisfaction with the overall performance in
the job.
72
Hypothesis :
Ho (Null Hypothesis) : There is no Job Satisfaction with Salary being provided, Current job
position, Company’s Insurance policy, Management taking necessary steps in resolving
conflicts, Manager involves in taking decisions, Manager Encouraging employee’s work and
Canteen facilities of the company.
H1 (Alternate Hypothesis) : There is Job Satisfaction with Salary being provided, Current
job position, Company’s Insurance policy, Management taking necessary steps in resolving
conflicts, Manager involves in taking decisions, Manager Encouraging employee’s work and
Canteen facilities of the company.
The Adjusted R Square value is 0.02
Since The calculated R Square value is lesser than that of level of significance 0.05,
H0 is Rejected.
Therefore, There is Job Satisfaction with Salary being provided, Current job position,
Company’s Insurance policy, Management taking necessary steps in resolving conflicts,
Manager involves in taking decisions, Manager Encouraging employee’s work and Canteen
facilities of the company.
73
CHAPTER III
FINDINGS, SUGGESTIONS AND CONCLUSION
3.1 FINDINGS OF THE STUDY:
 It was found that, Majority (35.2%) of the employees belong to the age categoryof
26-35.
 It was found that, Majority (97.1%) of the employees working in this company are
Male.
 It was found that, Majority (30.5%) of the employees are ITIs and are qualified with
other relevant courses.
 It was found that, majority (70.5%) of the employees working in this companyare
married.
 It was found that, Majority (52.4%) of the employees have work experience of 15
years and above 15 years.
 It was found that, Majority (46.7%) of the employees are earning 35000 and above.
 It was found that, Majority (41.9%) of the employees are working in this company for
0-3 years.
 It was found that, Majority (75.2%) of the employees feels that the working
environment and conditions are good.
 It was found that, Majority (71.45) of the employees are satisfied with theworking
hours of the company,
 It was found that, Majority (66.7%) of the employees, normally work 9-10 hours ina
day.
 It was found that, Majority (57.1%) of the employees are not provided with the
overtime allowances as they are staff level employees.
 It was found that, Majority (43.8%) employees feels that the salary being provided by
the company is insufficient to lead a satisfied life.
 It was found that, Majority (64.8%) of the employees are satisfied withtheir current
job position.
74
 It was found that, Majority (84%) of the employees have attained their job position by
means of Direct Appointment.
 It was found that, Majority (57%) of the employees have rated their level/positionof
work as Good.
 It was found that, Majority (55%) of the employee’s work has been encouraged only
sometimes by their superior/manager in the company.
 It was found that, Majority (72.4%) of the employees are satisfied withtheir
company’s insurance policy.
 It was found that, Majority (100%) of the provided with the necessary allowances by
the company.
 It was found that, Majority (70.5%) of the employees are provided with Medical
Allowances, HRA, Child education allowance and Conveyance allowances.
 It was found that, Majority (80%) of the employees feels that, they are not involved
while taking decisions, by their superior/manager.
 It was found that, Majority (52.4%) of the employees are satisfied with the
management taking necessary steps to resolve conflicts by the company.
 It was found that, Majority (46%) of the employees are satisfied with the Canteen
facilities by the Company.
 It was found that, Majority (100%) of the employees have been provided with
necessary bonus by the company.
 It was found that, Majority (66%) of the employees are satisfied with theoverall
performance in their job.
 It was found that, Majority (48.6%) ofthe employees are satisfied with the working
environment of the company.
 It was found that, Majority (50.5%) of the employees are satisfied with the working
culture of the company.
 It was found that, Majority (56.2%) of the employees are satisfied with the
Relationship with the Co-workers of the Company.
 It was found that, Majority (36.2%) of the employees are neither satisfied nor
dissatisfied with the job security in the company.
 It was found that, Majority (55.2%) of the employees can recommend this company to
their friends and relatives.
75
3.2 SUGGESTIONS :
 The Major concern for most of the employees is the salary been provided to them as
most of them are not satisfied with it. Few employees feels that, this is because the
attrition rate of company is increasing from time to time and pay should be in
accordance with the work they do, so the company have to improve and revise the
salary provisions which will satisfy and motivate the employees to stay and reduce
employee attrition.
 Working conditions have to be safe and cleanliness is recommended.
 The superior of each and every department should encourage and motivate the
employees in their work as most of the department employees feel missed regarding
encouragement from their superiors.
 The company should concentrate on the incentive and reward structure of the
employees in order to motivate them. And also it must give promotion to the
deserved employees which can improve the job satisfaction level of the
employees.
 The opportunity has to be given to newly joined employees and have to be involved in
taking decisions as and when it is required and new talents has to be recruited
 The Canteen facilities and quality of the food has to be improved as some of them
are not satisfied with it.
 The bonus is given to all the employees once in a year, but it has to be given once in 6
months, twice or thrice per year, depending upon employee’s job performance and
achievements which will make employees work happily.
76
 Various training programs and other developmental activities have to be

conducted in the company which will make the employees to learn more with
excitement and upgrade their knowledge and skills which eventually will ensure
maximum productivity. These programs can also lead to employee’s job
satisfaction and flexibility. Mentoring benefits and strengthens employer-
employee relationship.
 The suggestions and recommendations will help the company to make employees
satisfied and work with the company for a longer period of time and will reduce
attrition rate which will fulfil employee’s needs as well as organizational goals will
be achieved on time
77
3.3 CONCLUSION:
Thus Job Satisfaction reflects employee’s overall attitude of their job through emotions, behavior and
attributes about their work experience. Satisfaction with one’s job contributes to both the employee as well
as the organization. So the linkage of employee - employer relationship is necessary in order to make them
understand the policies and procedures of the organization and make them work accordingly and
efficiently. Satisfied employee will work happily and contribute more to the organization. Job Satisfaction
has direct influence with attitude of the employees, absenteeism, attrition and job performance. Effective
management can improve employee’s performance by encouraging them, helping them understand
strategies of the organization. It helps to identify the realistic option for their career growth providing
business driven as well as personal development benefits to the employees.
78
BIBLIOGRAPHY:
JOURNAL REFERENCES
Sharma R.D and Jyoti J (2009), Job Satisfaction of University teachers : An Empirical Study,
Journal of Services Research, Volume 9, Issue No.2, October 2009 – March 2010., PP : 51-
80’.
Anitha R (2011), A Study on Job Satisfaction of Paper Mill Employees With Special
Reference to Udumalpet and Palani Taluk, Journal of Management and Science, Volume
No.1., Issue No.1., September 2011, PP : 36-47’.
Neeraj Kumari (2011), Job Satisfaction of Employees at the Workplace, European Journal of
Business and Management, Volume No 3., Issue No 4., 2011, PP : 11-31’.
Sona George (2012), A Study on Job Satisfaction of Employees in BPCL – Kochi Refinery
Limited, International Journal of Human Resource Management and Research, Volume No.2,
Issue No.1, March 2012, PP : 26-34’.
Swarnalatha C and Sureshkrishna G (2012), International Journal of Future Computer and

Communication, Job Satisfaction among Employees of Automotive Industries in India,
Volume 1, Issue No. 3, October 2012, PP : 245-248’.
Raja S and Vijay Anand V (2013), A Study on Employee Job Satisfaction with Special
Reference to Krishnagiri Distrct Co-operative Spinning Mills Limited, International Research
Journal of Business and Management, Volume No.2, August 2013, PP : 73-79’.
Tilak Raj and Lalita (2013), Job Satisfaction Among School Teachers of Private and
Government Schools, International Journal of Social Science and Interdisciplinary Research,
Volume No.2, Issue No. 9, September 2013, PP : 151-158’.
Sabarirajan K.K (2015), A Study on Job Satisfaction Among TNSTC Drivers and Conductors
in Chidambaram region, International Journal of Applied Research, Volume No.1, Issue
No.13., November 2015, PP : 820-824’.
79
Anubhuti Monga et al (2015), A Study of Job Satisfaction of Employees of ICICI bank in

Himachal Pradesh, Human Resource Management Research, October 2015, Volume 5, Issue
No.1, PP : 18-25’.
Priyankar Singha and Souvik Raychaudhuri (2016), Job Satisfaction : A Comparative

Analysis of Private and Public Sector Teachers of West Bengal District, The International
Journal of Indian Psychology. Volume No.3, Issue No.3(4), April-June 2016, PP : 94-99’.
Venkatesh K (2016), Job Satisfaction Among Primary School Teachers With Respect to Age,
Gender and Experience, The International Journal of Indian Psychology, Volume No.3, Issue
No.2(10), January-March 2016, PP : 89-94’.
Nithya Preetha P and Krishnaraj R (2016), A Study on Job Satisfaction among Para-Medical
Employees’ In Chennai City Hospitals, International Journal of Pharmaceutical Sciences
Review and Research, Volume 38., Issue No.1., May-June 2016, PP : 192-196’.
Empress Charlet Jenifer D and Soundara Rajan S.N (2017), A Study on Job Satisfaction of
Employees at the Multi-Speciality Hospital in Chennai, International Journal of Advance
Research and Innovative Ideas in Education, Volume No.3, Issue No.6., 2017, PP : 90-105’.
Selvabaskar R. et al (2018), Job Satisfaction Among School Teachers, International Journal

of Pure and Applied Mathematics, Volume No.119., Issue No.7, 2018, PP : 2645-2655’.
Ganesan M et al (2018), A Study on Job Satisfaction of Employees in BSNL, Thiruvarur,

International Journal of Pure and Applied Mathematics, Volume No. 119, Issue No. 7, 2018,
PP : 2429-2443’.
Sheeba J et al (2018), A Study on Job Satisfaction towards IT Employees in Coimbatore,

International Journal of Trend in Scientific Research and Development, Volume No.2., Issue
No.3., March-April 2018, PP : 393-397’.
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Study of Andhra Pradesh State, International Journal of Research in Business Management,
Volume No.6., Issue No.12., December 2018, PP : 13-20’.
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Meriiboy Ice Creams (Supreme Food Industries), International Journal for Research in
Applied Science & Engineering Technology, Volume No.7., Issue No.11, November 2019,
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80
Mayuri Chaturvedi and Sumedha Raavi (2019) : A Study on Employee Job Satisfaction in
Different Sectors, International Journal of Scientific Engineering and Research, Volume 7.,
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*Research gate,
*Google Scholar.
81
QUESTIONNAIRE
PERSONAL INFORMATION :
Name :
Age :
Gender : a) Male b) Female.
Educational Qualification :
a) SSLC b) HSC c) Diploma d) UG e) PG f) others.
Marital Status : a) Married b) Unmarried.
Total Years of Work Experience :
a) 0-2 years b) 2-4 years c) 4-7 years d) 7-15 years e) 15 years and above.
Income : a) 10000-15000 b) 15000-25000 c) 25000-35000 d) 35000 and above.
Department :
Designation :
1. How many years, have you been working with TEAM Company Limited?
a) 0-3 years b) 4-7 years c) 8-10 years d) 11-15 years e) 15 years and above.
2. Do you feel that, working environment and conditions are good?
a) Yes b) No.
3. Are you satisfied with the working hours in your company?
a) Highly Satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied.
4. How many hours in a day, do you normally work?
a) 8-9 hours b) 9-10 hours c) 11-12 hours d) 12 hours and above.

82
5. Does your company provide any Overtime allowances?
a) Yes b) No.
6. Do you feel that, salary being provided by the company, is sufficient to lead a
satisfied life?
a) Yes b) No c) Can’t say.
7. Are you satisfied with your current job position?
8. How did you get into your Current Job Position?
a) Promotion b) Direct Appointment c) Transfer.
9. How would you rate your position/level of work in your company?
a) Excellent b) Good c) Satisfactory d) Bad.
10. Does your Boss/Manager encourage your work in the company?
a) Always b) Sometimes c) Rarely d) Never.
11. Are you satisfied with your company’s Insurance policy?
12. Does your company provide any allowances?
a) Yes / No / Not Aware.
b) If yes, What are the allowances provided to you by the company?
i. Medical Allowance
ii. House Rent Allowance
iii. Child Education Allowance
iv. Conveyance Allowance
v. All the above.
83
13. Does your Boss/Manager involve you in taking decisions?
a) Yes b) No.
14. Are you satisfied with your management, taking necessary steps to resolve conflicts in
your company?
15. Are you satisfied with the Canteen facilities of your company?
a) Highly Satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied
16. Does your company provide bonus for your performance in the job?
a) Yes b) No.
17. Rate your Level of satisfaction with overall performance in the job?
18. Kindly rate your level of satisfaction in your company for the following :
Factors Highly Satisfied Neutral Dissatisfied Highly

Working
Environment
Working
Culture
Relationship
with Co-
workers
Job Security
84
19. Would you recommend TEAM Company Private Limited to your friends and relatives?
a) Yes b) No c) Can’t say.
20. Your Suggestions on what areas the company need to improve in order to make
employees satisfied with their job and perform efficiently.
85

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A STUDY ON JOB SATISFACTION OF

EMPLOYEEES WITH REFERENCE TO

Dr. P. VENKATESH Dr. K. MARAN

INTERNAL EXAMINER EXTERNAL EXAMINER

TABLE TITLE PAGE

2.1.2 GENDER OF THE RESPONDENTS 29

2.1.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS 30

2.1.4 MARITAL STATUS OF THE RESPONDENTS 32

2.1.5 TOTAL YEARS OF WORK EXPERIENCE OF THE 33

2.1.7 NUMBER OF YEARS WORKING IN THE COMPANY 35

2.1.8 WORKING ENVIRONMENT AND CONDITIONS ARE GOOD 36

2.1.9 SATISFIED WITH THE WORKING HOURS OF THE 37

2.1.12 SALARY IS SUFFICIENT TO LEAD A SATISFIED LIFE 40

2.1.13 SATISFACTION REGARDING CURRENT JOB POSITION 41

2.1.15 HOW WOULD YOU RATE YOUR POSITION/LEVEL OF 43

2.1.19 IF YES, WHAT ARE ALL THE ALLOWANCES PROVIDED TO 49

2.2.2. REGRESSION TABLE 1 69

TABLE TITLE PAGE

2.1.2 GENDER OF THE RESPONDENTS 29

2.1.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS 31

2.1.4 MARITAL STATUS OF THE RESPONDENTS 32

2.1.5 TOTAL YEARS OF WORK EXPERIENCE OF THE 33

2.1.7 NUMBER OF YEARS WORKING IN THE COMPANY 35

2.1.8 WORKING ENVIRONMENT AND CONDITIONS ARE GOOD 36

2.1.9 SATISFIED WITH THE WORKING HOURS OF THE 37

2.1.12 SALARY IS SUFFICIENT TO LEAD A SATISFIED LIFE 40

2.1.13 SATISFACTION REGARDING CURRENT JOB POSITION 41

2.1.15 HOW WOULD YOU RATE YOUR POSITION/LEVEL OF 44

2.1.19 IF YES, WHAT ARE ALL THE ALLOWANCES PROVIDED TO 49

1.1 INTRODUCTION TO THE STUDY

There are many factors which influence Job Satisfaction,

The Major factors that influences Job Satisfaction are,

Policies and Procedures of the Organization :

1.2 INDUSTRY PROFILE :

HEAVY ENGINEERING INDUSTRY

Machine Tools Industry

Textile Machinery Industry

Plastic Processing Machinery Industry

Dies, Moulds & Tools Industry

Earthmoving, Construction and Mining Equipment

Food Processing Machinery

Current Market Scenario

India Vision 2030

1.3 COMPANY PROFILE :

TITANIUM EQUIPMENT AND ANODE MANUFACTURING COMPANY PVT LTD, popularly

Many Firsts in India

 First to introduce Titanium welding technology.

1.4 REVIEW OF LITERATURE

Swarnalatha C and Sureshkrishna G (2012) examined the management practices by introducing

1.5 NEED FOR THE STUDY :

1.6 OBJECTIVES OF THE STUDY :

* To Identify the factors that influence Job Satisfaction of Employees.

1.7 SCOPE OF THE STUDY

1.8 RESEARCH METHODOLOGY :

STATISTICAL TOOLS USED FOR THE STUDY :

 Simple Average Method (Percentage Method),

The formula to calculate the percentage analysis is,

1.9 LIMITATIONS OF THE STUDY :

DATA ANALYSIS AND INTERPRETATION