INTRODUCTION

1.1 INTRODUCTION TO THE STUDY

In the organizational setting the word "Motivation" is used to describe the drive that impels
an individual to work. A truly motivated person is one who "wants" to work Both employees
and employers are interested in understanding motivation if employees know what
strengthens and what weakens their motivation, they can often perform more effectively to
find more satisfaction in their job. Employers want to know what motivates their employees
so that they can get them to work harder. When people speak of motivation or ask about the
motives of person, they are really asking "Why" the person acts, or why the person acts the
way he does.

The concept of motivation implies that people choose the path of action they follow.

When behavioral scientists use the word motivation, they think of its something steaming
from within the person technically, the term motivation has its origin in the Latin word
"mover" which means "to move". Thus the word motivation stands for movement. One can
get a donkey to move by using a carrot or a stick; with people one can use incentives, or
threats or reprimands. However, these only have a limited effect. These work for a while and
then need to be repeated, increased or reinforced to secure further movement. If a manager
truly understands his subordinate's motivation, he can channel their "inner state" towards
command goals, i.e., goals, shared by both the individual and the organization. It is a well-
known fact that human being have great potential but they do not use it fully , when
motivation is absent .Motivation factor are those which make people give more than a fair
day's work and that is usually only about sixty-five percent of a person's capacity Obviously
, every manager should be releasing hundred percent of an individual's to maximize
performance for achieving organizational goals and at the same to enable the individual to
develop his potential and gain satisfaction.

Thus every manager should have both interest and concern about how to enable people to
perform task willingly and to the best of their ability At one time, employees were
1
considered just another input into the production of goods and services. What perhaps
changed this way of thinking about employees was research, referred to as the Hawthorne
Studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973). This study found
employees are not motivated solely by money and employee behavior is linked to their
attitudes (Dickson, 1973). The Hawthorne Studies began the human relations approach to
management, whereby the needs and motivation of employees become the primary focus of
managers (Bede Ian, 1993).

Motivation Theories Understanding what motivated employees and how

they were motivated was the focus of many researchers following the publication of the
Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to our
understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor
theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement
theory. According to Maslow, employees have five levels of needs (Maslow, 1943):
physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs
had to be satisfied before the next higher level need would motivate employees. Herzberg's
work categorized motivation into two factors: motivators and hygiene's (Herzberg, Mausner,
&Snyder man,_ 1959). Motivator or intrinsic factors, such as achievement and recognition,
produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce
job dissatisfaction. Vroom's theory is based on the belief that employee effort will lead to
performance and performance will

lead to rewards (Vroom, 1964). Rewards may be either positive or negative. The more
positive the reward the more likely the employee will be highly motivated. Conversely,
the more negative the reward the less likely the employee will be motivated. Adams'
theory states that employees strive for equity between themselves and other workers.
Equity is achieved when the ratio of employee outcomes over inputs is equal to other
employee outcomes over inputs (Adams, 1965). Skinner's theory simply states those
employees' behaviors that lead to positive outcomes will be repeated and behaviors that
lead to negative outcomes will not be repeated (Skinner, 1953). Managers should
positively reinforce employee behaviors that lead to positive outcomes. Managers should
negatively reinforce employee behavior that leads to negative outcomes.

2
WHAT IS MOTIVATION?

A basic principle is that the performance of an individual depends on his or her ability
backed by motivation.

Stated algebraically the principle is:

Performance =f (ability x motivation)

Ability refers to the skill and competence of the person to complete a given task.
However, ability alone is not enough. The person's desire to accomplish the task is also
necessary. Organizations become successful when employees have abilities and desire to
accomplish given tas

3
INDUSTRY PROFILE

The textile industry in India traditionally, after agriculture, is the only industry that has
generated huge employment for both skilled and unskilled labour in textiles. The textile
industry continues to be the second-largest employment generating sector in India. It offers
direct employment to over 35 million in the country. The share of textiles in total exports was
11.04% during April–July 2010, as per the Ministry of Textiles. During 2009–2010, the
Indian textile industry was pegged at US$55 billion, 64% of which services domestic
demand. In 2010, there were 2,500 textile weaving factories and 4,135 textile finishing
factories in all of India. According to AT Kearney‟s „Retail Apparel Index‟, India was
ranked as the fourth most promising market for apparel retailers in 2009.

India is first in global jute production and shares 63% of the global textile and garment
market. India is second in global textile manufacturing and also second in silk and cotton
production. 100% FDI is allowed via automatic route in textile sector. Rieter, Trutzschler,
Saurer, Soktas, Zambiati, Bilsar, Monti, CMT, E-land, Nisshinbo, Marks & Spencer, Zara,
Promod, Benetton, and Levi‟s are some of the foreign textile companies invested or working
in India.

The archaeological surveys and studies have found that the people of Harrapan
civilization knew weaving and the spinning of cotton four thousand years ago. Reference to
weaving and spinning materials is found in the Vedic Literature. There was textile trade in
India during the early centuries. A block printed and resist-dyed fabric, whose origin is from
Gujarat was found in the tombs of Fostat, Egypt. This proves that Indian export of cotton
textiles to the Egypt or the Nile Civilization in medieval times were to a large extent. Large
quantity of north Indian silk were traded through the silk route in China to the western
4
countries. The Indian silks were often exchanged with the western countries for their spices
in the barter system. During the late 17th and 18th century there were large export of the
Indian cotton to the western countries to meet the need of the European industries during
industrial revolution.

India is the second largest producer of fibre in the world and the major fibre produced is
cotton. Other fibres produced in India include silk, jute, wool, and man-made fibers. 60% of
the Indian textile Industry is cotton based. The strong domestic demand and the revival of the
Economic markets by 2009 has led to huge growth of the Indian textile industry. In
December 2010, the domestic cotton price was up by 50% as compared to the December
2009 prices. The causes behind high cotton price are due to the floods in Pakistan and China
. India projected a high production of textile (325 lakh bales for 2010 -11).[6] There has been
increase in India's share of global textile trading to seven percent in five years.[6]The rising
prices are the major concern of the domestic producers of the country.


Man Made Fibres: This includes manufacturing of clothes using fibre or filament
synthetic yarns. It is produced in the large power loom factories. They account for the
largest sector of the textile production in [Link] sector has a share of 62% of the

 India's total production and provides employment to about 4.8 million people.


The Cotton Sector: It is the second most developed sector in the Indian Textile
industries. It provides employment to huge amount of people but its productions
 and
 employment is seasonal depending upon the seasonal nature of the production.


The Handloom Sector: It is well developed and is mainly dependent on  the SHGs for
 their funds. Its market share is 13%.of the total cloth produced in India.



The Woolen Sector: India is the 7th largest producer. of the wool in the world. India
 also produces 1.8% of the world's total wool.


The Jute Sector: The jute or the golden fibre in India is mainly produced in the
Eastern states of India like Assam and West Bengal. India is the largest producer of
 jute in the world.

5
 
The Sericulture and Silk Sector: India is the 2nd largest producer of silk in the world.
India produces 18% of the world's total silk. Mulberry, Eri, Tasar, and Muga  are the
main types of silk produced in the country. It is a labour-intensive sector.

COTTON TEXTILE

In the early years, the cotton textile industry was concentrated in the cotton growing
belt of Rajasthan ,Maharashtra and Gujarat. Availability of raw materials, market, transport,
labour, moist climate and other factors contributed to localisation. In the early twentieth
century, this industry played a huge role in Bombay's economy but soon declined after
[Link] spinning continues to be centralised in Maharashtra, Gujarat and Tamil
Nadu, weaving is highly decentralised. As of 30 September 2013, there are 1,962 cotton
textile mills in India, of which about 80% are in the private sector and the rest in the public
and cooperative sector. Apart from these, there are several thousand small factories with
three to ten looms.

India exports yarn to Japan, United States, United Kingdom, Russia, France, Nepal,
Singapore, Sri Lanka and other countries. India has the second-largest installed capacity of
spindles in the world, with 43.13 million spindles (30 March 2011) after China. Although
India has a large share in world trade of cotton yarn, its trade in garments is only 4% of the
world's total. This is due to the incompetency of local spinning and weaving mills to process
yarn. There exist some large factories, but most of the production is fragmented in small
units, which cater to the local market. This mismatch is a major drawback for the industry.
As a result, many of the spinners export yarn while apparel and garment manufacturers have
to import fabric. The power supply is erratic and machinery is outdated and needs to be
upgraded. Other problems include low output of labour and stiff competition with the
synthetic fibre industry.

JUTE TEXTILES
6
 India is the largest producer of raw jute and jute goods and the second largest
exporter after Bangladesh. There were about 80 jute mills in India in 2010-11, most of which
are located in West Bengal, mainly along the banks of the Hooghly River, in a narrow belt

(98 km long and 3 km wide). Factors responsible for their location in the Hooghly basin are:
inexpensive water transport, good network of railways, roadways and waterways to facilitate
movement of raw material to mills, abundant water supply, cheap labour from neighbouring
states.

MINISTRY OF TEXTILES AND ORGANIZATIONS

Government of India passed the National Textile Policy in 2000. The major functions
of the ministry of textiles are formulating policy and coordination of man-made fiber, cotton,
jute, silk, wool industries, decentralization of power loom sector, promotion of exports,
planning & economic analysis, finance and promoting use of information technology. The
advisory boards for the ministry include All India Handlooms Board, All India Handicrafts
Board, All India Power looms Board, Advisory Committee under Handlooms Reservation of
Articles for Production and Co-ordination Council of Textiles Research Association. There
are several public sector units and textile research associations across the country.

7
 COMPANY PROFILE

Jagannath Textile Company LTD (JTCL) though a relatively new venture, has made
remarkable progress in spinning quality yarn. JTCL has an huge production capability,
productivity and a committed team of skilled workers and efficient staff numbering
approximately 1000. Under the guidance of its promoter, Shri Ramesh Kumar Tibrewal, who
personify the true spirit of enterprise, JTCL has established a distinct identity in the textile
market within a decade of its existence.

JTCL has a unique inspirational work culture. JTCL rests on strong ethical and moral
foundations, relying on the deeds of wisdom propagated by Swami Vivekananda, Mahatma
Gandhi, and Rabindranath Tagore and our Former President, His Excellency Dr. A.P.J.
Abdul Kalam With strong business acumen, successfully demonstrated by its Promoter, the
company has progressed steadily from dealing in cotton waste to the position of eminence it
holds in manufacture of Superior Quality yarn.

The location has been chosen to promote employment generation in the interior and
rural areas of Coimbatore district. JTCL commitments are not purely business centric. It
encompasses a wider societal obligation. The promoter have chosen, Karuvalur,
Karumathampatti, near Coimbatore, as the plant location. The small underdeveloped village
has been chosen to promote a social cause of, “Enabling Progress through Enterprise”.
Further, the plant location meets the business requirements. The plant is close to major
consumption centres like Tirupur, Somanur, Palladam, Karur, Madurai, and Erode, thereby
promising enormous scope for expansion of the company.

At JTCL, learning and sharing of knowledge becomes an integral part of its work
culture. This unique work culture has been able to spin the work force [Link]
Vivekananda‟s words of wisdom form the back bone of the entire workforce at JTCL,
spinning its success story without any major hiccups

8
A STUDY ON EMPLOYEE SATISFACTION

According to Marc Drizin ”Employees are asses with feet, They are the only resource
company have that make a consioud decision to return to the next day”.

Employee satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Employee satisfaction is considered
to be a critical success factor for organization. Many measures purport that employee
satisfaction is a factor in employee motivation, employee goal achievement and positive
employee morale in the workplace.

Factors contributing to employee satisfaction include treating employees with respect,

providing regular employee recognition, empowering employees, offering above industry-
average benefits and compensation, providing employee perks and company activities and
positive management within a success framework of goals, measurements and expectations.
Employee satisfaction survey administered periodically that gauge the employee satisfaction
Employee satisfaction in an organization is a main topic that comes under human resources
management.

Employees are considered as assets to a company.

They are the key factors which improve the productivity and reputation of a company.

1. Organization development factors

 Brand of organization in business field and comparison with leading

competitor.

 Missions and Vision of organization.

 Potential development of organization.

2. Policies of compensation and benefits factors

 Wage and salary

 Benefits

9
  Rewards and penalties

3. Promotions and career development factors

 Opportunities for promotion.

 Training program participated or will do.

 Capacity of career development.

4. Work task factors

 Quantity of task.

 Difficult level of task

5. Relationship with supervisor factors

 Level of coaching

 Level of assignment for employee

 Treatment to employee etc

6. Working conditions and environment factors

 Tools and equipment

 Working methods

 Working environment

7. Coporare culture factors

 Relationship with coworkers

 Level of sharing etc

8. Competencies, Personalities and Expectations of employee factors

 Competencies and personalities of employee for job?

10
  Expectations of employee are suitable for policies of organization?

 Competencies and personalities of employee are suitable for job?

 Expectations of employee are suitable for policies of organization?

 Competencies and personalities of employee are suitable for job?

 Expectations of employee are suitable for policies of organization

Factors Influencing Employee Satisfaction

Various factors exist in an organization that contributes to area of employee

satisfaction. Following are listed factors affecting employee satisfaction.

They are:

 The brand name of the organization is of utmost importance to the employees

and it is considered when employee satisfaction is considered;

 The aims and objectives of the organization where an employee works are
likely to affect employee satisfaction.

 Salary band wage is one of the most important factors behind employee
satisfaction. The salary should always be in accordance to the position of the
employee in the company.

 Rewards and penalties are other important things that affect level of
satisfaction of an employee in his job.

 The kind of treatment given by the employee largely determines his

satisfaction level. It is always desired to treat employees in a good manner.

 Working methods of the organization determines the satisfactory level of an

employee. It is true that every organization has its own working methods but
some freedom should also be given to the employees.

11
  It is essential to check that the personality of the employee matches the type of
job being allotted to him.

 Expectations of the employee should also be in accordance to the level of

organization in which he or she is working.

THEORIES RELATED TO EMPLOYEE SATISFACTION MASLOW’S THEORY

Maslow’s Hierarchy of needs was proposed by Abraham Maslow in 1943 from his paper A
theory of Human Motivation. According to Maslow, people are not satisfied with what they
have and will always request for more. the hierarchy, they are five level can be found in each
individual which is physical,

Security, social, ego and self-actualization. According to Maslow, individuals are motivated
by unsatisfied needs. As each of these needs is significantly satisfied, it drives and forces the
next need to emerge. Maslow grouped the five needs into two categories-Higher-order needs
and Lower-order needs.

The physiological and the safety needs constituted the lower-order needs. These lower-order
needs are mainly satisfied externally. The social, esteem and self-actualization needs
constituted the higher-order needs. These higher-order needs are generally satisfied
internally, i.e., within an individual. Thus, we can conclude that during boom period, the
employees lower-order needs are significantly met.

This theory constitutes that employee is satisfied with the motivation factors. By satisfying
the basic requirements and expectations, employee will be satisfied and contribute much turn
over.

Herzberg’s Motivation-Hygiene Theory(Two Factor Theory)

The Herzbergs motivation-hygiene is one of the content theories of employee satisfaction.

The motivation hygiene theory was proposed by psychologist Frederick Herzberg. Believing
that an individual’s attitude toward his or her work can determine success or failure,
Herzberg investigated the question of what people want from their jobs. He asked people to
12
describe in detail situations in which they felt exceptionally good or bad about their jobs.
Their responses were then tabulated and categorized. Exhibit below represent Herzberg’s
findings. The hygiene factors such as pay and conditions which serve to the remove the
dissatisfaction from work. The satisfaction related to achievement recognition, responsibility,
ans nature of work.

1.1 SCOPE OF THE STUDY

The importance and significance of the labour as a factor to boost the industrial production
has been accepted everywhere. A satisfied and contended labour force is the basis for the
development of any organization and a wise management is looking for that industrial peace
and harmony can be achieved only through sincere and cordial relationship between
employers and employee. Welfare benefits not only raise employee morale but also make it
easier for employees to attract and hire competent personnel. This study is intended to know
how far sangrose laboratories have been successful in this regard.

13
 1.2 OBJECTIVES OF THE STUDY

The project conducted at Ramdev Motors is undertaken with certain clear cut objectives
which is classified as:
 To find out the employee satisfaction regarding welfare measure offered by the
company
 To find out the extra measures offers by the company to this employees
 To find out the morale of workers towards the organization
 It helps the management to improve the welfare measures facilities and to make
workers participate more effectively towards the work.

14
 1.3 LIMITATION OF THE STUDY
1. There exists a bias on the part of respondents as they did not wish to disclosed the
truth due to personal reasons
2. It is difficult to elicit responses from employees who do night shifts.

3. The attitude of the worker changes from time to time. Hence the result of the project
may be applicable only at present.

4. We cannot get exact information because some of the employees are reluctant to
share the information.

15
 CHAPTER III

[Link] METHODOLOGY

Research methodology is a way to systematically solve a research problem. In research

methodology we study the various steps that are generally adopted by a researcher in
studying his research problem along with logic behind them .

Research methodology has many dimension and methods to constitute a part of research
methodology.

RESEARCH DESIGN

Research means search for knowledge . Its aims at discovering the truth .Research is the
process of systematic and in depth study or search of any particular, topic, subject or area of
investigation backed by computation and interpretation of relevant data . A research design is
the arrangement of conditions for the collection and analysis of data in a manner that aims to
combine relevance to the research purpose. It constitutes the blue print for the collection,
measurement and analysis do data . A good research design is one which minimizes bias and
maximizes the reliability of data is descriptive of data collected .

The research design used this study is descriptive research.

DESCRIPTIVE RESEARCH

Descriptive research studies are those studies which are concerned with describing the
characteristics of a particular individual or group. Hence the researcher must be able to
define clearly ,what he wants to measure and must find adequate methods for measuring it
along with a clearest definition of ‘population’ he wants the study.

SAMPLING TESTING

Sample technique used this study is census method .

Census method :census is a method of collecting data in which information are collected
from every individual of the population .Population is the totally of all the unit from which
data are to be collected in a statistical enquiry. For e g:, if it is desired to study the physical
16
status of the students particular college, data may be obtained from all student’s strength of
the college is referred to as universe and each student as a unit .so under census conducted in
India once in every 10 years is an example of census enquiry .

POPULATION

The population refers to the total of items about which information is derived .

Population of the study consists of total number of workers in JAGANNATH TEXTILE ,

COIMBATORE

Population includes 130 employees of JAGANNATH TEXTILE , COIMBATORE

SAMPLE

Sample represents the population .Sample selected is 25 employees of INDUS .MOTORS.

DATA COLLECTION METHODS

Primary sources : The primary source for the study was collected through a direct survey
with the despondence guided by a structured questionnaire.

Secondary sources : secondary sources consists of information that already exists

somewhere which has been collected for specific purpose in the study

TOOLS FOR ANALYSIS

Tools used are simple percentage analysis and chi-square test

17
 CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

TABLE.1

THE TABLE SHOWING GENDER

PARTICULARS NO OF RESPONTENT PERCENTAGE

Male 73 73

Female 27 27

TOTAL 100 100

INTERPRETATION

From the above table we come to know that 73% of the respondent is female, and 27% of the
respondents are male.

18
 THE CHART SHOWING GENDER

120

100

80

60
100
40
73

20
27
0
Male Female TOTAL

19
 TABLE.2

THE TABLE SHOWING AGE GROUP

PARTICULARS NO OF RESPONTENT PERCENTAGE

16-20 31 31
21-30 45 45
31-40 14 14
41-50 8 8
>50 2 2
TOTAL 100 100

INTERPRETATION
From the above table, it is inferred that 31% of the respondents belongs to the age
group of 16-20, 45% of the respondents belong these group of 21-30, 14% of the
respondents belong to the age group of 31-40, 8% of the respondents belong these group of
41-50, 2% of the respondents belong these group of 50 above.

20
 THE CHART SHOWING AGE GROUP

120

100

80

60
100
40

20 45
31
14 8
0 2
16-20 21-30 31-40 41-50 >50 TOTAL

21
 TABLE.3

THE TABLE SHOWING EDUCATIONAL QUALIFACTION

PARTICULARS NO OF RESPONTENT PERCENTAGE

Illiterate 2 2
Primary school 4 4
Middle school 16 16
High school 20 20
Graduate 44 44
Any others 14 14
Total 100 100

INTERPRETATION

From the above table we come to know that 2% of the respondents are Illiterate, 4%
of the respondents are primary school, 16% of the respondents are middle school, 20% of the
respondents are high school, 44% of the respondents are graduate, and 4% of the respondents
are any others.

22
 THE CHART SHOWING EDUCATIONAL QUALIFACTION

120

100

80

60
100
40

20 44
16 20 14
0 2 4
Illiterate Primary Middle High Graduate Any others Total
school school school

23
 TABLE.4

THE TABLE SHOWING EXPERIENCE

PARTICULARS NO OF RESPONTENT PERCENTAGE

<1yr 10 10
1-2 20 20
2-3 20 20
3-4 25 25
<4yr 25 25
TOTAL 100 100

INTERPRETATION

From the above table we come to know that 10% of the respondents have 1 years of
experience. 20% of the respondents have 1-2 years of experience and 20% of the respondents
have above 2-3 years of experience, 25% of the respondents have 3-4 years of experience and
25% of the respondents less than 4years of the experience

24
 THE CHART SOWING EXPERIENCE

120

100

80

60
100
40

20
20 20 25 25
10
0
<1yr 2-Jan 3-Feb 4-Mar <4yr TOTAL

25
 TABLE.5

THE TABLE OPINION ABOUT YOUR COMPANY

PARTICULARS NO OF RESPONTENT PERCENTAGE

Very good 40 40
Good 25 25
Average 25 25
Poor 6 6
Very poor 4 4
TOTAL 100 100

INTERPRETATION

From the above table we come to know that 40% of the respondents are very good with
the lighting facilities, 25% of the respondents are good, another 25% of the respondents
neutrally average, 6% of the respondents are poor, and 4% of the respondents are very poor
with about your company.

26
 THE CHART OPINION ABOUT YOUR COMPANY

120

100

80

60
100
40

20 40
25 25
0 6 4
Very good Good Average Poor Very poor TOTAL

27
 TABLE.6

THE TABLE SHOES ABOUT YOUR PHYSICAL WORKING ENVIROMENT

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 38 38
satisfied 24 24
Neutral 26 26
dissatisfied 8 8
Highly dissatisfied 4 4
TOTAL 100 100

INTERPRETATION

From the above table we come to know that 38% of the respondents are satisfied with
the transport facilities, 26% of the respondents are neutrally satisfied, 24% of the respondents
highly satisfied, 8% of the respondents are dissatisfied, and 4% of the respondents are highly
dissatisfied with your physical working environment.

28
THE CHART SHOES ABOUT YOUR PHYSICAL WORKING ENVIROMENT

120

100

80

60
100
40

20 38
24 26
8 4
0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

29
 TABLE.7

THE TABLE SHOWING PHYSICAL WORKING ENVIRONMENT

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 23 23
satisfied 11 11
Neutral 17 17
dissatisfied 31 31
Highly dissatisfied 18 18
TOTAL 100 100

INTERPRETATION
From the above table we come to know that 31% of the respondents are
dissatisfied with the company’s wage structure, 23% of the respondents are satisfied, 18% of
the respondents are highly dissatisfied, 17% of the respondents are neutrally satisfied, and
11% of the respondents are highly satisfied with physical working environment.

30
THE CHART SHOWING PHYSICAL WORKING ENVIRONMENT

120

100

80

60
100
40

20
31
23 17 18
11
0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

TABLE.8
31
THE TABLE SHOWING THE RIHGT KIND OF JOB FOR YOU

PARTICULARS NO OF RESPONTENT PERCENTAGE

yes 50 50
Neutral 45 45
No 5 5
TOTAL 100 100

INTERPRETATION
From the above table we come to know that 50% of the respondents
are yes job for you, 45 % of the respondent are neutral jobs for you
and 5% of the respondents job for you.

THE CHART SHOWING THE RIHGT KIND OF JOB FOR YOU

32
120

100

80

60
100
40

50 45
20

0 5
yes Neutral No TOTAL

TABLE.9
33
 THE TABLE SHOWING ORGANIZATION CULTURE AND ENVIRENMENT

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 16 16
satisfied 23 23
Neutral 35 35
dissatisfied 13 13
Highly dissatisfied 13 13
TOTAL 100 100

INTERPRETATION
From the above table and chart 16% of respondents are highly satisfied with the
organization culture and environment .23% of employees have the satisfied and 35% have
the opinion about neutral,13% employees have the dissatisfied. And 13% of the respondents
are highly dissatisfied culture and environment

34
 THE CHART SHOWING ORGANIZATION CULTURE AND ENVIRENMENT

120

100

80

60
100
40

20 35
23
16 13 13
0
1 2 3 4 5 6

35
 TABLE.10

THE TABLE SHOWING WAGES AND SALARY PROVIDED BY ORGANIZATION

SATISFACTORY

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 37 37
satisfied 27 27
Neutral 15 15
dissatisfied 11 11
Highly dissatisfied 10 10
TOTAL 100 100

INTERPRETATION
From the above table and chart 37% of employees highly satisfied with the salary
provided organization , 27% of employees have the satisfied and 15% have the opinion about
neutral,11% employees have the dissatisfied. And 10% of the respondents are highly
dissatisfied wages and salary provided by organization satisfactory

36
THE CHART SHOWING WAGES AND SALARY PROVIDED BY
ORGANIZATION SATISFACTORY

120

100

80

60
100
40

20 37
27
15 11 10
0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

37
 TABLE.11

THE TABLE SHOWING COMFORTABLE WITH THE WORK TASK ASSIGNEED

TO YOU BU THE SUPERIORS

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 40 40
satisfied 21 21
Neutral 12 12
dissatisfied 17 17
Highly dissatisfied 10 10
TOTAL 100 100

INTERPRETATION
From the above table we come to know that 40% of the respondents
are satisfied with the supervisors relations, 21% of the respondents
are highly satisfied, 17% of the respondents dissatisfied, 12% of the
respondents are neutrally satisfied, and 10% of the respondents are
highly dissatisfied with the supervisors relations.

38
THE CHART SHOWING COMFORTABLE WITH THE WORK TASK ASSIGNEED
TO YOU BU THE SUPERIORS

120

100

80

60
100
40

20 40
21 17
12 10
0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

39
 TABLE.12

THE TABLE SHOWING MANAGEMENT INVOLVE EMPLOYEE IN THE

DECISION MAKING PROCESS

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 27 27
satisfied 34 34
Neutral 28 28
dissatisfied 12 12
Highly dissatisfied 0 0
TOTAL 100 100

INTERPRETATION
From the above chart and table 34% of employees are satisfied and 27% of the
respondent are highly satisfied, 28% of the respondents are neutral and 12% of the
respondents are dissatisfied with management involve employee in the decision making
process,

40
 THE CHART SHOWING MANAGEMENT INVOLVE EMPLOYEE IN THE
DECISION MAKING PROCESS

120

100

80

60
100
40

20 34
27 28
12
0 0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

41
 TABLE.13

THE TABLE SHOWING FREEDOM OF CORRING OUT THE TASKS IN YOUR

STYLE

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 17 17
satisfied 8 8
Neutral 25 25
dissatisfied 40 40
Highly dissatisfied 10 10
TOTAL 100 100

INTERPRETATION
From the above table we come to know that 40% of the respondents
are dissatisfied with the company’s loan scheme, 25% of the
respondents are neutrally satisfied, 17% of the respondents are
satisfied, 10% of the respondents are highly dissatisfied, and 8% of
the respondents are highly satisfied with freedom of coring out the
tasks in your style.

42
THE CHART SHOWING FREEDOM OF CORRING OUT THE TASKS IN YOUR
STYLE

120

100

80

60
100
40

20 40
25
17 10
8
0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

43
 TABLE.14

THE TABLE SHOWING THE RIGHT KIND OF JOB FOR YOUR EDUCATIONAL
QUALIFICATION

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 38 38
satisfied 26 26
Neutral 24 24
dissatisfied 7 7
Highly dissatisfied 5 5
TOTAL 100 100

INTERPRETATION

From the above table we come to know that 38% of the respondents are satisfied with
the disciplinary actions, 26% of the respondents are highly satisfied, 24% of the respondents
are neutrally satisfied, 7% of the respondents are highly dissatisfied, and 5% of the
respondents are dissatisfied with the right kind of job for your educational qualification

44
THE CHART SHOWING THE RIGHT KIND OF JOB FOR YOUR EDUCATIONAL
QUALIFICATION

120

100

80

60
100
40

20 38
26 24
0 7 5
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

45
 TABLE.15

THE TABLE SHOWING FACILITIES PROVIDED BY COMPANY IS

SATISFACTORY

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 40 40
satisfied 25 25
Neutral 25 25
dissatisfied 6 6
Highly dissatisfied 4 4
TOTAL 100 100

INTERPRETATION
From the above table we come to know that 40% of the respondents
are highly satisfied, 25% of the respondents are satisfied, 25% of the
respondents are neutral, 6% of the respondents are dissatisfied and
4% of the respondents are highly dissatisfied with facilities provided
by company’s satisfactory.

46
 THE CHART SHOWING FACILITIES PROVIDED BY COMPANY IS
SATISFACTORY

120

100

80

60
100
40

20 40
25 25
0 6 4
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

47
 TABLE.16

THE TABLE SHOWING PROPER METHOD OF PERFORMANCE APPRAISAL

SYSTEM IN YOUR COMPANY

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 38 38
satisfied 24 24
Neutral 26 26
dissatisfied 8 8
Highly dissatisfied 4 4

TOTAL 100 100

INTERPRETATION
From the above table we come to know that 38% of the respondents are satisfied with the
company’s performance appraisal system , 26% of the respondents are neutrally satisfied,
24% of the respondents are highly satisfied, 8% of the respondents are dissatisfied, and 4%
of the respondents are highly dissatisfied with the method of performance appraisal system
your company.

48
THE CHART SHOWING PROPER METHOD OF PERFORMANCE APPRAISAL
SYSTEM IN YOUR COMPANY

120

100

80

60
100
40

20 38
24 26
8 4
0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

49
 TABLE.17

THE TABLE SHOWING PROMOTION MOTIVATES YOU TO IMPROVE YOUR

PERFORMANCE

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 40 40
satisfied 12 12
Neutral 21 21
dissatisfied 17 17
Highly dissatisfied 10 10
TOTAL 100 100

INTERPRETATION

From the above table we come to know that 40% of the respondents are satisfied with
the company’s working condition, 21% of the respondents are neutrally satisfied, 17% of the
respondents are dissatisfied, 12% of the respondents are highly satisfied, and 10% of the
respondents are highly dissatisfied with the company’s motivations

50
THE CHART SHOWING PROMOTION MOTIVATES YOU TO IMPROVE YOUR
PERFORMANCE

120

100

80

60
100
40

20 40
21 17
12 10
0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

51
 TABLE.18

THE TABLE SHOWING ORGANIZATION DISCIPLINARY PROCEDURE

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 38 38
satisfied 21 21
Neutral 19 19
dissatisfied 14 14
Highly dissatisfied 8 8
TOTAL 100 100

INTERPRETATION

From the above table we come to know that 38% of the respondents are satisfied
with the company’s safety facilities, 21% of the respondents are highly satisfied, 19% of the
respondents are neutrally satisfied, 14% of the respondents are dissatisfied, and 8% of the
respondents are highly dissatisfied with the organization disclinary procedure

52
 THE CHART SHOWING ORGANIZATION DISCIPLINARY PROCEDURE

120

100

80

60
100
40

20 38
21 19 14 8
0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

53
 TABLE.19

THE TABLE SHOWING SATISFIED WITH THE WORKING HOURS

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 54 54
satisfied 15 15
Neutral 8 8
dissatisfied 17 17
Highly dissatisfied 6 6
TOTAL 100 100

INTERPRETATION

From the above table we come to know that 54% of the respondents
are highly satisfied with the satisfied with the working hours , 15%
of the respondents are satisfied, 8% of the respondents neutral, 17%
of the respondents are neutrally dissatisfied, and 6% of the
respondents are highly dissatisfied with the satisfied with the working
hours.

54
 THE CHART SHOWING SATISFIED WITH THE WORKING HOURS

120

100

80

60
100
40
54
20
15 17
8 6
0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

55
 TABLE.20

THE TABLE SHOWING PROVIDE MEDICAL FACILITY FOR EMPLOYEE

PARTICULARS NO OF RESPONTENT PERCENTAGE

Highly satisfied 40 40
satisfied 21 21
Neutral 12 12
dissatisfied 17 17
Highly dissatisfied 10 10
TOTAL 100 100

INTERPRETATION

From the above table we come to know that 40% of the respondents aresatisfied with the
medical facility, 21% of the respondents are highly satisfied, 17% of the respondents
dissatisfied, 12% of the respondents are neutrally satisfied, and 10% of the respondents are
highly dissatisfied with the provide medical facility for employee.

56
 THE CHART SHOWING PROVIDE MEDICAL FACILITY FOR EMPLOYEE

120

100

80

60
100
40

20 40
21 17
12 10
0
Highly satisfied Neutral dissatisfied Highly TOTAL
satisfied dissatisfied

57
 CHI-SQUARE

Strongly Agree Disagree Strongly Neutral Total

agree disagree
Strongly 5 4 3 2 2 16
agree
Agree 9 8 2 1 3 23

Disagree 10 9 7 5 4 35

Strongly 7 2 1 2 1 13
disagree
Neutral 6 4 2 1 0 13
Total 37 27 15 11 10 100

X2 =∑ (O-E)2 / E

O E O-E (O-E) 2 (O-E) 2 /E

5 5.92 -0.92 0.84 0.14

9 4.32 4.68 21.90 5.06

10 2.4 7.6 57.76 24.06

7 1.76 5.24 27.45 15.59

6 1.6 4.4 19.36 12.1

4 8.51 -4.51 20.34 2.39

8 6.21 1.79 3.20 051

9 3.45 5.55 30.80 8.92

2 2.53 -0.53 0.28 0.11

4 2.3 1.7 2.89 1.25

3 12.95 -9.95 99.00 7.64

58
 2 9.45 -7.45 55.50 5.87

7 5.25 1.75 3.06 0.58

1 3.85 -2.85 8.122 2.10

2 3.5 -1.5 2.25 0.64

2 4.81 -2.81 7.89 1.64

1 3.51 -2.51 6.300 1.79

5 1.95 3.05 9.30 4.76

2 1.43 0.57 0.32 0.22

1 1.3 -0.3 0.09 0.06

2 4.81 -2.81 7.89 1.64

3 3.51 -0.51 0.26 0.07

4 1.95 2.05 4.20 2.15

1 1.43 -0.43 0.18 0.12

0 1.3 -1.3 1.69 1.3

100.72

100.72 -------> calculated

26.3 -------> Table Value

V = (r-1)*(c-1)

= (5-1)*(5-1)

= (4)*(4)

= 16

At 5% of significance at value 16. The table values 26.3

Interpretation:

As the calculated value is higher than the table value the project (Ho) is rejected.

59
 CHAPTER V

FINDING, SUGGESTIONS AND CONCLUSION

5.1 FINDING

1. The majority of genders 73% of the respondent are male

2. The majority of age group 45% of the respondents are 21-30
3. The majority of educational level 44% of the respondents are high school
4. The majority of experience 25% of the respondents are 3-4 years
5. The majority of opinion about your company 40% of the respondents are very good
6. The majority of physical working environment 38% of the respondents are highly
satisfied
7. The majority of employees physical working environment 31% of the respondents are
dissatisfied
8. The majority of kind of jobs for you 45% of the respondents are neutral
9. The majority of organization culture and environment 35% of the respondents are
neutral
10. The majority of wages and salary provided by organization satisfactory 37% of the
respondents are highly satisfied
11. The majority of comfortable with the work task assigned to you by the supervisior
40% of the respondents are highly satisfied
12. The majority of management involve employee in the decision making process 34%
of the respondents satisfied
13. The majority of freedom of carring out the tasks in your style 40% of the respondents
are dissatisfied
14. The majority of the right kind of the job for your educational qualification 38% of the
respondents are highly satisfied
15. The majority of the facilities provided by company is satisfied 40% of the
respondents are highly satisfied
16. The majority of proper method of performance appraisal system in the company 38%
of the respondents are highly satisfied

60
17. The majority of the promotion motivate you to improve your performance 40% of the
respondents are highly satisfied
18. The majority of the organization disciplinary procedure 38% of the respondents are
highly satisfied
19. The majority of satisfied with the working hours 54% of the respondents are highly
satisfied
20. The majority of provide medical facilities for employees 40% of the respondents are
highly satisfied

61
5.2 SUGGESTION

 Proper training programme has to be given to the employees.

 The superior has to feel that it is their duty to motivate and guide their employees.

 Among all the employees , the most efficient employees has to be identified and they

has to be encouraged by increasing their pay and other benefits.

 They also has to monitor whether the employees are performing the assigned work to

Them in an efficient manner.

 There should be relationship between the employees for the organization to reach
their target

 An employee’s pay, promotion must be based on their interest towards the

satisfaction.

62
 CONCLUSION

Based on the study conducted among the Compensation and reward system of Jagannath
Textiles. The research would be concluding by pinpointing the fact that the employees are
satisfied with the training programs given by the company. Thus we can say that the job
satisfaction through training programs is effective in this company. The clients are satisfied
with the project work done by the company.

From the study it can be concluded that the level of satisfaction in the satisfaction of the
employees is very high and that the organization must continue its endeavor in maintaining
this standards and achieving higher.

63
\ APPENDIX

A STUDY ON IMPACT OF COMPENSATION & REWARD SYSTEM OF

ORGANISATION PERFORMANCE WITH SPECIL REFRENCE OF JAGANNATH
TEXTILES.

1. Name :
2. Gender:
(a) Male (b) Female
3. Which of the age group do you fall into

16-20 21-30 31-40 41-50 >50

4. Educational Qualification
Illiterate Primary school Middle school High school
Graduate Any Others (specify)
5. Experience
(a) < 1yr (b) 1-2 (c) 2-3 (d) 3-4 (e) > 4 yr
6. What is your opinion about your Company ?

(a) Very good (b) Good (c) Average (d) Poor (e) very poor

7. Are you Satisfied with your physical working Environment?

(a) Highly satisfied (b) Satisfied (c)Neutral (d) dissatisfied

(e) Highly dissatisfied

8. Do you feel that this is the right kind of job for you

(a) yes (b) Neutral (C) No

9. Are you satisfied with your organization culture and environment?

(a) Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

64
10. Does the wages and salary provided by the organisation satisfactory ?

(a) Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

11. Are you comfortable with the work task assigned to you by the superiors?

(a) Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

12. Does the management involve employees in the decision making process?

(a) Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

13. Do you have freedom of coming out the tasks in your style?

(a) Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

14. Do you feel that this is the right kind of job for your educational qualification?

(a)Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

15. Does the facilities provided by the company is satisfactory?

(a)Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

16. Does the company have proper methods of performance appraisal system in your
organization?

(a)Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

65
 17. Does the promotion motivates you to improve your performance?

(a)Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

18. Are you satisfied with the organizations disciplinary procedure?

(a)Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

19. Are you satisfied with the working hours?

(a)Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

20. Does the organization provide medical facility for employees?

(a)Highly satisfied (b) Satisfied (c) Neutral (d) dissatisfied

(e) Highly dissatisfied

66