CHAPTER 1

INTRODUCTION
It was only with the event of the industrial revolution during the 18 and 19
centuries that the need for scientifically studying and analyzing modern
organization arose. In the years of cottage industries and craftsman organization
labour relations was clearly not a problem, but when groups of people were
brought together into commercial and manufacturing enterprises some way had to
be found to co-ordinate their activities to exchange organizational effectiveness
and continuing health of the enterprise.
Most public and private sector organizations in India are today facing labor
relations problems harmonious relations in every sphere of human activity is an
essential condition for social, economic and political progress. In the present
environment charactrised by low wages unemployment and using workers
aspiration problems such as work shappages, low level of motivation, indiscipline
insubordinations, militancy are on the increase such labour problems have
unprecident and unequalled impact on the working of the organization. To combat
the appropriate organization arrangements and strategies, to bring about harmony
and understanding at all levels an organizational climate for efficiency and
productivity is called for by personal practices.

1.1 STATEMENT OF PROBLEM

If objectives, efforts and people are to be integrated effectively in as
organization as appropriate personnel organization must be designed and
maintained. Such as organization must be designed and maintained such an
organization must include,
(a) The sequence in which various personal activities are to be performed and
(b) The authority responsibility relationship of the people who perform the
activities. Taken together both result in a system of personal organization.
As the number of the people in an enterprise increase the necessity of
greater specializations also increase not only in production, sales finance and
accounting but also in the relationship involving the employer and the employees.
The specialized departmental needs frequently are so engrossed in their specialties
they fail to give necessary attention employees who aid these in their.
The task of personal organization is to procure and maintain utilize people
is a enterprises. It is an operative managerial function. The long term objective of
personal management is to help management identity, select, develop compensate
and utilize the kind of people need to achieve its goals.

1.2 OBJECTIVES OF THE STUDY

The present study tries to bring about the following objective.
1. To find out the level of satisfaction of the employees regarding the policies
and practices those are used in the Power Best Electricals
2. To study the employees attitude towards his nature and job.
3. To study about employees interaction relationship with his co-workers and
superiors on the work group.
4. To study the employees expectation and motivational practices of the
management

1.3 SCOPE OF THE STUDY

It is necessary for any management to ensure that employees are satisfied
with their job, for the benefits of the organization. A study on job satisfaction helps
the management to understand the attitude of the employees towards their job. It
tells how the people feel about their job. It significantly contributes towards
employees productivity and morale.
Hence the present study as made an attempt to measure the job satisfaction
level among the employees in Power Best Electricals. Various factors such as work
environment, interest towards work, payment, relation with superior, counseling
hours, attitude towards management and human resource development where
studied in detail.
The major finding of the study provides valuable information to the
management. This helps the management to take necessary steps to prevent a bad
situation and there by improve the job satisfaction of the employees.

1.4 HYPOTHESIS OF THE STUDY

1. There is an association between educational qualification of the respondents
and degree of satisfaction with the status of present job.
2. There is an association between educational qualification of the respondents
and degree of satisfaction with the promotional opportunities.

1.5 RESEARCH METHODOLOGY

Research methodology is a way to systematically show the research
problem. It may be understood as a science of studying how research is done
scientifically. So the research methodology not only talk about the research
methods but also consider the logic behind the method we use in the context of our
research study and explain why we are using a particular method or technique or
why we are not. using others so that the research results are capable of being
evaluated either by the researcher himself or by others.
Research Design
The study is descriptive in nature. Descriptive studies are more than just a
collection of data; they involve measurements, classifications, analysis,
comparisons, and interpretations. It tells about what exists at present by
determining the nature and degree of existing conditions.

Survey details
Universe of this particular study is at Power Best Electricals which is a
private sector company.
Sampling Details
Here, the researcher adopted stratified sampling as well as simple random
sampling techniques.
Since the population from which the sample is to be taken is not
homogeneous so stratified sampling method is applied to obtain 7 representative
sample from the population, which is stratified into a number of strata. The strata
selected is from department and then the items are selected from each strata
(department) using lottery method of simple random / sampling method.
Using these techniques 100 was taken as the sampling size, which is 30%
of the total employee strength.
DATA COLLECTION DETAILS
Source of Data Primary Data
The source of primary data is the employees of Power Best Electricals.
With the help of the questionnaire distributed among the employee, the researcher
collected the needful information from the respondent. The questionnaire is a list
of questions to be asked or answered from the respondent. The questionnaire was

an open one. It also provided the space where the answers can be recorded. The
questions are multiple choices. The researcher collected the required data through
the personal interview.
Secondary data
The secondary data has been collected from the publications, office records,
profile of the company needed for the study.
The study has made use of both primary and secondary data. This study is
mainly based on the primary data collected from the workers of Power Best
Electricals. It was also used to review some of the matters relating to the company.
Analysis is a part of study, completely depends on the data collected from the
workers.
TOOLS OF THE STUDY
Percentage Analysis
This the simplest way to analyse different types of data in this method we
found out the percentage of the of each data with respect to total. using this
percentage rate we analyse data.

Pie-Diagrams
Pie- Diagrams are used when the aggregate and their division are to be
shown together. The aggregate is shown by means of a circle and the sectors of the
circle.
Chi square Test
The chi square test is used to test whether there is a significant difference
between the observed number of responses in each category and the expected
number of responses for such category under the assumptions of null hypothesis.
In other words the objective is to find out how well the distribution of observed
frequencies o fit the distribution of expected frequencies E. Hence this test is
also called goodness of fit test.
The random variable whose sampling distribution is approximated by chisquare distribution is given by
Chi-square = (O-E)2 /E
The calculated value of chi-square is then compared with the critical value
of Chi-square from the table with a pre-established value at the level of
significance and at the given degree of freedom.

1.6 LIMITATIONS OF THE STUDY

The study on employee satisfaction is very wide and vast, so all the facts

and features regarding the climate could not be analyzed and taken in to
account.
Because of the busy schedule, the employees were not able to provide

enough information.
The attitude of the workers is change from time to time. Hence the result of

the project may be applicable only at present.

The respondents responses to the question might be biased due to the fear

towards management.

CHAPTER 2
CONCEPTS REVIEW
2.1 CONCEPT OF STUDY
The term Job satisfaction refers to an employees general attitude towards
his job. Lock defines job satisfaction as a pleasurable or positive emotional state
resulting form the appraisal of ones job or job experience. To the extent that a
persons job fulfills his dominant need and is consistent with his expectations and
values, the job will be satisfying.
The term job satisfaction not only covers the satisfaction decided from the
job by labours, but their surroundings supervisor and manager, their way of
approaching and handling the labour to accomplish the particular job, tp
management vision and their way of communicating at the visions to the labours
nature etc. If a company wants to sustain permanently in the market that concern
should work with satisfied employees. Satisfied employees not only increase the
companies corporate states in and around the society but also increase the social
values. All actions and reactions of the company normally hit the morale of the
employees if the employees morale goes down it automatically tells as that the
company is according with unsatisfied employees. If that scenario is allowed to

10

continue it not only decelerate the production level but also relishes the company
from the market picture.
Getting the higher production and supply of the quality products to the
market cannot be attained without high morale and motivated labors. So labor
should be satisfied by their jobs.
JOB SATISFACTION:
The term job satisfaction attitudes and industrial morale are often used
synonymously.
Refers to the feelings and emotional aspects of individual experience to
towards his job.
Job satisfaction plays an important role for an employee in terms of health
and well being and for an organizational in terms of its productivity
efficiency, employee relations, absenteeism and turnover.
DETERMINANTS OF JOB SATISFACTION:
According to Abraham A. A. Korman there are two types of Variable which
determine the job satisfaction of as individual they are
(1) organizational variables
(2) Personal Variable.

11

Organizational Variable:
1) Occupational Level:The higher the level of the job, the greats the saisfaction of the individual.
This is because higher levels jobs carry greater prestige and self control.
2) Job Content:
Greater the variation in job content and less the repetitiveness with which
the tasks must be performed the greater the satisfaction of the individual involved
3) Considerate Leadership:
People like to be treated with consideration. Hence Considerate leadership
results in higher job satisfaction than inconsiderate leadership.
4) Pay and Promotional Opportunities:
All other things being equal these two variable are positively related to job
satisfaction.
5) Interaction in the work Group:
Here the question is when is interaction in the work group a source of job
satisfaction and when it is not Interaction is most satisfying when

12

o It results in the cognition that other persons attitudes are similar to

ones own, since this permits the ready calculability of the others
behaviors and constitutes a validations of ones self.
o It results in being accepted by others
o It facilitates the achievement of goals
Personal Variable:
The main personal variables are
Age:
Most of the evidence on the relation between age and job satisfaction
holding such factors as occupational level constant seems to indicate that there is
generally a positive relationship between the two variable up to the years and there
is a sharp decrease satisfaction.
Educational Level:
With the occupational level held constant there is a negative relationship
between the educational Level and job satisfaction. The higher the education, the
higher the reference group which the individual looks to for guidance to evaluate
his job rewards.
Role Perception:

13

Different individuals hold different perceptions about their role i.e. the kind
of activities and behaviors they should engage into perform their job successfully.
Job satisfaction determined by these factors also.

Sex:
There is get no consistent evidence as to whether women are more satisfied
with their jobs than men. Holding such factors as job and occupational level
constant.

2.2 REVIEW OF RELEVANT LITERATURE

Vollmer and Kinney (1955) found that young workers and higher education
workers become dissatisfied in occupations which were unlikely to offer rewards
commensurate with their expectation.
In another study by Ganguly (1957) found that job satisfaction was highly
related to earnings and that income aspirations were related to skill level and
educational level.
Sinha (1958) asked 50 satisfied manual workers reason for their
satisfaction. They mentioned boss, interesting work and good fellow workers as
the reason. 50 dis-satisfied manual workers mentioned lack of security, no
advancement and job not according to their health.

14

Several studies have been conducted on the motivation theories of Maslow

(1958) and Herzberg (1964). The finding of the researches has produced fixed and
generally inconclusive results. According to Prasad (1965) extrovert persons were
significantly better satisfied with their jobs than introvert persons and also he
found that older workers were more satisfied than their younger colleagues and
education was found related to job satisfaction. Higher the education of workers,
less was satisfaction and vice-verse.
Lahiri and Chaudri (1966) concluded from their study that the nature of job
may not be accepted as predicting variable in determined to relative importance of
job factors.
Panday (1972) studied the relationship between job satisfaction and some
personal variables the analysis of data showed significant relationship variables,
age, gender, formal education and personal occupation. Srivastava (1978) found
significant relationship between job satisfaction and personal factors such as age,
martial status and length of service.
Kumar, Singh and Verma (1981) studied job expectations of 117
supervisors and manager in a private sector organization in varanasi. Among the
job expectations factors studied job security obtained the first rank, followed by
opportunity for advancement play according to merit, working condition etc.

15

Blum (1984) found that job satisfaction was a general attitude which was
the result of many specific attitudes in three areas namely, specific job factors,
individual characteristic and group relationships out side the job.
Sharma (1991) found union involvement to be the test predictor of
satisfaction followed by recruitment policy, work technology occupational
aspiration and party monthly income.
Mishra (1992) found significant difference between respondents from
public and private sectors with regard to the climate satisfaction relationship on
such dimensions as scope of advertisement monetary benefits, objectively
appreciation training, education and welfare facilities. Sinha and Sinha (1995)
found that nature of work and human relations contributed directly to satisfy
nature of job in the case of managers.
Pratap and Srivastava (1995) reported significant difference between
private and public sector employees in team of satisfaction and organizational
climate with private firm employees being more satisfied and finding their
organizational climate to be better.
A vast majority of studies have provided evidence for correlation between
satisfaction and participation (Miller and Monje 1999, Singh and Pestonjee 1999).

16

CHAPTER 3
COMPANY PROFILE
POWER BEST ELECTRICALS
POWER BEST ELECRICAL PRIVATE LIMITED is a private company
within the meaning of section 3(1) (ii) of the companies act 1956 it is situate in
Pudussery, Palakkad District. The company was started in 1982 as M/s. Best
power electrical private limited in 1995. It was started with 5 members.
The registration number

181- 5771 of 1995

State code

18

Nature of business

E.H.T. Electrical contractors

Methods of accounting of accounting employee

Mr. V.G. Pasmanabhan nair, managing director stationed at palakkad is
controlling the activities of palakkad branch. The founder, managing director was
late Mr. K.G. Gopalakrishnan who has served M/s best & compton engineering
offices at palakkad and ernakulam.
Capital structure & liability.
The authorized capital of the company is Rs. 12,00,000/ divided into 50,000
equity shares of Rs. 10/ each. The companies have accumulated reserves &
Surplus. The company shall have the power from time to time increase of reduce
the capital. The shares forming capital of the company may be subdivided,

17

consolidated, divided into such classes with any preferential, qualified, special or
other rights, privileges or conditions attached there to and be held upon such terms
as may described by the articles of association and regulations of the company for
the time being or otherwise. The liability of the members is limited.
Directors:
Board of directors

Mr. V.G. Padmanabhan

Mr. C.N. Gopal
Mr. G. Dhnalakshmi
Mr. N. Visalakshmiamma

Offices
Registered office

Mr. 313 Rangakor street,

Ram Nagar, Coimbatore 9

Administrative office

345, Nehru Street,

Ram Nager, Coimbatore.

Objectives of the company:

A)

To main objectives to be pursued by the company on its incorporation.

1. To carry on the business as electrical engineering contractors and
consultants in all type of electrical works.
2. To carry on the business as manufacturers or fabricators, dealers, importers,
exporters, hirers and repair of

18

a) Highly tension and low tension electrical switch boards, control

panels, motor switch gears, control gear, out door isolators, circuit
breakers, electrical and electronics control gear and protective
devices.
b) Electronic and electrical instrument and devices of all kind and types.
c) Equipments used in the distribution of power such as distribution
boards, capacitors, voltage stabilizers.
d) Electrical and electronic counters and timers.
3. To carry on the business as distributors, dealers and retail trades in all types
of electrical goods.
4. To deal in and undertake commissioning of diesel generating sets solar
energy sources.
B. The object incidental or ancillary to the attainment of the above main object
are:
i.

To purchase, take on lease, hire or otherwise acquire, or on

licence any land, building, plants machinery, tools or to procure, rights
over or connected with the mills, factories works, vessels, vehicles and
any other mode of transport which may be necessary or convenient for
any of the business which the company is authorized to carry on and
to borrow money for that purpose with or giving any security, charges
or mortgage of pledge of all or any of the properties of the company.

19

ii.

To purchase, take on lease, hire or otherwise acquire any

movable of immovable properties, patents trademarks, rights,
privileges, designs, goodwill devices licences and/or other privileges
which the company may think necessary or convenient for its
business.

iii.

To invest, deal with the monies of the company in any

investments, movable or immovable in such manner as may from to
seem expedient and determined.

iv.

To promote any company or companies for the purpose of

acquiring all or any or he property, rights and liabilities of any other
company.

v.

To establishes and agencies thoughout India and abroad and

run the same lot the business of the company.

vi.

To undertake and execute any trust which may be consider

beneficial to the company either directly or indirectly.

C) Other object not included in (A) and (B) above for which the company is
established are
1.

To carry on the business of the agency of all movable goods.

1.

To hold and trade in properties like land building, construction of building

and real estate business.

To carry on the business of acting as consultants and advisers in respect of

20

setting up of textile mills and textile manufacturers and in regard to all

matters pertaining to textile.
4

To sell, export and deal in all works, plant machinery, tools and utensils,
appliances products and material required for the business of the company.

To carry on the business of processors, dealers in Gold, silver and other

precious metals and jewelries made thereon and plastic products, PVC
pulps and papers.

To carry on the business as distributors, dealers and retain traders in all

types of Electronic and other related goods.

DIVIDEND
The company in Annual General meeting may declare dividends but no
dividend shall exceed the amount recommended by the Board of Directors of the
company.
Account and Audits
1. The Board shall cause to be kept proper books of accounts with respect to
a. All the" assets and liabilities of the company.
b.

All the sums of money received and expended by the company and

the matters in respect which such receipts and expenditures take

place.
c. All sales and purchases of goods by the company.
2 At least once in every year the account of the company shall be closed and

21

certified by an auditor.
3 The board shall appoint the first Auditors who shall hold office till the first
Annual General Meeting.
4 The board may fill up a causal vacancy in the office of the Auditors subject to
the provisions of the companies Act, 1956.
5 The remuneration of Auditors shall be fixed by the company general meeting
except that remuneration of any auditor appointed by the Board shall be fixed
by the Board.

22

Organizational Structure of the Company

Managing Director

Engineering Section

Managers Accounts
Sections

Managers Accounts

Accountant

Clerk

Store Section

Chief Engineer

Typist

Computer
operator

Site
Engineers

Skilled
Workers

Unskilled
Workers

23

Site
Supervisors

Electricians

Drawing
Section

3.1 PRODUCT PROFILE

Types of Products
Electrical Engineering contractors and consultants in all types of
electrical works.
Range of Activities
1. Design, erection, testing and commissioning of LT & HT switch gear,
equipments, lighting installation etc.
2. Design and commissioning of HT & EHT substations on turnkey basis.
3. Repair and overhauling of transformers, generators motors, transformers oil
filtering etc.
4. Turn they electrification of all industrial project.
The firm have a well-equipped design and drawing division with CAD
facility. Also they have a special wing of engineers specialized in design and
commissioning of synchronization panels for captive power system.
Electrical Engineering Division
The firm have electrical engineering division is lead by a group of
experienced, qualified and licensed engineers, technicians skilled workers and
undertake all electrical installations.
Materials are purchased from Coimbatore and mostly direct form
manufactors. The contracting industries are all Kerala and out of Kerala and
Malabar Cements, instrumentation Ltd., ITI, Breweries, Pepsi etc. complete

24

installation of electricals equipments and deals all Kerala State Electrical Inspector
makers for companies.
Sister Concerns
The company have a group of sister concern to cater to our needs of
control panels, switch boards and fabricated items and other electrical
equipments / materials.
Panel Fabrication units
The company have the following sister concerns to undertake panel fabrication.
1. Best - O - Fab enterprises, Pudussery, Palakkad
2. Are why industries, Kanjikode, Palakkad.
These two units are equipped with state of the art machinery for fabrication
of industrial and cubic type switch boards, control panels, motor control centers,
distribution boards industrial bus ducts, material handling equipments etc.
Trading Divisions
The following are sister concerns
1.

Best Power System & Control, Palakkad

2.

Sree Gopalakrishna Electricals, Palakkad.

These two divisions deal with all electrical materials including switch

gears, lighting accessories cables etc. They have a team of marketing engineers.
They deal with products of such reputed makes of materials like Bhartia Culter
Hammer, Alsthom, MDS Legrand, Finoloex, Anchor, Standard Switchgears, HPL

25

Socanec, Fort Gloster Industries etc. The operations of companies various

divisions are coordinated by this management for smooth functioning the timely
completion of heir projects.
Details of Employees
There are tow hundred workers in the firm. Among the 200 workers only
100 is permanent. Workers are categorized into skilled, semiskilled and unskilled.
An employee has to work six days in a week. Sunday is holiday. The working
hours is 9.00 am to 5.30pm. The site working hours is 8 am to 5 pm. Workers have
the benefit of provident fund, yearly increment, ESI, HRA and Pension. The
nominal bonus were given to all workers. No festival benefits is provided. Vehicle
Allowance is provided to the workers.
Location and its Advantages
The company is situated at Pudussery near the Industrial Area
Kanjikode. The unit is located at about 8 kms. from the Palakkad Town. A
major centre of all resources, Coimbatore, Tamilnadu lies at just a matter of
38Kms. from the unit. This makes transportation easier.

26

CHAPTER 4
ANALYSIS AND INTERPRETATION
4.1 ANALYSIS OF DATA
Table 4.1
Age group of the respondents

Age group
20 - 30
30 - 40
40 - 50
Above 50
Total

Frequency
1
16
63
20
100

Percent
1.0
16.0
63.0
20.0
100.0

INTERPRETATION
From the above table it is found that 63% of the respondents are in the age
group of 30 - 40 years, 20% of the respondents are in the age group of above 50
years, 16% of the respondents are in the age group of 20-30 years and only 1% of
the respondent in the age group of 20 - 30 years.

27

Chart 4.1
Age group of the respondents

28

Table 4.2
Sex of the respondents

Sex

Frequency

Percent

Male

73

73.0

Female

27

27.0

Total

100

100.0

INTERPRETATION
From the above table it is found nearly 73% of respondents are male and
remaining 23% are female respondents.

29

Chart 4.2
Sex of the respondents

30

Table 4.3
Educational qualification of the respondents

Educational qualification

Frequency

Percent

Under graduate

62

62.0

Post graduate

18

18.0

Diploma

13

13.0

Others

7.0

100

100.0

Total
INTERPRETATION

From the above table it is found that 62% of the respondents are under
graduates, 18% of them are post graduates, 13% of them are Diploma qualified
and the remaining 14% of the respondents are having other qualifications.

31

Chart 4.4
Educational qualification of the respondents

32

Table 4.4
Marital status of the respondents

Marital status

Frequency

Percent

Married

97

97.0

Unmarried

3.0

Total

100

100.0

INTERPRETATION
From the above table it is depicted that 97% of respondents are married and
remaining only 3% are unmarried respondents.

33

Chart 4.4
Marital status of the respondents

34

Table 4.5
Working Experience of the respondents

Years of experience

Frequency

Percent

1-5 years

2.0

6-10 years

5.0

10 - 15 years

23

23.0

16 - 20 years

42

42.0

Above 20 years

28

18.0

Total

100

100.0

INTERPRETATION
From the above table it is found that 42% of the respondents are having
experience of 16-20 years, 28% of them having experience for above 20 years,
23% of the respondents having experience for 10-15 years, 5% of them are have
the experience for 6-10 years and only 2% of the respondents are having 1-5 years
of experience in the organization.

35

Chart 4.5
Working Experience of the respondents

36

Table 4.6
Degree of satisfaction with personnel policies of the company

Degree of satisfaction

Frequency

Percent

Very Good

2.0

Good

80

80.0

Average

18

18.0

Poor

Very Poor

100

100.0

Total
INTERPRETATION

From the above table it is found that 80% of the respondents are satisfied
with personnel policies of the organization, 18% of them are satisfied to some
extent and 2% of them are highly satisfied with it.

37

Chart 4.6
Degree of satisfaction with personnel policies of the company

38

Table 4.7
Degree of satisfaction with status of their job in the company

Degree of satisfaction

Frequency

Percent

Highly satisfied

4.0

Satisfied

53

53.0

To some extent

33

33.0

Dissatisfied

10

10.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 53% of the respondents are satisfied
with their status of present job in Power Best Electricals , 33% of them are
satisfied to some extent and 10% of them are dissatisfied and only 4% of them are
highly satisfied with it.

39

Chart 4.7
Degree of satisfaction with status of their job in the company

40

Table 4.8
Degree of satisfaction with salary including allowances and other benefits

Degree of satisfaction

Frequency

Percent

Highly satisfied

22

22.0

Satisfied

71

71.0

To some extent

7.0

Dissatisfied

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 71% of the respondents are satisfied
with their salary including allowances and other benefits, 22% of them are highly
satisfied and 7% of them are satisfied to some extent with it.

41

Chart 4.8
Degree of satisfaction with salary including allowances and other benefits

42

Table 4.9
Degree of satisfaction with promotion opportunities

Degree of satisfaction

Frequency

Percent

Very Good

Good

51

51.0

Average

37

37.0

Poor

12

12.0

Very Poor

100

100.0

Total
INTERPRETATION

From the above table it is found that 51% of the respondents are satisfied
with their promotion opportunities, 37% of them are satisfied to some extent and
12% of them are dissatisfied with it.

43

Chart 4.9
Degree of satisfaction with promotion opportunities

44

Table 4.10
Degree of satisfaction with job rotation in the organization

Degree of satisfaction

Frequency

Percent

Highly satisfied

Satisfied

12

12.0

To some extent

57

57.0

Dissatisfied

21

21.0

Highly dissatisfied

10

10.0

100

100.0

Total
INTERPRETATION

From the above table it is found that 57% of the respondents are satisfied
with their job rotation in the organization, 21% of them are dissatisfied, 12% of
them are satisfied, and 10% of them are highly dissatisfied with it.

45

Chart 4.10
Degree of satisfaction with job rotation in the organization

46

Table 4.11
Degree of satisfaction with importance of their job

Degree of satisfaction

Frequency

Percent

Highly satisfied

Satisfied

62

62.0

To some extent

37

37.0

Dissatisfied

1.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 62% of the respondents are satisfied
with the importance of their job, 37% of them are satisfied to some extent and 1%
of them are dissatisfied with it.

47

Chart 4.11
Degree of satisfaction with importance of their job

48

Table 4.12
Degree of satisfaction with opportunity to participate in making decision
connected with job

Degree of satisfaction

Frequency

Percent

Highly satisfied

6.0

Satisfied

53

53.0

To some extent

32

32.0

Dissatisfied

9.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 53% of the respondents are satisfied
with opportunity to participate in making decision connected with job, 32% of
them are satisfied to some extent and 9% of them are dissatisfied and 6% of them
are highly satisfied.

49

Chart 4.12
Degree of satisfaction with opportunity to participate in making decision
connected with job

50

Table 4.13
Degree of satisfaction with guidance from superiors for doing the job

Degree of satisfaction

Frequency

Percent

Highly satisfied

6.0

Satisfied

76

76.0

To some extent

12

12.0

Dissatisfied

6.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 76% of the respondents are satisfied
with guidance from superiors for doing the job, 12% of them are satisfied to some
extent and 6% of them are highly satisfied and dissatisfied respectively with it.

51

Chart 4.13
Degree of satisfaction with guidance from superiors for doing the job

52

Table 4.14
Degree of satisfaction with support and co-operation from subordinates

Degree of satisfaction

Frequency

Percent

Highly satisfied

14

14.0

Satisfied

71

71.0

To some extent

15

15.0

Dissatisfied

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 71% of the respondents are satisfied
with support and co-operation from subordinates, 15% of them are satisfied to
some extent and 14% of them are highly satisfied with it.

53

Chart 4.14
Degree of satisfaction with support and co-operation from subordinates

54

Table 4.15
Degree of satisfaction with training facility / career development

Degree of satisfaction

Frequency

Percent

Highly satisfied

5.0

Satisfied

31

31.0

To some extent

55

55.0

Dissatisfied

9.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 55% of the respondents are satisfied to
some extent with training facility / career development, 31% of them are satisfied,
9% of them are dissatisfied and 5% of the are highly satisfied with it.

55

Chart 4.15
Degree of satisfaction with training facility / career development

56

Table 4.16
Degree of satisfaction with job security

Degree of satisfaction

Frequency

Percent

Highly satisfied

26

26.0

Satisfied

53

53.0

To some extent

21

21.0

Dissatisfied

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 53% of the respondents are satisfied
with their job security, 26% of them are highly satisfied and the remaining 21% of
them are satisfied to some extent with it.

57

Chart 4.16
Degree of satisfaction with job security

58

Table 4.17
Degree of satisfaction with employee empowerment

Degree of satisfaction

Frequency

Percent

Highly satisfied

19

19.0

Satisfied

32

32.0

To some extent

45

45.0

Dissatisfied

4.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 45% of the respondents are satisfied to
some extent with employee empowerment in the company, 32% of them are
satisfied, 19% of them are satisfied and only 4% of them are dissatisfied with it.

59

Chart 4.17
Degree of satisfaction with employee empowerment

60

Table 4.18
Degree of satisfaction with opportunity to use knowledge and skills

Degree of satisfaction

Frequency

Percent

Highly satisfied

Satisfied

21

21.0

To some extent

47

47.0

Dissatisfied

22

22.0

Highly dissatisfied

10

10.0

100

100.0

Total
INTERPRETATION

From the above table it is found that 47% of the respondents are satisfied to
some extent with the opportunity to use knowledge and skills in their job, 22% of
them are dissatisfied, 21% of them are satisfied and 10% of them are highly
dissatisfied with it.

61

Chart 4.18
Degree of satisfaction with opportunity to use knowledge and skills

62

Table 4.19
Degree of satisfaction with reward for better work

Degree of satisfaction

Frequency

Percent

Very Good

Good

32

32.0

Average

37

37.0

Poor

21

21.0

Very Poor

10

10.0

100

100.0

Total
INTERPRETATION

From the above table it is found that 37% of the respondents are satisfied to
some extent with reward for better work in the organization, 32% of them are
satisfied, 21% of them are dissatisfied and 10% of them are highly dissatisfied
with it.

63

Chart 4.19
Degree of satisfaction with reward for better work

64

Table 4.20
Degree of satisfaction with working environment

Degree of satisfaction

Frequency

Percent

Very Good

6.0

Good

53

53.0

Average

32

32.0

Poor

9.0

Very Poor

100

100.0

Total
INTERPRETATION

From the above table it is found that 53% of the respondents are satisfied
with their working environment, 32% of them are satisfied to some extent, 6% of
them are highly satisfied and 7% of them are dissatisfied with it.

65

Chart 4.20
Degree of satisfaction with working environment

66

Table 4.21
Degree of satisfaction with working hours

Degree of satisfaction

Frequency

Percent

Highly satisfied

18

18.0

Satisfied

76

76.0

To some extent

6.0

Dissatisfied

0.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 76% of the respondents are satisfied
with their working hours in the company, 18% of them are highly satisfied and 6%
of them are satisfied to some extent with it.

67

Chart 4.21
Degree of satisfaction with working hours

68

Table 4.22
Degree of satisfaction with welfare measures provided by the company

Degree of satisfaction

Frequency

Percent

Very Good

9.0

Good

71

71.0

Average

15

15.0

Poor

5.0

Very Poor

100

100.0

Total
INTERPRETATION

From the above table it is found that 71% of the respondents are satisfied
with welfare measures provided by the company, 15% of them are satisfied to
some extent, 9% of them are highly satisfied and 5% of them are dissatisfied with
it.

69

Chart 4.22
Degree of satisfaction with welfare measures provided by the company

70

Table 4.23
Degree of satisfaction with health care facility

Degree of satisfaction

Frequency

Percent

Very Good

5.0

Good

31

31.0

Average

55

55.0

Poor

9.0

Very Poor

100

100.0

Total
INTERPRETATION

From the above table it is found that 55% of the respondents are satisfied to
some extent with health care facility in the company, 31% of them are satisfied,
9% of them are dissatisfied and 5% of them are highly satisfied with it.

71

Chart 4.23
Degree of satisfaction with health care facility

72

Table 4.24
Degree of satisfaction with safety measures

Degree of satisfaction

Frequency

Percent

Highly satisfied

21

21.0

Satisfied

53

53.0

To some extent

26

26.0

Dissatisfied

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 53% of the respondents are satisfied
with safety measures in the company, 26% of them are satisfied to some extent and
21% of them are highly satisfied to with it.

73

Chart 4.24
Degree of satisfaction with safety measures

74

Table 4.25
Degree of satisfaction with facilities available at rest room

Degree of satisfaction

Frequency

Percent

Highly satisfied

Satisfied

21

21.0

To some extent

47

47.0

Dissatisfied

22

22.0

Highly dissatisfied

10

10.0

100

100.0

Total
INTERPRETATION

From the above table it is found that47% of the respondents are satisfied to
some extent with facilities provided at rest room, 22% of them are dissatisfied,
21% of them are satisfied and 10% of them are highly dissatisfied with it.

75

Chart 4.25
Degree of satisfaction with facilities available at rest room

76

Table 4.26
Degree of satisfaction with quality of food served in canteen

Degree of satisfaction

Frequency

Percent

Highly satisfied

Satisfied

62

62.0

To some extent

37

37.0

Dissatisfied

1.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 62% of the respondents are satisfied
with quality of food served in canteen, 37% of them are satisfied to some extent
and 1% of them dissatisfied with it.

77

Chart 4.26
Degree of satisfaction with quality of food served in canteen

78

Table 4.27
Degree of satisfaction with recreation facility

Degree of satisfaction

Frequency

Percent

Highly satisfied

6.0

Satisfied

53

53.0

To some extent

32

32.0

Dissatisfied

9.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 53% of the respondents are satisfied
with recreation facilities in the company, 32% of them are satisfied to some extent,
9% of them are dissatisfied and 6% of them are highly satisfied with it.

79

Chart 4.27
Degree of satisfaction with recreation facility

80

Table 4.28
Degree of satisfaction with retirement benefit scheme

Degree of satisfaction

Frequency

Percent

Highly satisfied

6.0

Satisfied

76

76.0

To some extent

12

12.0

Dissatisfied

6.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 76% of the respondents are satisfied
with the retirement benefit scheme, 12% of them are satisfied to some extent and
6% of them are highly satisfied and dissatisfied respectively with it.

81

Chart 4.28
Degree of satisfaction with retirement benefit scheme

82

Table 4.29
Degree of satisfaction with medical benefits

Degree of satisfaction

Frequency

Percent

Highly satisfied

14

14.0

Satisfied

70

70.0

To some extent

16

16.0

Dissatisfied

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 70% of the respondents are satisfied
with medical benefits provided by the company, 16% of them are satisfied to some
extent and 14% of them are highly satisfied with it.

83

Chart 4.29
Degree of satisfaction with medical benefits

84

Table 4.30
Degree of satisfaction with accident compensation and other benefits

Degree of satisfaction

Frequency

Percent

Highly satisfied

5.0

Satisfied

31

31.0

To some extent

55

55.0

Dissatisfied

9.0

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 55% of the respondents are satisfied to
some extent with accident compensation and other benefits, 31% of them are
satisfied, 9% of them are dissatisfied and 5% of them are highly satisfied with it.

85

Chart 4.30
Degree of satisfaction with accident compensation and other benefits

86

Table 4.31
Degree of satisfaction organization climate in general

Degree of satisfaction

Frequency

Percent

Highly satisfied

26

26.0

Satisfied

53

53.0

To some extent

21

21.0

Dissatisfied

Highly dissatisfied

100

100.0

Total
INTERPRETATION

From the above table it is found that 53% of the respondents are satisfied
with organization climate in general, 26% of them are highly satisfied and 21% of
them are satisfied to some extent with it.

87

Chart 4.31
Degree of satisfaction organization climate in general

88

CHI-SQUARE TEST
Table 4.32
Educational Qualification of the Respondents and Degree of Satisfaction with
the Status of Present Job
To test the relationship between educational qualification of the respondents
and degree of satisfaction with the status of present job. The hypothesis has been
framed as follows:

Null hypothesis
There is no association between educational qualification of the
respondents and degree of satisfaction with the status of present job.

Alternate hypothesis
There is association between educational qualification of the respondents
and degree of satisfaction with the status of present job.

89

Cross table
Level of satisfaction
Educational
qualification

Highly
satisfied

Satisfied

To
some
extent

Dissatisfied

Total

Under graduate

31

24

62

Post graduate

11

18

Diploma

13

Others

53

33

10

100.0

Total

Degree of freedom =

Calculated value

16.551

Table value

16.91 at 5% level of significance

Result
The calculated chi- square value ( 2) is less than the critical value at 5%
level of significance which reveals that the value is significant. So null hypothesis
was rejected. There is no significant association between educational qualification
of the respondents and degree of satisfaction with the status of present job.

90

Table 4.33
Educational Qualification of the Respondents and Degree of Satisfaction with
the promotional opportunities

To test the relationship between educational qualification of the respondents

and degree of satisfaction with the promotional opportunities. The hypothesis has
been framed as follows:

Null hypothesis
There is no association between educational qualification of the
respondents and degree of satisfaction with the promotional opportunities.

Alternate hypothesis
There is association between educational qualification of the respondents
and degree of satisfaction with the promotional opportunities.

91

Cross Table
Educational

Satisfied

To some

Dissatisfied
Total

qualification

extent

Under graduate

28

25

62

Post graduate

11

18

Diploma

13

Others

51

37

12

100.0

Total

Degree of freedom =

Calculated value

3.523

Table value

12.592 at 5% level of significance

Result
The calculated chi- square value ( 2) is less than the critical value at 5%
level of significance which reveals that the value is significant. So null hypothesis
was rejected. There is no significant association between educational qualification
of the respondents and degree of satisfaction with the promotional opportunities.

CHAPTER 5

FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS

92

1.

63% of the respondents are in the age group of 36 - 45 years.

2.

73% of respondents are male.

3.

97% of respondents are married.

4.

62% of the respondents are under graduates.

5.

42% of the respondents are having experience of 16-20 years.

6.

80% of the respondents are satisfied with personnel policies of the

organization.

7.

53% of the respondents are satisfied with their status of present job in
Power Best Electricals.

8.

71% of the respondents are satisfied with their salary including allowances
and other benefits.

9.

51% of the respondents are satisfied with their promotion opportunities.

10. 57% of the respondents are satisfied with their job rotation in the
organization.
11. 62% of the respondents are satisfied with the importance of their job.
12. 53% of the respondents are satisfied with opportunity to participate in
making decision connected with job.
13. 76% of the respondents are satisfied with guidance from superiors for doing
the job.
14. 71% of the respondents are satisfied with support and co-operation from
subordinates.

93

15. 55% of the respondents are satisfied to some extent with training facility /
career development.
16. 53% of the respondents are satisfied with their job security.
17. 45% of the respondents are satisfied to some extent with employee
empowerment in the company.
18. 47% of the respondents are satisfied to some extent with the opportunity to
use knowledge and skills in their job.
19. 37% of the respondents are satisfied to some extent with reward for better
work in the organization.
20. 53% of the respondents are satisfied with their working environment.
21. 76% of the respondents are satisfied with their working hours in the
company.
22. 71% of the respondents are satisfied with welfare measures provided by the
company.
23. 55% of the respondents are satisfied to some extent with health care facility
in the company.
24. 53% of the respondents are satisfied with safety measures in the company.
25. 47% of the respondents are satisfied to some extent with facilities provided
at rest room.
26. 62% of the respondents are satisfied with quality of food served in canteen.

94

27. 53% of the respondents are satisfied with recreation facilities in the
company.
28. 76% of the respondents are satisfied with the retirement benefit scheme.
29. 70% of the respondents are satisfied with medical benefits provided by the
company.
30. 55% of the respondents are satisfied to some extent with accident
compensation and other benefits.
31. 53% of the respondents are satisfied with organization climate in general.
32. There is no significant association between educational qualification of the
respondents and degree of satisfaction with the status of present job.
33. There is no significant association between educational qualification of the
respondents and degree of satisfaction with the promotional opportunities.

95

5.2 SUGGESTIONS AND RECOMMENDATIONS

Company should take step regarding working environment since many of
the employees are unsatisfactory about the environment. Job rotation in every 3
years period is necessary that increase the satisfaction level of employees with job.
The company must concentrate more on the welfare of its employees that will help
to increase the satisfaction level of employees. The company must consider the
suggestions given by the employees there by the employees will feel more
responsible and this will increase their job satisfaction and simultaneously their
morale. Since 20-30% of the employees is not satisfied with the restroom
facilities. So management should take necessary steps to over come the problem.
Few employees are dissatisfied with the promotional opportunities, the
management should concentrate to motivate them. The concern can increase their
employee satisfaction level through various factors such as mentally challenging
work, supportive working condition and equitable rewards, supportive colleagues.

96

5.3 CONCLUSION
The present study was conducted to measure the job satisfaction level of
employees in Power Best Electricals, Palakkad. From the study it was found that
majority of the employees are satisfied with the job. And based on findings
suitable suggestions were given. The management may consider the suggestions
for the betterment of the employees.

97

BIBLIOGRAPHY
1.

Arnol J. Hugh and Fieldman C. Daniel, Organisational Behaviour,

Mc - Graw Hill Book Company, 1986.

2.

Bernadin John. H & Russel E.A. Joyce, Human Resource

Management. MC - Graw Hills International Editions, 1993.

3.

Mamoria C.B, Personnel Management, Himalaya Publication, 1997.

4.

Subha Rao, Essentials of Human Resource Management and Industrial

Relations,

5.

Luthans Fred, "Organisational Behaviour", MC - Graw - Hill New

York International Edition, 1989.

6.

Guru Nitya Chaitanya yati, The Gita - A Managerial Science

Narayana Gurukula, Trivandrum. 1996

7.

Chakraborthy S.K., Human Response Development Exploring

Transformational Values.

8.

Sharma A.M, Personnel and Human Resource Management Himalaya

Publishing House, 1995.

98