A STUDY ON JOB SATISFICATION

AT VIMALA COMPANY
PROJECT REPORT

SUBMITTED TO

(UNIVERSITY OF MADRAS)

In partial fulfilment of the requirement

For the award of the degree of
BACHELOR OF BUSINESS ADMINISTRATION
Submitted by
KIRUBA NIDHI.R (Reg.No.411101285)
VIGNESH. A (Reg.No.411401306)
VIGNESH. M (Reg.No.411401307)
VIJAY. (Reg.No.411401308)
RAVI KUMAR. U (Reg.No.411401298)
SUDHAKAR. S (Reg.No.411401304)
Under the guidance of

Mrs. RAJESWARI.B M.B.A., M.Phil.

DEPARTMENT OF BUSINESS ADMINISTRATION

ANNAI VIOLET COLLEGE OF (ARTS AND SCIENCE)

AFFILIATED TO UNIVERSITY OF MADRAS
AMBATTUR, CHENNAI-600 053.
2016 2017
 DEPARTMENT OF BUSINESS ADMINISTRATION

ANNAI VIOLET COLLEGE OF ARTS AND SCIENCE

AFFILIATED TO UNIVERSITY OF MADRAS

Bonafide Certificate

This is to certify that A STUDY ON CUSTOMER EXPECTATION AND

PERCEPTATION WITH REFERENCE TO HOSPITAL INDUSTRY, AMBATTUR is
a bonafide Research work carried out by VIGNESH. A, KIRUBA NITHI, VIGNESH. M,
VIJAY, RAVI KUMAR.U, AND, SUDHAKAR.S Students of the Department of Business
Administration of this college during 2017 in partial fulfilment of the requirements for the
award of the DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION and that the
research work has not formed basis for the award of any degree or any other similar title.

Head of the Department External Examiner

 Declaration

We, the VIGNESH. A, KIRUBA NITHI, VIGNESH. M, VIJAY, RAVI KUMAR.U, AND,
SUDHAKAR.S bonafide students of Annai Violet College of Arts & Science, Chennai,
would like to declare that our project captioned A STUDY ON JOB SATISFACTIION
VIMALA AUTO FINANCE COMPANY submitted in partial fulfilment for the award of
degree of Bachelor of Business Administration degree course of the University of madras has
not formed the basis for the award of any degree diploma (or) any other university (or) other
similar institution of learning.

SUDAHKAR.S

RAVIKUMAR.U

VIGNESH.A

VIGNESH.M

VIJAY

KIRUBA NITHI

Declaration
 We, KIRUBA NIDHI .R, SUDHAKAR.S VIGNESH.A , VIGNESH.M,RAVI KUMAR.U, VIJAY.V the
bonafide students of Annai Violet College of Arts & Science, Chennai, would like to declare that our
project captioned A STUDY ON JOB SATISFACTIION VIMALA AUTO FINANCE
COMPANY submitted in partial fulfilment for the award of degree of bachelor of Administration
degree course of the University of madras has not formed the basis for the award of any degree
diploma (or) any other university (or) other similar institution of learning.

DATE: Name of the student

PLACE: Signature of the student

This is to certify that the above statement made by the student is correct to the level of my
knowledge

Signature of the Guide

Internal Examiner External Examiner

 Acknowledgement

We bow before the divine almighty for showing the divine grace on us. We hereby express
our heartfelt gratitude to one and all concerned with our activities.

First and foremost, we would like to express our whole hearted thanks to our chairman DR.
N.R.D. DHANAPALAN, and Our Secretary MR. N.R.D PREM KUMAR, and Joint
Secretary DR.P.E.R. Premchand, for having given us an opportunity to pursue this course.
We also thank our esteemed Principal DR.MRS KAMALABALAKRISHNAN who was
constantly guiding us and helping us in all possible ways. Our special thanks are due to
M. VANISREE M.COM, MBA, M.PHLI,(Ph.D.) HEAD,DEPARTMENT OF BBA for her
special Concern, constant encouragement in all our entire academic endeavours throughout
our academic career in this college.

We thank MRS.B.RAJESWARI M.B.A, M.PHIL. Assistant Professor, Department of

Business Administration for sharing her most precious time and the light of knowledge with
us and offered us the necessary help from time to time .she was the source of constant
inspiration and influence in boosting us to think and work in an effective manner.

We would also like to thank the members of our department for their constant motivation and
encouragements in making this project a highly successful one.

Last, but not the least, our thanks are overwhelming and due for our beloved parents who
were the blood and soul of us and who have driven us to scale such heights of success.
 INDEX

CHAPTER. NO PARTICULARS PAGE. NO

1. GENESIS

Introduction

Definition

Factors influencing
job satisfaction

Objectives of the
study

Limitation of the
study

2. Company profile

3. Review of literature

Some of the
important personal
factors affecting
employee satisfaction
are

4. Research Methodology

Research design

Data sources

Data collection tools

Sampling size

Research tools

Statistical tools

5. Analysis and Interpretation

6. Finding and Suggestions

7. Conclusion

Bibliography
 Annexure

LIST OF TABLES
S.NO TITLE OF THE TABLE PAGE
NO
1 Table showing work experience
2 Table showing monthly income
3 Table showing work
environment
4 Table showing are satisfied with
the top management
5 Table showing working hours in
the company
6 Table showing employees in the
organization
7 Table showing counselling
program for the employee
8 Table showing employee of the
company share their experience
9 Table showing company has
good career prospect for its
employees
10 Table showing physical working
condition in the company

11 Table showing top management

involves employees in the
management decision
12 Table showing employees
welfare facilities provided by the
management
13 Table showing employee
motivation
14 Table showing company
provides salary according to the
work
15 Table showing overall
satisfaction with the job
 LIST OF CHART

S.NO TITLE OF THE CHARTS PAGE

NO
1 Chart showing work experience
2 Chart showing monthly income
3 Chart showing work
environment
4 Chart showing are satisfied with
the top management
5 Chart showing working hours in
the company
6 Chart showing employees in the
organization
7 chart showing counselling
program for the employee
8 Chart showing employee of the
company share there experience
9 Chart showing company has
good career prospect for its
employees
10 Chart showing physical working
condition in the company

11 Chart showing top management

involves employees in the
management decision
12 Chart showing employees
welfare facilities provided by the
management
13 Chart showing employee
motivation
14 Chart showing company
provides salary according to the
work
15 Chart showing overall
satisfaction with the job
CHAPTER-I

INTRODUCTION
Introduction

Job satisfaction is the feeling an employee gets, when the job he does fulfils all his
expectations.

The happier people are within their job, the more satisfied they are said to be. Job Satisfaction
is not the same as motivation, although it is clearly linked. Job design to aims to enhance jab
satisfaction and performance, method include job rotation, job enlargement and job
enrichment. Other influence on satisfaction include the satisfaction include the management
style and culture, employee involvement, empowerment and autonomous work groups. Job
satisfaction is a very important attribute which is frequently measured by organizations. The
most common way of measurement is the use of rating scales where employees report their
reaction to their jobs question relate of pay, work responsibilities, variety of tasks
promotional opportunities the work itself and co-workers.

Definition
Pleasurable or positive emotional state resulting from the appraisal of ones job or job
experience.
Job satisfaction is the amount of pleasure contentment associated with a job. If you like your
job intensely, you will experience high job satisfaction. If you dislike your job intensely you
will experience job satisfaction.
Factors Influencing Job Satisfaction:
There are a number of factors that influence job satisfaction. A number of research studies

have been conducted in order to establish some of the causes that result in job satisfaction.

These studies have revealed consistent correlation of certain variables with the job

satisfaction.

These factors can be explained with the help of the chart:

These factors can be discussed in detail as follows:

A. Organisational Factors:

Some of the organisational factors which affect job satisfaction are:

1. Salaries and Wages:

Wages and salaries play a significant role in influencing job satisfaction. This is basically
because of a few basic reasons. Firstly, money is an important instrument in fulfilling ones
needs. Money also satisfies the first level needs of Maslows model of satisfaction. Secondly,
employees often see money as a reflection of the managements concern for them. Thirdly, it
is considered a symbol of achievement since higher pay reflects higher degree of contribution
towards organizational operations.

2. Promotion Chances:

Promotional chances considerably affect the job satisfaction because of the following
reasons:

Firstly, Promotion indicates on employees worth to the organisation which is highly morale
boosing. This is particularly true in case of high level jobs. .

Secondly, Employee takes promotion as the ultimate achievement in his career and when it is
realized, he feels extremely satisfied.

Thirdly, Promotion involves positive changes e.g. higher salary, less supervision, more
freedom, more challenging work assignments, increased responsibilities, status and like.

3. Company Policies:

Organizational structural and policies also play on important role in affecting the job
satisfaction of employees. An autocratic and highly authoritative structure causes resentment
among the employees as compared to a structure which is more open and democratic in
nature.

B. Work Environmental Factors:

The work environmental factors include the following important factors:

1. Supervision:

Supervision is a moderately important source of job satisfaction. There are two dimensions of
supervisory styles which affect the job satisfaction:

2. Work Group:

The nature of the work group or team will have effect on job satisfaction in the following
ways:

(i) A friendly, and co-operative group provides opportunities to the group members to interact
with each other. It serves as a source of support, comfort, advice and assistance to the
individual group members. If on the other hand, the people are difficult to get along with, the
work group will have a negative impact on job satisfaction.

(ii) The work group will be even a stronger source of satisfaction when members have similar
attitudes and values. In such a group, there will less friction on day to day basis.

(iii) Smaller groups provide greater opportunity for building mutual trust and understanding
as compared to larger groups.

Thus, the group size and quality of interpersonal relations within the group play a significant
role in workers satisfaction.

3. Working Conditions:

Good working conditions are desirable by the employees, as they lead to more physical
comfort. People desire that there should be a clean and healthy working environment.
Temperature, humidity, ventilation, lighting and noise, hours of work, cleanliness of the work
place and adequate tools and equipment are the features which affect job satisfaction. While
the desirable working conditions are taken for granted and may not contribute heavily
towards job satisfaction. Poor working conditions do become a source of job dissatisfaction.

C. Work Itself:

The content of the work itself plays a major role in determining the level of job satisfaction.

Some of the aspects of the work which affect job satisfaction are:
(i) Job Scope:

It provides the amount of responsibility, work pace and feedback. The higher the level of
these factors, higher the job scope and higher the level of satisfaction.

(ii) Variety:

A moderate amount of variety is very effective. Excessive variety produces confusion and
stress and a too little variety causes monotony and fatigue which are dis-satisfiers

(iii) Lack of Autonomy and Freedom:

Lack of autonomy and freedom over work methods and work pace can create helplessness
and dissatisfaction. Employees do not like it when their every step and every action is
determined by their supervisor.

(iv) Role Ambiguity and Role Conflict:

Role ambiguity and role conflict also lead to confusion and job dissatisfaction because
employees do not know exactly what their task is and what is expected of them.

(v) Interesting Work:

A work which is very interesting and challenging and provides status will be providing
satisfaction to the employees as compared to work which is boring and monotonous.

D. Personal Factors:

Personal attributes of the individuals also play a very important role as to whether they are
satisfied at the job or not. Pessimists and people with negative attitudes will complain about
everything including the job. They will always find something wrong in every job to
complain about.
Objectives of the Study:
Primary objectives:

To know the level job satisfaction in vimala company.

Secondary Objectives

To understand management and professional skills

To know whether training influences efficiency.
To evaluate the maintenance of hygiene.
To know whether increase in performance leads to increase in salary.
To know we there increase in performance in increase in salary.
LIMITATIONS OF THE STUDY

The findings of the study are restricted to the employees of vimala Company.
There is a chance of bias in getting the response from the employees since the time
provided in the company is limited.
The information provided by the employees are not definitely true.
There is no measure to check out whether the information provided by the employees
is correct or not.
Elements of bias may also be there due to fear of management.
The employees hesitate disclosing the true facts in order to secure their job.
CHAPTER-II

COMPANY PROFILE
Business detail

Vimala auto finance

Location: Chennai

Address: elephant gate sowcarapet

Chennai-600079

Phone no : 9841863868

Category: finance services and products in Chennai ,automobile second hand loan in Chennai
,finance auto rickshaw in Chennai ,finance consultants in Chennai ,finances service in
Chennai
CHAPTER-III
 REVIEW OF LITERATURE

REVIEW OF LITERATURE

The Job Satisfaction is an important and widely discussed research topic in almost all the
fields. Since the rise of the human relations movement in industry in the thirties and forties,
Job Satisfaction has become a major focus of research. Many researchers have focussed on
Job Satisfaction ever since the revelations made by the Hawthorne high-lightings, and its
importance in effective human relations leading to Organizational effectiveness. Review of
literature is the most important aspect in any research work. It is a measure, stating the recent
output on a particular area of research and organised in a helpful sequence to strengthen the
present research techniques. The main objective of the review of literature is to understand
the research activities that have taken place in a particular discipline in general and the area
of research in particular.

The organizational literature includes a number of studies examining the relationship between
satisfaction and commitment. In all, the discrepant findings characteristic of this research
seem to be a function of both the range of independent variables used by researchers to model
the job satisfaction organizational commitment relationship and the choice of satisfaction-
commitment measures. We related to "global" evaluations of systems, leaders, and
institutions (e.g., commitment); whereas distributive justice is closely linked to evaluations of
"specific" personally relevant outcomes (e.g., facet satisfaction). Four competing models
linking distributive and procedural justice to employee satisfaction and commitment were
tested using confirmatory analytic techniques. Results suggest that, when considering the role
of justice judgments, satisfaction and commitment are causally independent.

The Determinants of Job Satisfaction among United States Air Force Security Police

Michael D. Reiner, UNIVERSITY OF NEBRASKA AT OMAHA

The volumes literature on workplace attitudes has identified two competing types as
determinants of employee job satisfaction demographic characteristics of individuals and the
characteristics of the work environment. This research tests the relative effects of these two
sources of variation in job satisfaction among United States Air Force security police. Our
findings suggest that work environment variables produce significant effects on employee job
satisfaction, while demographic variables, generally, failed to demonstrate appreciable
influence. Since the former are a matter of public management practices and policies while
the latter are fixed features of employee background, the impaction of these findings is that
public sector managers' leadership and management activities have sumptuous consequences
for employee job satisfaction.

Analysis of a Worksite Health Promotion Program's Impact on Job Satisfaction

Peterson Michael EdD; Dunnagan, Tim EdD

This study assessed the impact of participation in a health promotion program and
engagement in healthy behaviors on job satisfaction. A survey response rate of 70% (n =
1,283) was obtained at a northern state university with an established worksite health
promotion program. Significant differences in job satisfaction were obtained by education
level, job classification, marital status, dependents, and regular exercise behaviors. No
differences in job satisfaction were obtained by health promotion program involvement or
any other health behaviour other than regular exercise. Results suggest that health promotion
programs do not significantly impact job satisfaction. Rather, job design and the psychosocial
aspects of the work environment may be more influential in improving job satisfaction. Based
on the results of this study, organizations attempting to improve employee health should
provide health promotion programs and address the job itself. To improve job satisfaction,
attention to the job itself is required.

Review and conceptual analysis of the employee job satisfaction of bank employees

Uma Sekaran,

Article first published online: 20 NOV 2006

Using a sample of 267 bank employees, this study traced the paths to the job
satisfaction of employees at the workplace through the quality of life factors of job
involvement and sense of competence. Results indicated that personal, job, and
organizational climate factors influenced the ego investment or job involvement of people in
their jobs, which in turn influenced the intrapsychic reward of sense of competence that they
experienced, which then directly influenced employees' job satisfaction. Implications of these
findings for managers are discussed.

Examination of organizational communication as a moderator of the relationship between job

performance and job satisfaction.

John D. Pettit JR, Author affiliation Southwest Missouri State University.

Organizational communication received strong support as a predictor of job satisfaction and

weak support as a moderator of the job performance-job satisfaction relationship in this study.
Using data collected from 302 employees at two manufacturing firms, moderated regression
analyses explored the influence of organizational communication on the relationship between
job performance and job satisfaction. Lateral communication was found to moderate the
relationship between satisfaction with pay and performance, while accuracy of information
was shown to moderate the association between satisfaction with work and performance.
Communication dimensions with the greatest support as predictors were accuracy of
information, desire for interaction, communication load, trust in superior, influence of
superior, and satisfaction with communication.

Some of the important personal factors affecting employee satisfaction are:

1. Age and Seniority:

With age, people become more mature and realistic and less idealistic so that they are willing
to accept available resources and rewards and be satisfied about the situation. With the
passage of time, people move into more challenging and responsible positions. People who
do not move up at all with time are more likely to be dissatisfied with their jobs.

2. Tenure:

Employees will longer tenure are expected to be highly satisfied with their jobs. Tenure
assures job security, which is highly satisfactory to employees. They can easily plan for their
future without any fear of losing their jobs.

3. Personality:

Some of the personality traits which are directly related to job satisfaction are self assurance,
self esteem, and maturity, and decisiveness, sense of autonomy, challenge and responsibility.
Higher the person is on Maslows needs hierarchy, the higher is the job satisfaction. This type
of satisfaction comes from within the person and is a function of his personality. Accordingly,
in addition to providing a healthy work environment, management must ensure that the
employee is happy with himself and has a positive outlook on life.
Chapter- IV
 RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
Research is a Process of Systematic and in depth study of any topic or subject backed by
collection, compilation, presentation and interpretation of relevant data.

A research design is the specification of the methods and procedures for acquiring

The information needs to structure what information is to be collected from which sources
and by what procedures. Research design is needed because it facilitates the smooth sailing of
various Research operations, thereby making as efficient as possible. In simple words it refers
to the process of research.

RESEARCH DESIGN:
It is the overall plan or programme of research. A researcher Depending upon the topic of the
study may choose explorative, diagnostic, descriptive, or experimental studies. The research
is of descriptive type.

DATA SOURCES:
Data is collected from both primary and secondary data.

PRIMARY DATA:
This refers to the first-hand information collected directly by the researcher. A questionnaire
was given to the customers to collect primary data. The total number of respondents was 90.

SECONDARY DATA:
Data, which are not originally collected but rather obtained from published sources, are
known as secondary data. This data was collected from company records journals.

DATA COLLECTION TOOLS:

Structured questionnaire is used here as the instrument to collect the data.

SAMPLING SIZE:
An important decision that has to be taken while adopting a sampling technique is
about the size of the sample. Different opinions have been expressed by experts on
this point. The following two considerations may be kept in mind in determining the
appropriate size of the sample.
 The size of the sample should increase as the variation in the individual items
increases.
The greater the degree of accuracy desired, the larger should be the sample size. The
sample size of the study is 40

RESEARCH TOOLS:

Research tools are statistical techniques used for data analysis and to arrive at certain conclusions

The tools used for this projects is,

Percentage analysis
Weighted average method

PERCENTAGE ANALYIS:
IT Refer To A Special Kind Of Ratio , Percentage Are Used In Making Comparison Between Two Or
More Series Of Data . Percentages Are Used To Determine Relationships Between The Series Of Data
. Finding The Relative Differences Become Easier Through Percentage , It Is Expressed As:

NO .OF RESPONDENTS

TOTAL NO .OF RESPONDENTS
100

WEIGHTED ARITHMETIC MEAN:

When The Relative Importance Of The Different Observation Is Not The

Same, The Term Weight Stands For The Relatives Importance Of The Different
Observation The Formula For Computing Weighted Average Is As Follows:

WX
Weighted Mean
W
Chapter IV

DATA ANALYSIS AND INTERPRETATION

ANALYSIS AND INTERPRETATION

The research analysis is basically to extract meaningful information from the data

Collected and giving inference of association of difference between the various variable
present in the research.

Interpretation refer to the task of drawing inference from the collected facts after an analytical
and experimental study. Interpretation is concerned with relationship within the collected
data. Partially over lapping, analysis, interpretation also extend beyond the data for study
includes the results of other research theory and hypothesis.
 Table no: 1

Work experience

Particular No. of respondent Percentage

Below 1 year 4 10%
2-5 years 14 35%
5-10 years 18 45%
10-15 years 4 10%
TOTAL 40 100%

Chart no : 1

Work experience
50%
5-10 yea rs ; 45%
45%

40%
2-5 years ; 35%
35%
30%
25%
20%

15%
Bel ow 1 year; 10% 10-15 years ; 10%
10%
5%
0%
Below 1 year 2-5 years 5-10 years 10-15 years

Inference:

Majority of 45% of the respondents have 5-10 years of experience in VIMALA

company sowcarpet.
 Table no-2

Monthly income

Particular No. of respondent Percentage

Below 5000 10 25%
5000 10000 14 35%
10000 15000 6 15%
15000 20000 10 25%
TOTAL 40 100%

Chart.2

Monthly income

15000 - 20000; Bel ow 5000;

25.00% 25.00%

10000 - 15000;
15.00%

5000 - 10000;
35.00%

Bel ow 5000 5000 - 10000 10000 - 15000 15000 - 20000

Inference:

Majority of 35% of the respondent are earning the salary of between 5000 and
10000 in VIMALA company sowcarpet.
 Table no 3

Working environment

Particular No. of respondents Percentage

Participative 14 35%
Autonomy 26 65%
TOTAL 40 100%

chart.3

working environment

Autonomy Autonomy; 65%

Pa rticipative Partici pative; 35%

0% 10% 20% 30% 40% 50% 60% 70%

Inference:

Majority 65% of the respondents are of the opinion that the working
environment is autonomy in VIMALA company sowcarpet.
 Table no: 4

Employees are satisfied with the top management

Particular No. of respondent Percentage

Strongly agree 18 45%
Agree 12 30%
Disagree 6 15%
Strongly disagree 4 10%
TOTAL 40 100%

chart.4

Employees are satisfied with top management

Strongl y di sa gree Strongly di sagree;

10%

Di sagree Di sa gree; 15%

Agree Agree; 30%

Strongl y agree;
Strongl y agree 45%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

Inference:

Majority of (45%) the respondents strongly agree that the employees are
satisfied with the top management in VIMALA company sowcarpet .

Table no : 5

Working hours in the company

Particular No. of respondent Percentage
Strongly agree 6 15%
Agree 12 30%
Disagree 18 45%
Strongly disagree 4 10%
TOTAL 40 100%
chart.5

Working hours in the company

50%
Di s agree; 45%
45%
40%
35%
Agree; 30%
30%
25%
20%
Strongl y a gree ; 15%
15% Strongl y di s agree;
10%
10%
5%
0%
Strongl y a gree Agree Di s agree Strongl y di sa gree

Inference:

Majority of 45% of the respondents disagree that the employees are not satisfied
with working hours VIMALA company sowcarpet.

Table no. : 6
Employees in the organization have to perform in their duties effectively

Particular No. of respondent Percentage

Strongly agree 20 50%
Agree 18 45%
Disagree 2 5%
Strongly disagree - -
TOTAL 40 100%

chart.6

Employees in the organization have to perform in their duties effectively

60%

50% strongly a gree; 50%

a gree; 45%
40%

30%

20%

10%
dis a gree; 5%
strongly dis agree;
0% 0%
strongly agree a gree dis agree strongly dis agree
\

Inference:

Majority of 50% of respondents strongly agree that the employees have

necessary authority to perform their duties effectively in VIMALA company
sowcarpet.

Table No: 7

Counselling program for the employees

Particular No. of respondent Percentage
Strongly agree 4 10%
Agree 6 15%
Disagree 18 45%
Strongly disagree 12 30%
TOTAL 40 100%

chart.7

Counselling programs forythe

strongl employees
agree;
10.00%
strongl y
di s agree;
30.00%
a gree; 15.00%

di s agree;
45.00%

strongl y agree a gree di s agree strongl y di s agree

Inference:

Majority of 45% of respondent disagree that counselling program is organized

regularly in VIMALA company sowcarpet.

Table no: 8

Employees of the company share their experience

Particular No, of respondent Percentage
Strongly agree 12 30%
Agree 20 50%
Disagree 8 20%
Strongly disagree - -
TOTAL 40 100%

chart.8

Employees of the company share their experience

stronglyydi
diss aagree
gree;
strongl
0%

di sagree di sagree; 20%

a gree agree; 50%

Strongl y agree;
Strongl y agree 30%

0% 10% 20% 30% 40% 50% 60%

Inference:

Majority of 50% of respondent agree that the employees of the company share
their experience in VIMALA company sowcarpet.

Table no: 09

Company has good career prospect for its employees

Particular No. of respondent Percentage
Strongly agree 14 35%
Agree 16 40%
Disagree 10 25%
Strongly disagree - -
TOTAL 40 100%

chart.09

Company has good career prospect for its employees

Di s agree; 25.00%
Strongl y agree; Strongl y a gree
35.00%
Agree
Di s agree
Strongl y di sa gree

Agree; 40.00%

Inference:

Majority of 40% of respondents agree that the company has good career
prospect for its employees in VIMALA company sowcarpet.

Table no :10

Physical working condition in the company

Particular No. of respondent Percentage
Strongly agree 6 15%
Agree 12 30%
Disagree 18 45%
Strongly disagree 4 10%
TOTAL 40 100%

chart.10

Physical working condition in the company

50%
45% Dis a gree; 45%
40%
35%
30% Agree; 30%
25%
20%
15% Strongly a gree; 15%
Strongly dis a gree;
10% 10%
5%
0%
Strongly a gree Agree Dis agree Strongly dis a gree

Inference:

Majority of 45% of respondent disagree that the physical working condition in

the company is satisfactory in VIMALA company sowcarpet.

Table no: 11

Top management involves employees in the management decision

Particular No. of respondent Percentage
Strongly agree 12 30%
Agree 20 50%
Disagree 8 20%
Strongly disagree - -
TOTAL 40 100%

chart.11

Top management invoves employees in the management decision

stronglyydi
disa
s agree
gree;
strongl
0%

di s a gree di s agree; 20%

a gree agre e; 50%

strongl y a gree strongl y agree; 30%

0% 10% 20% 30% 40% 50% 60%

Inference:

Majority of 50% of the respondent agree that the top management involves
employees in the management decision in VIMALA company sowcarpet.

Table no: 12

Employee welfare facilities provided by the management

Particular No. of respondent Percentage
Strongly agree 10 25%
Agree 18 45%
Disagree 6 15%
Strongly disagree 6 15%
TOTAL 40% 100%

chart.12

Employee welfareStrongl
facilities
y
Di sa gree;
provided by the management
15.00%
Strongl y a gree;
25.00%

Di sa gree;
15.00%

Agree; 45.00%

Strongl y agree Agree Di s agree Strongl y Di s agree

Inference:

Majority of 45% of respondent agree that the welfare facilities are provided by
the management is satisfactory in VIMALA company sowcarpet.

Table no:13

Employee motivation
Particular No. of respondent Percentage
Salary increase 10 25%
Promotion 2 5%
Leave 4 10%
Motivation talks 4 10%
Recognition 20 50%
TOTAL 40 100%

Chart :13

Employees Motivation
60%

Recogni tion; 50%

50%

40%

30%
Sa l ary i ncrea s e; 25%

20%

Leave; 10% Motivation tal ks ; 10%

10%
Promotion; 5%

0%
Sa l ary i ncrea s e Promotion Leave Motivation tal ks Recogni tion

Inference:

Majority of 50% of respondents are of the opinion that recognition is the

motivating factor in VIMALA company sowcarpet.

Table NO: 14

Company provides salary according to the work

Particular No. of respondent Percentage
Strongly agree 8 20%
Agree 12 30%
Disagree 18 45%
Strongly disagree 2 5%
TOTAL 40 100%

Chart no :14

Company provide salary according to the work

Strongl y
di s agree;
5.00%
Strongl y a gree;
20.00%

Di s agree;
45.00%

Agree; 30.00%

Strongl y agree Agree Di s agree Strongl y di sa gree

Inference:

Majority 45% of the respondent disagree that the company provides salary
according to the VIMALA company sowcarpet.

Table no: 15

Overall satisfaction with the job

Particular No. of respondent Percentage
Highly satisfied 6 15%
Satisfied 10 25%
Average 20 50%
Dissatisfied 4 10%
TOTAL 40 100%

Chart no : 15

Overall satisfaction with the job

60%

50% Average; 50%

40%

30%
Satisfied; 25%
20%
Highly satisfied;
15%
10% Dissatisfied; 10%

0%
Highl y satisfied Satisfied Avera ge Di ss atisfied

Interpretation:

50% of the respondent have average satisfaction with their job and 10% of the
respondents are dissatisfied with that.

Inference:

Majority 50% of the respondents have average satisfaction with their job in
VIMALA company sowcarpet.
CHAPTER-VI

FINDINGS

FINDINGS

1. Majority of the 45% of the respondent were 5-10 years experienced employees.
2. Majority income of 35% of the respondent are below 5000 10000.
3. 65% of the respondent were autonomy.
4. 45% of the respondent are strongly agreed that they are satisfied with the top
management.
5. The respondent of 45% of the employees were chosen Disagree to the working hours
in the company.
6. Majority of 50% of the respondent are Strongly agree employees in the organization
have to perform in their duties effectively.
7. 45% of the respondent were Disagreed employees for counselling program in the
company.
8. The respondent of 50% are Agree that they get to know about the job by others
sharing their experience.
9. The majority of 40% of the respondent are Agree that their company has good career
prospect for its employees.
10. It is found that the physical working condition in the company is satisfactory which is
agreed by 45% of the respondents.
11. 50% of the respondent Agree that the top level management involves employees in
the decision making process.
12. Majority of 45% of the respondent were Agree that the management provides
employee welfare activities.
13. 50% of the respondent were chosen Recognition in the employee motivation
techniques.
14. Majority of 45% of the respondent are disagree that the company provides salary
according to the work.
15. The overall satisfaction with the job was chosen Average by 50% of the respondent.
 SUGGESTIONS

To increase the job satisfaction level of employees the company should concentrate,
mainly on the incentive and reward structure rather than the motivational season.
Employees should be made to concentrate on their job by providing good
environment.
Company should be given promotion to these employees for it.
Employees must paid salaries according to their work.
The employees working hours must be decreased and it should be adequate for the
employees.
CHAPTER-VII

CONCLUSION
 CONCLUSION

Besides several other factors the economy development of the company depends upon the
effective functioning of an organization. In order to achieve these, superior and the
management should take necessary steps for the satisfaction of the employees in their
respective job. Top management should motivate the employees by involving them in the
decision making process. A suitable policy must be framed to give promotion and increment
which will help to improve the level of satisfaction of the employees.
BIBLIOGRAPHY
BOOKS:

Author Book names

D.R.RADHA
Business communication

C.B.KOTHARI
Research Methodology

C.B.GUPTA
Human Resource Management

R.NATARAJAN
Marketing Research

S.P.GUPTA
Statistical Method

WEBSITES:

WWW.GOOGLE.COM

www.ril.com

WWW.WIKIPEDIA.COM
 QUESTIONNAIRE

Dear respondent,

We the student of 3rd B.B.A ANNAI VIOLET ARTS AND SCIENCE COLLEGE are doing
our project work under the topic A STUDY ON EMPLOYEE JOB SATISFACTION in
VIMALA AUTO FINANCE COMPANY SOWCARPET. Here with we have attached a
questionnaire. Kindly fill this form and it would be higher appreciable if you could express
your frank opinions. Your identity and information given will be kept confident.

JOB SATISFACITON OF EMPLOYEES

1. Name:

2. Gender:

3. Age:

4. Qualification:
(a) Below SSLC (b) SSLC +2 (c) UG (d) PG

5. Marital status
(a) Married (b) Unmarried

6. Work experience
(a) Below 1 year (b) 2-5 years (c) 5-10 years (d) 10-15 years

7. Monthly income
(a) Below 5000 (b) 5000-10000 (c) 10000-15000 (d) 15000-20000
8. How is the work environment
(a) Participative (b) Autonomy

9. Your work is according to your qualification and skill

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

10. Employees are satisfied with the top management

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

11. Working hours at your company is satisfactory

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

12. Employees in the organization have necessary authority to perform their duties
effectively
(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

13. Organization organizes counselling programs for the employees regularly

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

14. Employees in your company share experience to help each other

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

15. Employees get appreciation and reward if the desire work target are accomplished
(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

16. Company has good carrier prospect for its employees

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

17. Physical working conditions in the company is satisfactory

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree
18. Top management involves employee in the management decision
(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

19. Welfare facilities provided to employees by the organization are satisfactory

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

20. Which of the following factors motivates you most

(a) Salary increase (b) Promotion (c) Leave (d) Motivational talks
(e) Recognition

21. Your company recognizes and acknowledge your work

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

22. Company provides satisfactory salary according to the work

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

23. Rate your overall satisfaction with your job

(a) Highly satisfied (b) Satisfied (c) Average (d) Dissatisfied
(e) Highly dissatisfied

24. Company provides adequate incentive and motivation for the better performance
(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree