INTRODUCTION

Employee insight is a key to any HR program. Knowledge, satisfaction

and expectations need to be measured in order to develop the
organization prepared for tomorrow. A strong and satisfaction survey
enables the organization to retain and develop the best talents. Intelligent
decisions are the key to organization’s success. Hence the need to acquire
accurate and timely information on the satisfaction level in the
organization becomes a necessity to make effective decisions in these
issues and it has to come from the employees themselves.

Employee job satisfaction is a measure of how workers are happy

with their job and working environment. Keeping high morale among
workers can be of tremendous benefit to any company, as happy workers
will be more likely to produce more, take fewer days off, and stay loyal to
the company. There are many factors in improving or maintaining high
employee satisfaction, which wise employers would do well to
implement.

Employee job satisfaction surveys help employers measure and

understand their employees' attitude, opinions, motivation, and general
satisfaction with their work environment. Use employee satisfaction
surveys to inform employee decision making, benefits, work needs and
more.

To measure employee job satisfaction, many companies will have

mandatory surveys or face-to-face meetings with employees to gain
information. Both of these tactics have pros and con and should be
chosen carefully. Surveys are often anonymous, allowing workers more
freedom to be honest without fear of repercussion. Interviews with
company management can feel intimidating, but if done correctly can let

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the worker know that their voice has been heard and their concerns
addressed by those in charge. Surveys and meetings can truly get to the
center of the data surrounding employee satisfaction, and can be great
tools to identify specific problems leading to lowered morale.

Many experts believe that one of the best ways to maintain

employee job satisfaction is to make workers feel like part of a family or
team. Holding office events, such as parties or group outings, can help
build close bonds among workers. Many companies also participate in
team-building retreats that are designed to have found success. Strengthen
the working relationship of the employees in a non-work related setting.
Camping trips, backpacking wars and guide backpacking trips are
versions of this type of team-building strategy, with which many
employers have found success.

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JOB SATISFACTION:

Job satisfaction is one of the most difficult concepts to measures in

the field of organizational behavior. There are two extreme points of view
within which one may chose a framework for the study of satisfaction.

One view is to assure that satisfaction is a totality or unitary

concept representing a state of mind in the individual, which has no
single referent. This is not to say that satisfaction, or the individual's
overall feeling of content or discontent in a particular social context is
unreal. This individual's satisfaction or dissatisfaction is determined by
his total situation at work and at home in every aspect of his life.
Dissatisfaction in one aspect of life, say work, still over and become
dissatisfaction in another.

The second view point, in the extreme, holds that an individual's

satisfaction can be separated far purposes of study into major areas such
as his job, the pay he receives, his superior, the company he works for
and so forth. The subject can identify and separate these elements
consciously and indicate relative degree of satisfaction.

Job satisfaction is defined as the, 'pleasurable emotional state

resulting from the appraisal of one's job as achieving or facilitating the
achievement of one's job values". In contrast job dissatisfaction is defined
as 'the unpleasurable emotional state resulting from the appraisal of one's
job as frustrating or blocking the attainment of one's job values or as
entailing disvalues'. However, both satisfaction and dissatisfaction were
seen as, 'a function of the perceived relationship between what on
perceives it as offering or entailing.

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 Job satisfaction is often determined by how well outcomes meet or
exceed expectations. Satisfaction in one's job means increased
commitment in the fulfillment of formal requirements. There is greater
willingness to invest personal energy and time in job performance.

The terms job-satisfaction and attitudes are used interchangeably.

Both refer to effective orientations on the part of individuals towards
their work roles which they are presently occupying. Positive attitudes
towards the job are conceptually equivalent to job-satisfaction and
negative attitudes towards the job indicate job-orientations.

Though the terms job-satisfaction and attitudes are used

interchangeably there are differences between the two. An attitude, as
was mentioned earlier, refers to predisposition to respond. Job-
satisfaction, on the other hand, relates to performance factors. Attitudes
reflect one's feeling towards individuals, organizations and objects. But
satisfaction refers to one's attitude to a job employee satisfaction is,
therefore, a specific subset of attitudes.

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 NEED FOR THE STUDY

 The company is in position to know the job satisfaction prevail in

the organization.

 To find the problem which cause lack in job satisfaction for the
employees.

 More over each company in the field should want to know the
impact and feedback from the employee.

 They worked to survive but new the people work improves. Today
workers expect more from a job than providing a means of support.
The study of job satisfaction makes it clear that researched made
varies attempt to get into the core of this construct however there
was not much success as all the approaches were criticized for
being unitary at the same time. These approaches improved upon
the understanding of job satisfaction.

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 SCOPE OF THE STUDY

The scope of the study is to find out the job satisfaction

among the employees in SVR Spinning Mills Private Limited. The study
mainly focuses on several factors such as their working environment,
schedule, and pay. An employee may place a higher value on one area
versus the other thus their individual needs and goals can play a major
part in how satisfied they are versus someone in a similar position. This
study will help us to understand customers, preference and their needs
expected from the business owners. This study will help to know the
satisfaction level of the organization.

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 OBJECTIVES OF THE STUDY

The present study was intended on “A study on job satisfaction

in SVR Spinning Mills Limited” has been undertaken with the following
definite objectives.

 To analyze the financial satisfaction of the employees in SVR

Spinning Mills Private Limited

 To study the job satisfaction of the employees.

 To review the employee job protection and working conditions.

 To study the needs and wants of the employees in SVR Spinning

Mills Private Limited.

 To know the workers participation in management.

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 METHODOLOGY OF THE STUDY

After reviewing the literature and conducting a pilot study a

questionnaire had been framed that is relevant to the priority set
objectives.

SAMPLING

“A simple random sampling method was adopted to conduct the

study”. The universe for this study consists of all level employees. The
sample consists of 100 in number.

SOURCE OF DATA COLLECTION

1 Primary Data
2 Secondary Data

PRIMARY DATA

The data was collected by interviewing the employees through

personal interview and questionnaire where the researcher and the
respondent operate face – to – face.

SECONDARY DATA

This data can be collected through any indirect source of

information. I collected using the following:

 News Papers
 Books
 Websites.

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 LIMITATIONS OF THE STUDY

 It is limited to a sample i.e., 100 respondents from a large number

of population in a factory.
 Time is a limited factor to study about the project i.e.8 weeks
 The employees may not reveal all the information due to some
problems.
 The study is based on primary and secondary data.
 The respondents may not respond to some typical questions in the
questionnaire.

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 PROFILE OF TEXTILE INDUSTRY IN INDIA

India is the second largest producer of textiles and garments in the

world. The Indian textiles and apparel industry is expected to grow to a
size of US$ 223 billion by 2021, according to a report by Technopak
Advisors. This industry accounts for almost 24% of the world’s spindle
capacity and 8% of global rotor capacity. Abundant availability of raw
materials such as cotton, wool, silk and jute as well as skilled workforce
have made the country a sourcing hub

The textiles industry has made a major contribution to the

national economy in terms of direct and indirect employment generation
and net foreign exchange earnings. The sector contributes about 14 per
cent to industrial production, 4 per cent to the gross domestic product
(GDP), and 27 per cent to the country's foreign exchange inflows. It
provides direct employment to over 45 million people. The textiles sector
is the second largest provider of employment after agriculture. Thus,
growth and all round development of this industry has a direct bearing on
the improvement of the India’s economy.

Cotton textile industry is one of the oldest and largest during the
last 3 decades. The textile industry still occupies a key position in the
economy of the country industries in India. Which has made rapid strides
during the century of its existence? At the end of March 2001 there were
1846 mills in the country (1565 spinning mills and 281 composite mills).

At present the industry provides direct employment to provide

direct employment to nearly 18 lakhs workers. It also provide indirect
employment to many millions like the cotton growers, processors,

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handlooms and power looms weavers who alone are estimated five
million and innumerable cloth dealers and shop keepers. The industry
contributes in ever increasing measure to the central and state government
by way of taxes and duties.

Being one of the oldest industries it has history of over 150 years.
It occupies a unique position in the world export, where India has a 24%
share in the global cotton yarn market. It has an influence on agriculture
because of its requirements of machinery, dyes and chemicals and
synthetic fibers. Thus the industry has an important role to play in both
economic prosperity of the country and in the supply of essential
commodities for the entire population.
The cotton textile industry consists of 3 distinct categories in the
organized sectors. There are
 Spinning mills.
 Coarse and medium composite mills.
 Fine and super fine composite mills.
Spinning mills are generally small size in size, coarse and medium
composite mills are not able to adjust their cost in the face or rising prices
of raw materials and increases in wages consequently many of them
became uneconomic units and ran into difficulties. Fine and super fine
composite mills use foreign cotton. They are not subject to stock
restriction and can therefore carry on stable production program.
India has been a manufacturing nation and exports of the fine
cotton fabrics to all the nations of the civilized world.

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 The first mill in India was setup by C. N. DAVAR in 1854 with an
Englishmen as his partner. It was Davar’s mills which laid the
foundations for strong and growing textiles industry in Bombay and soon
after in other regions of India. The Bombay mills owner association is the
first mill formed association in India in the year 1875.

THE INDUSTRY
Indian textile industry can be divided into several segments, some
of which can be listed as below.
 Cotton textiles.
 Silk textiles.
 Woolen textiles.
 Readymade garments.
 Hand-crafted textiles.
 Jute and coir.

India textile industry is one of the leading in the world. Currently it

is estimated to be around US $52 billion and is also projected to be
around US $115 billion by the year 2012. The current domestic market of
textile in India is expected to be increased to US $60 billion by 2012 from
the current US $34.6 billion. The textile export of the country was around
US $19.14 billion in 2006-07, which saw a stiff rise to reach US $22.13
in 2007-08. The share of exports is also expected to increase from 4% to
7% within 2012. Following are area, production and productivity of
cotton in India during the last six decades.

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 INDIAN TEXTILE INDUSTRY

Cotton textile Man made Silk Woolen

Jute

Organized Sector Decentralized Sector

Cotton Mills (private

Public co-operative) Hand looms Power
looms
(Cloth)

Spinning Mills Composite Mills

(Yarn) (Yarn & Cotton)

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 Year Area in lakhs Production in Yield KGs per
hectares lakhs bales of hectare
170 KGs
1950-51 56.48 30.62 92
1960-61 76.78 56.41 124
1970-71 76.05 47.63 106
1980-81 78.24 78.60 170
1990-91 74.39 117.00 267
2007-08 85.76 140.00 278
2008-09 87.30 158.00 308
2009-10 76.67 136.00 302
2010-11 76.30 179.00 399
2011-12 87.86 243.00 470
2012-13 86.77 244.00 478
2013-14 91.44 280.00 521
2014-15 94.39 315.00 567
2015-16 93.73 290.00 526

Though during the year 2008-09, the industry had to face adverse
agro climatic conditions, it succeeded in producing 290 lakhs bales of
cotton comparing to 315 lakhs bales last year, yet managed to retain its
position as world’s second highest cotton producer.
TEXTILE INDUSTRY IN INDIA SCENARIO
The organized cotton textile industry is one of our oldest and most
family established major industries at the end of March 1994 there were
1,775 mills in the country (906 spindles and 269 composite mills) with 28
millions spindles and 1.6 lakhs labour. There were 132 closed mills by
the end of March 1994.

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 In India textile industry is predominant cotton based 70 percent of
the fabric production of cotton, carries from the year depending upon
rainfall and weather conditions and price fluctuations in raw cotton effect
the industry production of yarn in almost entirely in the organized sector
and over the year. It has showing a steadily rising trend as for example
from 1600 million kgs in 1993-94 to nearly 28,000 million meters in
1993-94.
PERSPECTIVE OF INDIAN TEXTILE INDUSTRY
Textile industry is the largest industry of modern India. It
contributes about 4 percent of GDP, 20 percent of total output, and
together with carpets in handicrafts it has a share of 38 percent in total
value of escorts. The first cotton mill in India was setup in Calcutta 1818.
However, Indian textile industry plays a pivotal role through its
contribution of about 14 percent to industrial production, 4 percent to
GDP and 16.63 percent to export earnings.

Its share in global textiles and apparel is 3.9 percent and 3 percent
respectively. It provides direct employment to over 35 million people.
Textile sector is the second largest provider of employment after
agriculture. The close linkage of the industry to agriculture and the
ancient culture and tradition of the country make the Indian textiles sector
unique in comparison with the textiles industry of other countries.
This industry is growing by 9% -10% and the pace would be
increase to 16 percent in the coming years. This also provides the
industry with the capacity to produce a variety of products suitable to
different market segments, both within and outside the country.
Ahmadabad had 19 percent of mills are providing employment to 113.6
percent of the workers outside the Bombay city. Some mills located in
shaper, Baroda and other centers in Maharashtra.

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 India textile industry contributes to be predominantly cotton based
as 65 percent of fabric consumption in the country is being against the
world average of 46.5 percent.
PRESENT TEXTILE INDUSTRY
The Indian textile industry faced troubles time during the year 1998 with
the East Asian currency crisis drying up orders raising the spectacular of
recession the spectacular and several government’s decisions virtually
remaining on paper.

Some moment was however made in handling for textile up graduation

fund (TUF) and cotton technology mission with India getting a miracle
booster after the Europeans union (EU) decides to develop to drop the
three years old and anti dumping proceedings against unbleached cotton
grew fabrics exports.

Cotton production during the current year, despite the losses suffered by
growers lost year and month India continuing to perform poorly on the
production front due to post attract and water logging in fields. Cotton
further trading was revived after 32 years with the trading company
commencing on Dec 5th, but problems of poor turnover during the first
few days is worrying East Indian Cotton Association (EICA), which is
running the exchange.

As stated earlier cotton textile industry provides employment too many

people with the introduction of NIFT (National Institute of fashion
Technology). It got very big contracts for the quality products due to this
it provides employment to all the handloom weavers for the several of the
clothing garments.

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INDIAN TEXTILE INDUSTRY FACTS

 India retained its position as world’s second highest cotton

producer.
 Avreage under cotton reduced about 1% during 2008-09.
 The productivity of cotton which was growing up over the years
has decreased in 2008-09.
 Substantial increase of minimum support prices (MSPs).
 Cotton exports couldn’t pick up owing to disparity in domestic and
international cotton prices.
 Imports of cotton were limited to shortage in supply of extra long
staple cottons.
 14% of the industrial products and in India is done by the textile
industry.
 High exports and foreign revenue comes from the textile industry
in India. 38% of the country’s total export is coming from textile
industry.
 There are around 1200 million medium to large scale textile
companies in India.

STRENGTHS OF INDIAN TEXTILE INDUSTRY

 Tradition in textiles and long operating experience.

 Large and growing domestic market.
 Strong raw material base.
 Production across entire textile value chain.
 Stable, low-risk Company, safe for business growth.
 Easy availability of abundant raw materials like cotton, wool, silk,
jute.

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  Widely prevalent social customs.
 Variety of distinct local culture.
 Constructive geographic and climatic conditions.
 Large domestic market and very low import content.
 Flexible textile manufacturing systems.

WEAKNESS OF INDIAN TEXTILE INDUSTRY

 Increased global competition in the post 2005 trade regime under

WTO.
 Imports of cheap textiles from other Asian neighbors.
 Use of outdated manufacturing technology.
 Poor supply chain management.
 Huge unorganized and decentralized sector.
 High production cost with respect to other Asian competitors.

THE TEXTILE COMMISSION ORGANIZATION

 The functions of the organization are many and diverse they are:
 To adverse the government and planning commission on the targets
of production for the various five years plans.
 To scrutinize proposals from mills few expansions
recommendations new installations for licensing exercise control
the pattern of production.
 To ensure adequate supply of raw materials to the industry and to
make recommendations to government in this regard.

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  To collect and publish all relevant statistical data relating to
production stocks imports etc. In the administrative authority for
implementing of government policies with regard to all textile
industry.
 It also helps for the small scale industry spinning mills to face
textile industries. This is done by giving large contracts in favor of
the small firms.

Cotton textile industry being the largest industry in India has spread
partially all over the parts of the country it is monthly localized in the
states of Maharashtra and Gujarat. In recent years cotton textile industry
has also spread to a number of other states like Madhya Pradesh, Bihar,
Kerala, Andhra Pradesh, Uttar Pradesh and Tamil Nadu.

ROLE OF TEXTILE INDUSTRY IN INDIA

Role of textile industry in India GDP has been quit beneficial in the
economic life of the country. The world wide trade of textiles and
clothing has boosted up the GDP of India to a great extent as this sector
has brought in a huge amount of revenue in the country. In the past one
year, there has been a massive up surge in the textile industry of India.
The US $37 billion in 2004-05 to US $49 billion in 2006-07. During this
era, the local market witnessed a growth of US $7 billion that is from US
$23 billion to US $30 billion. The export market increased from US $14
billion to US $19 billion in the same period.

The role of textile industry in India GDP had been under growing a
moderate increase till the year 2004-05. But ever since 2005-06, Indian
textiles industry has been witnessing a robust growth and reached almost

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US $17 billion during the same period from US $14 billion in 2004-05.
At present, Indian textile industry holds 3.5 to 4 percent share in the total
textile production across the globe and 3 percent share in the export
production of clothing. The growth in textile production is predicted to
touch US $19.62 billion during 2006-07. USA is known to be the largest
purchaser of Indian textiles.

The role of textile industry in India GDP also includes a hike in the
investment flow both in the domestic market and the export production of
textiles. The investment range in the Indian textile industry has increased
from US $2.94 billion to US $7.85 billion within 3 years, from 2004-07.
It has been assumed that by the year 2012, the investment ratio in textile
industry is most likely to touch US $38.14 billion.

INDIA’S WORLD MARKET SHARE IN TEXTILE INDUSTRY

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world market share(%)
20

15

10 Series1

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The world market share in spite of the Chinese dominance, India has a
fair opportunity to grab a substantial stake in the projected garment
market share. According to PHD chamber of commerce and
industry(PHDCCI), post-MFA India’s market share in the US is expected
to go up to 15 percent from the present 4 percent. In the EU, the market
share increase is expected to be 50 percent from the current 6 percent to a
9 percent.

INDIAN TEXTILES TARGETS TO ACHIEVE BY END OF 11TH

FIVE YEAR PLAN (2007-12)
 Market size of US $115 billion.
 Export target US $55 billion.
 Domestic market US $60 billion.
 Indian market share in world textiles trade to grow from 3% to 8%.
 12 million additional jobs.
 Investment Rs.1, 50,600 crores.

TEXTILE EXPORT TARGET (IN BILLIONS)

Year ( April, March) Target Achievement

2015-16 19.73 19.62*
2014-15 15.565 17.80
2013-14 15.16 17.80
2012-13 16.31 13.16
2011-12 15.05 12.41
2010-11 13.72 10.76

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THE FUTURE OF THE TEXTILE INDUSTRY

India has the largest area of about 90 lakhs hectare under cotton
civilization. But introduction it is only third place, next to china and US
the main reason is the lower yield of around 300 kg per hectare compared
to average of 560 kg per hectare the percent yield in Pakistan is 563 kg,
china 910 kg, the US 686 kg, Australia 1,482 kg and Israel 1,814 kg.

The significance of the textile industry is also due to its contribution in

the industrial production employment. Currently, it is the second largest
employment provider after agriculture and provides employment to more
than 30mn people. Prospect considering the continual capital investments
in the textile industry, the govt. of India may extend the technology up
gradation fund scheme (TUFS) by the end of the 11th five year plan in
order to support the industry. Indian textile industry is massively
investing to meet the targeted output of $85 billion by the end of 2010,
aiming exports of $ 50 billion.

There is huge development foreseen in Indian textile exports from the

$17 billion attained in 2005-06 to $50 billion by 2009-10. The estimation
for the exports in the current financial year is about $19 billion. There is
substantial potential in India exports of technical textiles and home
textiles, as most European companies want to set up facilities near by the
emerging markets, such as china and India.
The global demand for apparel and woven textiles is likely to grow by 25
percent by year 2010 to over 35mn tons, and Asia will be responsible for
85 percent output of this growth.The woven products output will also rise
in central and southern American countries, however, at a responsible
speed on the other hand, in major developed countries the output of

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woven products will remain stable.Weaving process is conducted to make
fabrics for a board range of clothing assortment, including shirts, jeans,
sportswear, skirts, dresses, protective clothing etc, and also used in non-
apparel uses like technical, automotive, medical etc.

Growth

The Indian textiles industry is set for strong growth, buoyed by strong
domestic consumption as well as export demand.

The most significant change in the Indian textiles industry has been the
advent of man-made fibers (MMF). India has successfully placed its
innovative range of MMF textiles in almost all the countries across the
globe. MMF production recorded an increase of 10 per cent and filament
yarn production grew by 6 per cent in the month of February 2014. MMF
production increased by about 4 per cent during the period April 2013–
February 2014.

Cotton yarn production increased by about 10 per cent during February

2014 and by about 10 per cent during April 2013–February 2014.
Blended and 100 per cent non-cotton yarn production increased by 6 per
cent during February 2014 and by 8 per cent during the period April
2013–February 2014.

Cloth production by mill sector registered a growth of 9 per cent in the

month of February 2014 and of 6 per cent during April 2013–February
2014.

Cloth production by power loom and hosiery increased by 2 per cent and
9 per cent, respectively, during February 2014. The total cloth production
grew by 4 per cent during February 2014 and by 3 per cent during the
period April 2013–February 2014.

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Textiles exports stood at US$ 28.53 billion during April 2013–January
2014 as compared to US$ 24.90 billion during the corresponding period
of the previous year, registering a growth of 14.58 per cent. Garment
exports from India is expected to touch US$ 60 billion over the next three
years, with the help of government support, said Dr A Sakthivel,
Chairman, Apparel Export Promotion Council (AEPC).

The textiles sector has witnessed a spurt in investment during the

last five years. The industry (including dyed and printed) attracted foreign
direct investment (FDI) worth Rs 6,710.94crore (US$ 1.11 billion) during
April 2000 to February 2014.

BENEFITS OFFERED BY THE INDIAN TEXTILE INDUSTRY

 India covers 61 percent of the international textile market.

 India covers 22 percent of the global market.
 India is known to be the third largest manufacturer of cotton across
the globe.
 India claims to be the second largest manufacturer as well as
provider of cotton yarn and textiles in the world.
 India holds around 25 percent share in the cotton yarn industry
across the globe.
 India contributes to around 12 percent of the world’s production of
cotton yarn and textile.

The new age textile industry heavily depends on the synthetic

fibers produced as intermediary products by the petrochemical industry;
the textile industry has been revolutionized with the synthetic fibers
flooding the market. These synthetic fibers are long-chain polymers,

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manufactured from petro-chemical derivatives. The artificial fibers
industry is one of the fastest growing segments of industry
internationally.

GROWTH SICKNESS:

Even while there has been a steady rise in plumage, there has
been an increase in the number of mills “that stopped production
temporarily” and those closed and sick. While the number or mills (non
SSI) was 130 in 1991-1992 and 132 in 1994-1995, it rose 383 in 2000-
2001. There is a feeling that serious efforts should be made to identifying
and support mills that can be revived.

SPUN YARN PRODUCTION BY PRIVATE, PUBLIC AND

COOPERATIVE MILLS (MILLION KG)

YEAR PRIVATE PUBLIC COOPERATIVE TOTAL

2009-2010 2053.43 58.96 154.47 2266.86

2010-2011 2195.24 50.31 143.36 2388.91

2011-2012 2209.35 48.25 139.92 2397.67

2012-2013 2764.42 45.37 136.92 2946.71

2013-2014 2874.32 43.63 130.74 3048.69

2014-2015 2963.25 41.73 128.37 3133.35

2015-2016 3120.40 38.36 100.42 3259.18

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 THE TEXTILES COMMISSIONER ORGANISATION

The function of the organization are many and diverse to

advise the Government and Planning commission on the targets of
production for the various five year plans, to scrutinize proposals from
mills. Few expansion recommend new installations for licensing to
exercise control over the pattern of production, to ensure adequate
supplies of raw materials to the industry and to make recommendation to
Government in this regard to collect and publish all relevant statistical
data relating to production, stocks, imports, exports etc., in short one
might say that the textile commissioner in the administrative authority for
implementation of Government policies with regard to all textile industry.

Cotton textile industry being the largest industry in India, has

spread all parts of the country. It is mostly localized in the states of
Maharastra and Gujarat. In recent years, cotton textiles industry has also
spread to a number of other states like Madhya Pradesh, Bihar, Kerala,
Andhra Pradesh, Uttar Pradesh and Tamilnadu.

GOVERNMENT INITIATIVES

The Indian government has come up with a number of export

promotion policies for the textiles sector. It has also allowed 100 per cent
FDI in the Indian textiles sector under the automatic route.

Some of initiatives taken by the government to further promote the

industry are as under:

 India’s first integrated textiles city, which will largely cater to the
export market and build a brand for Indian textiles abroad, is likely
to be set up in the state of Andhra Pradesh.

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 The Clothing Manufacturers' Association of India (CMAI) has
signed a memorandum of understanding (MOU) with China
Chamber of Commerce for Import and Export of Textiles (CCCT)
to explore potential areas of mutual co-operation for
increasing apparel exports from India.
 The Department of Handlooms and Textiles, Government of India,
has tied up with nine e-commerce players and 70 retailers to
increase the reach of handlooms products in the Indian market,
which will generate better prices and continuous business, besides
facilitating direct access to markets and consumers for weavers.
 The Union Ministry of Textiles, which has set a target of doubling
textile exports in 10 years, plans to enter into bilateral agreements
with Africa and Australia along with working on a new textile
policy to promote value addition, apart from finalising guidelines
for the revised Textile Upgradation Fund Scheme (TUFS).
 The Government of India has started promotion of its ‘India
Handloom’ initiative on social media like Facebook, Twitter and
Instagram with a view to connect with customers, especially youth,
in order to promote high quality handloom products.
 Subsidies on machinery and infrastructure
o The Revised Restructured Technology Up gradation Fund
Scheme (RRTUFS) covers manufacturing of major
machinery for technical textiles for 5 per cent interest
reimbursement and 10 per cent capital subsidy in addition to
5 per cent interest reimbursement also provided to the
specified technical textile machinery under RRTUFS.
o Under the Scheme for Integrated Textile Parks (SITP), the
Government of India provides assistance for creation of
infrastructure in the parks to the extent of 40 per cent with a

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 limit up to Rs 40 crore (US$ 6 million). Under this scheme
the technical textile units can also avail its benefits.
o The major machinery for production of technical textiles
receives a concessional customs duty list of 5 per cent.
o Specified technical textile products are covered under Focus
Product Scheme. Under this scheme, exports of these
products are entitled for duty credit scrip equivalent to 2 per
cent of freight on board (FOB) value of exports
 The Government of India has implemented several export
promotion measures such as Focus Market Scheme, Focus Product
Scheme and Market Linked Focus Product Scheme for increasing
share of India’s textile exports.
 Under the Market Access Initiative (MAI) Scheme, financial
assistance is provided for export promotion activities on focus
countries and focus product countries.
 Under the Market Development Assistance (MDA) Scheme,
financial assistance is provided for a range of export promotion
activities implemented by Textiles Export Promotion Councils.
 The government has also proposed to extend 24/7 customs
clearance facility at 13 airports and 14 sea ports resulting in faster
clearance of import and export cargo.
 The Ministry of Textiles has approved a 'Scheme for promoting
usage of geotechnical textiles in North East Region (NER)' in order
to capitalise on the benefits of geotechnical textiles. The scheme
has been approved with a financial outlay of Rs 427 crore (US$
63.67 million) for five years from 2014-15.

28
Road Ahead

The future for the Indian textile industry looks promising, buoyed by both
strong domestic consumption as well as export demand. With
consumerism and disposable income on the rise, the retail sector has
experienced a rapid growth in the past decade with the entry of several
international players like Marks & Spencer, Guess and Next into the
Indian market. The organized apparel segment is expected to grow at a
Compound Annual Growth Rate (CAGR) of more than 13 per cent over a
10-year period. Exchange Rate Used: INR 1 = US$ 0.0149 as on
September 21, 2016

29
 PROFILE OF SVR SPINNING

SVR Spinning Mills Private Ltd was incorporated in 2010, under

the able leadership of Mr Vanka Ravindra Nath, who had a vision of
erecting a professional organization which would cater to different needs
of the textiles and garments sector. SVR Spinning Mills Private Limited
was registered on September 13, 2010 with Registrar of Companies
Hyderabad as a Private Company limited by shares. It is located in
Annavarapadu West Godavari District, Andhra Pradesh. . Its authorized
share capital is Rs. 100,000,000 and its paid up capital is Rs.
70,000,000.It is involved in Manufacture of other textiles

Background:-
The chief promoter of the company Mr Ravindra Nath Vanka is 48 years
and started Human hair exports in 1989 with work force of 3000
personnel under the banner of ‘M/S Indian Hair Industries Pvt.Ltd
Soon the company became one of the largest exporters of human hair
from India. In 2000, we were acknowledged for our efforts by three
national merit awards and two top awards and many other state level
awards from Govt. of India & Govt. of AP respectively.

It is a well reputed name among the leading Compact (Com4) Cotton

Yarns manufacturers and suppliers. We manufacture and supply premium
quality Yarns that are made from best quality materials using advanced
technology. We have been leading new and revolutionary change in the
textiles industry, by offering world class yarns at competitive prices. The
large international clientele, we cater to testifies the exceptional quality of
our cotton yarns. The Ring Spun & Compact Yarns offered by us are
considered the best available in the market due to the stringent quality

30
check norms followed by us. Each and every vial of yarn being delivered
by us, is personally checked for quality, weave and such other features.
The constant zeal to achieve excellence and leadership among the spun
yarn manufacturers and suppliers, keeps us motivated to deliver quality
products at competitive prices. The present man power is around 800
consisting of permanent workmen, Office staff, Managerial staff and
Trainees.

The reasons for selecting the location are many. As there were
very few at that time in Andhra Pradesh, the promoters thought of
establishing this firm. Abundant manpower and to facilitate employment
to the rural people availability of raw material as the mill is located
nearer to fields. As the company is a manufacturer of textile products, it
requires the raw material in bulk. So it is located nearer to them. The
climate conditions are also a favor to the growth of cotton crops. Another
reason for the location of sit is the transportation. The mill is located to
roadways.

Infrastructure:-
We have developed huge infrastructure facility at our manufacturing
units, that comprises of advanced machines like
 Ringframes : LMW & Rieter, Switzerland
 Autoconers: 338G & AC5 from Schlafhorst,Germnay
 Contamination finders: Vital & Visionsheld,Switzerland.
 Slub attachments: Amsler, Switzerland.

These machines are globally considered to be the best for manufacturing

premium quality spun yarns with utmost precision and high performance.

31
Quality:-
We place special emphasis on quality of our spun yarns, because that is
one thing, which helps us to stand apart from our peers. We have
developed advanced quality check mechanism that adheres to
international quality standards and norms. Each and every spun yarn
leaving our factory premises is personally and individually checked by
our team for quality, weave, life and such other features.

Team:-
We have employed highly qualified team of engineers, designers and
workers, work round the clock to cater to different needs of our esteemed
clients. Keeping customer satisfaction as their inspiration they strive to
achieve higher levels of quality production. Our team is also given
regular skill up-gradation exercise, which helps them to be in touch with
the latest developments.
The main objective of the company is to purchase quality raw materials
and to supply best quality yarn to its customers. It also provides
employment opportunities to local people.

SVR Spinning Mills Pvt Limited

Board of Directors

Sri.Vanka Ravindra Nath : Managing Director

Smt. Vanka Raja Kumari : Director
Sri. Sirish Aditya Sugananam : Director
Smt.Bharathi Sugananm : Director
Sri.Govinda Rao Kanakamedala : Additional Director

32
PRODUCTS MANUFACTURED

SVR Spinning Mills Private Limited specializes in premium quality Spun

Yarns that have been dominating the textiles sector since past two years.
The premium qualities Cotton Spun Yarns offered by us have been
praised by our clients for their quality, weave, and long life. The world
class yarns offered by us are made from top quality materials that are
processed by advanced machines to turn out world class spun yarns.

The huge international client base especially from Korea, China,

Portugal, Turkey and many other countries testify the exceptional quality
of our Yarns. The yarns offered by us are individually checked for
quality, as per international standards by our quality inspectors, to ensure
100% customer satisfaction. The easy availability and competitive prices
of our yarns have cemented our place among the leading spun yarn
manufacturers and suppliers from Tanuku, Andhra Pradesh.

MANUFACTURING PROCESS
A. Mixing
The raw material i.e. cotton bales are opened and made into stakes
and kept for conditioning at mixing room.

B. Blow Room
Here the cotton which are received in bakes is opened up
mechanically the fibers for, different bales is bladed at the stage. In
essence the process consists of the opening and beat in the compressed
tufts of fibered achieve cleaning. Uniformity to an extent and blending.
The output from of laplaylindrical roll or is led directly, via chute for the
carding stage.

33
C. Carding
This process forms a the web of fiber which is conducted into a
rope is called silver, the carding machine essentially consists of a series
of cylinders which have wire mounted on them and which rotates counter
to each other. This action effects the completes opening extent of
penalization or fibers also taken of parallelization of fibers also takes
place at this stage in fibers also taken place at this stage in addition to
increasing uniform it’s for unit.

D. Combing
This process is only used for processing long staple finer to make
yarn counts. General candid slingers are drafted together to form a small
lap. These laps are taken to combed with fire mental teeth. This remover
slot fibers and removes any foreign particles combing also improves fiber
alignment. The combed fiber is again condensed into silver and taken to
the draw frame.

E. Drawing
In this process carded combed silver if draw in order the fibers in
the longitudinal direction about eight silver are sill timorously fed to a
series of roller pair as each successive pairs to rotating at increasing speed
this achieving attenuation and blending. Sometimes blending of fiber is
also done at this stage. Depending on the count of the yarn to be spun a
silver many be drawn once, twice or thrice.

F. Spinning
This is conventional spinning process and still the best for medium
and fine counts. The drawn silver is fed to a ”speed frame”. Then to an
inter and finally to the ring frame the moving pass through gear driven

34
drafting rolls. The yarn guide and through a rotator draft the spindles. The
speed of the feed drafts the relative rpm of the feed. The draft the relative
rpm of the spindles and traveler determine twist and count of the yarn.

G. Winding
The fobbing form the ring frame are small in size and too low a
quality of yarn to facilitate continuous running of subsequent machines,
hence this yarn is would into larger packages conical or cylindrical. This
winding speeds and tensions applied the yarn breaks at weak spots and it
is them reprieved or knotted on the machine. The wound yarn is often raw
into smaller pins for use as weft in shuttle weaving looms.

H. Packing
Our products are offered with safe and secure packaging. These are some
of the machines that assist us in the best quality packaging of our
products.Box packing,pallet packing, Schlafhorst-PPW-A, Murata-TFO,
Amsler-Slub

MARKETING DEPARTMENT
The company has department at Mumbai, Chennai, Varanasi and
Calcutta. 75% of the products are sold at deports and rest of the products
are sold at local markets for weaving purpose. The cotton yarn, viscose
and polyester yarn market has been expanding, opening venues in both
domestic and international circles for market. The major buyers of the
company’s products are weavers and power looms.The customers are
mainly concentrated in the western region of the country. This is also
making a mark in southern region exports have increased over the year.
The company has markets in area like Mumbai, Ahmadabad, Chennai,
Calcutta etc. the product range from yarn of different letters.

35
COMPETITORS

Super Spinning mills limited Hindupur and G.T.N Hyderabad,

local competitors like Satyanarayana spinning mills limited
Venkatarayapuram, Chowdary spinning mills limited, Gamini textiles
limited, Sree Akkamamanba textiles limited. It becomes necessary to
carefully work out pricing and credit polices to face such competition
even though the market demand for products is higher than the supply.
The key market areas for product of SVR Spinning Mills Pvt Ltd are as
follows: Mumbai, Chennai. The company getting orders from yarn and it
also exports its products to Sri Lanka, Bangladesh and Malaysia and
planning to set up market in European countries.

HUMAN RESOURCE MANAGEMENT

Human resource management is that branch of management,

which is responsible on a staff basis for concentrating on those aspects of
operations, which are primarily, concerned with a relationship of
management to employees and employees to employees and the
development of the individual and the group. The objective is to attain
maximum Individual development, desirable working relationship
between employers and employees, and effective molding of human
resources as contrasted with physical resources.

36
HUMAN RESOURCE POLICY

The main focus of HR policy concentrates on enhancing

productivity and result oriented performances. The organization has
formulated an integrated HR strategy which rests on four important
aspects of HR namely, team building, commitment, motivation and
human relations. All efforts are taken by the organization to ensure a
smooth flow of functioning by implementing and following the above
mentioned concepts.

PROCEDURE FOR TAKING ATTENDANCE

 Punch cards are placed on boards as per shift and EDP nos.
 Workmen come before 10 minutes according to their schedule
times and punch the card at time of office.
 Those workmen who do not punch the card shall be marked absent
in from No. 25(muster register) those who punch the card shall be
marked present in the muster register.

SHIFT TIMINGS

1st shift 12:00 Mid Night- 30 minutes interval

8:00A.M
2nd shift 8:00A.M-4:00P.M 30 minutes interval
3rd shift 4:00P.M-12:00Mid 30 minutes interval
Night
General shift 7:30A.M-5:00P.M 1and1/2 hour interval

37
SHIFT ROTATION

 Is done once in a week. Those who work in 1st shift will change to
3rd shift in the following week.
 Those who work in 3rd shift will change to 2nd shift in the following
week.
 Those who work in 2nd shift will change to 1st shift in the following
week.

LEAVE OFFICE MANAGEMENT

If any workman works 240 days in a calendar year he shall be

eligible to get one day earned leave for every 20 days worked. Maximum
earned leaves workman gets 15 days in a year. As per agreement
workman have given three casual leaves per year. Workman can
accumulate up to 30 days. Earned leaves over and above they can on
cash.

LEAVE ADMINISTRATION

Category No. of Leaves Availability

15 EL No Limit
Workman 03 CL Only Three Chances
15 EL Only Three Chances
Staff 12 CL No Limit
30 EL Only Three Chances
Officers 12 CL No Limit

38
HOLIDAY ADMINISTRATION
As per the terms of agreement there are 09 paid holidays in a
calendar year. A general notice shall be displayed on the notice board
before one day of the paid holiday. After 3rd shift the factory shall be
closed (12:00mid night). Again the workman resumes with 1 st shift of the
paid holiday.

QUALITY POLICY

We are committed to achieve continual improvement and enhance

customer satisfaction through
 Leadership with technological up gradation.
 Complying with applicable statuary and regular requirements.
 Manufacture and supply of consistent quality combed cotton and
blended yarn complying with customer requirements.
 Inoculation of total quality culture at all levels.

39
 THEORETICAL FRAMEWORK

Job satisfaction is the result of employees perception satisfaction is a

pleasurable job emotional state resulting from the appraisal of one of low
well their job provides those things. Which are viewed as important job
satisfaction and country-workers, working conditions and the work itself.

Job satisfaction is related to productivity, turnover and

absenteeism where there is satisfaction, there is commitment to the
organization and will decrease turnover rate .highly satisfied employees
have better mental and physical health learn job related jobs tasks more
quickly, have better.

In the literature on industrial psychology the term job

satisfaction is quite frequently used for individual attitude towards the
specific task where as the term job satisfaction is higher order where it is
essentially related to human need and their fulfillment though work it is
generated by individual perception to how well his job satisfies his
various needs.

Specific employee attitude related to job satisfaction and

organization commitments are of major interest to the field of
organization behaviour and practiced human resources management. Job
satisfaction focuses on employee attitude towards their job and discuss of
organization commitments focus on their attitude towards the overall
organization.

Job satisfaction is primarily based upon the satisfaction

of needs the more closely will job satisfaction depend on its gratification
job satisfaction is a person’s attitude towards the job. Positive attitude
towards the job are equivalents job satisfaction where as negative attitude
towards the job are equivalent to job dissatisfaction.
40
NATURE OF JOB SATISFACTION:

It expresses the amount of agreement between one’s

exceptions of the job and the rewards that the job provides. Since job
satisfactions involves exceptions. It relates to equity theory, the
psychological contract and motivation.

The nature of one’s environment affects one’s feelings on

the job. Since a job is an important part of life, job satisfaction influences
one’s general life satisfaction.

WHAT SATISFIED INDIAN EMPLOYEE:

In his study on American employees hop pock (1935) identified six

factors that contributed to job satisfaction among them. These are as
follows:

1. The way individual reacts to unpleasant situation. The facility

with which he adjusts himself to other persons.
2. His relative status in the social and economic group with he
identified himself.
3. The nature of the work in relation to the abilities, interests and
preparation of the worker.
4. Security.
5. Loyalty.

41
THEORIES OF JOB SATISFACTION:
There are differences among experts about the concept of job
basically there are four approaches are theories of job satisfaction. They
are:

1) Fulfillment theory
2) Discrepancy theory
3) Equity theory
4) Two factor theory

FULFILLMENT THEORY:

The proponent of this measure satisfaction in terms of rewards

a person receives or the extent to which his needs are satisfied. Further
they thought that there is a direct or positive relationship between job
satisfaction and the actual satisfaction of the expected needs. The main
difficulty in this approach is that job satisfaction as observed by willing ,
is not only a function of what a person receives but also what he feels he
should receive as there would be considerable difference in the actually
and expiations of persons. Thus job satisfaction cannot be regarded as
merely a function of how much a person receives from his job . another
important factor or variable that should be include to predict job
satisfaction accurately is the strength of the individuals desire of his level
of aspiration in particular area. Thus led to the development of the
discrepancy theory of job satisfaction.

42
2) DISCREPANCY THEORY:

The proponents of theory argue that satisfaction is the function of

what a person actually receives from his job satisfaction and what he
thinks be should receives or what he expert to receive. What the actual
satisfaction derived is then expected satisfaction, it result in
dissatisfaction as discussed earlier. Job satisfaction and dissatisfaction are
function of the perceives it is offering “.

This approach does not make it dear whether or not over

satisfaction is a part of dissatisfaction is a part of dissatisfaction and if so,
how dies differ from dissatisfaction. This led to the development of
equity theory of job satisfaction

3) EQUITY THEORY:

The proponents of this theory are of view that a person satisfaction is

determined by his perceived equity, which in turn is determined

by his input balance is the perceived ration of what a person of what a

person received from his job relative to what he contributes to job . This
theory is of the view that both under reward causes fallings of unfair
treatment, over reward lead to feeling of guilt and discomfort

43
4) TWO FACTOR THEORY:

As discussed earlier, this theory was developed by Hertzberg,

manusner, perversion and cap well who identified certain factors satisfies
and dissatisfies. Factors such as achievement, recognition, responsibility
etc., are satisfies, the presence of which cause satisfaction but their
absence does not result in dissatisfaction

On other hand, factors such as supervision, salary, working

conditions etc., are dissatisfaction, the absence of which causes
dissatisfaction.

Their presence however, does not result in job satisfaction. The

studies designed to test their theory failed to give any support to this
theory .as it seems that a person can get both satisfaction and
dissatisfaction at the time which is not valid.

44
45
PERSONAL FACTORS:

The following are various personal factors which influence on job

satisfaction

1) AGE

2) SEX

3) TIME ON JOB

4) INTELLIGENCE

5) EDUCATION

6) PERSONALITY

7) NUMBER OF DEPENDENTS

46
 They include workers sex, education, age marital status and third
personal character, family background, socio-economic background and
the like.

These factors have recently been studied and found to be important

in the section in the employees. Instead of being guided by their co-
workers and supervisors, the skilled workers would rather like to be
guided be their own inclination to choose jobs in consideration of what
they have to do.

These factors include the work itself, conditions, influence of

internal and external environment on the job which is controlled by the
management etc.

FACTORS CONTROLLED BY THE MANAGEMENT:

They include the nature of supervision, job security, kind of work

group, wage rate, promotional opportunities, transfer policy, duration of
work and sense responsibilities. All these factors greatly influence the
workers.

Their presence in the organization motivates the workers and

providers and sense of job satisfaction. Though performance and job
satisfaction are influenced by different set off factors, these two can be
related if management links rewarded to performance.

It is viewed that job satisfaction is a consequences of performance

rather than a cause of it satisfaction strong influences the productive
efficiency of an organization.

47
 Whereas absenteeism, employee turnover, alcoholism,
irresponsibility, discommitment are the result of job dissatisfaction.

However, job satisfaction or dissatisfaction opinions about the job

and the organization which in employee morale.

JOB SATISFACTION AND WORK BEHAVIOUR:

Generally the level of job satisfaction seems to have some relation

with various aspects of work behavior like absenteeism, adjustment,
accidents, productivity and union affiliation.

Although several studies have shown varying degree o relationship

between them and job satisfaction, it is not quite clear weather these
relationships are correlative or casuals. In other words, is job satisfaction
or dissatisfaction a cause satisfaction or dissatisfaction.

Most studies have used a correlative design to examine the

relationship between them and have found the nature of relationship
varying depending upon the nature of the aspect of job behavior.

There are few studies that have used a casual design in which they
have first identified the high-low group on work behavior and they have
taken the job satisfaction data.

JOB SATISFACTION AND ACCIDENTS:

Not very long ago Sigmund Freud made the statement the
accidents just do not happen suggesting thereby that perhaps chance is
not the only thing to which accidents could be attributed. Some years
later, the concept of accident proneness was prosper indication that the
accident behavior is not a random phenomenon but could be predicated.

48
 Some people tend to be more prone to accidents than other. Studies
have shown a variety of variables that seem to explain at least to some
extent, the reasons why accidents take place.

These could be the reasons in one’s personal life, work itself and
the environments in which one is working. According to keener (1961).

Accidents are the means of venting anger and frustration and

getting attending research on the relationship between jobs.

Satisfaction and accident generally shows that the higher the

satisfaction with the job the lower is the rate of accident.

JOB SATISFACTION AND ADJUSTMENT:

If the employee is facing the problems in generally adjustment is

like to affect his work life. Although it is difficulties to define adjustment
most psychologists and organizational behaviourists have been able to
narrow it down to what they call neuroticism, perhaps, can be examined
in the light of what is socially desirable.

Generally deviation from socially expected behavior has come to

be identified as neurotic behavior since the socially expected or desirable
behavior may also change.

Family tensions job tensions and social tensions, emotional stress,

fear, anxiety of any such sources could be a source of neurotics

49
JOB SATISFACTION AND UNIONISM:

In the Indian context where unions are the strong and persuasive, to
thinks of job satisfaction without unionism would be very unrealistic.

In large cities and industrial belts unions are the fact of life if the
organizational climate, personal policies and practices of management are
seen dissatisfying

Not only this dissatisfaction of the employees with work and work
environment, is often exploited by union leaders

SOURCES OF JOB SATISFACTION:

Several job elements contribute to job satisfaction they are

1. Wage

2. Nature of work.

3. Promotions.

4. Super vision.

5. Work group.

6. Work condition.
50
1. WAGE:
Wage plays a vital role in influencing job-satisfaction. This is
based on two reasons.

 Money is an important instrument in fulfilling ones needs.

 Employees often see pay as a reflection of managements concern
for them employees want a pay system , which is simple , fair ,and
in line with their expectations .when pay is seen as fair ,based on
job demands, individual skill level , and community pay standards ,
satisfaction is likely to result .

2. NATURE OF WORK:

Most employees crave intellectual challenges on jobs. They tend to

prefer being given opportunities to use their skills and abilities and being
offered a variety of tasks, freedom and feedback on how well they are
doing. These characteristics make jobs mentally challenging .jobs that
have too little challenge create Borden .but too much challenge creates
frustration and a failure. Other conditions or moderate challenge,
experience pleasure and satisfaction.

3. PROMOTIONS:

Promotions opportunities affect job satisfaction considerably. the

desire for promotion is generally strong among employees as it involves
change in job content, pays, responsibility, independence, status and the
like an average in his entire service, though chance of promotion are
better in the private sector it is no surprise that the employees take
promotions’ as the ultimate achievement in his career and when if it is
realized, he feels extremely satisfied.

51
4) SUPERVISION:

There is a positive relative relationship between the quality of

supervision and Job satisfaction supervision that establish a supportive
personal relationship with subordinate and take a employee satisfaction.
Supervisor’s actions for maintaining job satisfaction.

 Maintaining open lines of communication.

 Create a good physical environment.
 Transport discounted employees.
 Change the perception of dissatisfied employees.
 Allow for participative management.
 Conduct morale building programmer.
5) WORK GROUP:

The work group does serve as a source of job satisfaction to

individual & group members, with opportunities for inter. If is well
known, for many employees work fills the need social interaction.

The work group is source of satisfaction when members have

similar attitudes and values. Working people around with similar attitudes
cause less friction on day to day basis. Co-works with similar attitudes
and values also prides some confirmation of person’s self-concept. We
are ok and you are ok.

6) WORKING CONDITIONS:

Working conditions that are compatible with employee’s physical

comfort and those facilities doing a good job contribution to job
satisfaction are temperature, humidity etc. Ventilation and noise, hours of
work, cleanliness of work place, and adequate tools and equipment are
the features which affect job satisfaction.

52
BENEFITS OF JOB SATISFACTION:

1) One benefit of job satisfaction survey is that the give management and
indication of general levels of satisfaction in company. Survey also
indicate specific areas of satisfaction of dissatisfaction (as with
employee service) in other words, a survey tell how employees feel
about their jobs, with parts of their jobs these feelings are focused on,
which departments are particularly affected, and whose feeling are
involved (for example, supervisors, employees or staff specialists) the
survey is powerful diagnostic instrument for assessing employee
problems.

2) Improve communication is another benefit of the surveys.

Communication flows in all directions as people plan the surveys,
talks and discuss is results particularly beneficial to the company is,
the upward communication when employee are encouraged to
comment about what they really have in their mind .

3) An unexpected benefit from job–satisfaction surveys is improves

attitudes. For some employees, the survey is a safety value, an
emotional release, a chance to get things off their chest. For other, the
survey is a tangible expression of management’s interest in employee
welfare, which gives employees reason to feed better towards
management. The job-satisfaction survey can help discover the causes
of indirect productivity problems such as absenteeism, turners are
highly conflated with job satisfaction. It was noted that these, in turn,
affect.

53
4) Productivity, it might appropriately run to job –satisfaction survey to
diagnose the cause. The cause below pay, lack of promotional
opportunities, unchallenging jobs, unjust treatment and the like.
Without proper surveys, there could be random guessing on the part of
management both to get a better, handle on was employees are lagging
and to plan solutions to problems.

USE OF JOB SATISFACTION:

Before conducting any formal satisfaction survey, managers

do well to examine two other methods of assessing employees through
constant interaction and communication. This is a particulars and timely
methods of determining the job, satisfaction. Besides, there are a number
of indicators already available in the organization, and their collection in
the form of reports will throw much light on the degree of employees’
satisfaction. Some of the available data relate turnover absenteeism,
performance, suggestions, accidents, grievances and the like.

IMPORTANCE OF JOB SATISFACTION:

.
1. Job satisfaction has some degree of positive correction with
physical health of individuals. People, who like work, are likely to
live longer which means that people with greater satisfaction tend
to have greater income and more education and enjoy greater
benefits, which promote longevity.
2. Its spreads goodwill about the organization. People who feel
positively about their work are more favorable sentiments about the
organization will be in a position to enjoy talents as job satisfaction

54
 fosters a pervasive residue of public goodwill towards the
organization.
3. Reduces jobs absenteeism and employee. Higher job satisfaction
reduces labor turnover and absenteeism and the managers are
competed if they are in convinced about the merits of job
satisfaction, to give priority adequate weight are to-job satisfaction.

CONSEQUENCES OF JOB SATISFACTION:

Job satisfaction is obviously of great personal concern managers

are also concerned about the consequences of Job satisfaction for
employee dissatisfaction and effect there is none so important to
managers as performance. First, the relationship between Job satisfaction
and job performance is week other factors beside Job satisfaction for
instance, the condition of the work equipment are the workers own
abilities age much greater impact on how much a person can produce that
his her Job satisfaction does.

Second there is substantial evidence to suggest that job

performance leads to Job satisfaction rather than vice-versa. Employees
who perform well should receive both more intrinsic rewards and more
extrinsic rewards workers who have successfully completed their job will
receive move intrinsic rewards as a result of their efforts. Moreover,
employees who perform well should also receive more extrinsic rewards
in recognition of their superior work. As a result of these rewards, the
best performers will also be the most satisfied workers.

55
 TURNOVER:

The relationship between Job satisfaction and turnover is strong.

Organizational with the lowest average satisfaction levels tends to have
the highest turnover rates.

ABSENTEEISM:

Job satisfaction is highly related to absenteeism. In work units

where Job satisfaction is high in work units where Job satisfaction is
low, attendance will be those groups of workers with the highest
levels of Job satisfaction are likely to exert the high level of effort
necessary to get to work. Workers who are dissatisfaction are more
likely to make “Mental health”.

JOB SATISFACTION SURVEYS:

They are the most reliable and valid methods measuring job
satisfaction. The most well known Job satisfaction survey is the job
descriptive index. It has been used in a large variety of organization, with
employees from all different levels of education and income. It requires
only 10 to 15 minutes employees because they can influence life outside
of work. Working conditions are either extremely good extremely bad
they are taken for granted by most employees.

Basically Job satisfaction is determined by the discrepancy

between what individuals expect to get off their jobs what the job actually
offers. A person will be dissatisfied there is less than the desired amount
of job characteristic in the job.

56
 DATA ANALYSIS AND INTERPRETATION

1. OPINION OF RESPONDENTS ABOUT THE ORGANIZATION

STRUCTURE?

S.NO OPTIONS RESPONDENTS PERCENTAGE

1 YES 60 60

2 NO 40 40

TOTAL 100 100

57
 PERCENTAGE

60

50
60
40

30 40
20

10

0
Yes No

INTERPRETATION:

From the above graph, it is observed that majority of the

respondents expressed as yes, few of the respondents expressed as no
about the organization structure.

58
2. INVOLVEMENT OF WORKER IN DECISION MAKING PROCESS AT

POLICY MAKING LEVEL.

S.NO OPTIONS RESPONDENTS PERCENTAGE

1 YES 30 30

2 NO 70 70

TOTAL 100 100

59
 PERCENTAGE

70

60

50
70
40

30

20 30

10

0
Yes No

INTERPRETATION:

The above graph indicates that some of the respondents expressed

as yes and most of respondents opined as no involving the employees in
the decisions taking by the management.

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3. OPINION ON JOB SATISFACTION HELPS TO REDUCED ABSENTEEISM

S.NO OPTIONS RESPONDENTS PERCENTAGE

1 YES 70 70

2 NO 20 20

3 MODERATE 10 10

TOTAL 100 100

61
 PERCENTAGE

70
60
50
40 70

30
20
20
10 10
0
Yes No Moderate

INTERPRETATION:

The above graph indicates that most of the respondents opined as

yes, some of the respondents opined as no and very few of respondents
felts moderate about the job satisfaction is essential for reduce the
absenteeism.

62
4. OPINION ON THE TIME MANUFACTURING

S.NO OPTIONS RESPONDENTS PERCENTAGE

1 STRONGLY AGREE 60 60

2 AGREE 30 30

3 DISAGREE 10 10

TOTAL 100 100

63
 PERCENTAGE

60

50

40

30 60

20
30
10 10

0
Strongly Agree Agree Disagree

INTERPRETATION:

The above graph indicates most of the respondents opinioned

strongly agree, few respondents felts agree and very few respondents
were disagree about the time manufacturing of the organization.

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5. LONG RUN JOB SATISFACTION LEADS TO INCREASED
PRODUCTIVITY.

S.NO OPTIONS RESPONDENTS PERCENTAGE

1 YES 60 60

2 NO 40 40

TOTAL 100 100

65
 PERCENTAGE

60

50

40
60
30
40
20

10

0
YES NO

INTERPRETATION:

The above graph indicates majority of the respondents deliberate

as yes and rest of the respondents deliberate as no about the statement of
“long run job satisfaction will increase the productivity”.

66
6. LOWEST JOB SATISFACTION LEVELS TEND TO HAVE
THE HIGHEST TURNOVER RATES.

S.NO OPTIONS RESPONDENTS PERCENTAGE

STRONGLY
A AGREE 70 70

B AGREE 10 10
10
C DISAGREE 10

D STRONGLY 10 10
DISAGREE

TOTAL 100 100

67
 PERCENTAGE

70

60

50 70

40

30

20

10 10 10 10
0
STRONGLY AGREE DISAGREE STRONGLY
AGREE DISAGREE

INTERPRETATION:

The above graph indicates most of the respondents are strongly

agree and some of the respondents are agree and few respondents were
disagree and strongly disagree about the statement.

68
7. WHEN EMPLOYEES ARE DISSATISFIED ABOUT THEIR
JOB &THEY ARE MORE LIABLE TO EXPERIENCE
ACCIDENTS.

S.NO OPTIONS RESPONDENTS PERCENTAGE

A YES 80 80

B NO 10 10

C MODERATE 10 10

TOTAL 100 100

69
 PERCENTAGE

80

70

60
80
50

40

30

20

10 10
10

0
YES NO MODERATE

INTERPRETATION:

The above graph indicates majority of the respondents expressed

as yes and some of the respondents expressed as no and few of the
respondents expressed as moderate about the statement of “Employees
are dissatisfied about their job &they are more liable to experience
accidents”.

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8. OPINION OF THE WORKER ABOUT WORKING
CONDITIONS.

S.NO OPTIONS RESPONDENTS PERCENTAGE

1 EXECELLENT 60 60

2 VERY GOOD 20 20

3 AVERAGE 5 5

4 POOR 15 15

TOTAL 100 100

71
 PERCENTAGE

60

50

40

30
60
20

10 20
15
5
0
EXECELLENT VERY GOOD AVERAGE POOR

INTERPRETATION:

The above graph shows most of the employees are expressed as excellent
some of the employees felt very good and few of employees opined as
average and some of the employees expressed poor response with the
working conditions of the organization

72
9. OPINION ON ENCOURAGEMENT FROM SUPERVISORS

S.NO OPTION RESPONDENTS PERCENTAGE

1 EXCELLENT 25 25

2 VERY GOOD 25 25

3 AVERAGE 20 20

4 GOOD 30 30

TOTAL 100 100

73
 PERCENTAGE

30

25

20

15
25 25 30
10 20

0
EXCELLENT VERY GOOD AVERAGE GOOD

INTERPRETATION:

The above graph shows majority of the respondents felt

excellent and very good, rest of the respondents opined average and good.
So the encouragement from supervisors’ supervision is satisfactory.

74
10.RESPONDENT OPINION ON THE JOB PERFORMANCE
APPRAISAL SYSTEM.

S.NO OPTIONS RESPONDENT PERCENTAGE

1 EXCELLENT 40 40

2 VERY GOOD 25 25

3 AVERAGE 20 20

4 POOR 15 15

TOTAL 100 100

75
 PERCENTAGE

40

35

30

25

20 40

15
25
10 20
15
5

0
EXCELLENT VERY GOOD AVERAGE POOR

INTERPRETATION:

The above graph shows some of the respondents felt

excellent and very good, rest of the respondents opined average and poor.
So the performance appraisal is not satisfactory.

76
11.THE REWARDS AND RECOGNITION IN THIS
ORGANIZATION IT HELPS TO CAREER
ADVANCEMENT

S.NO OPTIONS RESPONDENT PERCENTAGE

1 AGREE 60 60

2 DISAGREE 30 30

3 STRONGLY 10 10
DISAGREE

TOTAL 100 100

77
 PERCENTAGE

60

50

40
60

30

20 30

10
10

0
AGREE DISAGREE STRONGLY DISAGREE

INTERPRETATION:

The above graph indicates majority of the respondents agree, some

of the respondents are disagree and very few of the respondents are
strongly disagree. So here the reward and recognition schemes are good.

78
12.RESPONDENT OPINION INDUSTRIAL RELATIONS IN
THE ORGANIZATION.

S. NO OPTIONS RESPONDENTS PERCENTAGE

1 EXCELLENT 75 75

2 VERY GOOD 10 10

3 AVERAGE 10 10

4 POOR 5 5

TOTAL 100 100

79
 PERCENTAGE

80

70

60

50
75
40

30

20

10
10 10
5
0
EXCELLENT VERY GOOD AVERAGE POOR

INTERPRETATION:

The above graph indicates majority of the respondents say

excellent, some of the respondents opinioned very good and average and
minority of the respondents say poor about the industrial relations in the
organization.

80
13.WITH HELP OF SATISFACTION THE ORGANIZATION
ACHIEVING THE GOAL SETTINGS OR NOT?

S. NO OPTIONS RESPONDENTS PERCENTAGE

1 YES 75 75

2 NO 25 25

TOTAL 100 100

81
 PERCENTAGE

80
70
60
75
50
40
30
20 25
10
0
YES NO

INTERPRETATION:

The above graph indicates majority of the respondents expressed as

yes and remaining of the respondents expressed as no. So the
organization was achieving the goals with the help of job satisfaction.

82
 FINDINGS

 It is observed that the SVR is following good HR practices.

 It was found that almost all the employees are having job
satisfaction in SVR Spinning Mills.
 It is observed that the salary structure and salary determination
process is very clear and precise.
 It was identified that the employees of SVR Spinning mills are
getting bonus annually.
 It is found that employees are confident in achieving organizational
goals by the support of the management.
 It is observed that the organization is not at all concentrating on
transport facilities to the employees.
 It is identified that employee promotions are depending upon their
seniority &qualification.
 It was observed that SVR Spinning mills is very strict in
organizational discipline.
 It is found that all workers and employees accepted the shift
system.
 It is observed that there are no industrial disputes in the company.
 It was noticed that SVR Spinning mills were giving different types
of fringe benefits to their employees.
 It is observed that most of the supervisors and workmen opinioned
that the working environment is very good.

83
 SUGGESTIONS

 It is suggested that the management needs to pay salaries and other

benefits in time which create interest, motivates employee to do the
work efficiently and effectively.
 It is suggested that the management needs to provide the recreation
facilities to the employees to refresh them.
 It is recommended that management must provide the welfare
facilities to meet the minimum requirements of the employees.
 It is recommended that the management has to grant incentives to
the workers as well as other employees whenever there is an
increase in the productivity.
 It is recommended that the management has to consider employee
opinions before taking any decision relating to employees.
 It is advised that transportation facilities have to be provided.
 It is suggested that company has to provide the technical education
to the workers to improve skills and efficiency of labour to avoid
wastage and help to increase the productivity.
 It is recommended that the company has to provide better security
system for the employees.

84
 BIBLIOGRAPHY

 Author: K.ASWATHAPPA
Title of text book: Organizational Behavior (Revised edition)
Publisher: Himalaya Publishers.

 Author: Stethen P. Robbins

Title of text book: Personal Human Resource Management (III
Edition)
Publisher: Prentice Hall of India Pvt. Limited

 Author: Dr. P. Subba Rao

Title of text book: Essentials of Human Resource Management and
Industrial Relations
Published in year:1996

WEBSITES:
www.svrspinningmills.com
www.citehr.com

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