CHAPTER - 1

INTRODUCTION OF STUDY

1.1 INTRODUCTION

Job satisfaction has been defined as a pleasurable emotional state resulting from
the appraisal of one’s job an affective reaction to one’s job; and an attitude towards one’s job has
argued that job satisfaction is an attitude but points out that researchers should clearly distinguish
the objects of cognitive evaluation which are affecting(emotion), beliefs and behaviours. This
definition suggests that we form attitudes towards our jobs by taking into account our feeling,
our beliefs, and our behaviours. The sense of fulfillment and pride felt by people who enjoy
their work and do it well. This feeling is enhanced if the significance of the work done and its
value are recognized by those in authority.

Blum states that job satisfaction is th3e result of various attitudes of the persons towards
his job towards related factors and towards if in general. Blum and nylon state that job
satisfaction refers to a person’s feelings of satisfaction on the job which acts as a motivation by
the following variables like job factor, working environment, relationship with supervisor,
leadership, recognition, wage morale motivation, identification with company and welfare.

Employee satisfaction is a very intricate problem for the industry, which requires a very
comprehensive, and integrated approach and which cannot be solved through efforts either by
motivations measures alone.

The project is an attempt to study employee satisfaction among the management. The
development progress and prosperity of any organization depend upon employee satisfaction,
always satisfaction of employee in an establishment in a symptom for the proper functioning of
the organization.

Employee satisfaction is an act of recharging the employee with the monetary and
non-monetary incentive packages.

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1.1.1 ORGANIZATION WELFARE

In most organization welfare is the responsibility of welfare officers. The factories act,
1948 mandates that every industrial establishment must appoint a welfare officer if the number
of employee is 500 or more (The number of increasing depending upon the number of
employees) welfare officers are educated and trained in the field and are, therefore, in a better
position to manage welfare well.

1.1.2 EMPLOYEE WELFARE

Welfare means faring or doing well. It is a comprehensive term and refers to the physical,
mental, moral and emotional well-being of an individual. Further, the term welfare is a relative
concept, relative in time and space. It, is therefore, varies from time to time, from region to
region and from country to country deals with the provision of opportunities for the worker and
his family for a good life as understood on its most comprehensive sense.

1.1.3 EMPLOYEE MEANS AS FOLLOWS

A worker who is hired to perform a job employment is a contract between who parties,
one being the employer and the other being the employee. An individual who provides labour to
a company or another person means an employee of an employer who is employed in the
business of that employer.

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 1.2. NEED OF THE STUDY

 To increase the job satisfaction and achievement

 To improve the productivity of the employees of job satisfaction
 To know how to managing the job satisfaction effectively
 Analyzing the need for the satisfaction programs
 To take corrective action in the organization

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 1.3. OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES

A study on job satisfaction of JEPPAAR MILK PVT, kariyamangalam at

tiruvannamalai.

SECONDARY OBJECTIVES

 To know the factor influencing to joining this job.

 To know the opinion about infrastructure facilities in a company.
 To know the opinion about the employees working environment.
 To examine relationship between employees and co-workers.
 To know the opinion about salary in advance.

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 1.4. SCOPE OF THE STUDY

 To identify the employees’ level of satisfaction upon that job.

 It is helpful to identify the employee’s level of satisfaction towards their job
 It also helpful to organization for identifying the area of dissatisfaction in job of the
employees.
 Easy understating to employees training needs.
 To study of employees working condition in good environment facility provided by the
company.

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 1.5. LIMITATIONS OF THE STUDY

 The finding of the study is only applicable to the JEPPIAAR MILK.

 The study is intended to analysis the work timing which appears to very high of the
employees.
 Respondents hold a fear and caution in opening their opinions frankly
 Employees are very busy in their work, so it is very difficult to collect date from the
employees.
 The survey was conduct with employees job satisfaction and improve company growth.

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 CHEPTER-2

2.1. INDUSTRY PROFLE

Today, India is 'The Oyster' of the global dairy industry. It offers opportunities galore to
entrepreneurs worldwide, who wish to capitalize on one of the world's largest and fastest
growing markets for milk and milk products. A bagful of 'pearls' awaits the international dairy
processor in India. The Indian dairy industry is rapidly growing, trying to keep pace with the
galloping progress around the world. As he expands his overseas operations to India many
profitable options await him. He may transfer technology, sign joint ventures or use India as a
sourcing centre for regional exports. The liberalization of the Indian economy beckons to MNC's
and foreign investors alike.

India’s dairy sector is expected to triple its production in the next 10 years in
view of expanding potential for export to Europe and the West. Moreover with WTO regulations
expected to come into force in coming years. All the developed countries which are among big
exporters today would have to withdraw the support and subsidy to their domestic milk products
sector. Also India today is the lowest cost producer of per litre of milk in the world, at 27 cents,
compared with the U.S' 63 cents, and Japan’s $2.8 dollars. Also to take advantage of this lowest
cost of milk production and increasing production in the country multinational companies are
planning to expand their activities here. Some of these milk producers have already obtained
quality standard certificates from the authorities. This will help them in marketing their products
in foreign countries in processed form.

The urban market for milk products is expected to grow at an accelerated

pace of around 33% per annum to around Rs.43, 500 crores by year 2005. This growth is going
to come from the greater emphasis on the processed foods sector and also by increase in the
conversion of milk into milk products. By 2005, the value of Indian dairy produce is expected to
be Rs 10, 00,000 million. Presently the market is valued at around Rs7, 00,000 million.

India with 134 million cows and 125 million buffaloes has the largest population of cattle in the
world. Total cattle population in the country as on October'00 stood at 313 million. More than

7
fifty percent of the buffaloes and twenty percent of the cattle in the world are found in India and
most of these are milk cows and milk buffaloes.

Indian dairy sector contributes the large share in agricultural gross domestic products. Presently
there are around 70,000 village dairy cooperatives across the country. The co-operative societies
are federated into 170 district milk producers unions, which is turn has 22-state cooperative dairy
federation. Milk production gives employment to more than 72million dairy farmers. In terms of
total production, India is the leading producer of milk in the world followed by USA. The milk
production in 1999-00 is estimated at 78million MT as compared to 74.5million MT in the
previous year.. Of this total produce of 78mn cows' milk constitute 36mn MT while rest is from
other cattle. While world milk production declined by 2 per cent in the last three years, according
to FAO estimates, Indian production has increased by 4 per cent. The milk production in India
accounts for more than 13% of the total world output and 57% of total Asia's production.

Although milk production has grown at a fast pace during the last three decades
(courtesy: Operation Flood), milk yield per animal is very low. The main reasons for the low
yield are

 Lack of use of scientific practices in mulching.

 Inadequate availability of fodder in all seasons.
 Unavailability of veterinary health service

FRESH MILK

Over 50% of the milk produced in India is buffalo milk, and 45% is cow milk. The buffalo milk
contribution to total milk produce is expected to be 54% in 2000. Buffalo milk has 3.6% protein,
7.4% fat, 5.5% milk sugar, 0.8% ash and 82.7% water whereas cow milk has 3.5% protein, 3.7%
fat, 4.9% milk sugar, 0.7% ash and 87% water. While presently (for the year 2000) the price of
Buffalo milk is ruling at $261-313 per MT that of cow is ruling at $170-267 per MT. Fresh
pasteurized milk is available in packaged form. However, a large part of milk consumed in India
is not pasteurized, and is sold in loose form by vendors. Sterilized milk is scarcely available in
India. Packaged milk can be divided according to fat content as follows,

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  Whole (full cream) milk - 6% fat
 Standardized (toned) milk - 4.5% fat
 Doubled toned (low fat) milk - 3% fat

EMERGING DAIRY MARKETS

 Food service institutional market: It is growing at double the rate of consumer market
 Defense market: An important growing market for quality products at reasonable prices
 Ingredients market: A boom is forecast in the market of dairy products used as raw
material in pharmaceutical and allied industries
 Parlour market: The increasing away-from-home consumption trend opens new vistas
for ready-to-serve dairy products which would ride piggyback on the fast food revolution
sweeping the urban India.

RETAILING:

There is scope for standardizing and upgrading food retailing in major metropolitan cities to
meet the shopping needs of a vast middle class. This area includes grocery stores of European
and North American quality, warehousing and distribution.

 PRODUCT DEVELOPMENT:

Dairy foods can be manufactured and packaged for export to countries where Indian food
enjoys basic acceptance. The manufacturing may be carried out in contract plants in India. An
option to market the products in collaboration with local establishments or entrepreneurs can also
be explored. Products exhibiting potential include typical indigenous dairy foods either not
available in foreign countries or products whose authenticity may be questionable. Gulabjamuns,
Burfi, Peda, Rasagollas, and a host of other Indian sweets have good business prospects.

Products typically foreign to India but indigenous to other countries could also be
developed for export. Such products can be manufactured in retail package sizes and could be
produced from milk of sheep, goats and camel. Certain products are characteristically produced
from milk of a particular species. For example, Feta cheese is used in significant tonnage, in Iran.

9
 2.2. COMPANY PROFILE

Our Founder and Managing Director Dr. JEPPIAAR M.A.,B.L., Ph.D., is an

Educationalist, philanthropist and industrialist who thinks for the uplift of downtrodden ,
weaker and rural population by providing employment opportunities, livelihood and with a
vision to feed the poor. He thinks ahead in futuristic approach for the welfare of mankind and
humanity as a whole. With the growing demand for nutritious food supply to mankind and with
aim of promoting healthy quality milk supply for all age groups “Jeppiaar Milk Products Private
Limited came in to existence.
Dr. Jeppiaar with the vision to evolve solution of employment opportunities for the rural youths
and village women, a pattern of milk procurement system by paying the right price for their
produce and in turn which led to the development of their life pattern as a whole was employed.
The promotion of the villagers life standards through milk business and by providing
educational opportunities from our educational institutions through online programs were
employed.

Vision statement

 To culminate the business opportunities at village level to attain basic health and
nutritional requirement of all age groups for humanity as a whole.
Mission statement

 Technology ,Quality And Services form the basic tools for the successful promotions of
rural milk business to satisfy the global need of quality Milk Supply for consumption all
age groups.
Quality policy

 To earnestly strive for customer satisfaction and make continual improvement in quality
and service which is achieved by team work

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MILE STONE:

 The Arunai Milk Products established by Arunai Engineering college group on December
2003 was undertaken by our JEPPIAAR Educational Trust on July 14, 2004 and was
named as jet associates milk products.
 The Daily Milk sales at the initial stage was only 14000 liters per day
 The plant processing capacity 50,000 a liter was attained in the year 2005.
 Under the able guidance and Administration of our Managing Director Dr.Jeppiaar, the
milk business enriched with the procurementvolume increasing to 65000 LPD and hence
storage capacity was extended to 65000 liters per day in the year 2006.
 The MMPO license from the central registering authority inspected our plant and advised
us to take license from the state registering authority in the year 2007.
 Thus in the year 2008 the state MMPO issuedLicense for operating 65000 liters per day.
 In the year 2008 we have started a milk procurement station at Morappur.
 The processing capacity was further increased from 5000 liters per hour to 15000 liters
per hour in October 2009.
 Our Milk brands of JEPPIAAR toned, standardized and double toned milk was extended
till the southern tip of India, Kanyakumari.
 Our entry in to products started with the launch of JEPPIAAR CURD in 2010 February
14th.
 We have started one more milk collection and chilling station at Jeppiaar Dairy Farm in
the year 2010.
 On the same day a new Dairy farm, JEPPIAAR DAIRY FARM, with the farm capacity
for 3000 milk.An animal was established in Nachiapuram, near cheapest, tiruvannamalai
district with state of art sweetishtechnology.
 In the Year 2011 we launched JEPPIAAR Curd as well as JEPPIAAR sweetened yoghurt
in varieties of 60 grams, 125 grams and 200 grams cups.
 In the year 2012 we expanded our Handling capacity volume to 1, 10,000 LPD. The Jet
Associate Milk Products was rechristened as Jeppiaar Milk Products Private Limited.
 In the year 2013, we got FSSA Central License for operation 1, 10,000 LPD. Also we
launched Jeppiaar Full cream Milk in to the market.

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ACHIEVEMENTS

 The Jeppiaar Milk Products is the first dairy to bring out the pattern of using only cow
milk for the preparation of standardized milk in the year 2004 and continues till date.
Earlier dairies used only mixed milk of cow and buffalo.
 Jeppiaar Milk got the CSO – consumer standard Organisation Award for its best quality
and service in the year 2005.
 Jeppiaar Milk products P limited is the first organization in India to launch the latest
technology of Hydro-cyclone for milk filtration
 Jeppiaar Milk is the first company to bring Village resource centers for the promotion
village education through online contact program by Sathyabama University and ISRO
and this provided rural employment opportunities.
Milk Processing
Our Milk and Products processing department is adopting world class technologies and well
equipped to maintain hygiene and quality at every steps of processing. Our Operational
Executives are well acquainted to machinery maintenance processing techniques. They are
unique in their efforts to maintain the quality parameters at all the steps of Milk Processing. We
are using French technology for our Milk Process through Sweden Machineries. We are the first
in India to Launch Hydro cyclone technology for milk filtration.
Quality control process
The Quality Control Department takes utmost care to give the best quality in consistency. We
have all facilities in our lab. We follow BIS standards and guide line of AOAC as well as Food
Safety and Standard Act are followed.

Fact sheet
Our Organization procures about 1, 00,000liters of cow milk in the districts of Tiruvannamalai,
Vellore, krishnagiri, dharmapuri and villupuram. The Milk shed is of completely cow milk and
we provide business opportunities in about 1000 villages in these districts. The family benefited
by us is about 20,000. The procurement system compromises of about automatic milk collection
system and Immediate milk payment by our vendors to our producers.
The Sales distribution comprises of four zones in Tamil Nadu namely, north zone –
gingee,madhuranthagm,chingleput, chennai, east zone – villupuram, cuddalore, pondy,

12
seerkazhi, chidambaram, mayiladathurai, kumbakonam, anaikarai,kattumannarkoil,, south zone –
kovilpatti, tuticorin, nagercoil, kanyakumari, and west zone – tiruvannamlai, chetpet,
devikapuram, arani,vellore, krishnagiri, mathur and tirupathur. The distribution points are given
timely delivery . Near about 250 distributors and 150 dealers are associated with Jeppiaar Milk.
We provide buisness opportunities to about 1000 families in the market sector.

Jeppiaar milk products private limited

Makers of healthy generationJeppiaar Milk Products Private limited has a well structured and
strong infrastructure pattern for the milk business.There are wide classifications of departments
for a well operation and execution of our administration.
The departments and divisions are as follows:
 Administration And Finance Management
 Department Of Milk Procurement and farmers care
 Raw Milk Reception Department
 Quality Control And Assurance Department
 Milk Process and Production Planning Department
 Department Of Utilities Operations.
 Milk Packaging And Forwarding Department
 Department Of Supply Chain Management
 Department Of Basic Works And Milk Handling
 Department Of Logistics And Supply Chain
 Internal Premises Security.
 Department Of catering And In house Canteen Services

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 CHEPTER-3

3. REVIEW OF LITERATURE

3.1. CONCEPTUAL REVIEW

Job satisfaction is one of the major interests to the field of organizational behavior and the
practice of HRM. It reflects employee’s attitudes towards their job and commitment to an
organization. Job satisfaction refers to one’s feelings or state of mind regarding the nature of
their work. It describes how content an individual is with his or her job.

VARIOUS DEFINITIONS OF JOB SATISFACTION:

Bullock (1952) defined job satisfaction as an attitude, which results from balancing
and summation of many specific likes dislikes experienced in connection with the job.

Smith (1955) defined to job satisfaction as the employee’s judgment of how well his
job on whole is satisfying his various needs.

Locke (1969) defines job satisfaction as the pleasurable or positive emotional state
revolving from the appraisal of one’s job or job experie

According to Vroom, “job satisfaction is the reaction of the workers against the role they
play in their work.”

THE IMPORTANCE OF JOB SATISFACTION:

The job satisfaction is the condition of establishing an healthy organizational

environment in an organization. Individuals want to maintain statute, high ranks and authority by
giving their capabilities such as knowledge, ability education, health etc. The individuals who
can’t meet their expectations, with regard to their jobs become dissatisfied. Thus this
dissatisfaction affects the organization for which she/ he works.

14
 Job satisfaction is very important for a person’s motivation and contribution to
production. Job satisfaction may diminish irregular attendance at work, replacement workers
with in a cycle or even the rate of accidents.

Job satisfaction is an employee’s thoughts and emotions towards their job and how
they evaluate their job. This can be a judgment of their job overall, or of specific judgment such
as pay, promotions, work tasks, coworkers and supervisors. It is important for organizations to
care about their emplou7yee’s job satisfaction. It will promote employees organizational
commitment when they feel that they are satisfied with their jobs.

DIMENSIONS OF JOB SATISFACTION:

There are six dimensions that represent the most important characteristics of
a job about which people have effective responses.

 The work itself:

The content of the work itself is a major source of satisfaction. This means the extent to
which the job provides the individual with interesting tasks, opportunities for learning, and the
chance to accept responsibility. Some of the most important ingredients of job satisfaction
include interesting and challenging work and a job that provides status.

 Compensation:
Wages and salaries are significant, but a complex and multidimensional factor in job
satisfaction. Money not only helps people attain their basic needs, but also is instrumental in
providing upper level need satisfaction. Employees often consider salary as a reflection of how
management views their contribution to the organization. Fringe benefits are also important, but
they are not as influential.

 Career Growth:
Promotional opportunities seem to have a varying effect on the job satisfaction. This
is because promotions take different forms and include a variety of rewards. For example
individuals who are promoted on the basis of seniority often experience job satisfaction but not
as much as those who are promoted based on their performance.

15
 Supervision:
Supervision is another moderately important source of job satisfaction. There are two
dimensions of supervisory style that effect on job satisfaction. One is employee centeredness,
which is measured by the degree of which a supervisor takes personal interest in the welfare of
employees. The other dimension is participation or influence, illustrated by managers who allow
their people to participate in decisions that affect their own jobs. This approach leads to higher
job satisfaction. It is proved that a participative environment.

 Co workers:
Friendly, cooperative coworkers are a modest source of job satisfaction the work
group serves as a source of support, comfort, advice, and assistance to the individual. A good
work makes the job more enjoyable.

If this factor is not considered with care, then if may have reverse effects,
meaning there by that the people are difficult to get along with. This will have a negative effect
on job satisfaction.

 Work Environment:
Work environment and working conditions are factors that have a modest effect on
job satisfaction. If working conditions are good clean, attractive surroundings, employee, find it
easier to carry out their job.

FACTORS INFLUENCING ON JOB SATISFACTION:

Job satisfaction as a bydimensional concept consisting of motivational factors,

personal factors, intrinsic &extrinsic dimensions. Intrinsic sources of satisfaction depend on the
individual characteristics of the person such as the ability to use initiative relations with superiors
or the work that the person actually performs. Extrinsic sources of satisfaction are situational &
depend on the environment such as pay, promotion or job security. Both extrinsic & intrinsic job
facts should be represented as equally as possible in a composite measure of overall job
satisfaction.

PERSONAL FACTORS:

16
 These sources are include worker’s age, sex, education, marital status and their
personal characteristics, family background, socio economic background etc.

 AGE:
The relationship between age and job satisfaction could be complex. Generally one
would expect that as the person would grow order he would get greater satisfaction with his job
particularly because of the experience and therefore the case with which he would be able to
perform it.

 SEX:
There is as yet no consistence evidence as to whether women more satisfied with their
jobs than men, holding such factors as job and occupational level constant, one might predict this
to be case, considering the generally lower occupational aspiration of women.

 EDUCATIONAL LEVEL:
There is a negative relationship between educational level & job satisfaction. The
higher the education the higher reference group which the individual looks to for guidance to
evaluate his job rewards.

 MARITAL STATUS:
There is a relationship between marital status & job satisfaction. Generally one
would assume that that with increasing responsibilities placed on an individual because of
marriage he would value his job little more than an unmarried employee.

MOTIVATIONAL FACTORS:

Motivation of employees is the most important aspect of managing an enterprise. The

success or failure of an enterprise depends mostly on how best the employees working are the
involved and motivated. Among the four essential & factors of production namely men, machine,
material & money. The most important is men. Motivation of the employee can be sub divide
into two groups

1. Extrinsic factors & 2. Intrinsic factors.

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 Extrinsic factors:
Extrinsic factors are monetary related factors an employee will have positive
feeling. Extrinsic source of satisfaction are situational & depends on environment such as pay,
promotion or job security.

 Salary:
Wages and salaries are the multidimensional and complex factors in job satisfaction.
Higher salary should lead to higher job satisfaction and lower salary should lead to lower job
satisfaction. So many studies have found that job satisfaction increased with increase in wages &
salaries.

 Job expectation
When an employee joins in an organization he expects something from job. Job satisfaction
of an employee can be based on the fact to what effect his job meets his expectations. Employee
expectations may include about working conditions, work, colleagues, supervision etc.

 Comparison of outputs:
Persons tend to compare his out comes with the other persons out comes. The out
comes consists of primarily of rewards such as pay, status, promotion and intrinsic interest in the
job. Comparison is mainly with ratio of the inputs or he puts in and ratio is equal he will be
satisfied otherwise the person in an effort to restore equity may after the inputs or outcomes,
cognitively distort the inputs or out comes, leave the field, act on the other, or change the other.

 Job security:
Security is a lower order need which an employee have job security has its effect on
the employee morale. An insecure person’s morale will be low and will have its effect on the
employee morale. Secure person’s will work effectively and have job satisfaction.

 Performance appraisal:
As the performance appraisal is linked to promotions, rewards, feedback it has its
effect on the employee satisfaction. If the appraisal is not proper employee will be dissatisfied.

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 3.2 REVIEW OF PAST LITERATURE

Surveying the available literature will help the researcher to know there is certain group
in the theories or existing theories applicable to the problem under the study. This will
enable the researcher or take new studies in the field of knowledge. The past studies may
be useful and may even give new line of approach to the problem.
Davis. K (1985) measured the effects of community characteristics of job satisfaction in
female clerical workers employed in 300 different catalogue order offices. He found that
with job condition held constant job satisfaction was less among person having in well to
do neighborhood than among person living in well-to-do neighborhood was poor.

Armstrong.M (2006) In a research study carried out at the it was found that the
productive groups showed no greater job satisfaction than did the less productive work
groups.

George.J.M (2008). “A review of about twenty studies by disclosed that there is a little
link between satisfaction and productivity while job attitudes hear a discirmmable
relationship such as absenteeism and labour turnover, the available evidence suggest that
strong positive relationship with productivity is lacking virtually”.

Hoppock.R (1935) A study carried out to gauge the employee satisfaction levels in the
connection based market-research firm-Stamford, which lost hundreds of millions of
dollars between 1993 and 1995.

Herzberg (1976) A study by showed that 86% of employee experience difficult

attracting new employees and over 58% experience difficultly in retaining them. The cost
figures are never racking. It has been found that the total cost of employee turnover is
about 150% of an employee’s salary. Jack fitz-enz found in 1997 that on the average a
company loses with every ten managerial and professional employee who leave that
company.

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Spector.P.E (1997) the concept of job satisfaction has been defined in many ways.
However, the most-used definition of the job satisfaction in organization search that of
who described job satisfaction as “a pleasurable or positive emotional state resulting from
the appraisal of one’s job or job experience”.

Statt.D (2004) Building on this conceptualization noted that job satisfaction include
multidimensional psychological esponsesto one’s job, and that such response over
cognitive evaluative, a effective (or emotional), and behavioral components.

Sweney.P.D (2005) this tripartite conceptualization of job satisfaction fits well with
typical conceptualization of social attitudes however; there are two apparent difficulties
with this viewpoint.

Vanderberg.R.J (1992) Employee satisfaction means difference things to different

people. While we intuitively believe that employee satisfaction necessary for high
performance, studies in the past have not supported this belief.

Latham.G.P (1990) the term job satisfactions refer to the attitude and feelings people
have about their work. Positive and favorable attitude towards the job indicate job
satisfaction. Negative and unfavorable attitude towards the job indicate job
dissatisfaction.

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 CHEPTER-4

4. RESEARCH METHODOLOGY

It is a way to systematically solve the problem. It may be understood as a science of

studying how research is done scientifically. It is necessary for the researcher to know not only
the research methods or techniques but also the methodology.

The process used to collect information and data for the purpose of making business
decisions. The methodology may include publication research, interviews, surveys and other
research techniques, and could include both present and historical information.

Research methodology covers a wide gaunt of research concepts and activities. it is

appropriately summarized with the help of following definitions:-

It is the analysis of principles of methods, rules and postulates used in a field of study.

It encompasses the systematic study of methods, rules and postulates used in a field of
study.

It implies a particular procedure or set of procedures.

4.1 RESEARCH DESIGN

The research design constitution the blue print for the collection, measurement and
analysis of data. It aids the scientist in the allocation of limited resources by posing crucial
choices.

4.1.1 Research

Research is a scientific and systematic search for pertinent information on a specific

topic. in fact, research is an art of scientific investigation.

The advanced learner’s dictionary of current English lays down the meaning of research
as, a careful investigation or inquiry especially through search for new facts in any branch of
knowledge.

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4.1.2 Research Problem:

A study on the Job Satisfaction of jeppiaar milk Pvt Ltd, kariyamangalam,

tiruvannamalai.

4.1.3 Descriptive Research Design:

Research design is purely and simply the framework (or) plan for a study that guides the
collection and analysis of the data. in view survey the research design is collecting and analysis
the data. Describes something such as demographic characteristics of viewer. The describe study
is typically concerned with determining the frequency with something occurs. This is typically
guided by an initial hypothesis.

The approach were made only to a few unit of population under study is concluded for
analysis, is called sampling procedure.

4.2 DATA COLLECTION PROCEDURE

Primary data are generated when a particular problem at hand is investigated by the researcher
employing personnel interview, observation and experiments

4.3 SOURCES OF DATA

 Primary data
 Secondary data

4.3.1 Primary Data

Primary data may be collected to demographic / socio-economic characteristics of the

employee’s attitudes and perception, and other similar aspects.

4.3.2 Data Analysis:-

For analysis, the data collected from the respondents are tabulated and analyzed with help
of statistical tools. The process of computing mean in the case of individual’s observations is

22
very simple. Add together the various values of the variables and divide the total by the number
of items and findings the percentage

4.4 SAMPLING TECHNIQUE

Random Sampling:

Random sampling from a finite population refers to that method of sample selection
which gives each possible sample combination an equal probability of being picked up and each
item in the entire population to have an equal chance of being included in the sample.

Simple Random Sampling:

Simple random sampling are,

It gives each element in the population an equal probability of getting into the
sample; and all choice is independent of one another.

It gives each possible sample combination an equal probability of being chosen.

Sample Size:-

It is difficult to study the whole population. So the researcher has selected a sample of
population which is a representation of the entire population. I have selected 100 out of 150.

Sampling unit:

The sampling unit is jeppiaar milk pvt kariyamangalam according to design.

.4.5 STATISTICAL TOOLS:-

 Chi- square test

 Percentage analysis

Chi-Square test:

The chi-square test is an important among the several tests of significance developed by
statisticians. Chi-Square is a statistical measure used in the context of sampling analysis for

23
comparing a variance to a theoretical variance. As a nonparametric test, it can be used to
determine if categorical data shows dependency or the two classifications are independent. The
test is, in fact, a technique through the use of which it is possible for all researchers to,

Test the goodness of fit

Test the significance of association between two attributes

Test the homogeneity or the significance of population variance.

as a test of independence, chi-square test enables us to explain whether or not two attributes are
associated. In such a situation, we proceed with the null hypothesis that the two attributes are
independent. If the calculated value is less than the tabulated value at certain degrees of freedom,
the null hypothesis is accepted and vice versa.chi-square is calculated as follows:-

Where, X2 =calculated value

O =observed frequency

E =expected frequency

Chi-square is always positive and it ranges from 0 to 1. The expected value for the contingency
tabulated is as follows,

(Row total *Column total)

E = ___________________

Grand total

The chi-square test depends on the set of observed and expected values and on the degrees of
freedom. The chi-square distribution is the limiting approximation designation.

Percentage Analysis:-

It refers to a special kind of ratio; percentage is used in making comparison between two or more
series of data; percentage is used to determine relationship between the series. It is expressed as,

24
 No. of respondents

Percentage (%) = ____________________ * 100

Total no. of respondent

25
 CHAPTER-5

DATA ANALYSIS AND INTERPREATION

Table 5.1

This table shows gender of the respondents

S. No Factors No. of respondents Percentage

1 Male 92 92
2 Female 08 08
Total 100 100

Interpretation:

From the above table shows the 92% of the respondents are male and 08% of the
respondents are female.

CHART 5.1

Percentage

92
100

Table No 5.2
26
 Table shows the age of the respondents
S. No Factors No. Of respondent Percentage

1 18-24 17 17

2 25-34 50 50

3 35-44 31 31

4 Above-45 2 2

Total 100 100

Interpretation:

From the above table shows the 50% of the respondents are 25-34 aged, 31% of the respondents
are 35-44 aged, 17% of the respondents are 18-24 aged and 2% of the respondents are above 45
age of the organization

CHART 5.2

17

50

100

31

Table No.5.3

Table shows the marital status of the respondents

27
 S. No Factors No. of respondent Percentage

1 Married 63 63
2 Un married 37 37
Total 100 100

Interpretation:

From the above table shows the 63% of the respondents are married and 37% of the
respondents are unmarried.

CHART 5.3

63

100

37

Table No.5.4

Table shows the educational level of the respondents

28
 S. No Factors No. of respondent Percentage

1 HSC 55 55

2 Diploma 40 40

3 UG degree 04 04

4 PG degree 01 01

Total 100 100

Interpretation:

From the above table shows the 4% of the respondents are UG degree graduated, 40% of
the respondents are diploma, 01% of the respondents are PG degree graduated and 55% of the
respondents are HSC.

CHART 5.4

55

100

40

4
1

Table 5.5

Table shows the monthly income level of the respondents

29
 S. No Factors No. of respondent Percentage
1 Below 5000 12 12
2 5001-10,000 49 49
3 10001-15000 28 28
4 Above 15000 11 11
Total 100 100

Interpretation:

From the above table 49% of the respondents are 5001-10000 get per monthly income, 28% of
the respondents are 10001-15000 get per monthly income, 12% of the respondents are below 5000 get per
monthly income and 11% of the respondents are above 15000 get per monthly income.

CHART 5.5

12

49

100

28

11

Table 5.6

Table shows the experience of the respondents

30
 S. no Factors No. Of respondent Percentage
1 Less than 1 year 19 19
2 1-2 years 47 47
3 2-3 years 29 29
4 Above 3 years 05 05
Total 100 100

Interpretation:

From the above table shows the experience of employees in jeppiaar milk pvt. In this 47% of the
respondents are 1-2 year of experience, 29% of the respondents are 2-3 years of experience, 19% of the
respondents are less than 1 years of experience and 5% of the respondents are above 3 years of
experience.

CHART 5.6

19

47

100

29

Table No 5.7

Table shows the factors influencing to join

31
 S.No Factors No. of respondent Percentage

1 Advertisement 26 26
2 Relative 18 18
3 Friends 26 26
4 Existing employee 11 11
5 Others 19 19
Total 100 100
Interpretation:

From the above table shows the influencing brand image to the respondents. In this 26% of the
respondents are said friends, 26% of the respondents are said advertisement, 19% of the respondents are
said others and 18% of the respondents are said relative, and 11% of the respondents are said existing
employee.

CHART 5.7

26

18

100

26

11

19

Table No: 5.8

Table shows the tools & equipment facility to the respondents

32
S. NO Factors No. of respondents Percentage
1 Highly satisfied 15 15
2 Satisfied 44 44
3 Average 26 26
4 Dissatisfied 15 15
5 Highly dissatisfied - -
Total 100 100

Interpretation:

From the above table shows the spacious facility to the respondents. In this 44% of the
respondents are said satisfied, 26% of the respondents are said average , 15% of the respondents are said
highly satisfied and 15% of the respondents are said dissatisfied.

CHART 5.8

5 Total

100 100

Table No: 5.9

Table shows the housekeeping facility to the respondents

S. No Factors No. of respondents Percentage

1 Highly satisfied 18 18

33
 2 Satisfied 49 49
3 Average 17 17
4 Dissatisfied 6 6
5 Highly dissatisfied 10 10
Total 100 100
Interpretation:

From the above table shows the house keeping facility to the respondents. In this 49% of the
respondents are said satisfied, 18% of the respondents are said highly satisfied , 17% of the respondents
are said average satisfied and 10% of the respondents are said highly dissatisfied, and 6% of the
respondents are said dissatisfied.

CHART 5.9

18

49
100

17

10 6

Table No: 5.10

Table shows the dining hall facility to the respondents

S. No Factors No. of respondents Percentage

1 Highly satisfied 38 38
2 Satisfied 20 20
3 Average 33 33
4 Dissatisfied 6 6

34
 5 Highly dissatisfied 3 3
Total 100 100
Interpretation:

From the above table shows the dining hall facility to the respondents. In this 38% of the
respondents are said highly satisfied, 33% of the respondents are said average, 20% of the respondents are
said satisfied 6% of the respondents are said dissatisfied, and 3% of the respondents are said highly
dissatisfied.

CHART 5.10

38

20
100

33

6
3

Table No: 5.11

This table shows the hygienic food facility to the respondents

S. No Factors No. of respondents Percentage

1 Highly satisfied 20 20
2 Satisfied 59 59
3 Average 17 17
4 Dissatisfied 3 3
5 Highly dissatisfied 1 1
Total 100 100
Interpretation:

35
 From the above table shows the hygienic food facility to the respondents. In this 59% of the
respondents are said satisfied, 20% of the respondents are said highly satisfied , 17% of the respondents
are said average, 3% of the respondents are said dissatisfied, and 1% of the respondents are said highly
dissatisfied.

CHART 5.11

20

100 59

17
3
1

Table No: 5.12

Table shows the availability of food facility to the respondents

S. No Factors No. of respondents Percentage

1 Highly satisfied 14 14
2 Satisfied 32 32
3 Average 26 26
4 Dissatisfied 9 9
5 Highly dissatisfied 26 26
Total 100 100

Interpretation:

36
 From the above table shows the availability of food facility to the respondents. In this 32% of
the respondents are said satisfied, 26% of the respondents are said average, 26% of the respondents are
said highly dissatisfied , 14% of the respondents are said satisfied, and 9% of the respondents are said
dissatisfied.

CHART 5.12

14

32

100

26

26

Table No: 5.13

Table shows the first-aid facilities to the respondents

S. No Factors No. of respondents Percentage

1 Highly satisfied 45 45
2 Satisfied 22 22
3 Average 25 25
4 Dissatisfied 8 8
5 Highly dissatisfied - -
Total 100 100

Interpretation:

From the above table shows the first-aid facilities to the respondents. In this 45% of the
respondents are said highly satisfied, 25% of the respondents are said average, 22% of the respondents are
said satisfied, 8% of the respondents are said dissatisfied.

37
 CHART 5.13

5 Total

100 100

Table No: 5.14

Table shows the drinking water facility to the respondents

S. No Factors No. of respondents Percentage

1 Highly satisfied 27 27
2 Satisfied 41 41
3 Average 26 26
4 Dissatisfied 6 6
5 Highly dissatisfied - -
Total 100 100

Interpretation:

From the above table shows the drinking facility to the respondents. In this 41% of the
respondents are said satisfied, 27% of the respondents are said highly satisfied, 26% of the respondents
are said average, 6% of the respondents are said dissatisfied.

CHART 5.14

38
 5 Total

100 100

Table No: 5.15

Table shows the rest room facility to the respondents

S. No Factors No. of respondents Percentage

1 Highly satisfied 18 18
2 Satisfied 38 38
3 Average 31 31
4 Dissatisfied 11 11
5 Highly dissatisfied 2 2
Total 100 100

Interpretation:

From the above table shows the rest room facility to the respondents. In this 38% of the
respondents are said satisfied, 31% of the respondents are said average, 18% of the respondents are said
highly satisfied , 11% of the respondents are said dissatisfied, and 2% of the respondents are said highly
dissatisfied.

CHART 5.15

39
 18

38

100

31

11
2

Table No: 5.16

Table shows the organization trainer’s quality to the respondents

S. No Factors No. of respondents Percentage

1 Highly satisfied 45 45
2 Satisfied 19 19
3 Average 29 29
4 Dissatisfied 7 7
5 Highly dissatisfied - -
Total 100 100

Interpretation:

From the above table shows the organization trainer’s quality to the respondents. In this 45% of
the respondents are said highly satisfied, 29% of the respondents are said average, 19% of the respondents
are said satisfied, 7% of the respondents are said dissatisfied.

CHART 5.16

40
 5 Total

100 100

Table No: 5.17

Table shows the training method opinion about the respondents

S. No Factors No. of respondents Percentage

1 Highly satisfied 17 17
2 Satisfied 25 25
3 Average 36 36
4 Dissatisfied 17 17
5 Highly dissatisfied 5 5
Total 100 100

Interpretation:

From the above table shows the organization trainer’s quality to the respondents. In this 45% of
the respondents are said highly satisfied, 29% of the respondents are said average, 19% of the respondents
are said satisfied, 7% of the respondents are said dissatisfied.

CHART 5.17

41
 17

25

100

36

17
5

Table No: 5.18

Table shows the flexibility relationship to the co-workers in organization

S. No Factors No. of respondents Percentage

1 Highly satisfied 26 26
2 Satisfied 37 37
3 Average 26 26
4 Dissatisfied 10 10
5 Highly dissatisfied 1 1
Total 100 100

Interpretation:

From the above table shows the flexibility relationship to the coworkers in organization. In this
37% of the respondents are said satisfied, 26% of the respondents are said average, 26% of the
respondents are said highly satisfied , 10% of the respondents are said dissatisfied, and 1% of the
respondents are said highly dissatisfied.

CHART 5.18

42
 26

37
100

26
10
1

Table No: 5.19

Table shows the problem solving to the supervisor in organization

S. No Factors No. of respondents Percentage

1 Highly satisfied 26 26
2 Satisfied 18 18
3 Average 45 45
4 Dissatisfied 8 8
5 Highly dissatisfied 3 3
Total 100 100

Interpretation:

From the above table shows the cordial relationship opinion to the supervisor of the respondents.
In this 59% of the respondents are said highly satisfied, 22% of the respondents are said satisfied, 11% of
the respondents are said dissatisfied , 8% of the respondents are said average.

CHART 5.19

43
 26

18

100

45

8
3

Table No: 5.20

This table shows the company provided proper salary to the respondents

S. No Factors No. of respondents Percentage

1 Yes 82 82
2 No 12 12
Total 100 100

Interpretation:

From the above table, 82% of the respondents are inferred that the company provided
proper salary.

CHART 5.20

82

100

44

12
 Table No: 5.21

This table shows the bonus facility to the respondents

S. No Factors No. of respondents Percentage

1 Yes 81 81
2 No 19 19
Total 100 100

Interpretation:

From the above table shows the 81% of the respondents are inferred that bonus facility.

CHART 5.21

81

100

19

45
 Table No: 5.22

This table shows the incentives facility to the respondents

S. No Factors No. of respondents Percentage

1 Yes 61 61
2 No 39 39
Total 100 100

Interpretation:

From the above table shows the 61% of the respondents are inferred that incentives
facility.

CHART 5.22
1

61
61

46
 Table No: 5.23

This table shows the company provided advance salary to the respondents

S. No Factors No. of respondents Percentage

1 Yes 70 70
2 No 30 30
Total 100 100

Interpretation:

From the above table shows the 70% of the respondents are inferred that company
provided advance salary to the employees.

CHART 5.23
1

70 70

Table No: 5.24

47
 CHI-SQUARE TEST

Relationship between and experienced employees helped in problem solving

process

Help in problem solving

Experience
Total

Highly satisfied Average Dissatisfied Highly

satisfied dissatisfied

Less than 1 3 6 5 4 1 19
year

1-2 years 8 14 15 7 3 47

2-3 years 10 7 6 1 5 29

Above 3 1 2 2 0 0 5
years

Total 22 29 28 12 9 100

STEP 1: SET HYPOTHESIS:

Null Hypothesis: H0:-

There is no significance between experience and help in problem solving.

Alternative Hypothesis: H1:-

There is significance between experience and help in problem solving.

STEP 2: LEVEL OF SIGNIFICANCE:

Level of significance at 5% or 0.05

Table No: 5.25

48
STEP 3: EXPECTED FREQUENCY:
Row total * column total
E= ____________________
Grand total

Help in problem solving

Experience
Total

Highly satisfied Average Dissatisfied Highly

satisfied dissatisfied

4.18 5.51 5.32 2.28 1.71

Less than 1 19
year
10.34 13.63 13.16 5.64 4.23
1-2 years 47
6.38 8.41 8.12 3.48 2.61
2-3 years 29
1.1 1.45 1.4 0.6 0.45
Above 3 5
years

Total 22 29 28 12 9 100

Table No: 5.26

49
STEP 4: CALCULATION OF x 2
Calculation of x 2 test:

O E O-E (O-E)2/E
3 4.18 -1.18 0.33
8 10.34 -2.34 0.52
10 6.38 3.62 2.05
1 1.1 -0.1 0.009
6 5.51 0.49 0.04
4 13.63 -9.63 6.80
7 8.41 -1.41 0.23
2 1.45 0.55 0.20
5 5.32 -0.32 0.01
15 13.16 1.84 0.25
6 8.12 -2.12 0.55
2 1.4 0.6 0.25
4 2.28 1.72 1.29
7 5.64 1.36 0.32
1 3.48 -2.48 1.76
0 0.6 -0.6 0.6
1 1.71 -0.74 0.32
3 4.23 -1.23 0.35
5 2.61 2.39 2.18
0 0.45 -0.45 0.45
TOTAL 100 -10.03 18.51

STEP 5: TABLE VALUE:

x 2(r-1)*(c-1) = x 2(4-1)*(5-1) = 12

For a degree of freedom at 5% level the table value 21.026.

STEP 6: RESULT:

50
The calculated value is less than table value (i.e. 18.51>21.026). Null hypothesis is accepted.
There is significance relations between experienced employees helped in problem solving
process in the organization.

CHAPTER-6

6.1 FINDINGS

 47% of the respondents are 1-2 years experienced in the organization

 26% of the respondents are told friendly to influenced brand image of the organization
 35% of the respondents are satisfied with the lighting facility in the organization.

51
 44% of the respondents are told that satisfied with the tools and equipment facilities
 35% of the respondents are inferred satisfied of the ventilation facilities
 49% of the respondents are told satisfied with housekeeping facilities
 45% of the respondents are told highly satisfied in first aid facilities in the organization
 Around 51% of the respondents are told that satisfied with duration of the training in the
organization
 56% of the respondents are told highly satisfied in cordial relationship to the co-workers
in the organization.
 37% of the respondents are told satisfied in flexible relationship to the co-workers in the
organization
 45% of the respondents are told satisfied in the communication with supervisors in the
organization
 82% of the respondents are inferred yes in company provide proper salary to the
employees.

6.2 SUGGESTION

 Working environment is very important the employee to work in the company. but some
of the respondents are highly dissatisfied with the ventilation. So the company should
maintain the working environment ventilation effectively then only the company may
increase the product.

52
  In every company job security is very important to the employee. Some of the
respondents are highly dissatisfied with the job security of the company. So the company
may create the trust about the company for the job security.
 Communication is most important factor to the company. Some of the respondents are
dissatisfied in the communicating with their supervisors. So the management may
improve the flow of communication.
 Training is very important in every employee and company. Its only improves the
productivity of the company. Some employees are dissatisfied with the training period
and training method concept. So the company should improve the training period
provided to the employees.

6.3 CONCLUSION

The study on job satisfaction at JEPIAAR MILK PVT LTD, PONDICHERRY has been conducted with
the main objective of evaluating the level of satisfaction among the employees based on the questionnaire
supplied. From this study the researcher and others may understand the satisfaction level in the

53
JEPPIAAR MILK PVT LTD, KARIYAMANGALAM, CHENGAM TIRUVANNAMALAI. From this
study the various factors of satisfaction were analysed.

Hence, this study has been a wonderful experience to widen the horizon of practical knowledge
coupled with the application of theoretical aspects.

CHEPTER-7

7.1 BIBLIOGRAPHY
JOURNALS

54
1. Alam, S. Shah (2009), “A Study of Job Stress on Job Satisfaction among University Staff in
Malaysia,’’ European Journal of Social Sciences,Vol.8 (1), pp 105-128.
2. Akindutire, I. O. (2006), “Analysis of Role Conflict and Stress of Physical Education
Teachers,’’ Journal of Research in Physical, HealthEducation and Recreation, Vol.2 (16),
pp.139-146.

BOOKS
1. Rao. T.V.( 1999), Appraising & Developing Managerial Performance, Published by Excel
Books, New Delhi.
2. Prof.EmeritusDr.pylee. M.V, (2007), Industrial Relations and Personnel Management,
published by vikas publishing house pvt ltd, New Delhi..
3. Singh.N.K, (2003), Human Resource Management, published by Excel Books, New Delhi.

WEBSITES

1. http://www.sciencedirect.com/science/article/jobsatisfaction dated on February, 28, 2016

11:00AM.
2. http://web.unitn.it/files/pdf dated on March, 03, 2016 3.30 PM..
3. http://www.indianmirror.com/indian-industries/paper.html dated on April 04, 2016 2.00
PM

7.2 QUESTIONNAIRE

A STUDY ON JOB SATISFACTION ON JEPPIAAR MILK PVT LTD,

KARIYAMANGALAM, TIRUVANNAMALAI.

55
1. Name:

2. Gender:

a) Male [ ] b) female [ ]

3. Age:

a) 18-24 [ ] b) 25-34 [ ] c) 35-44 [ ] d) above 45 [ ]

4. Marital status:

a) Married [ ] b) Unmarried [ ]

5. Educational level:

a) HSC [ ] b) diploma [ ] c) UG Degree [ ] d) PG Degree [ ]

6. Monthly Income level?

a) Below 5000 [ ] b) 5001-10000 [ ] c) 10001-15000 d) Above 15000 [ ]

7. Years of experience?

a) Less than 1year [ ] b) 1-2 years [ ] c) 2-3 years [ ] d) above 3 years [ ]

8. Which factors influencing to join this company?

(Rank the following factors)

Factors Rank
Brand image
Attractive salary
Job security
Nears to house
Facilities
9. Who influences you to join this organization?

a) Advisement [ ] b)relative [ ] c)friends [ ]

d) Existing employee [ ] e) others [ ]

10 Are there any opportunities (like job rotation, employee’s development in your organization .

a) strong agree [ ] b) agree [ ] c )undecided [ ]

56
 d) disagree [ ] e) strongly disagree [ ]

11. What do you think about your working environment?

(Rate the following factors)

Factors Highly Satisfied Average Dissatisfied Highly

satisfied dissatisfied
Lighting
Spacious
Tools&

equipment
Ventilation
Housekeeping

facility

12. Are the superior’s helps to you to improve your performance level.

a) strong agree [ ] b) agree [ ] c )undecided [ ]

d) disagree [ ] e) strongly disagree [ ]

13. Do you have good interrelations with your superiors and subordinates.

a) strong agree [ ] b) agree [ ] c) undecided [ ]

d) disagree [ ] e) strongly disagree [ ]

14. What do you feel about Canteen facilities available in your organization?

57
 (Rate the following factors)

Factors Highly Satisfied Average Dissatisfied Highly

satisfied dissatisfied
Dining Hall
Hygienic
Quantity
Concession rate
Variety
Availability of

food

15. What do you feel about Infrastructure facilities available in your organization?

(Rate the following factors)

Factors Highly Satisfied Dissatisfied Highly

satisfied dissatisfied
First-aid

facilities
Drinking water
Rest room
Lunch room
Two- wheeler

58
 stand

16. What do you think about your organizational Training?

(Rate the following factors)

Factors Highly satisfied average Dissatisfied Highly

satisfied dissatisfied
Trainers quality

Training period

Training kids

Training

method&concept

17. What do you feel about your co- workers in organization?

(Rate the following factors)

Factors Highly Satisfied average Dissatisfied Highly

satisfied dissatisfied
Cordial

relationship
Flexibility
Help in problem

solving

18. What is your opinion about supervisor?

(Rate the following factors)

59
 Factors Highly satisfied Average Dissatisfied Highly

satisfied dissatisfied
Cordial

relationship
Communication
Help in problem

solving
Rewards &

Appreciation

19. Choose the right one from the following

S. No Factors Yes No
1 Proper salary
2 Bonus
3 Incentive
4 Advance salary
5 Safety measures

20. If any other suggestion please mention --------------------------------

60
61