A STUDY ON JOB SATISFACTION AT SRF,

MANALI
PROJECT REPORT

Submitted in partial fulfillment of the

Requirements for the award of the Degree of

BACHELOR OF BUSINESS ADMINISTRATION

By
KISHORE KUMAR R

Register No: 1813101096315

Under the Supervision of

Dr. K. RAO PRASANTH JYOTY P.P.T., M.A., M.Com., M.Sc.

{Psychology}, M.B.A., M.Phil., Ph.D.

DEPARTMENT OF BUSINESS ADMINISTRATION DWARAKA

DOSS GOVERDHAN DOSS VAISHNAV COLLEGE
(Autonomous)
ARUMBAKKAM, CHENNAI-600 106
APRIL-2021
 DWARAKA DOSS GOVERDHAN DOSS VAISHNAV COLLEGE
(Autonomous)
Arumbakkam, Chennai – 600106

DEPARTMENT OF BUSINESS ADMINISTRATION

Bonafide Certificate

This is to certify that the project titled “A STUDY ON SAFETY MEASURES AT

SRF, MANALI”. is a bonified work of Mr. KISHORE KUMAR R REGISTER NO:
1813101096315 carried out under my supervision. The work is submitted in partial
fulfilment of the requirement for the award of the degree of Bachelor of Business
Administration of Dwaraka Doss Goverdhan Doss Vaishnav College during the
academic year 2018 – 2021.

DR. K. RAO PRASHANTH JYOTY PROF. J. P. JAIDEEP

FACULTY GUIDE HEAD OF THE DEPARTMENT

 DECLARATION

I, Mr. KISHORE KUMAR R declare that this project report entitled “A STUDY ON JOB
SATISFACTION AT SRF, MANALI ”. was carried out by me under the guidance of
Dr. K. RAO PRASANTH JYOTY Department of BUSINESS ADMINISTRATION and
is entirely my original work.

I would like to declare that this project is the result of my own effort and has
not been submitted to any other university for the award of any degree or
diploma courses.

DATE: Mr. KISHORE KUMAR R

PLACE: Chennai. REGISTER NO: 1813101096315

 VIVA VOCE

This report is in partial fulfillment of degree of BACHELOR OF BUSINESS

ADMINISTRATION submitted for the viva voce examination held at DWARAKA
DOSS GOVERDHAN DOSS VAISHNAV COLLEGE (Autonomous),
ARUMBAKKAM, CHENNAI -600 106.

INTERNAL EXAMINER EXTERNAL EXAMINER

 ACKNOWLEDGEMENT

I sincerely thank my institute, Dwaraka Doss Goverdhan Doss Vaishnav

College (Autonomous) which has given me an opportunity to study B.B.A, and also
complete it successfully. I express my deep gratitude to Dr. S. Santhosh Baboo
M.Sc., Ph.D., SELT the Principal, Dwaraka Doss Goverdhan Doss Vaishnav
College (Autonomous) for giving me an opportunity to study in such esteemed
institution. I would like to thank Prof. J.P. Jaideep, M.A., and M.Phil.,
PGDHRD., PGDBA., PGDCS., the Head of the Department of Business
Administration, Dwaraka Doss Goverdhan Doss Vaishnav College (Autonomous)
for his enormous support in completing this project. I am glad to take this
opportunity to express my deep sense of gratefulness to my faculty guide

DR. K. RAO PRASANTH JYOTY P.P.T., M.A., M.Com., M.Sc.

{Psychology}, M.B.A., M.Phil., Ph.D.., MBA., M.PHIL., PHD. Department of
Business Administration, Dwaraka Doss Goverdhan Doss Vaishnav College
(Autonomous) for his valuable guidance in my entire endeavour in general and for
successful completion of this project in particular.

I would also like to thank

Mr. L. Arumugam M.B.A., M.A., M.Phil. SET.,
Mrs. K. Lakshmi, M.Com., M.Phil.,
Dr. K. RAO PRASANTH JYOTY P.P.T., M.A., M.Com., M.Sc.
{Psychology}, M.B.A., M.Phil., Ph.D.
Ms. Sarulatha Arun, MBA, NET,
Ms.D.Suba,M.A., M.Phil., Ph.D.,
Mr. Felix Aaron M.B.A. NET,
Ms. Renu Kumari M.B.A, SET(M.com)
Ms. M. Renuka M.B.A. SET(M.com), SET
Mr. S. Ghunalan,MBA,(Ph.D.,).,
Mr. S. Balamurali MBA., NET,
Ms. M. Mahalakshmi Priyadharshini MBA., NET,
Ms. P. Pavithra MBA., NET, SET,
Dr. Deepika

Professors, Department of Business Administration for their support, valuable

suggestions and guidance. Finally, I thank one and all who have helped me to submit
this report successful.
 Table of contents
Chapter Title Page
no.

INTRODUCTION
1 1.1 WHAT IS SAFETY
1.2 TYPES OF ACCIDENTS
1.3 NEED FOR SAFETY
1.4 OBJECTIVES OF THE STUDY
1.5 AREA OF THE STUDY
1.6 LIMITATIONS OF THE STUDY
1.7 CHAPTERIZATION OF THE STUDY
1.8 RESEARCH METHODOLOGY
2 THEORETICAL OUTLOOK

2.1 INDUSTRIAL SAFETY

2.2 4 E’S OF SAFETY

2.3 TYPE OF INDUSTRIAL ACCIDENTS

2.4 CAUSES OF INDUSTRIAL ACCIDENTS

2.5 WHAT IS 5’S

2.6 OBJECTIVE OF EMERGENCY PLANINING IN SRF

MANALI PVT.LTD
2.7 EMERGENCY PROCEDURES IN SRF MANALI
PVT.LTD
2.8 LIST OF FIRST AID EQUIPMENTS IN SRF MANALI
HEALTH CENTRE
3 COMPANY PROFILE

4 DATA ANALYSIS & INFERENCES

5 CONCLUSION
5.1 FINDINGS
5.3 CONCLUSION
5.4 BIBLOGRAPHY
ANNEXURE
QUESIONAIRE
TABLE LIST OF TABLES PAGE
NO NO.

4.1 Age of respondents

4.2 Gender of respondents
4.3 Job experience (in years) of the respondents
4.4 Qualification of respondents
4.5 Marital status of respondents
4.6 Prescribed noise level is followed
4.7 Heat resisting uniform is provided
4.8 There is a close proximity for medical aid in case of
accident

4.9 Layout of the work area is proper

4.10 Gloves & face mask are provided to handle with
chemicals

4.11 I am made aware of emergency way in case of accident

4.12 Security measures are updated to meet all safety
standards

4.13 Fire policies taken by our organization

4.14 Safety training is conducted periodically
4.15 Tools and machines are designed ergonomically
4.16 Machine operators are given a stress free atmosphere to
avert industrial accident

4.17 Violation of safety rules and instructions are seriously

punished

4.18 I am satisfied with overall safety measures of the

organization

4.19 Deduce the relationship between work experience (in

years) and industrial accident using chi-square test

4.19.1 Table of observed value

4.19.2 Table of expected value
TABLE LIST OF CHART DATA PAGE
NO NO.

4.1 Age of respondents

4.2 Gender of respondents
4.3 Job experience (in years) of the respondents
4.4 Qualification of respondents
4.5 Marital status of respondents
4.6 Prescribed noise level is followed
4.7 Heat resisting uniform is provided
4.8 There is a close proximity for medical aid in case of
accident

4.9 Layout of the work area is proper

4.10 Gloves & face mask are provided to handle with
chemicals

4.11 I am made aware of emergency way in case of accident

4.12 Security measures are updated to meet all safety

standards

4.13 Fire policies taken by our organization

4.14 Safety training is conducted periodically
4.15 Tools and machines are designed ergonomically
4.16 Machine operators are given a stress free atmosphere to
avert industrial accident

4.17 Violation of safety rules and instructions are seriously

punished

4.18 I am satisfied with overall safety measures of the

organization
 CHAPTER - I
INTRODUCTION
1.2 What is Job Satisfaction ?
Job satisfaction  is defined as the extent
to which an employee feels self-motivated, content & satisfied with his
or her job. Job satisfaction happens when an employee feels he or she
is having  job stability, career growth and a comfortable work life
balance.
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.

1.2 Definition for Job 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” .

1.3 Factors of Job Satisfaction

(i) Personal Factors:

They include workers’ sex, education, age, marital

status and their personal characteristics, family background, socio-
economic background.

(ii) Factors Inherent in the Job:

These factors have recently been studied and

found to be important in the selection of employees. Instead of being
guided by their co-workers and supervisors, the skilled workers would
rather like to be guided by 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 are uncontrolled by the management, etc.
(iii) Factors Controlled by the Management:

The nature of supervision, job

security, kind of work group, and wage rate, promotional
opportunities, and transfer policy, duration of work and sense of
responsibilities are factors controlled by management. All these factors
greatly influence the workers. These factors motivate the workers and
provide a sense of job satisfaction.

1.4 Importance of Job Satisfaction

1) Lower Turnover.
2) Higher Productivity.
3) Increased Customer Satisfaction.
4) Employee Absenteeism.
5) Helps to Earn Higher Revenues.
 Lower Turnover
Turnover can be one of the highest costs attributed to the KR
department. Retaining workers help to create a better environment, and
makes it easier to recruit quality talent and save money.
A person is more likely to be actively searching for another job if they
have low satisfaction ; whereas, a person who is satisfied with their job
is less likely to be job seeking.
Medina (2012) found that job satisfaction was strongly inversely
correlated with turnover intention and this relationship was mediated
by satisfaction in workplace culture.
The study provides evidence that should be further explored to aid in
the understanding of employee turnover and job satisfaction;
particularly how job satisfaction and employee turnover relate to
workplace culture.
  Higher Productivity
Irrespective of job title and pay grade, employees who report high job
satisfaction tend to achieve higher productivity. When someone is
happy with their job, they focus well and they pay attention to their
tasks.
They seem themselves responsible and accountable for achieving the
organizational goal that does make them happy.
When one member of a team displays high productivity, it is natural
for other members of the team to try to increase productivity at the
desired level.
 Increased Customer Satisfaction
Keeping employees safe and satisfied can lead to higher sales, lower
costs and a stronger bottom line.
Profit can be earned by selling, the products or giving services to the
customers.
If the employees are satisfied with their job then they can give better
customer service and we know that customer retention and loyalty are
dependent based on the given service of the employees.
If customers’ loyalty is increased, automatically it will lead to an
increase in profit.
Loyalty: When employees feel the company has their best interests at
heart, they often support its mission and work hard to achieve its
objectives
In this situation, job satisfaction and the level of loyalty of that
employee will be increased. And, they may be more likely to tell their
friends, which helps to spread goodwill.

 Employee Absenteeism
It is likely that a satisfied worker may miss work due to illness or
personal matters, while an unsatisfied worker is more likely to take
“mental health” days, i.e. days off not due to illness or personal
reasons.
When people are .satisfied with their job they may be more likely to
attend work even if they have a cold; however, if they are not satisfied
with their job, they will be more likely to call in sick even when they
are well enough, to work.
 Helps to Earn Higher Revenues
No amount of training or motivation-
would help, unless and until individuals develop a feeling of
attachment and loyalty towards their organization. Employees waste
half of their time fighting with their counterparts or sorting out issues
with them.
Satisfied employees are the happy employees who willingly help their
fellow workers and cooperate with the organization even during
emergencies. For them, their organization comes first, everything else
later. They do not come to the office just for money but because they
feel for the organization and believe in its goals and objectives.
Instead of wasting their time in gossiping and waiting around they
believe in doing productive work eventually benefitting the
organization.
They take pride in representing their respective organizations and work
hard to ensure higher revenues for the organization.

 Satisfied Employees Tend to Handle Pressure

Employees who are happy
with their jobs are willing to participate in training programs and are
eager to learn new technologies, software which would eventually help
them in their professional careers.
Satisfied employees accept challenges with a big smile and deliver
even in the worst of circumstances. Employee satisfaction is of utmost
importance for employees to remain happy and also deliver their level
best.
Satisfied employees are the ones who are extremely loyal towards their
organization and stick to it even in the worst scenario.
They do not work out of any compulsion but because they dream of
taking their organization to a new level.
Employees need to be passionate about their work and passion comes
only when employees are satisfied with their job and organization on
the whole.

1.5 Objectives of Job Satisfaction

1.5.1 Primary Objective:-

A Study on SRF Company Pvt. Ltd.

Secondary Objective:-
  Boost Productivity
 Reduce turnover
 Nurture Brand Ambassador
 Work environment

1.6 Area of Study

This study was given an overview of the safety measures

existing at SRF MANALI PVT. LTD

Since Job satisfaction is an important element essential for

improving the productivity of an organization, a study on the
existing Job satisfaction on employees would help the
organization to perform better. This study would also help to
analyze the satisfaction level of the workers towards safety
measures and suggest provisions to improve safety.

1.7 Limitations of the Study

 The study was on 50 selected employees, so their need not be

the universal opinion.

 The information provided may be biased.

 Improper timeframe for collecting data from employees.

  Language barriers

1.8 CHAPTERISATION OF THE STUDY

 CHAPTER 1:Introduction, Objectives of study, Area of

study, Methodology, Limitations of the study

 CHAPTER 2 : Theoretical Outlook

 CHAPTER 3 : Company Profile
 CHAPTER 4 : Data analysis and interpretations
 CHAPTER 5 : Findings, suggestions and

conclusion

BIBLIOGRAPHY

ANNEXURE
RESEARCH METHODOLOGY

RESEARCH TYPE: Descriptive

 TYPES OF DATA:

 Primary

 secondary

 TOOLS OF DATA COLLECTION:

 Questionaire

 interview

 METHODS OF SAMPLING:

 Non-Random sampling

 Convenience sampling

 Sample size: 50

 STATISTICAL TOOLS: Percentage method

 CHAPTER – 2
THEORETICAL OUTLOOK
 THEORETICAL OUTLOOK

2.1 Nature of Job satisfaction

Every IBM conducts opinion surveys to
find out among other things how employees feel about their jobs.
Managers at IBM are very concerned about the job satisfaction of
employees. It is seen as one factor that is Important for business
effectiveness.

2.2 The Assessment of Job Satisfaction

Job Satisfaction is usually
measured with interviews or questionnaires administered to the job
incumbents in Question. Although interviews are used in some cases,
most research is done with questionnaire. This is because interviews are
expensive and time consuming to conduct.

2.3 The Job satisfaction Survey

The Job satisfaction survey assesses nine facets
of jobs satisfaction as well as overall satisfaction. The Nine facets along
with a brief description of each. The Scale contains 36 items and uses a
summated rating Scale format. This format is popular for job
satisfaction scales.
2.4 Facets from the Job satisfaction survey

Facet Description
PAY Satisfaction with pay and pay raises
PROMOTION Satisfaction with promotion
opportunities
SUPERVISION Satisfaction with the person’s
immediate supervisor
FRINGE BENEFITS Satisfaction with fringe benefits
CONTINGENT REWARDS Satisfaction with rewards given for
good performance
OPERATING CONDITIONS Satisfaction with rules and
procedures
COWORKERS Satisfaction with coworkers
NATURE OF WORK Satisfaction with the type of work
done
COMMUNICATION Satisfaction with communication
within the organization

2.5 How the Job satisfactory survey (JSS) works?

The Job Satisfaction Survey, JSS

is a 36 item, nine facet scale to assess employee attitudes about the job
and aspects of the job. Each facet is assessed with four items, and a total
score is computed from all items. A summated rating scale format is
used, with six choices per item ranging from "strongly disagree" to
"strongly agree.” Items are written in both directions, so about half must
be reverse scored.
2.6 Subscale content for the Job Satisfactory survey (JSS)
SUBSCALE ITEM NUMBER
PAY 1 10 19 28
PROMOTION 2 11 20 29
SUPERVISION 3 12 21 30
FRINGE BENEFITS 4 13 22 31
CONTINGENT 5 14 23 32
REWARDS
OPERATING 6 15 24 33
CONDITIONS
COWORKERS 7 16 25 34
NATURE OF WORK 8 17 26 35
COMMUNICATION 9 18 27 36

2.6 How people feel about work?

Every few years the Gallup Organization
conducts a survey to determine how Americans feel about their jobs and
issues related to employment. Similar surveys are conducted in Canada
and other countries.
People everywhere are feeling that work is making them
nervous, depressed, angry, miserable, sick and at its worst, suicidal.
This needs to change. In a world where studies say we're working an
average of 72 hours per week, and that 70 percent of us are not fully
engaged, leaders need to take a good look at how we are
leading people and managing work.
 Job Satisfaction

20%
26%

9%

11%

23%

11%

Neutral Dissatisfied Strongly dissatisfied

Unknown Strongly satisfied Satisfied

2.7 Potential Effects of Job Satisfaction

There are many behaviors and employee outcomes that have been
hypothesized to be the result of job satisfaction or dissatisfaction. These
include not only work variables such as job performance and turnover
but also nonwork variables such as health and life satisfaction
 CHAPTER – 3
COMPANY PROFILE
 COMPANY PROFILE

INTRODUCTION

SRF Ltd., earlier called the SRIRAM FIBERS, has

evolved into a modern industrial major. Its roots go back to over a
century, with the establishment of the parent company, DCM (Delhi
Cloth Mills) in 1889. Since its inception in 1974, the company has
been improving continuously and has made its mark in the industry.
It is the market leader in its core businesses, namely industrial
synthetics and FLUORO chemicals. It also enjoys growing presence
in light engineering products, engineering plastics packaging films
and Pharmaceutical chemical business. SRF today operates from
nine plant locations in India and abroad and has attained market
leadership position in many of the products it manufactures. SRF’s
relentless focus on TQM techniques has resulted in the company
winning the prestigious Deming Application Prize in 2004 (the first
nylon tire cord company outside Japan to be awarded this prize).

SRF PURPOSE:
 • To be an inspired, caring organization

• To create extraordinary value for all

• To pursue excellence and customer loyalty

• To always meet tomorrow challenges today

"We Will Make Our Nation Proud By Being the Best

at What We Do"

SRF VISION:

• To be one of the most admired business organizations in India,

deeply loved by its people, respected and sought after by its
customers and shareholders.

• To be World Leader in at least one of its businesses with global

operations and technology leadership.

• To be one of the most sought after employers in the country. A

Company known for its people management skills. One that can
unlock the talent hidden in each employee and inspire him or her to
take on and accomplish extraordinary future challenges.

• To be a shining example of deep commitment and contribution to

development of people and society.

SRF MISSION:
 • Enable customer satisfaction of a high level and a standard higher
than that of competition.

• Provide good returns to our shareholders and other financial

stakeholders.
• Continuously enhance the total quality of life of our employees and
help them realize their potential.

• Contribute to the development of the society and the nation.

SRF CORE BUSINESS:

• The Industrial synthetic business:

Which manufactures Nylon
Tyre Cord Fabric, and is the 7th largest producer of NTCF in the
world and the largest in India.

• The Coated fabrics business:

Which manufactures high quality

fabrics used for non- tyre applications in the international and
domestic market.

• The Belting fabrics business:

Which manufactures fabric used to make

conveyor belts, and is the 2nd largest producer in the world and the
largest in India.
 • The Fluorochemicals business:
Which manufactures Refrigerant Gases and
Chloromethane, and is the largest producer in India with exports to
more than 50 countries.

• The Packaging films business:

Which manufactures Bi-axially Oriented Poly
Ethylene Terephthalate (BOPET) also called Polyester (PET) Film,
is predominantly used in Flexible Packaging Applications.

• The pharma chemicals business:

Which manufactures intermediates/ advanced

intermediates and provides contract research, custom synthesis &
contract manufacturing services to the Pharmaceutical Industry.

• The Engineering plastics limited:

Caters to the Nylon engineering plastics
requirements of companies in the automobiles, white goods,
electrical goods, telecom cables, textile machinery, and electronics
sectors. The brands which are famous are TUFNYL and TUFBET

Employees details:
S.NO CATEGORY STRENGTH MAXIMUM PERSON
NO OF PRESENT
EMPLOYEES
AS PER A G B C
ROLL SHIFT SHIFT SHIFT SHIFT
1. OFFICERS 102 3 79 5 NIL
2. STAFF 171 22 94 20 17
 3. WORK 527 119 79 106 85
ASSOCIATE
4. AREA LEADER 70 15 8 19 12

5. LEARNER 51 5 32 6 6
6. APPRENTICES 17 2 15 NIL NIL

7. CONTRACT 350 60 135 35 32

EMPLOYERS

TOTAL 1288 226 424 191 152

 Maximum no of people present in the factory during 1.45 pm and 2.20

pm (I e A to B shift relieving time)- [869 persons]

 Minimum no of people present in factory c shift b/w 9.30 pm and 6.00

am- [218 persons]

 Figures are taken based on attendance records

 Strength does not include visitors, vendors, and transport contractors,
specialized service contractors

LOCATION:
SRF LIMITED: MANALI Industrial area,
MANALI,
CHENNAI- 600068
TOTAL AREA:
140 ACRES [factory built in area 47 acres]

MILESTONES:
 1970- incorporated as SHRI RAM FIBERS
 1974- commenced operation of nylon tyre cord at MANALI
 1977- production of fishnet twines started
 1979- commenced production of nylon engineering plastics
 1983- commissioning of belting fabrics at VIRALIMALAI
 1986- set up SRF Finance LTD
 1986-commissioning of coated fabrics at VIRALIMALAI

 1989- entered chemicals business with production of refrigerants

 1990- SHRI RAM FIBRES renamed as SRF LTD
 1993- Divested SRF Nippon Denso

 1995- commercial production of chloro methane

 1995- ventured into packaging films business
 1995- started vision care division at Bangalore

 1996- set up the company’s first overseas plant in Delhi

 1996- Acquired CEAT’s tyre cord fabrics plant situated at Gwalior

 1997- Divested vision care division

 1997- Divested SRF finance LTD. To GE Capital

 2000- Acquired Dupont’s tyre cord fabrics plant situated at

Gummidipoondi
 2002- Polyester films, fishnet twines and engineering plastic businesses
spun off as a separate entity, SRF

 2004- Became the first tyre cord company outside japan to win the
prestigious Deming prize

 2008- Acquired two foreign companies-(TBIL) (PTY) ltd.

  2009-Purchased of two business of SRF polymers ltd, engineering
plastic, industrial yarn business

 2009- Became the first Indian manufacture of PTY

 2010- Ventured into laminated fabrics at Kashipur
 2012- commenced operation in the newly commissioned chemicals
complex at Dahej in Gujarat

 2012- Wins the prestigious Deming prize for the chemical business

 2013- set up green field facility for BOPET films in Thailand

 2013- Ventured into BOPP films in South Africa

 2014- Scaled up its HFC capacity with the commissioning of its second
HFC plant of 12,500 tpa capacity at dahej

 2015- Acquired global Dupont™ Dymel HFC 134a pharama business

PRODUCTION:
 Nylon tyre cord fabric
 Nylon industrial yarn
 Nylon spin draw yarn;- 2450(MT/M)
 Dipped industrial fabric (nylon):- 1100(MT/M)
 Power generation:- 12.6(MW)

OUTLINE OF THE PROCESS;-

[NYLON TYRE CORD PLAN]
RAW MATERIAL :
CARPROLACTUM
MAIN PROCESS: -

POLYMERISATION

SPINNING

DRAW TWISTING

TWISTING

WEAVING

DIPPING &

ENGINEERING PLASTICS

FINAL PRODUCT; - [NYLON 6]

TECHNOLOGIES USED;-

 Spin draw technologies

 Conventional technologies
 Dipping- {company’s own dipping machine}
CHAPTER – 4
DATA ANALYSES
&
INFERENCES
 DATA ANALYSIS AND INTERPRETATION

Introduction:
Data analysis is a process of inspecting, cleansing, transforming,
and modelling data with the goal of discovering useful information, suggesting
conclusions, and supporting, decision- making. Data analysis has multiple facets
and approaches, encompassing diverse techniques under a variety of names,
indifferent business, science, and social science domains.
Data Interpretation is the process of critiquing and determining the significance
of important information, such as survey results, experimental findings,
observations or narrative reports. Interpreting data is an important critical
thinking skill that helps you comprehend text books, graphs and tables.
Researchers use a similar but more meticulous process to gather, analyze and
interpret data. Experimental scientists base their interpretations largely on
objective data and statistical calculations. Social scientists interpret the results of
written reports that are rich in descriptive detail but may be devoid of
mathematical calculations.

The data collected is collected in the field of Human Resource with special
reference to SRF – manali pvt. Ltd.
Primary data: Questionnaire method.

Sample size: 50

Statistical tool used: The collected data were analyzed using percentage analysis.
The method of reducing every item into a common base and comparing the
relative terms and the distribution of two or more series of data.

Diagram used: Pie diagram , Bar Diagram

Sampling Technique: Convenience sampling method
DATA ANALYSIS & INTERPRETATION

4.1 Age of the employees

Table:
Age No. of Respondents Percentage %
Below 25 4 8%
25 – 30 12 24%
30 – 35 28 56%
Above 35 6 12%
Total 50

Interpretation :
• 8% of the respondents are below 25
• 24% of the respondents are in between 25-30
• 56% of the respondents are in between 30-35
• 12% of the employees are above 35.
• Majority of the respondents tend to age between 31-35

4.1 Chart Age of the Respondents

 No. of Respondents

Below 25 25 - 30 30- 35 above 35

4.2 Gender of Respondents

TABLE 4.2: Gender of respondents

Gender No of respondents Percentage%

Male 39 78
Female 11 22
TOTAL 50 100

Interpretation:
• 78% of respondents are male
• 22% of respondents are Females
• Major Respondents are Males.

4.2 Chart : Gender of the

Respondents
No. of respondents

22%
Male
Female

78%
4.3 Work experience

Table 4.3: Work experience (in years) of the respondents

Experience No. of respondents Percentage

(in years) %
Below 5 13 26
5-10 27 54
11-15 07 14

Above 15 03 06
TOTAL 50

Interpretation:

• 26% of respondents have a work experience of below 5 years.

• 54% of respondents have a work experience of 5-10 years.
• 14% of respondents have a work experience of 11-15 years.
• 6 % of respondents have a work experience of above 15 years.
• Majority of employees have a work experience of 5-10 years.

4.3 Chart Work experience

Percentage

Below 5

5-10yrs

11-15yrs

Above 15
4.4 The Management helps financially with the employees providing
Loans and Benefits

Table:
Basis Number of respondents Percentage
Strongly agree 18 36%
Agree 9 18%
Neutral 14 28%
Disagree 7 14%
Strongly Disagree 2 4%
TOTAL 50 100%

Interpretation:
• 36% of the respondents Strongly agreed
• 18% of the respondents Agreed
• 28% of the Respondents were Neutral.
• 14% of the respondents were disagreed.
• 4% of the respondents Strongly disagreed
4.3 Chart:

Percentage
40%
35%
30%
25%
20%
15%
10%
5%
0%
Strongly agree Agree Neutral Disagree Strongly Disagree
4.5 The management organization holiday tours and picnics  
Table:

Basis Number of Percentage

respondents
Strongly agree 27 54%
Agree 20 40%
Neutral 3 6%
Disagree 0 0%
Strongly Disagree 0 0%
TOTAL 50 100%

Interpretation:

•54% of the respondents Strongly agreed.

•40% of the respondents Agreed.
•6% of the respondents are Neutral.
•No employees disagreed.
4.5 Chart:

No of the respondents
60%

50%

40%

30%

20%

10%

0%
Strongly Agree Agree Neutral Disagree Strongly disagree
4.6 The salary and incentives are as to Just

Basis Number of Percentage

respondents
Strongly agree 20 40%
Agree 15 30%
Neutral 10 20%
Disagree 5 10%
Strongly Disagree 0 0
TOTAL 50 100%

Interpretation:
• 40% of the respondents Strongly agreed.
• 30% of the respondents agreed
• 20% of the respondents were Neutral.
• 10% of the respondents disagree.

4.6 Chart

Percentage

Disagree
10%
Strongly Agree
Neutral 40%
20% Strongly Agree
Agree
Neutral
Disagree
Agree
30% Strongly Disagree
4.7 My Energy is not drained at work and can spend time at home

Basis Number of Percentage

respondents
Strongly agree 15 30%
Agree 20 40%
Neutral 9 18%
Disagree 6 12%
Strongly Disagree 0 0%
TOTAL 50 100%

Interpretation:
• 30% of respondents Strongly agreed
• 40% of respondents Agreed
• 18% of the respondents were Neutral.
• 12% of the respondents Disagreed.
•
4.7 Chart
Percentage

Strongly Agree Agree Neutral Disagree Strongly Disagree

4.8 Employees are treated well and their opinions are respected

Basis Number of Percentage

respondents
Strongly agree 10 20%
Agree 18 36%
Neutral 12 24%
Disagree 10 20%
Strongly Disagree 0 0%
TOTAL 50 100%

Interpretation:
• 20% of the respondents Strongly agreed.
• 36% of the respondents Agreed.
• 24% of the respondents Neutral.
• 20% of the respondents Disagreed.

4.8 Chart

20% 20%

Strongly agree
Agree
Neutral
Disagree
24% Strongly Disagree

36%
4.9 I can comfortably work with co-workers without any hindrances
from the management 

Basis Number of Percentage

respondents
Strongly agree 19 38%
Agree 9 18%
Neutral 11 22%
Disagree 11 22%
Strongly Disagree 0 0%
TOTAL 50 100%

Interpretation:
• 38% of the respondents Strongly agreed.
• 18% of the respondents Agreed.
• 11% of the respondents Neutral.
• 11% of the respondents Disagreed.
4.9 Chart
40

35

30

25

20

15

10

0
Strongly agree Agree Neutral Disagree Strongly Disagree
percentage
4.10 The work environment is friendly and maintains healthy
atmosphere

Basis Number of Percentage

respondents
Strongly agree 7 14%
Agree 13 26%
Neutral 16 32%
Disagree 7 14%
Strongly Disagree 7 14%
TOTAL 50 100%

Interpretation :
• 14% of the respondents strongly Agreed.
• 26% of the respondents Agreed.
• 32% of the respondents were Neutral.
• 14% of the respondents Disagreed.
• 14% of the respondents strongly disagreed.
4.10 Chart

Strongly Disagree

Disagree

Neutral

Agree

Strongly agree

0% 5% 10% 15% 20% 25% 30% 35%

4.11 The employees are satisfied with the top level management

Basis Number of Percentage

respondents
Strongly agree 15 30%
Agree 18 36%
Neutral 6 12%
Disagree 7 14%
Strongly Disagree 4 8%
TOTAL 50 100%

Interpretation:
• 30% of the respondents strongly agreed
• 36% of the respondents Agreed
• 12% of the respondents neutral
• 14% of the respondents disagreed
• 8% of the respondents strongly Disagreed.
4.11 Chart

Strongly Disagree

Disagree

Neutral

Agree

Strongly agree

0 5 10 15 20 25 30 35 40
4.12 Each employees are recognized by the manager and there are
healthy interaction between them

Basis Number of Percentage

respondents
Strongly agree 12 24%
Agree 18 36%
Neutral 12 24%
Disagree 8 16%
Strongly Disagree 0 0%
TOTAL 50 100%
Interpretation:
• 24% of the respondents Strongly Agreed.
• 36% of the respondents Agreed.
• 24% of the respondents were Neutral
• 16% of the respondents Disagreed.

4.12 Chart

Percentage

Strongly agree Agree Neutral Disagree Strongly Disagree

4.13 I can go to work positively on Monday mornings

Basis Number of Percentage

respondents
Strongly agree 24 48%
Agree 16 32%
Neutral 10 20%
Disagree 0 0%
Strongly Disagree 0 0%
TOTAL 50 100%
Interpretation:

• 48% of the respondents Strongly agreed.

• 32% of the respondents agreed
• 20% of the respondents were Neutral

4.13 Chart

Strongly Disagree

Disagree

Neutral

Agree

Strongly agree

0 5 10 15 20 25 30 35 40 45 50
4.14 I am satisfied with my work and does not feel pressured and
limited by the Manager

Basis Number of Percentage

respondents
Strongly agree 22 44%
Agree 18 36%
Neutral 8 16%
Disagree 2 4%
Strongly Disagree 0 0%
TOTAL 50 100%

Interpretation:
• 44% of the respondents strongly agreed
• 36% of the respondents Agreed.
• 8% of the respondents were neutral
• 4% of the respondents disagreed.

4.14 Chart

Strongly Disagree

Disagree

Neutral

Agree

Strongly agree

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

 CHAPTER – 5
FINDINGS, SUGGESTIONS
AND CONCLUSION
 FINDINGS

 Majority of the respondents tend to age between 31-35.

 78% of respondents are male
 Majority of employees have a work experience of 5-10 years.
 36% of the respondents Strongly agreed that the management helps
financially to its Employees
 54% of the employees strongly agreed to that management organizes
Holiday tours and picnics.
 40% of the employees strongly agreed to that Salaries and Incentives
are as to just
 40% of respondents agreed to that they can spend time at home.

 36% of the respondents agreed to that they are treated well and their
opinions being respected.

 38% of the respondents strongly agreed that they can comfortably

work with the co-workers without any hindrance.

 32% of the respondents were Neutral with the Work space

environment.

 36% of the respondents Agreed that they are satisfied with the Top
level management

 36% of the respondents agreed that each employees are recognized by

the manager and there are healthy interaction between them.

 48% of the respondents Strongly agreed that they can go to work

positively on Monday morning

 44% of the respondents strongly agreed that they are satisfied with the
work and does not feel pressurized.
 SUGGESTIONS

 The company may strictly follow the prescribed noise level.

 The company may provide safety equipment sufficiently.

 The company may update security measures periodically.

 The company may conduct safety training regularly.

 The company may go for ergonomically designed tools and machines provide to
employees.

 The company may give stress bursting techniques to the employees to avert
industrial accident

 The company should deal with employees who violate safety rules seriously
 CONCLUSION

From the survey,

Conducted in the SRF, MANALI it is evident that the Job satisfaction is

adequate and the workers are aware of it, according to the survey and the
charts in the manual above also represents the same it’s is proven that the
Job satisfaction followed by them are efficient, As they are aware about the
health and safety of the employees the built the unique way of safety
measures and because of they consider the employees as their assets, where
they are the main source for the organization.

BIBLOGRAPHY
Books
1) Job Satisfaction: Application, Assessment, Causes, and Consequences – Paul spector
2)
https://srf.com/about-overview/
https://books.google.com/books/about/Job_Satisfaction
https://www.google.com https://www.wikipedia.com
The Job Satisfaction Survey, JSS is a 36 item, nine facet scale to assess
employee attitudes about the job and aspects of the job. Each facet is
assessed with four items, and a total score is computed from all items. A
summated rating scale format is used, with six choices per item ranging
from "strongly disagree" to "strongly agree.” Items are written in both
directions, so about half must be reverse scored.