“A STUDY ON EMPLOYEES SATISFACTION ON VINAYAKA

IRON TRADES VADAKKENCHERRY PALAKKAD”

PROJECT REPORT 2024-2025

Submitted to Calicut University in partial fulfilment of the requirement

for the award of the degree of
BACHELOR OF COMMERCE (CO-OPERATION)
SUBMITTED BY
AJITHA.S (NOAWBCMO25)
AKHILA.A (NOAWBCMO26)
AMITHA.S (NOAWBCMO27)

Under the guidance of

DR. REBA XAVIER
Assistant Professor
Department of Commerce

NETHAJI MEMORIAL ARTS & SCIENCE COLLEGE

NEMMARA, PALAKKAD-678508
(Affiliated to University of Calicut)
(2024-2025)
 NETHAJI MEMORIAL ARTS & SCIENCE COLLEGE
NEMMARA
(Affiliated to University of Calicut)

DEPARTMENT OF COMMERCE

CERTIFICATE
This is to certify that the project report entitled “A STUDY ON
EMPLOYEES SATISFACTION ON VINAYAKA IRON TRADES
VADAKKENCHERRY PALAKKAD” is submitted to Calicut
University, in partial fulfillment of the requirements for the award of
Bachelor of Commerce, is a record of original work done by AJITHA.S
(NOAWBCMO25), AKHILA.A (NOAWBCMO26), and AMITHA.S
(NOAWBCMO27) during the period of his study 2024- 2025 in the
Department of Commerce, Nethaji Memorial Arts And Science College,
Nemmara, Palakkad.
……………. …………….
Lecturer in charge Head of the Department

Submitted for the Calicut university examination held

on................................ At Nethaji Memorial Arts & Science College,
Nemmara, Palakkad.
Place: NEMMARA
Date: Signature of External Examiner
 DECLARATION

We AJITHA.S (NOAWBCMO25), AKHILA.A (NOAWBCMO26),

and AMITHA.S (NOAWBCMO27) hereby declare that this Project
Report entitled “A STUDY ON EMPLOYEES SATISFACTION ON
VINAYAKA IRON TRADES VADAKKENCHERRY PALAKKAD”
is a bonafide work done by me under the guidance of DR. REBA XAVIER,
Asst. Professor, Department of Commerce, Nethaji Memorial Arts And
Science College, Nemmara and is submitted to the University Of Calicut
in the partial fulfilment of the requirement of the B.COM degree course.

I also declare that the report has not been submitted by me for the award of
any degree, diploma or other similar title of any other University earlier.

Place: Nemmara AJITHA.S (NOAWBCMO25)

Date: AKHILA.A (NOAWBCMO26)
AMITHA.S (NOAWBCMO27)

ACKNOWLEDGEMENT
This page is dedicated to all those people who have helped me during the
journey of my Project Report, which I have completed successfully. This
report has given a wonderful and enlightening experience to me.

I wish to express my sincere gratitude to Prof. V.PHALGUNAN

Principal of Nethaji Memorial Arts and Science College, Nemmara,
and Palakkad for his advice and guidance in doing this report.

I take this opportunity to convey my sincere gratitude to Smt.

RAJEENA.K, Head of the Department for allowing me to encourage in
the project preparation and supporting me to complete it.

I take this opportunity to convey my hearty and sincere thanks to. DR.
REBA XAVIER Asst. Professor, Department of Commerce for her
encouragement, general guidance and advice imparted to me in the
preparation of this report

I wish to express my sincere gratitude to all the teaching and non-

teaching staffs for their advice and guidance in doing this report.

I take this opportunity to convey my thanks to my Parents, Friends and all

those people who have helped me during the journey of my project
report.
 CONTENTS

PAGE
CHAPTER TITLE
NO

1 INTRODUCTION 1-6

2 REVIEW OF LITERATURE 7 - 17

A. INDUSTRIAL PROFILE &

3 COMPANY PROFILE 18 -35
B. THEORETICAL FRAMEWORK

4 DATA ANALYSIS & INTERPRETATION 36 - 51

FINDINGS,SUGGESTIONS
5 52 – 54
AND CONCLUSION

BIBLIOGRAPHY

APPENDIX
 LIST OF TABLES
TABLE PAGE
TITLE
NO NO

4.1 OPINION ABOUT SALARY PACKAGE 37

4.2 SATISFACTION ON THE WORKING CONDITION 38

OPINION ABOUT THE LEVEL OF SATISFACTION
4.3 39
ON THE PHYSICAL SECURITY
4.4 OPINION SOUGHT IN DECISION MAKING 40
OPINION ABOUT ADDITIONAL PAY FOR
4.5 41
OVERTIME
EFFICIENCY OF TRAINING PROGRAMME IN
4.6 42
REDUCING DEFECTS AND ACCIDENTS
OPINION REGARDING THE WELFARE
4.7 43
ACTIVITIES
4.8 SATISFACTION ON WORKING HOURS 44
4.9 SATISFACTION ON JOB SECURITY 45
OPINION ABOUT PROMOTIONAL
4.10 46
OPPORTUNITIES
EQUALITY IN TREATMENT FOR DISCIPLINARY
4.11 47
ACTION
EMPLOYEES OPINION ABOUT THE TRAINING
4.12 48
PROGRAMME

4.13 EXPERIENCE SHARING BETWEEN EMPLOYEES 49

WORKING EXPERIENCE OF EMPLOYEES IN THE

4.14 50
ORGANIZATION
EMPLOYEES OVERALL SATISFACTION WITH
4.15 51
THE JOB
 LIST OF CHARTS
FIGURE PAGE
TITLE
NO NO

4.1 OPINION ABOUT SALARY PACKAGE 37

SATISFACTION ON THE WORKING

4.2 38
CONDITION
OPINION ABOUT THE LEVEL OF
4.3 39
SATISFACTION ON THE PHYSICAL SECURITY

4.4 OPINION SOUGHT IN DECISION MAKING 40

OPINION ABOUT ADDITIONAL PAY FOR
4.5 41
OVERTIME
EFFICIENCY OF TRAINING PROGRAMME IN
4.6 42
REDUCING DEFECTS AND ACCIDENTS
OPINION REGARDING THE WELFARE
4.7 43
ACTIVITIES

4.8 SATISFACTION ON WORKING HOURS 44

4.9 SATISFACTION ON JOB SECURITY 45

OPINION ABOUT PROMOTIONAL
4.10 46
OPPORTUNITIES
EQUALITY IN TREATMENT FOR
4.11 47
DISCIPLINARY ACTION
EMPLOYEES OPINION ABOUT THE TRAINING
4.12 48
PROGRAMME
EXPERIENCE SHARING BETWEEN
4.13 49
EMPLOYEES
WORKING EXPERIENCE OF EMPLOYEES IN
4.14 50
THE ORGANIZATION
EMPLOYEES OVERALL SATISFACTION WITH
4.15 51
THE JOB
 CHAPTER 1
INTRODUCTION
INTRODUTION
Employee Satisfaction is the extent to which employees are happy on
content with their jobs and work environment Employee satisfaction is
quite simply how content on satisfied employees are acts with their jobs
Employee satisfaction is typically measured asking. Satisfaction Survey
an employee these surveys address topics such as compensation,
workload, Perceptions of management, Flexibility, team work,
resources. The things are all important to companies who want to keep
their employees happy and reduce turnover, but employee Satisfaction is
only a part of the overall solution In fact for some organizations, satisfied
employees are People of the organization might be better off without.
Employee satisfaction and employee management are Similan concepts
on the Surface and many people use these terms interchangeably,
Employee satisfaction covers the basic concern and needs of employees.
It is a good starting point, but it usually stops Short OF what really
matters. People will be in the organization for a long time they get
satisfaction from the ready to work only when Performance of their
work. So there here management should want to take all the measures
that will increase the Satisfaction of employee. Passion, commitment and
most importantly, discretionary effort. Engaged employees
Are motivated to do Money than the bare minimum needed in tended to
keep their jobs By contrast, Satisfied employees are merely happy or
content with their jobs and status for some, this might doing as little work
as passion. Involve

1
1.1 STATEMENT OF THE PROBLEM
Employees are the back bone of every organization, without employees
no work can be done. When the attitude of employees towards his/her
jobs is positive, there is job satisfaction. Job satisfaction gives less work
stress, cheerful and positive approach.
Whereas job satisfaction gives dejection, disappointment or even
depression. But if an employee approaches the problem with more
confident and positive, he can be satisfied and succeed easily. Besides
working environment, nature of job, payment system of the organization
and other factor also influences in his job Satisfaction. Hence an attempt
has been made to Study the job satisfaction of employees in the industry

1.2 OBJECTIVES OF THE STUDY

• To analyse the satisfaction level of employees in vinayaka Ltd

• To provide additional pay for overtime work
• To identify the problem faced by the employees in vinayaka iron
and steel industry
• To know employees opinion about work, place, Pay and benefits.

1.3 SCOPE OF THE STUDY

The present study covers only 50 employees from Vinayaka iron and
steel industry. Thus the research gives a pictures of factors influencing
employee Satisfaction. Thus the research is to identify the Problems and
satisfaction factors of employees. The management can be understood
and to give out any valuable suggestions that can be taken

2
in future to improve the satisfaction of employees. It will help to inpup
increase the morale of employees and also helps to increase the standard
of living of peoples. The suggestions given by the employees and the
recommendations by the researched will definitely help the employees
and the recommendations by the research will definitely help the
employee’s in Vinayaka industry, if adopted in future bring fruitful
results

1.4 RESEARCH METHODOLOGY

Research methodology is the science of study how is done scientifically
and in systematic manned research can be define as systematic and
purposing the case and effect relationship between two or more
phenomena.

1.4.1 RESEARCH DESIGN

Descriptive research aims to accurately and systematically describe a
population, situation of phenomenon. It can answer what, when and how
questions, but not why questions. A descriptive research design can use
a wide variety of research methods to investigate one more variables.

1.4.2 POPULATION
There are 100 employees who working under Vinayaka Iron Trades
Vadakkencherry, Palakkad.

3
1.4.3 SAMLE SIZE
The study constitutes among 50 respondents

1.4.4 SAMPLE DESIGN

Random sampling method is used for selecting the Sample unit. The
sample of 50 respondents were Selected out of more than Organization.
100 employees in the

1.5 METHODS OF DATA COLLECTION

Primary data and secondary data are used for this study. Collected and

1.5.1 PRIMARY DATA

Primary data is collected from the employees in Vinayaka iron traders.
The data is collected with the help of structured questionnaire framed
keeping in view the objectives on the study. And it was distributed
among the employees in the organization.

1.5.2 SECONDARY DATA

Secondary data is collected from company records, reports and through
Internet

1.6 TOOLS OF STUDY

The tools used for the data presentation and analysis are statistical tools
it includes both numerical and graphical such as, bar diagram, column
and Percentages.

4
1.7 DURATION OF THE STUDY
The period of the study was 21 days. (Dec 9 to Jan 3)

1.8 LIMITATIONS OF THE STUDY

• The study faced time constraint since the study had to be completed
in 3 weeks.
• There may be a chance for personal bias from the part of
respondents
• Since some of the workers Are illiterate, if find difficult to collect
data.

5
 CHAPTER SCHEMING

The study divided into 5 Chapters

Chapter 1-INTRODUCTION
The first chapter gives an introduction, title, and objectives of the study
period of the study, research methodology, and limitations of the study

Chapter 2-REVIEW OF LITERATURE

The literature for review is collected from secondary sources such
magazines articles report newspapers as well as problem and findings of
the study done by research and business professionals

Chapter 3- A) INDUSTRY PROFILE & COMPANY PROFILE

B) THEORETICAL FRAMEWORK
The third chapter process the theoretical framework.

Chapter 4-DATA ANALYSIS AND INTERPRETATION

Here data is analysed with the help of various tools such as Simple
percentage analysis, bar diagram, pie chart, line graph etc...

Chapter 5- FINDINGS, SUGGESTION AND CONCLUSION

Here based on the data analysis, findings were made and necessary
suggestion were given.

6
 CHAPTER 2
REVIEW OF LITERATURE
 REVIEW OF LITERFITURE
A literature review Plays a Very Important role in the research Paper it
is Lo Summarize and Synthesize the arguments and Ideas of others it also
Includes a Critical evaluation of the material this chapter deals with the
15 studies Carried out by Various researchers on Employee Satisfaction,
it helps to understand about the various methodology and techniques
used in study which helps to Conduct the Present study In new
dimensions

1. Nupur Tripathi and Dr. Bhanti shukia (2019): was commissioned

to study on “Employee Job satisfaction in retail Sector of
GORAKHPUR (BIG BAZFIR and VMART).The main objective of
the study was to measure the satisfaction Lion level of the employees
and employee Perception towards organization.100 employees of
different retail sectors from v mart, openers and big bazar are selected
for research. A descriptive research design shall be adopted for the
Purpose of this study. The data were collected from the employee by
administrating a structured questionnaire, observation method,
Interview and discussion with management for the data Collection of
Secondary data textbooks, reference books, Journals Internet had been
used. FA Single questionnaire had been created and administered from
the analysis the Project was Concluded that the Job Provides
opportunity to employees to use their skill at workplace. Number of
employees are satisfied that they are gelling Flexibility in coordinating
with work and they are satisfied with the existing culture of
organization and they are showing their involvement and Commitment
with their organization

7
2. Dr A. Sivakumar and A. Arun (2019): were worked on the topic “job
satisfaction among school teaches In Coimbatore district”. Job
Satisfaction denotes to a person’s Feeling of Satisfaction on the job.
This study which turns as a motivation to work. It is not the Self
Satisfaction, gladness on Self - Contentment but the Satisfaction on the
job. This study was conducted to know about the Satisfaction among
school teachers and to find out whether there is any significant
difference of the school teachers towards job Satisfaction. FI Sing
Simple random Sampling Technique was adopted for Selecting 2015
teachers from the Coimbatore district. It was found that the level of job
satisfaction among school teachers is average and there is a significant
difference of the School teaches towards job satisfaction between rural
and unban Locality of the school and years of experience. The
Favourable job satisfaction help the teaches to be a Successful Person
in the field of education.

3. Sanal Sunny (2018): was worked on the Project titled “A study on job
satisfaction of employees in Sun Plastic Private 1 limited valapraya”
this study was Conducted to analyse the general Problems of
employees and to find out the relationship between workers and
management. The study was conducted among the Sample of 50
respondents. The Primary data was collected through Survey,
Interview and discussion and with the help of Questionnaire.
Secondary data were those which have been collected by Some Other
Persons for his Purpose and Published the Secondary data Collected
through Journals and Annual report of the Company. Ban diagram, Pie
diagram and Simple diagram Care the tools used for the analysis. The
Project was carried out Sun Plastic Private limited for a Period of

8
 21days. This study reveals the fact that the level of Satisfaction is
defend upon Various Factors Such as Salary Packages, working
environment, relationship within the organization, welfare activities
etc. After the detailed analysis of factors. The study concluded that the
workers are moderately satisfied. Their level of satisfaction is Average.

4. Mancel chinemere ouete (2018): was worked on the topic “job

Satisfaction and Employee Performance in selected bakeries in
Anambira State”, the main objective of the study is to investigate the
effect of job satisfaction on Employer’s Productivity in the Private
Sector the specific objectives are to investigate the effect of talent
development on employee Productivity, ascertain how reward and
recognition influence employee Productivity. It adopted Survey
design. Data were mainly from Primary Source Using Structured
Questionnaire developed on five Point liker Scale. The Population of
the study was 986 and Complete enumeration was adopted 750 Copies
of the Questionnaire distributed were Connect fined, returned and used
for the Analysis. This study win be of great use to the Investors, Shame
holders, manages, Governments and academia and general Public by
expanding their knowledge on the Predictor Variables are employees
Productivity. Descriptive statistics and multiple regression analysis
were used to verify the hypothesis set to guide the objectives of the
study. All Lasts were Carried out at 0.05 level. The results Of
Correlation mat rise Coefficients indicated that all the Independent
variables have negative relationship with dependent Variable. It is
quite modest to conclude that job satisfaction has significant effect on
increasing employee Productivity. The Coefficient of determination Ra
and F value are within Acceptable region.

9
5. MS Aditi Acharva and Dr. Shabana (2017): were Worked on the
topic “Derivers of job satisfaction among SHIL Employees with
special reference to Bhilai steer Plant”. The study Sought to identify
the main drivers of job satisfaction among employees of steel
Authority in India limited (SAIL) which is one of the first basic
Industries of Indian Public Sector. Specifically it focused its Attention
on Bhilai steer Plank (BSP) as an employer and examined the extent of
Employee job Satisfaction, togethen with its nature and degree of
variation. A Survey was conducted among 1000 employees working In
the Company irrespective of thein age Group, gender and job Profile a
total of 23 Independent Variables with the dependent Variable of job
satisfaction were taken in the study. Both descriptive and inferential
statistical techniques were laten in the stuely. Used to analyse the data
Collected a Common questionnaire was made and administered for all
employees so as to measure the Satisfaction on a uniform scale using
a standard set of Questions. It Involves a set of close ended Questions
with responses to be indicated on liker scale options the finding is that
about 72% (396 out of 548) of all the officers were found to be satisfied
with their job at Bhilai steel plant while only about 7% (36 out of 548)
Compressed their discontent. Among the workers, 74% (384 out of
452) of the Participants reported to be satisfied with their job and mere
3%. (16 out of 462) of them voiced their dissatisfaction

6. Dr.v Lavanya (2014): in ben paper titled” A Study employee job

satisfaction in manufacturing Sector. Mentioned that job satisfaction

ensures that the right employees are recruited and retained. Employee
Satisfaction can be Measured two in trends ways: Indirectly by watch.
Employee turnover and directly, by asking employees about their level
10
 Of Satisfaction. Interviews and focus groups. The research for the
purpose of the Study the questionnaire Method was via Surveys, design
choses is descriptive of which used. The Study Concerned with 30
percentage of employees out of 51 the objectives are to study the
employee’s perception towards organization and offer Suggestions to
improve the Satisfaction level of employees. The Convenience
Sampling Method is a Statistical Method of drawing representative
data by selecting availability regarding easy access. There’s Units
because of their general the Transportation facility not provided to the
employees at night. Most of the Employees Parking facility. There are
especially for those who Worked 00 who dissatisfaction as it & were
was Working are dissatisfied with refreshments prom deal Stay back
often because

7. Mr. Anil kumar Barik (2016): lo bas paper titled “An Investigation
on employee Satisfaction Indian public Steel Sectors. It was Case
published International Journal of research in economies Social
Sciences. The purpose of this the level of employer Satisfaction to
Indian Steel Sector. To research, primary as well Paper with and to
examine Special repencecated the need of the as Secondary Sources
data have used. A random sample of Including Seniors, middle level,
junior level of 312 employees of employees significantly differs
regarding Salary with respect to their experience. Afterwards
Systematic Sampling was done Data Collection was dare questionnaire
through from the employees of the using the Structured

Interview and email organization on response distinct 25 parameters

like Salary, balance between work and personal life, work
environment, welfare It was found that employees Further Satisfaction

11
 level mensurrel etc. Are Satisfied in general. Of employees
significantly differs regarding Salary with respect to their experience

8. Abhilash Vyas (2016): Was researched “Study on job Satisfaction

level 00 of employees Bank, Delhi”! This project has prepared Impact
of different variables such as level, Age, education, organizational
background and gender other the topic at HDFC to Study the the
occupational climate, economies Various factors affecting the overall
job satisfaction of employee working HDFC bank. In this project to
account which are two branches HDFC Uttam nagar. In total 50
employees were analysis which were were Nagar, Considered mainly
of middle Primary and Secondary data has Study, Primary data Such
as HDFC Vikas for the management. Both been used for this
Observation, personal Interview, telephonic Interviews and Schedules
Used and Secondary data Such Internet, libraries and old records were
magazines, Journals, were Non probability Sampling technique of
Sampling was used in the Feelings of dissatisfaction Stemming from
the Work Consulted. Convenient Survey. In this were Study found to
be Shelf. The same and Work that was repetitive nature and according
employees to the des qualification of were Seen also some faction
leading to dissatisfy Job tenure. Were of the Tow not apt some f some
the 5 taken i5 the Major factors payment and job tenure

9. Prof. (Dr) Subhasish Chatterjee, Dr. Smriti priya (2016) on the

topic” Employee Satisfaction level- Study on Multispecialty hospital”.
Employee Satisfaction of the critical Criteria to improve the 15 onl
efficiency of any organizations. Here the researchers have picked the

12
 Multispeciality hospitals The Main Objective of the a Centre to
Conduct the research. Study 15 to measure employer job satisfaction
level and Study the employees perception towards organization.
Employees are satisfied In to your park as per thein work Methodology
and It has been decided to take 30 percent from Stalatum, So finally
Consideration as an each 105 respondents have taken under Sample of
the research Study The primary data was collected from the
respondents by administrating 9 Structured questionnaire and also
through observation, Interview and discussion with management. The
results relatively Strong Support foe If the Study provide the existence
7 Positive relationship among employee, participation decision
Making. Job satisfaction and employee Productivity and complete
Commitment.

10.Biswajitpal (2015): Has the “impact of investigated Policies on

Satisfaction level 7 Industrial relation employees at Romkela steel
plant”. “The main agentive and Scope of this study is measures,
Working empower rent to determine conditions, employee and the
Satisfaction the Vivolvement and level organization. The Sample size
of employees considered for the study is 150. The Sampling technique
used is Convenient Sampling Method that is Availability of the
employee Both primary and Secondary 中 the Study. Primary data
questionnaires and the based the data data was was Collected
Secondary data the Collected. Collected by Collected from

magazines, books, websites and research Papers. Further information

was obtained throughs brochures, reports and documents given by the
organin Zation. The Outcome Provides all matters Wealfare of

13
 employees the Study 15 relating ade found that good Industrial
Industrial disputes. To the Organization Safety, health and properly
implemented and relations reduce

11.11.Anubhuti Monga, Narinder Verma, OP Monga (2015): has

worked on the topic” A study of job satisfac-tion of employees of ICICI
Pradesh The main focus a bank in Himachal -of this study was to
examine the level of job satisfaction also employees of the ICICI bank
in their organisational context. Six branches of the ICICI bank in the
state of Himachal Pradesh was used. It comprised of collection.
Besides, questions on a personal characteristics, the questionnaire
included important dimensions of organizational structure the results
obtained from the analysis is that, most of the employees were satisfied
and break down of emotions in dealing with among employees. A
convenient sample of employees at selected 80 employee. A five point
Likent scale question- Naire containing 15 questions extracted from
The short form of Minnesota satisfaction question- Naire (MSQ) was
administered for dataWith the welfare measures at the workplace They
expressed of having no anxiety, tension Their superrions and
Subordinates This means There is cooperative and helpful attitude

12.Dn. A. Sumathi (2014): Has researched on the topic “A Survey on job

satisfaction of textile showroom employees in coimbatore city. This
Survey was conducted to identify Satisfaction in terrms of

satisfied the level of to dissatisfied en varrious job satisfaction level of

textile Showroom employees and to suggest measures which might be
help the organization in improving the job satisfaction level among
employees. A Sample of 150 respondents the was Selected from textile
14
 showroom around coimba-tore city among using random convenience
ambling the • The primary dat a was collected from respondents by
administrating a Structured questionnaire and also through
observations, interviews and discussion with the management team. A
part from primary data, the Secondary data is being collected through
textbooks, journals from library, academic Reports and internet used
for this study. The data is analysed with the help of Simple percentage
analysis and chi-square test. Above BD% of the employees are
satisfied with cages bonus Schemes availability and framing Bonus in
the Company. And of half of the Respondents Are dissatisfied with the
welfare Scheme of Company Nearly 85% of the convenient with
management the employees feel working environment

13.Rashid Saeed et al., (2014). In this study found Promotion, pay,

fairness and working condition to be the key factors that contribute
employee job satisfaction: The study ted on to was conduc-200 telecom
sector employees of Pakistan. It was concluded on that money and
compensation play an important role in the job satisfaction employees
of pakistan. Of the telecom

14.Gurusamy and mahendran (2013); in their study Found that Salary

occupy the First Rank For determining Job Satisfaction compared

with other major determinants. The study was conducted on 300

respondents and was limited to the automobile Industries of India.

15
15.Javed and Ramanujan (2011): Examined the influence of distributive
and procedural Justice on pay and Job Satisfaction, they provided that
descriptive Justice and procedural Jutice had differentiating Impact on
Job satisfaction ie; level raise, benefit and Administrative. The survey
canied out among 122 Indian managers, It was found that distributive
Justice hasa move important predictor of all four dimensions of pay the
harve Impert Job on level of Job satisfaction Among them. He
collected data from 366 engineering Faculty members. Investigate the
level of job satisfaction among engineering Colleges on technical
university, exam the effects of dimensions of Job on level of Job
satisfaction among them, and give suggestions to Maintain DY
Improve faculty mentors job satisfaction were three objectives of
resulting study. The study revealed that the faculty members were
found to be neutral with organizational polities, Independence,
promotional Opportunity and satisfied with work variety, creativity,
compensation and social status of Jobs, Job security, achievement but
the Faculty members were dissatisfied with wow beer work conditions
and recognitions.

The literature review indicates there are many Factors which help in
achieving employee saturation the Factors may doesn’t the type of work.
Assigned to them, work environment, work designete. Salary is certainly

16
an important Factor It always does not Play such a big role as it looks
Non- monetary bonese play a bigger role at large. Therefore,
organizations have to have a Intellect HRM system on a regular basis so
that It helps in improving the system, work environment, decreasing the
job stress and Finally leading to employee satisfaction and more. Job
muovement. Future studies can focus on Factors such cas mentoring,
coaching and personal development plans Influencing Job satisfaction.
The next generation employees the 2 generation. Is a completely
different breed Researches focusedon on Understanding ahal Influences
the employee satisfaction of these employees will be quite relevant for
the organizations.

17
 CHAPTER 3
A. INDUSTRIAL PROFILE & COMPANY
PROFILE
B. THEORETICAL FRAMEWORK
 A. INDUSTRIAL PROFILE
This Page contains the latest trade data of iron ore in 2020, Iron, ore were
the world’s 13th Frost traded product, with a total trade of $141B.
Between 2019 and 2020 the exports of Iron ore grew by 125%, from
$1268 to $1418. Trade in Yon ore represent 0.84% of total world trade.
Iron ore area part of ores, Slag and ash They Include iron ore,
concentrate, not iron pyrites, un agglomerate, Iron ore, concentrate, not
iron pyrites. Agglomerated, and Routed won pyrites.

EXPORTS
In 2020 the top exporters of iron ore were Australia ($79.6B), Brazil
($26.58), Canada ($5.738), Ukraine ($4.273), and South Africa
($4.06B).

IMPORTS
In 2020 the top Importers of iron ore were China ($998) Japan ($5.24B),
South Korea ($5.948), Malaysia ($2.27B), and Singapore ($2.233).

TARIFFS
In 2018 the average tariffs for iron ore was 1.946, making it the 1246th
lowest faith using the HS4 Product classification.

RANKING
Iron ore ranks 983rd in the product complexity Index (Pc) steel

18
DESCRIPTION
Iron ores are used in the production of steel. Hon concentrates are used
in the production of pig iron. Rosted iron pyrites. Is used in the
production of sulfuric acid. As of April 2022, India was the world’s
second-largest Producer of crude steel and finished steel stood at 133.596
MT and 120.01MT, respectively. In April-oct 2022, the production of
crude Steel and finished steel stood. At 71.56 Mi and 68.17 MT
respectively. The growth in the Indian steel sector has been driven by the
domestic availability of raw materials such has been a major contributor
to India’s manufacturing output. The Indian steel, Industry is modem,
with state-of-the-art steel mills. It has always shived for continues
modernisation of Older plants and up-gradation to higher energy
efficiency levels
Iron and steel merchants Association of Kerala private limited is a private
limited company based in India and it was Incorporated officially on
01/olfiach The corporate Identification number (CIN) of the company as
per the official records is 027106KL1901PTC002313 And the company
registration number 4 002313-130n and sleel merchants Association of
Kerala private limited aa manufacturer company with the industrial and
NIC/SIC code of 27106 as per the official records. The company Mas
registered its authorized share capital Paid up capital is is in the year 1901
and IS INR 2,000 and INR O. The company’s business based in the city
of. The company is duly registered at Registered of companies,
Ernakulum (ROC-Ernakulum) and is classified as the Indian Non-
Government company. The major activities of this company as per the
listed offical records are manufactured of Basic Iron and steel
manufacture of Basic Iron and steel

COMPANY PROFILE
19
Vinayaka Iron Traders fully owned by R Arjuna kumar. The registered
address is Vinayaka iron Traders kannambra road, Vadakkencherry,
Palakkad (D2). This Firm proposed to be promoted as a sale
proprietorship. The Firms mainly have two Departments. Vinayaka
1107 Traders and vinayaka Astra. The Department of Vinayaka hon
Traders deals with all Ferrous and non Ferrous scraps. The departirent
of. Vinayaka Astra deals with construction materials and sanikony like
pipes, imi Bars, Cements, Paints, water tank Sheets, ss pipes, Puc pipes
etc.... Vinayaka yon trader begin is operation in 17-09-1995 with license
at that time the Firm have only one department that deals only scrap
Items and started with to employees. Now in this Fimm have move than
60 employees The company has the building to conduct all the trading
activities and abo have computerised administration office to conduct the
business effectively and efficiency. The company used advanced
machines for the Stroots operations. The company Wed developed a
large warehouse to store the products like Steel, Paints, cements, Cup
Pipe the Firm take all required measuredss to keep their order safe and
sound Since 1995 started the business with Small Investment as a retail
stop later, the Firm started the we Wholesale business in 2000. New
materials like pipe, Paints, and Sheets are begun to sale in 2009. Then,
60% of Construction materials are introduced at the mid of 2010. The
Firm is try to achieve the target, 100% Construction Sale from this Firms
with in 2025 at Vinayaka development is not onetime strategy for
boosting Sale ratter a quite excellence Now the Firm purchase materials
From different well branded companies. The Firm deals both Wholesale
and relails. The firm collected construction Dalt materials From more
than so different companies like malabar cement, Asian
paints,TMT,Apollo,chettinad cement,Sea tech, AQUA Tech etc. Rather
then the development of the company the Firms mainly focus the

20
satisfaction of both consumer and employees. 60 trembers are still
working in the Firm. The firm got the license to sale hind ware product
in the year 2016 June 14 From the hind ware company. The labour
require the service of skilled, semi skilled and unskilled worker’s,
Manpower is the human resource employed in any enterprise. The
success of the organization depends upon the right type of persons placed
in the job. The transportation means movement of good from one place
to another place. The company have it oun system to supply their
Products in various places and provides Hansportation Facilities to good
customers it help to create good Image and Satisfaction among them. The
train strength of the Organization is, It has a strong and experienced
employees and the highly remanded product are sail more And the main
weakness is the seasonal variation offects the trade of the Industry.

HISTORY
1995-started the business on 17-09-1995 with Small investment by a sole
proprietor MN. Arjuna kumar Started a retail shop with scrap Items only

2000 -Started wholesale business by taking loan from bank

2004 -New department is formed name is vinayaka Astra
2005 -Recruitment 50 employee
2009 -5 new materials introduce from various branded company Like
Apollo, Seatech, Aquatech.
2010 -construction materials like cement, steel, iron are introduce.

2015 - Introduce Punching machine for employees and recruit 50

employees.
2017 - Construct new building for warehouse facility.
21
VISION
Trade quality materials in the field of construction with affordable Price

MISSION
To make available 100% construction material and Provide better
employment opportunities to employees and make harmonies
relationship between them.

OBJECTIVE
Trade best quality Products like pipes, TMT bars, cement, paints, water
tanks, Pvc pipes, sheet, s’s pipes etc. at Affordable price to public.

INFRASTRUCTURAL FACILITIES

1. LABOUR
Manpower is the human resource employed in many enterprises. The
success of the organization depends upon the right type of the person
placed in the job.it requires the skilled and unskilled workers the firm are
100. It includes male 65 and 35 females

2. TRANSPORTATION
The transportation means movement of goods from one place to another
plate. The company has its own system to supply their products in
Various places and provides transportation facilities to good customer is
it help to create good Image and satisfaction among them.

3. BUILDING AND MACHINERY

22
The companies have two building to conduct all the trading activities and
also have computerized administration office to conduct the business
efficiently and effectively. The company wed advanced machines for the
smooth operations

4. WARE HOUSE
The company developed a large warehouse to store the Products like
steel, Paints, cements, Gp pipe the Firm take all required measures to
keep their orders safe and Sound

SWOT ANALYSIS
STRENGTH
• vinayaka Traders has strong and experienced employees.
• Highly demanded products are sale more
• Better atmosphere for working
• Good pricing policy
• Maintain harmonious relationship between traragers and workers.

WEAKNESS
• Highly risk, risk cannot be shared
• Seasonal variation Affects the trade of the Industry
• Cost of material and transportation affect the trade.

OPPORTUNITIES

• Increasing purchasing power of people by increasing demand

23
 • Increase the demand of construction materials makes anonymous
development of the jam.
• Better utilization of manpower.

THREAT
• Increasing domestive competition
• Rising operating Cost

STRUCTURE OF THE COMPANY

Owner
↓
Managing committee
↓ ↓ ↓
Financial manager Purchase Manager Sales Manager
↓
Account Department ↓
↓ Supervisors
Skilled Workers ↓
Workers
↓
Skilled and semi-skilled workers

B. THEORETICAL FRAMEWORK

24
EMPLOYEE SATISFACTION
Employee satisfaction is one of the most widely used variables in
organizational behaviour. It is an employee attitudinal response to his or
her organization. "A satisfied employees is the true reflection of the
organization. Employee satisfaction is an attitude that is simply how
content an individual is with his/her job; whether he or she likes job or
not. It is assessed at both the global level or at the facet level spectre lists
14 common facet. Appreciation, communication, workers, fringe
benefits, job conditions, nature of the work, organization, personal
growth, policies and procedures, promotion, opportunities, recognition,
and supervision, job satisfaction scale vary in the intent to which they
assess the effective feelings about the job or the cognitive assessment of
job. Effective job satisfaction is a subjective construct representing an
emotional feelings individuals have about their job.
Effective employee satisfaction for individuals reflect the degree of
pleasure or happiness their job in general induces. Cognitive employee
satisfaction is a more objective and logical evaluation of various facets
of a job. Cognitive employee satisfaction can be one-dimensional If it is
evolution of just one facets of a job, such as pay or maternity leave or
multi-dimensional, if two or more facets of a job are simultaneously
evaluated. Cognitive employee satisfaction does not assess the degree of
pleasure or happiness arises from specific job facets employee
satisfaction can also be seen within the brocades content of the range of
issue which effect on individuals temperance of work or their quality of
working, employee satisfaction can be understood in terms of its
relationship with other key factors such as general wellbeing, stress at
work control, homework interface and working condition

DEFINITION OF EMPLOYEE SATISFACTION

25
According to HoPpock employee Satisfaction. Any Combination of
psychological and environmental Circumstances that cause a I am
Satisfied person truthfully with my job “(HOPPOCK 1935) definition
employer Satisfaction I Mary Internal factors that has to do
15 unders Cremains Something with the way how the to say this the
influence Internal employees feels. According to VROOM job
satisfaction focuses on the role the employees 10 the workplace.
Thus he definer job satisfaction Orientation role on the past of which they
(Von 1964).effective Individuals towards presently occupying

BENEFITS OF EMPLOYEE SATISFACTION

 Right Organizational environment and Climate will be created.

 It help to Improve requirement. As the attractive and Can be
recruited. More
 Job becomes efficient. Employees.
 It help to win thein Morale oven employees loyalty and Increase
 It help to build up Stable labour to reduce turnover and absenteeism
 It help to the among Workers development of team Spirit among
workers
 It help to earn goodwill and enhance public image.

DIMENSION OF EMPLOYEE SATISFACTION

• Thee and three important dimensions Satisfaction employer
• Job Satisfaction Job Solution Internal. 15 an emotional response to
AS Such It can’t be seen, It can 9

26
THEORIES OF EMPLOYE SATISFACTION

Herzberg’s two factor theory

Herzberg’s Motivation Herzberg’s Motivation Hygiene theory

Theory

• Need for personal achievement

• Need for Social Achievement
• Need for Influence

Employee satisfaction and work behaviour

Employee Satisfaction and productivity
Employer Satisfaction and Absenteeism
Employer satisfaction And Turnover

SCOPE
The scope of the study is that by analysing the Job satisfaction of the
employees, then organisation further improve themselves with more

27
benefits and Facilities to overcome the drawback and improve the
Performance level of employees.

 To identify the employees level of satisfaction Upon that job

 This study is helpful to that organisations for conducting further
research.
 It is helpful to identify the employer's level of Satisfaction towards
welfare measure,
 This study is helpful to the organisation for Identifying the area of
dissatisfaction of job of The employees
 This study helps to make a managerial decision to the company.

OBJECTIVES

 To identify the job satisfactory level of the Whole employee

 Perception of employees towards Management.
 To identify the factors that influence the level of employee
satisfaction.
 To identify the factor that helps to enhance the Level of employee
satisfaction.

BEST PRACTICES TO KEEP EMPLOYEE SATISFACTION

HIGH

1. A Positive Work Environment

28
 A positive work environment has a significant influence on how the
employees feel. The work environment plays a vital role in keeping the
employees motivated. It significantly influences his/her work life. It
reflects in the work they do and helps sustain positivity throughout the
day.
A positive work environment doesn't only mean the organizational
structure. It is the overall experience an employee shares with his/her co-
workers, immediate supervisors, and company culture.

CREATE A POSITIVE WORK ENVIRONMENT THROUGH-

 Open communication
 Building trust
 Building healthy work relationships
 Listening and promoting equal opportunities

2. Feedback
We all need and crave feedback, and your employees are no different.
Feedback is critical to employee satisfaction, and most of the managers
are uncertain when it comes to giving feedback. Lack of employee
feedback makes the employees unsure about the work and effort they are
putting. Human psychology is complicated, and people can receive the
same message or dialogue differently Managers should, therefore, master
the tricks of giving feedback. The positive effects of feedback

Are immense in the workplace. It can build trust, employee satisfaction,

keep the employees motivated and reduce turnover.

The best ways to give healthy feedback are

29
  The positive intent.
 It should be constructive.
 It should be genuine.
 Don't wait, give your feedback immediately.

3. Rewards and Recognition

According to office Team’s study, 66% of would “literally leave their
job Employees Say they if they didn’t feel appreciated. Each of us unique
Swill sells, and we consciously On Subconsciously apply those at our
jobs. It is therefore, rewarding For Anybody to be memoriated for the
application of these skills, when Employed are rewarded and recognized
for their work, it builds employees morale, Productivity, and overall
employees Satisfaction From time to time keep employee motivation this
energies Them to thrive to clo better and Ouldo Themselves. Yout Con
also offer Valuable benefits and Perles to You Employees to boost their
Morale and job satisfaction.

4. Work-life Balance and Employee Satisfaction.

Work -life Balance helps Employees to balance their Professional and
personal lives. Balancing world- life in today’s Wand is quite
challenging, and Many a time Con become burdensome. Employees keep
themselves occupied with the different Aspects of their Personal and
Professional lives, and that plays a crucial role in their Satisfaction and
employees happiness. Long, tight Work Schedules, and too much
workload often make it difficult for them to balance them. Management
Can, therefore, heaps, its employees to bring a Balance in Work life. Here
are some actionable steps:

 Initiating Work-life balance Program’s

30
  To have one to One integrations.
 To Provide Flexible work hours
 Giving them enough time for relaxation and leisure

5. Involve and Engage Young Employees

When you involve and Engage Satisfaction Teams that work Happen and
Satisfied. The best to your employees it builds employees is make them
funny involved way to encourage head con Out in need. To make them
realize that they are equally important. And their contribution and hard
work are always appreciated

Work life Can be hectic and burdensome at times when you involve and
engage you. Employees deliberately. It reduces Employer turnover and
enhances Employers Satisfaction

6. Develop Employee skills

Helping employees develop their skill sets is also one of the attributes of
employee satisfaction. When you give your employees room for
developing their skills, it boosts their job satisfaction and increases work
efficiency. This also signifies that, along with your organizational
growth, you even care about their career development, Evaluating if the
employees want to learn something new or need any specific training is
always a good practice. Lack of this management approach often makes
the employees dissatisfied. Since they feel they have nothing left to learn.

7. Evaluate and Measure Employee Satisfaction

Many small/big organizations conduct biannual or yearly employee
engagement surveys. They put up questions on the categories like
teamwork, feedback, information, work-life balance, work relationship.
31
Self-evaluation, and so on. This is an excellent practice unless it becomes
monotonous or complacent. Since work culture is diverse from one
organization to another, therefore the surveys can be designed
accordingly.
Let's say management can put an employee suggestion box to hear
employees out anonymously Employees can put any simple suggestions
they want to make or write anything that bothers them.
One of the other evaluation practice is one-on-one reviews. This could
be very effective to know about employee dissatisfaction and its
attributes. Management would this way see if they are satisfied with their
jobs. This would allow the employees to talk about their discontentment,
aspirations, and goals. This would foster satisfaction and engagement
and what employees expect from the organization

8. Employee Well-being
'Health is wealth is an overused phrase but holds true to its meaning.
Employers who do not emphasize employees' physical, emotional,
psychological, and financial well-being build an inefficient workforce. It
is vital to building a work culture for the employees' well-being needs.
Employees who are healthy and stress-free have better productivity and
a greater sense of responsibility towards their job. The feeling of security
keeps them more engaged and dedicated. Therefore, employers must
provide them with corporate wellness programs or sessions and monitor
their behaviour to foster a positive culture.

9. Clearly defined Goals and Objectives

You may have best team working for you, but if you do not have goals
and objectives in place, you would slowly kill their enthusiasm. Your
team needs directions throughout their work-life cycle. When an

32
organization fails to provide clear objectives or company values, it leads
to employee dissatisfaction. Employees do not only work for a paycheck.
For their satisfaction at work, they also need a direction and a sense of
purpose that keeps them going. At the end of the day, we all want to do
meaningful work and make a difference.

STEPS TO INCREASING EMPLOYEES SATISFACTION

A successful work environment is one that motivates its team and

provides workers a sense of pride. Managers can build a healthy work
environment that is more productive by following this five-step process.

STEP 1: PROVIDE A POSITIVE WORKSPACE

Creating the highest job satisfaction begins by providing a positive
workspace. The best ways to create a positive workspace is by offering
services such as group benefits, childcare programs, employee discount
programs, automatic check deposits, casual clothes Friday, and weekend
activities. Taking care of employees will ensure to keep them motivated,
focused and loyal.

STEP 2: RECOGNITION AND REWARD

Personal recognition may be the most powerful tool in motivating a
workforce. A "Congratulations!" on a job well-done from a supervisor
can do wonders. Small and simple celebrations are much more effective
than only offering a once a year event. The important thing is to make
the workforce feel special and reinforcing how much they matter to the
overall success of the business.

33
STEP 3: INCREASE WORKFORCE ENGAGEMENT
Your employees are showing up to work every day, but the real question
is, are they truly engaged? It has been proven that employees are
involved when there is a way for them to contribute ideas or suggestions.
Giving them a sense of ownership and pride in their work will increase
the workload they can handle and their overall attitude about it.
Exchanging ideas within different departments is crucial to keep
everyone connected, making processes and flows more efficient. Studies
also show that engaged employees have less sick days and volunteer
extra hours during the week to finish important tasks.

STEP 4: DEVELOP WORKER'S SKILLS

Education, as well as training, motivates workers thus making them a
more productive and innovative version of themselves. Learning must
never stop; encouraging employees to participate in workshops or
offering them classes is a useful tool to improve productivity. Periodic
evaluations are a good way to understand the needs of each employee.
Once tested, each worker should be given the results alongside a list of
resources and lessons that will help improve in lacking areas. THIS
EMPOWERS THEM. Intensive training and development program will
result in motivating the workforce and creating a lower turnover. A well-
trained employee will be more capable and more in control of their jobs,
resulting in less supervision and micromanagement. Empowered
employees complain less and are more motivated. This leads to stronger
employer-employee relationships.

STEP 5: EVALUATE JOB SATISFACTION

34
Evaluation should be a non-stop process. The primary goal of evaluating
should be to measure progress while determining the areas in need of
improvement. Reviewing employees moral, attitudes, and motivation
quickly identifies problem areas and enables the organization to
implement plans to correct them. Evaluating the workforce and taking
the necessary steps to ensure progress gives companies a significant
competitive advantage. Becoming truly successful in the business world
can only come from motivating people to work together and contributing
what they can toward the goals of the enterprise.

35
 CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
 DATA ANALYSIS AND INTERPRETATION
The result of survey conducted as a part of research study has been
presented and analysed in this chapter, analysis of data is the most skilled
task in the research process. Analysis of data meanings. In other words
the analysis means the computation of certain indices or measures of
coefficients along with searching for pattern of relationship that exists
among data groups.

TOOLS USED FOR ANALYSIS

1. SIMPLE PERCENTAGE ANALYSIS
It is a type of analysis are used for making comparison between two or
more series of data. Percentage analysis is used to determine relationship
between two series.

Actual number of respondents

Sample size X100

2. SIMPLE BAR DIAGRAM

A simple bar chart is used to represent data involving only one variable
classified on a spatial, quantitative or temporal basis. In a simple bar
chart, we make bars of equal width but variable length.

36
 TABLE 4.1 OPINION ABOUT SALARY PACKAGE

Response No of respondent Percentage

Percentage
Very good 5 10%
Good 20 40%
Neutral 15 30%
Bad 10 20%
Very bad 0 0%
Total 50 100%

CHART 4.1 OPINION ABOUT SALARY PACKAGE

Series 1
45
40
35
30
25
20
15
10
5
0
VERY GOOD GOOD NEUTRAL BAD VERY BAD

Series 1

INTERPRETATION
Table 4.1 reveals the opinion about salary. According to the study 10%
of them are said that salary provided by the company is very good, 40%
of the respondents are good with their salary, 30% of them are satisfied
and 20% of them are not satisfied with their salary. Thus the salary
package adopted by the company is good.
37
TABLE 4.2 SATISFACTION ON THE WORKING CONDITION

Response No of respondent Percentage

Percentage
Highly satisfied 4 8%
Satisfied 20 40%
Moderate 20 40%
Dissatisfied 3 6%
Highly dissatisfied 3 6%
Total 50 100%

CHART 4.2 SATISFACTION ON THE WORKING CONDITION

Series 1

highly satisfied satisfied moderate dissatisfied highly dissatified

INTERPRETATION
Table response of 8% was highly satisfied. 40% of employees are
commented that their working is satisfied and another 40% of employees
says that their working condition is neutral. 6% of employees commented
that working condition is bad and remaining 6%
where of the opinion is very bad. So the company provides good working
conditions to their employ.
38
TABLE 4.3 OPINION ABOUT THE LEVEL OF SATISFACTION

Response No of respondent Percentage

Percentage
Highly satisfied 15 30%
Satisfied 20 40%
Moderate 12 24%
Dissatisfied 3 6%
Highly dissatisfied 0 0%
Total 50 100%

CHART 4.3 OPINION ABOUT THE LEVEL OF

SATISFACTION

Series 1

highly satisfied satisfied moderate dissatisfied highly dissatified

INTERPRETATION
From the above table it is inferred that 30% of the employees are highly
satisfied with the physical security. 40% of them are satisfied. 24% said
that it is moderate and 6% of them are dissatisfied. So the company has
0 improve its physical security facilities

39
 TABLE 4.4 OPINION SOUGHT IN DECISION MAKING
Response No of respondent Percentage
Percentage
Frequently 7 14%
Often 22 44%
Sometimes 12 24%
Not at all 9 18%
Total 50 100%

CHART 4.4 OPINION SOUGHT IN DECISION MAKING

Series 1

Frequently Often Sometimes Not at all

INTERPRETATION
The data shows that 14% commented their opinions are frequently asked
44% of employees are commented that oftenly their opinion are
considered sometimes. And remaining 18% said their opinions are not at
all considered. So the company has to give equal consideration to the
employees while taking decision. It helps to improve employee
satisfaction level.

40
 TABLE 4.5 OPINION ABOUT ADDITIONAL PAY FOR
OVERTIME
Response No of respondent Percentage
Percentage
Yes 45 90%
No 5 10%
Total 50 100%

CHART 4.5 OPINION ABOUT ADDITIONAL PAY FOR

OVERTIME

Series 1
100

80

60

40

20

0
YES NO

Series 1

INTERPRETATION
Table 4.5 reveals that the opinion about getting extra salary for overtime.
According to the study 90% of the respondents are satisfied and 10% are
not satisfied. Thus the company extra salary for overtime works

41
 TABLE 4.6 EFFICIENCY OF TRAINING PROGRAMME IN
REDUCING DEFECTS AND ACCIDENTS

Response No of respondent Percentage

Percentage
Yes 40 80%
No 10 20%
Total 50 100%

CHART 4.6 EFFICIENCY OF TRAINING PROGRAMME IN

REDUCING DEFECTS AND ACCIDENTS

Series 1
90
80
70
60
50
40
30
20
10
0
YES NO

Series 1

INTERPRETATION
Table 4.6 shows the (Efficiency of training programmers in reducing
defects and accidents.) According to the study 80% of the respondents
are good with the training facilities. 10% of them not good with the
training facilities.

42
 TABLE 4.7 OPINION REGARDING THE WELFARE
ACTIVITIES
Response No of respondent Percentage
Percentage
Excellent 4 8%
Good 20 40%
Poor 11 22%
Satisfactory 15 30%
Total 50 100%

CHART 4.7 OPINION REGARDING THE WELFARE

ACTIVITIES

Series 1

Excellent Good Poor Satisfactory

INTERPRETATION
Table 4.7 States that 8% of employees opinion about welfare facilities
provided by the company is excellent 40% commented that it is good
22% is commented it is poor an d30% said that welfare facilities are
satisfactory and remaining. The data reveals that the welfare facilities
provided by the company.

43
 TABLE 4.8 SATISFACTION ON WORKING HOURS
Response No of respondent Percentage
Percentage
Highly satisfied 4 8%
Satisfied 20 40%
Moderate 20 40%
Dissatisfied 3 3%
Highly dissatisfied 3 3%
Total 50 100

CHART 4.8 SATISFACTION ON WORKING HOURS

Series 1
45
40
35
30
25
20
15
10
5
0
highly satisfied satisfied moderate dissatisfied highly dissatified

highly satisfied satisfied moderate

dissatisfied highly dissatified

INTERPRETATION
From the above table it is inferred that 8% of the respondents are highly
satisfied with the working hours. Only 40% of the respondents are
satisfied, 40% of the respondents are moderate, 6% of the respondents
are dissatisfied and 6% of respondents are with their working hours.

44
 TABLE 4.9 SATISFACTION ON JOB SECURITY
Response No of respondent Percentage
Percentage
Highly satisfied 6 12%
Satisfied 22 44%
Moderate 18 36%
Dissatisfied 4 8%
Highly dissatisfied 0 0%
Total 50 100%

CHART 4.9 SATISFACTION ON JOB SECURITY

Series 1
50
45
40
35
30
25
20
15
10
5
0
highly satisfied satisfied moderate dissatisfied highly dissatified

highly satisfied satisfied moderate dissatisfied highly dissatified

INTERPRETATION
According to the study 12% of the respondents are highly satisfied 44%
of the respondents are satisfied with their job security 36% are moderate
and 85 are dissatisfied with their job security the opinion shows that the
employees are satisfied with their job security.

45
 TABLE 4.10 OPINION ABOUT PROMOTIONAL
OPPORTUNITIES
Response No of respondent Percentage
Percentage
Very good 5 10%
Good 28 55%
Average 12 25%
Poor 5 10%
Total 50 100%

CHART 4.10 OPINION ABOUT PROMOTIONAL

OPPORTUNITIES

Series 1
60

50

40

30

20

10

0
very good good average poor

very good good average poor

INTERPRETATION
The response of 8% was very good 36% of employees commented about
the promotional opportunities as good 30% were of the Opinion as
average are remaining 26% where of the opinion as poor. Thus, the
company provides good promotional opportunities

46
 TABLE 4.11 EQUALITY IN TREATMENT FOR
DISCIPLINARY ACTION
Response No of respondent Percentage
Percentage
Strongly agree 17 74%
Agree 10 20%
Neutral 3 6%
Disagree 0 0%
Strongly disagree 0 0%
Total 50 100%

CHART 4.11 EQUALITY IN TREATMENT FOR

DISCIPLINARY ACTION

Series 1
80
70
60
50
40
30
20
10
0
strongly sgree agree neutral disagree strongly dssagree

strongly sgree agree neutral disagree strongly dssagree

INTERPRETATION
Out of 50 Responds, 74% of employees are strongly get equal treatment
while taking disciplinary action in the organization, 20% were agree,6%
feels Neutral with the equal treatment for disciplinary action in the
organization

47
TABLE 4.12 EMPLOYEES OPINION ABOUT THE TRAINING
PROGRAMME
Response No of respondent Percentage
Percentage
Excellent 13 26%
Good 27 54%
Average 10 20%
Poor 0 0%
Very poor 0 0%
Total 50 100%

CHART 4.12 EMPLOYEES OPINION ABOUT THE TRAINING

PROGRAMME

Series 1

Excellent Good Average Poor Very poor

INTERPRETATION
Out of 50 responds, 54% of employees are have an opinion that the
training program in the organization is good, 26% of employees feels
excellent, 20% feel average towards the training programme of the
organization.

48
 TABLE 4.13 EXPERIENCE SHARING BETWEEN
EMPLOYEES
Response No of respondent Percentage
Percentage
Yes 30 60%
No 20 40%
Total 50 100%

CHART 4.13 EXPERIENCE SHARING BETWEEN

EMPLOYEES

Series 1
70

60

50

40

30

20

10

0
YES NO

Series 1

INTERPRETATION
Out of 50 responds, 60% of employees are always Ready to share
experience to help other employee, 40% of employees are very often to
share experience in the organization.

49
 TABLE 4.14 WORKING EXPERIENCE OF EMPLOYEES IN
THE ORGANIZATION
Response No of respondent Percentage
Percentage
Less than 5years 25 50%
5-10year 4 8%
10-15year 12 24%
15-20year 5 10%
More than 20 year 4 8%
Total 50 100%

CHART 4.14 WORKING EXPERIENCE OF EMPLOYEES IN

THE ORGANIZATION

Less than 5years 5-10year 10-15year 15-20year More than 20 year

INTERPRETATION
Out of 50% responds, about 50% of employees have been working below
5 years, 8% of employees have been working 5-10 years, 24% of
employees have been working 10-15 years, 10% of employees have been
working 15-20 years, 8% of employees have been working more than 20
years in the organization.

50
 TABLE 4.15 EMPLOYEES OVERALL SATISFACTION WITH
THE JOB
Response No of respondent Percentage
Percentage
Highly satisfied 10 20%
Satisfied 40 80%
Dissatisfied 0 0%
Highly dissatisfied 0 0%
No opinion 0 0%
Total 50 100%

CHART 4.15 EMPLOYEES OVERALL SATISFACTION WITH

THE JOB
90
80
70
60
50
40
30
20
10
0
highly satisfied satisfied moderate dissatisfied highly dissatified

highly satisfied satisfied moderate dissatisfied highly dissatified

INTERPRETATION
Out of 50 responds, 80% of employees were satisfied with their overall
job and 20% were highly satisfied in the organization

51
 CHAPTER 5
FINDINGS, SUGGESTIONS AND CONCLUSION
FINDINGS
 Nearly 50% of the employees are satisfied with their salary package.
 48% of the employees are satisfied with their working condition
 70% of employees are satisfied with the physical securities offered
by the company.
 The decision making process of managers in the company provides
an opportunity to participate the employees in decision making.
 90% of employees are satisfied with their over time job salary.
 In Vinayaka Iron trader’s efficiency of training programs helps in
reducing defects and accidents.
 Nearly 48% employee’s opinion about welfare facilities provided by
the companies are excellent.
 48% of employees are satisfied with their job security provided by
the company.
 65% of the employees are satisfied with their promotional
opportunities.
 74% of employees are strongly agree that they get equal treatment
while taking disciplinary action in Vinayaka Iron traders.
 54% of employees are have an opinion that the training program in
the organization is good.
 60% of employees are always ready to share experience to help other
employees.
 50% of employees have been working below in year.
 The study reveals that the employees in organization is satisfied with
their job.

52
SUGGESTIONS
 The company can improve their training method and techniques by
including job training, craft training and personality development
training.
 Even though salary package is overall good still the package can be
improved for better employee’s satisfaction.
 Grievances handling system may be improved to the satisfactory
level of the employees.
 Few of employees face mental fatigue, stress and lack of physical
fitness. The company should arrange facilities for practicing
meditation spiritual guidance, gymnasium and yoga.
 Company can take steps to improve participation of employees in
decision making.

53
. CONCLUSION
Vinayaka Iron Trades Vadakkencherry, Palakkad, provides practical
knowledge about how a company operates and their functions including
management, employee’s aspiration, manufacturing units and import
trade. Employee satisfaction is the terminology used to describe whether
employees are happy and contented. Employees satisfaction has a direct
relationship between the company performances, when the employees
satisfaction is lower it adversely affect the company performance.
The training provided the information regarding impact of human
resource activities in an organization which was completely new field for
me. A suggested by me earlier, few more additions in various field can
improve the functioning, management, work ethic and finally capture the
output and the turnover of the company in a big way.

54
BIBLIOGRAPHY
 BIBLIOGRAPHY
BOOKS REFERRED
 Dr. P. K LAZAR. O. S PRIYADARSHANAN. (2005) Business
studies
 Dr. K Venugopalan. Dr. Adul Assis koroth (2003) Management
concepts and Business Ethics
 SP Guptha-Statistical methods (1976)
 Stebbins-Job satisfaction and organizational culture (2011)

JOURNALS
 Nupur Tripathi, Dr. Bharti Shukla. (2019) “A Study on Employee
Job Satisfaction in Retail Sector of Gorakhpur” International
Journal of Scientific Research and Review. Vol.07 (03), 3442-3453
 Sivakumar, A. And Arun, A (2019). Perception on Teachers among
Parents of School Students in Coimbatore District. Asian Journal of
Multidimensional Research, 8(2). 230-240.
 Sanal Sunny (2018) “A study on the job satisfaction of employees
in Sun Shine Pipes pvt. Ltd. International journal of research in
management and business studies 2348-6503.
 Marcel Chinemere Okeke (2018) “Job satisfaction and employee
performance in selected bakeries in Anambra state”. A Journal of
Advance in Management IT & Social Sciences, Vol.8, Issue 10
October 2018 Impact Factor 5.132 ISSN: (2231-4571.
 Ms.AditiAcharva and Dr. Shabhana (2017). “Drivers of job
satisfaction among SAIL employees with special reference to Bhilai
steel plant .International Journal Of Research In special
Sciences.vol.7 Issue 5 2017 may ISSN:2249. 2496.IMPACT
FACTOR-7.081.
 Dr. V. Lavanya (2017) “A study on employee job satisfaction in
manufacturing sector”. International of engineering technology,
Management and applied sciences. Volume 5 Issue 10 ISSN 2349-
4476
 Mr. Anil Kumar Barik (2016). “An employee satisfaction case from
Indian public steel sector.” International Journal Of Research In
Economics and Social Sciences. (IMPACT FACTOR-6.225)
Volume 6, ISSUE 3 (march, 2016)ISSN 2249-7382.
 Abhilasha Vyas (2016) “Job satisfaction level of employees at
HDFC bank”. Journal of human research management.
 Prof. Dr. SubhasishChatterjee, Dr. SmritiiPriya (2016). “Employee
satisfaction level A study on multispecialityhospital.International
journal of emerging trends in science and technology. Vol.03 –
Issue 12 pages 4910-4918.december ISSN 2348-9480..
 Biswajithpal (2015) “Impact of industrial relation policies on
satisfaction level of employees at Rourkela steel plant”.
International journal of research in management and business
studies, 2348-6503
 Anubhuti Monga, Narinder Verma, O.P. Monga (2015) “A study of
job satisfaction of employees of ICICI bank in Himachal
Pradesh””.Human Research Management Research (2015),5 (1).
18-25.
 Dr. A. Sumathi (2014) “A survey on job satisfaction of textile
showroom employees in Coimbatore city”. ZENTH International
journal of multidisciplinary research. ISSN 2231- 5780 Vol.4(9),
September 2014

 Saced, R., Lodhi, R. N. & Iqbal, A. (2014). Factors Influencing Job

Satisfaction of Employees in Telecom Sector of Pakistan.
 International Journal of African and Asian Studies – An Open
Access International Journal, 3:124-130.
 Guruswamy, P., and Mahendran, K. (2013). Employees” Job
Satisfaction in Automobile. Analysis, 2(7), 43-54

WEBSITES
 W W W.foxbu ssiness.com
 WWW.employeesatisfaction.com
 https://joselect.com/dealer/vinayaka-iron-traders-in-
vadakkencherry-palakkad- sanitary-hindware/?d=1519
APPENDIX
 QUESTIONNARE
Name:
Gender:
Age:
Education:
Salary:
Working level:
1. What do you feel about the wages/Salary provided by the company?
a) Very good
b) Good
c) Neutral
d) Bad
e) Very Bad
2. Your opinion about working condition
a) Highly satisfied
b) Satisfied
c) Moderate
d) Dissatisfied
e) Highly Dissatisfied
3. Mention your level of satisfaction on Physical security
a) Highly Satisfied
b) Satisfied
c) Moderate
d) Dissatisfied
e) Highly Dissatisfied
4. Is your opinion sought in decision making? If so, extent is your
opinion Taken into opinion account?
a) Frequently
b) often
c) sometimes
d) not at all

5. Do you provide additional pay forever time work?

a) Yes
b) No

6. Are you saluted with the efficiency of training programmes in

reducing Defected and accidents?
a) yes
b) No

7. What is your opinion regarding the welfare Facilities provided by the

Company?
a) Excellent
b) Good
c) Poor
d) Dissatisfactory
8. Are you satisfied with working hours?
a) Highly Satisfied
b) Satisfied
c) Moderate
d) Dissatisfied
e) Highly dissatisfied
9. Mention your level of satisfaction on Job security.
a) Highly satisfied
b) Satisfied
c) Moderate
d) Dissatisfied
e) Highly Dissatisfied

10.Your opinion about promotional opportunities.

a) Very Good.
b) Good
c) Average
d) Poor

11.While taking disciplinary action did you got fair treatment.

a) Agree
b) Neutral
c) Disagree
d) Strongly disagree

12.Your opinion about the training program of the organization

a) Excellent
b) Good
c) Average
d) Poor
e) Very poor
13.Are your manager treats you with respect?
a) Yes
b) No
14.How long have you been working in the organization
a) Less than 5 years
b) 5-10years
c) 10-15years
d) 15-20years
e) More than 20 years

15.Overall satisfaction with your job

a) Highly Satisfied
b) Satisfied
c) Dissatisfied
d) Highly Dissatisfied
e) No Opinion.
16.Ability to balance work with their personal life
a) Poor Satisfaction
b) Need to Improve
c) Great satisfaction
d) Extremely Delighted
17.Level of understanding of rules, responsibility and in organization
a) Highly satisfied
b) satisfied
c) Dissatisfied
d) Highly dissatisfied

18.Do you have any incentives wage scheme for efficient work on your
organization?
a) Yes
b) No
19.How Flexible is the company with respect to your Family
responsibility?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
d) Highly dissatisfied

20.How would you at the communication between employees and

management.
a) Excellent
b) Good
c) Neutral
d) Poor