JCT Limited commenced its textile operations in 1946.The Textiles Division of the company has grown to be one of the largest composite textile units in Northern India with an annual turnover of Rs. 300 crores (USD 70 million) .Boasting of a 4500-strong work force and the capacity to produce 4 million metres of the finest cotton and blended fabrics every month, JCT is undoubtedly a major player in both the domestic and export markets.
JCT has presence all over the world with exports to USA, Europe, Far East, Middle East, Mauritius, and other countries. The fabric is made for leading international brands complying with their standards.
JCT Limited, one of the leading manufacturer of textiles and filament yarn, is the flagship company of Thapar Group. With operations in two distinct businesses – cotton, synthetic & blended textiles and nylon filament yarn – JCT Limited is a market driven company fueled by good work ethic, values and a high standard of performance. It is this culture that has helped establish the company’s reputation as one of the finest in the country.
JCT Limited was the first textile manufacturer in the country to introduce eco-friendly fabrics made of organic cotton and its textile division was the first in the industry to be accredited with an ISO 9002 certification in 1996.It is ISO 9001:2000 company. Over five decades, since it commenced textiles operations in 1946, the textile unit of JCT Limited has grown into one of the largest textile manufacturers in India. With integrated textile facility in Phagwara (Punjab).
A daily production capacity of 63 million meters per annum, and a product range consisting of some of the finest cotton and blended fabrics, this division has made a mark both the domestic and international markets. And this has been driven by the desire to excel in every sphere of its operations - spinning, weaving and processing, as well as stringent quality control at each stage of production.
Job satisfaction is a combination of psychological, physiological and environmental circumstances that cause a person to say, “I am satisfied with my job”.
Job satisfaction may be said as the “end state of feeling”, i.e. it emphasizes the fact that the feeling is experienced after a task is accomplished or an activity has taken place whether it is highly individualistic effort of writing a book or a collective endeavor of constructing a dam.
In other words, job satisfaction can also be defined as an individual’s general attitude towards his or her job.
There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert ). Other less common methods for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. This data is typically collected using an Enterprise Feedback Management (EFM) system.
The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used. It measures one’s satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or can’t decide (indicated by ‘?’) in response to whether given statements accurately describe one’s job
The Job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general.
Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale . The MSQ measures job satisfaction in 20 facets and has a long form with 100 questions (five items from each facet) and a short form with 20 questions (one item from each facet). The JSS is a 36 item questionnaire that measures nine facets of job satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used widely, measured overall job satisfaction with just one item which participants respond to by choosing a face.
It has been found that the staff strength at JCT ltd.,Phagwara is comparatively less. As this plant is a production intensive unit but there is a greater extent of automation so the number of manpower needed is less. Moreover, skilled labor is required and they need to be trained regarding operations of machines and their safety while working.
Employees have to work till late hours and therefore they do not feel fresh at the end of the day. Their working hours should be reduced.
There should be some recreational activities undertaken at least one a month.
If the ranks and status were made suitable to an employee in proportion to his ability/experience he would feel more satisfied thinking that his talents have been recognized and his skills have not gone down the drain.
The major constraint by which the employees are dissatisfied is that they don’t feel fresh after day’s work i.e. they feel tired by working the whole day with very busy schedule and don’t get time for their family and children (or get less time) and for that they have to take leaves which further leads to absenteeism